Today, the role of Human Resource Manager has termed as an essential activity that enhances productivity and development of the company. The human resource management involves the practice of hiring and enhancing the employees to make them more valuable and profitable to the organization. It is the responsible of the human resource management for conducting employee relations, hiring, and enhance development and benefits for all employees in the organization. As a human resources manager, I understand it is my duty to direct all the activities of workers in the company. In this report, I will develop, analyze and explain the requirements for personnel selection process for a management position in the company. In addition, I will explain the specific approached by which job analysis, position description, job design, and specification for management positions are prepared. Finally, the report will explain and evaluate the relive worth of management jobs at the firm and identify compensation structure to help retention and career management of the significant element of the firm's human resources.
Requirements for personnel selection process
This process involves various steps that help to enquire possible information from the applicant that help the organization to select the desired number of personnel from the applicants. According to Anbuvelan (2007), the basic idea is to solicit maximum possible information about the candidates to ascertain their suitability for employment." Therefore, the selection process for the management position will ensure that the personnel acquired have the required capabilities to perform the task. With this light, the selection process will be designed to ensure that more information from the managerial personnel will be acquired compared to the design for workers. The design for the personnel will include standard selection process that involves screening process, conducting selection tests, interview, confirming the references, conducting a physical examination, and approval by the selection committee (Anbuvelan, 2007).
Screening process
This process will involve screening applications by requiring them to fill up the application forms that include a variety of personal information such as experience, achievement, and personal bio-data. In this process, it is important to raise the requirements, especially for the achievement and experience to ensure that the number of applicants who qualify to the next process does not exceed the required number. The next process will involve conducting selection tests.
Selection tests
This process involves conducting selection tests to determine the number of applicants who qualify to be an interview (Anbuvelan, 2007). The selection tests aim to collection information concerning the applicant's interest, aptitude, and personality, which could not be captured in the application forms. Types of tests that will be utilized include achievement test, intelligence test, and personality test. The personality test will be the most essential because it will utilize the Thematic Evaluation of Management Potential to determine interpersonal skills of the applications.
Interview
The applicants who will proceed from the selection tests will be interviewed to determine their overall suitability for the jobs. The interview step also gives the candidates the opportunity to acquire relevant information related to the organization. The interviewers will utilize the situational and behavioral interviews to help determine the future performance of the candidates rather than their past performance.
Checking the references
Although sometimes references are not viewed as important due to their biasness, the personnel selection process will check the references to derive information that may not be available otherwise. Therefore, the candidates will be required to provide the contacts for their previous employees, representatives of the education institution where they received an education. Such information can be effective in determining the ability and behaviors of the candidates.
Physical examination
This step involves determining the physical fitness and standard of the prospective employees. Although this process is not common to many organizations, it will be significant to carry out general checkup for the candidates to determine whether they physically fit in the managerial position.
Approval by the appropriate authority
This process will involve presenting the qualified candidates to the selection committee. After the selection committee have selected their desired candidates, they will then present them to the board of directors and top-level manners for the approval. When the candidate is approved, the approval message is sent to the candidate and requested to report to the specific managerial position.
Placement
After the candidates acquired in the organization, they are placed on their specific managerial position on probation basis. Being a managerial position, the probation period is expected to last for two years.
Job analysis, job design, position description, and specification for management positions
Job analysis
Job analysis involves a systematic process that is used in determining duties, skills and knowledge required to perform a job in an organization. To prepare for management positions, several methods that are commonly used in job analysis will be utilized. These methods include observations which entail recording what the worker does, how long work takes and how it is done. I chose to utilize this method because it is the simplest of all. Other methods are: interviewing where job incumbent is interviewed, questionnaire, there are two types, open-ended questionnaire in which the job incumbent is asked to give the description of the work and the other one is structured questionnaire. It uses a standardized list of job activities. The checklist is another method that is ideal for job analysis.
Job design
Job design refers to work rearrangement aimed at reducing the job dissatisfaction arising from repetitive tasks. The organizations can increase their productivity through job design. There are three methods of job design: classical approach, socio-technical approach, and the behavioral approach. The Classical approach involves simplifying the task by breaking it into small work units. It entails job specification, job rotation method, and job enlargement. Job rotation is the process of shifting workers from one job to another while job enlargement is the process of increasing the number tasks performed by a single individual. In socio-technical approach job is designed according to organization requirements and the person's needs. Of the three methods, the behavioral approach will be used. Different behavioral methods are job enrichment that is concerned with putting the tasks together so that those assigned are fully responsible do the whole task. The other behavioral approach methods include job characteristics, autonomous team and modified work schedule.
Position Descriptions and Specifications
Job Description involves a written and broad statement of a certain job in the business based on the findings of the job analysis. Job Description comprises details regarding the purpose, duties, scope, responsibilities, and working conditions of the work along with the work's title, and the person's name to whom the employee will reports. Therefore, job description typically forms the basis of the job specification. Job specifications refer to the statement that explains the qualities that are required from the people applying for the specific job. Job specifications typically carry out the statement of minimum qualification that the required person must possess for certain work. The management uses the job description to describe activities that are to be carried out while job specifications list down the skills, knowledge, and abilities that are required by a person to perform the work satisfactorily (Sims, 2002).
Job evaluation process
The relative worth of management jobs at the company
This process involves developing a plan to determine the factors that the organization considers significant factors of job worth. The company lacks the compensation structure for employees who are not represented by the managers. Therefore, the company deems it fit to hire managers who can fill this gap and ensure that all employees in the organization are fully compensated. As identified above, various job analysis methods such as checklists, interview and observation will be utilized to ensure that the company has the best candidates for the managerial positions. In addition, situational and behavioral interviews will be utilized to determine the future performance of the candidates rather than their past performance.
Compensation structure
The salary structure will entail compensation levels that are externally competitive, internally equitable, and cost-effective that help to deliver positive business effect on the organization. First, it is important to determine the business impact by defining a hierarchy of jobs within the organization, manage pay difference for various job levels, set the maximum value of a job, enhance competitive market position, and establish hiring range or rate. To develop competitive salary structure, the company will utilize both the market pricing and point factor. The market pricing will utilize the external market information to determine the prevailing market salary for the specific job levels. On the other hand, the point factor will establish internal pay equality.
References
Anbuvelan, K. (2014). Principles of Management: MG 1351. Firewall Media.
Sims, R. R. (2002). Organizational success through effective human resources management. Westport, CT: Quorum Books.
