being businesses that require good people and exceptional performance they

Being businesses that require good people and

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being businesses that require good people and exceptional performance, they succeeded in choosing selection process strategies that worked best for their company. This also places employees into a hierarchy of jobs which enables employees to a better job environment. To contrast the two companies, starting with Hallmark using a selection approach, this company is one to need a sales associate who is passionate, friendly and promotes a positive and helpful attitude. To measure their employees’ performance, they use a “staffing index” that enables management to see how well they are performing. This is done by performance evaluations that are conducted over a period of time. Scores are then compared to gain a perspective on the quality of work the employee promotes and helps management determine whether or not they have made a good decision on the employee that has been hired. The negative aspect to this approach is that if an employee doesn’t perform well on the evaluations then chances are that their commitment with the company won’t be but so much longer—which almost makes this strategy unfair. United Health starts the selection process way earlier than that of Hallmark. United executes their selection process in the stages of hiring rather than after the
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Running head: Strategic Selection a Review of Two Companies 5 fact. This “two pronged” strategy separates applicants into two separate groups: high-level professionals and various staff/ line personnel. While this strategy may seem unfair and discriminatory, it places a level of hierarchy among the candidates and separates them basically by education. While the high-level professionals are educated and being recruited by internal staffing specialists, the various staff and line personnel are acquired through outsourcing contacts. Performing this separation at an earlier stage in the selection process saved the company money through increased control and efficiency. So instead of the company hiring disengaged applicants, they fit the candidate to the job that they thought was right for them in the hiring stages. Though this strategy saved the company money, it doesn’t guarantee employee satisfaction because the job candidates were split. What other strategies might help organizations better utilize and manage selection activities? One way an organization can better manage selection activities is by conducting a realistic job preview. It provides potential employees with an accurate projection of a job so that they can have a better understanding of the job environment. This increases individual
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  • Spring '16
  • Dr. Babb
  • Hallmark

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