...Employee Selection Methods Christopher Holland Walsh College Author Note This paper is written to analyze three HR journal articles based on the topic chosen above. Table of Contents Abstract………………………………………………………………………………3 Introduction…………………………………………………………………………..4 Analysis………………………………………………………………………………5 The Art of Management Selection…………………………………………...5 One Firm Finds Passive Candidates Offer a Safe Selection Process………...6 Selecting Global Assignees…………………………………………………..7 Conclusion……………………………………………………………………………8 References……………………………………………………………………………9 Abstract Human resource departments has different ways of employee selection methods. It can be quite difficult for companies to find the right fit based off of the job description. These types of tools are there to assist the HR department to select an individual. The triangulation method gives an HR department the tool to decide whether or not to hire the individual. This paper will analyze three separate articles regarding the employee selection method topic that was chosen and will provide different methods and how the selection process actually works. There are dozens of different methods an HR department can use to hire a candidate, but it all revolves around what type of company it is, the size of the company, and what the job requirements are. Employee selection is usually the starting area for well-known talent management. ...
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...Executive Summary Among methods of hiring and selecting potential employee, interview is arguably is the most powerful method for employer to select potential employee. Well, hiring qualified employees should be the primary focus for a company and organization. If a manager does not have a good interviewing skill or perhaps chosen the wrong selection method, he may ended up with hiring someone who might not able to fit the job position and therefore, the job could never be done nicely and perfectly. Thus, choosing a right method of recruitment and selection process has been known as an art as well as science within a business cultural. However, the hardest part of conducting an interview is for the manager to makes the applicant able to open up and willing to gives them the real answer of the question. What is employee selection? Employee selection can be explained by; it is a process of putting and selecting the right person on a right job position. In order to get a right person, selection process has to be done nicely so that it would match with the organization’s requirement as well as with the skills and qualification of the applicant. However, an effective selection process could be done or complete if only there is effective of matching. The organization has to look into the qualification of the applicant in order to select the best candidates. By putting the right person in a right job, it would definitely benefit the company by providing best quality performance...
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...Employee Selection Process and Performance Appraisal Methods in the Workplace: Effective Methods and Recommendations for Happier Employees Jeremiah Lawrence Ethical Leadership Orgn & SOC DMBA 610 9040 11/9/2014 EXECUTIVE SUMMARY This paper will delve into the employee selection process and the various performance appraisal methods used by different companies. Gerard C. Eakedale has once said “recognition is the greatest motivator.” Human Resources Departments are aware of this and have implemented the appropriate methods to incorporate their appreciation and gratitude to employees when they go above and beyond the call of duty to improve their work performance. This paper will analyze the methods used at my current company of employment and recommend improvements that can contribute to improving the workplace performance. Employee selection processes are a company’s way of finding out who would be the best candidate for the specific position they are trying to fill. Whether it be from one simple phone interview or multiple interviews with different managers of the company, different businesses come up with what they believe to be the most effective way to find someone to fill a position and must follow the procedure. This procedure is put into place so that there will be no confusion or risks of any favoritism, bias, illegal, or biased behavior going into the process. Additionally, employees working for a company want to feel appreciated for all of their hard...
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...Question 1: Discuss how the employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage. The Selection process within most organizations is the foundation of competitive advantage through people. Upon reading this case, there is one particular aspect that stands out: the people are the main ingredients that make the company successful. Therefore, since the competitive advantage to an organization’s success is it choices of the people that the leaders in charge hired. In a job fit option, the leaders create the job specification that needs satisfying by the employees hired. It is very important to select the right contender for the job based on the needs of each individual business, which fall sole on the premise of employee selection. Outback Steakhouse has integrated a defined selection process for hourly and management workers that will help Is this essay helpful? Join OPPapers to read more and access more than 550,000 just like it! GET BETTER GRADES hire and retain people to successfully run their organization. This selection process helps the organization achieve a competitive advantage because it allows Outback to recruit the applicant, assess their qualifications rigorously, then select the most competent centered on its objective by choosing employees who are willing to adapt to the culture, vision, values and beliefs of Outback Steakhouse. And it does allow them to employ people that appreciate the value of teamwork,...
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...Varied Selection Tools Paper NAME PSYCH/705 DATE PROFESSOR The Employee Selection Process The employee selection process in the mid-1970s dramatically changed through a crucial development that was introduced simultaneously into different research areas (Aguinis, Pierce, & Culpepper, 2009). The development of meta-analyses was the partial event which had arguably been of one of the most influential methodologies in the recent decades to be developed in research. According to Schmidt and Hunter (1977), this research development introduced validity generalization, an application of meta-analysis that is used for employment tests to provide validity to the data. Through this development, qualitatively gathering results from large numbers has provided by small scale studies results in a quasi-massive multipurpose scale study (Brannick & Levine, 2002). Through the meta-analysis, it aids the way that generalization validity studies of employee selection are conducted. This knowledge is relevant as because of the introduction of this occurrence, it has provided researchers with the weight of being able to connect in consider the effects of artifacts such as range restriction, measurement error, and sampling error (Brannick & Levine, 2002). This process therefore has revolutionized employment selection and testing for an organization. The proposal lists valid as well as reliable test tools that are suggested by Iwamoto Crews Coe in order be used during the employee...
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...American Journal of Business and Management Vol. 1, No. 2, 2012, 70-75 The Recruitment and Selection Process of Pharmaceutical Companies in Bangladesh: A Case on GlaxoSmithKline Bangladesh Limited Laila Zaman* East West University, Dhaka, Bangladesh GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline plc is world's one of the leading research-based pharmaceutical companies that commits to improve the quality of human life with an immense status and brand image all through Bangladesh over last 60 years. It is the human resource who has maximized the success of the company. Recruitment and selection practices are the key factors to the entry point of human resources which ensures the success and growth of an organization. In this study the detail chain and sequence of activities pertaining to recruitment and selection of different level of management and non-management employable candidates has identified through interviewing the HR employees of GlaxoSmithKline Bangladesh Limited. Findings show that the case study organization is doing a very good practice in recruitment and selection process that could help many other employers in Bangladesh and around the world to get suitable candidate and also helpful for researcher to do more research on recruitment and selection process. Keywords: GlaxoSmithKline Bangladesh Limited, recruitment and selection, pharmaceutical companies Introduction GlaxoSmithKline (GSK) Bangladesh Limited, a subsidiary of GlaxoSmithKline...
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...Function 2: Recruitment and selection of employees Recruitment of staff should be preceded by: An analysis of the job to be done (i.e. an analytical study of the tasks to be performed to determine their essential factors) written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage; • In the case of replacement staff a critical questioning of the need to recruit at all (replacement should rarely be an automatic process). • Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by probable years of service) hence bad buys can be very expensive. For that reason some firms (and some firms for particular jobs) use external expert consultants for recruitment and selection. • Equally some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from existing employers to the recruiting employer. However, the 'cost' of poor selection is such that, even for the mundane day-to-day jobs, those who recruit and select should be well trained to judge the suitability of applicants. The main sources of recruitment are: • Internal promotion and internal introductions (at times desirable for morale purposes) • Careers officers (and careers masters at schools) • University appointment boards • Agencies for the unemployed • Advertising...
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...website. The job description will include position details, job duties, performance standards, and job factors. The information provided will identify recruitment and selection methods consistent with the organization chosen. As a final point, the synopsis will include a concept map that summarizes the steps of recruiting and the selection criteria for an employee using the job description selected. In 1975 William “Bill” Gates, a Harvard University drop out, founded Microsoft. Today the company is a leader in office products, wireless phones, and other entertainment devices. Microsoft has operational centers in Puerto Rico, Ireland, Singapore, and the United States of America. Approximately 10,000 employees globally work for Microsoft in areas ranging from entry-level positions extending to upper-level management (Facts about Microsoft, 2013). Microsoft is seeking an individual for a Business Services & Administration position in the Communication and Native Devices Team in the Office Client & Services (OCS) organization (Microsoft, 2013) in the Office Client Division. Develop a Concept Map That Summarizes the Steps of Recruiting The purpose of Microsoft making a concept map is to remember information, and to use it more effectively. The checklist for hiring employees will help the Microsoft organize the hiring process no matter if the company has several employees the company is hiring. The checklist assists the company with a track record of the recruiting effort. The comments...
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...organization consists of one or more employees who perform various different tasks within the organization. The relationships between the employees working and the tasks performed must be structured so that the organization can achieve its strategic goals in an efficient and effective manner with a motivated and engaged workforce. There are many different ways for a manager to ensure and promote a motivated and engaged workforce, this starts with the selection process and ensuring that the proper employees are selected for the positions in which they best belong. There are many ways to distribute work among employees and ensuring that work is distributed effectively with the right employees provides a strategic advantage over competitors. As a manager, ensuring that the right employees are selected is an extremely important process. In order to select the most suitable employees for a position a strong selection plan should be designed. The first step in preparing a job selection is job specification, which is essentially the process of...
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...Determining Who and Why HRM 531 August 8, 2011 Determining Who and Why Learning Team-B is task to research a job description for a well-known organization and identify our recruiting and selection methods which will be consistent with that organization. Team- B chose a job posting from the United Services Automobile Association (USAA). This posting is seeking a Compliance Manager. Our intention is to persuade the reader Team-B has a comprehensive understanding of the course objective which is knowledge of how Human Resource managers’ duties influence the recruiting and screening and the selection process for vacancies in an organization. Method of Recruiting and Screening USAA is a Fortune 500 financial services company here in San Antonio Texas whose focus is to accommodate the financial needs of members of the United States military and their families on a global scale worldwide. As of March of 2011 USAA is ranked 66 in net worth among the fortune 500 and 132nd in revenue (USAA.com, 2011). Because of the company’s financial strength and reputation it is imperative they use all available means at their disposal to recruit and hire the most talented employee in any vacancy required to be filled. Team-B looked into a number of methods of recruiting to fill this position of a Compliance Manager. After recognizing the job requires someone with a strong background in banking laws and regulations as well as risk assessment and leadership qualities it extremely...
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...Outback Steakhouse Joyce LaBorde Strategic Human Resource Management HRM 530 May 9, 2011 Dr. Lila Jordan Outback Steakhouse This paper will discuss how employee selection methods at Outback Steakhouse help the organization achieve a competitive advantage and the importance of job fit to this organization. This paper will also evaluate Outback’s selection process including the order of selection methods and evaluate whether or not these selection methods are valid. Discuss How the Employee Selection Methods at Outback Steakhouse Help the Organization Achieve a Competitive Advantage. When thinking about the employee selection process there are a few important facts employers will need to know so that they are able to pick the best person for the job and decide if that person is a good role model for the company. There is a lot of information a person will need to know when trying to join the Outback team. There are a few steps that are important causing the hiring process to take three days (Zinzi). When the employees are notified about receiving the job, the next step in the process is an orientation. In this process, there is a total of three class room training sessions where employees learn a lot of well needed information such as the core values and mission of Outback as well as the array of items offered on the menu (Zinzi). Employees will need to have great memorization skills because they are expected to know what’s going on in each aspect of the restaurant...
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...Recruiting/ Selection Running head: RECRUITING/SELECTION 1 Exceptional Keller Student Recruiting/ Selection Keller Graduate School HR590 Recruiting/ Selection Recruitment Plan Human Resource Receptionist Job Ad JOB SNAPSHOT Publish Date: 11-28-2010 Industry: Marketing Location: Tampa, FL, 33619, USA Employer: The Marketing Company DESCRIPTION Title: Human Resources Receptionist Location: FL-Tampa Salary: $27,000 to $32,000 per year 2 The HR receptionist is an integral part of the HR team. In this important role, your responsibilities will include a variety of duties including organizing recruitment workflow paperwork, light employee relations, assisting with employee training and development, and assisting with special HR projects and HR reports. The main responsibilities of the receptionist include answering incoming calls, greeting guests, and other clerical duties as needed. The ideal candidate will have 2 years of experience as a receptionist, will be comfortable working in MS Word and Excel, and will be able to work in a fast paced environment. Employee Relations - Partners with staff on a variety of employee relations issues and escalates to managers as necessary. - Answers general benefits questions and resolves issues with Fidelity and/or corporate benefits as necessary. - Assists with on-boarding new employees - Contributes to HR quality improvement Data Management - Monitors HRIS to ensure that reporting structures/job titles/cost centers are correct ...
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...Introduction of Selection: The process of interviewing and evaluate the candidates for a specific job and selecting an individual employment based on certain criteria. Employee selection can range from very simple process to a very complicated process depending on the firm hiring and the position. Certain employment laws such as anti-decimation must be obeyed during the employment selection. Strategic Selection: Strategic Selection engages the stakeholders and knowledge experts within the client company. The process identifies the characteristics and attributes required by “the job” to ensure success. Strategic Selection is a patented and scientifically validated benchmarking process that allows our clients to identify high potential candidates, create career development fast-tracks and, as appropriate, promote from within by identifying “best fit” personnel. Promoting from within helps maintain a true company culture while boosting morale and keeping employees engaged. This thorough job benchmark will • Assess the position’s contribution to your company’s strategic goals • Ensure that Key Stakeholders and Knowledge Experts are on the same page • Evaluate the job/talent fit for the subject position • Optimize the talent you already have • Provide a powerful tool in the hiring process • Improve ramp up time, or “Quick Start” the new hire • Reduce time to hire and workforce turnover • Establish a training/coaching plan to help your people achieve superior performance...
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...Recruitment and selection is a customized process of each individual organization. As business process differs from organization to organization, different organization fill up different types of employee needs. So the process to build the employee pool and finally making the best choice from candidates differs a lot. The report is presenting a portfolio of five different types of organizations, which manifest the customized process suitable for each organization. For example: British American Tobacco Bangladesh (BATB) do not take written test, but Damco take written test for different levels of candidates. According to Shahriar Mahmood of Reckitt Benckiser (RB) ‘there is nothing called first impression in HR’ but in Standard Chartered Bank (SCB); as it is a financial institution, it has to choose employee who are presentable, so first impression is very important at interview. Damco out source much of their root level job but British American Tobacco (BAT), Standard Chartered Bank (SCB), Unilever, and Reckitt Benckiser (RB) do not out-source job, on the other hand; SCB take many of their employees on contract based. So recruitment and selection follow the required business process of different organizations. In this report we have presented our collected data from both primary and secondary sources, and analyzed them to present the information in a flow, that can clarify the individual characteristic of different organizations and as well as their recruitment and selection process. 8 ...
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...Selecting the right employee is crucial for any organization. Organizations may use two or more techniques for this process. Some of these techniques are, interviews, tests, background check, reference, check and more. Implementing these techniques the right way is extremely important, if not employers may face high rates of employee turnover. Introduction The process of selecting employees is critical, and is something every organization goes thru. This process can be time consuming and cost a lot of money. Therefore, organizations must be careful with their selection. Selecting the right employee will be beneficial to the organization long-term and as a result, the productivity and the overall environment of the workplace will benefit. With employee selection involves many procedures, laws, and regulations that must be followed. During the process of selection, employers should keep in mind that the employees would be a reflection of the company. Thus, when selecting employees, employers must follow proper guidelines and steps so that they will only have to do that once. When this is done, employers can diminish employees that would not work efficiently and effectively. Employers use several of techniques for selection of employment. Some of these techniques are background investigations, interviews, tests, and much more. These techniques are use to make sure that applicant is telling the truth by the information they provided. Interviewing There are many ways to conduct...
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