Business Class Staffing Organization
A selection plan for the position of a department manager to determine the most important KSAOs
Currently, the company is using an experience checklist, the Maarshfield Applicants Exam real knowledge test and an education check. In this case, the major KSAOs will be derived from the job description of the position and are the necessary factors for success in this position. According to Tanglewood, the major KSAOs are:
Knowledge of organizational practices and policies
Ability to develop original solutions, think and prescribe parameters
Knowledge of retail policies, management and practices
Knowledge of customer service principles
Skills in personnel management
Speaking and communication skills
Selection sequence (Kammeyer-Mueller, 2014).
Initial assessment- the company uses initial assessment approaches to identify which applicants meet the minimum requirements of the job. Then, the applicants become candidates and shift to the substantive assessment stage. In this stage, the goal is to narrow the pool of applicants...
In the process, if an applicant fails to meet the set requirements, they must be notified that they are no longer considered for the job. The following assessment methods have been recommended:
Cover letter and resume screening
Application blanks
Experience and education checks to verify the accuracy and honesty of the information given
Customer service data
Phone screening to verify information (Kammeyer-Mueller, 2014).
Substantive assessments -- after an applicant has passed the initial assessment stage, they are referred to as candidates. This implies that they met the minimum requirements. Substantive assessments are then conducted to establish the level at which each candidate is qualified for the job. These methods are costly to the company, in terms of both money and time. They include:
Personality exams
Retail knowledge exams
Structured interviews (Kammeyer-Mueller, 2014).
Finalist -- after a candidate has met all the above requirements, and identified as the most qualified candidate,…
Guidelines on oral and written communication with job applicants One important guideline is that the human resources department is solely responsible for setting the policies and procedures regarding staffing and management of all aspects of the staffing process. Therefore any written or oral communication to job applicants should come from the human resources department except where the management team may need to reply to an item that they are formally delegated