ipl-logo

HRS Evaluation Process

707 Words3 Pages

Furthermore, the system will facilitate HRS evaluation process by applying TOPSIS, FTOPSIS and Fuzzy set theory concept in a number of phases. Framework of IDSSHRS system is designed to have four phases shown detailed in figure 3.1. Glancing at the framework one without IT background will be able to easily grasp an idea of what objectives IDSSHRS aim to achieve. Phase 1: This phase requires the system administrator to determine the positions that are available. The selection criteria and there weights that will be used to shortlist candidates can also be identified during this stage. Evaluation criteria considered are Qualification, Qualities (Intelligent Quotient, IQ and Emotional Quotient, EQ), Skills (soft skills and technical skills) and …show more content…

Shortlisted Applicants identified during phase 2 will be invited to seat for examination known as aptitude test. This test is basically divided into two categories; speed test and powered test designed to assess the capabilities of a candidate. Various aspects of a candidate’s aptitude are tested such as verbal and numeric ability, abstract reasoning, technical reasoning, and fault diagnosis. Certain amount of time is given in which applicants must complete the main key test questions and speed at which a candidate is able to reach correct answers is also …show more content…

Candidates are shortlisted again according to the pass marks defined earlier and are invited again for the final phase that is interview session based on face-to-face with the panels. Phase 4: In this phase, the panels will log in to the online system displaying electronic interview form for the evaluation. Before interview session commencement the entire panel will together determine the criteria and their weights that will be used as guide to evaluate the interviewees. Due to subjective nature of some of the criteria, triangular fuzzy numbers derived from fuzzy set theory will be used to determine their relative importance and rating of the alternatives. Each expert within the panel committee formed will have the privilege of assessing each candidate according to expertise. FTOPSIS will be deployed to deal with DMs intuitions and fuzziness of assessment data values for the evaluation of applicants against the multi-criteria. Lastly, FTOPSIS assures aggregation of evaluation results and ranked them in ascending order. Candidate placed at the top proves potentiality from that, decision makers can conclude final decision for the

Show More
Related

  • Hrm 531 Week 4 Metrics Case Study

    337 Words  | 2 Pages

    If I am the owner of a record label, I will annually discuss the metrics used to compensation and rewards with the employee and an representative from human resources while revised every quarter, which should be diverse within different divisions. The metrics should be based on what the divisions do and job results, and adjusted depending on absent, deficiency and how was it handled, merits and special achievements, and seniority. Divisions that specify on more routine works in order to keep the company running, such as legal, finance and H&R will be judged mainly on evaluation of performance, which should be done not only by their managers, but also by peer evaluation as well. The other divisions such as marketing, distribution and A&R

    Read More

  • Major Changes To The Bureau In The 1920s

    804 Words  | 4 Pages

    Applicants were interviewed by

    Read More

  • The NCLEX-RN Test

    590 Words  | 3 Pages

    The program for the exam is CAT, which is a method for administering exams that combines computer technology with a recent measurement theory to cause the exam to be extra efficient. CAT is used for the NCLEX mostly since it reduces the occurrence of "easy" questions that “high-ability” candidates receive, and reduces the occurrence of "difficult" questions that low-ability candidates receive. It is also advantageous for security purposes, meaning it is harder to cheat on this test, than in previous tests. While taking the test, every time a candidate answers a question, the computer re-estimates their ability based on the their previous answers and the difficulty of those questions. In other words, if they continue to answer questions right, the test will become increasingly difficult, and if they continue to answer questions wrong, the test will become easier.

    Read More

  • Forces Of Changes Assessment

    1161 Words  | 5 Pages

    Once the FoC Assessment subcommittee is formed, a group of sessions followed by to make brainstorming different forces and identify the associated opportunities and the threats with each force within the City of Chicago. The members have to work on the worksheet that will be used as a guide in this process. There are many methods that can be used to complete the assessment such as informal lunch meetings, small group discussions, facilitated conversation, and e-mail

    Read More

  • Hrm 531 Week 1 Personal Reflection

    150 Words  | 1 Pages

    I’ve spent several summers at the Brickner Microbiology Lab at Northwestern University. I first became involved with the lab the summer after my sophomore year of highschool. I worked as a paid lab technician. I preformed custodial duties and learned how to operate and maintain pieces of lab equipment. During this time I sat in on “Journal Club” paper review sessions and learned about the research projects running at the lab.

    Read More

  • International HRM Case Study: Brunt Hotels

    1776 Words  | 8 Pages

    Now, moving to "Activity E" we need to design a selection process for the candidates due to the fact that there were much more managers that apply for this jobs than expected. There were thirty managers that apply and the company needs to send in France only need twenty of them (Robson, 2008). In order to avoid demotivating none of them, the leaders need to take a decision based on a selection method well explained and justified prepared by the independent management

    Read More

  • Diversity In Hiring Case Study

    1027 Words  | 5 Pages

    Selection methods deal with the candidate’s applications and resumes, interviews, reference checks, background checks, cognitive ability tests, performance tests, and integrity tests (Bateman & Snell, 2013, pp. 185-187). Throughout the selection process on the video, there were two applicants that were interviewed: Jacqueline and Sonya. The three key components that Robert was looking for was business experience, education, and personality qualities.

    Read More

  • Creating A High-Performance Work System At Polk State College

    560 Words  | 3 Pages

    Then the committees will review what each member thought of the candidates and to make the final decision and then submit that information to HR so that the candidate can be contacted and offered the

    Read More

  • Principles Of Professionalism

    763 Words  | 4 Pages

    The procedure includes a brief meeting with the Partners of the Firm to test your abilities in terms of industrial, technical and ethical knowledge. Also, your form does not decide your fate; we make our final decisions on basis of the 'substance of issues'. This extensive evaluation process has been designed keeping in mind our ground responsibility- to provide the best professional service to our clients. We encourage our associates and partners to identify and resolve any important engagement issues.

    Read More

  • High Performance Work System Analysis

    994 Words  | 4 Pages

    Most of that information can be found through an evaluation of an employee’s job performance material, which may include occupational studies, position description, and performance standards among others. The second step involves listing all the tasks (Proctor, Powell, & McMillen, 2013). A list of all the competencies and tasks that come with a specific job are identified and listed and correlated with the information collected in step one above. The third step involves the identification of all critical tasks that come with a specific job category (Proctor, Powell, & McMillen, 2013).

    Read More

  • Methods Of Job Analysis Essay

    978 Words  | 4 Pages

    Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).

    Read More

  • Chief Informational Officer Role

    3889 Words  | 16 Pages

    To develop an effective Information System, a development team is required. These teams will usually consist of future and current users of the system, managers, system development specialists and people in various support roles. The development team will be responsible for determining what the objectives for the new Information System will be and how and when to deliver a system that will meet those objectives. To realise the full potential of the system, the organisation needs to find competent and motivated people.

    Read More

  • Performance Evaluation Procedure

    723 Words  | 3 Pages

    The procedure of monitoring, assessing and evaluating is extremely important to accomplish an effective task which allows the members to improve its quality and to show what has been completed. A few individuals erroneously assume that performance management is concerned just with following regulatory necessities to assess and rate performance. Actually, relegating appraisals of record is one part of the overall procedure (and maybe the slightest critical part). Performance management is the precise procedure of: • Planning work and setting expectations, • Continually observing performance, • Developing the ability to perform, • Periodically appraising performance in a summary design, and • Rewarding great performance Planning Planning

    Read More

  • The Importance Of The Recruitment And Selection Process

    1651 Words  | 7 Pages

    Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.

    Read More

  • Literature Review On Employee Performance

    1158 Words  | 5 Pages

    The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a

    Read More

More about HRS Evaluation Process

Open Document