Read the instructions for each part of the exercise carefully and provide the sp

ID: 387197 • Letter: R

Question

Read the instructions for each part of the exercise carefully and provide the specific response requested for case "Choosing Among the Finalists for the job of Human Resource Director"

(1) Evaluate each of the 3 individuals using the selection methods specified in the text case, decide whom you would hire AND not hire for the position and explain the rationale for your decisions, i.e., methodology, criteria, etc. by which you reached your decision. Be sure to incorporate material from Chapter 9 in your analyses.

(2) Assume that NII desires to revise the assessment methods they have used for external selection in the past. Examine the tasks in the job description for the Human Resource Director presented in this exercise and infer/develop/identify 5-6 KSAs that align with the listed task requirements. Using these KSAs, prepare a selection plan for this position using Exhibit 9.11 (7th ed.) [Exhibit 9.10 (8th ed.)] as an example.

(3) Discuss how the selection plan you developed in part (2), and the process for selecting the HR Director used in part (2), might differ if NII decided to choose only from among internal candidates of the law firm for the position rather than seeking external candidates. Incorporate materials
from Chapter 10 in your response to this part of the assignment.

instructions for each part of the exercise carefully and provide the specific response
requested.

48S PART OUR Staffing Acthities: Selection bulletin, ineetings t and screening of job applicants to c Results of evaluation of qualifications, and clas of tests to applicants. I matters, including Sam Feirn Prob. GPA 3.9/Comel transfers, d Shawanda Jackson 5. Confers with s GPA 28/SUNY University Mgmt in HRM and disarissals of 6. Initiates personnel training activities and coordinates these GPA 3JAuburn University Binghamson B.B.A. Business and work of officials and 7. Establishes effective service rating system and trains unit S. Supervises maintenance of employee personnel files. 5 years' experience 20 years' experience years' experience in supervisor English in in HRM HRM 3 years HR directly and through subordinates, Certified HR 9. Supervises a group of employees 0. Performs related work as assigned 15 years' supervisory 5 years' supervisory experience 90% correct 94% JOB SPECIFICATIONS experience 78% correct 98% correct I. Experience and Training 84% correct 91% correct Should have considerable experience in area of HRM Knowledge test years minimum 2. Education (out of 100 pts.) Question ( Ability to influence To do things you Promotions and earnings Graduation from a four-year college or university, with major wo.t. ogy. Mas. human resources, business administration, or industrial psycholyk in others ter's degree in one of these areas is preferable want to do 3. Knowledse, Skills, and Abilities Question (g) Golf, shufleboard e of principles and practices of HRM Baske ball, tennis staffing, compensation, training, and performance evaluation Supervises the human resource activities of six office managers, one c and one assistant . Responsibility job knowledge test, structured interview, and quesions (D a2d (g) from the list of generic interview questions NII advertised for the position extensively, and out of a pool of 23 initial appli- cants, it was able to come up with a list of threc finalists. Shown in the accom- panying exhibit are the results from the assessment : the three finalists using hese selection methods. In addition, information from an earlier résamé screen is included for possible consideration. For each finalist, decide whether you would hire the person and why oosing Among Finalists for the Job of Human Resources Director Assume that NIl, after weighing its options, decided to use the following selection methods to assess applicants for the HR director job: résumé, cognitive abilit y test,

Explanation / Answer

I would select Finalist 3 Shawanda Jackson for the post of “human resource director.”

The reasons are as follows:

The other two candidates:

Candidate 1 Lola Vega has no supervisory experience and only 5 years of experience in HR, which is the prerequisite for the post.

Candidate 2 Sam Fein has qualification in business administration but has specialized with major in finance. He has good experience but seems over qualified for the post as he has 20 years experience. Further, his cognitive ability test scores and structured interview scores are 78% and 68% respectively much lower than Shawanda Jackson. His answer to question f is also vague and non-conclusive.

KSA’s

Option 1=5 point, Option 2=3 point, Option 3=1 point

Supervisory skills

The building catches fire what will you do:

Option 1 collect a team and try to extinguish it

Option2 inform the fire station and wait

Option 3inform the administration manager.

Ability to manage a team

List 5 of your best friends includes

Option 1: 3 of them your ex-colleague and 2 school friends

Option 2: 1 ex-colleague, 4 random friends

Option 3: I don’t have close friends

Ability to conduct performance evaluation

How often do you specialize and play games

Option 1: every week

Option2 : once in 2 months

Option 3: Almost never just watch

Knowledge of principle and practices of HRM

Do you like to read HR books name 3 latest readings

Option 1: I do regularly

Option 2: I read 1 in 6 months

Option 3: I don’t like reading

Ability to identify training needs

Do you like to attend training programs

Option 1: Yes I attend one every six months

Option 2: Yes I attend once in a while

Option 3: I know all already

The above format would have a rating of 20% for selection balance 80% rating would be for experience, education qualification, rating in knowledge test, structured interview, and cognitive abilities.

In selecting from internal candidates, we would be able to evaluate only experience and qualification. The soft skills would be schooled and there would be prejudice in the appointment. The attitude and approach would be judged. The evaluation on future execution and how person will work in adverse circumstances could not be evaluated.