Discussion One
Part A: Evaluating Selection Methods
- Education: Reference check
Justification: To know whether the candidate has various qualifications such a degree, checking the academic credentials will be the best option. The educational documents must always be attached as proof of evidence that the candidate has suitable qualifications.
- Work Experience: Reference check
Justification: To know whether a particular candidate has suitable work experience, checking the past work experience will help to offer insight into how well a person suits the position. This is suitable because the position does not require training of the new employees; hence employee records from a previous organization that he/she has worked in will greatly help in the selection process.
- Ability to work with currency: Resume
Justification: The ability to work with currency can be well assessed through a resume, which has outlined evidence of the skills in computation.
- Communication skills:
Justification: Carrying out interview will ensure that I assess the individual communication skills, basing on how I receive feedback from the employee. To know whether the candidate has good communication skills, asking various questions in the interview will help to gain more insight about him/her.
- Interpersonal skills: Role-play exercise
Justification: The candidate can be assessed on interpersonal skills when assigned the role and working with others.
- Work motivation: Role-play exercise
Justification: The work motivation of the candidate can well be measured if one is given a role exercise to do so that the motivation level can be measured, depending on how he/she will be doing a particular task.
PART B: EVALUATING A SELECTION SYSTEM
Selection ratios
Males: 20%
Females: 17%
Minorities: 20%
Non-Minorities: 12.5%
In this category, the adverse impact exists. Taking the percentage of non-minorities, which is 12.5 % divide by 20%, it gives 62.5%, which is below 80%, implying that there is an adverse impact. When comparing the female applicant pool and male applicant pool, the adverse impact does not exist because when you divide 17% of the female pool to 20% of the male pool, the computation result to 85% which is already above, meaning that there is equality.
PART C: Evaluating a Selection Process
Validity is one of the critical consideration when evaluating assessment method, that is whether or not the assessment methods provide enough information about how effectively an employee will actually perform once he or she is hired. On the other hand, reliability implies that the selection methods are consistent and do not vary, which indicates performance with a uniform degree of success. Reliability and validity are important in the selection process because they are used in assessing and recruiting the right candidates who fit in various positions. Reliability and validity are related to each other in such a way that they all determine the suitability of a particular recruitment process in making a selection of the right candidates to fit in various positions. Therefore, the selection process should be both valid and reliable to assist the Human Resource Department in selecting the right candidates and also making the recruitment process deliver desired results.
Discussion Two
To: HSS Founders
From:
Date: 05/06/20
Subject: Selection Practices
I hope everyone is doing well. The main aim of writing to you is to inform you about the selection practices, majorly dealing with three specific areas of concern in your organization. The first one is to inform why the selection strategy is necessary, the second one being how selection process should be based on valid and reliable selection criteria and lastly selection criteria and methods that could have been used to avoid hiring the wrong candidate for marketing manager position.
A selection strategy is always necessary when hiring new candidates so that you can hire the best. The first reason why a selection strategy is needed is to give every employee an opportunity where it enhances a fair and legit recruitment process. The best candidate cannot be left out due to various circumstances such as religion or racial differences. The other reason is that having a recruitment strategy saves on recruitment costs. A strategy will help an organization to know whether to retain, promote or hire new employees, hence in most cases saving on the costs because the decision made is based on the evaluation.
The selection process in the organization should be based on reliable and valid criteria. When determining a selection process, you need to consider whether the process will involve assessing the employees to make sure that they are suitable for a particular job position. Make sure that the selection process has an assessment tool to help to recruit a suitable candidate. For example, the selection process should involve analyzing duties to make and reflecting n the abilities of the employee to make sure that they fit in the position.
The founders should have used various selection criteria and methods to ensure that they hire the right candidates. Among them is the observation, surveys and interviews could have been used to obtain enough information about the marketing manager in order t obtain enough information about the suitability of the candidate.