Competencies In The Hiring Process

Job specification • A list that defines the knowledge, skills, education and personality, which are needed to accomplish a specific job. This is product of a job analysis (Dessler, 2014, p.89). • Job specification is important to HRM because it helps HRM understand the level of requirements and characteristics that potential candidates should possess in order for him/her to be eligible for job openings. Also, it assists HRM in choosing the most suitable candidate for the job. • I would use this term at work by making sure the HRM provides and uses a job specification in order to select the best candidate for the

In addition, building a teamwork in the firm is vital to increase productivity, profitability, and to develop employees' skills. Moreover, team working is beneficial for employees and managers. To benefit from the personnel and to achieve a cooperation in the firm, it is critical to provide them with the chance to work in teams. As well, every person in the team should be provided with the chance to achieve his/her targets. In addition, a teamwork needs a change in the organizational culture (Bektas & Sohrabifard, 2013).

Managers have to understand how to engage employees and be able to assist in their development by setting goals and expectations. Using the feedback Julia has received from executives helps her development as well. Being able to use the feedback she has received will assist her in developing employees. Communication is essential in the management role as well. Communicating expectations and holding not only the employee

Person specification, which can also be called success profile, summarizes the characteristics of a candidate’s performance on the job. Job specification is a document in which it describes a persons experience, education, and skills required to do the job in which the candidate is applying for. This document is important because human resource recruiters are showing the requirements to the candidates so that the candidates knows if they are able to apply or not. Having a clear written job specification makes the task for HR easier because people who apply for the position already have some of all of the criteria the organization is asking for.

The enneagram on the other hand, taking the ‘nurture’ side of things stands a better chance to be used as a tool in employee selection. This is because at that moment when a potential candidate is tested they would already have acquired that certain personality type that may be required by the organisation. Certain enneagram personality types translate into key positions within an organisation e.g. A Protector a

Next it also helps recruiting team of an organization understand what level of qualifications or qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. Job specification also gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more. Lastly, it also helps in selecting the most appropriate candidate for a particular

Male and female are wired differently in major ways. And this research will explore portrayal of female characters in advertisements and how women are actually perceived by a normal human, a woman

Understanding oneself through self-analysis is essential to success in the workplace. One must have a firm grasp of who they are as a person, and how best they work with others for them to be able to achieve their goals in their career. Achievement is not determined by what your personality is, but on how you use your specific strengths to your advantage at work. For this self-analysis, I took the Myers-Briggs Type Index, the Big Five Personality Test, Emotional Intelligence Questionnaire and The Blake and Mouton Managerial Grid Leadership Self-Assessment Questionnaire. Having a better sense of myself will help me to communicate with others more effectively, and will guide me to utilize my strengths and weaknesses in the workplace.

When dealing with the expectancy (Effort) of a company or seniority, employees have to know what the job expects of them to perform. The company will provide employees the proper training if necessary in order for one to perform it’s job or tasks. This relates to job fit and why it is important when hiring individuals who are more likely suited for the job based on his or her knowledge, experience, physical, mental abilities and personality. The company needs to know that the individual has the capability to perform the job well. Some ways companies improve its organizational instrumentality (Performance) is to motivate its employees for rewarding them with bonuses or incentives.

Introduction A good performer is a person who have a desire to do something better. They often see quality as a priority in the workplace. They also focus on doing a good job to satisfy their clients and customers. They focus on improving their skills and take the lead when it comes time to make decisions.

Discrimination or Not As employer make decisions which affect employees’ positions, lives, and overall well-being, it is important that those decisions are made in a fair and equitable manner. Through avenues such as culture fit, position qualifications, and performance, management has a consistent and reasonable basis for adjustments, promotions, and terminations. However, when organizations make such judgements without this strong basis, they open themselves up for potential discrimination claims, litigation, and monetary judgements. One such controversial case is St. Mary’s Honor Center versus Hicks.