Management of Human ReSOURCES class discussion wk7 Coursework

charge of Human ReSOURCES class discussion wk7 - Coursework Examplee job and there are many other appli hindquartersts with similar qualifications, then the next screening stage should repair if they can be engaged employees in the company because they believe in and practice the organizations core values and principles that shape its culture. A great example is Southwest Airlines that hires people who are fun-loving and can be team players. It is not centering on the employee-job fit alone, but on the employee-organization fit.I believe that the elements of the employee selection process that are short essential are determining valid and reliable assessment techniques because they must be able to respect the right count onors for the company. These predictors refer to skill, knowledge, ability, personality, and behavioral styles (including communication style) that are important for the organization and the job opening. For instance, the personality traits of organism gregario us and exuberant are more important for a real estate broker than a computer engineer. HR must be able to use the proper assessment techniques that will predict the candidates employee-job fit and employee-organization fit.I think the methods of job applicant assessment that are well-nigh useful and/or provide reliable results depend on the job. I believe that, for entry-level jobs, work simulations would be useful in determining if the applicant can truly perform the job. An example is letting a call center job applicant take a mock customer call to determine if she can handle calls politely and effectively. Assessment centers are more appropriate for managerial and higher-level positions because they can observe and check the applicants actual knowledge, skills, and attitudes in different situations. Interviews are important for any position, nevertheless, because they can show how the candidates communicate and how they respond to different cases and