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The effects of organizational culture
The effects of organizational culture
The effects of organizational culture
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Importance of Staffing in Organizations
Staffing has been an important aspect in all types of organizations’ development. More and more companies have noticed a good staffing plan could increase productivity and reduce operation costs in terms of lower turnover rate and transition costs. Good staffing could be able to minimize cost in order to maximize profit, because it could assist the company to stay more competitive within the industry. According to the definition by Dr. Green, “staff is the process of identifying work requirements within an organization; determining the number of people and the skills necessary to do the work; and recruiting, selecting and promoting the qualified candidates. It is the selection process of screening and hiring new employees, which includes functions like resume reviewing, interview, drug testing, assessment testing, and background check” (Green, 2003). Different companies have different strategies in how to select their candidates. Depending on the size, geographic and industry etc, so that their strategies could be very different. Therefore, one specific staffing plan might work for one company, but it might not work for another.
“In staffing an organization or an organizational unit, it is important to consider its developmental stage-embryonic, high growth, mature, or aging-in order to align staffing decisions with business strategy” (Cascio, p.268). In the 21st century, due to the reason that new technologies have been invented and improved. That had lead to many organizations change its behavior in terms of the way they deal with customers, suppliers, business partners and employees. Without a careful selection, organizations often hire people that do not fit the job or it is just not the type of work the employee wants to do. There are people who could not keep up with the technology trend working in a place where new technologies always come into place. There are people who could not deal with other people, or with no patient working as a teller in the bank, or going into the teaching field. There are so many different examples in today’s world where people apply for jobs that they could not be successful, or in many cases that organizations hire people who do not have the qualifications for the job.
Organizations have encountered some problems that associated with which method to use in the selectio...
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...ng Decisions. Journal of Applied Psychology, 83(4), 634-644.
Van der Zee, K.I., Bakker, A.B. & Bakker, P. (2002). Why are Structured Interviews so Rarely Used in Personnel Selection? Journal of Applied Psychology, 87(1), 176-184.
Brket, M.D., & Motowidlo, S.J. (2002). Effects of Procedure and Outcome Accountability on Interview Validity. Journal of Applied Psychology, 87(1), 185-191.
Roth, P.L., & Bobko, P. (2000). College Grade Point Average as a Personnel Selection Device: Ethnic Group Differences and Potential Adverse Impact. Journal of Applied Psychology, 85(3), 399-406.
Gardner, R. (1998). How well do you really know whom you hire? The CPA Journal, 68(3), 62-65.
Brown, B., & Campion, M.A. (1994). Biodata phenomenology; Recrutiers’ perceptions and use of biographical information in resume screening. Journal of Applied Psychology, 79, 897-908.
Roth, P.L., BeVier, C.A., Switzer, F.S., & Schippmann, J.S. (1996). Meta-analyzing the relationship between grades and job performance. Journal of Applied Psychology, 81, 548-556.
Roth, P.L., & Clarke, R.L. (1998). Meta-analyzing the relationship between grades and salary. Journal of Vocational Behavior, 53, 386-400.
Platz, A., McClintock, C., & Katz, D. (1959). Undergraduate grades and the Miller Analogies Test as predictors of graduate success. American Psychologist, 14(6), 285-289. doi:10.1037/h0045116
Interviewing requires a lot of careful planning and decision making to improve the likelihood of desirable results. There are many factors that significantly influence the direction of an interview. People conducting interviews must be cognoscente of their actions as to not contaminate the interview. “An Overview of Investigative Interviewing” (1998) is a film that depicts British Police officers conducting an interview with a victim of crime. Immediately at the start of the film, the audience can see several decisions to improve the interview. The interview appears to be taking place in a quiet and secluded office. The interviewee and the officer are seated close and parallel to each other. This setting is beneficial as it removes
Before we can look at how grading affects learning Farber suggests we look at how it has affected students (333-334). The greatest effect of being graded happens to the individual. Farber asks, “Did you need grades to learn how to drive?” We have become “grade junkies.” Without the grades students can’t learn (333). Vogel agrees that students believe grades are the motivating factor in learning, but only for the money. Students want the grades because high GPA’s equal high paying jobs (338-339). Another negative effect of grades is that students want the best grade with the least amount of learning but this causes conflict with professors because the professor’s goal is different compared to the student’s (339). Grades have positive effects too. Farber believes that grades give us discipline, but not self-discipline. True self-discipline comes from wanting something not coercion (334). Farber defines self-discipline as revising one paragraph all night because one enjoys it (334.)
Trent, J., Short-Thompson, C., Mongeau, P., Metzler, M., Erickson, A., & Trent, J. (2010). Cracked and Shattered Ceilings: Gender, Race, Religion, Age, and the Ideal Candidate. American Behavioral Scientist, 54, 3, 163-183.
Stanley, J.C. Stumpf, Heinrich 1998. Current Directions in Psychological Science. Stability and Change in Gender-Related Differences on College Board Advanced Placement and Achievement Tests. December 1998 7:192:196
“SAT I: A Faulty Instrument for Predicting College Success.” Standardized Testing. Ed. Cynthia A. Bily. Detroit: Greenhaven, 2011. 106-11. Print.
On the contrary, there are better ways to determine if a student has a keen success in their education. According to a study conducted by The National Center for Fair and Open Testing observed that “students with higher high school GPAs performed better in college, regardless of drooping test scores in their records” (Brown 1). This research means that Standardized Testing
Human Resource workers often use the “De-selection Process”, which is a strategy used to filter resumes and applications. They do this to separate the preferable resumes from the non-desirable ones. Oftentimes, whether conscious or not, this includes the removal of Black or foreign-sounding names. Kimberly Wilson, who holds a position in Human Resources, often utilizes the de-selection process.
...etter job performance and increase in academic competency. Harmon-Jones assumed that increased self-esteem protects them from experiencing anxiety (Brewer, 2002).
The data set used for this assignment was the grades.sav data file. The variables used were gender, GPA, total, and final. GPA and final were used in the histogram scales, along with skewness, kurtosis values, and scatter plot. This assignment included a sample size of (N) 105.
Clifford H. Edwards, “Grade Inflation: The effect on educational quality and personal well being”, Education, Spring 2000, v120, i3, p538
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Cook, Bryan G., and Melvyn I. Semmel. American Educational Research Association. Chicago: ERIC, 1997. 3. Web.
Mounsey.R, Vendehey.M, Diekhoff.G. (2013). Working and non-working university students: anxiety, depression and grade point average. College Student Journal, 47.2, 379-380.