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    Seminar Slides HRM Application Blanks Group 1

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    navin9849
    This document discusses a job application blank/form. It begins by defining an application blank as a form prepared by an individual seeking employment that contains standardized questions. It then lists the majority of items on an application can be answered with short responses. Application blanks serve the dual purpose of providing information about the applicant and aiding interviews. Accuracy of information, appropriate questions to ask, and how the organization uses the information must all be considered when utilizing application blanks.

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    Seminar Slides HRM Application Blanks Group 1

    Uploaded by

    navin9849
    43 views13 pages
    This document discusses a job application blank/form. It begins by defining an application blank as a form prepared by an individual seeking employment that contains standardized questions. It then lists the majority of items on an application can be answered with short responses. Application blanks serve the dual purpose of providing information about the applicant and aiding interviews. Accuracy of information, appropriate questions to ask, and how the organization uses the information must all be considered when utilizing application blanks.

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    This document discusses a job application blank/form. It begins by defining an application blank as a form prepared by an individual seeking employment that contains standardized questions. It then lists the majority of items on an application can be answered with short responses. Application blanks serve the dual purpose of providing information about the applicant and aiding interviews. Accuracy of information, appropriate questions to ask, and how the organization uses the information must all be considered when utilizing application blanks.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    43 views13 pages

    Seminar Slides HRM Application Blanks Group 1

    Uploaded by

    navin9849
    This document discusses a job application blank/form. It begins by defining an application blank as a form prepared by an individual seeking employment that contains standardized questions. It then lists the majority of items on an application can be answered with short responses. Application blanks serve the dual purpose of providing information about the applicant and aiding interviews. Accuracy of information, appropriate questions to ask, and how the organization uses the information must all be considered when utilizing application blanks.

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    JOB APPLICATION BLANK

    Seminar- Group 1
    APPLICATION BLANK
    Introduction
     Also called an application for employment, job
    application, or application form (often simply
    called an application
     It is a form or collection of forms prepared for an
    individual seeking employment, called an
    applicant
     This is highly structured in nature, in which the
    questions are standardized and determined in
    advance.
    APPLICATION BLANK

    Majority of items contained in the application


    blank can be answered by
     A short one or two-word statement

     Or a simple yes or no
    WHY IS IT REQUIRED?

     Part of the process of informing an employer


    of the applicant's availability and desire to be
    employed
     Also used in persuading the employer to offer
    the applicant employment.
     Items of information requested in application
    blanks vary considerably from one
    organization to another and from job to job.
    WHY IS IT REQUIRED?

     Application blanks serve the dual purpose:


    - Providing preliminary information about the
    candidate and
    - Aiding the interviewer in the interview by
    opening up areas of interest and discussion.
    WHEN TO BE DONE/ WHEN IS IT USEFUL

     When form of media is mass media- paper


    media or TV/FM.
     When the expected number of applicant is
    high.
     For the reference while taking job interview.

     To maintain the record of applicants for future


    reference as well.
     To systematize the hiring process.
    FACTORS TO BE CONSIDERED
    Issues that must be addressed when discussing this
    method of data collection are:
    Firstly accuracy or validity of the information
    provided
    -Emphasize the importance of honesty in the
    provision of application blank information
    -Request applicants to sign a statement that the
    responses that have been provided on the
    application blank are true under penalty of
    immediate dismissal if found to be false.
    FACTORS TO BE CONSIDERED
    Second issue deals with information that may or
    may not be requested of applicants
    -In the U.S some state agencies have issued
    guidelines that expressly forbid some questions
    -They are mainly regarding the applicant’s sex,
    religion, conviction record, and race.
    -Also, the Americans with Disabilities Act has also
    prohibited inquires on an application’s physical
    or mental condition.
    FACTORS TO BE CONSIDERED
    The third issue of importance is the way in which an
    organization uses application blank information to predict job
    performance.
    -Employers have found that application blank information may
    be combined to create a weighted score for each applicant.
    -Weights are assigned to application blank items based on the
    item’s ability to discriminate the superior (current or past)
    employees from the inferior ones on a performance dimension
    of interest.
    -Scores are calculated by summing the weights.
    -An employer may then choose to use the scores for
    predictions on individual applicants.
    SHORTCOMINGS

     In practice the use of the application blank


    usually falls short of its promise;
     Firstly because the applicants exaggerate their
    capabilities
     Secondly, wrong or useless questions are
    asked.
     The personnel men, therefore, fail to evaluate
    correctly the information given in the blanks.
    SOURCES

     As per job analysis based on organizational


    strategy.
    PRACTICE IN NEPAL
     More AA than EOA
     More into quota system

     Changing trends from traditional paper based


    to online application forms
    SAMPLE OF
    APPLICATION BLANK

    SAMPLE 1
    SAMPLE 2

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