Decision Making in Candidate Selection

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

My name is _____ and I am currently a consultant of Manger Consulting. Our mission is to provide our expertise in management and staffing services of other organizations I’ll have recommendations on selection decision making for Tanglewood. A detailed selection plan will be generated for the new manager position in Spokane, a panel will be developed for the selection making decision, and guidelines that can be used throughout the chain will be completed.

Personnel selection and assessment activities are integral parts of this organizational life. Tanglewood's economic climate has seen an ever increasing level of staff turnover and personnel reorganization, and the abolition of the traditional view keeping a 'a job for life. Consequently, there is now more pressure on this organizations and HR managers to fill vacant positions quickly and with the most appropriate individuals. Decisions about hiring applicants have to be based on predictions about future work behaviors. Tanglewood needs to recruit new staff and start making promotion decisions about employees, there are various methods of assessment that are available, such as:

Some feel their supervisors don’t understand them and some are just on the way to the next highest paying job. No matter the reason, the loss of staff affects the quality and quantity of service we provide to our clients. Turnover increases critical incidents with our clients by putting them in harm’s way by utilizing staff they may not have been properly trained to deal with the client and their particular needs (Wenger, 2011). Furthermore, turnover causes severe staffing shortages and increases overtime costs for additional staff to cover those vacated positions (Wenger, 2011). As an HR professional, I wanted to focus this research on finding the answers to the questions I had around turnover. My research will include the concepts of recruitment and selection in acquiring human resources as well as compensation and training and development and will be used in formulating the strategic recruitment plan.

Although, they are not identical, Kindred and Humana use varies avenues to ensure the right employees are selected to help maintain each organizations visions. The purpose of this paper is to explore the process used by human resource managers (HRM) to ensure the right employees are selected.

The current practice in the selection process showcases inappropriate evaluations of candidates. For instance, in all the assessments formed by Clark, it lists personal and irrelevant information pertaining the candidates --such as age, marital status, and ethnicity. Furthermore, the interviews constructed does not show that the tools used for selecting employees were reliable and valid. That is, the appraisal Clark established were based exclusively on feelings and unreliable methods in which has unsupported assumptions to reject a qualified applicant.

In the growing and competing business world today, it solely reflects on the HR manager to practice the best strategies in the recruitment and selection process while recruiting the best among the vast talent that is available. The HR Manager’s decision in selecting the right candidate is essential in the development of an effective workforce leading successful organisations. A successful employment relationship builds excellent talents and a perfect organisation (Salamon 1998:3).

The key tasks of Job design, through analysis, description and specification, and organization design are instrumental in determining what tasks are to be performed and how they will be managed. Once the “what” is determined, it is time to determine the “who” through human resource management. One of the important functions of Human Resource Management is Recruitment and Selection of the

A vital piece of managing employees is to find the right applicants for these positions. A great deal of person's success in the position of a manager could be associated with

In today’s growing population of professionals, it is essential for organizations to implement, articulate, and accentuate the best employee selection and performance appraisals methods. The selection process is what an organization uses to determine which job candidates successfully meets the demands of the job. It also determines what job applicant will fit the organization culture and present work groups. If the selections methods and practices are done poorly, this can ultimately jeopardize the

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

These high levels of employee turnover can implicate many issues which are transpiring within a workplace many of which will be discussed further within this assignment. Human resource managers must also find the cause of turnover rates within their personal organisation and appropriately deal with the situation to ensure stable business practices. Once managers are willing and open to making a conscious effort to lock in current employees to the company retention strategies may be discussed and implemented within workplaces to minimize employee turnover rates. But human resource managers must first recognize what causes employee turnover.

The company recognizes that there are problems in the existing personnel selections, so they delegated the committee to address the problem. The new selection shows promise as it improves the the old selection process. Some of the strengths include:

Recruitment and selection are two critical functions of human resource management. Taking into consideration both the capacities the recruitment process goes before the selection capacity. These functions form is basically the core fundamental that engulf the human resource management and includes that of talent acquisition and training and development and even rewards for the employees. For a human resource manager, it’s an important aspect of their job description. Recruitment is the first stage all the while which proceeds with selection and closures with the placement of the applicant. But both the processes of recruitment and selection is vital playing an important part to ensure the performance of the workers impact a positive outcome of the organization that they are working for. It is regularly asserted that selection of workers happens not simply to supplant leaving workers or add to a workforce, but instead expects to put set up workers who can perform at an abnormal state and exhibit responsibility. (Ballantyne, 2009)