Discuss the following points?
Part 1. Job advertisement
Part 2. Selection methods
The assignment selects manager with regards to the managerial choice and the responsibility and the duty if the manager is known in an organization. The manager is one who acts like a chief officer in the management and looks for all of the operations that are carried upon. Here, manager is selected as the negotiator.
The advertisement deals with the manager who should act like a negotiator who negotiates with the people and not the companies, departments or the organizations. When one acts like a negotiating manager, it builds the interaction for workplace negotiations to carry successful building of beneficial relationship. Negotiation by the manager is to be made in a manner that will be the perception and this perception needs to be increased in the real time. Therefore, the job speaks of the negotiations capability.
Svetlik (2004) says that the manager is one who holds responsibility for the department and the implementing processes. There is required the skills and knowledge like the good time management where the managers are expected to finish the work in the deadlines. They must look to the time management as the crucial thing. Interpersonal and relationship skills are most important for the development of the company. Managers must provide work with proper and appropriate training and thus, they need to be approachable, compassionate and possess good communication skills.
The reward package for the manager is basically intrinsic rewards and this reward consists of personal achievement, sense of pleasure, accomplishment and professional growth. Intrinsic motivation offers personal interest and enjoyment in the work environment. It exists within an individual where an individual does not make create any dependence on others. An employee when rewarded by the superior officer’s in an organization is known as extrinsic rewards. This way, the company motivates its employees and it is vital for every organization. It increases performance of the organization and also it helps in retaining the employees for long term. This way, the reward package is designed in the organization for successful outcomes.
The location of the job is Chicago, USA. It is situated on the North West direction of the Chicago and the candidate can get complete details and further information on this from the site that has been owned by the company itself. The main base and it’s headquarter is situated in the famous city called as California. Therefore, candidate can apply for the job.
As per the company policies and the contract that is made between the employees or the employer further creates the applicability for the selected post would require to make the contract for the 6 months that can be extended for the six months to the next 1 year. The company is very strict on it and such kind of breach will not be made in any circumstances.
To apply for it, the candidate can either make a call on the given number or can e-mail his/her resume.
The application deadline is 23rd April, 2015 till afternoon.
The company clearly explains that nowhere the person in charge will have any kind of the inequality so; all will be having the equal opportunities.
The two selection methods for eligibility of the chosen managerial role, manager as a negotiator are:
Both the methods that are selected shows that when the selection will be made for the position of an manager as a negotiator then the foremost thing to be considered is the place where the mediations will be made by those making the recruitments.
Dessler (2002) says that firstly, the ability and the aptitude test for the manager include –
Verbal ability” This will help in the process of knowing the verbal ability of the elected candidates and when the candidate will show his remarkable talent in the form of verbal ability, then it can be decided that he owns the best of it.
Numeric ability: While making the selection of the candidate, one requires having the basic knowledge of the numerical ability. This test is basically designed to check what kind of the potential the candidate has for the good of the organization.
General intelligence- The most important part of this selection method is that of the general intelligence. As it is known that, general intelligence is always tested with the different ways and when the manager has to work n the organization with the suitable manner, and then it is at most required to put up the same talent and intelligence. The general intelligence will cover all the part that is required to test the capability of the candidate. What really the recruiters will be looking though this test is that when the negotiations is to be made, the general awareness of the situations are necessary.
Spatial ability: The spatial ability will also test the right thing for the candidate.
Sensory and motor abilities: The process of the reflection of the thoughts will be carried in the manager role when he will be making the role play of the DECISIONAL ROLE.
It is well recommended by the recruiter that the initial screening of the applications is made with the assessment of the candidate’s experience and also that of the qualifications that is all against the job’s requirements. Online systems are always available for the filter of the applications automatically. When there are the criteria through the different word searches then the online selection procedure will focus on the screening of the application that the number of the candidates will be short listed. There is also use of the online screening and that is linked to the fact that with it, there is useful way of the filtering through the huge volume of the applications when the numbers of the application will rise and it will be counted with it.
For example, when the same post is applied for many reasons, there will be the same reference number. This approach shows that all the applications are received online and with it there will be the use for the internet as the tool. It may be sometimes very difficult that when the key words in the search is made used then they should not overlook the applications and it would also get the match with the person specifications. Some of the organizations also use this approach and they have to make the use of the long application and in order to ensure that the candidate has given all the appropriate information; the applications are to be searched through the word search.
Aswathappa (2001) says that the aptitude test is the natural abilities and it makes one to learn about the sort of the activities with the quick manner. One is always familiar with the aptitudes and candidates might have heard about the gifted artists, politicians and musicians. A great many people are not sure of their abilities and when the aptitude test is made then the main thing that is to be noted down that altitude test may be the helpful guide. With this, aptitude, it is expected by the recruiters that there will be shown the ability test in the right direction. The people are not always aware of their innate talent that resides in them. With these, it cannot be said that aptitude test will be fruitful. It is sometimes, that one who is among the appearance in the examination performs better when one is outside and it is sometimes, one will be able to give the best in the exam scoring such a high grades and the marks but with the suitability of the position, likewise in this case when the role is offered of the manger is that they have to make the negotiations, but what if the attitude test is cleared but the candidate is not able to make the verbal and the communication possible. The test is designed to pick out the best candidate. The person or the candidate who appear for the exams will have to look for the right direction. In this way, it is not necessary that the aptitude test will finally give the right candidate. For this purpose, there is always said to apply for other kind of tests. The online screening is other way where the students are required to focus on the online questions and the applications are selected on the same basis. With this way, the candidate is selected. But here the challenge that is faced by the organization is online sequence and the selections of the applications will not make the process as easy as it is expected. There is higher kind of expectations from the candidate and thus, the candidate will look for the good questions but the answers merely through online will be able to help if the candidate is not sure. Therefore, with the above process, the logical sequence and other processes are included.
There are many other procedures that could be implemented with the selection methods and could make it more effective. Likewise, in the aptitude test, one can also include the general awareness such as information based methods. In the online screening, the number of the questions that are asked might reduce or increase as per the need of the time. Also, when the examination is made, then the recruiters should focus on proper attention in regard to the fact that the online screening test must put up the logical questions and the selections are made on the process, therefore, it is required that there should have numbers of questions in the way, it could follow in the simpler form. With all these methods, time frame could create improvements.
Conclusion
Ghosh (2005) says that to recommend on selection, recruiting is not an easy task. The recruiters have to study the entire bio data and for this purpose, the most important thing that is considered is they have to plan the way by which the candidates will be elected. There is also the probability to see how much efforts are being given by the person and how the candidate will appear in the paper. The exams are thus comprises with various methods.
Here in this assignment, basically the two important approaches and methods have been discussed to select the candidates. The candidates require going through this examination and with every stage, candidate is required to pass the exams. The two selection methods are aptitude test and online screening. Both the ways are good to test the ability of the candidate. The candidate is required to pass these exams. It is commonly found that the patterns for the exams are kept in the manner that will help to serve the need of the exam. The exams are thus to be carried with full concentration. Therefore, the exams when are conducted are performed well by the candidates and they are selected.
The online screening test looks to the online application forms. Now a day, it is observed that most of the recruiters look for the selection of the candidates through the kind of the examinations that will enhance the skills of the candidates. In this way, the both selected methods will help to get the good and right candidates. Thus, to conclude, it is said that there are different challenges faced by HRM at the time of selecting the candidates such as negotiations and other ethical issues that can be resolved with the implementation of logical questions and negotiations can be resolved with the convincing approach.
References
Ajit Kumar Ghosh, “Managing Human Resources – Strategic approach to win”, Manas Publications, 2005
Aswathappa K, “Human Resource and Personnel Management- Text & Cases”, Tata McGraw-Hill Publishing Company Ltd, 2001
Biswanth Ghosh, “Human Resource Development and Management”, Vikas Publishing House Pvt. Ltd, 2000
Dennis R Briscoe et al., “International Human Resource Management – policies and practices for multinational enterprises”, ed. 3, Routledge
Dwivedi R.S, “A Textbook of Human Resource Management”, Vikas Publishing House Pvt.Ltd, 2007
Gary Dessler, “A Framework for Human Resource Management”, Pearson Education, ed. 3
Gary Dessler, “Human Resource Management” ed. 7, prentice-Hall India, 2002
Ghosh P.K, “Strategic planning and management”, ed. 10, Sultan Chand & sons, 2005
Gopalan R, “Thesis Writing”, Vijay Nicole imprints private Ltd, 2005
Gupta C.B, “Human Resource Management”, Sultan Chand &Sons, ed. 8, 2007
Gupta C.B, “Human Resource Management”, ed. 8,, Sultan Chand & Sons, 2007
Gupta S.P. “Statistical Methods”, ed. 31, Sultan Chand & sons, 2003
Ian Beardwell et al., “Human Resource Management – a contemporary approach”, ed. 3, Pearson Education, 2001
Ivan Svetlik et al., “HRM’s contribution to hard work-a comparative analysis of HRM”, Peter Lang, 2004
Jeffrey A. Mello, “Strategic human resource management”, Thomson, South – West, 2003
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