Report on Managing Personnel and Human Resources Selection

This report delves into the critical aspects of managing personnel and human resources, emphasizing the need for tailored selection procedures based on job requirements. It highlights that effective recruitment and selection are crucial for organizational success, focusing on the importance of identifying the right individuals for specific roles. The report examines various selection tests, including ability, personality, and situational assessments, and their relevance in evaluating candidates. Furthermore, it explores the significance of job analysis, encompassing job descriptions and specifications, in determining appropriate selection methods. The report concludes by underscoring the link between efficient personnel management and achieving sustainable competitive advantages, emphasizing the role of diverse selection procedures in maximizing profitability and organizational objectives.

Managing Personnel and Human Resources

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Introduction
In this present paper, we will discuss the statement that different jobs required different selection
procedures to ensure that the organization get the best employees. The aim of recruitment and
selection is to recruit right people at the right time for the right position. To increase the
efficiency of recruitment and selection procedure following steps is required:
1. Determine the vacancy and evaluate the need
2. Create the job description
3. Develop the recruitment plan
4. Select the search committee
5. Post position and implementation of recruitment plan
6. Then review of applicants and make the short list
7. Interview are conducted
8. Select the appropriate person
9. Finalize the recruitment
Need of different selection procedure for different jobs
The different procedure of selection is required to recruit the right person for the right job which
helps to add value to the organization by analyzing the skills and capabilities of an individual and
enables to achieve the organizational goals within the particular period (Cook et al., 2016). The
employee selection is defined as the process which enables to fill the gap between the employee
required to perform the job and the job roles and responsibilities.

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Following are the selection test required for recruiting the right candidate:
1. Ability tests
The ability test is defined as the test which is required to analyze the capabilities of an
individual to perform the specific task which directed towards the achievement of
organizational goals and objectives. It includes aptitude tests, achievement test and
intelligence tests. It is mainly required in the check the technical capabilities of an
individual to perform the task in an efficient and effective manner.
2. Personality tests
It is defined as the test which is required to check the personality of an individual and it is
mainly done at the jobs of managerial level in which the capabilities of an individual
check to face the employees and consumers. The dimensions of personality impact on the
satisfaction level of the concern group. The dimensions include motivation,
conscientiousness, emotional stability and others. It includes interest test, attitude tests,
and projective tests.
3. Situational tests
It is defined as the test which is used to check the situation handling of an individual. It is
done to check the capabilities of an individual which is done for the managerial jobs. The
judgmental capabilities of an individual are determined through conducting the group
discussions.
4. Honesty tests
It is defined as the test which is used to check the capabilities of an individual and the
degree of accuracy which is used to check the honesty of an individual towards the job. It

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is conducted in the jobs of communicator, managerial, and responsible work which
impacts on the organizational objectives.
Selection procedure analysis
The selection procedure impacts on the recruitment of right people for the right job at the right
time which directly impacts on the achievement of organizational goals and objectives within the
particular period. The selection procedure is based on the roles and responsibilities of an
individual which is used to examine the capabilities of an individual to perform the specific role
and responsibilities to add value to an organization. The key issues in the selection procedure
include the identification of right people for the right job which is very difficult to add value to
the company (Townley et al., 2014). The written test is required in the content writer and
research jobs which help to check the grammar and proficiency of an individual to perform the
roles and responsibilities in an efficient and effective manner. The human resource is the main
element which helps to achieve the organizational goals and objectives within the particular
period, so different selection procedure is very important to check the capabilities of an
individual. The recruitment of right employee is the aim of recruitment and selection which helps
to add value to an organization through proficiency to perform their roles and responsibilities.
The role of the job is different, so the different skills and capabilities are required to perform the
job which needs to be assessed according to the skills required to perform the job.
Job Analysis
The job analysis is defined as the analysis which is conducted to determine the roles and
responsibilities of an individual to perform the specific job. It is done in determining the

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selection procedure for recruiting the employee for performing the particular roles and
responsibilities (Cheramie et al., 2014). The job analysis is done to develop the advertisement for
the vacant post, and the appropriate salary is developed according to the roles and
responsibilities of an individual.
The different selection procedure is required for the different jobs which help to recruit the right
people for the right job. For example, the technical test is conducted for the technical work to
examine the capabilities and skills of an individual to perform the particular task within the
particular time period. The situational test is mainly conducted for the managerial jobs which
help to check the individual capabilities of handling the situation at the management level which
impacts on the achievement of organizational goals and objectives within the particular period.
The selection process includes notification, reviewing, screening, interviewing, selection and
testing (Story et al., 2014). The different selection procedure enables to achieve the aim of
recruitment by examining the individual capabilities and skills according to the job and
responsibilities.
Further, the job analysis has the two main aspects. Firstly, the job description will be made by
the gathered data by the job analysis. The description of the job is defined as the functional as it
helps in understanding the details of the job. Further, it is the descriptions of the duties and the
activities which are to be performed at a job. Also, the relation of a job along with the other
tasks, the tools and the equipment which are to be involved, the type of supervision, hazards and
the working conditions of the job, etc. The job description will help in understanding all the
skills and the qualifications which are required to perform a particular job. The description of the
job helps in differentiating an individual job from the other. In simple words, the job description
is the written document which tells the responsibilities of the job holder, how it can be done and

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why it should be done. Secondly, the job specification nexus on the job holder. The specification
of the job is a statement of skills, experience, qualifications, attributes and the judgment which
are required to perform the job effectively and efficiently. It is the statement of the minimum
qualifications which are acceptable to perform a particular job. Further, the job specification
helps in specifying the psychological, social, physical, personal and the behavioral attributes of
the job holder (Gatewood et al., 015). Furthermore, the job analysis is very necessary for the
effective management of the activities like the planning of the human resources to accomplish
the desired goals, selection and the recruitment to find the right candidate for the right job, job
evaluation to determine the worth of the distinct jobs. Also, the job analysis further helps in
finding the various conditions of hazard and the unhealthy factors of the environment and further
encourages the management to take the preventive measures to avoid and reduce the possibility
of risk and the injuries. Therefore, job analysis plays a crucial role which helps in identifying the
job responsibility of the job holder and make sure that they perform the job effectively and
efficiently with ease.
Conclusion
The report clearly helps in understanding that it is very important to manage the personnel and
the human resources to attain the sustainable competitive advantage and maximize the
profitability. Further, the report helps in understanding that the organizations use different
procedures for the selection of the best employee according to the various jobs like ability test,
personality test, etc. Furthermore, the organizations use various analysis for the procedure of the
selection. Then the job analysis is clearly explained along the important aspects i.e. job
description and the job specification. Moreover, the job analysis helps the job holder to

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understand that what he is supposed to do and why he is supposed to do and it brings clarity in
the mind of the job holder to perform the job effectively.

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References
Cheramie, R., Fuller, B., Simmering, M. J., Marler, L. E., & Cox, S. S. (2014). Improving career
development in students by developing job analysis skills... Learning in Higher Education, 49.
Cook, M. (2016). Personnel Selection: Adding Value Through People-A Changing Picture. John
Wiley & Sons.
Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection. Nelson Education.
The story, J. S., Barbuto Jr, J. E., Luthans, F., & Bovaird, J. A. (2014). Meeting the challenges of
effective international HRM: Analysis of the antecedents of the global mindset.
Townley, B. (2014). Selection and appraisal: reconstituting. New Perspectives on Human
Resource Management (Routledge Revivals), 92.