This plan ensures that the organization has highly competent employees in a range of areas. It can be referred to as the Organization Entry Plan. This plan is developed in accordance with employee competency required in different operations. In order for this plan to be effective, accuracy, and the mission of the cooperation should be at the forefront. The recruitment, selection and on board process plan is a key element to the success of the organization.
Selection is the second stage in a normal organization entry scheme and starts at the end of recruitment. It involves identifying candidates who meet key requirements through a battery of tests and purposeful interviews. The selection policy of an organization determines the procedures that should be utilized in picking the right person for available job opening therein. In its absence, selection would depend on the whims and caprices of the managers. This process should be as thorough as the budget allows. A string of interviews that determine the personality, proficiency, and the cognitive abilities of the future employee must be accomplished to ensure the best people are placed in our organization.
The personality observation is used for uncovering the personality characteristics of applicants, thereby assessing their relationship with the performance of a specified job. The personality traits of a person depict ability to develop interest in other people, and strength of focus to work with them. Certainly, this is a strong determinant of environmental adjustability and tendency to operate without overbearing cloud of phobia. Other personality traits that can be appraised are emotional stability, motivational system, and openness to experience, conscientiousness, gregariousness, amiability and introversion.
Another name of proficiency tests is achievement tests, and they are used for measuring an applicant’s knowledge or skills, in relationship with the ones needed for a particular job. These tests usually involve questions aimed at discovering the depth of an applicant’s knowledge about certain tasks and responsibilities as contained in a specific job These tests require applicants to perform tasks, which are similar to that of a particular job. The use of these tests is based on the fact that observed work behaviour of applicants under standard job situations, are appropriate indicators of their most probable performance ratings, when placed in such capacities.
Cognitive test are assessment tools used for measurement of intelligence and aptitude of applicants. They are the most widely accepted selection tests used in industries (i) General Intelligence Test.
(ii) Aptitude Test.
“On-boarding involves integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive, from accepted offer to end of first year.” (Source: US Department of Defense)
A key element to on boarding is placement. This involves specific positioning of new employee on a defined job role after he or she must have accepted the offer of employment and endorsed the statement of job description which highlights key performance areas. Orientation is a social function which serves as a familiarization program provided to new employees. It’s not actually structured to be a training program. It stands as a ‘getting to know us’ program. This is a structured training program aimed at infusing key knowledge, skills and abilities into new employees, so as to sharpen and fine-tune them for effective positioning. At this stage, a mentor would be assigned to each new employee for developing and administering institutional and experiential guidance, which nurtures talent and promotes the bond between mentor and protégé, in that way giving the employee a sense of belonging and room for growth as well as expertise development....