The Importance Of Supervision And The Manufacturing Industry For Five Years

Supervision theories and practices began emerging as soon as counsellors started to train other counsellors (Bernard & Goodyear, 2009). Several different theoretical models have developed to clarify and support counselling supervision. The focus of early models of supervision had generally been based on counselling theories (such as Cognitive Behavioural Therapy, Adlerian or client-centred), but these orientation-specific models have begun to be challenged as supervision has many characteristics that are different to counselling. Competency as a counsellor does not automatically translate into competency as a supervisor, and when supervisee/supervisor orientations differ, conflicts may arise (Falender &

5. Why do interviews tend to be ineffective at determining whether a candidate will perform well on the job? How can managers improve the interview process?

Many organizations and establishments have philosophies in how an organization is to be functioning and which positions are necessary to execute the plan. One of the crucial positions that make the establishment function is that of a Supervisor. The term supervisor is a word with Latin roots which means “to look over,” however, a supervisor is viewed as a person who is an immediate overseer to an employee at a workplace. The supervisor is the person an employee would directly report to for any work related situation. A supervisor plays an essential part of the management team that gives an organization purpose and leadership by being responsible for employees’ progress and productivity (Bittel & Newstrom, 1992).

Other valuable uses include vetting of new partners, diagnosing sources of conflict, matching personality to particular tasks or initiatives while also taking the guesswork out of the hiring process (Neville, 2013). Current thinking in personality assessments converges on the idea that most personality characteristics reflect the five broad characteristics of the Five Factor Model – extroversion, agreeableness, conscientiousness, emotional stability, openness (The Science of Personality, 2015). Personality tests are typically less likely to differ in results by gender and race than other tests, can be administered via paper and pencil or computerized methods to large groups easily, cost effectively and do not necessarily require skilled administrators (SIOP). In 2012 thirty-five percent of Human Resources around the world reported that they use “personality inventories” (Gray, 2015).

The article suggests that behavioral interviewing techniques will give the employer a more appropriate understanding of the candidate. Traditional interviews are questions with answers to sell yourself, the desired reply, and rehearsed responses. “In a behavioral interview, however, it’s much more difficult to give responses that are untrue to your character” (Hansen, 2015). The employer will have pre-established attributes they are looking for with questions that infuse the answer in experiences and examples used by the candidate. Behavioral Job Interviewing

Other team provided solid arguments and evidence to support the “Con” point of view of the personality tests. They argued that Myers Briggs test was not designed for hiring at all. Mainly it was designed for training and development of the work teams. Even our text says that Myer’s Briggs should not be used as the selection tool for hiring. They also made a solid point by mentioning that tests can be taken advantage of. It can be adjusted to the desired results or faked.

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.”

In earlier days, the supervisor was the person in charge of a group of towrope pullers or ditch diggers. That person was literally the “fore man,” since he was up forward of the work crew. His authority consisted mainly of chanting the “one, two, three, up” that set the pace for the rest of the workers. In Germany, the supervisor is still called a vorarbeiter (“fore worker”); in England, the term charge hand is used. Both terms suggest the lead-person origin. The term supervisor has its roots in Latin, where it means “looks over.” It was originally applied to the master of a group of artisans. Today, the supervisor’s job combines some of the talents of the “foreman” (or leader) and those of the “master” (skilled

Why has personality theories and internet testing created so much interest in the hiring process? Can you judge a person 's ability to perform the work just by giving them a personality assessment? Not always, but in the process of hiring many organizations can rely on personality theories and testing, which helps the process of pre-selection. Personality theories help measure, cognitive ability, knowledge, and personality of potential candidates. Employers today use pre–assessment as part of the selection process for multiple reasons. Personality theories and Internet testing is saves them time, money and filter the candidates in the pre-employment using personality traits.

Many of organizations today use a variety of techniques for collecting evidence and data about applicants. Methods such as, interviews, personality tests, ability tests, assessment centers, physical tests can be used to classify if applicants are suitable or unsuitable for the job and the company's culture. According to Schultz and Schultz (2010), hiring decisions usually are not based on one method, but on a combination of methods. Organizations are using varied selection tools to guarantee that they collect all of the relevant information. Job analysts are measuring these facts carefully, with objectively

Firms prefer using the interview for many reasons. Economists believe that an oral response is very insightful and it indicates the employee’s future performance. Therefore, In order to get full information about the potential employee, conducting an interview is paramount. The nature and kind of work handled by the workforce in Tanglewood is sensitive. Therefore, it calls for diligence in part of the potential employee. Experts hail interview owing to its unique capabilities in assessing the applicant’s behavior. There are certain qualities that must be exhibited by the potential employee in order to meet the set standards. As such, in order to determine the potential employee’s social constructs, interviewing him or her is paramount. Employers

Previous research has examined selection officials ' use and perceptions of various types of pre-employment tests used to measure a variety of constructs. Researchers have also examined factors likely to contribute to selection officials ' choice to use a particular test.

Organizations use a variety of hiring tools to help select employees. Most organizations continue to use traditional hiring tools in their hiring processes, including résumé screens, structured interview guides, reference checks, application forms, and prescreening questions. More than 80% of companies indicated they use or plan to use tests that measure skills and knowledge (Table 2). Likewise, nearly 80% use general measures of competencies, including cognitive ability/general problem solving and personality appraisement. Job fit tests, job-specific solutions and situational judgment tests round out the top types of assessments used by companies during the hiring process (Global Assessment Trends, 2011).

As we learned from Project 1 employee personalities have a dynamic effect on an organization’s culture, thus supporting the idea that organizational culture has a significant impact on employee performance. In today’s business world more and more organizations are seeking ways to incorporate self-appraisal and personality assessments into their hiring decisions. Robbins and Judge’s chapter on personality and values highlights how tools such as the Myers-Briggs type indicator and the Big Five Personality Model are helping employers to determine if an employee’s personality will fit into their organizational culture (2009). Assessments on employee behavior supply employers with a broader perspective on how the employee views their performance as well as provide insight on employee values. Self-assessment provides formative and summative feedback which employers may use to identify an employee’s strengths and weakness. From this they are able to assign tasks that will best support an employee’s workplace performance. This paper will discuss what I learned about myself by Prentice Hall Self- Assessment. Good but should be in the past tense

For many years companies have depended on three basic tools, such as résumés, interviews and references to gather qualified candidates. These sources are commonly used in a day to day basis but have proven to be inadequate for consistently selecting good employees. When it comes to hiring and selecting you want to use productive tools to help determine the best decision possible. Using the incorrect tools to hire and test potential candidates causes employee turnover and retention. Companies need to understand what pre-employment assessments are and why they are effective. I will be discussing the best means of hiring and testing new employees. Exploring what other companies are doing in hiring and testing, accessing the positives and negatives of each, and lastly offering recommendations to our department.