Construct and Analyze Applicant Selection Protocol

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

1. Develop a detailed selection plan for this position. In this case, you should determine what you want to measure by analyzing KSAOs from the job description and the information on organizational culture in the case, and fitting the selection measures into the plan format as shown in Exhibit 8.2 in the book. The current selection methods are the experience check, education check, Marshfield Applicant Exam, and the Retail Knowledge Test. Do not include the current interview as part of the selection plan.

job analysis can be considered a cornerstone in the job evaluation process, and evaluation is a vital application to

The next step in the recruitment process would be to derive a job description. An initial step to this is to conduct a job analysis. A job analysis is used for collecting and summarizing information according to established guidelines. The information obtained also sets standards and performance expectations for employees assigned to these positions. Several different procedures or sources can be used in this process. Included in these are interviews, observations of the actual job, questionnaires, supervisory input, published literature, and the use of experts.

Proper analysis of the Job description should be done that matches the Job in the company. Also look what are the specifications that would attract more applicants. Take the opinion of other employees what are their requirements in their departments. Further what are the

The job analysis is only here to inform the each of the employees of the responsibilities that should have been met within the standard of the company and these standards should have been explained to all employees upon accepting their current job placement, thus stated will be a list of all the requirements in terms of aptitudes, attitudes, knowledge, skills, and physical expectations. The objectives of this job analysis will have to include the recommended and more importantly well-organized approaches for each of

To be able to gather the information needed, secondary data was primarily used through this research. A study of recruitment and selection process research report (A Study of the Recruitment and Selection process: SMC Global. Vol. 2, No. 1.) that I found on the web helped to expand more information. The blog, (iansaccess.bogspot.co.uk) also supported this report by giving detailed steps and what is needed to be done for the report. The web was used to search about different methods of recruitment then I separated the best one for hiring plumber candidates. Subsequently, job descriptions and person specification which gave me more idea on creating them since both links to each other. Lastly, the range of media and agencies that could help the company put up adverts about the vacancy. This method enhanced the information about the subject and built up the research.

When evaluating the validity of these job specifications you must conduct a job analysis. CompTech must use statistical evidence to correlate performance with the two job specifications. This will exemplify the quality/usefulness of the requirements. When conducting a job analysis you must collect job related information. It is crucial for CompTech to decide what type of information is to be collected and analyzed. In addition, when collecting this data it is important to know the purpose of action.

identify the job-relatedness of the tasks and competencies needed to successfully perform the job; and

Job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job. Job-Analysis (2016).

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

The Indy Parks and Recreation Department is committed to recruiting and selecting the best candidate for employment in the organization. The employment selection and placement process is to be taken care of with a great deal of respect and concern for the overall well-being of the organization and those involved. Selecting the best candidate for the job is a key aspect in our department because the employee will be dealing with children, adults, fellow employees and peers constantly throughout their job.

Use current job analysis questionnaire template to collect information about all aspects of the job.

Findings from the research conducted by Reiter-Palmon on electronic job analyses for the U.S Navy, revealed that less time was needed to conduct the analyses and was more flexible in terms of its ease to use. Results also showed that more comprehensive job descriptions were made (Reiter-Palmon, 2006, pp.294-309). This therefore allows organisations to know specifically what skills applicants need, and the applicants know what the job entails. Having a higher quality pool of candidates not only saves money