The Newly Developed Multinational Personnel Selection System

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.

As previously stated, there is a need for improvement in the area of recruiting and selection specifically with diversity. Therefore, there is a process to increase diversity within the recruitment and selection process.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

Having compiled a list of candidates who are interested in the job, the task now is to select one of them. Below are some types of selection procedures and their advantages:

4. In the brief dissertation below, I will describe the benefits of three different recruitment methods , testing, practical assessment and telephone interviews and the benefits of three different selection methods, advertising, using references and company website.

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

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

Brief Description: Responsible for noting the minutes of the project teams meetings, along with her assistant; Dai Wei. She tries her best to contribute her own ideas to meetings, and is always on the lookout to impress her superiors.

1. Based on your reading of the textbook chapter what strengths and what shortcomings do you see in the newly developed multinational personnel selection system?

Selection- the need for precise recruitment and selection is needed; IM managers need to pay close attention to interpersonal and cross-cultural skills in potential assignees. As this will determine how they interact with locals and the subsequent success of the assignment. (Barham & Wills, 1992) In practise however, the criteria for the majority of assignment candidates tends to be based on their technical competence and job knowledge. Rather than paired with the previously mentioned skills. This puts a great importance on the practise in use of ‘soft skills’ and ‘hard skills’ mixture for a successful assignment. (Sparrow, Brewster and Harris, 2004; Morley and Flynn, 2003)

As for the Toyota’s selection process, this system is extensive as it decides the future employees of Toyota (Burgess-Wilkerson, 2008). It is important for Toyota to implement a good and effective selection process, as there are competitors who also

1. Based on your reading of the textbook chapter what strengths and what shortcomings do you see in the newly developed multinational personnel selection system?

Telephone interview: Regularly companies ask for a phone interview before welcoming you in for a face-to-face interview so as to show sign of improvement comprehension of the kind of applicant you are.