Competence Based Recruitment and Selection

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MZUMBE UNIVERSITY
DAR ES SALAAM BUSINESS SCHOOL

PROGAMME OF STUDY:

MSC. HUMAN RESOURCE MANAGEMENT

COURSE:

ADVANCED - HRM

STUDENT NAME: SYONI MWAKIPEKE - MSC/HRM/DCC/095/T.11

Question:
Competence based recruitment and selection facilitates career management in organization. Discuss.

1.

INTRODUCTION

Competence- based Recruitment and selection is used to predict the potential job performance of the applicants. With the help of this method organizations can find best people to achieve their objectives. The different between traditional recruitment and competence based recruitment and selection is that the second one concentrated more on formal, measurable competencies. The process of competency based recruitment and selection

1.1

Competency

Competency is a temporally stable, narrowly defined and trainable talent ability to complete an organizationally valued prospective jot task successfully. Competencies have come up as a conception for naming and managing abilities, knowledge and skills and applying them on many different areas. Once the competency based approach is applied candidates’ performance can be anticipated easier and more exactly.

It provides more precise approximation of future

performance than the testing of knowledge since it also explains how the knowledge is applied.

1.2

Competency based recruitment and Selection process

The process of competency based recruitment and selection involves eleven steps of which first to four steps explained the recruitment process and the rest that is five to eleven defined how the selection works.

Competency based recruitment and Selection process
Step 1
Identify HR and Job recruitment needs

Step 2
Complete Job or position documentation

Step 3
Identify recruitment sources

1

Step 4
Create recruitment materials and implement the recruitment process

Step 5
Determine the selection criteria

Step 6
Select the applicants

Step 7
Train the interviewers and conduct behavioral event interviews with the leading candidates

Step 8
Complete competency assessment, prepare the selection recommendation list and select the candidate

Step 9
Verify the selected candidate’s qualification

Step 10
Negotiate compensation and benefits package with the successful candidate and extend an employment offer after the package has been accepted, first by the organization and then by the candidate

Step 11
Validate the selection Results
Figure 1. Competency - based recruitment and selection (Dubois & Rothwell 2004, p. 113)

1.3

Advantages of Competency-based recruitment and selection process

This method results in numerous advantages, for example:
a)

It is result – oriented;

2

b)

Discrimination is out of the question;

c)

Identifying backups for positions is easier;

d)

Traditional training times are less; and

e)

Employees’ performance levels are higher.

2.

COMPETENCY MODELS MANAGEMENT

In order to carry out competency-based recruitment and selection for a position a competency model is essential to evaluate applicants. The organization can benefit from competencies by building up competency models not only for a job-role but also for an entire organization. A competency model refers to a group of competencies required in a particular job (OntoHR project 2010a). But obviously this is not the only field that can benefit from the concept of competency. Competency management can make things easier for organization by facilitating the design of job-roles and its competencies according to the organizational objective. Job Design is the next step after the completion of competency model is job design. “Job design refers to the way tasks is combined to form complete jobs.” (Robbins & Stuart-Kotze, 1987)

2.1

Challenges of competency-based recruitment

However competency-based recruitment and selection has some challenges too, which includes: 

A disciplined...
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