Module free essay sample

Selection is the second stage in a normal organization entry scheme and starts at the end of recruitment. It involves identifying candidates who meet key requirements through a battery of tests and purposeful interviews. The selection policy of an organization determines the procedures that should be utilized in picking the right person for available job opening therein. In its absence, selection would depend on the whims and caprices of the managers. This process should be as thorough as the budget allows. A string of interviews that determine the personality, proficiency, and the cognitive abilities of the future employee must be accomplished to ensure the best people are placed in our organization. The personality observation is used for uncovering the personality characteristics of applicants, thereby assessing their relationship with the performance of a specified job. The personality traits of a person depict ability to develop interest in other people, and strength of focus to work with them. We will write a custom essay sample on Module or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Certainly, this is a strong determinant of environmental adjustability and tendency to operate without overbearing cloud of phobia. Other personality traits that can be appraised are emotional stability, motivational system, and openness to experience, conscientiousness, gregariousness, amiability and introversion. Another name of proficiency tests is achievement tests, and they are used for measuring an applicant’s knowledge or skills, in relationship with the ones needed for a particular job. These tests usually involve questions aimed at discovering the depth of an applicant’s knowledge about certain tasks and responsibilities as contained in a specific job These tests require pplicants to perform tasks, which are similar to that of a particular job. The use of these tests is based on the fact that observed work behaviour of applicants under standard job situations, are appropriate indicators of their most probable performance ratings, when placed in such capacities. Cognitive test are assessment tools used for measurement of intelligence and aptitude of applicants. They are the most widely accep ted selection tests used in industries (i) General Intelligence Test. (ii) Aptitude Test. On-boarding involves integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive, from accepted offer to end of first year. † (Source: US Department of Defense) A key element to on boarding is placement. This involves specific positioning of new employee on a defined job role after he or she must have accepted the offer of employment and endorsed the statement of job description which highlights key performance areas. Orientation is a social function which serves as a familiarization program provided to new employees. It’s not actually structured to be a training program. It stands as a ‘getting to know us’ program. This is a structured training program aimed at infusing key knowledge, skills and abilities into new employees, so as to sharpen and fine-tune them for effective positioning. At this stage, a mentor would be assigned to each new employee for developing and administering institutional and experiential guidance, which nurtures talent and promotes the bond between mentor and protege, in that way giving the employee a sense of belonging and room for growth as well as expertise development. This hiring plan outlines due processes to be followed during recruitment, selection and on board processes within the organization. It is may vary depending on time depending on best practices, regulatory requirements and organizations requirements. The plan is prepared for management and other staff members involved in the processes named above. The human resource department recognizes the importance of having the right human capital as a means to attain organizational objectives and we can establish our values depend on hiring and retaining skilled and effective staff members. This plan provides steps to follow to ensure highest quality of employees. Policy statement Every activity related to recruitment and selection will be carried out in an open, fair, professional, efficient and effective manner. Our firm is committed to offering every applicant equal opportunity at all steps in recruitment and selection process. These processes will be done without favor and discrimination irrespective of gender, race, religion, belief or age. All selections must be made in line with this plan in order to ensure that the best candidate is chosen. All job vacancies are to be advertised internally and externally. Management must provide consent to this plan and approve finances required in the recruitment process. A successful candidate must provide three referees and request for documentary evidence of qualifications and job offers will be made once all the conditions provided in the plan are satisfied. Job vacancies Once a vacancy is available in the organization, this provides the human resource department an opportunity to determine duties and responsibilities required in that job. When the specifications significantly differ, management must provide consent on whether the job is appropriate and whether recruitment will proceed. Once duties and responsibilities are established consideration must be given to existing staff member seeking redeployment. Short term employment of less than three months can be done through references made by existing workforce. Job description Job description should be prepared for every job vacancy. Job description will provide job title, job purpose, duties and responsibilities, line of manager to whom the successful candidate will report to, and existing special working conditions. Person specification Our organization requires people in various fields such as engineers, skilled labor and production and facilities workers and therefore each specification should depend on required traits in each job. Specifications will provide education, skills, expertise and experience required to perform each job. Person specification developed ought to be specific and in line with the job. Job advertisement All vacancies will be advertised internally and externally except when the job period is less than three months. Due to challenges facing the organization such a low number of college graduates, job vacancies will be advertised in neighboring cities as a means to attract appropriate candidates. Advertisements will mainly be made through print media and online job agencies. Processing applications Due diligence should be used to ensure that all applications are treated professionally and in a fair way. Candidates information shall remain confidential and must be reviewed objectively. Selection and interview panel Short listing and interviews will be carried out by a panel comprised of members from human resource team and others from departments in which the job is available. The panel should comprise a minimum of three people who do not have interest in the recruitment process. Short listing After the conclusion of an application process, panel members shall examine applications to identify which applications have met the specifications and have qualified for an interview. The panel should discuss and come to an agreement on short listed candidates. Decisions in this process are based on vidence that an applicant has achieved set out job specifications and whether he or she is suited for a specific vacancy. Applications should be documented and reasons why an individual was short listed should be maintained for at least one year. Interviews Short listed candidates will be contacted through e-mails or use of telephone. Communication to the candidate should provide the date, time and place wher e interview will be conducted. They should also be informed on any tests or presentations they will have to perform and also should be informed what to bring to the interview. The interview structure should be pre-determined and things such as person to chair the panel and areas of questioning should be addressed before the actual interview. Each panel member should be allocated specific areas to cover in order to eliminate overlapping. Interview questions should be designed to identify how a candidate best meets the criteria on job duties and responsibilities. Panelists should ask candidates to clarify where answers are incomplete. Panelists should take notes in order to establish basis on which decisions will be made. Details provided in application, interview and results from tests should be the basis for evaluating whether a candidate meets the person specification. Adequate recording should be maintained at this stage especially on reasons for selecting and rejecting applicants. Feedback Feedback should be provided should be provided as soon as possible and should be clear and honest. Feedback provided should relate to selection criteria used. Pre-employment checks Panelists will contact references in order confirm a selection but a candidate should first give consent. Each candidate should be assessed to ensure that they have permission to work in the country and this should be done using documentary evidence. A medical examination should be conducted to determine if a candidate is fit to perform job duties. Academic qualifications should also be reviewed to ensure conformity to information provided in job application. Appointment The human resource manager will issue a letter of appointment to selected individual and placed on the payroll. Induction Successful candidates are trained and introduced to duties and responsibilities involved in their job. Induction is set out and carried out by relevant department and this is aimed at teaching and equipping new employees on skills and knowledge required to perform their tasks. Record keeping Records relating to the recruitment, selection and on board processes should be maintained for one year after which they are destroyed. Its a process of verifying the information given by applicants. Records of qualifications, employment and achievement provided by applicants on a resume, the application blank and during interview would be investigated, in order to confirm rightness. Reference: Source: Mercer Delta Consulting, Executive On-Boarding