HRM: Recruitment Plan Modeling - Assignment Example

In the job position the following things will be considered vital:

• The title for a particular job position
• Job responsibilities
• Critical success factors
• Official reporting link
• Supports, authority and assets needed along with accessibility for the job

Advertisement for Job Position
After formulating the job description, there is a need to advertise for the job vacancy so as to inform the potential candidates regarding the job openings. Advertisement has emerged as a very significant and common basis for generating manpower in Human Resource Management practices.

The advertisement for the post of nurse practitioner and medical records clerk will be given through online websites so as to reach a larger population or young candidates stating the specific position duties. It will be beneficial for appealing appropriate candidates for the positions. In the internet advertisements, the following information will be provided: A summary of job positions which includes fields of works and language requirements An explanation of obligations and accountabilities which classifies the major jobs to be performed by the employee The minimum qualification requirement for fulfilling the position such as educational certificates, special skills, etc The advertisement will be exhibited on one of the popular job websites named ‘careerbuilder.com’. The cost of advertising on ‘CareerBuilder.com’ will amount to be around 390 USD/job. Thus, to advertise two posts for job advertisement the cost will be around 780 USD (Careerbuilder, n.d.).

Selection Process
The selection process will be conducted in four phases, which are: Screening of Application Forms Before selecting employees, it is essential to lessen the candidates to a manageable amount. With this concern, the initial screening will be conducted with the application forms and resumes of the candidates. The accurate information will be assessed against the least adequate requirements with respect to job specifications.

The statistical technique will be used for the screening application forms. After checking the measurable aspects of candidates, the reliability of candidates will be evaluated. Any gap during education years or any kind of indefinite information will be identified and followed up in the interview stage (Pattanayak, 2005).

Testing
After an initial screening of candidates, tests will be conducted for evaluating the intelligence, aptitude and skills of the selected candidates. For the post of medical records clerk, aptitude tests of candidates will be conducted with the aim of measuring their ability or underlying skills to absorb the given job responsibilities if adequate training is provided.

For the post of nurse practitioner, achievement tests will be conducted for assessing candidates’ pertinent capabilities. The achievement test will be applied to varied series of nursing tasks ranging from patient care to clinical activities. The candidates will be selected on the basis of performance on those tests (Bernardin, 2008). The interview will be conducted for measuring the profile of candidates and associating it with job appropriateness. The interview is widely considered as an appropriate way for evaluating the candidates and validating the information given in the application form and resume. The interview will be formal and organized. The questions asked in the interview will be associated with the wide area of offered job responsibilities. The questions of the interview will be formed in such a way so that it can cover every relevant aspect related to the candidates’ abilities (Gatewood & Et. Al., 2010)

Selection Decision

After gaining appropriate knowledge regarding candidates in the interview phase, the candidates will be selected by expert assessment in central areas of the job. In the final selection decision, only 5 to 7 applicants will be selected from each post for a final interview with the head of the human resource department. In the final phase, the strengths, weaknesses and reliability of candidates will be judged. The decision will be made on the basis of job requirements with candidates’ knowledge and potential. Finally, two persons for each post will be selected by the HR department (Pattanayak, 2005).   

Exercise 2

Step

Group

Passed

Failed

Pass Rate

3. Written Exam

Asian

3

8

27.27%

Black/African American

6

14

30.00%

Hispanic/Latino

3

6

33.33%

White

12

13

48.00%

American Indian/Alaskan Native

0

0

N/A

Native Hawaii/Pacific Islander

0

1

0.00%

Other

2

0

100.00%

Two or More Races

0

4

0.00%

Unknown

0

0

N/A

Total:

26

46

36.11%

According to the written test exam, it can be seen that the ‘Other’ group has the highest selection rate i.e. 100%. The impact ratios of each group are as follows:

Group

Impact Ratio

Asian

27%

Black/African American

30%

Hispanic/Latino

33%

White

48%

As all four groups have an impact ratio of less than four-fifth or 80%, there is an adverse impact by using the Four-Fifths Rule.

However, it is not a valid method for the assessment of potential and a promising candidate as this method does not measure the degree to which success of examinations imitates the success in the job. For any validity test, it is quite essential to associate examination scores with the scores on the equivalent degree of job performance. Validity can also be measured by examining the degree of recognizable characteristics of candidates with characteristics of job performance. But, in this context, the fourth-fifth rule does not measure the job performance with relation to candidates’ characteristics and therefore cannot be quite beneficial.