Hr Case Study 1

Careers guidance interviews in general are evolving in different sectors, for example in Higher Education they have moved from having hour long individual one to ones and evolved into ensuring individuals have access to information and group work.

To make a valid and reliable assessment of my candidate’s knowledge I normally hold a professional discussion with them and also given them questionnaires to complete.

Interviews involves the direct questions or formal questions asked to the participants to get jobs, college and

how the questions are answered. Your goal in choosing an interviewee is to simulate the interaction

INTERVIEWS: Interviews are usually taken for people when they are looking for jobs or looking places in college and universities. There are many advantages of interviews, one being that they will be able to get good information and some data, also they will develop their communication skills too when talking to the other individual. However there are also many weaknesses such as, time consuming, the person being interviewed could be lying and also the questions may not be clear. Another weakness is that there could be a language barrier between the two

I chose to observe someone that teaches in close proximity to me, both personally and physically. This teacher, who will in this report called Ms. Merry, has been teaching for over 20 years and has looped this year with her class from the first grade into the second grade. When I first requested to complete the observation cycle with her, Ms.

I believe this explains the required skills and desired skills needed for the individual to be successful in their chosen role and setting.

Interview Coaching: They believe that it is helpful for the students to experience the interviewing process. This helps build their confidence so they would be able to

This format allows interviewers to evaluate the individual’s communication skills and ability to “think on one’s feet.” (Seyfarth 2008, p.42). According to Seyfarth (2008), interviews are subject to legal scrutiny but are less likely to be the subject of legal challenge. Interviewers should be aware that courts do examine interviewing practices, and questioning techniques. Questions should be job relevant, and the same questions should be asked of all applicants. (p.45). Unexpected questions allow candidates to be creative with their answers but make sure that your questions are contextually appropriate to the interview and that the candidate is able to see the connection. (Tooms, 2004,

Ms. [Name] a 45-year-old who had an incidentally noted urethral diverticulum on CAT scan. She does describe a persistent microhematuria, as well as some mild voiding discomfort. She underwent an MRI which showed a circumferential septated diverticulum. She presents today for urodynamics for evaluation.

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

development. As a result, respondents may not take the survey seriously if not presented in a

excellent, good, or bad), and relative comparisons. The tenth component is taking detailed notes. Note taking may enhance structure because it reduces memory decay and avoids recency and primacy effects. The eleventh component is using multiple interviews. Using multiple interviews reduces biases and multiple judgements can cancel out random errorsd. The twelfth component is using same interviewer(s) across all candidates. This is important because different interviewers usually ask different questions and evaluate answers differently. The thirteen component is not discussing candidates or answers between interviews. This leads to irrelevant information entering the evaluation process. The fourteen component is providing extensive interview training. Training is most common to improve interviews. And last and fifteen component is using statistical rather than clinical component. To enhance structure statistical procedures are used rather than interviewer judgments.

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

Hiring of Employees which are not suitable for the Job or less experienced employee as it was expected from the Project Manager or the team.