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Type | Essay |
Writer Level | Masters |
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BUS303 Goals of Employee Selection Discussion Question
Answer the 3 question below and reply to each student.
Question 1:
Read Chapter 5 of the course text and the article Hiring Top Talent? Here Are the Best Methods for Sourcing, Screening, and Interviewing (Links to an external site.). What are the goals of employee selection? Compare and contrast two selection methods and discuss how they impact the achievement of organizational objectives. Your initial post must be a minimum of 300 words. Cite at least one scholarly source to support your response.
Student Reply 1: Shannon
The overall goal in all forms of employee selection is to find and hire an individual that can fulfill the responsibilities and duties required for the business to succeed.
The first step in employee selection is to categorize resumes and applications to narrow down the recruits. Applications are created by the company itself. The information on an application is typically general and can help sort applicants by different criteria. Resumes are created by the applicant. Resumes provide an economical method for collecting initial information, identifying potential hires with the basic requirements such as job experience and educational background, as well as selecting applicants for further consideration (Youssef-Morgan, 2015). However, employers have to be aware that resumes can be biased.
Once candidates are selected, some companies administer some sort of aptitude testing, depending on the job requirement. This will narrow down the selection even more.
Next is the interview process. There are a variety of interview types and can companies can mix and match the types of interviews. A candidate may interview in a structured interview and then have a second interview in front of a panel. The purpose of an interview is to not just confirm knowledge or experience but to also interpret how candidates interpersonal and communication skills.
An employer may also call references that the candidate has provided. The purpose of a reference check is to get an insight into the candidates’ past experiences and work history. However, past and future employers step lightly when it comes to giving references as well as calling references. A candidate will likely only list references that will give a positive review.
The last selection process is the medical and drug screening. Depending on the job requirements, a physical may be necessary in order to determine if the candidate will be able to perform physical duties safely and without injury. A medical test for diseases may also be mandatory. For example, early childhood education requires TB tests for all employees. Drug testing may also occur, depending on the law in the state and the policy of the company.
References
Youssef-Morgan, C. M. (2015). Human Resources Management (Second ed.). Bridgepoint.
Student Reply 2: Della
What are the goals of employee selection?
I think when it comes to selecting employees, it is important to make sure you are choosing individuals that are most qualified for the position and right fitting them in the appropriate jobs within the organization. It is also important to make sure they are a good fit for the environment they will be working in. It is critical to be able to identify the skills the applicants have to make sure they are qualified for the position being hired. I have seen many times the effects of hiring someone that was not a good fit and impact the whole team, and can have a productivity of that team very quickly. According to Youssef (2012) states, “…choosing the right people will enable the organization to compete more effectively and attain its goals and objectives” (p. 110). When screening individuals for employment, for it to be successful it is essential for these steps to assure we are filling jobs effectively and not out of desperation of filling spots.
Compare and contrast two selection methods and discuss how they impact the achievement of organizational objectives.
Resumes and applications is going to be the first method I will address. I feel as if these two things go hand in hand when a candidate attach a resume with turning in a application. These forms are the first insight a employer gets when screening for employees and give a impression of qualifications they are equipped with. According to Youssef (2012) it is stated, “Job applications and resumes are the organization’s initial method of collecting information about potential recruits” (p. 116). In all the years that I have applied for a job there has never been a time I was never asked to provide a application and or resume.
Interview process is the second process I will address. When a interview is conducted within a organization in my opinion is what really seals the decision. This gives the employer a way a placing a face with the paper. At T-Mobile our interview process is a little different, but I know for most employers the have a interview panel that consist of 2 or more people i a group and will address the individual applying for a position. I think this is the best practice when interviews are conducted as it has a multiple opinions and provides less room for someone being biased. When I was I had my face to face interview for T-Mobile they actually placed me within the work environment and had me do mock calls to see how I would react and she what my behaviors were. This is where I was told I had impressive interpersonal skills and was able to interact well with the other representative on the floor at the time. Being in the live environment gave them a better idea of how I would react to certain situations. Needless to say I was hired and have been going strong now for 6 years.
When discussing the comparison of the two methods I chose, some tools can be more effective then others. which it is more effective to use in combination. In conclusion resumes and applications and the interviewing process work together as one unit. As I stated early on the application and resume is a great source to list information about yourself and list education and skills sets. When a employer is impressed with the paper portion you have submitted, conducting a face to face interview, gives the hiring staff a opportunity to make sure visually you will be a right fit for the team.
Resources
Youssef-Morgan, C. M. (2015). Human Resources Management (Second ed.). Bridgepoint.
Question 2:
Performance management is an important HRM function as it involves the actions taken to align employee performance with organizational objectives. After reading the article Ten Biggest Mistakes Bosses Make in Performance Reviews (Links to an external site.), discuss three mistakes you have experienced or witnessed in the workplace. What would be your recommendations to correct these mistakes? Explain how your recommendations would contribute to effective performance management. Your initial post must be a minimum of 300 words. Cite at least one scholarly source to support your response.
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