Describe How Selection Practices Are Related to Other Hr Activities. Given All the Weakness Identified with Unstructured Interviews, Why Do They Still Remain so Popular? What Can Employers Do to Improve the Usefulness
Describe how selection practices are related to other HR activities. Given all the weakness identified with unstructured interviews, why do they still remain so popular? What can employers do to improve the usefulness of job interviews? Illustrate your discussion with real life or hypothetical examples.
The employee selection process is of the most important management functions in the area of Human Resource Management by selecting the right people for the right job available. The procedure includes matching organizational requirements or needs with people skills, levels of academic qualifications and job related experiences respectively (ManagementStudyGuide.com, 2008). It is important to highlight that selecting the right candidates to fill a vacant position not only benefits the company but serves the purpose of the selection objectives set out in the planning framework in the first place. This also produces quality input to the area of need(s) previously identified in the needs assessment of the company that is likely to infect high performance results expectations. In addition, organizational common problems like high turnover and absenteeism are equally addressed which in turn allows the company to save time and reduce costs.
Furthermore, all potential candidates are properly screened during the selection procedure to avoid misinterpretations or misrepresentations of persons (ManagementStudyGuide.com, 2008). This includes proper analysis of all personal data collected and justifying its credibility through references reflected in the application forms. However, we must differentiate recruitment from selection as they are the two main phases of employment processes. Recruitment is the process of motivating candidates to apply for the job whilst selection is the elimination of unsuccessful candidates from the master list collected through the recruitment drive (Mansfield.S.R, 1996).
The processes involved in the selection starts from preliminary
The employee selection process is of the most important management functions in the area of Human Resource Management by selecting the right people for the right job available. The procedure includes matching organizational requirements or needs with people skills, levels of academic qualifications and job related experiences respectively (ManagementStudyGuide.com, 2008). It is important to highlight that selecting the right candidates to fill a vacant position not only benefits the company but serves the purpose of the selection objectives set out in the planning framework in the first place. This also produces quality input to the area of need(s) previously identified in the needs assessment of the company that is likely to infect high performance results expectations. In addition, organizational common problems like high turnover and absenteeism are equally addressed which in turn allows the company to save time and reduce costs.
Furthermore, all potential candidates are properly screened during the selection procedure to avoid misinterpretations or misrepresentations of persons (ManagementStudyGuide.com, 2008). This includes proper analysis of all personal data collected and justifying its credibility through references reflected in the application forms. However, we must differentiate recruitment from selection as they are the two main phases of employment processes. Recruitment is the process of motivating candidates to apply for the job whilst selection is the elimination of unsuccessful candidates from the master list collected through the recruitment drive (Mansfield.S.R, 1996).
The processes involved in the selection starts from preliminary
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