Amba 610

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Table of Content

Executive Summary……………………………………………………………………………….3 Introduction………………………………………………………………………………………..4 Employee Selection ………………………………………………………………………………4 Company Process…………………………………………………………………….........4 Analysis……………………………………………………………………………………5 SWOT……………………………………………………………………………………..6 Performance Appraisals…………………………………………………………………………...7 Company Process ………………………………………………………………………....8

Analysis……………………………………………………………………………………8
SWOT……………………………………………………………………………………10 Conclusions and Recommendations……………………………………………………………..10 Reflection………………………………………………………………………………………...12 References………………………………………………………………………………………..13 Appendix…………………………………………………………………………………………14

Executive Summary

Organizations globally invest a lot of resources in advertising, recruiting strategies, and tactics to attract the best candidates available in their field. This process of identifying and implementing formal assessments methods to select potential employees is complex, but essential in creating value for the company and shareholders (Bagley& Savage, 2010). Selecting the right employee and the process of continued motivation through performance appraisal are important in organizations efficiency and effective use of employees. Organizations have many options to utilize while screening for employees. Screening strategies choices not only assist with efficiency, but also match people with the job. Tools that organizations can utilize are job applications, resumes, interviews, background, reference checks, personality testing, drug screening, honesty and integrity test and a host of other procedures (Wright, Domagakski, & Collins, 2011). Performance appraisal is the systematic evaluation of the performance of employees and helps understand the abilities of a person for further growth and development (MSG, 2012). Appraisals are designed to help employees understand their roles, objectives, expectations, and performance success (Bohlander &Snell, 2012). The use of performance appraisals and performance management has become increasingly important and help manager promote structure and present goals and potential reward outcomes for employees.

Introduction
Employee selection process and performance appraisal are key to organizational success. The use of these procedures directly correlates to the success of a company. The university I’ve worked for is a part of the University of Maryland systems along with 12 other universities. My position was within the Financial Aid department. Our staff had close to 40 employees and was growing and experiencing continuous change. Our office was split into five departments based on the type of duties and responsibilities (Appendix 1). My department, the counseling department, and I were responsible for correspondence with students, federal regulating agencies, and all management of student accounts. Employee Selection

Employee selection, in conjunction with employee recruiting, is defined as taking a number of applicants reducing that number and choosing from among those individuals who have relevant qualifications (Bohlander & Snell, 2012). Analyzing jobs to develop job descriptions and specifications, allow employers to identify the individual competencies employees need to exhibit for success. Analysis of the knowledge, skills, abilities, and other factors all are paths to superior performance (Bohlander & Snell, 2012). The organization needs to complete this analysis process in order to achieve long term success and to ensure that the potential employee will meet the need of the organization. Company Process

The University selection process used for hiring was online applications, resume, cover letter/experience statement, background and reference checks, and then an interview process. The recruitment department within the human resource office actual receives the original job application and resumes. They select the candidates that...
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