COURSEWORK ASSESSMENT COVER SHEET

 

Programme Title: Bachelor of Arts Human Resources Management with Organisational Psychology

 

Module Number & Title: PSY09700 2020-1 TR1 001 – Work Psychology [Singapore]

 

Subject of Assignment: Selection Process in Smithson Care Company

 

Name of Lecturer/Tutor:

 

Date of Submission:

 

Student Matriculation Number:

 

Student Name:

 

 

 

 

TABLE OF CONTENTS

1. INTRODUCTION………………………………………………………………………………………………… 3

…. 1.1 Selection Process In Ernst & Young Global Limited…………………………………. 3

2. ROLE OBJECTIVE OF SMITHSON CARE………………………………………………………… 5

2.1 Knowledge, Skills, Attitudes and Other Characteristics (KSAO)…………..5

3. ASSESSMENT METHODS………………………………………………………………………………… 7

3.1 KSA Based Assessment …………………………………………………….…….7

3.2 Task Based Assessment……………………………………….………………….9

4. JUSTIFICATION……………………………………………………………………………………………….. 11
5. RECOMMENDATION AND CONCLUSION……………………………………………………… 12

REFERENCES……………………………………………………………………………………………………… 13

 

 

 

 

 

 

 

 

 

1. INTRODUCTION

The report introduces to the selection process in Smithson Care Company. Basically, most of the companies select experts in their line of specialisations. When job openings are posted for certain positions, shortlisting’s are done wisely before the recruitment process starts. There goes a thin line between the recruitment and selection process of any company.

The former refers to a process where there exists searching for potential applicants who are encouraged to apply for anticipated and actual vacancy. A structure recruitment plan and detailed information of the job vacancy are mandatory, for instances job descriptions, job specifications, skills, qualifications, relevant working experience and etc., so as to attract the potential candidates with most suitable capability to take the responsibilities required to achieve the objectives of the organization. (Recruitment and Selection, 2016).

The later refers that among all the candidates who have applied, the shortlisted candidate is hired for the job in the organisation, who will be the successful applicant (Claus Wehner, Giardini, & Kabst, 2015). Through various sources, such as advertisements, internal/ external sources, and etc. and application forms are sometimes distributed. Via numerous evaluation stages, the assessment is taken which may be in the form of interviews, written exams or submissions. The more and more job seekers are attracted to apply via recruitment and hence is a positive process while the negative process is the selection where unfit candidates are rejected from the list (O’Meara & Petzall, 2013).

Changes in selection process ten years from now:

Over the years there has been much transformation in the selection process largely due to the result of advancements in technology

1. a) Much expensive is the candidates reach: previously trade magazines and local newspaper’s used to provide jobs. There was fairly limited reach with the hiring manager talking to the same candidate over and over again when the job has been filled. Now, twitter, LinkedIn, Facebook has brought about drastic changes in selecting dead pool of qualified candidates (sparkhire.com. 2020).
2. b) Video interviewing technological improvements: instead relying over the phone, the HR can now directly view the person to get hired. The professional’s notion is absolutely check through the accessibility of video interviewing technology.

c)Rising focus on cultural fit: the work life balance couldn’t be determined before. The final decision in hiring doubted the cultural fit and personality type.

1. d) Seeking of the job is much dependent on candidate’s experiences now. Previously for months the candidates needed to wait whether he or she has been selected for the next round or not (sparkhire.com. 2020).

Now in application tracking system (ATS) the recruiters review the applications that have been uploaded by the candidates. This includes the resume, cover letters and other information in the database. Through the hiring process from one component of the system to the other the information moves. Through ATS the hiring managers can either send mail rejection letters or schedule interviews. Once the candidates are hired, the HR personnel put individual’s information in the payroll once (www.thebalancecareers.com. 2020).

1.1 SELECTION PROCESS IN ERNST & YOUNG GLOBAL LIMITED

The process of selecting candidates in E&Y focuses on skills, knowledge, experience and various related factors.

A three-stage selection process is conducted for the candidates to get recruited in E&Y, that re-written exam, technical interview and HR interview. The academic criteria include sixty percent of total class 10, 12 and 65 percent in graduation with no back papers at the time of applying. The pattern of test includes reasoning ability, quantitative aptitude, English and situational strength. The level of overall paper is moderate with time limit for each section. For the next round, only those candidates who writes well in written exam gets qualified.

In the technical round, specific technical field’s questions are asked which may include the activities of the company or understanding the technical work as part of the job. In HR round, the personality of the candidate is determined. The qualification, experience, courses, certifications, expected salary, etc.  all are asked in the interview. Hence, the process of selection in E&Y is well planned with right motivation and guidance (cpt.hitbullseye.com, 2020).

 

Figure 1: Selection process in E&Y (source: https://alpingi.com/ernst-young-recruitment/)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2. ROLE OBJECTIVE OF SMITHSON CARE

The post is of Public Relations and Marketing Assistant. The job holder would support the public relation and marketing team on all marketing led projects and campaigns directed at maximizing the company profit (Naumovska&Blazeska, 2016).

Key Responsibilities:

• Promoting and generating, engaging marketing content for various brand
• Social media and blogging promoting
• Gaining clients professional trust, giving a status update and presenting those ideas during client meetings
• During brainstorm sessions, having pitch ideas and a point of view
• Recognizing the key influencers in media sphere and pitching a story angle to media
• Following up with multiple stakeholders besides managing vendors
• Keeping up with quality output and deadlines
• Translate and conduct accurately the media monitoring documents
• Interpreting data and follow up actions
• Assistance in on site activation of ATL, BTL and in digital promotions on different platforms for SEO/SMM and SEM.

2.1 KNOWLEDGE, SKILLS, ATTITUDES AND OTHER CHARACTERISTICS (KSAO)

Qualification:

Minimum of a bachelor’s degree or equivalent in Public relations and/or Marketing Field or another related field.

Skills:

1-3 years’ experience in generation of content, editing, proficiency in MS-Office Suite, Knowledge of SEO and its application to content marketing. Candidates with international studies are preferred.

Behavioural competencies:

• Interpersonal skills with great communication
• Willing to learn
• Time management
• Pro-Active
• Thinking creatively
• Attention to details and hands on approach
• Good with numbers along with problem solving

Figure 2: Examples of Marketing Skills (source https://www.thebalancecareers.com/marketing-skills-list-2062431)

 

 

 

 

 

 

 

 

 

 

 

 

 

3. ASSESSMENT METHODS

Various assessment methods can be used by the organisation. These methods are basically tasked based or KSA based. Both external and internal selection process can be ensured. When the promoting and hiring of the organization is from within, then it is known as internal selection (Klotz et al., 2013). When from outside, the hiring is done it is known as external selection. For external selection the most commonly used assessment methods are personality tests, cognitive tests, integrity test, etc.  For internal selection organisations have also catered to one or more of the abovementioned methods (docshare04.docshare.tips, 2020).

3.1 KSA BASED ASSESSMENTS:

1. Cognitive Tests: Variety of mental abilities are being assessed through cognitive tests such as mathematical and verbal ability, reading comprehension and reasoning ability. For predicting the job performance, this test has been most useful. So, the selection decisions are frequently made based on this test in different job profiles (Schmitt, 2014). It typically contains the multiple-choice questions and the mode of the test maybe offline via pen and paper or online via computer. For tapping the various abilities various test items are included. To obtain a single score, the overall correct answers are summed up. The general mental ability is thus represented by the total score that is obtained. For specific abilities types, their specific scores represent the mental abilities (Schmitt, 2014).

 

1. Job Knowledge Tests: In order to perform a job effectively, the critical areas of knowledge are assessed by the job knowledge tests. Technical knowledge is basically represented by the knowledge areas. So, a body of possess knowledge needs to be with the candidates before entering the job. After selection, such tests are not entitled in training the candidates on the areas of knowledge they need to have (Lievens, De Corte, & Westerveld, 2015). Multiple choice items are also included in job knowledge tests like the cognitive test. Most of the cases, essay items are generally included.

 

1. Personality Tests: The job performance assessment traits are usually represented by the personality tests. For subsequent performance in the job, they act as the predictors of traits (Abosalem, 2016). In frequent work situations this test assesses the extraversion, prudence, openness and agreeableness to emotional stability and experience. Across many variations in jobs, the most useful predictor of performance is prudence. Also, some other factors of personality have shown useful predictors in other types of jobs. (Abosalem, 2016).

 

1. Biographical Data: For effectively predicting the candidate’s job performance, they are asked questions for their bio data like personal interests, background, characteristics, skills, etc. so their past performance would analyse their future performance. How effectively the candidates performed in the past are focussed by the biographical questions that could ensure how effectively they could perform the job in their selected arena (Minter, Ntake&Mwikalo, 2018).

 

An ‘Accomplishment Record’ is another form of inventory of Bio data. The most meritorious achievement is prepared and written in this type of assessment featuring the ability and skill areas that are required in a job (shrm.org, 2020). The past supervisor name is also recommended there who have verified the accomplishment. Ina consistent manner, the trained supervisors scores the accomplishment by utilising standard rating criteria in a consistent manner (shrm.org, 2020).

 

1. Integrity Tests: The dependability, honesty and trustworthiness are related to the experiences and attitudes that are measured by the integrity tests.

 

1. Structured Interviews: This is the most common process of selection used in the organisations. For predicting the performance of the job, unstructured performance is not suitable. In most cases the interview process of selection is unstructured. So, the interviewer is left to decide upon the questions and the applicant’s performance are nor agreed upon standards during the interview. On the other hand, structured interviews critically assess the KSA’s because it consists a set of specific questions in a pattern that the job requires (Levashina et al, 2014). These types of interviews are developed in assessing almost every criteria but initially it assesses softer skills like the communication and interpersonal skills, planning, leadership, adaptability and organising among others. An important feature is that the provision of criteria for standard rating helps in judging the quality of the interviewer and the effective responses from the respondent. To administer the proper structure of the interview, there is training of the interviewers (Levashina et al, 2014).

 

1. Physical Fitness Tests: In some job selections. Physical fitness tests are also used. In assessing a candidates overall physical fitness, these tests require the candidates in performing physical activities to measure the endurance, strength and other physical capabilities necessary in doing the job (Hardcastle, Blake, &Hagger, 2012).

3.2 TASK BASED ASSESSMENT

1. Situational Judgment Tests: Many durable options for handling the current situations in job that they would encounter are basically measured by the situational judgement tests (Schmitt et al., 2019). The designing of the test depends on how the candidates are involved in handing a highly effective or least effective ways in the situation by the provision of the response options. Besides the previously mentioned tests, this type of test is developed much critically. This is because the developing scenarios are difficult with the various feasible options, like some responses have more reliability than others. (Schulze et al., 2017).

 

1. Work Sample Tests: The mirroring of the tasks and work activities that are required to be performed by the employees basically consists the work sample tests (Zimmerman, Maker & Alfaiz, 2020). Almost any kind of job tasks are designed to be measured by the work sample test. Measuring of technically oriented tasks are typically designed that includes repairing, operating equipment and troubleshooting equipment. The job candidates can perform their tasks of interests and involves the trained evaluators in scoring and observing their performances. Here the candidates are expected to know how to perform the assigned tasks before entering into the jobs, similar to the job knowledge tests. (Zimmerman, Maker & Alfaiz, 2020).

 

1. Physical Ability Tests: Workers are selected for physically demanding jobs through physical ability tests that are used regularly (Rikli, & Jones, 2013). An actual series of job tasks are required to be performed by the candidates in determining if or not the physical requirements of the job could be performed. The scoring of the tests is based on pass or fail basis. Within a stipulated time-frame, the test needs to be properly completed by completing the set of tasks to pass. The work sample tests bear similarity with this test (Alfaiz, Pease & Maker, 2020). Actual job tasks are usually replicated by the physical ability testing evaluating if within the specified time period the candidates could complete them and that clones how they would perform such similar tasks when assigned in their jobs (Rikli, & Jones, 2013).

 

Figure 3: Selection assessment methods (source: https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Selection-Assessment-Methods.pdf)

 

 

 

 

 

 

 

 

 

 

 

 

4. JUSTIFICATION

Suppose as a post of payroll manager in a company, an employee was responsible or tracking, controlling and monitoring the annual budget of Rupees five lakhs for two firms. The job responsibility basically included trend tracking, generation of report, request drafting and anticipating shortfalls for additional funds. Therefore, it was basically auditing responsibility to ensure proper allocation and justification of funds (diva-portal.org, 2020).

The next year there was budget cut to Rupees forty-seven thousand. So, there was a need to delete the surplus in the company. The trend tracking duties and report generation was offered by the employee to the senior level payroll officers who were capable of completing it. The employee next gathered the past five years’ salary amounts and the office related expenses. The different cuts were analysed thereafter and their effects to the company. A realisation dawn that without letting someone go it would be impossible to make necessary cuts. So other department’s cuts were researched that have experienced the same cut. On further analysis, it was found that the marketing department in order to supplement their budget received a grant. With other senior payroll officers, the employee a proposal for grant stating to cover the additional Rupees twenty thousand. Thus, the grant was received thereby retaining all its departmental members (Smith & Smith, 2018).

In this case, what can we conclude from the abovementioned example is that the candidate demonstrated analytical thinking, creativity and leadership skills by the means to retain within the budget. Therefore, the selection assessment methods aptly justify that capable candidates are to be selected that rightly matches to the skills that the job specifically wants. This way, it saves the organisation’s work consuming less time besides revenue generation (Smith & Smith, 2018).

5. RECOMMENDATION AND CONCLUSION

The employee’s selection needs to be done minutely for the success of the organisation. For the job when the company gets a well-suited employee, the unbeatable success occurs with the benefits incurred by the employee. The right positions could only be secured by the right candidates when the organization selects and recruits wisely with years of experience. So as to reduce any loss for the organization, the difference between selection and recruitment needs to be understood.