Competency Based Selection: Recruitment and Selection Over the past two decades the world has experienced sudden change in technology, which has not only revolutionized the way we live our lives but has also completely changed the global economy. Thus organizations have been forced to adapt to the dramatic change in technology and the way they source and recruit their employees. This has not only increased expectations for individual performance but has demanded new attention to the complicated set of personal skills and capacity.
Employees and organizations are therefore experiencing immense pressures emanating from ,social,cultural and political.Adavancement in technology has led to new methods of work organization, new ways of service delivery and an increased reliance on temporary employment have changed the way organizations offer services. To face and overcome all these challenges requires a special mixture of specialized knowledge, skills, attitudes and effective resource mobilization and development policies and strategies to nurture and retain these competencies.
Thus organizations ought to be properly prepared to recruit their staff based on their competency, and by so doing they will be selecting and later developing employees meeting the right standards of performance needed not only for present but also for future business success. This particular paper seeks to analyze the process of hiring employees based on their competencies and the overall effect of this in . Keywords: Human resource management, competency management A profile for success in an organization can be spelled out by such organizational competencies as innovation management, cost management; business partnerships and value added customer service.
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Get Help Now!Once put in place competencies can actually provide the base for an integrated approach to management performance. So what actually are competencies? Competencies can be said to be skills, capabilities, attitudes and knowledge that constitute excellent performance within a specified context. They therefore become benchmarks of success that support an organizations mission, vision, strategies and goals and are geared on adding significant business and customer value. have long recognized that, knowledge, skills, and abilities (KSAs) are an important element of success in job and historically have been the primary basis in selecting and developing efforts.
Lately, however it has been discovered that individual traits and attitudes such as cooperation, initiative and adaptability also affect performance. Much importance is attached to the so called emotional intelligence. Such traits as zeal, self-awareness, persistence, empathy and social deftness are so vital in life and also in the workplace. Research has proved that personal capabilities, thinking critically, reflective judgment, and learning from past experience are also vital aspects of performance excellence.
Things like personal change and coping are increasingly becoming very significant as the workplace grows more fluid and complex. One of the most important assets of a potential new employee nowadays is attitude. Types of competencies Successful competency-based strategies for selecting and developing employees usually have several points of focus. The four main types of competency that when combined can effectively leverage team, individual and organizational performance include; leadership and management, team-for groups that are interdependent and project-focused and functional.
The human resource management framework focusing on competency will be the foundation of every and acts as the link between the performance of an individual and the results achieved in business. Competency based people strategy will have a competency framework which will focus on recruitment and selection of potential candidates, training, performance, reward and finally career management. Thus a business entity that focuses on competency based people strategy will definitely achieve good business results.
A study done by the Division of Human Resources at the University of Southern Maine (USM) to identify the job responsibilities and competencies needed for effective performance. They came up with ten steps for hiring and selecting process. These are as follows; 1. Develop a detailed job description. 2. Affrirmative recruitment for establishment of a pool of qualified candidates. 3. Do a paper screen of the applications made for minimum preferred qualifications. 4. Contact candidates via telephone to provide more information. 5. Candidates to prepare a portfolio of incidents for discussion at interview. 6. Conduct an assessment interview, use incidents in portfolio. 7. Telephone a reference check. 8. Candidates to do a job sample review. 9. Do a physical demands test which is job-related. 10. The new employee to undergo a probation period of six months.
Thus it was really easy to select a few candidates who had the required qualifications, who were later subjected to other interviews and tests, using the above steps than on relying on the traditional staffing method. Thus after the rigorous recruitment process, candidates whose competencies matched those of the applied jobs are more likely to be hired. Clearly, competency is riding higher than qualifications. In fact the modern day changes in human resource management have increased the need for responsiveness from the employees, as opposed to the traditional policies in management of employees.
In the traditional qualification based hiring, human resource managers looked at mostly the qualifications which basically meant what you had, but competency looks at how you can effectively carry out the assigned duties. Traditional job analysis focuses on elements of the jobs and classifies the job in series of tasks required to execute the job, whereas competency focuses on the staff that perform the job well and defines the job according to behaviors and character traits of these people. In conclusion we can say that competency generally focuses on the knowledge, skills, job attitude, observable behavior and job performance.
of recruitment is more holistic than the traditional method of staffing organization. It thus provides a direct and clear foundation for talks to take place between a manager and the staffs performance, development and career-related issues. References Heneman G. Herbert, J. A.-M. (2012). Staffing Organizations. New York: McGraw-Hill Irwin.
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Psychology
While psychology may be an interesting subject, you may lack sufficient time to handle your assignments. Don’t despair; by using our academic writing service, you can be assured of perfect grades. Moreover, your grades will be consistent.
Engineering
Engineering is quite a demanding subject. Students face a lot of pressure and barely have enough time to do what they love to do. Our academic writing service got you covered! Our engineering specialists follow the paper instructions and ensure timely delivery of the paper.
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Sociology
Truth be told, sociology papers can be quite exhausting. Our academic writing service relieves you of fatigue, pressure, and stress. You can relax and have peace of mind as our academic writers handle your sociology assignment.
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We boast of having some of the most experienced statistics experts in the industry. Our statistics experts have diverse skills, expertise, and knowledge to handle any kind of assignment. They have access to all kinds of software to get your assignment done.
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Writing a law essay may prove to be an insurmountable obstacle, especially when you need to know the peculiarities of the legislative framework. Take advantage of our top-notch law specialists and get superb grades and 100% satisfaction.
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Reasons being:
- When assigning your order, we match the paper’s discipline with the writer’s field/specialization. Since all our writers are graduates, we match the paper’s subject with the field the writer studied. For instance, if it’s a nursing paper, only a nursing graduate and writer will handle it. Furthermore, all our writers have academic writing experience and top-notch research skills.
- We have a quality assurance that reviews the paper before it gets to you. As such, we ensure that you get a paper that meets the required standard and will most definitely make the grade.
In the event that you don’t like your paper:
- The writer will revise the paper up to your pleasing. You have unlimited revisions. You simply need to highlight what specifically you don’t like about the paper, and the writer will make the amendments. The paper will be revised until you are satisfied. Revisions are free of charge
- We will have a different writer write the paper from scratch.
- Last resort, if the above does not work, we will refund your money.
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Not at all. All papers are written from scratch. There is no way your tutor or instructor will realize that you did not write the paper yourself. In fact, we recommend using our assignment help services for consistent results.
What if the paper is plagiarized?
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When will I get my paper?
You determine when you get the paper by setting the deadline when placing the order. All papers are delivered within the deadline. We are well aware that we operate in a time-sensitive industry. As such, we have laid out strategies to ensure that the client receives the paper on time and they never miss the deadline. We understand that papers that are submitted late have some points deducted. We do not want you to miss any points due to late submission. We work on beating deadlines by huge margins in order to ensure that you have ample time to review the paper before you submit it.
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You fill all the paper instructions in the order form. Make sure you include all the helpful materials so that our academic writers can deliver the perfect paper. It will also help to eliminate unnecessary revisions.
2. Pay for the order
Proceed to pay for the paper so that it can be assigned to one of our expert academic writers. The paper subject is matched with the writer’s area of specialization.
3. Track the progress
You communicate with the writer and know about the progress of the paper. The client can ask the writer for drafts of the paper. The client can upload extra material and include additional instructions from the lecturer. Receive a paper.
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