Group Members

Muhammad Afzal

11-Arid-830

M.Tufail Madni

11-Arid-842

HR Policies and Practices

PTCL

Human Resource Functions

Objectives Selection Tools Structured Employment Interview Integrated Selection System

Performance Appraisal Instrument and Describe a Validation Strategy

Organizational structure
Board Of Directors

CEO

Project Director

Marketing & Sales

Customer Care

Information System

Finance

Engineering

HR & Admin

Information technology

Quality Assurance

Selection Tools

The Selection Process

Selection process
Managers find out whether each applicant is qualified for the position and likely to be a good performer

Background Information
Helpful to screen out applicants who are lacking key qualifications Determine which qualified applicants are more promising than others

The Selection Process

Interviews
Structured interviews where managers ask each applicant the same job-related questions. Unstructured interviews that resemble normal conversations. Usually structured interviews preferred; bias is possible in unstructured interviews.

Paper-and-Pencil Tests
Ability tests assess the extent to which applicants possess the skills necessary job performance Managers must have sound evidence that the tests are good predictors of performance

The Selection Process

Physical Ability Tests

Measures of dexterity, strength, and stamina for physically demanding jobs Measures must be job related to avoid discrimination.

Performance tests
Tests that measure an applicants current ability to perform the job or part of the job such as requiring an applicant to take typing speed test. Assessment centers are facilities where managerial candidates are assessed on job-related activities over a period of a few days.

The Selection Process

References
Knowledgeable sources who know the applicants skills, abilities, and other personal characteristics Many former employers are reluctant to provide negative information

Reliability and Validity

Selection tools must be reliable and valid.

Reliability is the degree to which the tool measures the same thing each time it is used. Validity is the degree to which the test measures what it is supposed to measure

Structured Interviews

Structured Interviews

Biographical Interview

Behavioral Interview

Competency Interview

Situational Interview

More on Structured Interviews

Benefits of Structured Interviews

Obtain consistent information needed for selection decision

More reliable and valid than other interview formats

Meet federal EEO guidelines for the selection process

Types of Selection Interviews

Less Structured Interviews

Nondirective Interview Questions are developed based on answers to previous questions. May not obtain needed information. Information obtained may not be not job-related or comparable to that obtained from other applicants.

Stress Interviews
Designed to create anxiety and put pressure on an applicant to see how the person responds.

Who Conducts Interviews?

Interviewers

Individuals

Individuals Sequentially

Panel Interview

Team Interview

Effective Interviewing

Conducting an Effective Interview

Plan the Interview

Control the Interview

Questioning Techniques

Effective Interviewing

Questions to Avoid
Yes/No questions Obvious questions Questions that rarely produce a true answer Leading questions Illegal questions Questions that are not job related

Problems in the Interview

Snap Judgments

Negative Emphasis

Halo Effect
Biases and Stereotyping

Poor Interviewing Techniques

Cultural Noise

Advantages of interviews

Opportunity of probing questions Realistic job preview: describing the job & organization Enables face-to-face encounters: organization & team fitness Opportunity for candidates to ask Opportunity for candidates to assess the organization

Disadvantages of interviews

Lack of validity & reliability in predicting performance Rely on the skills of the interviewer (and many are poor in interviewing) Do not necessarily assess competence needed by the particular job Possibility of biased and subjective judgements

Seletion System

Selection is the process of short listing only the qualified candidates who are fit for the job. PTCL has this policy of not mentioning the name of the company in a job advertisement. Usually hiring takes place through outsourcing with a help of a third party.

PTCL mostly hires employees through

Pioneer Services

Seletion System

Final selection takes place after the candidate has been interviewed by the Manager of the department who requires the new employee and then the HR Manager. On the joining day, the employee has to submit the following documents to the HR Department: Joining Report Copies of educational and professional degrees/certificates Reference Letter Three copies of recent passport size photographs

Strategic Human Resource Management

Strategic Human Resource Management

The process by which managers design the components of a HRM system to be consistent with each other, with other elements of organizational architecture, and with the organizations strategy and goals.

Strategic Human Resource Management

Six Sigma quality improvement plans

ensure that an organizations products and services are as free of errors or defects as possible through a variety of human resourcerelated initiatives

Departmental Division In PTCL

Marketing Department Finance Department Human Resource Department Customer Care Department Information System Department Engineering Department Information Technology

Performance Appraisal

"Performance Appraisal is the systematic, periodic and impartial rating of an employee's excellence, in matters pertaining to his present job and his potential for a better job.

Types of Performance Appraisal

Trait Appraisals
Assessing subordinates on personal characteristics that are relevant to job performance. Disadvantages of trait appraisals

Employees with a particular trait may choose not to use that particular trait on the job.

Traits and performance are not always obviously linked

It is difficult to give feedback on traits.

Performance Appraisal

Behavior Appraisals
Assesses how workers perform their jobsthe actual actions and behaviors that exhibit on the job.
Focuses on what a worker does right and wrong and provides good feedback for employees to change their behaviors.

Results appraisals
Managers appraise performance by the results or the actual outcomes of work behaviors

Performance Appraisal
Objective appraisals
Assesses performance based on facts (e.g., sales figures).

Subjective appraisals
Assessments based on a managers perceptions of traits, behavior, or results.

Graphic rating scales Behaviorally anchored rating scales (BARS) Behavior observation scales (BOS) Forced ranking systems

Advantages of Performance Appraisal :

(1) SWOT Analysis : Performance Appraisal gives a complete idea of the employee's strength, weaknesses and based on that their opportunities and threats.
(2) Career Planning : On the basis of one's own SWOT analysis, an employee can have his career plans.

(3) Suitable Placement : Performance appraisal enables a company to give suitable placement to an employee based on their talents and skills.

Methods of Performance Appraisal

(1)

Ranking Method Paired Comparison Method

(2)

(3)Forced Distribution
(4)Forced Choice Method (5) (6) (7) (8) (9) Check List Method Critical Incident Method Graphic Rating Scale Essay Method Field Review Method

(10) Confidential Report (11) Person-to-Person Method

Modern Methods :

MBO (Management by Objective or Joint Target Setting) : This method was propounded by Alfred Sloans and Donaldson Brown in 1920s. However, it was further popularised by Peter Drucker in his book "The Practice of Management" in 1954.

Performance Appraisal Problems

Popularity Contest Punitive Implications Control Relinquishment Stereotypes Poor Training of Raters

Compensation

Salary Plans and Incentives

Structured pay Plans

Increase salary once in a year

Increments are based on experience Bonuses on performance Allowances

Facilities

Free internet service Free telephone facility at office and home Transport facility Medical facility Accommodation facility