ECE _DSST _ Human Resource MGMT

The line managers will be the persons in charge of

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The line managers will be the persons in charge of these new recruits and so are well placed to make a decision on the type of employees they wish to work with in order to meet their overall goals. The person-job fit describes the process whereby the applicant’s knowledge, skills, abilities and other factors (KSAO s) are compared with the competencies required for that position. Apart from the person-job fit, another important consideration is the person-organization fit. This refers to matching the applicants to wider organizational preferences. For example, some companies prefer to hire persons who have a similar value and culture as the company. Selection procedures that are commonly used by businesses include application forms, interviews, employment tests, background checks and medical or drug tests. Medical tests are normally performed to ensure that an applicant is in a sufficiently healthy condition to carry out his or her job. Drug tests are also sometimes carried out as a precautionary measure and part of company rules. The degree to which the various selection procedures produce comparable data over a period of time is known as reliability. This answer is best described by an example. An employment test is given to the same person three times in a week. Each time, the results are extremely different. This would indicate that the test is unreliable. A reliable test would produce consistent results. The information about an applicant must not only be reliable but also valid . Validity describes the extent to which a test or selection method measures a person’s attributes. In other words, a valid test should accurately measure a person's abilities. A test may be reliable (i.e. produce consistent results every time), but not be valid (i.e. it doesn't really prove anything or test the correct abilities). Application forms are commonly used by employers in the hiring process; however, due to Equal Employment Opportunity legislation, employers must avoid questions about age, gender, race, marital status and sexual orientation. Employers are not allowed to discriminate on the grounds of age. Hence, such questions are generally not allowable. The purpose of standardized employment tests is to objectively measure a person’s KSAO s and compare it to other candidates. KSAO stands for knowledge, skills, abilities and other factors. This will assist the HRM and line managers to come to a decision whether the applicant has adequate KSAOs that match to the job description. Employment tests can be administered to gauge aptitude and achievement . An achievement test measures what an applicant knows and can do at that point in time. The aptitude test determines the candidate’s ability to learn. The ability to pick up new skills and ideas is critical in any working environment.
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