Your Assessment(you need to score 60% or more to pass)
Instruction: Attempt at least 4 questions. each question has a second part to it. Read carefully, then scroll down to the comment section at the end of the page to submit your answers.
1. What are the primary functions and responsibilities of an HR manager within an organization?
- Provide examples to illustrate how these responsibilities contribute to effective human resource management.
2. Explain the significance of communication in the field of Human Resource Management.
- How does effective communication contribute to the success of HRM practices, and what challenges might arise in the absence of clear communication?
3. Outline the steps involved in developing a comprehensive compensation plan.
- Consider factors such as market trends, internal equity, and employee motivation. Provide an example or case study to illustrate your points.
4. Enumerate and briefly describe the essential stages in the recruitment process.
- Highlight the significance of each stage in ensuring the acquisition of the right talent for an organization.
5. Provide a comparative analysis of various recruitment strategies.
- Discuss the advantages and disadvantages of strategies such as internal promotions, external hires, and outsourcing. Include real-world examples to support your discussion.
6. Detail the stages involved in the selection process, starting from reviewing applications to making the final job offer.
- Discuss how each stage contributes to identifying the best candidates for a given position.
7. Identify and explain various interview methods used in the selection process.
- Compare and contrast methods such as behavioral interviews, situational interviews, and panel interviews. Highlight the considerations for choosing the most appropriate method for different roles.
8. Discuss the various tests and selection methods used in the hiring process, including skills assessments, personality tests, and situational judgment tests.
- Compare their strengths and weaknesses, and provide recommendations on when to use each method based on the job requirements.
Submit your answer below
QUESTION 1
Primary function of an HR manager includes recruitment. They conduct interviews, assessments, reference checks, and work tests to recruit new employees and select the best ones to work with the organization. Another function is Performance management, they help boost people’s performance so that the organization can achieve its goals. They build talent pipelines and help employees build skills that are needed to perform today and also in the future. This is also to aid recruiting members of the organization for strategic positions when there’s an opening.
QUESTION 2
Communication styles can influence how successful we are in communicating with others, how well these people understand us ad how well we get along. One of the significance of communication is sharing one’s view with others. People with the driver style of communication tend to avoid casual conversation and get right to the point, they make their views clear enough to others. Another significance of communication is creating an environment where people can feel at ease with one another. In an official setting, some people are always tensed and they find it difficult to interact with their colleagues but if a friendly environment is built, effective interaction will take place and this will enhance productivity in such organization.
Another significance of communication is understanding. An active listener tends to listen to what the speaker is saying and confirm the interpretation of what the speaker is saying.
One of the contributions of communication to the success of Human Resources practices is that it enhances productivity in the organization. Communication also brings about understanding in the organization.
One of the challenges that might arise in the absence of clear communication is hostility in the organization. Whenever there’s hostility in the organization, the workers won’t be able go interact freely with one another and it can reduce productivity in the organization.
QUESTION 4
a. Staffing Plans
Before recruiting, organizations must execute proper staffing strategies and projections to know the number predict of people they will require. This plan allows H.R.M to see how many people they should hire based on revenue expectations and can also include the development of policies to encourage multiculturalism at work.
b. Develop Job Analysis
Job analysis is a formal system developed to determine what tasks people perform in their jobs. The information obtained from the job analysis is utilized to create the job description. Doing this makes the candidates applying to know what the organization wants and it reduces stress of selecting candidates during recruiting process.
c. Write Job Description
The next stage of the recruitment process is to develop a job description that should outline a list of tasks, duties, and responsibilities of the job.
d. Job Specifications Development
Position specifications outline the skills and abilities required for the job.
e. Know laws relation to recruitment
One of the most important parts of H.R.M is to know and apply the law in all activities the HR department handles. It is the responsibility of the HR professional to research and apply the laws relating to recruitment in their respective industry and country.
f. Develop recruitment plan
A successful recruitment plan includes actionable steps and strategies that make the recruitment process efficient. Recruitment of the right talent at the right place and at the right time takes skill and practice, but more importantly, it takes strategic planning. HR professionals should develop a recruiting plan before posting any job description.
g. Implement a recruitment plan
This stage requires the implementation of the actions outlined in the recruitment plan.
h. Accept Applications
The first step in selection is to begin reviewing résumés. But even before you do that, it’s crucial to create standards by which you’ll evaluate each applicant. Both the job description and the job requirements might provide this information.
i. Selection process
This stage will require the HR professional to determine which selection method will be used. The next step of the selection process is to determine and organize how to interview suitable candidates.
QUESTION 6
Selection process means choosing the best candidate for the job. The process begins with identifying the individuals best qualified for the job. This process includes; Reviewing applications, administering selection tests; conducting job interviews; checking references; conducting background checks].
Reviewing applications is an attempt to reduce the number of individual applications, or by administering selection tests to identify individuals qualified for the position. Candidates who meets this qualifications gets interviewed. After this checking references and conducting background checks is essential to identify any red flags that may be present in a candidate.
1. Primary function of an HR manager includes recruitment. They conduct interviews, assessments, reference checks, and work tests to recruit new employees and select the best ones to work with the organization. Another function is Performance management, they help boost people’s performance so that the organization can achieve its goals. They build talent pipelines and help employees build skills that are needed to perform today and also in the future. This is also to aid recruiting members of the organization for strategic positions when there’s an opening.
2. Communication in the field of HRM is essentially significant as it plays a vital role in how successfully we get along with others. Strong communication skills is invaluable to HR professionals as this aids how we communicate with people and how well we are understood. Communication also helps in creating environments where people can easily be at ease without feeling tensed. Good Communication also enhances productivity in any organization.
4.i. Staffing Plans
Before recruiting, organizations must execute proper staffing strategies and projections to know the number predict of people they will require. This plan allows H.R.M to see how many people they should hire based on revenue expectations and can also include the development of policies to encourage multiculturalism at work.
ii. Develop Job Analysis
Job analysis is a formal system developed to determine what tasks people perform in their jobs. The information obtained from the job analysis is utilized to create the job description. Doing this makes the candidates applying to know what the organization wants and it reduces stress of selecting candidates during recruiting process.
iii. Write Job Description
The next stage of the recruitment process is to develop a job description that should outline a list of tasks, duties, and responsibilities of the job.
iv. Job Specifications Development
Position specifications outline the skills and abilities required for the job.
v. Know laws relation to recruitment
One of the most important parts of H.R.M is to know and apply the law in all activities the HR department handles. It is the responsibility of the HR professional to research and apply the laws relating to recruitment in their respective industry and country.
vi. Develop recruitment plan
A successful recruitment plan includes actionable steps and strategies that make the recruitment process efficient. Recruitment of the right talent at the right place and at the right time takes skill and practice, but more importantly, it takes strategic planning. HR professionals should develop a recruiting plan before posting any job description.
vii. Implement a recruitment plan
This stage requires the implementation of the actions outlined in the recruitment plan.
viii. Accept Applications
The first step in selection is to begin reviewing résumés. But even before you do that, it’s crucial to create standards by which you’ll evaluate each applicant. Both the job description and the job requirements might provide this information.
ix. Selection process
This stage will require the HR professional to determine which selection method will be used. The next step of the selection process is to determine and organize how to interview suitable candidates.
6. Selection process means choosing the best candidate for the job. The process begins with identifying the individuals best qualified for the job. This process includes; Reviewing applications,
; administering selection tests; conducting job interviews; checking references; conducting background checks].
Reviewing applications is an attempt to reduce the number of individual applications, or by administering selection tests to identify individuals qualified for the position. Candidates who meets this qualifications gets interviewed. After this checking references and conducting background checks is essential to identify any red flags that may be present in a candidate.
(8a) The hiring process involves a range of tests and selection methods to access the suitability of candidate’s for a particular role. These are
I. Cognitive ability test:It measure a candidate’s mental capabilities, including their verbal reasoning, numeric aptitude, logical reasoning and problem-solving skills. It helps the organization guage a candidate’s potential to learn, adapt and perform well on the job
II. Personality test: Access the candidates behavioral traits, preferences and characteristics. It provide insight into how individuals typically thinks, feel and interact with others, it aid in determining how well a candidate’s align with the job requirements and the organization’s culture.
III. Skills assessments: It evaluate the capabilities and qualifications of the candidates related to the job requirements. It helps employers understand a candidate’s proficiency, knowledge and ability to perform specific job related task.
IV. Situational judgement test:SJTs evaluate a candidate’s ability to handle work related scenarios and make effective judgements. It presents candidates with hypothetical situation they might encounter in the role and access their decision-making skills
(8b) Cognitive Ability Tests:
Strengths:
– Measure general cognitive abilities.
– Predict job performance across various roles and industries.
– Provide an objective and unbiased way to compare candidates.
– Assess critical thinking and problem-solving skills.
Weaknesses:
– May not account for non-cognitive factors such as motivation or interpersonal skills.
– Cultural or gender biases can influence outcomes.
– Need to be used alongside other methods for a comprehensive evaluation.
Recommendation:
Cognitive ability tests can be applicable across a wide range of job roles and industries, where cognitive skills and problem-solving are critical. They are particularly useful in positions that require analytical thinking, complex decision-making, or solving intricate problems.
2.Skills Assessments:
Strengths:
– Measure specific job-related skills and knowledge.
– Provide objective and measurable results.
– Assess an applicant’s ability to perform essential tasks.
– Help employers identify qualified candidates.
Weaknesses:
– May not capture practical, on-the-job performance.
– May not reflect soft skills or adaptability.
Recommendation:
Skills assessments are best suited for roles that require specific technical skills or knowledge. They are particularly useful when evaluating candidates for roles such as software development, engineering, accounting, or any position where proficiency in a particular skill is critical to success.
3. Personality Tests:
Strengths:
– Provide insights into a candidate’s work style, preferences, and traits.
– Aid in assessing cultural fit and team dynamics.
– Help predict job performance in certain situations.
– Facilitate self-awareness and personal development.
Weaknesses:
– Results may be influenced by the candidate’s self-presentation.
– Should not be the sole basis for hiring decisions.
– May oversimplify complex personalities.
Recommendation:
Personality tests are beneficial when assessing candidates for roles that require specific behavioral traits, such as customer service, sales, or leadership positions. They can help gauge if a candidate aligns with the organization’s desired culture and team dynamics.
4. Situational Judgment Tests (SJTs):
Strengths:
– Assess problem-solving abilities and ethical decision-making skills.
– Simulate real work situations, providing a glimpse of on-the-job behavior.
– Help identify candidates with critical thinking skills.
– Predict job performance under specific circumstances.
Weaknesses:
– Can be time-consuming and complex to develop.
– May not capture all aspects of job performance.
– Contextual factors may affect responses.
Recommendation:
SJTs are valuable for evaluating candidates in roles that involve decision-making, problem-solving, and ethical considerations, such as management, supervisory positions, or customer-facing roles. They provide insights into how applicants might handle challenging situations likely to arise in the job.
(2a) Communication is of paramount importance in the field of HRM, a clear and consistent communication contributes greatly to employee engagements. It is essential in ensuring everyone within the organisation is aware of laws, regulations and the company policies. It is the foundational in human resources management, facilitating clarity, understanding and efficiency.
(2b) Effective communication helps articulate job descriptions and expectations, it ensures that employees understand their roles, responsibilities and company policies. It enhances employee morale and loyskty
Challenges: lack of communication will bring about misunderstanding, conflict and disengagement.
(1a). The primary responsibilities of an HR is to handle disciplinary actions, create employer-employee relations, maintain company culture, training and development, recruitment and hiring
(1b). Human resources plays a crucial role in maintaining and shaping a company’s culture, let’s take for instance, at ABC innovate, the company culture is defined by values of innovation, collaboration, transparency and personal growth, an HR will ensure they hire individuals who not only possess the right skills but also align with the company’s culture, they conduct orientation programs and also introduces a reward system that align with the company values.
(4a) Recruitment processing include
1. Defining the Role: Before initiating the recruitment process, it’s important to clarify the role, responsibilities, necessary skills, and qualifications of the job position.
2. Advertisement: Once the role is defined, it is advertised through appropriate channels such as job portals, social media, or recruitment agencies. The aim is to attract a wide pool of suitable candidates.
3. Screening of Applications: After receiving applications, HR conducts an initial screening to determine the eligibility of applicants based on their qualifications, experience, and suitability for the role.
4. Shortlisting: From the screened applications, HR shortlists the most suitable candidates for further evaluation. This step further filters the applicant pool based on a stricter set of criteria.
5. Interviews: The shortlisted candidates are invited for interviews. This stage allows employers to assess the candidates’ skills, experiences, and fit with the company culture. Interview formats can vary from phone and video interviews to in-person interviews or even group interviews.
6. Reference Checks: It involves contacting the candidate’s previous employers or colleagues to validate their work history, behavior, and professionalism.
7. Decision Making: After conducting the interviews and reference checks, the HR team along with the hiring manager make a decision based on all gathered information about each candidate.
8. Job Offer: The selected candidate is extended a job offer, detailing the position, remuneration, benefits, and any other terms of employment. Upon their acceptance, the recruitment process is officially concluded.
9. Onboarding: Although not traditionally a part of the recruitment process, proper onboarding of a new employee is a vital step. This includes orienting them to their duties, introducing them to their colleagues, and educating them about company policies and culture.
(4b)
1. Defining the Role: Clearly defining the role and its requirements helps attract candidates who are qualified and interested in the position. Any discrepancy may lead to poor job performance or increased turnover.
2. Advertisement: A well-crafted job advertisement can attract a wide pool of suitable applicants. The choice of platform also influences the type of candidates you reach.
3. Screening of Applications: This step ensures only candidates meeting the basic qualifications proceed to further stages, saving time and resources in the process.
4. Shortlisting: This stage ensures only the most suitable applicants are considered, further narrowing down the pool and making sure that effort is invested in the strongest candidates.
5. Interviews: Interviews provide a platform to assess the technical skills, cultural fit, and potential of the candidates, key factors that contribute to job performance and satisfaction.
6. Reference Checks: Checking references can verify a candidate’s skills, performance, and reliability as stated in their application or interview. This reduces the risk of poor hires.
7. Decision Making: The decision-making step is crucial to selecting the best-fit candidate across multiple parameters like competencies, fit, and potential for growth.
8. Job Offer: Crafting a compelling job offer is crucial for attracting and retaining top talent. The salary, benefits, and growth opportunities must be competitive and attractive.
9. Onboarding: Effective onboarding aids in setting expectations, integrating the new hire into the team, and speeding up their productivity. It contributes to job satisfaction and aids in talent retention.
1. What are the primary functions and responsibilities of an HR manager within an organization?
The primary function of a HR manager is to oversee the recruiting process, interviewing process and hiring of new staff to the organisation/company.
1b. i. These responsibilities attaches value to the company, and thereby helping the staff to stay committed and dedicated.
ii. The HR serves as a link between the company and the new staff admitted.
iii. It boost the company’s growth expectations
2. Explain the significance of communication in the field of Human Resource Management.
i. It create a team work spirit
ii. Greater level of success
iii. Speed in growth level and better understanding
2b. It fosters Relationship and when not available, causes misunderstanding
ii. It fosters compliance and enables better and faster work in accuracy. And lack of it could cause poor planning and delayed development
3.Outline the steps involved in developing a comprehensive compensation plan.
_Job Analysis
_market analysis
_internal revenue
_performance evaluation
_employee motivation and performance
_ compensation philosophy
_performance management and incentives
_ Developing a compensation strategy
_Implementing and Communicating the plan
_monitor and adjust the plan where necessary
3b. Think about the organisation culture, business strategy and HR strategy
_ consider what you want to reward
_ look at the talent landscape
_Budgeting the cost and availability of resources
4.Enumerate and briefly describe the essential stages in the recruitment process.
Essential Stages in Recruitment Process.
_Staffing Plans: Business should project how many staff they need base on revenue expectation.
_Develop Job Analysis: This is a formal system developed to determine the tasks of employees or their job description.
_ Write Job Description: This is when the HR manager outline the list of tasks, duties and responsibilities of the job.
_ Job Specification Development: This is the outline of the skills and abilities an employees must possess.
_ Know law Relation to Recruitment: An HRM must know and apply the law in all activities in HR department which include all the people applying for a job.
_Develop Recruitment Plan: This is the strategy or action plan map out to ensure that the right talent and people are employed.
_Implement a Recruitment Plan: This is the stage whereby the actions outlined in the recruitment are being implemented.
_ Accept Application: This is the first step in selection to start receiving resume. Standard for evaluation must be put in place and job description must be clearly spelt out.
_Selectin Process: HR professional must determine the selection method and organize how to interview suitable candidates.
4b. Acquisition for The Right Talent Include: Knowledge, Skills, Abilities and other Characteristics.
2a. Communication is an invaluable component of the Human Resource Management. It can be done verbally or non-verbally( facial expressions, eye contacts, tone of voice, physical gestures, etc. It is basically the bridge for understanding between the employer and the employees.
2b. Effective communication is very important as it aids an unhindered work flow, both the employee and employer clearly understand one another well enough, needs and requirements are properly expressed and work flow is smooth.
Challenges— if effective communication is lacking, employees will be working in an opposite direction from the standpoint of the organization, hence, no notable achievement is recorded.
1a. The HRM is essential for the growth of any business or organization. They function to help manage people in order to get them to deliver their best on the job. They’re responsible for hiring the right people, successfully onboarding them, rewarding them fairly and continuously optimizing their their performance. This is achieved through a well defined recruitment& selection process, performance management, culture management, learning and development etc.
1b. Let’s Assume company xyz is looking for a suitable sales officer in Northern Nigeria, it is the role of the Human Resource person to ensure to get a suitable candidate for hire in terms of the candidate’s ability to adapt to the cultures of a new environment , communicate effectively , willingness to relocate etc.
4 stages in the recruitment process
Staffing plans—- this helps to predict how many member of staff need to be hired, based on revenue expectations and development of policies.
Develop job analysis— this process determines the exact tasks expected to be performed by the people.
Write Job Description— this involves outlining a list of tasks, duties and the responsibilities of the job.
Job specifications and development— list of requirements needed to perform the job
Know laws related to recruitment— this involves getting familiar with laws relating to recruitment with respect to individual industries and countries.
Develop recruitment plan—actionable steps and strategies that make the recruitment process efficient.
Implement a recruitment plan— implementation of actions and activities outlined in the recruitment plan
Accept applications— this is concerned with taking in entries, using the job description and job requirements as guide.
Selection process— usually, it determines and organizes how to interview suitable candidates.
6a Criteria development—firstly, a plan must be put in place for the interview procedure. It is concerned with Choosing which information source to utilize and how to grade during the process. It must be related to the job analysis and the job description. Usually skills, abilities and personal characters are considered and greatly required, hence must be discussed.
Application/CV Review—applications for the job role are reviewed through various methods and processes, these may include certain computer programs that search keywords and thereby helps to streamline the number of resumes to be reviewed.
Interviews— applicants are chosen for interviews through a selection determination of which applicants mostly match the minimal requirements.
Test Administration— this can be anyone of physical, psychological, personality and cognitive tests.
Making the offer—this is usually the last stage of the recruitment prep was. It involves offering the position to a carefully selected candidate. It is usually done through an offer of an email or a letter.
QUESTION 1:
Human Resource Management (HRM) is the management of people to help them perform to the best of their abilities which an organization benefits from with better results.
Below are some of the functions of HRM to an organization:
1. Culture Management: which means helping an orga build a culture that helps it reach her goals as different cultures attracts different people, thus, cultivating organization culture can build and keep the organization in competitive advantage.
2. Performance Management: The success of an organization can be measured by the output of its workforce, thus the HRM uses feedbacks, succesion plan and performance reviews to boost the performance of employees and build talent opening for the organization recruitment.
3. Recruitment and Selection: These are the processes involved hiring and continuous assessment or the workforce in an organization. HRM carry out job interviews, conference checks and work test to ensure that the right talents are being recruited for a company.
4. Learning and Development: After hiring talents for the company, the HRM doesn’t stop there, it goes ahead to ensure and help employees build up the needed skills they require to be able to perform their day-to-day and future activities within an allotted budget.
5. Information and Analytics: The HRM also manages data both of people and human resources technology with the help of Human Resource Information System. This function helps the HRM keep tracks of key performance indicators (KPIs) within the company’s employees.
6. Compensation and Benefits: A Happy workforce is a workforce that is Motivated. This the HRM ensures by rewarding employees with such benefits that keeps them happy with relation to Labor Unions, work councils through Employee Relation Management
QUESTION 6:
The Selection Process is the action involved in selecting persons with the needed KSAOs and necessary qualities to fill in a current position or future job opening.
The Selection Processes include:
1. Criteria Development: This is the first part of the process which forms part of the interview procedure, examining resumes, developing interview questions which everyone involved should be taught and then the criteria selection should be related to the job analysis and description.
2. Review Applications and Resumes/CVs: Once the selection criteria is established, applications sent in needs to be reviewed in accordance with resumes and CVs.
3. Interviewing: Applicants whose applications meets the minimal requirements as specified on the job description must be chosen for test.
4. Test Administration: Test and exams such as the Cognitive, Physical, Psychological, Personal test are then administered to the selected applicants.
5. Making an Offer: This completes the process and it is very crucial in rounding off a successful selection process. This entails making an offer to the chosen applicants
QUESTION 7
Various interview methods include:
1. Traditional Interview: This is the type of interview that consist the interviewer and the candidate in an office setting with series of questions asked and answered.
2. Telephone Interview: This is usually done to narrow down the numbers of candidate if they are many before eventually calling the successful candidates for physical or traditional interview.
3. Panel Interview: This is an interview where numerous interviewers interview candidate at the same time.
4. Information Interview: This is the type of interview conducted when there isn’t a specific job opportunity but the applicant is looking into potential career paths. This helps an employer find an excellent individuals before a position opens up.
5. Video Interview: This is the type of interview where the video technology is adopted and the same information are gathered like the traditional method of interview.
QUESTION 4
Essential Stages in Recruitment Process
1. Staffing Plans: Business should project how many staff they need base on revenue expectation.
2. Develop Job Analysis: This is a formal system developed to determine the tasks of employees or their job description.
3. Write Job Description: This is when the HR manager outline the list of tasks, duties and responsibilities of the job.
4. Job Specification Development: This is the outline of the skills and abilities an employees must possess.
5. Know law Relation to Recruitment: An HRM must know and apply the law in all activities in HR department which include all the people applying for a job.
6. Develop Recruitment Plan: This is the strategy or action plan map out to ensure that the right talent and people are employed.
7. Implement a Recruitment Plan: This is the stage whereby the actions outlined in the recruitment are being implemented.
8. Accept Application: This is the first step in selection to start receiving resume. Standard for evaluation must be put in place and job description must be clearly spelt out.
9. Selectin Process: HR professional must determine the selection method and organize how to interview suitable candidates
1
1a.critical thinking skills: critical and creative thinking and writing are abilities that will aid a HR manager
b.communication skills: the ability to present negative and positive news and working with various personalities.
c. Specific Job skills: computer skills is a must for HR manager
d. Organisation Skills: Ability to organize and multitask in handling files.
4.
4a. Essential Stages in Recruitment Process
1. Staffing Plans: Business should project how many staff they need base on revenue expectation.
2. Develop Job Analysis: This is a formal system developed to determine the tasks of employees or their job description.
3. Write Job Description: This is when the HR manager outline the list of tasks, duties and responsibilities of the job.
4. Job Specification Development: This is the outline of the skills and abilities an employees must possess.
5. Know law Relation to Recruitment: An HRM must know and apply the law in all activities in HR department which include all the people applying for a job.
6. Develop Recruitment Plan: This is the strategy or action plan map out to ensure that the right talent and people are employed.
7. Implement a Recruitment Plan: This is the stage whereby the actions outlined in the recruitment are being implemented.
8. Accept Application: This is the first step in selection to start receiving resume. Standard for evaluation must be put in place and job description must be clearly spelt out.
9. Selectin Process: HR professional must determine the selection method and organize how to interview suitable candidates.
4b. Acquisition for The Right Talent Include: Knowledge, Skills, Abilities and other Characteristics(KS
2. Communication skill is very essential in the field of Human Resource Management.
An effective communication contribute immensely to the success of HRM practice in the following ways:
1. It helps and improves productivity
2. It contributes to good ethic and morale in the workplace.
3. It foster an environment for corporation.
4. Employees are well trained and skills improved.
5. HR manager that is an active listener build good relationship and confidence between the H.R.M and employee.
6. Prevent misunderstanding
However, without an effective communication in the field of HRM, the organization will experience;
1. Low productivity
2. Brings misunderstanding between the HRM and employee
3. It could bring an hostile environment
4. Employees will lack roper training either on the job or ethics that guides the organization.
5. Employees will lack confidence in the HRM.
6. Employees will lack ethics and good morals that guides the organization because no proper training is conducted.
7a. Various interview methods include:
1. Traditional Interview: This is the type of interview that consist the interviewer and the candidate in an office setting with series of questions asked and answered.
2. Telephone Interview: This is usually done to narrow down the numbers of candidate if they are many before eventually calling the successful candidates for physical or traditional interview.
3. Panel Interview: This is an interview where numerous interviewers interview candidate at the same time.
4. Information Interview: This is the type of interview conducted when there isn’t a specific job opportunity but the applicant is looking into potential career paths. This helps an employer find an excellent individuals before a position opens up.
5. Video Interview: This is the type of interview where the video technology is adopted and the same information are gathered like the traditional method of interview.
7b
Behavioral Interview is when the past experience or behavior are predictive behavior while Situational Interview is inquired to evaluate the candidate’s ability, knowledge, experience and judgement. On the other hand, Panel Interview is the method of interview where numerous people are interviewing a candidate at the same time either using behavioral or situational interview to gather information from candidates
7. Interview methods used in the selection process:
(a) Behavioral Interviews: This is done by asking questions to know the behavior of such applicants, most especially how they interact with colleagues. For example, questions like this can be asked: “your colleague whom you share office together didn’t inform you, he or she will be travelling the next day, he calls you to help get something done at work, how would you handle this”.
(b) Situational Interviews: This method of interview is carried out by asking questions to determine how such applicants will act or react in a particular situation. For example, questions like this can be asked: ” an irate customer walks in and start ranting about poor customer service, how would you handle such customer “.
(c) Panel interview: This involves two or more people interviewing a particular candidate or candidates at the same time.Questions are asked from various interviewers and this also saved time.
COMPARE AND CONTRAST
(a) behavioral Interview:The advantages of this is that it helps to know the behavior of the particular candidate,in case they come on board.
The disadvantages is that it might be deceiving as one cannot a person at a goal, answers to questions asked might not be prerequisite to know applicants behavior.
(b) Situational Interviews: The advantage is that it helps to know how such applicant(s) will react in a given situation, this is to test their emotional intelligence.
The disadvantage is that it might not be accurate to judge a person’s ability to manage situations, as people tend to react differently to different situation.
Situation interview method is good for a customer service role.
(iii) Panel interview: The advantages is that it saves time, rather interviewers interviewing various candidates at separate times. It also help to fasten decision making process of applicants and also eradicates prejudice.
The disadvantage is that it might lead to disagreement on who to choose as each interviewers point of view might be misleading.
This method is good when there are numerous applicants to interview.
2) Our communication styles can influence how successfully we communicate with others, how well we are understood, and how well we get along.
Ability to understand and classify people under the different types of communication, makes it better to understanding and accommodating the persons point of view while analyzing the opinion provided. The understanding of Listening as a form of communication also gives you the advantage of understanding the perspective from which your employees or staff views issues. In cases of non- verbal communication, It is easier to have misunderstandings without seeing and hearing nonverbal clues. So the need for an appropriate non-verbal communication is a requirement to a good working relationship . Thus, strong communication skills are invaluable for those working in HR professions.
Several challenges ensues from unclear communication
A) Misconceptions
B) Mosinterpretations
C) Disagreements
D) Conflicts
5) Comparative Analysis of various recruitment strategies :
A) Outside recruiters, executive search
– Advantages
-Can be Time saving
– Disadvantages
-Expensive
-Less control over final candidates to be interviewed
• Example: This occurs when a company takes over the recruitment of staff at a particular cost or percentage which is either paid by the company or paid by the candidate.
B) Campus recruiting/educational institutions
• Advantage:
-Can hire people to grow with the organization
-Plenty source of talent
• Disadvantage:
-Time consuming
-Requires a particular level of experience
•Example: This strategy of recruitment comes from the university. Where the university sends candidates from their school to gain more knowledge or experience either on the basis of excellent/poor performance or the need for extra training/ experience. This is seen in the Industrial attachments done before a student graduates.
C) Professional Organization and Association.
• Advantage: Networking
• Disadvantage : Maybe time consuming to network
• Example: in the field of human resources, the Society for Human Resource Management in the U.S. allows companies to post jobs relating to HR
D) Websites
• Advantage:
-Diversity
-Low Cost
-Quick
• Disadvantage :
-Significant number of unqualified candidates
-Lack of personal touch
-Time consuming
Example: LinkedIn posting jobs on their website for suitable candidates to apply
E) Social Media
• Advantage:
-Inexpensive
• Disadvantage :
-Overwhelming Response
Example: By posting job openings as status updates on several social media platforms like Facebook, twitter, LinkedIn and YouTube might spark interest in some candidate
F) Events:
• Advantage:
-Access to specific target markets of
candidates
• Disadvantage :
-Can be expensive
-May not be the right target market
Example: Big companies like PiggyVest and Tecno sponsoring events. This avails them the opportunity to advertise their products and recruit more candidates in that same event.
G) Referral
• Advantage:
-Higher quality people
• Disadvantage :
-Concern for lack of diversity in the workplace
Example: Recruitment based on referral especially from a friend or relative May not be to the advantage of the company as sentiments may be attached .
H) Traditional Advertisement
• Advantage:
-Retention
-Can target a specific audience
• Disadvantage :
-Can be expensive form of advertising
Example: A TV advert campaign may not be the most appropriate or cost-effective method if hiring for one job role.
I) Internal Candidates
•Advantage:
-Rewards contributions of current staff
-Can be cost effective, as opposed to using a traditional recruitment strategy
-Knowing the past performance of the candidate can assist in knowing if they meet the criteria
•Disadvantage :
-Can produce “inbreeding,” which may reduce diversity and difference perspectives
-May cause political infighting between people to obtain the promotions
-Can create bad feelings if an internal candidate applies for a job and doesn’t get it.
Example: Promoting an assistant branch manager of a bank to a branch manager of the same bank.
J) External Candidates
•Advantage:
-Brings new talent into the company.
-Can help an organisation obtain diversity goals.
-New ideas and insight brought into the company
•Disadvantage:
-Implementation of recruitment strategy can be expensive.
-Can cause morale problems for internal candidates.
-Training and orientation may take more time
Example: Promoting an assistant branch manager to a branch Manager of another branch while overlooking people in that branch that are due for the promotion.
6) Stages Involved in Selection Process
– Reviewing Applications
– Phone Interview
– Administering Selection Test
– Conducting job interviews
– Checking references
– Conducting background Checks
– Making the offer
Reviewing of Applications:
Simply refers to reviewing the Résumé /CV and narrowing the number of résumés that of going through this process must be looked at and reviewed.
Review. There are different methods going about this process but there are also computer programs that can search for keywords in résumés and narrow down the information required.
Phone Interview
This method is used to further narrow down applications that match the minimal requirements. This helps save time of the recruitment process.
Administering Selection Test
This refers to administering examinations before making a hiring decision. These examinations consist of physical, psychological, personality, and cognitive testing. This process further narrows the candidate’s to those who are minimally fit physically, psychologically for the job.
Conducting job interviews
Interviews could be structured or unstructured. In an unstructured interview, questions are tailored to the applicant in question eg questions concerning the candidate’s background and résumé. A structured interview consists of a series of standardised questions based on a job analysis rather than individual candidates’ résumés.
Structured interview can be preferable as the expected or desired answers are determined ahead of time, which allows the interviewer to rate and score the responses as the candidate provides answers.
Checking references/Conducting background Checks
This refers to reaching out to the references and previous employees to get a confirmation of every detail the candidate provided , possible reasons for the candidate to have left the previous job and they would accept the candidate back if he were to return to them.
Making the offer
Making an offer is beyound concluding on the choice to hire a candidate. However, extending an offer to the selected candidate can be just as crucial as the interviewing procedure. If the offer is not appropriately handled, you can lose the candidate, or if the candidate takes the job, the candidate could start on the wrong foot.
extend the offer as soon as possible to the applicant.
Making an offer is often accomplished with a phone conversation and a subsequent email that describes the offer’s specifics.
7) Various interviewing method
– Traditional Interview: This type of interview usually takes place in the office between the interviewer and the candidate where series of questions are asked and answered.
– Telephone Interview
A telephone interview is often used prior to the traditional interview to narrow the list of people receiving a traditional interview. It can be used to determine salary requirements or other data that might automatically rule out giving someone a traditional interview.
• Panel Interview
A panel interview takes place when numerous persons interview the same candidate at the same time. While this interview style can be stressful for the candidate, it can also be a better use of time. As instead of a candidate coming for interview by different people at different times, the person can be interview at the same time by the different people.
• Information Interview
Informational interviews are done to help employers find excellent individuals before a position opens up
• Group Interview
Two or more candidates are interviewed concurrently during a group interview. This type of interview can be an excellent source of information if you need to know how they may relate to other people in their job.
• Video Interview
Video interviews are the same as traditional interviews, except that video technology such as Skype, Zoom or Google Meets for example, are used.
4. Recruitment is the act of generating a pool of candidates for a particular position.The stages of recruitment process include:
– Workforce planning: This is the first stage in recruitment process where workforce strategies are to align with organizations goals so that the right talent can be employed. This is carried out by making enquiries from the hiring manager from various departments and units how many candidates are needed, the budget for each role, qualifications and skills needed, years of experience etc.
– Job Analysis: After workforce planning comes job analysis. It’s the written form of the workforce planning, this can be divided into job description and job specifications. Job description entails the skills, qualifications, responsibilities needed for a role while job specifications is the competency required for the role, what you’re to do on the job. Job analysis is essential to acquire the right talent for the organization.
-Job advertisement: This is the posting of the job on social media and recruiting platforms to attract pool of candidates to apply for such role(s).
After this, comes the SELECTION PROCESS.
The selection process include:
– screening of resumes: here, once applications comes in, resumes are screened using HR technology like ATS to make work easier.
-Scheduling for interviews: After screening, candidates shortlisted are invited for an interview which might be virtual or physical interview. Virtual interview is more preferable to cut cost.
-Assessment: After the virtual interview comes the assessment stage of the interview where candidates are to answer case studies, tests example of such test are: personality test, competency test, behavioural test e.t.c.
-Making the job offer: Best of the best is selected after the assessment stage, salaries are negotiated and offer letter of appointment is given.
Onboarding: once such employee resumes work, they’re inducted, put through the policies, work culture and all they need to know about the organization and their job role.