Varied Selection Tools Paper
In human resource management, there are many employee selections tools that can be applied depending on the objectives of the organization. Employee selection tools are meant to identify the most desirable features, skills, abilities and other attributes like talent of potential employees. An organization could decide to utilize tests such as personality or intelligence tests. Gilliland-Moore Wines intends to undertake a selection process.
Overview of selection processes
There are various selection processes that could be used by Gilliland-Moore Wines to identify suitable employees for the newly created positions. Tools of employee selection are used according to the procedure of employee selection.
This is a very effective employee selection tool for most organizations today, also referred to as behavioral metrics. Behavioral metrics is used by human resource personnel to gauge individuals’ psychological base. The tool is also used when helping potential employees understand the best manner to deal with clients in case they are selected to join the organization.
Behavioral analytics focus mainly on psychological bases which occur in every human being at the age of 7. These reactions include; reflections, emotions, opinions, thought and actions. When an individual is under pressure, they can be automatically be classified into one or two of the above categories, which will then be called their base. Since these bases do not change throughout an individuals’ lifetime, human resource managers can use the bases to determine whether this individual can be of benefit to the organization in future if employed.
This employee selection tool can be effective when used by the Gilliland-Moore Wines human resource department to select new employees. This tool identifies individuals with strong, desirable and enduring characters who suit the marketing jobs available in the company. The tool is flexible since the tests can be used to accurately determine the character of new individuals who are hired from without the company.
Background and reference check
This is a selection tool whereby the human resource department assesses whether this individual has the necessary experience and knowledge for the job. The decision to hire this individual will be dependent on whether the human resource manager is satisfied with their past work experience and their qualities. The other things considered include the individuals’ former wages, character such as honesty, lateness and others. This selection tool is perhaps not effective because of several reasons. First, there are countries or states whose laws do not allow for reference checks. Furthermore, former employees may be reluctant to give full information concerning their former employees. There have also been incidents where former employers give wrong information about potential employees. Therefore, reference checks may not be reliable at all times.
Gilliland-Moore Wines could use this tool of employee selection by analyzing the background and records of potential employees. Employees of Gilliland-Moore who will be seeking the newly created posts in the organization will also undergo the same process to ensure their performance is up to the desired standards. Individuals seeking to fill the ten positions of marketing personnel will also undergo a reference check to ensure they have acceptable levels of experience and their other attributes are acceptable to the organization. This selection tool may be deceiving because individuals may not have been working to their full potential due to motivational factors. Incompetent individuals may be portrayed to be hard working and committed. Therefore, this selection tool could lead to selection of incompetent and unskilled individuals.
Qualification check is a tool of employee selection where individuals are selected based on the qualities an organization is seeking in the new employees. The organization’s department of human resources decides on a given set of qualifications and employee attributes that potential employees are expected to demonstrate. During the assessment process, only potential employees who have the desired attributes and professional qualifications are successful to join the organization.
This selection tool is very effective when used along with other selection tools. Gilliland-Moore would successfully utilize this tool to select professional and qualified individuals with a lot of experience in the wine industry and marketing in general. This tool also allows the organization to identify extra qualifications that would add value into the work force such as experience years, area of specialization, and other organizational issues like gender.
This is a selection tool composed of instruments that reveal a potential employee’s psychological makeup or character. The personality tests used to identify potential employees for Gilliland-Moore Wines must contain statements and questions on several issues. They should focus on the marketing environment in the country, the wine industry in the country, working attitude, employee discipline, workplace problems and ways they can be solved. These details will give a clue about the character of the individual and their attitude towards work and how to relate with colleagues and seniors.
Personality tests can be used to identify a charismatic individual for the national marketing manager through identifying someone with a lot of experience and vision for the company. The four regional managers can be selected based on their ability to handle marketing matters in the beverage industry and their leadership abilities. The ten individuals to be hired would be chosen based on their experience, ability to adhere to organizational rules and make wise decisions.
This is a test aimed at identifying the ability, skills and knowledge of an individual to handle certain challenges. Intelligence tests are used by organizations to ensure only able and qualified people are employed. Gilliland-Moore can use intelligence tests to identify individuals who have vast knowledge in marketing products related to wine at national level. The questions should generally target the individual’s personal knowledge, skill and ability to make difficult decisions in the marketing environment at national level.
Intelligence tests would help hire a national marketing manager based on their abilities and knowledge to make decisions and lead other employees correctly. Top regional managers would be hired based on their personal intelligence abilities such as decision making, leadership, creativity and charisma. Other ten marketing employees would be hired based on their innovativeness and knowledge that can help expand the market of the company to the national level and keep it competitive.
Past research demonstrates that the selection tools used by an organization determine the kind of people hired hence; the performance of the organization. Most researchers argue that behavior analytics is the most valid and reliable tool because it helps an organization select people with the best character for the job. Character and job performance are said to be positively related hence; individuals with a desirable behavior base are selected for the job. These individuals are also disciplined and hardworking in the long run.
Individuals selected based on reference checks are reliable and valid to some extent. Research shows that former employees are well placed to give an account of the characteristics and competence of an employee. The reference can be used to employ the best individuals for the job. However, references could be biased since some are made by bitter former employers or some may be forged.
Qualification checks are very effective based on past research. This tool provides a good platform for all potential employees regardless of their age or experience. Competence and desired qualities are given priority hence; only individuals that meet the organization’s desired qualifications make the cut. Therefore, it is the most efficient tool of employee selection for Gilliland-Moore Wines.
When selecting new employees, Gilliland-Moore Wines must use effective tools and tests to select competent individuals for the respective posts. The best tools to use include the behavioral analytic tool, reference check and qualification check tools. These tools are very practical and effective, apart from few demerits. The organization can also use intelligence and personality tests to identify people with ideal attributes, abilities, skills and knowledge to handle the posts of national marketing manager, regional manager and the other ten marketing employees.
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