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Business - Assignment Example

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Selection of employee remains a thorny issue that has left many organizations to use different methods of deciding on employees to their organization. A good example can be seen by some of organization such as Microsoft that places its interest on the intelligence of an…
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Article summary Selection of employee remains a thorny issue that has left many organizations to use different methods of deciding on employees to their organization. A good example can be seen by some of organization such as Microsoft that places its interest on the intelligence of an individual above other qualities that can be exuded. Southwest Airlines chiefly considers the character of individual to be paramount. This therefore poses a conundrum that is hard to settle on what should be considered when it comes to the recruitment of the employee in the organization to achieve high performance. The academic journal by Orlando Behling (1998) titled “Employee selection: will intelligence and consciousness do the job” has put concerted effort to settle this challenge.
According to Behling (1998), there seems to be commonalities among the employers during the recruitment of employees which attempt to match the best employee to the jobs. The interest of all employers is to recruit the best that they can select, however the method that they use does not lead to the wish that they have. On that account, a number of the managers now questions the succinct matching approach that can give the best from the group of job seekers. In that line, the managers now have an idea that top performers are those that can be successful in almost, if not all jobs. This is one of the yard stick that can be used.
In further attempt to unknot this conundrum, an examination that was made at Gatewood and Fields Human resource selection, had footsteps that could establish the best matching approach of the best performer with the job. According to the examination, an emphasis was made on the imperativeness of the industrial psychologist and the human resource managers in in matching the best performers and the employment (Behling, 1998).
The article goes ahead to explain the other modalities that are on the use to enhance the matching of the best performer to the employment. The use of intelligence is hinged on the idea that the smart people finish first. Using this mantra, most of the employers having been using this matching technique to have the recruitment work done. The explanation of the word has been used in getting into the core reason why it has been used weather consciously or unconsciously. It defined as the human talent to solve problem. There are ten intelligence that human being are endowed with. They include deductive, inductive, memory, mechanical, numerical, perpetual reasoning, spatial, verbal and vocabulary. Using this intelligences as the yard stick, employer can much the best intelligence that an individual has to the job that is required to be done. Accuracy in matching will be able to match the best employee with the job (Behling, 1998).
Personalities is an aspect that can be identified with the psychologist. This explain the need of the psychologist in matching the high performing employees with the job. The big five personality is stressing point that explains how the interplay of recruitment and psychology intertwine together. Finally, it is concluded in the article that intelligence and consciousness should be used as the perfect indicators of potential but they do not guarantee success in matching since there are other vibrant parameters.
Reference
Behling, O. (1998) Employee selection: Will intelligence and conscientiousness do the job? The Academy of Management Executive 12: 77-86. Read More
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