Staffing

Nameof student

Nameof professor

Aftera seriesof interviews,thepanelsettledforhereapplicantswith goodcredentials andworkexperiencein humanresourcemanagement.Since thecompanyonlyneedsto employone of them, a closeanalysisof their credentials with referenceto thejobspecificationswill aidin selectingthebestcandidate.

Thefirstfinalist has four yearsexperiencein humanresourcemanagement,andhefallsshortof one yearof thecompany’srequirements.Despite havinga highGPA, helacksexperiencein supervision,training,andperformanceevaluation allof which are necessaryfortheposition.Heis, therefore,not thebestoption.Thesecondfinalist has wealthyexperienceof 20 yearsin humanresourcemanagement.His resume indicatesthatthrough theyears,hehas beenresponsiblefornumerousHR tasks.Theresponsibilitiesdonot haveanyspecificationand,therefore,thepresumptionis thathehas noexperiencein compensation,training,andstaffing. Hedoesnot engagein anygame,andheis onlya spectator(Henneman, Judge&amp Mueller, 2012). Healsoscoredtheleastpointsin cognitive abilitythat is crucialfortheposition.

Thethirdfinalist has a relevantdegreeandconsiderablehigherexperiencein humanresourcemanagementthan thefirstapplicant.In theeight yearsof practice,hehas takenpartin compensationandstaffing andthree yearsas a generalist. Hehas five yearsexperiencein supervision,andheplaysbasketballandtennis.Hehas a goodcognitive scoreof 84%, andhestandsa betterchanceto performbetterthan his colleagues(Henneman, Judge&amp Mueller, 2012).

Selectionplanforthepositionof Human Resource Director

Skill Necessaryforselection Method of assessmentAbilityto supervisetherecruitment process yes interviewAbilityto conferwith otheradministrators yes interviewKnowledgeon howto initiatetraining yeswrittentestKnowledgeon thegeneralrolesof thepostyeswrittentestAbilityto performotherrelatedtasks yes interviewAbilityto delegatedutiesto thesubordinates yes interview

Theaboveselectionplanis forhumanresourcepersonnelsourced from without thebusiness.Themethodof assessmentmakesduethattheinterviewscaptureeverydetailof theapplicantbecauseitis onlythrough thisthattheir experiencecomesto their knowledge.Ifthesamepositionwereat thedisposalof internalapplicants,a fewthingswould havechanged.

First,thenumberof yearsrequiredon thejobwould changefrom havingworkedin thesamepositionto beingmorespecific.Itwould reflecta questionof whetherone has workedin theorganizationin fortherequirednumberof years.Since thecompanyhada humanresourcedirector,itgoeswithout sayingthatnobody elsein theorganizationactedin thesamecapacityunless on specialduty.Forthisreason,havingworkedin thesamepositionwould not be partof thejobspecification.Thelikelycandidatesforthepositionwould be thehumanresourceassistantmanagersworkingalongside thedirector(Henneman, Judge&amp Mueller, 2012).

Secondly,themethodsforassessmentof variousrequirementswould change.Forexample,thenumberof yearsworkedin acertainpositionwould onlyrequirelookingat thefilesof variousapplicantsinsteadof interviewingthem oraskingforresumes. Theapproachis easysince all thequalificationsof employeesare retrievable from thecompany’sdatabase. Thepreviousperformanceof theapplicantswould be easyto assesssince therecordsare at thedisposalof themanagement.Itis aninformed methodtoplacethepositionin thehandsof thebestcandidate.

References

Henneman,H., Judge, T. &amp Mueller, J. (2012). Organizations.McGraw Hill: New York.