team 7 marjaana kivioja marcos räisänen satu seppä tiina timonen rami virtanen

Team 7

Marjaana Kivioja

Marcos Räisänen

Satu Seppä

Tiina Timonen

Rami Virtanen

Qualifications• CEO

– leadership, strategy, knowledge about the company, communication, teamwork, analytical and language skills

• Functional Managers

– communication, interpersonal and functional planning skills (HRM, Finance, Marketing, and Operations), ability to work under pressure

Qualifications

• Country Managers

– familiarity with local policies, culture, and language, communication, interpersonal skills

• Regional Managers

– familiarity with local policies, culture, and language, communication, interpersonal skills

Qualifications

• Facility Manager– individual and team work abilities, organizing

and leadership skills, communication

• Assistant Facility Managers– readiness to learn, motivation, team working

ability

Selection process

Initial interview in HR Dep.

Employment tests

Background investigation

Supervisory interview

Medical examination

Preliminary selection in HR Dep.

Application Review

Hiring decisionNB: an applicant may be rejected after any step in the process

Selection Process

Application Review

Application Review

• Review of applications and resumes

• Put candidates in order of best qualified

• Select the most appropriate applicants

Selection Process

Application Review

Initial interview in HR department

Initial interview in HR Department

• Highly Structured Interview– Questions Based on Job Requirements – Distinct Types of Questions – Sample Good Responses– Multiple Raters– Consistency Applied– Documentation– “Fostered by EEO Requirements”

Types of Interview Questions

WARM-UP QUESTIONS e.g .What made you apply for this position?WORK HISTORY e.g. What special aspects of your work experience have prepared you for this job?JOB PERFORMANCE e.g. Everyone has strengths & weaknesses as workers. What are your strong points for this job? EDUCATION e.g. What special aspects of your education or training have prepared you for this job?CAREER GOALS e.g. What is your long-term employment or career objective?SELF-ASSESSMENT e.g. What kind of things do you feel most confident in doing?MOTIVATION e.g. What is your professional goal?WORK STANDARDS e.g. What are your standards of success in your job?LEADERSHIP e.g. What approach do you take in getting your people to accept your ideas or department goals?

Selection Process

Application Review

Initial interview in HR Dep.

Employment tests

Employment tests

• Perform psychological and honesty tests

• Teamwork ability tests

• Good predictor of job performance

Selection Process

Application Review

Initial interview in HR Dep.

Employment tests

Background investigation

Background investigation

• Check references and work history

• Good citizen (criminal record)

• Reliability of applicant

• Information will be obtained from:– former employers– school, college, university officials– credit bureaus– individuals named as references

Selection Process

Application Review

Initial interview in HR Dep.

Employment tests

Background investigation

Preliminary selection in HR Dep.

Preliminary Selection in HR Dep.

• Ranking of applicants based on previous processes

• Select the best candidates for “second” round

Selection process

Application Review

Initial interview in HR Dep.

Employment tests

Background investigation

Preliminary selection in HR Dep.

Supervisory interview

Supervisory Interview

• In depth panel interview, behavioral type questions (conducted by closest supervisor, consultant and representative of HR department )

• Multiple opinions

• In depth knowledge about applicants behavior and decision making capabilities

Selection Process

Application Review

Initial interview in HR Dep.

Employment tests

Background investigation

Preliminary selection in HR Dep.

Supervisory interview

Medical examination

Medical examination

• Given to ensure that the health of an applicant is adequate to meet the job requirements

• Test held by professional medical institution

• Protection against possible later law suits

• Can be costly

Selection Process

Initial interview in HR Dep.

Employment tests

Background investigation

Supervisory interview

Medical examination

Preliminary selection in HR Dep.

Application Review

Hiring decision

Hiring Decision

• Goal of the whole application process (most important step)

• Final decision based on all steps of the selection process

Selection Process Tasks: Functional, Country and Regional Managers

Positions

Outsourced

Outsourced

Outsourced

Outsourced

Outsourced

HQ

Outsourced

HQ

Application Screening

Initial Interview

Employment Tests

Background Investigation

Preliminary Selection

Supervisory Interview

Medical Examination

Hiring Decision

Selection Process Tasks

• CEO– elected by Executive Board of Directors

• Facility and Assistant Facility Managers– conducted by closest supervisor and

representative of HR department

Cost

• Partnership with global consulting agency

• Outsourcing selection process reduces personnel needs and expenses in HR department

• Selection methods are designed to reflect the importance of specific position

• Opportunity Cost

Validity and Reliability

• The combination of the different steps in the selection process will assure that each applicant’s characteristics are correctly evaluated

• Reliability– More than one interviewer at supervisory

interview– Standardization e.g. BP employment test