Analysis Of P L U M. A Short Note On

These personal aspects are important, as employers want to employ people that the customer will

P5 – Explain the role of workforce development in the health sector In this assignment I will be explaining the role of workforce development in the health sector as a nurse and midwife and what their requirements are to ensure that what they do is done at the best of their ability. Workforce development covers educating, supporting, training and encourages and helps workforces to develop their skills. As a nurse/midwife, a requirement such as Continuing Professional Development known as (CPD) is vital and gives them great opportunities.

desired criteria required for anyone applying for the position. Why is I this important? (75

This shows the candidate what title they will be under if they are Lucky enough to get the job. Titles are

Psychometrics came as a consequence from the theories in psychology which tried to find out if there was a way to measure a person’s intelligence.The first types of the psychometric tests were developed by Sir Francis Galton in the late 1800’s, and were later modified by psychometricians James McKeen Cattell and Charles Spearman. Today, psychometric tests are usually used by employers in recruitment and selection process in order to measure the abilities of a potential employee in specific skills such as: intelligence, critical reasoning, motivation and personality profile. Psychometric tests play an important role in selection practice: 70 percent of firms use them (Sackleton and Newell, 1991). The fundamental assumption of psychometrics is that people differ from each other, for instance in terms of their friendliness, their ability to use mathematics, or their motivation to gain success could be different and these differences can be measured. A definition offered for a psychometric test is “an objective and standardized measure of a sample of behaviour” (Anastasi, 1990)

Tanglewood’s recruiting methods are different and diverse in each of their regions, and by assessing these methods there are chances of improving and additionally uniting the operations of this company. Some improvements come from creating ztarget demographics, some come from looking into the methods of recruitment, and some come by addressing issues brought forth by those already with the company. By evaluating Tanglewood’s recruiting methods and creating a guide for it to adhere by, this company can develop a recruiting service that matches their unique company culture.

Selecting tests can measure knowledge, skills and ability, as well as other characteristics, such as personality traits and they are useful to evaluate the right employee for a specific role, by identifying the candidate personality. For example, if a company or department needs to hire a new manager, a psychological/aptitude test may help to understand better if the candidate has the features required for that specific job position (strong leadership skills, such as high self-confidence, calmness, flexibility, etc).

Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)

When personality plays a very big role in shaping for an organization. There are different methods to measure personality. Then we look at personality, there are test to show the specific personalities in an agreement or disagreement

can be used for management purposes with potential candidates objectives being based on the actions and responsibilities in the job description

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Some questions to help you structure and undertake this task are listed below, this is not an exhaustive list as they may be something in your experience that you feel is more important.

as the only way to access whether a person is suitable for the job is

Susan Ward(TB, 2016) talks about the different hiring shortcuts which are made available to new applicants which we find realistically speaking very modern and applicable to this new era of technology. Part 3 examines the different developmental stages in the recruitment process and how employers should go about it. We discuss new ways toward a better recruitment process and at the same time see the importance of incentives or perks to employees.

It can prepare for future’s vacancy and proper candidates will be select quickly. Deeprose (2002, p.50) pointed out that the trendsetters, like Unilever and IBM, are developing global databases, tracking promising managers throughout the world. However, employee’s internal personality cannot be recorded. Although the candidate is good at technical and language skills, he has bad morality.