Competency in Recruitment Selection - 1204 Words

Competency Definition Core competencies are those capabilities that are critical to a business achieving competitive advantage. The main ideas about core competencies where developed by Prahalad and Hamel (1990) in which they advised that over time companies may develop key areas of expertise which are distinctive to that company and critical to the company’s long term goals. These areas of expertise may be in any area but are most likely to develop in the critical, central areas of the company where the most value is added to it’s products. â€Å"Core competencies are the collective learning in the organisation, especially how to coordinate diverse production skills and integrate multiple streams of technologies’ Prahalad and Hamel 1990.†¦show more content†¦It must not be seen as a single selection method and generally incorporates a number of methods including interviews and psychometric testing and perhaps work simulated/related exercises. The idea behind assessment centres is that they allow the managers to identify job-related behaviours. It is found that these can be limited however with a key problem being that assessors, normally managers, are not abel to accurately assess cross-situational abiliteis from different exercises. Managers also tend not to be trained on observing or judging competencies (Bach 2005). Criticisms of the Competency Approach in Rec Sel Whilst there are many advantages associated with the use of a competency framework within recruitment and selection, Taylor (2008) highlights some criticisms. Cloning - the tendency to select people who are like us in background, appearance, personality and style - leads to a reduction in diversity and a loss of innovative potential within the organisation. Competencies are also seen to be elaborate and do not always remain up to date. And if too much concentration is put on ‘input’ this could be at the expense of ‘outputs’ which may result on having employees’ who look good in theory, but in practice fail to achieve the results that make the business successful. Some behavioural competencies are essentially personality traits which individuals may be unable or unwilling to change and it isShow MoreRelatedCompetency Based Recruitment and Selection2464 Words   |  10 PagesTitle: - Competency Based Recruitment and Selection Theme: - Recent advances in commerce and management Introduction: Competency for any job can be defined as a set of human attributes that enables an employee to meet the expectations of his internal and external customers and stake holders. We have generally observed that only hard work, knowledge, sincerity towards work, and intelligence does not alone makes a person star performer in his/her profession. There are many other factors thatRead MoreCompetence Based Recruitment and Selection1114 Words   |  5 Pagesbased recruitment and selection facilitates career management in organization. Discuss. 1. INTRODUCTION Competence- based Recruitment and selection is used to predict the potential job performance of the applicants. With the help of this method organizations can find best people to achieve their objectives. The different between traditional recruitment and competence based recruitment and selection is that the second one concentrated more on formal, measurable competencies. TheRead MoreRecruitment Is The Process Of Searching The Candidate For Employment Essay1009 Words   |  5 PagesAccording to Edwin B. Flippo (1984), â€Å"Recruitment is the process of searching the candidate for employment and stimulating them to apply for jobs in the organization. It is the activity that links the job seekers and the employer. Job analysis is the methodological process of assessing and defining the components of a post, which includes nature of the work performed, the associated responsibilities and other criteria according to the job post. Recruitment and Selection (RS) refers to all activities anRead MoreAn Organization Strategic Business Plan1284 Words   |  6 Pagesorganizations that their strategy is well integrated with human resource recruitment and planning, tend to have human resource competitive advantage. 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In traditionalRead MoreEmployer of Choice1490 Words   |  6 Pagesare asked to set out what constitutes good practice in the field of recruitment and selection. Explain what set of approaches organisations should use in order to comply with the legal requirements and maximise the chances that they end up employing the most effective employees. Justify your answer. Candidates will demonstrate the skills and knowledge to create suitable job descriptions, person specifications and competency frameworks by designing appropriate documentation. Using three to fourRead MoreHr Recruitment Selection Assignment 11457 Words   |  6 PagesDIVISIONAL HR MANAGER ADMINISTRATIVE ASSISTANTS (4) Recruitment and Selection Proposal HUMAN RESOURCES Recruitment and Selection (HRM782) Assignment 1 TABLE OF CONTENTS Page 3: Introduction Page 4: Proposed Job Advertisement Page 5: Selection Report Page 6: Resume Characteristics Report Page 8: Endnotes Page 9: Bibliography INTRODUCTION Successful candidates for the position of HR AdministrativeRead Morerecruitment and selection process1124 Words   |  5 Pagesproposal on RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education) By Benafsha Musafirzada Supervised By Nisar Khan Sir موØ ³Ã˜ ³Ã›â‚¬ Ø ªÃ˜ ­Ã˜ µÃ›Å'Ù„Ø §Ã˜ ª Ø ¹Ã˜ §Ã™â€žÃ›Å' Ø ±Ãš ¼Ã˜ § RANA Institute of Higher Studies 2014 RECRUITMENT AND SELECTION PROCESS OF MOE (Ministry of Education) INTRODUCTION 1.1 Background of the Study This project is titled as study of Recruitment and Selection Process of MOE. In this project the readers will come to know about the process of Recruitment and SelectionRead MoreOrganizational Image : An Organization805 Words   |  4 Pagesorganizational characteristics are desired by job applicants? Organization characteristics such as organizational image, location, size, familiarity, reputation, industry, and profitability have all been shown to have significant influence during the recruitment process. In reviewing the literature, organizational image is the variable containing the greatest number of relevant effect size estimates for organizational characteristics. This is probably because organizational image can encompass individualRead MoreTraining And Development Efforts Help Employees989 Words   |  4 Pagesorganizational characteristics are desired by job applicants? Organization characteristics such as organizational image, location, size, familiarity, reputation, industry, and profitability have all been shown to have significant influence during the recruitment process. In reviewing the literature, organizational image is the variable containing the greatest number of relevant effect size estimates for organizational characteristics. This is probably because the organizational image can encompass individual