HR Speech - Assignments, Essays, Tutorial Work, Lecture notes etc. PDF

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Assignments, Essays, Tutorial Work, Lecture notes etc....

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Hello everyone, my name is Nicole and today I will be introducing the topic of employee selection. Employee selection can obviously be described as selecting employees however it can be more thoroughly understood as the process and direction HR managers take to employ the right people. Selection can be split into two criteria’s; selection and strategic selection. Selection is the process involving choosing the best candidates from a group of applicants, with the best abilities, skills and knowledge required for the job. Strategic selection is the linking of selection activities to organisational objectives and culture. An organisations success depends on having the right people doing the right job at the right time. Candidate Fit is an evaluation that helps assist HR managers in choosing the best candidate and to see if they fit the selection criteria. The candidate fit diagram is split into 5 categories- cultural fit, qualifications fit, motivational fit, ability fit and experience fit. Cultural Under the cultural fit, it means their ability to fit into the team; things such as personality and values match with the organisations culture and values.  And that the employee psychologically identifies with the organisation. Qualifications Under the qualifications fit it means they are qualified to do the job, for example they have necessary educational qualifications for the job. Motivation Includes things such as the drive and energy, persistence, desire for achievement, conscientious and goal orientation to do the job well. Ability Having the required knowledge, skills and abilities to do the job. And Experiences Having the relevant job experience, company experience and industry experience to help assist with the new job. For example, different companies and businesses focus on different criteria1. Gain Kelly, managing director of Westpac, claims that her bank focuses on attitudes as well as skills and aptitude. 2. Trade unions seek applicants for positions as union officials who are committed to union goals and values. 3. In places other then Australia, major organisations in Japan and Korea favour employees that have good quality education at prestigious universities and harmonious personality traits.

However, there are a few factors impacting the company’s selection criteria. Selection criteria are key factors in making a decision to hire or not hire a person. Management needs to consider the following factors in the development of its selection policy, therefore the following factors are considered and evaluated-

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Equal employment opportunity: basically the company’s attitudes and approaches towards hiring women, minorities, older aged employees and people with disabilities. How will the company respond to these people, what approach will they take and how will they ensure fairness.

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Source of people: this factor requires considering whether the company wants to promote from within, have only internal or external people or a mix of both and considering domestic or international applicants.

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Quality of people: means how qualified do the employees have to be? Does the organisation want to hire top master of business administration graduates or will they emphasize on people having a cultural fit or technical skills. And if so people are hired who have tattoos and body piercings, what will the company’s attitude be towards them? Will they be treated differently? Why or why not.

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Consultants: this consists of whether external employment agencies, management recruiters or executive consultants will be used and for what positions? Where is there place in the company? And who will allow them to have this place?

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Legal issues: Are there any laws or requirements restricting an individual from being employed in that company? Or are the selection policies and procedures in accordance with the EEO?

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Selection techniques: questions such as how will specific skills be measured? How will the company conduct interviews? Will there be multiple ones? Will psychological tests be used? Will social media take any part in any type of examination or evaluation? Will applicants be required to undertake medical examinations? Etc.

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Management roles: who in the company will make the final decision to hire the employee? To what extent will the HR department, line manager and senior executives be involved?

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Industrial relations: Are there any trade union requirement or restrictions imposing on the employment?

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Costs: This includes how big the companies budget is, who will pay for the costs and who will authorise the payments?

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Strategic business objectives: this regards the matter of the company’s selection policies and practices clashing with the organisations strategic

business objectives. Do the candidates evaluated have the knowledge, skills, abilities, formal qualifications even physical characteristics required by the organisation? 

Social Acceptance: this factor looks at dress code and physical appearances. Are the organisations selection policies and practices consistent with changing demographics and social norms? Should certain things allowed to be visible such as piercings and tattoos? Or are the dress codes to restrictive?

Poor selection decisions result in increased training time, labour turn over, more accidents occurring, job dissatisfaction, poor performance and absenteeism, therefor it is highly recommendable for selection decisions to be based on accurate and objective information. By having the correct employees, you can reduce employee turnover, increase employee productivity, save time and money as well as strive towards the success of your organisation. Now I will be passing it on Sevval who will be discussing the topics off Validation and Selection procedures....