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HRM240 / HRM 240 / Week 3 Assignment: Selection Tools

HRM240 / HRM 240 / Week 3 Assignment: Selection Tools

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Assignment: Selection Tools
 Due Date: Day 7 [Individual] forum
 Address the following considerations related to selection tools, in a paper. It should be 1400-1750 words in length and formatted according to APA guidelines:
1. Name three selection tools that you would consider using for a hiring program at a supermarket.
2. Choose what you think is the best selection tool or combination of selection tools.
3. Justify your choice by describing the advantages of your method compared to other selection tools that were considered.
 Determine whether you would use the same selection method for hiring the position in your final project? Explain your answer.
 Organize an interview and selection plan for the position in your final project:
1. Compile a list of interview questions.
2. Explain what interviewing method you would use and why it is preferred over others.
3. Detail the considerations in reaching hiring decisions for this position.
 Post as an attachment.
Assignment: Selection Tools
 Due Date: Day 7 [Individual] forum
 Address the following considerations related to selection tools, in a paper. It should be 1400-1750 words in length and formatted according to APA guidelines:
1. Name three selection tools that you would consider using for a hiring program at a supermarket.
2. Choose what you think is the best selection tool or combination of selection tools.
3. Justify your choice by describing the advantages of your method compared to other selection tools that were considered.
 Determine whether you would use the same selection method for hiring the position in your final project? Explain your answer.
 Organize an interview and selection plan for the position in your final project:
1. Compile a list of interview questions.
2. Explain what interviewing method you would use and why it is preferred over others.
3. Detail the considerations in reaching hiring decisions for this position.
 Post as an attachment.

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Human Resource

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Human Resource Management: Selection Tools xxxxxxxxxx Axia University HRM 240: Human Resource Management

. 2007). This is important for both the company's success and the employee's ability to do their job successfully. Think of a supermarket: they can use a number of methods to select and hire employees. and it is becoming more and more important for every business to hire the best employees. 2007. A potential employee will reveal a great deal about themselves in a properly filled-out application. and training will make the applicant pool smaller.. and a test of cognitive ability. it decreases employee mischief. A. They provide information for deciding whether an applicant meets the minimum requirements for experience. For a company to remain competitive nationally and internationally. A. S. interviews of selected candidates. S. p. They would use tools like an application. They provide a basis for questions the interviewer will ask about the applicant’s background. and it is necessary that these process both fit the company and are completed correctly. they need to have an effective recruitment and selection protocol. “Organizations use several different means to obtain information about applicants” (Bohlander & Snell. and leads to better employee attitude. Finding and hiring staff is a complicated process in any company. selection.246). The right tools for recruitment. Selection Tools for a Supermarket A properly designed and well executed employee selection process is important for a 2 company because it makes employees perform better. higher company productivity. and less turnover. “Application forms serve several purposes. and it will also make sure that attention is paid to the best candidates. This helps the company hire the most qualified employee for each job (Bohlander & Snell. Human Resources and Management is challenged by the complications of matching individuals to the right job. They also offer . and so on. education.Human Resource Human Resource Management: Selection Tools Introduction Today's job market is more competitive than ever.

The employer can see if the potential employee really fits the description from their application. one-on-one interaction 3 than is possible from an application.. The employer and potential employee have a more personal. the employer can see how the potential employee presents themselves. Interviews are among the most important aspects of the entire employee selection process. a company should not have to expend vast resources in order to find employees competent to stock. A more indepth selection process would have to be put into place if the supermarket is hiring. S. This helps everyone – it saves an applicant time. and it saves a company time and money. “Cognitive ability tests measure mental capabilities such as general intelligence. and both parties can ask questions of each other. These tools are especially useful because they do not cost much money for the company to put into place. The last part of the selection process for this supermarket is a test of cognitive ability. and then realize that they do not fit our needs. the manager can tell which department a possible employee would work the best within. 2007. and can doublecheck on any “red flags” that the application might have revealed. they might waste a lot of time interviewing a candidate.Human Resource sources for reference checks” (Bohlander & Snell. pack. numerical ability. might not make a good cashier. A person who is wellsuited for the meat department. A. for example a . During the interview. This is the supermarket's second line of tools in its hiring process. The application an employer know whether the candidate is under or overqualified for a position. A supermarket has many departments – that is why we use this test.. 2007. Since supermarket work is not technically difficult. for example. These interviews put the supermarket manager in the same room with the possible employee.250). Through the test. A. or cashier. p. p. S. and reasoning ability” (Bohlander & Snell.263). If they did not use applications. verbal fluency. Next the interviews begin. A company should not lose money because they hired a person who cannot count change.

Along with an application. A criminal background check tells us whether or not a candidate has ever been arrested for illegal activities. only because the person might be made nervous by the interview or have poor interpersonal skills. There is a very serious risk that a patient could be hurt if an employee is using drugs. Another disadvantage is that an interview might toss out some applicants who are qualified. Since this selection can be expensive. The disadvantage of this process is the time involved in individual interviews. The job analysis is very important for this job. A PCTs responsibility is far more serious than a supermarket clerk's. and verify educational credentials. we will only put the final candidates through the entire process. it is important that they have never committed a crime. and test. We will also drug test employees – we should not only use this once when hiring. the employer needs to do a criminal background check. especially a violent crime like rape. The human service industry should use random drug testing of employees for this reason. then teach the person how to use those skills in a supermarket. Since a PCT works directly with the elderly. When supermarkets hire. they tend to just look for basic skills from an 4 applicant. though. The three parts of the above process were selected because they are a good place to start when hiring PCTs. but throughout the time that the employee works for us. The last step is to verify their . because a PCT works in healthcare and must work closely. The selection is more complicated. and therefore not performing at 100% of their ability. interview. Final Project Selection Tools I have chosen tho write my final assignment on the job of Patient Care Technician (PTC) for kidney dialysis. one-on-one with patients. This reveals to the company if the potential employee has any form of questionable behavior in their past. A PCT is responsible for another person's life. Drug tests are important because an employee cannot perform at their best of their ability if they are abusing illegal or legal substances. we will use all six of these methods. test for drugs. For the position of PCT.Human Resource managerial candidate.

. Companies must be able to use all available selection tools. so we only hire people with nursing rather than accountancy degrees – education is of crucial importance in our industry. we will post on the internet as well as contacting our employees for their internal referrals. 2007) 1. For my final project. If the company uses the wrong selection tools. This is a list of questions that might be asked for this job: Source: (CollegeGrad. To recruit new PCTs. What is your ideal job? 3. Potential employees must be qualified and have attained the right level of education and knowledge. not an accountant. Recruitment and Interview The three additional selection tools will help the company hire the best candidates in my final project. Describe yourself for me? 2. Their interview choices reveal if they are able to behave professionally in this situation. they will not hire the best employees. I would choose the strategy of nondirective interview. not only the most basic ones. employees are cemented into their roles when they are hired.Human Resource 5 education. A. open-ended questions that let the interviewee provide more information about themselves. S. 2007). We need a nurse. The soundest interview method is the structured interview. but every interview must relate to the particular position. Not every interview is the same. a clerk. Since everyone who works the floor in the dialysis field is either a nurse. Why did you decide to work in this career? . or a PCT. where the same questions are asked of all applicants so that (Bohlander & Snell. and the company will probably have excessive turnover.Com. I chose this method because it leaves room for the potential employee to take the interview in whatever direction they feel most comfortable and confident in. The nondirective method lets the interviewer as broad.

they probably cannot effectively work with patients. This employee needs the right training and education. What are you worst at? 17. and they must prove that they can always give 100% to their work. and let the employee get used to the way that the job functions. can work with people.Human Resource 4. If a candidate cannot fit in with their coworkers. How will you make these goals a reality? 7. What career goals have you set yourself? 6. How do you deal with conflict? 14. Can you work well with people? 9. How do you deal with pressure? 15. and can fit in with coworkers. Do you work for your goals? 12. When did you know that you wanted this career? 5. Do you enjoy people or information more in your work? 8. Why are you a good choice for this job? 11. Where do you see yourself in five years? 13. The best employee has a background of working with people. We can determine this through tests of job knowledge and work samples. What do you do best? 16.” A person must be caring to work with people who are sick. How much will you need to learn in order to become a good employee? It will not be easy to find the best candidates for this position. The potential employee will know . It is important to “cover all 6 the bases” when searching for the right employee. We need to summarize our potential employees in order to most effectively interview them. These test both tell the manager how the employee will work. The human services industry needs candidates who would call themselves a “people-person. Where does your motivation come from? 10.

. S. After the employer decides. Ideally. and the employer will know whether the potential employee can handle the work. A. (Bohlander & Snell.Human Resource 7 quickly if they actually want this job. Usually a departmental manager makes the call as to who to hire. Conclusion The last decision is not an easy one. the new employee takes the job offer.. I think that the selection process that I have described will let the company make the best decision about their employees. the employer has a new employee and the person has a new job. using the credentials that the employee initially presents. 2007). and the company will end up selecting the best person for the job that they are offering. they then make a job offer to the new employee.

Fifty Standard Interview Questions.. W. (2007). Retrieved January 26.).Com. G.Human Resource References CollegeGrad. (2007). & Snell. Managing human resources (14th ed. from 8 http://www. .collegegrad. A.. Florence. S.com/jobsearch/Mastering-the-Interview/Fifty-Standard-InterviewQuestions/ Bohlander. KY: Thomson Learning Higher Education. 2008.

Human Resource 9 .

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