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Case Study on Ikea Assignment

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Added on  2021-04-24

Case Study on Ikea Assignment

   Added on 2021-04-24

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Running head: CASE STUDY: WHY WORK AT IKEATopic: Case Study: Why work at IkeaName of the Student:Name of the University:Author’s Note:
Case Study on Ikea Assignment_1
CASE STUDY: WHY WORK AT IKEA1Table of ContentsAnswer 1: Assessing Qualities........................................................................................................2Answer 2: Selection Methods..........................................................................................................3Answer 3: Recruitment and Selection.............................................................................................3References........................................................................................................................................5
Case Study on Ikea Assignment_2
CASE STUDY: WHY WORK AT IKEA2Answer 1: Assessing QualitiesInterview at the time of selection process is conducted through some series of questionsthat ensure to collect certain information from candidates. These information is mainly collectedfrom some psychometric tests apart from general aptitude test. According to Dmitrieva et al.(2014), considering the qualities such as togetherness, humbleness, willpower and simplicityconducting certain personality tests is the most effective. On the other hand, Khalid and Tariq(2015) pointed out that Emotional Intelligence tests help in understanding the personalrelationship abilities and leadership capabilities of candidates. Therefore, the quality oftogetherness can be best assessed through Hogan Personality Inventory Overview (HPIO) test,which collects information related to social confidence, competitive and energetic aspects.Humbleness can be assessed through Myers Briggs Type Indicator (MBTI), which collectsinformation of candidates considering attitude. Willpower and simplicity can be assessed throughWatson Glaser Critical Thinking Test, which analyzes candidate’s assuming ability, evaluatingarguments through simplicity and drawing conclusions.Schmitt (2014) pointed out that candidates mostly pretend and throws answers whichmight be favorable for the employer and therefore biased reply is given. In such a situation itbecomes difficult for the employer to filter out the most suitable candidate. Moreover, there ispossibility of misinterpretation of the candidate’s real characteristics due to which most suitablecandidate might not be recruited. Furthermore, Cubel et al. (2016) pointed out that candidatesmight feel to be invasive due to the type of questionnaires thrown to them. As a result, fakeanswers might be given and the observers or employers might fail to understand the candidates’capabilities. Therefore, the assessments might not always prove to be accurate while judgingcandidates.
Case Study on Ikea Assignment_3

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