A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job? Selection is an integral part of every organizations functioning, as it is the process by which suitable individuals are chosen, from a pool of applicants, of whom HR officers predict will most successfully perform within their job, as set out in the job description and person specification [Torrington, et al., 2002: 188]. While the duration and method of the selection process is versatile and may vary depending on the type of job and type of organization, there tends to be a common 5 stage process by which individuals are chosen. Using current HR models and economic theory on job description and person specification, this essay will examine the main characteristics of the selection process and how these are applied in organizations, such as “Lloyds TSB,” “ScottishPower,” and “Enterprise Rent-A-Car.” The importance of a sophisticated selection process may be described in terms of theoretical models such as the “Devanna model,” which emphasizes the interrelatedness of the principal human resource (HR) functions on each other [Bratton & Gold, 2012: 18]. The efforts put into the selection process, impact the performance of the worker, and subsequently the appraisal, rewards management and human resource development functions. In terms of performance, selecting applicants without the necessary qualifications and skills consequently leads to comparable lower productiveness. In terms of performance appraisal, selecting employees with incompatible organizational attitudes later requires a stronger supervision and a more frequent appraisal o... ... middle of paper ... ...anization. As outlined in the “Devanna Model” the interrelatedness of all principal HR functions would lead to costly consequences for the organization as a result of unsuitable applicants being chosen in the selection process. While the selection processes available are versatile, including models of probation, random selection, quota systems, empirical considerations, and intrinsic attributes, there are several common characteristics which are often found when selecting external candidates. These include CV screening, preliminary interviews, application forms, psychometric testing, assessment centres, interviews, medical examinations, and reference checks. As each method has a different validity and reliability, it is important for HR officers to use a combination of different methods to objectively predict and select the most suitable workers for the job.
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Heneman, Judge, & Kammeyer-Mueller (2012) discuss the logic of prediction when selecting candidates for a position. Past performance predicts future performance; so in assessing candidates, it is essential to review past actions in order to get a feel for the applicant’s potential future performance (Heneman, Judge, & Kammeyer-Mueller, 2012). This is why is it also crucial to ensure in the recruitment phase, that the position has been accurately analyzed, that proper KSAOs have been assigned to a position, and that the KSAOs are adequately able to be assessed. There are numerous tools available for the assessment of a predictor of a candidates potential including the basic interview, simple assessments, job previews, and reference or background screenings. The idea is that if these skills are accurately assessed or screened for, then the candidates past performance is likely to extend to the future position (Heneman, Judge, & Kammeyer-Mueller, 2012). The selection plan dictates which performance predictors will be assessed to rate the presence of KSAOs required for a position (Heneman, Judge, & Kammeyer-Mueller, 2012).
Recruitment and selection are a practice that businesses use to acquire and hire employees. This process should not be taken lightly and must include significant elements to ensure that businesses comply with internal policies as well as with local, s...
The first stage of this cycle is called selection, because how to successfully achieve a long-term international assignment is a complex procedure, and therefore, the process of selection of individuals is totally different to the selection of employees domestically. If there is an error in the selection process, it could lead to a wrong candidate being sent out; which would, therefore, have a negative effect on an organization’s international achievement. So the human resource manager should identify all desired skills and search for the best candidate, for example, the criteria for selection could be technical ability, emotional maturity, cross culture suitability and family adaptability (Brewster, Sparrow,Vernon &Houldswortjh, 2011). A good candidate should b...
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
Recruitment: The aim of such a policy is to ensure that a transparent and unbiased selection process is followed. Consistency is required in the recruitment processes by using a pre-determined process helps reduce the risk of discrimination and builds credibility. Unfortunately there are still too many employers who run unstructured interviews. I prefer recruitment interviews for key leadership positions to be behavioral based interviewing, competency based interviewing, and techniques assessments that focused on results. I encourage the best candidate based on merit and fits the organization values and goals.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
The Effectiveness of Selection Interviews Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure. D1 The interview is the final stage of the Recruitment and Selection process. Candidates can be classified as the applicants for a vacancy that they have seen advertised. The chosen business for this question is M&S.
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
Barclay, J.M. (1999). Employee selection: a question of structure. Personnel Review, 28(1/2), 134-151. Retrieved February 24, 2011, from ABI/INFORM Global. (Document ID: 116360242).
Decision making process is one of the most important parts in every organization. The goal of decision-making in organizations is to improve the function of the organization. The process of making quality decisions in human resources is unlike other important decision processes. A good decision process must have effective ways to identify and gather relevant and complete information, but it must also be so structured that the human interactions or psycho-social factors involved in decision-making are channelled toward quality decisions. An organization may have excellent information, but the individuals making the decision may be unable to process this information effectively, they may be inclined to conflict
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. “Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce.” Job analysis contributes to many important Human Resource Management functions as it identifies and analyzes the relation between the job and what is required.