...Employee Selection Process and Performance Appraisal Methods in the Workplace: Effective Methods and Recommendations for Happier Employees Jeremiah Lawrence Ethical Leadership Orgn & SOC DMBA 610 9040 11/9/2014 EXECUTIVE SUMMARY This paper will delve into the employee selection process and the various performance appraisal methods used by different companies. Gerard C. Eakedale has once said “recognition is the greatest motivator.” Human Resources Departments are aware of this and have implemented the appropriate methods to incorporate their appreciation and gratitude to employees when they go above and beyond the call of duty to improve their work performance. This paper will analyze the methods used at my current company of employment and recommend improvements that can contribute to improving the workplace performance. Employee selection processes are a company’s way of finding out who would be the best candidate for the specific position they are trying to fill. Whether it be from one simple phone interview or multiple interviews with different managers of the company, different businesses come up with what they believe to be the most effective way to find someone to fill a position and must follow the procedure. This procedure is put into place so that there will be no confusion or risks of any favoritism, bias, illegal, or biased behavior going into the process. Additionally, employees working for a company want to feel appreciated for all of their hard...
Words: 2229 - Pages: 9
...composed of a group of people who interact with each other for the purpose of achieving a common goal. b) Goal refers to desired targets to be achieved in the future. The basic goal of any organization should ideally be to serve the human society. Example; to upgrade the standard of living of Sri Lankan people through the production and distribution of high quality dairy products. c) Human Resources are employees who work for the organization being concerned. It is not an exaggeration that HR is the most significant resource compared with other resources such as financial resources, physical resources, etc. The overwhelming significance of HR is due to its unique characteristics. d) Efficient utilization of HR means optimum use of employee by eradicating or minimizing wastage. It denotes utilizing the right employees in the right number at the right cost. • It is animate, active and living • It has the ability to think, feel and react • Its value appreciate with the passage of time • It has the ability to influence on determining its cost • It has the ability to organize • Its behavior is complex and sometimes unpredictable • It has the ability of creativity and innovation, which cannot be found in any other resources • It makes decisions in respect of all other resources e) Effective utilization refers to use of HR...
Words: 9092 - Pages: 37
...activities, which aim to improve the Bank’s capacity to achieve greater effectiveness, including improved quality of service. There are number of HR practices that could be tested in connection with employee performance. We have studied eleven HR practices and their relationship with organizational success which are personnel selection, performance appraisal, incentive compensation, job design, grievance procedures, information sharing, attitude assessment, labor-management participation, recruitment efforts, employee training and promotion criteria. These eleven HR practice in very important to achieve organizational success and these practices have positive relationship with organizational success. Methodology: The questionnaire was based on questionnaire for measuring impact of various HR practices on employee performance and as well as organizational success. The reason for selecting this questionnaire is that it was used to study the impact of same variables as in present study and was well tested on reliability and validity scales this questionnaire was also correction by our teacher. Questionnaire that was administered consisted of 16 questions and these questions are included Compensation Practices, Promotion Practices Performance Evaluation Practices and Perceived Employee Performance and so on. To complete this term paper we use primary data. Literature Review: Human resources management includes a variety of activities , and among them is deciding what staffing needs...
Words: 5188 - Pages: 21
...Reasons For Appraisal The main objective of an appraisal system is improving the performance of the employee and thus improving organizational performance - an well designed system can help in achieving both. Actually, information gathered through the performance appraisal exercise are potentially valuable for practically all human resource functional areas; therefore, performance appraisal can be used for Human Resource Planning, Recruitment and Selection, Training and Development, Career Planning and Development, Internal Employee Relations, and Assessment of Employee Potential. Human Resource Planning Human Resource planning is a process where human resource requirements are systematically reviewed to make sure that the number of employees who possess the required skills for the smooth functioning of the organization are available. It includes conduction skills inventories, developing succession plans and acquiring information for further personnel needs. Managers and supervisors decide the employees who are to be promoted, demoted, transferred, laid-off and who would need training. They also assist individuals with career planning and ascertain whether the skills needed in the organization are lacking (www.opm.gov). An appraisal system that is properly constructed profiles the organization’s human resource strengths and weaknesses to support these efforts - data collected over a number of appraisal periods could be used in evaluating if the overall workforce quality...
Words: 1604 - Pages: 7
...Employee Selection and Performance Appraisal March 29, 2013 Analysis of the Employee Selection and Performance Appraisal Methods in the Department. Because of the competitive nature of any business, the need and demand of an optimized labor force is critical to the success of any organization. Businesses are consistently searching and recruiting for qualified and retainable personnel. I will discuss in detail the process of interviewing and selecting that has proven to be both rewarding and successful for the organization. Interviewing and Selection Process Before the interviewing process, potential candidates, whose resume’s and applications have been reviewed and found to have met the qualifying factors for the positions, may be called by the hiring official for a brief notification and/or phone pre-screening. Step 1: Develop Behavior Based Interview Questions These questions gives the hiring officials insight on how the candidate would act in specific knowledge and experiences as related to the position being filled; Step 2: Conduct Behavior Based Interview The behavior based interview is one of the most important tools DHS uses to assess the qualifications of the potential candidates, it is a thorough indicator of the candidates future performance and aids in the detection of how an employee will perform, once hired, in certain situations. Step 3: Assess the Candidate In this step the hiring official evaluate...
Words: 761 - Pages: 4
... LEARNING OBJECTIVES • To define performance appraisal • To describe the objectives and process of appraisal • To gain an overview of various traditional and modern methods of performance appraisal • To gain an insight into the concept of potential appraisal. 8.2 INTRODUCTION Performance appraisals is a systematic process of accessing individual employee’s job performance. It determine who needs what type of training, and who will be promoted, demoted, retained, or fired in the next session. It is a process by which a manager or consultant. • It aim at examining and evaluating the employee's performance at the work and his consequent behavior by comparing it with preset standards, • Document the results of the comparisons,...
Words: 1189 - Pages: 5
...franchises these responsibilities are magnified. District managers are directly responsible for hiring training and overseeing these new teams. They are also responsible for the ordering receiving and control of the initial inventory. Starting a new franchise has added responsibilities including job and organizational design, staffing selection and recruiting as well as introducing and implementing a training and performance appraisal model and ensuring it is carried out. Job Design Job design aims to cut down on job dissatisfaction and employee disconnection by reducing the repetitive and mechanical tasks. Companies implement job design to attempt to increase productivity levels, satisfaction and motivation in employees. Job analysis, job description, and job specification are the three standard approaches to job design (Baack, Reilly, & Minnick, 2014). Job Analysis Job analysis is the process that follows position identification and building in an organizational chart. Job analysis is the first step in hiring an employee. The particular tasks and responsibilities of the position are stated in this process. Using the comparison model as one approach to job analysis would outline the current standards in the company that have worked well in the past and the standards set forth by similar organizations that have been...
Words: 1504 - Pages: 7
...district manager, many responsibilities come with the job. District management is responsible for virtually all the operations in the company with respect to the business goals that have been set out in the company plan. This is especially the case when the district assigned is a group of new area start-ups. District managers are responsible for the allocation of resources, hiring, training and managing teams. The roles of a district manager starting new Dunkin’ Donuts locations are no different yet they include the responsibility for a smooth start. These added responsibilities include job design, organizational design, staffing functions such as recruiting and selection, as well as the implementation of a training and performance appraisal processes. Job Design Job design aims to reduce job dissatisfaction and employee alienation by means of repetitive and mechanistic tasks. Organizations attempt to increase productivity levels, satisfaction and motivation to employees through job design. Job analysis, job description, and job specification are the three standard approaches to job design (Baack, Reilly, & Minnick, 2014). Job Analysis Job Analysis is a process, which is followed right after position identification and position building in an organization chart. It is the first step in the process of hiring a candidate as it outlines the particular task required for each position created. Two approaches to job analysis best suited for our organization would be through comparison...
Words: 1545 - Pages: 7
...resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in...
Words: 9822 - Pages: 40
...human capital to be invested in through the provision of learning opportunities and the development of a learning organisation and are viewed as a source of competitive advantage. The overall purpose of HRM is to ensure that the organisation is able to achieve success through people. The methods used vary in according to countries. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee...
Words: 9270 - Pages: 38
...Performance Management Plan HRM/531 October 29, 2013 Performance Management Plan A performance management plan is a non-stop process of defining, measuring and assessing goals in order to effectively manage employee performance that is critical to organization’s business strategy. This performance management plan developed for Landslide Limousine will be organized into three steps. 1. Define Performance, 2. Facilitate Performance and 3. Encourage Performance. According to Cascio (2013) the broad process of performance management requires that three things are done well. Define Performance This process involves three key elements: goals, measures, and assessments. Defining performance or expectations for employees needs to be clearly defined in order to provide direction to maintain or improve productivity. When goals are not specific, it triggers a cascade of problems all leading to poor completion of organizational goals. According to Wayne State University (2013) goals need to be S.M.A.R.T (specific, measurable, attainable, relevant, time based). As mentioned, goals need to be measureable. An example of a measurable goal for a limousine driver is as follows, drivers should be given clear objectives such as, customer site punctuality at 95% of time or greater over an interval of 6 months. Not only is this goal specific by its punctuality percentage, but it can also be measured over a 6 month interval. This goal can be measured by way of a log sheet recorded...
Words: 1319 - Pages: 6
...the capital, Dhaka. It is a top bank among the oldest five Commercial Banks in the country which started their operations in 1983. It was the vision of 13 local businessmen who braved the risks and uncertainty with courage and fervor that made the establishment & development of the bank possible. Those sponsor directors initially started the journey with only taka 3.4 crore worth of capital, which now is a respectable taka 330.77 crore of capital & reserve. It is among very few local banks which do not tend to follow the traditional, decentralized, geographically managed, branch based business or profit model. The bank holds 12th position among all the private sector banks in accordance to highest growth sector due to the dismal performances of government banks.According to the definition of human resources planning, it is a process that identifies current and future human resources needs for an organization to achieve its goals. It should serve as a link between human resources management and the overall strategic plan of an organization, and City Bank, apparently, is focusing on right placement of its major resource – human resources. The bank believes in putting the right people at the right place. In maximum part of the year 2010, 2,685 employees worked together to make possible the technological advancement, extension and innovation that has set to achieve and to anticipate the customers’ needs and ensure their satisfaction. | The bank manages its business and operation...
Words: 6945 - Pages: 28
...2.1 Recruitment and Selection process in SQUARE Recruitment is the process trough which the organization seeks applicants for potential employment. Selection refers to the process by which it attempts to identify applicants with the necessary knowledge, skills, abilities and other characteristics that will help the company achieve its goals, companies engaging in different strategies need different types and numbers of employees. The strategy a company is pursuing will have a direct impact on the types of employees that it seeks to recruit and selection. Source of recruitment There are two kinds of source SQUARE uses for recruitment .They are 1. External source 2. Internal source. We try to discuss all relative sources which are used for recruitment in SQUARE. Training and Development program of SQUARE textile Training is a process of learning a sequence of programmed behavior. it is application of knowledge. It gives people an awareness of the rules procedures to guide their behavior. It attempts to improve their performance on the current job or prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance but also those which bring growth of the personality; help individuals to the progress towards maturity and actualization of their potential capacities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn...
Words: 622 - Pages: 3
...cleaning industry. The merger of these two leaders provides for the opportunity to offer new solutions based services to its current and future clients. For this merger to be successful and generate the most benefit for the company, the human resources department (HR) has been tasked with creating a new career development plan. This plan is multi faceted and includes job analysis and selection, employee training, performance and career management and employee compensation. As sales and customer service are the customer’s first and continual contacts, HR has focused on this newly merged department to be both test subjects and provide feedback. Job Analysis, Job Description and Specification Combining two individual companies into one industry powerhouse has created the need to evaluate the jobs performed by employees of both companies and develop new job descriptions that will maximize success. This evaluation process is known as job analysis. Anthony, et al. (2002) and Dessler (2003), as quoted by Safdar, Waheed and Rafiq (2010) states “With increasing recognition of the HR-performance linkage, it has been suggested that organizations that actively pursue job analysis as a Human Resources Planning (HRP) strategy are likely to gain a competitive edge” (p. 18). By establishing core competencies and skills required, InterClean/EnviroTech will draw and retain the talent required to make the company successful. From these core competencies and skills developed through the...
Words: 2181 - Pages: 9
... |113122005 | |Md. Fokhrul Islam |113122008 | Topic: Managing HR for Better Performance Letter of Transmittal Date: 06/12/12 Abu Saleh Md. Sohel-Uz-Zaman, Course Instructor, Department of Business Administration, United International University Subject: Submission of term paper. Dear Sir, We have to honor to state that according to the subject of the term paper, here we are trying to find the key factors to improve personnel performance that develop a performance plan that directs the employee's efforts toward achieving specific results, to support organizational growth as well as the employee's professional growth.. We have tried to find out the methods of improving performance. Here we try to match our course materials with the practical view that help us to learn the knowledge more deeply. We believe that we try our level best to understand the real facts and analysis those facts that indicates for better performance. Here we look forward your kind consideration about the case analysis and will be grateful to you by accepting our term paper. Thanking you, S. M. Tahmidur...
Words: 7384 - Pages: 30