...writing, business development, government contracting, and accounting. Organizations must devote time to review the processes and update them as needed from time to time. Selection of employees for wrong jobs is very costly on basis of time, money and resources (Bohlander & Snell, 2010). We will look into how my employer applies “person-job fit”, “criterion-related validity”, tests taken by different people and its evaluation, application process and the use of background check (Bohlander & Snell, 2010). Next, we will talk about appraisal process using self-evaluation, manager evaluation, clear goals set by managers, how it helps an employee grow in their career, how the appraisal helps HR make administrative decisions, types of appraisal, and provide effective criticism and how they can improve their work (Bohlander & Snell, 2010). We will also look into processes which work for HR and which need to be improved. In conclusion, I will make recommendations where the HR can improve and what steps they need to take to make the necessary changes in their current processes. Employee Selection When HR receives applications for a job opening, it is up to manager to make sure they have provided relevant information to HR, such as, education requirements, degree and/or certification requirements, job description, any...
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...organizations in the health care industry. As a midlevel sales manager, part of my jobs and responsibilities are to select new members for my sales team and create a development plan to help my team succeed with the company’s new strategy. In other to accomplish these objectives, certain things have to be in their right places. For example, a job analysis has to be conducted, an outline of a workforce planning system has to instituted, and new competent team members have to be selected. A job analysis is a description of work to be done, the skills needed, and the training and experience required for various jobs (Cascio, p. 157). A job description can be referred to as an overall written summary of task requirements, while overall written summary of worker requirements is called job specification. The result of the process of job analysis is a job description and a job specification (Cascio, p.158). In order to effectively conduct a job analysis, I need to identify the analysis method (s) that is appropriate, so as to achieve and attain the Interclean’s short and long term goals. These analysis methods are: Job Performance, Observation, Interviews, Critical Incidents, and Structured Questionnaires. Sound HR management practice dictates that thorough job analysis always is done, for they provide a deeper understanding of the behavioral requirements of jobs. This in turn, creates a solid basis on which to make job-related employment decisions (Cascio, p.159). Since InterClean provides...
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...InterClean Job Analysis and Selection Human Capital Management HRM/531 May 3, 2010 InterClean, Inc. recently has merged with EnviroTech thus placing the organization in a position to be in command of the cleaning industry. The organization is moving in a new strategic direction with focus on not only offering cleaning products, but also providing full-service cleaning solutions to the health care industry. New members of the sales team will selected and a development plan created. A job analysis will be performed and a workforce planning system explained. The selection method will be identified revealing advantages and disadvantages, and new team members will be revealed highlighting his or her knowledge, skills, abilities, and the role they will have within the organization. Job Analysis The purpose of a job analysis is to identify detailed duties and requirements for a specific job. The analysis focuses on the job and not the person. The job analysis will provide critical information and allow InterClean to document specific procedures. The summary of task and people requirements will be required to obtain the job analysis. Many types of job analysis methods are available; each come with advantages and disadvantage. After much thought and consideration, InterClean has decided to use the interviews job analysis method, with focus on a new salesperson position. The job analysis interviews can provide standard, nonstandard, and mental work. The interviews method is unique...
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...JOB ANALYSIS AND SELECTION HRM/531 04/30/2010 KARIN LACANNE Interclean Inc is ready to become one of the biggest company’s providing products and services on cleaning and sanitation industry, to achieve that the sales department will have to adapt in order to fit in the new company vision. The following I will explain my job analysis for this department and also the job description which is part of the job analysis and outline a workforce planning and then select new member for our teams key sales department . After I concluded my job analysis for a new salesperson using the observation method I collect information on the following areas: Duties and Tasks The basic unit of a job is the performance of specific tasks and duties. Information to be collected about these items may include: frequency, duration, effort, skill, complexity, equipment, standards, etc. Environment This may have a significant impact on the physical requirements to be able to perform a job. The work environment may include unpleasant conditions such as offensive odors and temperature extremes. There may also be definite risks to the incumbent such as noxious fumes. Tools and Equipment Some duties and tasks are performed using specific equipment and tools. Equipment may include protective clothing. Relationships Supervision given and received. Relationships with internal...
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...Job Analysis and Selection Since InterClean, Inc., has acquired EnviroTech I would like to make sure everyone is heading toward the company’s mission and goals. To do that I will need to do a job analysis, workforce planning, and then I will be selecting a group of employees who will embrace our company’s new strategy, and they will become the new sales team. Job Analysis “The term job analysis describes the process of obtaining information about jobs” (Cascio, 2006, p. 158). The job analysis to determine the essential characteristics of a job in order to produce job specification. A job specification is a written statement of the essential characteristics of a job including necessary qualifications, duties, responsibilities, and degree of authority of the job holder. Another part needed is a summary of the task requirements that is called a job description. According to Cascio, “it usually includes information about the tasks, to be done on the job as-well-as the personal characteristics (education, experience, specialized training, and personality) necessary to do the tasks” (p. 158). Three key elements that are included in a job analysis are: 1. Knowledge - body of information necessary for task performance 2. Skills - level of proficiency needed for task performance 3. Abilities - capabilities necessary to perform the job I will be doing the job analysis with some help and guidance from human resources. By me doing this, it will give me...
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...What are the main factors that multinational enterprises will usually take into account in the selection process for high caliber employees on international assignments? As international assignments are always costly to multinational enterprises and they have to provide training and allowances for the expatriates, they have to select expatriates carefully to avoid international assignment failure. In order to select the suitable candidates and have a successful performance in the international assignment, the multinational enterprises would consider the technical abilities and managerial skills, cross-cultural suitability, family requirements, country requirements and situational factors in the selection decision. The selection criteria include technical abilities and managerial skills as the expatriates are going to work abroad, the system, political, legal structures may be different and the headquarters’ technical expertise cannot provide advises on the matters related to the job often. Therefore, the expatriates must be experiential, technical and with good managerial skills to adapt into the new working environment. Besides, the expatriates may work in a place/country with totally different culture and the cultural environment is important to determine successful performance so the cross-cultural suitability is also one of the selection criteria. The expatriates require cross-cultural abilities such as cultural empathy, adaptability, diplomacy, positive attitude...
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...Chapter -6 Employee Testing And Selection The importance of Selecting the Right Employee: If the Right Employee is not selected then there will be some problem like fall of organization,low performance,cost of recriting and hiring .there may 3problem feced by the employer if he Select wrong person Organizational performance Cost of Recruiting and hiring Legal Obligation and Liability Organizational Performance: Employee performance affects organizational performance.Organizational performance including stragic planner operation,finance.legal and organizational development will fall if the employer select the wrong candidate Perfromance differ for different employee The Costof Recruitong and hiring:The cost of simlpy finding the right person recruiting cost.if wrong person hired the the organization have to take another Interview ,advertige so that will increase the cost of the organization Legal Obligation and Liability:The candidate who apply for the job may be he/she be a bad person .He may have Criminal activities.so these Candidate can do Crime in the organization or harm the organization Avoiding Negliting hiring claims: • Carefully Scrutinze information on employment applications.the information about candidate provided on the application should be read very carefully • Get Written Authorization...
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...brand/product * Develop your team building, * Refine time management skills, * Apply written and oral communication skills. Procedures: Groups and Brand Selection 1. Groups of three people will be formed. You will have a window of opportunity to select your own group; students not selecting a group will be placed in one. * Sign-up Deadline: Midnight, September 24 * All student not in a group by the time Dr. Kinley logs on September 25 will be placed into a group. 2. You will be asked to select a brand (of product or store) to focus on for the semester. 3. Once groups are formed, students will submit their “top 3” list in the Bb Discussion Board, which will open on September 25. Dr. Kinley will make the final selections for each group. Your Top 3 should be in order of preference. **** NOTE: This discussion board will be in the “Discussion” menu-item on the left-menu of Bb. DO NOT POST YOUR PREFRENCES IN YOUR GROUP DISCUSSION BOARD. Project: After the brand/product is selected, your group will focus on that specific product and relate it to all concepts we discuss in class. Your team will keep a running wiki of how each chapter’s materials relate to the product (starting with Text Chapter 3). In some chapters, there will be more to discuss than others. Your job is to, as a group, discuss what was covered in class and the book and write how it relates to your product. It is not necessary to discuss every vocabulary word...
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...PREPARING YOUR JOB SELECTION JUSTIFICATION The following information is provided by HRO to assist you in preparing your job selection justification. We are available to assist you with any problems or questions. When you prepare to interview the candidates referred to you by HRO, remember that your questions, and ultimately your selection, should be based on the Specialized Experience and Placement Factors (also known as Knowledge, Skills and Abilities or KSAs) as stated on the announcement. When you have selected a candidate, type your justification on the Referral and Selection Certificate (or attach a memo to the certificate if you prefer; any format is acceptable). Tell us how the candidate you selected is able to meet your needs in relation to the Specialized Experience and Placement Factors. You may use the job announcement for verbiage. Be sure to sign the Selection Certificate and/or attached memo. Example: Placement Factors from the job announcement: (1) Knowledge of electrical theory. (2) Ability to repair electrical circuits and hydraulic and mechanical systems. (3) Ability to use common testing procedures. (4) Skill in the use of hand tools of the electrical trade. (5) Knowledge of test procedures and test equipment. (6) Ability to interpret complex schematic diagrams and drawings. Justification: The selected candidate has knowledge of electrical theory gained from 5 years experience in the repair of electrical circuits and 7 years experience...
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...affect a company in many ways, and it can even negatively impact its greatest asset, or its brand. False Positive Selection Errors Are Costly to an Organization When applicants are successful in the selection process and then fail on the job, false positive errors have occurred (Gatewood et. Al., 2011, p. 212). According to Keller (2008), of all the attitudes consumers can have towards a brand, their attitudes towards quality as well as customer value and satisfaction are of upmost importance (p. 68). Through false positive errors, a hospital can assemble a team of mediocre surgeons who may fail to consistently perform surgeries successfully. Surgery failures would most likely result in legal costs. However, even worse, they may also result in a decrease in brand quality and credibility in the minds of consumers. Individuals who are not a good fit for a job or company may also experience job dissatisfaction which has been known to negatively affect levels of productivity and organizational citizenship behaviors (Cummings & Worley, 2009, p. 85). In addition, false positive errors have been known to be linked to increased turnover, increased absenteeism, and more work-related accidents (U.S. Office of Personnel Management, n.d.). False Negative Selection Errors Are Costly to an Organization When applicants who would have been successful on the job are rejected, false negative errors have occurred (Gatewood, et al., 2011, p. 212). Rejected candidates could possibly...
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...Describe the steps in the selection process at Zappos. Does this seem like a complete selection process? If not, what steps would you add? Step 1.Job is posted on Zappos Company website Step 2 Candidates apply (usually thousands) for the job and are also prompted to read the company’s values first. Step 3. Zappos reviews all applications and selects candidates for a phone interview Step 4. After the phone interview Zappos select the candidates whose skills and experience meet the requirement and about half of the candidates are then invited for a second in person interview. Step 5. This step is one that the candidate is not aware of but they are picked up by a company driver, who takes them on a short tour. During this time the applicant’s interactions with the driver is then reported to Zappos prior to the next step. This is the one step I don’t agree with because if the driver is feeling a little biased he could potentially ruin the opportunity for the applicant. Step 6. If the candidate impresses the driver and shows humility then they are interviewed and evaluated for their values and understanding of the Company’s values and their attention to detail by reading a newspaper and pointing out the not so obvious headline. Step 7. The final candidates are invited to lunch and observed on how they interact with others. This is very important for Zappos customer service image. Step 8. If the applicant is lucky enough he will receive an offer (usually one tenth of the applicants...
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...University of Phoenix Communication Plan 1. Select the most appropriate channels to communicate the change to the employees, and explain why you selected these channels. Communication Channels | Rationale to your selection | Initial Meeting | -Allow everyone introduce themselves -Build some trust and rapport-Networking-Will be face-to-face-Will be a onetime meeting | Project Meeting | -Meeting will be weekly-Face-to-Face or Conference Call-Review the status with the team | Project solutions Meeting | -Meeting will occur as needed-Discuss project barriers and solutions-Develop and implement of new programs or projects-Will be face-to-face | Monthly Status Meeting | -Will be face-to-face or conference call-Report the status to upper management-Well occur monthly | Monthly Reports Meeting | -Channel will be thru email, fax, or memos-Will go over reports such as; cost, issues, and progress | 2. Identify the potential barriers to effective communication and strategies for overcoming the barriers. Potential Communication Barriers | Strategies to Overcoming Barriers | Information Overload | -Listed above are a lot of meetings and employees will get overwhelmed with information that is important? - A solution for this is to have an employee take notes for each department and send them in an email for referencing. | Communication Apprehension | -Some employees may not be comfortable in a face-to-face or with written information. -A solution for...
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...Decisions of Uncertainty Introduction The Decision What is the probability of hiring a qualified employee upon selecting one from 52 applicants 26 are male and 26 are female? Probability Concepts The probability of the event –hiring a qualified male employee—is the proportion of times the company would expect to obtain a qualified male employee over the long run if the HR managers selected applicants many times. I will refer to each repetition of the situation – in this case the selection of a qualified male future employee—as a sampling experiment. The probability of the event is the proportion of times we would expect the event to occur in an infinitely long series of identical sampling experiments. The Outcome In this case, the probability of selecting a qualified male employee is 0 .50 or 50%. I arrived at this conclusion by using the knowledge that there are 52 applicants who areapplying for the open position, 26 are female and 26 are male. If the company assume that each of the 52 possibilities is equally likely, it is reasonable to expect that the company would select a male applicant that is qualified for the open position 0.50 of the time of a period of time ( 26/52 = ½ = 0.50 ). This illustrates the basic rule for obtaining probabilities in situations in which each of the possible outcomes is equally likely, the probability of the occurrence of an event is equal to the proportion of the possible outcomes characterized by the event. In the case of...
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...Task 1 of 2 Create a Universal Group called Replication Management Admins in an OU you’ve chosen to hold groups for delegated access or other security related task. Open ADSI Edit and connect to the Configuration Naming Context as seen in the image below. Once you've selected Configuration in "Select a well known Naming Context", click OK Expand the Configuration Naming context and right click the Naming Context node below it. See the picture below for the arrow indicating where you should right-click. Next Click Properties Click the Security Tab Click the Advanced button Click Add Enter the name of the Universal Group you created in Step 1 and click OK In the Permission Entry for Configuration box scroll to the bottom and tic the Allow box for the Replication Synchronization permission. Ensure that "This object and all child objects" is selected for the Apply to and click OK Click Apply, then OK, and then click OK once more and you should be back to ADSI Edit with no open dialog boxes. Task 2 of 2 After you’ve completed steps 1-10 in Task 1 you'll need to view all the replicated partitions and do the same process for each partition. Click on CN=Partitions under CN=Configuration, DC= to view the partitions in the Configuration naming context. On each partition right click each object and select New Connection to Naming Context. Note: You don't have to do this for...
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...risks due to potential loss of funding” (Wager, Lee, & Glaser, 2009, para. 9). Implementing a new software system will benefit the Mobile Mammography Van greatly. This paper is intended to identify the process for selecting and acquiring an information system, explain how the organizations goals drive the selection process, and identify the roles each organization’s stakeholders play in the selection process. Selecting and Acquiring an Information System When an organization is selecting and acquiring a new information system there is a great deal of planning and steps they must take to implement the system properly. The first step is to establish a project steering committee. “This committee’s primary function is to plan, organize, coordinate, and manage all aspects of the acquisition process” (Wager, et. al., 2009, pg. 150). After the committee has been formed the project goals should be outlines along with the scope of the project and committee. Many questions will need to be discussed during this step. For example, the committee will need to determine the methods, processes, communication techniques, resources, and type of system that will be used through the selection and acquisition process. Once project goals and the scope of the project are defined the next step is to screen the marketplace and review vendor profiles. “Concurrently with the...
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