The Greenbrier Resort Competency Analysis

“Competency models describe the behaviors and skills managers need to exhibit if an organization is to be successful” (Hughes, Ginnett, & Curphy, p. 252). In many organizations, competency models can differ between the different hierarchies of managers. As a person’s leadership role evolves so do the behaviors and skills he or she must possess to be an effective leader. This statement holds firm as with the case of Andra Rush.

3.1a An effective manager need to have good communication skills, be able to listen to others and to make decisions based on the information received. As a manager I need to be organised and be able to prioritise my tasks, and have the knowledge of the service, staff and clients to be able to make appropriate choices. . Managers need to be able to think clearly under pressure have good time management skills and remain calm under pressure. Managers also need to be confident and assertive to run the service and be able to monitor the service. They also need to praise staff when appropriate and be adaptable to what is happening within the service.

The minimum scores provided a good basis to screen out Pierro from our hiring process (Appendix H). He did not receive the minimum score on any of our selection tools, thus we spent our time comparing and contrasting the two candidates that did make the minimum requirements, Kelemu and Zahra. If we had disregarded the cognitive ability test and the interview and just went off of the reliable and valid reference sheet, Zahra would actually have been awarded the FOH Manager position as she got the higher score from Cherwinski. At the time though, we made our decisions based off of the final scores of our selection tools whether or not they were valid or reliable. For that reason, Kelemu was chosen for the position of FOH Manager.

A competent criterion-related validation study should be based on a sample that is reasonably representative of the work and candidate pool. Some example of tests that Tanglewood can to conduct and used for employment

One thing that is important is to check that past employers were given a two weeks notice. Another thing that is important is to ask if the company would hire him or her again. This will set up a dependability model for the applicant. The criminal background check is also important because if the person is trying to hide convictions then they most likely be moving states and it is important to have a list of all states that person has lived. Credit checks are also a good way of checking someones background although the company must not single out a candidate and only check their credit score. According to Brody (2015) there are flaws with background checks and also limitations. A better approach is to implement "integrety" test which measure the potential employees honesty and integrety while also being able to moniter fraudulent answers(Brody,Perri,Van Buren,2015). There is no most important thing when conducting a background check because each person's situation is completely different. For instance one applicant may have tremendous job aps while the other applicant has an unusual amount of early exits from jobs. Many times a prospective employee will also not volunteer information such as a current issue where they are being prosecuted for a crime. If the applicant is yet to be convicted then it would be discrimination if you took employment action based solely on allegations. However, many times there will be a lot of flags for an employer to see and further information can be gathered based on these flags. A reference check can be very beneficial especially if the employer volunteers information. As an employer you are limited on the types of questions you can ask,

The ability and strength of an individual to achieve goals by supervising processes, guiding initiatives and employees is defined as Leadership skills. Valuable leadership skills include taking thoughtful decisions, allocation of resources, and the ability to delegate, inspire and communicate effectively. Other leadership traits include honesty, confidence, commitment and creativity. Leadership competencies can be used to effectively select, develop and promote leaders in an organization .The difference between Leadership Skill and leadership competency can explained as the required level of efficiency to perform a task assigned is known as skill whereas the quality to accomplish the same is called as competency. When creating leadership competencies certain factors are considered such as business strategies and future trends. To drive the use of competencies in selecting and developing leaders HR practitioners should use the business strategies. To effectively build a unique set of skills for the organization 's leaders, the firm will sustain competitive advantage. The role of a project manager has always been my interest. The position which I have always desired is a role of project manager.

In a multiple hurdle selections system all applicants must pass each assessment hurdle in order to continue in the process (Heneman, Judge, and Kammeyer-Mueller. 2012). Each hurdle is scored as pass or fail (passing scores are set with a method to determine cut scores) and only applicants that pass may proceed to the next hurdle. Failure to pass a hurdle results in the applicant being removed from further consideration (Phillips.2016). This method appeals to firms in situations where there is a large applicant pool for a small number of openings (The Devine Group. N.d). This process is more beneficial to firms as it is more costly and time-consuming to have all candidates go through all of the steps in the hiring process. It is very inefficient to process all information that the firm will collect on many candidates. Applications, experience, telephone screening interviews and online testing are viable options for screening out large numbers of applicants at a relatively low cost. More costly and time-consuming tools, such as simulations and interviews by hiring managers, are administered near the end of the process and are used in making the final decision.

Strong work ethic with the capacity to deliver results under pressure.  Excellent communication skills with the ability to consult with people at all levels.  Active, helpful and contributing team member with a collaborative work style.  Proven ability to multi-task with a high level of organisation and time management.  Self-motivated, energetic and results-driven with a strong work ethic and positive attitude.

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

The individuals I interviewed for this Project was Ashley Glants and Lisa Donovan. Ashley is a HR Recruiting Specialist while Lisa is a HR Generalist and the duties of these two positions is to provide administrative support to the HR department which consist of the day to day activities associate with Stockman Bank. THe type of jobs that I will be reviewing are mostly entry level positions like bank tellers, customer service representative, and loan assistant. The reason I am focusing on entry positions is because of their sheer numbers, because of this factor it allows the employee selection to become very refined, and almost automated.

The second assessment, broad self-report and situational judgment measures, involves measuring a candidate’s characteristics, intentions, and interests. This is done by asking subjective questions to measure personal preferences, viewpoint, or belief systems. These tests are made to measure typical performance, which is the opposite of maximal performance, because the responses to these types of tests do not usually have questions that are considered “right” or “wrong”. These tests have been shown to measure emotional stability,

An assessment center is “a variety of testing techniques designed to allow candidates [or current employees] to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job” (qtd. in Coleman 3). Typical assessment center techniques include tests, structured interviews, in-basket exercises, leaderless group discussions, role plays, case studies, presentations, and writing samples (Campion 2014). The results of these techniques can be used for multiple human resource functions, including selection, placement, promotion, development, identifying early managerial talent, and managing succession (Gaugler et al. 493, Thornton III and Byham 3, Spychalski et al. 71). In addition, assessment centers can help organizations detect organizational deficiencies, inefficient procedures, and training deficiencies (Hale 18). The versatile nature of assessment centers makes them a beneficial tool for human resource management.

In the selection system, a multiphasic hurdle approach will be used, meaning that individuals must meet minimal standards from the current stage before being moved on to the next. As mentioned previously, the initial assessment will involve having applicants fill out an application blank. This application will then be scored according to our minimal standards, ensuring that applicants meet the minimum age requirement and that they are authorized to work in the United States. Therefore, the process will essentially require those two things, and the rest of the applicants will be passed along to the next stage. As a result of the requirements, we do not expect this assessment to have an adverse impact. Candidate reactions will likely be at least moderately positive, as it will involve little effort on their part, and will provide necessary information to move forward in the employment process. However, these applications may take significant amounts of time to process, so we will be using an online application that will allow us to receive our data and easily sort out those who do not meet minimum requirements, saving time and money. Work experience will be scored, but not used to determine whether or not applicants make it over the first hurdle. This information will only be used in the final decision. Work experience will be placed in three distinct categories: no relevant experience, minimal relevant experience (0-3 months), and substantial relevant experience (3 months or

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

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.