PSY09700 HRM Selection Methods, Leadership Development Analysis Report

This report provides an analysis of human resource management (HRM) selection methods, focusing on the importance of utilizing multiple assessment techniques such as group discussions, written tests, and interviews to comprehensively evaluate candidates. The analysis emphasizes that using more than one method ensures a complete assessment of candidates' personalities, knowledge, and traits, leading to better hiring decisions. The report also delves into leadership development, evaluating the statement 'We can develop the leaders we need,' by exploring various leadership theories and methods, including situational, trait, and transformational leadership approaches. It concludes that effective selection procedures and leadership development programs are crucial for organizational success. References from academic journals support the justifications for the methods chosen. The report follows the guidelines of the assignment brief, which includes the KSAOs, the methods used to evidence them, justifications, and supporting evidence.

Part 1: Answers of the
problems

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Table of Contents
Introduction of first problem......................................................................................................2
Use of more than one method in selection process....................................................................2
Analysis......................................................................................................................................2
Purpose of the selection procedure with more than one method...............................................3
Conclusion..................................................................................................................................3
Introduction of second problem.................................................................................................4
Evaluation of the statement: ‘We can develop the leaders we need’.........................................4
Methods of development of leadership qualities.......................................................................4
Conclusion..................................................................................................................................5
References..................................................................................................................................6

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Introduction of first problem
Importance of using more than one method will be described in this part. Usually
organisations adopt more than one method like: Group discussion, written tests and
interviews for selecting the right candidates.
Use of more than one method in selection process
Analysis: More than one method ensure about the complete assessment of the personality,
knowledge and traits of the candidates. Generally some candidates perform well in one part
of the job process but fail to secure well performance in the other method because of their
incapability in particular characteristics (HS Shih, 2005).
Different methods ensure about the different skills assessments of the candidates. For
example: Group discussion focus over the communication skills and leadership qualities of a
person whereas written test focuses over the educational and practical knowledge of the
person (J Shen, 2004).
Companies want to hire the candidates of right skills with right personality which exactly
matches towards the need of the job role that is why it is very essential to adopt many
methods to scrutinise the person completely for ensuring about his compatibility towards the
job. If any company would apply only one particular method of hiring the candidates, there
are high chances to select the wrong candidate for the job. Moreover, by having three or four
methods of selection including personal interview may lead toward the selection of
appropriate candidate (RE Ployhart, 2017).
For example: Suppose a company which is dealing with life care products is going to hire
marketing executives for enhancing the sales of the company. The HR manger of the
company has to select a process of hiring including at least three stages in order to ensure
about the efficiency and capability of the candidates. First of all, the candidates will go
through the group discussion session for assessing their communication skills, after than a
written test should be taken for checking the knowledge of the candidates. After this stage a
technical test should be taken, although it is not very essential but the technical capability of
the candidates may be checked with the help of this test. In the end personal interview should

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be help in order to check the background, history and suitability of the candidates in order
ensure about his performance related to the job (V Mishra, 2019).
Purpose of the selection procedure with more than one method
The major objective of the selection procedure is to identify the most suitable candidates
having perfect set of personal and technical skills with suitable personality and knowledge
about the role of the job. Undesirable and non-fitted persons can be easily removed by this
process of selection. The selection process is a step by step procedure in which a candidate
has to go through from the different stage to make sure about his qualities and traits
demanded by the job role. Suitable selection process is a tool for HR manager, by adopting
the process he can be ensure about fulfilment of the major responsibilities of the job by the
selected candidates (CJ Hartwell, 2019).
Job selection process not only helps in hiring the right candidates but it makes the employees
ensure about the exact job duties and responsibilities. It contributes in the overall growth and
development of the company by hiring the right quality of human assets he organisation (AB
Holm, 2018).
For knowing the exact psychology of the candidates, it is essential to use more than one
method of selection. By having only one method, the complete understanding of the
psychology of the candidate can-not be possible. However, many companies are using only
one method of selection like: personal interview (CJ Hartwell, 2019). But in case, the huge
amount of candidates applied for the job, than only on the bases of personal interview, the
complete performance of the candidates can-not be assessed. Moreover it is a very long
process and need a lot of time that is why using various stages in the selection of the
candidates would be the most suitable approach (Rahaman, 2017).
More than one method in selection process not only saves the time of HR department but also
helps in removing the unwanted and non-suitable candidates from the hiring process. These
methods helps in identifies the most suitable persons according to the nature of the job (K
Georgiou, 2019).
Conclusion

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On the bases of the above analysis, it can be concluded that using more than one method in
the selection procedure is very beneficial for the company in order to ensure about the
selection of right candidate for right job.
Introduction of second problem
Every company can develop the leaders which he wants in order to achieve the goals of the
organisations. By providing job training and appreciation to the employees the company can
develop the leadership qualities in their employees. By following correct path of the career
and by adopting right leadership programs, company can develop and maintain the leaders for
its workforce.
Evaluation of the statement: ‘We can develop the leaders we need’
Methods of development of leadership qualities
According to the situational theory of leadership, a leader can be an effective leader by
adopting more practical approach according to the situation of the business environment. By
adopting the correct hiring process, the company is able to hire a person which is more
practical and suitable according to the job and by this method, companies may develop the
suitable leaders for their employees (Henson, 2016).
An effective leader is responsible for the success of a company. A perfect leader may always
motivate his subordinates towards the achievement of goals of the organisation. By giving the
employees training related to better communication skills, technical skills and interpersonal
skills, a company may develop the effective leaders (Allan Bird, 2016).
Hiring employees with high potential helps the company in getting its future leaders. By
recruiting the employee with positive attitude, extrovert personalities and positive mind-set
with a great problem solving skills, a company may be ensure about the future leader in order
to extend and develop its business (Carless, 2009).
According to the trait theory of leadership, the person having suitable set of skills and traits
will be able to become good leaders. However this theory of leadership states that leaders are
born not made but with the help of an effective selection procedure, the company can recruit
its leader by ensuring about his set of skills (IVORY COHENS, 2020).

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It can be said that the right selection procedure helps in developing current and future leaders
for the company. The future success and growth of the company is highly depends upon the
quality of the leaders. Now day’s companies are providing many leadership development
programs inside the company in order to develop leadership qualities and traits to its leaders
(IVORY COHENS, 2020).
Transformational theory of leadership- This theory stated that a leader has to recognise the
changes with his team and develop a vision to fulfill the need and execute in an effective
manner to achieve the objectives established by the company (JC Sarros, 2008).
This theory represents that a leader has to adjust and transform according to the need and he
has to inspire his team members for achieving the goals of the organisations. He has to
possess a future vision for the company. By hiring a candidate of great interpersonal skills the
company may ensure about its leaders performances. In group discussion, the communication
skills and leadership qualities of a leader can be easily identifies that is why it is very clear
that a correct selection procedure always leads towards the development of leaders for the
company (JC Sarros, 2008).
The Henson’s model of global leadership stated that the success of a business is related
with the capacity of the leader to cope up with the challenges of daily business practices and
dealing with customers. Knowledge of cross-cultural environment is very important. For
meeting the expectations of customers and investors is very difficult and challenging because
of the changing business scenario (Henson, 2016).The expectations of customers from
different geographical areas with different cultural background are only possible by having a
good knowledge of cross- cultural- environment and global business environment (Allan
Bird, 2016).
With the help of written tests, technical interviews and personal interviews the company may
ensure about the knowledge of the customer related to various cultures and different business
environment and by this method the companies may recruit and develop effective leader for
the growth and development of the company (HS Shih, 2005).
Conclusion

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On the bases of the above analysis it can be concluded that with the help of correct selection
procedure and leadership development programs, companies may develop the leaders for its
workforce in order to achieve the goal of the organisation.

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References
AB Holm, L. H. (2018). E-recruitment and Selection. London: Routledge.
Allan Bird, M. E. (2016). From cross-cultural management to global leadership:Evolution
and adaptation. Journal of World Business, 115-126.
Carless, S. A. (2009). Psychological testing for selection purposes: a guide to evidence-based
practice for human resource professionals. The international journal of management ,
2517-2532.
CJ Hartwell, C. J. (2019). Are we asking the right questions? Predictive validity comparison
of four structured interview question types. Journal of Business Research, 100, 122-
129.
Henson, R. (2016). Successful Global Leadership:Frameworks for Cross-Cultural Managers
and Organizations. US: Palgrave Macmillan . Retrieved from https://download.e-
bookshelf.de/download/0007/5418/88/L-G-0007541888-0015181809.pdf
HS Shih, L. H. (2005). Recruitment and selection processes through an effective GDSS.
Computers and Mathematics with Applications, 50(12), 1543-1558.
IVORY COHENS, B. H. (2020, January 19). TRAIT THEORY OF LEADERSHIP. Retrieved
from The website of open education resource:
https://oer.missouriwestern.edu/rsm424/chapter/trait-theory-of-leadership/
J Shen, V. E. (2004). Recruitment and selection in Chinese MNEs. The International Journal
of Human Resource , 15(5), 814-835.
JC Sarros, B. C. (2008). Building a climate for innovation through transformational
leadership and organizational culture. Sage Journals: Journal of leadership and
organisational studies, 145-158.
K Georgiou, A. G. (2019). Gamification in employee selection: The development of a
gamified assessment. International Journal of Selection and Assessment, 27(2), 91-
103.

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Rahaman, M. (2017). Competency based Recruitment and Selection A Comparative Study on
Bangladeshi and Multinational Companies. JOurnal of social issues, 43(1), 5-39.
RE Ployhart, N. S. (2017). Solving the Supreme Problem: 100 years of selection and
recruitment at the Journal of Applied Psychology. Journal of Applied Psychology,,
102(3), 291-304.
V Mishra, R. G. (2019). Effects of Brief Mindfulness Exercise on Employment Interview
Performance: An Exploratory Investigation. Performance IMprovement Quarterly,
32(3), 265-285.