Introduction: Employees form the basis of a successful organization, and the abilities and behavior of workers can vary the performance of an organization significantly. Because respective jobs require specific sets of skills or attributes, selections are essential in ensuring that the most suitable candidates are hired. Employee selection processes are a company’s way of finding out who would be the best candidate for the particular position they are trying to fill. Whether it is from one simple phone interview or multiple interviews with different managers of the company, different businesses come up with what they believe to be the most efficient way to find someone to fill a position. This procedure is put into place so that there …show more content…
An example of this is Department of Defense’s (DoD) use of an industrial-organizational psychologist to assist with the hiring and training of military personnel in the United States Marine Corps. United States Marine Corps serves as an expeditionary force-in-readiness, and its’ mission has been America's expeditionary force in readiness since 1775. The American people’s peace of mind, safety and security is in the hands of those who serve as Marines. That is the reason the selection and training of quality, trustworthy, and dedicated employees are the utmost importance. An applicant must go through an extensive consideration process to gain an employment offer, specifically as a Marine Corps Recruit. The Armed Services Aptitude Battery (ASVAB) test used as assessments that carefully screen potential military employees. Such evaluations include logic-based cognitive ability measurement test, artificial language assessments, job knowledge tests and simulation writing assessments. Interestingly, American psychologists Robert Yerkes who is a topic of discussion in many industrial-organizational psychology lectures created these test. Robert Yerkes, commonly known for developing the Army Alpha and Army Beta group tests for mental ability (Spector, 2012.) The Army Alpha and Army Beta tests which were a revised version of the Stanford-Binet test determined …show more content…
Applicants must pass this first phase of testing before getting the opportunity to move to the next stage of testing. In the third assessment; applicants are further screened by completing a physical examination. The examinations are essential because everyone entering the armed forces must be in good health to endure the challenges of basic training and military service. The physical examination consists of height and weight measurements, hearing and vision examinations, urine and blood tests, drug and alcohol tests, joint maneuvers, flexibility, and balance tests which check proper ranges of motion. The final assessment includes an oral interview, job selection, and swearing into the military entry program and assignment of boot-camp date. The purpose of the oral interview is to review all assessments that were taken and validated the outcome of that assessment. Upon completion of the validation and after careful consideration of passing all assessments, physical and oral interview. Applicants may then be assigned his Military Occupation Skill (MOS); in other words, he is assigned his job and is selected to become an employee of the Marine Corps. After the applicant has gone through the grueling process of being chosen as an employee for the U.S. Marine Corps, they will graduate onto an extensive, spaced, and challenging boot-camp training
Travis Scott's song “Butterfly Effect” is about his new life and his love for his new Lamborghini Huracan. He talks about how he can never go back to his old life because of how much money he is making. He uses similes, metaphors, alliterations and slang to help describe that he loves his new life and his lamborghini. Also in his song he is cocky and showing of all his cash and chains, he also has made lots a new friends and it's clear that he doesn't want to go back. In Travis Scott's song Butterfly effect he uses literary devices to make his song clear. In the first part of the song the chorus he uses a simile. ´´M&Ms, sweet like candy cane´´. This is comparing M&M's and candy cane using a simile to compare these candy. After the chorus
The United States Navy Recruiting Command (NRC) consists of 26 Navy Recruiting Districts (NRDs) spread out throughout the Continental United States. One of the largest Recruiting Districts is NRD San Diego, which consists of 55 recruiting stations spread out throughout San Diego, Riverside, Orange County, Las Vegas, Nevada, and Yuma Arizona. The obvious mission is to recruit men and women to join the United States Navy. According to NRC webpage (2015), their mission is to “recruit the best men and women for America's Navy to accomplish today's missions and meet tomorrow's challenges” (pr. 1), Obviously, NRD San Diego shares the same mission, but there are different set of unique challenges, which trickle up from each recruiting station. Having completed a three year recruiting tour assigned to one of the local San Diego area
Selection Process for Entry-Level Firefighters The selection process for entry-level firefighters in the Hurst, Euless, and Bedford (HEB) area is similar to that across the country. The process begins with a written assessment. The written test is comprised of reading comprehension; interpreting tables; situational judgment; logical reasoning; applying basic math rules; mechanical aptitude; spatial sense; map reading; and vocabulary. (IPMA Assessment
Per Yoder-Weiss, the process of staff selection is getting the most qualified person for the position that fits into the organization; someone with similar values and skill set to do the job. Hiring the right person is critical for success one of the pitfalls in staff selection is selecting the wrong person and be expensive and affect the team negatively. Allowing staff to take part in the selection process not only helps with selecting someone who will fit in but also show that their opinion is valued. (p.
A test to see exactly what type of job people qualify for, or their MOS, Military Occupation Specialty, gets a better job.
is required to take prior to hiring. A psychological test is taken as well to evaluate
Human resource practitioners and I/ O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part, these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal.
The ma... ... middle of paper ... ... ications Organizations and companies should embark on the training and development of their staffs in order to reduce cases related to burnout so as they act according to the organizational set rules and regulations. During the employment process emotional intelligence test can be used for recruitment and selection. This helps the HR department to select and hire the best individual who can work towards the achievement of the organization goals and objective.
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
The Effectiveness of Selection Interviews Evaluate the relative effectiveness of selection interviews as an indicator of likely candidate suitability in the case of a selected business, making recommendations for improvements in procedure. D1 The interview is the final stage of the Recruitment and Selection process. Candidates can be classified as the applicants for a vacancy that they have seen advertised. The chosen business for this question is M&S.
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
An organization provides every necessary method before making a decision to select an applicant for the job position. A company will provide pre-employment testing/screening in order to select the most qualified candidate. An organization may decide to change its company into more diverse organization and therefore, it is their right to select more diverse employees. However, it is also important not to focus on a person’s gender, age or race. It is still very important to choose an employee who is the perfect fit for the job position. This is necessary because issues may arise and these issues may also impact the organization’s future.
Industrial psychologists typically help employers find the best person for a job, evaluate job performance, and train employees. In developing a system for matching an individual to a job, an industrial psychologist must first determine what special knowledge, skills, and abilities the job demands. The psychologist then designs a selection system to judge an applicant's qualifications for the job. The objective of such a system is to predict a person's performance in the workplace. Commonly used selection tools include interviews, letters of reference, work samples, and tests of aptitudes, abilities, knowledge, interests and personality.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)