applicants and collecting additional preliminary information to make a decision

Applicants and collecting additional preliminary

This preview shows page 14 - 16 out of 16 pages.

applicants and collecting additional preliminary information to make a decision on which applicants deserve serious consideration for the job. The latter (Lepak & Gowan, 2010) means taking a deeper look at candidates that are through the initial screening, including reviewing references and conducting background checks. Managers adopt methods such as collecting and
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Midterm paper HRM 15 having a review of applications and resumes and administering screening interviews on making the first cut on the candidate pool. Final selection methods can include different types of employment tests, interviews and assessment centers. Reference and background checks are used for screening too. It is noted that interviews are the most used selection method followed by resumes and applications (Ruiz, 2008). The most suitable methods rely on the job for which managers are hiring and the objectives the firm is making effort on achieving. The final selection decision could be made in one of four ways: via the compensatory approach, multiple-hurdle approach, multiple-cutoff approach or a combination approach. Each approach has its own advantages and disadvantages. Summary and Conclusions It is not easy for firms to achieve and sustain competitive advantage through strategic employee management. Managers need to ensure that the tactics adopted within the three key HR activities are aligned to each other and do not operate in isolation. They also need to keep in mind the context of their firms’ strategy, characteristics and firm culture. They additionally need to take consideration of their workforce concerns. Reaching beyond organizational demands, managers are required to predict and take action on meeting the environmental influences to do with globalization, labor force trends as well as technology advances when dealing with the strategic management of human resources. Last but not least, when managers design and carry out the key HR activities, they must ensure it is compliant with legal requirement.
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Midterm paper HRM 16 References Lepak, D., & Gowan, M. (2010). Human resource management: Managing employees for competitive advantage. Upper Saddle River, NJ: Pearson Prentice Hall. Kaplan, R. & Norton, D. (2005). , The Office of Strategy Managemen t, Harvard Business Review, retrieved from website: Warner, M. (2015). Business, Human Resources How to Design and Implement an HR Strategy , Cleverism HR Journal, retrieved from website: - implement-hr-strategy Ruiz, G. (2008). Job Candidate Assessment Tests Go Virtual , Talent Economy Magazine, Retrieved from website: - assessment-tests-go-virtual/ Schramm, J. (2016). The Big Issues Facing HR: Experts weigh in on the top trends shaping the workplace and HR, Society for Human Resource Management March Issue, Retrieved from website: - issues-facing-hr.aspx
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