PEOPLE WORK AND ORGANIZATIONS
The module below explains the human resource of the organization (company).The following module explains the different ways of dealing (interacting) with employees of its organization.
Human Resource is the backbone of any organization. The organization can only flourish when it has got competent and committed employees. If the backbone of the organization is fragile the organization is bound to collapse. Some of the important aspects related to the organization are discussed below.
Now days, a number of theories have come up which talk about how the organization should deal with its employees so that the results are better. There are a number of ways how an organization heirs (talent acquisition) its employees .These include IQ (Intelligence Quotient) related tests, face to face interactions (interviews), walk ins, referrals. A combination of these are used by different organizations. Every employee should be well inspected so that he/she is at the right place. The traits and the competencies of the employee should be well examined so that he/she is fit in at the right place so that the performance level of the employee is at its best.
Every individual likes to be motivated, so we will talk about motivation here .Motivation is a very important tool in any organization. It helps to improve the confidence level in a person which automatically helps the performance level which is directly proportional to the organization’s growth.
To show the practicality of these theories I have chosen an IT company which uses some of the theories to deal with its employees. These theories have helped in the overall growth of the company, globally.
Starting with the basic: Motivation
It acts like a catalyst which help...
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...an assessment day which is the final day.
• On the assessment day the candidates take part in practical exercises like role-play, as well as individual and group activities. The final assessment day mainly ends with another interview with a senior manager in order to make the final selection. All these steps are included while selecting any employee for the organization.
Negative Remarks:
1. The company does not use any form of tests to select the candidate.
2. The company does not use any personality tests to know what kind of personality the candidate has before employing him.
Suggestions:
The company should choose the tests like, aptitude test or basic skill test so that the company can select a better candidate for the job. And also introduce a personality test so as to know the competency of the candidate selected and give the job accordingly.
Per Yoder-Weiss, the process of staff selection is getting the most qualified person for the position that fits into the organization; someone with similar values and skill set to do the job. Hiring the right person is critical for success one of the pitfalls in staff selection is selecting the wrong person and be expensive and affect the team negatively. Allowing staff to take part in the selection process not only helps with selecting someone who will fit in but also show that their opinion is valued. (p.
Theory X and Theory Y describe two models of two types of employees that managers may encounter in the workplace. These models are used by leaders to understand how to motivate their employees in the best possible way. They help managers push their employees to be better and ultimately positively affect the business. This is the name for police department.
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
In order to fill the position with one of the available candidates important criteria have to be established. With the aid of these characteristics positive and negative aspects are exposed and a final ranking can be arranged to identify the most suitable candidate for the job.
Over the past few decades, studying organizational behavior has become an important thing that needs to be understood by many people, organizations, and even companies. It has become very important, since organizational behavior can bring so many benefits for people and companies to achieve their goals well and organize it better. For example, organizational behavior can help companies to learn about how to deal with many people, cope with globalization, manages the companies wisely, and may increase performance and productivity of the employees (Usman, 2010). One of the examples of organizational behavior lesson that has become very important, especially for organizations and companies, is the study of personality and behavior. Personality
The selected candidates would be called for the interview process. The interview process would involve the task to find out about the previous experience, and to explain about the working ethos and to know the technical know how about the candidate in the form of a structural interview. The HR will plan and decide on the structured questions to be interviewed for the candidates. The interview will also be about the group dynamic of working as a team and getting referrals from the previous workers about the candidates on the working habits and his conduct and character. The candidates will be asked about why he/she thinks that they are the most appropriate candidates to be selected. The candidate will be assessed of his/her confidence to taking up the job from this question and assessed to know about them from a personal, professional qualification that stands out for him to be most suitable for the job. Then the candidate would be asked about what they would offer to the company or job if they were appointed. This brings out their experience to the company from the professional point of view and the technical knowhow of the candidate that is required for the particular job. Then the question is to assess the biggest strength of the candidate and the weakness of the candidates. These questions would be to assess the candidates for the communication skills with the recruiting personnel so that they could have a better understanding of the person and if it is appropriate to appoint him /her to the company (www.jobsearch.about.com).
Employee selection is a process where employers collect and evaluate information about all candidates who submitted their information through application forms to extend offer of employment. Within this process it mainly involves eliminating as many applicants who employers see as unqualified in order to identify the right person for the job. In comparison with recruitment process that comes before selection process where employers would try to recruit as many applicants as possible to give all job seekers equal opportunity to apply for the position and see what the public currently can offer to the company. However, now that they have recruited enough people it 's time to short list through a selection process. Selection process also consists of assessing applicants. Regardless of what method that is being used it has one goal, which is to ensure that organisation hires the right person for the job offered. (WAG Mobile , 2013)
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
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?
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.
According to Bharwani and Butt (2012), Human resources are one of the main ρarts of the
Limit the number of people applied for the vacant job, through choosing only the more eligible candidates, to pass to the next step (interview). Thus, the interviewer can focus on different types of questions that may be very tricky and complicated.
This selection process helps the organization to select the well qualified candidates for the respective jobs. The employers can assess the candidate’s ability to work in the future based on his/her technical skills.
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)
...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.