case analysis on hrm text book

1. Prepared by:
TANUSIA ARUMUGAM

2. INTRODUCTION AND
CASE SUMMARY

3. An INTERVIEW is a procedure designed to
obtain information from a person through
oral responses to oral inquiries.
Interviews Formats:
Types of Interviews:  Unstructured
 Selection  Structured
interview
 Appraisal
interview
 Exit interview

4.  Recruiting nurse at Gulf Hospital
 Current plan at GH to enlarge the Pediatrics Department:
 Need to recruit and select 25 new nurses
 Job specification of “NURSE” is assembled into following
categories:
 Nursing degree in country of origin and license from government
 Minimum 2 years of experience in specialized nursing field
 Flexibility and willingness to learn new skills
 Positive attitude, enthusiasm and helpfulness
 Fit the team
The Panel Interviewers:
 HR Director: Mr. Hussam
 The Department Heads (Pediatric, trauma & maternity) ***
 The Nursing director *** *** Never conducted interview
before

5. Q1: WHAT ARE THE
CHALLENGES OR POTENTIAL
PITFALLS IN THIS SITUATION?

6.  NO experience in conducting interviews
 First impressions
◦ tendency for interviewers to jump to conclusions
◦ make snap judgments during the first few minutes
◦ Negative bias: unfavorable information about an applicant
influences interviewers more than does positive
information
 Misunderstanding the job
◦ Not knowing precisely what the job entails and what sort of
candidate is best suited causes interviewers to make
decisions based on incorrect stereotypes of what a good
applicant is.

7.  Candidate-order error
◦ An error of judgment on the part of the interviewer due to
interviewing one or more very good or very bad candidates
just before the interview in question.
 Nonverbal behavior and impression management
◦ Interviewers’ inferences of the interviewee’s personality
from the way he or she acts in the interview have a large
impact on the interviewer’s rating of the interviewee.
◦ Clever interviewees attempt to manage the impression they
present to persuade interviewers to view them more
favorably.

8.  Effect of personal characteristics: attractiveness, gender,
race
◦ Interviewers tend have a less favorable view of candidates
who are:
~ Physically unattractive ~ Of a different racial background
~ Married with kids ~ Disabled
 Interviewer behaviors affecting interview outcomes
◦ Inadvertently telegraphing expected answers.
◦ Talking so much that applicants have no time to answer
questions.
◦ Letting the applicant dominate the interview.
◦ Acting more positively toward a favored (or similar to the
interviewer) applicant.

9. Q2: WHAT SEQUENTIAL STEPS
SHOULD BE FOLLOWED TO
DESIGN AND CONDUCT
EFFECTIVE JOB INTERVIEWS IN
THIS SITUATION?

10. STRUCTURED SITUATIONAL INTERVIEW
 asked the same question in the same order
 evaluated using a common rating scale
 Interviewer are in agreement on the acceptable answer
 Step 1: Analyze the job
 Identify the requirement of the job and the competencies
necessary to perform them.
 Write a job description with a list of job duties, required
knowledge, skills or other worker qualification.
 Step 2: Rate the job’s main duties
 Rate the job duties based on its importance to job success.

11.  Step 3: Create interview Question
 Create interview questions based on actual job duties.
( situational , knowledge, willingness, behavioral )
 Situational
 Describe an occasion in which you demonstrated ability to handle an
emergency, We have all had to work with someone who is difficult to
get along with. Give me an example of when this happened to you
and how you handled it.
How sensitive, empathetic and flexible are you
 Knowledge
 Describe how you have improved patient safety in your working
regime, Where did you get your training and what qualifications and
certifications do you have?

12. How you relate knowledge to your job
 Willingness (Are you ready to be on call if we appoint you?)
The willingness and passion
 Behavior (How do you manage stressful situations? Give an example.)
Focus on how you are able to maintain emotional stability in the
face of traumatic and stressful situations.
 Step 4: Create benchmark answer.
 -Developing rating scale to evaluate candidates.
 -Develop ideal answer for good ( a 5 rating), marginal ( a 3 rating) and
a poor ( a1 rating)
 Step 5: Appoint the interview panel and conduct interview.
 -The panel members review job description, question and record
benchmark answer

13. Q3: WOULD YOU CONDUCT A
CRASH SEMINAR ON
INTERVIEWING SKILLS FOR THE
DOCTORS AND DIRECTOR OF
NURSING?WHY? WHAT WOULD
YOU TEACH THEM?

14.  Crash Course in Interview-method to assist interviewee to
make improvement before the official interview conducted.
 No , would not conduct a crash seminar on the interviewing
skills for the doctors and the director of nursing. They are
professional in medical field as in basic common sense.
 Basic Skills :
 resumes
 make preparation