Test results enable the company to create a shortlist of possible applicants. Interview The few selected candidates from the shortlist will be notified that there would be an interview. The best way to interview candidates is face to face as the interviewer can learn more about the interviewee by direct interaction with the candidate. Once the interviews have been completed, the
One of the steps taken is by conducting an interview. The current interview process was performed at particular places in the presence of interviewees and interviewers. However, some problems arise when the numbers of applicants are too large and difficult for interviewer to choose the suitable applicant with suitable job offers. The biggest challenge of conventional job interviewing is time consuming. Usually, the selection committee will interview one interviewee at one time.
Although this latter type of interview is thought by some to yield more reliable results than less structured interviews, others believe that the structured interview suppresses spontaneity and may not allow the interviewer to probe for additional job-relevant information that would be helpful in making the selection decision. Employment Applications Another common selection tool is the application form, which may or may not include the request for biographical information. When one submits a résum&e acute; for a job, one is often also asked to fill out an application form. Although this is not universally done, application forms that gather job-related information can be quantified by assigning values to the various questions. The resulting data can then be used in the same way a psychometric test is used to compare scores between applicants.
There are many variables that come in accordance to this very important aspect of an employee. One way is to make sure to communicate better with your employees. Treat your employee as you would to a good friend, get to know them more and make them feel happy to be at work knowing they have friendly and conversational people around them in the workplace. While communicating continuously give them positive feedback and let them know how good of a job they are doing so they feel good about themselves and will have the feeling of them actually doing a good thing for the company they are working for which will play a huge part in building their motivation. Being an example in front of them can go a very long way.
Improving employee satisfaction and retention Research show that there is positive relationship between diversity in workplace and employee satisfaction. The more diversity in an organization, particularly in well managed one, the more employee satisfy with working environment. As a result, the labor turnover rate is lower. The reason why people want to work in a diverse workplace is that they can interact and access to a number of creative idea and way of working. They often see themselves as a challenge rather than doing the same old job as a habit.
This means there is a problem with the employee engagement and satisfaction. High turnover leads to lower productivity, profitability, customer loyalty, and of course damage to the quality reputation. To overcome the high turnover, an employee engagement survey is conducted to measure the level of employee engagement and to come up with a recommended plan to increase the level and achieve high motivated and engaged employees. Chapter 2 2. Methodology 2.1 Deciding on the Appropriate Survey Methodology At the outset, defining objectives will help to determine the methodology.
Internal Recruitment: Dissemination of the vacancy to employees who already work in the organization. External recruitment: Publicity of the vacancy to the general public, through posters, internet, newspapers, employment agencies and even radio, enabling the participation of the community in general. 220.127.116.11 Importance of Recruitment The importance of Recruitment and Selection for the good organizational performance, comes from how much the organizations are in constant renewals and investments, aiming always the search of the quality of its products and services. This shows us how professionals working in the Human Resources (HR) sector need to be attentive to these processes when they are going to recruit and select the appropriate professional.
Because of positive relationship of rewards and performance there will be an increase in the job satisfaction of workers as well. Job satisfaction also leads to success and feelings of achievement during the job. Organizations now a days strive for to determining the reasonable balance between employee commitment and job performance of the organization. The reward and recognition programs are considered to be the most important factor in keeping employees’ self-esteem high and
As employee is motivated to work on flexible timings, thus the absenteeism is less and lower staff turnover. Hence, there is increased retention of good employees. The employee benefits include increased satisfaction and motivation levels. Thus, thriving them to be committed to their work and go way beyond the limits. The generation Y employees demand flexibility from all organizations they are working for, thus maintain a better work life
Although much research has shown that personality does influence job satisfaction, there are also models and theories that show a better, more detailed account of personality influences job satisfaction. The most popular model is the Five Factor