Human Resources Management in New Zealand - Assignment Example

? Topic: Human Resources Management in New Zealand PAPER Evaluate the three selection methods that will be used to select a new marketing manager for TQB’s Hamilton City branch. Your answers must include examples of the process that could be used for each selection method and the advantages and disadvantages for each selection method. A technique which permits a number of members of the hiring company to take an interview at one same time is known as the panel interview. This type of interview consists of an interviewee and an interview committee. The members of the team in conducting the interview include a hiring manage, department heads, line managers, HR personnel, stakeholder representatives etc. (Muldrow, 1987). One person acts as the leader and all the members ask at least one question. There are several advantages and disadvantages associated with this type of interview. Out of the advantages a few are that it avoids making instant judgments as the decision is not just dependant on a single person, lesser personal interaction so it makes the decision more objective oriented, more consistent and accurate assessment etc. On the other hand the disadvantages include that it can be sometimes more time taking as it is difficult to get the panel together and different approaches and views can give birth to conflicts amongst the members. A formal interview where the questions are generally made in advance and the answers of the candidates are evaluated on specific scoring systems is known as the structured interviews. A lesser formal format and the question and answer session on the spot is what you call the unstructured interview (Terpstra & Kethley, 1999). There are a few advantages and disadvantages associated with both types of interviews. A main benefit from a structured interview is that it provides a consistent tool for assessment and it promotes fairness. On the other hand the unstructured interview allows a personal interaction that is more than the structured interview so a better rapport can be built with the hiring managers. The basic drawback of the structured interview is that it restricts the assessment criteria for the interviewer and does not allow the candidate to give an interview openly as the questions are very specific. The tests that are based upon best future behavior predictor under alike situations is known as the work sample test (Cascio & Aguinis, 2005). The examinee needs to perform the tasks that are same as the ones performed on the job. There are several advantages and disadvantages linked to this test. These tests are highly reliable, have a lesser adverse impact, more favorable for the personality test whereas on the other hand these tests are costly, lesser ability to predict on the job performance, lesser capable of measuring the aptitude of the applicants etc. Provide an in depth discussion of the Human Rights Act, Privacy Act, and other relevant New Zealand Acts that relate to ‘good practices’ in employee selection at TQB. According to the Human Right Act of New Zealand the things that relate to the good practices regarding the employee selection at TQB are discussed ahead. The employer is allowed to assess the potential workers on the basis of their qualification and taking a decision, whether they will be best fit for the company or not. The employer also has the authority to monitor the work performance and see whether they pay for the work is worth it or not. The employer has the legal obligation of ensuring that the worker has a safe and healthy working environment, the issues of taking drugs etc are also related to the work performance so the employer is also entitled to take the decision that is most favorable for the company, the employer is also allowed ensuring that no worker acts dishonestly in relations to the company and other fellow workers. According to the Privacy Act of New Zealand there are several limitations on the personal information’s collection. According to this act the applicants for a position are not in such a state that they refuse to provide information that is requested by an employer or any employment agency (Lawler, 1990). The employer has the right to ask for the information that is relevant for the company providing employment. Moreover the Privacy Act does not put a limit to the surveillance camera usage. There are video cameras that are placed in particular areas and the information is collected through them and the law allows doing so. According to this Act the employer is not allowed to disclose any personal information to any third party. The personal information is to be kept highly confidential and its misuse can lead the employer to be in trouble. Design a plan for a structured interview for the marketing manager’s job. Your plan needs to include the following criteria: three of the organization’s strong culture values given in the scenario, all of the ‘Big Five’ personality characteristics, expected job requirements, responsibilities, and a method for assessing the potential job applicants against the criteria asked for in this question. While conducting an interview for a post of marketing manager the interviewer needs to keep these questions a part of his structured interview. Questions related to previous experience, leading a team on survey analysis and launch of new products, correlation procedure of the efforts of the team and the information to forecast the objectives, marketing objectives and goals, type of marketing experiments performed. All these types of questions need to be a part of the interview (Outerbridge, 1994). Designing a reward system is very important for any company in the world. It is very important to make sure that the reward system is strictly aligned with the other systems of the organization. This has a direct impact on the performance of employees of the organization (Motowildo, Carter & Dunnett, 1992). The formal and informal teams within the organization need to work together to produce better results. For a marketing manger it will be very difficult to launch a new product if there is no team work concept in the organization. While conducting a staff training program it is very important to keep it consistent with the mission and philosophy of the company. Things like discussions, group activities, physical activities, art activities, audio visuals can be used to keep the interest alive and make the program worthwhile (Campion, Palmer & Campion, 1997). Providing people to work in groups will help them perform better and learn a lot from each other. Taking care of the customer happens to be the most important part of any business. It is very important to treat the customer as the king and keep all the promises you make to them. Dealing with their complaints and being helpful to them are all part of customer service. According to the Big five personality characteristics the five things that are included in this model are the extraversion, agreeableness, conscientiousness, neuroticism and openness. Each one of these is important while conducting an interview for the marketing manager’s position. According to the extraversion things like friendliness, assertiveness, gregariousness, activity level, cheerfulness and excitement seeking is considered in the personality of the interviewee. Things like trust, altruism, morality, cooperation, sympathy and modesty are all considered under agreeableness. Self efficacy, dutifulness, orderliness, cautiousness, self discipline, and achievement striking are things that come under conscientiousness. Neuroticism includes things like anxiety, depression, anger, vulnerability, immoderation. Imagination, emotionality, artistic interests, intellect, adventurousness and liberalism are things that give attention (Pulakos, & Schmitt, 1995). For a marketing manager the imagination and innovation count a lot as he or needs to think out of the box and always needs to come up with new ideas so openness is one very important factor to be brought under consideration. All these factors are considered while the decision related to the personality of the interview is being made. All these personalities related factors can have a big impact on the performance of the interviewee as a marketing manager for the company.  References Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A review of structure in the selection interview. Personnel Psychology, 50, 655-702. Cascio, W. F., & Aguinis, H. (2005). Applied Psychology in Human Resource Management, 6th Edition. New Jersey: Pearson Prentice Hall. Lawler, E. (1990). Strategic Pay: Aligning Organizational Strategies and Pay Systems, San Francisco, CA: Jossey-Bass. Motowildo, S. J., Carter, G. W., Dunnett, M. D. (1992). Studies of the structured behavioral interview. Journal of Applied Psychology, 77, 571-587. Muldrow, T. W. (1987). Developing and conducting interviews: Some general guidance. Washington, DC: U. S. Office of Personnel Management. Outerbridge, A. N. (1994). Developing and conducting the structured situational interview: A practical guide. Washington, DC: U.S. Office of Personnel Management, Office of Personnel Research and Development, PRD-94-01. Pulakos, E. D., & Schmitt, N. (1995). Experience-based and situational interview questions: Studies of validity. Personnel Psychology, 48, 289-308. Terpstra, D. E., & Kethley, R. B. (1999). An analysis of Federal court cases involving nine selection devices. International Journal of Selection and Assessment, 7, 26-34. Read More