StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...
Free

Human Resource Management Employee Selection Processes - Research Paper Example

Comments (0) Cite this document
Summary
Reliability in employee selection refers to trustworthy, predictability, or dependability of the activities engaged in finding the right persons for the right jobs. Any method…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER98.9% of users find it useful
Human Resource Management Employee Selection Processes
Read TextPreview

Extract of sample "Human Resource Management Employee Selection Processes"

Human Resource Management "Employee Selection Processes" Explain what makes a selection method effective and discuss the concepts of: a). Reliability, b). Validity, c). Utility, and d). Legality in your response.
For the selection process to be effective there must be reliability, validity, utility and legality. Reliability in employee selection refers to trustworthy, predictability, or dependability of the activities engaged in finding the right persons for the right jobs. Any method used to find right persons for right jobs must be trusted, predictable, and dependable. In addition, validity concept of selection process demands that methods used must have some foundation or based on specific truths especially experiences and job specifications. Utility on the other hand refers to usefulness or value obtained from the selection process (Ullah, 2010). Methods of selection on the other hand should have some reasonable quality as dictated by the concept of utility. Selected employees should add value to the organization. A method that selects employees who cannot add value to the organization is an ineffective method. Lastly, selection process must adhere to the legal regulations and provisions of employment such as discrimination and equal employment regulations (Ullah, 2010). Organizations selecting employees should ensure that there are no discriminations and equal employment opportunities.
2. If there were two equally suited candidates for a position, describe how you would approach the selection of one over the other.
Equally suited candidates must be subjected to equal interviews or selection process. One of the easiest and most effective approaches in selecting one of the two equally suited candidates is the thorough analysis and evaluation of experiences and job specifications. There is no doubt that there must be one candidate who is slightly more experienced that the other or has an additional qualification. In the event that they have the same years of experience, academic qualifications, and admirable track or records, the two equally suited candidates should be subjected to various selection processes such as aptitude of panel interview to critically evaluate their uniqueness (Knouse, 2003).
References
Knouse, S. B. (2003). Employee selection. Personnel Psychology, 56(4), 1078-1081.
Ullah, M. M. (2010). A systematic approach of conducting employee selection interview. International Journal of Business and Management, 5(6), 106-112 Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Human Resource Management Employee Selection Processes Research Paper”, n.d.)
Retrieved from https://studentshare.org/management/1595889-human-resource-management-employee-selection-processes
(Human Resource Management Employee Selection Processes Research Paper)
https://studentshare.org/management/1595889-human-resource-management-employee-selection-processes.
“Human Resource Management Employee Selection Processes Research Paper”, n.d. https://studentshare.org/management/1595889-human-resource-management-employee-selection-processes.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human Resource Management Employee Selection Processes

Employee Engagement (MA Human Resource Management)

...? Employee Engagement Table of Contents Introduction 3 2. Employee engagement, role in the facilitation of business purposes 3 3. Empirical and philosophical connections between employee engagement, managerial leadership, strategic aspirations and HR strategies focused on infrastructure maintenance and the development of HRM competitive differentiators 7 4. Presentation of the critical contribution of employee engagement as a route to strategic, reputational and competitive excellence within a high-performance working environment. 9 5. Analysis of the relationships, causal or correlational, between levels of employee engagement and organisational...
11 Pages(2750 words)Coursework

RECRUITMENT & SELECTION ( Human Resource Managment)

...?RECRUITMENT & SELECTION (Human Resource Management) "If a company is considering two job candi s: an internal candi with years of service andvery good performance evaluations; an external candidate who works for a competitor and has valuable experience in new product markets, it has an obligation to hire the internal candidate? Do you agree or disagree? Why? Introduction Internal promotions versus external recruitment are a common problem that organizations face. The time tested traditional approach was to train and develop suitable employees to take on new responsibilities. In the modern world where haste in business processes with the...
2 Pages(500 words)Essay

Human Resources-Employee Selection Process

...to compete in the world of competition. The functions of HR department include management of all activities regarding employee management of the organization. The process of employee management starts from employee selection and ends when an employee leaves the company. Henderson (2008) asserts that human resource management is concerned with the management of employee population in an organization. These activities include employee recruitment, employee...
6 Pages(1500 words)Term Paper

Human Resource Management: Employee productivity and motivation

...with the products that are being produced. At an informal level, the term business partner within Atlas Manufacturing can be used to denote the modern day human resource base. This is due to the fact that the human capital in an organisation today is motivated enough to integrate the personal goals with those of the organisation in an effective way. In this way, the goals are achieved at both ends. The management of an organisation attaches great importance to the act of motivating the human capital through the use of incentives that may be material or immaterial. The material benefits include bonuses, promotions and other such means, while the...
14 Pages(3500 words)Case Study

Human Resource Management and Building Employee Loyalty

..., which they are being achieved. Recognize as well as reward performance will be able to motivate and retain their employees. Xeleco should consider that recognition and rewards could be either internal or external. Cutbacks And Layoffs To Affect A Company's Human Resource Professionals Employee turnover effects human resource personal as conversely, poor human resource management of Xeleco's practices may increase turnover. Effective recruiting is essential to an organizations financial future. Human resource management of Xeleco...
11 Pages(2750 words)Case Study

Human Resource Employee Handbook

...in hiring or promoting procedures. 4.2 Discriminatory practices should be immediately brought to the attention of immediate superior. In the event that immediate superior is the one exhibiting discriminatory practices, employee should go directly to the Human Resource Manager or its equivalent and file a formal complaint. 4.3 Should an employee be found guilty of discriminatory practices towards co-worker in view of his/her co-worker's race, gender, cultural background, sexual orientation or physical capacity, the employee shall be: 4.3.1 suspended for 10 working days - 1st offense 4.3.2 suspended for 20 working days - 2nd...
3 Pages(750 words)Essay

HUMAN RESOURCE MANAGEMENT/ EMPLOYEE RESOURCING AND DEVELOPMENT

...EMPLOYEE RESOURCING AND DEVELOPMENT Table of Contents A short report outlining how this staff development should be implemented efficiently and effectively with minimum disruption to operations 3 Analysis of the argument that selection process identifies candidates who are best able to perform well in the selection process rather than candidates who are most competent to perform the job on offer 6 The key issues for HRM managers at the moment in managing their employee resourcing and the recommendations to act in order to give their organisation the best chance to survive...
12 Pages(3000 words)Essay

Employee Compensation (Human Resource Management)

... data that is required to determine the employee’s salary is the previous salary that the employee was getting from the organization or the firm that they were working for before seeking working opportunities in the said organization. By so doing, the employer ensures that the all employees are paid according to their stipulated positions and data provided. Reference Durai, P. (2010). Human resource management. Chennai: Pearson.... Employee compensation Affiliation Employee compensation Demographics should play an important role within employee’s compensation because in some cases it is difficult to recruit employees. Additionally, if the place is isolated the...
1 Pages(250 words)Admission/Application Essay

Employee Selection

...while on the job (Bohlander & Scott, 2010). Having worked in the nursing field for some time now, I have come to realize the importance of employee selection and performance appraisal as it ultimately determines the success or failure of an organization. This is in regards to the fact that, recruitment of qualified employees is imperative for the achievement of projected outcomes, particularly in achieving high levels of quality in care provision. Though recruitment and selection of employees is the overall responsibility of the human resource department, line or department managers also have a role to...
9 Pages(2250 words)Essay

Human Resource Management Project, Recruiting and Selection

...and increased human resource consolidated operations. Technology is one of the other most crucial resources that shape the human resource department. Proper use of it would promote efficiency and effectiveness in the delivery of service by the human resource management (Friel, 1999). Recruiting and Selection The government and human resource strategies can be geared towards the process of modernizing, upgrading the quality of services, satisfaction of the citizen, the ease of mobility and the level of flexibility of the personnel, the...
10 Pages(2500 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Research Paper on topic Human Resource Management Employee Selection Processes for FREE!

Contact Us