"For example, selecting your next executive, who will have a great deal of responsibility over the company and its people, is a High Impact hiring decision. In other words, the risks and consequences of a bad hiring decision are severe, which necessitates a greater investment into a quality assessment program. However, hiring someone to clean your warehouse is a relatively Low Impact hiring decision, as the consequences of selecting a poor employee are relatively limited" (Haywood 2009).
Haywood's blithe assertion not only flies in the face of participatory management approaches, but is blatantly unsubstantiated by any evidence in his article. It is possible to argue, for example, that a lower-level technician capable of swiftly fixing an error in a user's Blackberry service is just as, if not more important, than an upper-level manager. After all, if an executive loses a million-dollar deal because his or her connection is not working and he or she was unable to read his or her mail for hours that individual is likely to reconsider his or her use of that particular type of technology, no matter who is CEO of the company. The person who cleans the rooms at a luxury hotel must be conscientious to maintain the hotel's reputation for quality.
There is a great deal of temptation to believe Haywood's contentions: wouldn't it be nice to be able to find one's employees easily, simply by finding the right test to screen them? However even Haywood must the caveat that assessments must be valid and finding assessments that provide reliable assessments, especially of intangible attributes like motivation and enthusiasm can be challenging. Assessments...
Julie's Psychological Assessment Report The psychological assessment is defined as a process of using the combinations of techniques to test the hypothesis about an individual personality, behaviors, and capabilities. In other words, psychological assessment is synonymous to the psychological testing used to carry out the thorough assessment of the individual. Typically, a psychological professional develops a psychological assessment report to carry out an assessment of the current needs of individuals. The
American public education system has endured many changes in the last few decades. It has gone from back to basics, to whole language learning, and then back to basics again. The system is constantly being scrutinized by the parents who send their children to it, the students themselves, experts in the field and politicians who use its flaws as a springboard for change, while using its successes as a
growing imperative to be globally competitive as well as the increasing sophistication of customer needs, organizations must hire the highest quality employees. Unfortunately, however, many companies do not have an effective hiring system in place. Since the hiring process has been such a fundamental part of an organization's human resources ongoing responsibility for such a long time, it is often taken for granted and not reviewed and critiqued on
Organizational Assessment as Impetus for Change at a Vet Center Organizational Assessment as an Impetus for Change at a Vet Center Organizational Context. Every type of organization has, or should have, as a major goal, the need to optimize the productivity of its human resources (Farr, Schuler & Smith, 1993). One organization that has recently assumed critical importance in the U.S. is the Department of Veterans Affairs (VA). Today, the VA is
Low emotion level - this is an area that will need improvement considering that a perspective employer may view me as an individual that is not overall enthusiastic in nature, this can also be perceived as a lack on enthusiasm in my work and corporate morale. Low trust level - Work is needed in this area in order to make interactions with others more fulfilling. If everyone is perceived
Resource Planning, Job Design and Recruitment Job analysis Job analysis is defined as the process of identifying and determining in complete detail the specific job requirements and duties and the proportional importance of the duties to the job (Sanchez & Levine, 2012). Job analysis is conducted on the job and not the person. The data collected from a job analysis describes or specifies the job, not the person to fill the position.
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