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HR Case Evaluation

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Added on  2019-10-30

HR Case Evaluation

   Added on 2019-10-30

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Running Head: HR Case Evaluation (Recommended Selection Methods) 1HR Case Evaluation (Recommended Selection Methods)Student’s NameDate of submissionInstitute of afflation
HR Case Evaluation_1
Running Head: HR Case Evaluation (Recommended Selection Methods) 2Table of ContentsIntroduction3Teaching Observation3Formal Structural Interview3Online Testing Process4Conclusion5Reference 6
HR Case Evaluation_2
Running Head: HR Case Evaluation (Recommended Selection Methods) 3IntroductionEffective employment has a direct relationship with the recruitment and selection procedure.A strong staffing procedure allows the allotment of the workers as per their competencies andthe occupational requirements (Michael et al., 2017). An optimum recruitment procedurereduces the time complication in searching, hiring, and interviewing of the potentialemployee. Furthermore, an effective recruitment process reduces the cost of the recruitment(Krishnaveni and Monica, 2016). The objective of each corporation is to employ applicantsthat demonstrate maximum talent and competency. After reviewing the Southwood Schoolcase study it is reflected that teaching (in-field) observation, online testing, and formalstructured interviews are the appropriate employee selection approach for the organization.Teaching ObservationThis approach is of tremendous value in the selection process, because it allows the senioreducators to find precise knowledge and abilities in the potential employees. Competenciessuch as: the unique knowledge that the learners bring to course, innovation in educationmethods, subject knowledge, communication skills, and the capability to occupy students canbe evaluated. This process pronounces ways to discover if the applicants are good educatorsin a comprehensive sense (Michael et al., 2017).Formal InterviewAnother method to achieve the required results isthe formal structured interviews.Astructured interview is where all the queries are prepared before the requirement process.Here the deviations of replies are negligible and possibilities of optimization within the timeconstraint are increased (Krishnaveni and Monica, 2016). Previously in this method ofselection board associates ofSouthwood Schoolhardly met before the schedule interview.The reason for the same was time constraint. By using this approach there is no need to
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