Selection Processes, Job Knowledge Test, And Training Programs

Importance of selection processes

Discuss about the Human Resource Management for Psychiatric Rehabilitation Journal.

1. i) Reliability is something that is determined in a credit check. Can and does this individual pay the bills on time depicts how reliable he/she for payment. It does not, on the other hand, show individual’s reliability in the place of work. A credit check will not inform an employer if an individual will be reliable to show up to work on time daily. The employer should comprehend that unreliable credit could be due to an unknown circumstance, thus not relying too deeply on one feature of person’s history.
2. ii) A credit check has little to no validity on someone’s enthusiasm or ability to do a job. It would be almost impossible to determine if a person can perform a task based on whether or not one pays monthly bills promptly. An employer would be ill advised to use a credit check in consideration of the skill(s) need to perform in the place of work.

1. iv) The utility or the cost of the credit check verses the benefit of the information gain in the credit check differs in the job position. If the company were hiring for a low-level mail clerk it would not be cost effective to pay for the credit history, but if one is hiring for a Chief Financial Officer than the utility would be high and would make economic sense. The company must consider the financial burden and weigh it against the validity of the information gained when using the credit checks as a hiring recourse.
2. v) The legality of using a credit check for a tool for hiring has become very controversial, thus leading to the practice being banned in many states. Companies should look at every job independently and make sure the job justifies the need for a credit check and that they meet all legal obligations in doing so.
3. b) A credit check might be helpful method of selection when hiring for a position that require managing money for a company such as an accountant. Companies may also find it helpful when hiring a position that deals with the allocation of money, the assessment of risk with the company’s money or budgeting of company funds. A credit check might be telling of the candidate’s reliability with money and or their willingness to risk financial ruin. Checking of an applicant’s credit could be unhelpful, inappropriate, or unethical when hiring for jobs that have nothing to do with handling accounts or company money, such as a construction worker. It would be inappropriate to have a credit check run on a minor employee. He or she most likely has no credit history and may not understand what they are allowing the company to check. The practice could be considered unethical if the company is using this as a tool to discriminate against a minority or someone who is disabled.
4. c) An HR manager could use selections methods such as honesty test, background checks, and drug testing. One would also want to check references from past employers and educational institutes. It is also a good tool to have enough time with the applicant to get a sense of whom they are and conducting a working interview can help the interviewer to get a feel for the applicants. A situational interview could be helpful in determining how one might react in different circumstances.

1. In the realm of Facebook or Twitter, individuals love to hear input about what they’re doing. Presently organizations are taking a page from interpersonal interaction locales to influence the execution assessment to process more fun and valuable. Accenture has built up a Facebook-style program called Performance Multiplier in which, in addition to other things, workers post announcements, photographs, and a few week after week objectives that can be seen by kindred staff members. New programming from a Toronto startup called Rypple that gives individuals a chance to post Twitter-length inquiries concerning their execution in return for unknown input. What Rypple’s and Accenture’s instruments do is make a procedure in which assessments wind up unique and more equitable. Rypple’s fellow benefactors have additionally propelled programming called TouchBase that is intended to supplant the standard yearly audit with speedy month to month studies and dialogs. Rypple reports that some 66% of the inquiries posted on its administration originate from administrators needing criticism about business questions or their own particular execution. Rypple reports that somewhere in the range of 66% of the inquiries posted on its administration originate from administrators needing criticism about business questions or their own execution. The Performance Multiplier I think officially meet the criteria for powerful execution administration since it’s give the two sides correspondence input, and Rypple I believe it’s not yet meet the successful execution administration in adequacy criticism on the grounds that Rypple just in one side criticism and mysterious, so the worker who acknowledge the input can’t give the clarification about their execution.
2. The Performance Multiplier in which give workers post notices, photographs, and a few week after week objectives can be as devices for satisfying the key, regulatory, and formative motivations behind execution administration since that apparatuses can indicates what are the advance objectives and can as the devices to gauge how they execution is that as of now coordinate with organization key, managerial and formative of the organization or not. The Rypple which give their representative that wanna give criticism with mysterious can satisfying the vital, managerial, and formative motivations behind execution administration with the 360 degrees of input so the worker who acknowledge the criticism can think about their execution that line up with the vital, regulatory, and formative reasons for execution administration of the organization straightforwardly. This instruments reasonable for the organization to gauge how their worker execution so the organization can connect straightforwardly with the assessment result with the organization vital, regulatory and formative of execution administration.
3. In the event that there manager acquainted Performance Multiplier or Rypple with your working environment I initially need to look at what are the highlights that can be run, look at what I can do to utilize the program. Execution Multiplier I can post announcements, photographs, and a few week after week objectives that can be seen by my partners, so I can know the input from them what I ought to do to accomplish the objectives of my week by week. Utilize Rypple would i be able to get criticism from anybody in my workplace with mysterious input so I can comprehend the pessimistic side of me without feeling clumsy with the individual who giving criticism. So I might want to look for input about the greater part of my work execution identified with office work. I would prefer not to constrain any individual who needs to give criticism, since I need to know how my activity execution from the point of view from all worker, with the goal that I can enhance my work execution later on. What ought to be concern is about the two way correspondence input, on the off chance that we utilize Performance Multiplier we can run with two sides of correspondence yet in the event that we utilize Rypple , with unknown criticism it’s gives the input can be pointlessly frightful and loaded with feedback without responsibility.

In this case, the selection processes require both driving test and background check. These two checks ensure that the applicant being interviewed has a valid driver license and is authorized to use the roads. On the hand, the tests also confirm whether the applicant has a good background and enables the organization in acquiring his or service and perform civil work without any obstacle (In Farr & In Tippins, 2017).

The insurance industry is a little bit complex and requires persons with a high level of intelligence and be able to convince the buyer to take the policy on sale. Therefore, the tests required in this part are cognitive and job knowledge. These two tests enable the interview to know whether the applicant is good in customer relations by character. A mock scale can also be applied in this situation. To some extent, it is always better to make applicant make some quotes as a point of reference of at least three jobs.

This job requires knowledge of equipment with an explanation of how they operate. Therefore, job knowledge test is recommended for this position. It will ensure that the interviewee has a good and required knowledge in the complex field of dealing with equipment.

This is a technical job that requires job knowledge test; it will make sure that the interviewer understands and confirm that the interviewee has the full knowledge and meets all the requirements. Similarly, since the said equipment may be classified, the applicant is required to go through a background check to confirm that he or she has no criminal record. A job knowledge test calculates’ level of understanding concerning a certain job (Derfler-Rozin et al., 2018). For instance, a job knowledge test may want an engineering expert to write a code in a particular era.

Planning a training program is a process that involves many things. However, in this case, the reasons for training are already presented. The first step in any training is always developing a program that determines what the institution needs regarding raining, what the organization is going to achieve (Stroschein, 2011). Planning always begins with establishing the objective of the whole program. Based on the identified objectives, the conniver decides who will provide the training, topics to tackle and the technique that shall be used as well as how to analyze the training program.

Cognitive and job knowledge tests for customer relations jobs

Several workers have few weaknesses in their workstations. For this reason, a training program enables an individual to perfect and strengthens the skills that are needed to improve production (Wahl-Alexander et al., 2017). The employees are brought to higher levels through a development program that ensures skills are the same (Schmidt, 2010). Analysis of training should not search transfer of instruction or the job. I would analyze the achievement of the training by finishing a pre-post training performance technique. To calculate the effective of the training, I would form two groups, where one will attend the training and one will not. The effectiveness in completing the maintenance task of each group is then measured to find the one which is better than the other if there is any difference those who attended have questions to answer based of what they learned to know areas for adjustments (Hayibor, 2017).

To increase productivity, the human resource manager can do everything possible with the work practice to realize the goal of the company. Some of the actions include forming teams and may be working in a shift. On employees’ side, equity theory proposes that a person’s motivation is based on what the employee regards to be fair when compared to others ( Morand & Merriman, 2012). It focuses on the work compensation relationship and the staff’s attempt to reduce any sense of unfairness that might come out. In this case, the employee will be paid based on the performance to depict fairness among the employees

List of References

Derfler-Rozin, R., Baker, B., & Gino, F. (2018). Compromised Ethics in Hiring Processes? How Referrers’ Power Affects Employees’ Reactions to Referral Practices. Academy Of Management Journal, 61(2), 615-636.

Hayibor, S. s. (2017). Is Fair Treatment Enough? Augmenting the Fairness-Based Perspective on Stakeholder Behaviour. Journal Of Business Ethics, 140(1), 43-64.

In Farr, J. L., & In Tippins, N. T. (2017). Handbook of employee selection.

Morand, D. d., & Merriman, K. k. (2012). ‘Equality Theory’ as a Counterbalance to Equity Theory in Human Resource Management. Journal Of Business Ethics, 111(1), 133-144.

Nemec, P. B. (2012). Developing an integrated workforce development plan. Psychiatric Rehabilitation Journal, 35(4), 351-354.

Schmidt, W. H. (2010). How to Evaluate a Company’s Training Efforts. California Management Review, 12(3), 49-56.

Stroschein, J. (2011). 3 cornerstones of your safety program: How to plan, train & inspect. Industrial Safety & Hygiene News, 45(9), 26.

Wahl-Alexander, Z., Howell, S., & Richards, K. R. (2017). Influence of a Training Program on Camp Counselors’ Perceived Competency When Accounting for Prior Camp Experience. Journal Of Outdoor Recreation, Education & Leadership, 9(3), 298-313.