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).
Assessment of KSAOs
The KSAOs related to this position include: knowledge of customer service principles, knowledge of merchandise, communication and speaking skills, ability to relate to others, skill in organizing, combining, and documenting information, and ability to perform light lifting. All of these KSAOs are heavily related to the position, with the customer service piece carrying the heaviest weight. The hiring process grants opportunity to screen for KSAOs in varying degrees at several points throughout the process. Typically, KSAOs are laid out in the job posting to notify candidates what skills the...
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...st turnover. Retrieved from http://smallbusiness.chron.com/occupations-careers-highest-rate-turnover-11695.html
Heathfield, S. M. (2014). Gone in thirty seconds: How to review a resume. Retrieved from http://humanresources.about.com/od/selectemployees/a/resume_review_2.htm
Heathfield, S. M. (2014). Pan your recruiting to ensure successful candidate selection. Retrieved from http://humanresources.about.com/od/recruiting/a/recruiting_plan.htm
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing Organizations (7th ed.). New York, NY: McGraw-Hill.
Lewis, K. R. (2011). Group job interview or cattle call? Retrieved from http://management.fortune.cnn.com/2011/07/06/group-job-interview-or-cattle-call/
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR professional in human resources certification study guide (4th ed.). Indianapolis, IN: John Wiley & Sons.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Human resource practitioners and I/ O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part, these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal.
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
...rential than those who lack in these areas. All skill predictors will be defined in the job posting and in the initial interview. The candidate will be given the opportunity to discuss these skills and any concerns that they may have during and any time after the process is over. Being able to match the KSAO’s of the job with the experience of the candidate will make the selection process easier. This will help to solidify that the accurate choice of employee has been made.
Heneman, H. G., Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Staffing organizations (7th ed.). New York, NY: McGraw-Hill.
The Staffing Services Director at the corporate office supervises the design and analysis of staffing policies (Kammeyer-Mueller, 2012). The owners consider the interview to be the most important selection tool; therefore the director will develop a structured interview process to distribute to all the stores for action (Kammeyer-Mueller, 2012). The HR consultant will review the questions and rating methods to safeguard the questions vary according to responsibility level and eliminate potential opportunities for
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
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.
Schuler, R. S. and S. E. Jackson (2008). Strategic human resource management, John Wiley & Sons.
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
In preparing for future workforce situations, employing organization and job seekers are projected have will look for workforce employees with some of the following characteristics.
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)