Case Study Module 1 Mgt509
Recruitment, selection and on boarding plan
This plan ensures that the organization has highly competent employees in a range of areas. It can be referred to as the Organization Entry Plan. This plan is developed in accordance with employee competency required in different operations. In order for this plan to be effective, accuracy, and the mission of the cooperation should be at the forefront. The recruitment, selection and on board process plan is a key element to the success of the organization.
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. 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
This plan ensures that the organization has highly competent employees in a range of areas. It can be referred to as the Organization Entry Plan. This plan is developed in accordance with employee competency required in different operations. In order for this plan to be effective, accuracy, and the mission of the cooperation should be at the forefront. The recruitment, selection and on board process plan is a key element to the success of the organization.
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. 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