Assessment on "Selection Process as a Positive Part of Strategic Human Resources Management"

Assessment 9 pages (2431 words) Sources: 9 Style: Harvard

[EXCERPT] . . . .

corporations have been dealing with increasing amounts of pressure. This is because globalization has been forcing many organizations to redesign their business models to remain competitive. At the heart of this basic approach, is the belief that employees are playing an increasingly important part in helping a firm to adapt with the challenges they are facing. The main reason is based on the views that staff members can assist the company in determining the best ways to make these kinds of transformations. Once this takes place, is when a firm will be more responsive to the needs of customers by placing employees in critical positions where they will be the most effective. This is when the productivity will increase and the company can adapt to the changes inside the marketplace. (Mc Tague 2001, pp. 100 -- 104)

To accurately assess the strengths and weaknesses of each individual, a number of firms will often have select procedures for interviewing and testing. The combination of these two factors can give a corporation the power to determine if a particular individual will be successful working in a specific position. This is because both areas using subjective and impartial factors to decide if someone is an ideal candidate. Moreover, this will help them during the evaluation process in determining if they are able to make the adjustments necessary with the position. Evidence of this can be seen with observations from Mc Tague (2011). He found that these two areas will work hand in hand to decide if someone is a good leader by seeing if there is a connection with the interviewer (which is more subjective). While the testing will determine if they can independently perform these different functions. This is when executives can increase the chances of placing someone into positions where they can excel. In the future, this will ensure that the quality remains consistently high and that the company can quickly adjust with new transformations. (Mc Tague 2001, pp. 100 -- 104)

In the case of Boeing, the firm is facing stiff competition from other competitors (i.e. Airbus) and sales can become somewhat volatile (based on changes in the economy). To deal with these challenges, Boeing has been using a unique approach that will take into account the different viewpoints of stakeholders. To fully understand this process requires evaluating the different methods and conducting an analysis of the strategy that is used by the organization. (ERT FAQs 2012)

The advantages and disadvantages of both interviewing and psychometric tests

One of the biggest expenses for a business will be the tremendous amounts of costs associated with hiring and retaining employees. This is because there is a process that must be utilized to find the right candidate for the positions. In most cases, this will involve firms conducting advertising, screening, interviewing, testing and training. As a general figure, employers will spend an average of between $4 thousand to $7 thousand on recruitment and training. When an employee leaves voluntarily or they are terminated (after a short amount of time) is the point that these losses can increase exponentially. To prevent these kinds of issues, most firms will focus on using a number of different tools in conjunction with one another. This is designed to ensure that everyone is able to identify those attributes that will help the firm find the right candidates they need. (Cassidy 2010, pp. 98 -- 110)

The Interview

The interview process is considered to be a part of employment screening that will determine if a particular individual is a good fit for the position. When this is taking place, executives want to focus on addressing three specific questions to include:

Is the person competent?

Are they motivated to do a good job?

How will this person fit in with organization?

In most cases, HR managers will sit down with candidates in one or a series of interviews. The basic idea is to visit with this person about their qualifications and how they can help the firm. This will provide HR personnel with specific insights surrounding the person and if they will be successful at the company over the long-term. (Armstrong 2009, pp. 341 -- 356)

The biggest advantage of interviewing potential candidates is that executives have a chance and learn about who they are. This can allow managers to identify what specific attributes a particular person possesses. After visiting with several different candidates is when everyone can be compared with one another. This is based upon their impressions on the executive conducting the interview. Once this happens, is when managers can decide who will be successful working in the position. This helps to reduce the chances of wasting time and money on the wrong individual by screening for particular attributes. The interview process is when this can take place by having a conversation with the person about a variety of topics. (Armstrong 2009, pp. 341 -- 356)

However, a major drawback of conducting any kind of interview is that there are certain amounts of bias. What is happening is everyone will have specific kinds of personality traits and individuals they are drawn to. This means that the interviewer will play a major part in determining if someone is seen as a favorable candidate (based upon their impressions of them). This is problematic, because it can limit the pool of talent in an organization by focusing on specific personality traits. Over the course of time, this could have an adverse impact by having select individuals with certain skill sets. This will hurt the ability of the company to innovate and keep up with the changes in the marketplace. (Armstrong 2009, pp. 341 -- 356)

The Testing

Psychometric testing is used to effectively match the skills of the individual with the position. The biggest advantage that it is giving to employers is a way of objectively evaluating if: a particular individual is qualified to work in the job. Moreover, when a firm is using this kind of tool they are able to avoid accusations of neglect by having an impartial procedure for evaluating the person. These advantages help an employer over the long-term by telling them who is qualified to work in what positions. This is when executives can place these individuals in areas where they will be most successful based on their attributes and skill sets. (Arthur 2005, pp. 233 -- 236)

The biggest drawback of psychometric testing is that there can be an overreliance on this tool. This is because many firms can often use this as an all or nothing way of qualifying someone. In most situations, this will involve the firm establishing minimum standards and disqualifying anyone who does not meet this criterion. However, during the process of doing this is when a number of well-rounded candidates may have been disqualified. This is because their test scores were not high enough. Over the course of time, this can limit the pool of talent inside an organization. In the future, this could hurt the firm's ability to compete in the marketplace. (Arthur 2005, pp. 233 -- 236)

How you can improve the validity of the two types of processes?

The best way to improve the validity of the process is use an approach that will focus on the specific strengths and make up for any kind of weaknesses. This can be accomplished using interviewing and psychometric testing in conjunction with each other. To achieve these objectives a process will be created that will have both areas working together. The way to do this is use to impartially to screen someone with specific skill sets and psychological attributes. This will help managers to avoid wasting time on candidates who may sound good. Yet, they do not have the ability to meet the basic minimum requirements. (Williams 2011, pp. 218 -- 222)

In some cases, individuals have the opportunity to apply for a waiver because of a particular disability (such as: dyslexia or they are not good at taking tests). The way that these kinds of situations will be handled is to give candidates a practical exam that will not involve a traditional testing taking format. Instead, they will be allowed to demonstrate their skills in a workshop type of setting. This will ensure that no one is overlooked and all interested parties are given the opportunity to show what they can do. (Williams 2011, pp. 218 -- 222)

Once this has taken place, is when there will be a series of interviews that the candidate will go through. Under this part of the strategy, there will be a total of two meetings. Each one will involve the person talking with executives who have: different personalities and experiences. This will help a firm to determine the best candidates and it is addressing the key weaknesses of each area. Below is a diagram showing how this process will work.

Improving the Interview and Testing Process

Testing

Alternate Testing

Interview 1

Interview 2

In the future, this will provide more… READ MORE

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