Evaluating Own Contribution to the Selection Process

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Evaluating Own Contribution to the Selection Process

Evaluation of the contribution to the process as HR staff apart from the steps of the recruitment process indicated above, the organization also engages in various other related processes in order to ensure that the recruitment process respects the legal requirements and standards ethical thigh set by the Council. According to the PDCA Model, can be show up the entire process of selection.

Figure 1 PDCA Model (Price, 2000)

PLAN- the Department of human resources conducts several meetings of Committee like to discuss the different dimensions of the process. This often involves contacting the Legal Department and other departments concerned to ensure that the whole process is advisory (Tyson, 2006).

DO- In order to maintain transparency throughout the process, as the Human Resources Manager ensured that the entire process is guided by the values of transparency, equality, objectivity and responsibility (Montana and Bruce, 2008). These values set out in the good place in the process.

For example, the job description process used a unifying message to explain the role of the position in a manner that has attracted the interest of men and women in addition to encourage other disadvantaged groups. In addition, ads for the position have been placed in public for about a month through several mediums including both in online, print and radio to reach the most people.

CHECK- The selection method was interviews, where, as the HR Manager, an important role has been played assessing the suitability of the candidates. The interview was very objective and transparent, such that each candidate was informed that they met the cup or not as well as the reasons for the decisions (Gunnigle, 2006).

ACT- Finally, the selected person was hired and given probation one three months or induction period, after which he would receive his letter of commitment and be fully integrated into the team.

In conclusion, any organization preferred using interviews for various reasons. First of all, interviews are more objective because it has a specific panel that evaluates candidates on their merits. Secondly, interviews create an opportunity for the recruiting team to meet the candidates face to face not only to assess their qualifications, but also to assess their skills of communication and relationship (Mathis, & Jackson, 2009). On the other hand, the interview process is more time although it takes a lot of resources for the company. However, it often leads to identify the best candidates.

References

Montana, P. J. and Bruce, H. (2008) HR Management. 3rd edition. New York: Barron's Educational Publishers.

Gunnigle, P. (2006) Human Resource Management. 3rd edition. Ireland: Gillmacmilian Publishers.

Mathis, R. L. and Jackson, J. H. (2009) Human resource management essential perspectives. 2nd edition. Australia: Learning Publishers.

Price, A. (2000) Principles of human resource management: an active learning approach. 2nd edition. London: Wiley-Blackwell Publishers.

Tyson, S. (2006) Essentials of HRM. 4th edition. London: Elsevier.

Comments

  1. Monali Karunarathna3 July 2019 at 10:10

    What are the methods by which an organization implement this concept in Sri Lanka??

    ReplyDelete
  2. Kheshini Shashika4 July 2019 at 02:13

    Yes Monalii ☺,,,,

    PDCA has some significant advantages: It stimulates continuous improvement of people and processes.

    It lets your team test possible solutions on a small scale businesses and in controlled environment in Sri Lanka.🌟

    ReplyDelete
  3. Shalomie Kulasekera4 July 2019 at 21:56

    Successful businesses realize one of their most important assets is their workforce. Developing a strong, capable employee roster requires a recruitment and selection process that identifies strong candidates both inside and outside the company.

    ReplyDelete
    Replies
    1. Kheshini Shashika5 July 2019 at 05:55

      Yes... the process should identify external and internal candidates inside and outside the company ...... ☺

      Delete
  4. Uditha Yapabandara4 July 2019 at 23:11

    Routine evaluation of the methods, procedures and strategies used in retaining new employees and selecting employees for advancement can improve employee retention and the quality of interview candidates.

    ReplyDelete
    Replies
    1. Kheshini Shashika5 July 2019 at 05:56

      Trueee factor ☺

      Delete
    2. Chamila Rajaguru6 July 2019 at 09:38

      More attention has to be paid in the stage of screening CV since it is responsible to have an overview of the quality of the applicants.

      Delete
  5. Hemal Rathnayake4 July 2019 at 23:11

    The best evaluation methods identify successful processes that can be enhanced and ineffective processes that need modifications.

    ReplyDelete
    Replies
    1. Kheshini Shashika5 July 2019 at 05:57

      Hemal,,,, 😊 According to U what is the best method ?

      Delete
  6. Deeptha Kumara5 July 2019 at 00:17

    Create a measurement standard. Judging the effectiveness of any business process is difficult without a solid measurement system. Consider using new employee turnover, employee satisfaction metrics or average position vacancy time as measurement standards.

    ReplyDelete
    Replies
    1. Kheshini Shashika5 July 2019 at 06:00

      How should we create the best measurement standards? 👀

      Delete
  7. Nilantha Mapa5 July 2019 at 00:17

    Track measurement data. Measurement standards should be tracked over time as an indicator of the success or failure of recruitment and selection processes. Consider tracking these measures on a monthly, quarterly or yearly basis.

    ReplyDelete
  8. Anuradha5 July 2019 at 01:11

    Industries with high natural turnover may want a more frequent measurement, while a company with low employee turnover may suffice with routine, but infrequent evaluations. Positive trending data indicates effective processes. Negative trending measurements allude to underlying problems that need to be addressed quickly to avoid impacting the business.

    ReplyDelete
    Replies
    1. Kheshini Shashika6 July 2019 at 21:00

      So true ,, Positive trending data implying effective process ☺

      Delete
  9. PRIYANKA5 July 2019 at 03:03

    This simple model can have a profound effect on the recurring problems of any organization.

    ReplyDelete
    Replies
    1. Kheshini Shashika6 July 2019 at 21:01

      Yes it s a simple model with a high impact ☺

      Delete
  10. Piumali5 July 2019 at 08:28

    This is the very reason why selecting the best employees upfront is so critical. Intuitively, this makes sense. Sometimes, though, it seems that this general good sense might get lost in the shuffle of the day-to-day in managing multiple organizational challenges, competing priorities and deadlines

    ReplyDelete
  11. Pivithuru Mahesh7 July 2019 at 00:46

    what is the difference between recruitment and selection ?

    ReplyDelete
    Replies
    1. Kheshini Shashika7 July 2019 at 23:39

      Recruitment is a process of searching out the potential applicants and inspiring them to apply for the actual or anticipated vacancy. ☺

      On the other hand, Selection is a process of hiring employees among the shortlisted candidates and providing them a job in the organization.☺

      Delete
    2. Nalaka Senevirathna8 July 2019 at 10:05

      If there is conceptual change between recruitment and selection, these two concepts are coherent together

      Delete
  12. Dinantha7 July 2019 at 08:54

    Despite Technology, Face-to-Face Job Interviews Still Make the Best Impression and will have a good impact on selection process

    ReplyDelete
  13. Ashen Weerasooriya8 July 2019 at 01:01

    You mentioned "On the other hand, the interview process is more time although it takes a lot of resources for the company". Is there any other effective way we can replace for interviews?

    ReplyDelete
    Replies
    1. Kheshini Shashika8 July 2019 at 02:25

      The different methods of collecting primary data, like observation, interview, questionnaire, schedule and so on.

      Many think that questionnaire and interview are one and the same thing, but there are a lot of differences between these two. ☺

      Delete
  14. kaushalya kulathunga8 July 2019 at 06:18

    Successful businesses realize one of their most important assets is their workforce. Developing a strong, capable employee roster requires a recruitment and selection process that recognizes strong applicants both inside and outside the company. Routine evaluation of the methods, procedures and strategies used in retaining new employees and selecting employees for advancement can increase worker retention and the quality of interview applicants. The best evaluation methods identify successful processes that can be enhanced and ineffective processes that need modifications.

    ReplyDelete
  15. Nishal Lasantha Rodrigo8 July 2019 at 10:10

    The selection and recruitment process of new employees is very important, because, the sustainability of an organization is totally depended on human resources. So human resource is very valuable asset. Although this concept is correctly following in private sector, we have some question about public sector

    ReplyDelete

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