¶ … two-day assessment in order to determine who will be the next marketing director. The three candidates were all expected to go through the assessment process that was designed by the human resource professionals together with senior level managers the candidates would be taken through role plays, verbal and mathematical ability tests, an interview and a personality profile in order to determine the candidate who was best suited for the position. When it comes to the description of the position I can say that this was an easy part of the assessment which was very straight forward. With the description of the requirements of the position laid out there is no room for mistakes being made? The position requires specific set of skills and experiences which can be easily identified from the candidates according to their previous performance within their areas of jurisdiction. Therefore this was an easy part of the selection process for those involved in the assessment process since these skills and experiences can be identified easily among the candidates and anyone who does not have these qualifications automatically does not qualify for the position ( University of North Texas Human Resources Department, 2010). The assessment process involved four senior-level managers three of who were women and one among them was a woman. I can say that the interview was conducted fairly well however there are some mistakes that were made during Jane's interview. When it comes to any interview the person who is being interviewed should always feel comfortable and not in any way provoked by the questions the interviewers are asking.in this case Jane felt uncomfortable with the line of the questions that some of the interviewers were asking.at some point she was even caught off guard with a question she was asked. This does not...
Some of the questions were outright provocative. I view this as a mistake in the assessment process since at some point in the interview Jane felt as if she was being cornered with the questions being asked .therefore for any future assessments the interviewers should make sure that the ask appropriate questions so as to get they can best gauge if a candidate is fit for the position. Another part of the assessment that had some mistakes was the personality profile when it comes to some of the personality dimensions when it comes to men and women. Psychologist insinuated that there existed a difference between men and women when it comes to some categories. His statement clearly insinuates that a man would have an upper hand in the position due to the upper hand they have in categories like tough-minded, controlling and competitive as compared to women. This is a mistake since each candidate should be given a level playing field regardless of their gender. Finally when it came to the role play there was an outright indication that the person Jane was paired with was being tough on her. Jane even admits that during her career she has never met an employee who was as tough as George Montgomery. This is a clear indication that he was simply being tough on Jane .this is a mistake since one should not try and create unbearable conditions during the assessment process. This can easily lead to the candidate being frustrated and she might just go overboard due to such provocations and not get the position for this reason.
Training Program for a Group of Twenty A Two-Day Training Program for a Group of Twenty Performance appraisal occurs collectively when employees feel they are part of the larger group. This is based on the knowledge that a working environment may be challenging to an employee. In most cases, confidence levels often dwindle during various stages of human resource development and may result in poor employee performance. As a result, it
Organizational Assessment Tools: LESAT Discuss the premise of the model - how and when was it developed? Lean Enterprise Self-Assessment Tool (LESAT) is an organizational assessment tool developed by a group comprising of government, industry, and academia members pooled and enabled by the Lean Advancement Initiative at the Massachusetts Institute of Technology (MIT). The model is a questionnaire intended to be utilized as a self-assessment tool, encompassing the top leadership of an
Abdominal AssessmentA 65-year-old African American presents to the emergency department with a two days history of intermittent epigastric abdominal pain radiating from the back. Following an assessment, he was diagnosed with abdominal aortic aneurysm (AAA) but the doctor ordered a CTA scan. However, diagnosis of abdominal pain is a time-consuming and challenging process that can result in misdiagnosis if not conducted properly. The doctor�s recommendation of a CTA scan is
MEASUREMENTS AND ASSESSMENTS Measurements and AssessmentsProblem StatementThe client has a history of mental health issues and has been taking antidepressant medication for her depressed mood. The client has been receiving mental health services for the past 17 years due to her reported mood swings. Ms. Z underwent electroconvulsive therapy (ECT) three years ago. However, her depressive mood persists. The client would like to return to school and complete her four-year
(Broderick & Blewitt). Aside from the major issue, at least for the parents, of Jason's reserved social demeanor; there have been several other indicators of acting our behavior that he has presented. On several occasions Jason has complained of stomachaches and headaches prior to having to go to day care or even to any other playtimes where he knows his parents will not be attending. Also, if he has felt
It essentially puts them into a position where they cannot satisfy the majority of student needs. In order to solve this problem a clear strategy for how to place students into different classes and programs needs to be initiated. At the administrative level, there needs to be an organizational mechanism that creates several different classes with students within each class being educated at different paces. At the same time, there
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