Staffing and Recruiting

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This paper relates recruitment, selection, and staffing of employees at all levels with the Kolb Experiential Learning Model. The model has been widely adopted by trainers in designing learning events. Kolb identified four stages of learning, concrete experience, observations and reflections, formation of abstract concepts and generalizations, and testing implications of concepts in new situations. Concrete experience refers to the learner’s personal involvement in something and his/her receipt of feedback regarding his performance. For the experience to be useful, the learner needs to be cognizant of what is happening. In which case, the trainer may provide cues. Reflective Observation (RO) refers to the learner’s analysis and judgment of events. The learner’s RO allows him/her to retain memory of the experience and to generate concepts and generalization. Trainers may stimulate RO by asking questions and facilitating discussion. The learner develops abstract concepts from concepts and generalizations. It allows the learner to apply theory to practice. Active experimentation is the process whereby the learner relates theory and application by planning and implementing application. (Truelove, 1997, p. 45) The Kolb Learning Cycle has implications for learning and growth, which Kaplan and Norton (2004) defined in terms of three components – Human Capital, Organizational Capital, and Information Capital. Human Capital refers to the training, skills, and knowledge of personnel. Noe, Hollenbeck, Gerhart, & Wright (2003, p. 3) define Human Capital as “an organization’s employee, described in terms of their training, experience.judgement,intelligence, relationships and insight.” Before one could develop Human Capital, one has to acqui... ... middle of paper ... ...ml Jenkins, S and Curtin, P. (December 2006) Adapting Job Analysis Methodology to Improve Evaluation Practice. American Journal of Evaluation. vol. 27 no. 4, 485-494 Jones, G. R. (2004). Organization Theory, Design and Change. New Jersey: Prentice Hall. Kaplan, R. S., & Norton, D. P. (2004, February). Measuring the Strategic Readiness of Intangible Assets. Harvard Business Revew , 1-13. Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. (2003). Fundamentals of Human Resources Management. Mc Graw Hills Irwin. Singh, P. (June 2008) Job Analysis for a Changing Workplace. Human Resource Management Review. Vol. 18, no. 2 87-99 Truelove, S. (1997). Training in Practice. Wiley-Blackwell. Whetzel, D. and Wheaton, G. (2007) Applied Measurement: Industrial Psychology in Human Resource Management. Routlege: US.
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