Personnel selection and choiceДисциплина: Иностранные языки
Тип работы: Реферат
Тема: Personnel selection and choice
Personnel selection and choice
The hiring process is critical to a company\'s success - the right employee helps the company
to reach its objectives but the wrong employee will cost the company a great deal in time,
money and energy. Furthermore, Arnold, Cooper and Robertson state ‘personnel selection
and assessment is probably the area where the biggest and most consistent contribution has
been made’ in work psychology.
To find the right person for a particular occupation the employers have to formulate a job
description of such a job. In most circumstances, especially in the small companies, where
there is only one leader who manages the process of personnel selection, this aspect is
apparently linked with the manager’s personal qualities. In addition, from the job description
that the employer gives, we can make a brief description of the company’s profile, which
consecutively points to the managing body’s personal qualities and characteristic.
‘An accountant’s, secretary’s or production manager’s job will vary considerably from one
organisation to another, perhaps in the ways that are crucial’ (Arnold, Cooper and Robertson.
When considering how the director’s personality characteristics influence the organisation’s
behaviour and accordingly the job analysis or opportunity offered, it should be stressed that
in the process of recruiting, employers try to attract individuals with the same qualities as
the whole group. However, Arnold, Cooper and Robertson (1998) state: ‘Job analysis
procedures are generally either worker-orientated or job-orientated’ According to this, it
is clear that for different job positions the managers have to implement different practices.
It emerged our experience of role-playing in the group that we all gave different job
descriptions for the same job within the same company, from which we can conclude that
different individuals perceive
the same team with slight differences and believe the company to be looking for different individuals
to fill their vacancies, according to their needs. In addition, from my point of view, these correlations
have a direct and indirect link with the psychological preferences examined more detailed by Carl
Gustav Jung (1875-1961) and with the different styles of the leadership considered by Michael
Argyle (1964) – Democratic leadership and Aristocratic leadership.
Nevertheless, we all need individuals who will fit in with our groups, as ‘effective teamwork is
essential when targets are to be achieved’ (Mullins 1999). Moreover, Mears and Voehl (1997) state
that ‘Teams and groups are an essential component of life, be that an organisational life or a personal
life. An individual cannot possibly perform all tasks that are required of them. Therefore, groups
are essential in sharing the workload and in gaining results.’ Accordingly, ‘groups have to work
together to become a cohesive unit that combines individual’s strengths and weaknesses to achieve
an optimum working level’ (Mears and Voehl 1997). Therefore, if group is not organised well or
there is a missing link in the chain of the organisation, indicating that a person does not fit in, the
leader of the team and the team as well might not achieve the expected results or even cause the
whole system to collapse. Belbin (1926) rightly states - ‘Teamwork does not of course, guarantee
in itself good results. As in sport, there can be good teams and poor teams. And as in sport, it all
depends on how the players play together.’
In conclusion it is necessary to indicate that team leaders, when trying to recruit staff consider
carefully who to employ in that sense that the new personality may bring to the company prosperity,
or, conversely, have a destructive influence on the whole organisation depending on how that person
‘fits in’. This all in all, seems to be a fundamental part of the selection process not only for the
managing body, but for the whole organisatio...