Thursday, December 12, 2019
Predictors Of Applicant At Different Stages -Myassignmenthelp.Com
Question: Discuss About The Predictors Of Applicant At Different Stages? Answer: Introduction The report provides an overview about the assessment selection procedure of the start-up enterprise for bringing the best staffs for the job. Selection assessment methods refer to the guide to implementation of formal assessment for building high-quality workforce. This method is usually implemented by the organization to accurately measure capability levels of the candidate against the levels of capability that is required for this role. In addition, it also helps to consistently administer as well as measure the performance of a candidate on their capabilities. Different assessment selection procedure is used by the human resource management of this organization to assess the personality, knowledge, attitude, adaptability, managerial and communication skills of the candidates (Bhoganadam Rao, 2014). This start-up company is going to adopt valuable assessment selection methods for recruiting managers and administrative officers in order to achieve success in the long term. This rep ort highlights on the skills needed as well as factors to be considered for the position of administrative officer and manager. The KASO requirement for each of these positions is also discussed in this study. Furthermore, the selection procedure for each of this position is also elucidated in this report. This report also focuses on the problems that might be envisaged while carrying out assessment and selection methods. In the last section, recommendation on the selection system is also given in this study. Selection criteria for manager positions Having experience in administering employees Demonstrated knowledge in developing as well as implementing policies Having strong communication as well as negotiation skills Good computer skills Experience to manage operations of company including incorporated associations, proper knowledge regarding compliance issues Demonstrated skills in time management Capability to create short term plans Selection criteria for administrative positions String administrative as well as interpersonal skills Knowledge of communication technology Well-developed skills in solving any kind of problems Ability to administer workloads within deadlines Tertiary qualifications such as technical certification degree Selection process for each position As the research station for the agribusiness is located in the remote area, the selection procedure for the position of manager and administrative officer will be taken through online mode. This recruitment procedure for these two positions is illustrated below: Online Advertisement for the position- The range of online advertisement options to be considered for these two positions are- on-line job boards and social media platforms for attracting talented and skilled candidates (Madera, 2012). Managing the application procedure- The application form of the candidates will be received through online mode. This will help to assess the suitability of candidate for this specific position (Kumari, 2012). Based on the education qualification and experience, the candidates form will be screened. Online selection test- Both preliminary and main test will be held for selecting the candidates through online mode. This will help to attract individuals with diverse nationality, minorities and ethnicity. The cut off marks of preliminary exam will be 40 out of 100. The candidates passing this test will be selected for the main test. Shortlisting of candidates-The candidates will be shortlisted for the main test based on the cut off marks attained in the preliminary exam. Moreover, based on the availability on number of total vacancies, the cut offs marks for the main examination will be decided. In addition, final merit list will be made based on the consolidated marks that is secured by these candidates. Assessment of candidates- The selection committee will be held for assessing the shortlisted candidates. The members of this committee will also assess the candidates based on the marks obtained by them in both preliminary and main exam. The cut off marks for the total test is 150 out of 300. If the candidate does not qualify this cut off marks although qualifying in all subjects, then these candidates will be eliminated. Personal interview- This interview process will help to weed out several applicants. The interview question will be prepared by the assessment committee, which will be asked to these shortlisted candidates. In addition, this interview will be taken over phone or vedio calling as the project is going to be developed in remote place (Dineen Williamson, 2012). If the candidates can answer 15 out 20 questions, they will be selected for the next round and others will be eliminated. Background analysis of the candidate- The candidates selected will be checked based on their past records. This will help to provide clear image of the character of the candidate. Furthermore, it will also help to eliminate those candidates who will not meet the above selection criteria. Physical test- The psychometric test of the selected candidates will also be held through online mode, which in turn will help to ascertain their mental and psychological capabilities. Final Selection- The candidates are finally selected after all this verification test. Assessment weight The assessment weight for selecting the candidates for these two positions is given as- 60% or 60 points to the online test and 40% to the interview. The total assessment weight should be equal to 100 points or 100%. For estimating the candidate score- Firstly, divide the score by total marks that is available for assignment Multiplying each score with its weight Summing up weighted score for obtaining the final marks. The online preliminary as well as main exam test and personal interview of candidates over phone are the two selection tools that have highest weightage. This is because the total marks obtained by the candidates through these selection tools will help to make right decision in eliminating candidates in these two stages and thereby hire the right personnel. Skills needed and factors to consider for the position of manager and administrative officer The given case study reflects that agriculture being the vital industry in India, the government of this nation has put in strategic plans to develop research institute in the Kurnool district in Andhra Pradesh. Being the HR consultant of this project, the assessment- selection system for hiring managers and administrative officers has been developed depending on their skills and other factors (Highhouse, Doverspike Guion, 2015). The skills required for the position of the mangers are given below: Communication skill- The managers are required to have proper communication skills as they plays vital role in coordinating the project and assign task to the individual team member. As they also have the responsibility to understand the requirement of employees and stay in line of contact with their staff and clients, good communication skill is required for the mangers to be hired in this project. Team management ability- The managers required for this project must have the skill of administering as well as coordinating the team by delegating task, setting goals and resolving conflict. The managers must have team management ability as they are required to boost the morale of workers so that they contribute their best efforts in developing the research institute. Leadership skill-The managers to be hired must have the leadership skill so that they effectively handle the workers of this project (Lin, Hu Wu, 2014) Moreover, this skill is also needed as the managers will have to effectively assign responsibility to different workers of the project. This skill of the managers will help them to achieve the target within the specified time period. Decision making skill- Decisions are mainly classified as strategic, operational and regular. This skill is required as the managers hired will have to set various criteria while making judgment based on this decision. Managers with effective decision making skill will help in bringing together the workers to implement different solution regarding development of research institute. Administrative as well as financial skill- This skill is needed for the managers to be hired as they will set the budget relating to development of research institute and carry out other administrative works. However, this skill will increase the efficiency of the managers and achieve success in this project. Other factors to be considered while recruiting the managers for this project are their personality, attitude and work experience. Similarly, the skills needed for the position of administrative officers are given below: Planning skill- The administrative officer to be hired is required to have planning skills so that they can complete the project within the specified time limit. Moreover, this skill of administrative officer will also lead to proper utilization of resources. Organization skill- The role of administrative officer involves several paper works such as -sourcing, experimenting, accounting and filing (Schmitt, 2012). However, the administrative officer to be hired for this project is required to have organization skill so that they can handle the work effectively. Another vital requirement for this skill is efficiency in meeting the target setting. Technological skills- As the administrative officer operates with different technological tools for scheduling programs of this project, it is necessary for the individual to have proper technological skills (Miller Guo, 2013). However, this skill of administrative officer will lead to increase in total productivity of the work to be done for completing the project. Time management skill- This skill is required for this post so that the administrative officer helps in completing the project within the specified time limit. Interpersonal skills- As the role of the administrative officers is to build relationship with the individuals in various circumstances, it is necessary for them to have proper interpersonal skills (Ployhart Kim, 2014). In this case, the administrative officer must have this skill as they are required to reach across the various audiences. Moreover, this skill also helps in keeping good relationship with the staffs as well as manages their time in efficient way. Other factors to be considered for the position of administrative officer are- written as well as verbal communication skills, capability to support external as well as internal stakeholders, management skills and technical technique. KSAOs required for each of the positions The acronym of KSAO is knowledge, skill, abilities and other features. It is one of the vital tools used by the HR managers for recruiting the personnel. This mainly describes about the attributes as well as skills needed for as specific position in the organization. Knowledge involves the body of information which mainly consists of procedures as well as facts. Skills basically involve the abilities that are related to manual, mental and verbal processing of information. Ability signifies the total capacity for effectively engaging in the activities. Other features mainly include attributes which do not lie under skills, ability and knowledge but are important for the position including proper listening skills, politeness and courteousness. The KSAO needed for the administrative officer position are given below: Knowledge- The requirement of knowledge for this position involves- secondary training in agricultural field, work experience in this field and technical training relating to the department where they will work. Skills- The skills required for this position involves- planning skills for establishing work priorities and ensuring that deadlines are met, organization skills for reviewing and evaluating new administrative procedures, technological skills for preparing the departmental budgets and demonstrating working knowledge, time managements kill for preparing periodic reports within particular time limit (Swider, Zimmerman Barrick, 2015). Ability- This includes- ability to prioritize as well as manage multiple work, ability to monitor relevant activities, ability to evaluate the effectiveness of policies and programs, ability to recognize resources for completing the project. Other characteristics- This involves- ability to provide subordinates with good leadership, ability to align with mission as well as values of company, ability to deal with stress, ability to create positive environment in workplace by interacting with workers. The ability of the managers to identify the resources for completing the project successfully within specified time and their ability in dealing with stress are the two critical ones identified in KSAO for this personnel level position. Similarly, the KSAO required for the position of manager involves- Knowledge- The knowledge required for this post are- the degree in management as well as analytics, education in computer programs and other knowledge of hardware as well as software system. Skill- The skill required or this position involves technical and social processing skills. Both these skills help to effectively complete the project with the specified time limit. Moreover, forward planning skill is also required for this post so that they have the ability to plan resource utilization beforehand. Ability-The manager are required to have the ability to delegate with easiness, leadership competence, ability in building a team and so on. Other characteristics- This involves money management ability, ability in building good relationship with subordinates, flexibility and integrity ability optimism attitude and so on. The forward planning skill and leadership competence are the two critical ones that have been identified in KASO required for the position of personnel level. The online exam selection method and personal interview over phone or video calling method are the two selection tests, which reflect that these selection tools do not include any biasness. Although biasness can occur during background analysis of candidates, the psychometric test will help to ensure fairness of plan while selecting these candidates. Problems envisaged in carrying out assessment and selection procedures Several problems can be envisaged in carrying out assessment and selection procedures of hiring candidates for these two positions. As the candidates will be hired via online test, this will increase overall expense cost of this project. Increase in expenditure will occur due to implementation of advanced technology including new software and hardware system in computer. In addition, bringing the employees to work in this remote place will also add to cost of expenditure. Furthermore, communicating with the applicants will create problem during the selection procedure as it is going to be held via online mode. Recommendation of each of the selection system The recommendation given below will help to improve the assessment selection procedure of hiring managers and administrative officers. These includes- The job descriptions for these two posts should be provided in detail, so that it becomes easier for the foreign candidates to understand about this post (Uggerslev, Fassina, Kraichy, 2012) Psychometric test should be included while recruiting the candidates for these two specific posts. Proper recruitment strategy should be implemented in order to reduce the total expenditure cost of the selection process. New technology should be adopted while recruiting and selecting the individuals. However, Applicant tracking system (ATS) will help to sort as well as manage the individuals for this post. Conclusion The conclusion that can be drawn from the above report is that effective recruitment strategy is vital for hiring the candidates from the global market. In addition, proper implementation of new technology will help to improve the selection procedure especially for the startup enterprise. This enterprise should also adopt different selection procedure while hiring the applicants for this post. As the research station is located in the remote area in India, the hire- select assessment tool will be used for selecting the individuals for this position. For these two positions, the focus will be mainly on testing the leadership qualities and communication skills of the candidates. References Bhoganadam, S. D., Rao, D. S. (2014). A study on recruitment and selection process of Sai Global Yarntex (India) private limited.International Journal of Management Research and Reviews,4(10), 996. Dineen, B. R., Williamson, I. O. (2012). Screening?oriented recruitment messages: Antecedents and relationships with applicant pool quality.Human Resource Management,51(3), 343-360. Highhouse, S., Doverspike, D., Guion, R. M. (2015).Essentials of personnel assessment and selection. Routledge. Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global.Industrial Engineering Letters,2(1), 34-43. Lin, Y., Hu, X., Wu, X. (2014). Quality of information-based source assessment and selection.Neurocomputing,133, 95-102. Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions.International Journal of Hospitality Management,31(4), 1276-1282. Miller, J. K., Guo, G. (2013). Recruitment: international cross-cultural perspective.The Oxford handbook of recruitment. Oxford University Press Inc, London, 402-422. Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment.International Journal of Selection and Assessment,22(2), 179-189. Ployhart, R. E., Kim, Y. (2014). Strategic recruiting.The Oxford handbook of recruitment, 5-20. Ployhart, R. E., Weekley, J. A. (2014). Recruitment and selection in global organizations.The Routledge companion to international human resource management, 155-171. Schmitt, N. (Ed.). (2012).The Oxford handbook of personnel assessment and selection. OUP USA. Swider, B. W., Zimmerman, R. D., Barrick, M. R. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process.Journal of Applied Psychology,100(3), 880. Faliagka, E., Ramantas, K., Tsakalidis, A., Tzimas, G. (2012, May). Application of machine learning algorithms to an online recruitment system. InProc. International Conference on Internet and Web Applications and Services. Uggerslev, K. L., Fassina, N. E., Kraichy, D. (2012). Recruiting through the stages: A meta?analytic test of predictors of applicant attraction at different stages of the recruiting process.Personnel Psychology,65(3), 597-660.