Public Personnel Management
The evaluation of the potential candidates is a crucial procedure because the selection of wrong candidate may result in the reduced efficiency of the organizational processes and can adversely impact the organizational objectives. The utilization of Skills Matrix in the evaluation procedure has been proved as less time consuming and effective. In this study, three candidates are evaluated for the position of supervisor who will be responsible for the analysis of quantitative data, implementation and coordination. Therefore, the candidates were evaluated by the Skills Matrix which was developed according to the knowledge, skills and abilities of the position that are required for the available position. The results obtained from the Skills Matrix were less time consuming and were in accordance to the job requirement and facilitated in the identification of the best potential candidate.
Contents
Introduction
Competencies Required for the Position
Factors to Evaluate 1
1. Critical Thinking 1
2. Organizational Savvy 1
3. Interpersonal-Skills 1
4. Personality 1
5. Experience and Education 1
Matrix 1
Candidate A -- Jill Owens 1
Measures Suggested 1
Candidate B -- Bruce Hughes 1
Measures Suggested 1
Candidate C -- Mary Washington 1
Measures Suggested 1
Result 1
Interview Questions 1
Conclusion 1
REFERENCES 1
Introduction
The employees working in an organization are considered to be an extremely important resource for the organization. Therefore, the organization that is willing to achieve competitive-edge on its competitors is required to attract and retain such human-resource that is capable to contribute in the achievement of organizational goals (Youndtet al., 1996). The organizations need to attract and retain competitive employees and in order to do that the organizations are required to evaluate the candidates to assess their potential and job-organization-fit (Sekiguchi, 2004; Sekiguchi, 2007). The Skill-Matrix is used to analyze the skills of the candidates and the extent to which they possess the required skills for the job. Furthermore, the skills-matrix provides direction to select the evaluated employees by identifying the gaps and differences that the candidates possess in accordance with the competencies that are required for the job (Gatewood et al., 2010).
The employees working in the organization are not only responsible to achieve their work related objectives, but they also play their part in the bottom-line of the organization by making sure that the organization is working in an effective and efficient manner with the accomplishment of organizational goals (Luthans et al., 2006). Moreover, the procedure for the selection of employees from the potential candidates referred to be crucial for the organization by Wanous (1992) due to the fact that the right candidate can positively contribute in the organizational objectives whereas; the wrong selection of candidate can decrease the organization's efficiency and can impact adversely on the organizational objectives. Therefore, the potential candidates should be evaluated in an effective manner by ensuring that their possessed knowledge, skills and abilities are not neglected during the evaluation process.
The Skills Matrix is used in the evaluation process so that the candidates can be evaluated thoroughly with respected to the work related requirements in the position. Skills Matrix is developed by analyzing the job and determining the task, duties and responsibilities that will be assigned to the job-holder, after that major factors are determined and weighted based on their significance in the job on which the selected candidates will be evaluated (Bratton & Gold 2001). The candidates are evaluated instantly during the evaluation process of interview in order to make sure that any important observation and aspect related to the described factors are not neglected. The candidates are scored according to their potential and the weighted score is calculated and the total of the weighted score determines the extent at which the candidate possesses the required skills. The evaluation that takes place by using the Skills Matrix is considered to be less time-consuming and is considered to be effective by selecting the right person for the job.
In this study, the candidates for the position of supervisor as the junior management function in the city manager's office are evaluated and analyzed in order to select the best possible candidate for the position.
Competencies Required for the Position
The competencies that are required for the position of supervisor are discussed below:
1. The employee should be able to analyze and interpret the quantitative data and should be able to make decisions accordingly.
2. The employee should be experience enough to be assigned to the projects and should be able to manage his work
3. The employee should be able to communicate the data that has been analyzed to his associates and should be able to implement the necessary measures in accordance with his analysis of quantitative data.
4. The employee should possess respectable degree in the related field with the exceptional grades. The professional experience is also required so that the candidate will have the knowledge about workplace behavior and will be sensible enough to manage himself at the workplace.
5. The employee should have the understanding about the organization and the workplace. The candidate should know that about the organization for which he will be working.
6. The employee must be developed with ethical manners in order to work and pursue the work objectives at the workplace and should possess pleasant personality.
Factors to Evaluate
The factors that are required to be analyzed in order to perform the effective evaluation process for the candidates are described as follows:
1. Critical Thinking
The candidate should possess the ability to think critically with respect to the provided quantitative data. The candidate should be able to analyze and interpret the given data and make decisions for the implementation of the process.
2. Organizational Savvy
The candidate should possess the better understanding about the organization and in this way the candidate should be considered familiar with the organizational processes and culture.
3....
Interpersonal-Skills
The candidate should be able to communicate his analyzed data to his peers and managers so that the necessary measures can be taken in accordance with the analyzed quantitative data. The candidate should possess oral communication skills to define and present his findings to his associates in a better way so that the communication gap among inter-department and intra-departments could be minimized.
4. Personality
The candidate should possess the pleasant personality and possess good manners to meet the ethical requirements of the organization.
5. Experience and Education
The candidate should possess respectable degree in the related field so that it will be ensured that the candidate has the basic and practical knowledge about his work. Moreover, the experience in practical field is required to ensure the professionalism of the candidate. However, the experience in related field will be preferred.
Matrix
The Skill Matrix is developed on the basis of the factors that are required for the position of supervisor who will be responsible for the data analysis, implementation and coordination of the results. The factors are given weightage and the candidates are given rating on the basis of their observed skills and, the weighted score has provided the evaluated score of the candidate.
Candidate A -- Jill Owens
FACTORS
COMPETENCY
WEIGHTAGE
RATING
WEIGHTED SCORE
1
Critical Thinking
20
Quantitative-Analysis
20
12
2
Organizational Savvy
20
Organizational Understanding
20
20
3
Interpersonal-Skills
20
Oral Communication / Delegation
10
10
Active Listening
10
4
40
4
Personality
20
Appearance
10
8
80
Manners
10
8
80
5
Experience and Education
20
Prior Experience
10
6
60
Education
10
8
80
TOTAL
Gap
The candidate does not meet the basic requirement of the position i.e. The candidate should be adept at the analysis of quantitative data. Moreover, the candidate does not possess good listening skills. The job holder for this position should possess active listening skills because he will be responsible for the coordination with the workplace associates about his progress and should be a good listener in order to delegate and get orders from his supervisor.
Measures Suggested
The candidate can be provided with projects consisting of quantitative data at the beginner level and candidate's quantitative skills can be enhanced by providing him an opportunity to learn about the analysis of quantitative data. Moreover, the candidate's supervisor can mentor him and can make sure that the information provided to the candidate is fully understood by the candidate and, the candidate has not missed anything during the conference or briefing. This way, the listening skills of the candidate can be enhanced.
Candidate B -- Bruce Hughes
FACTORS
COMPETENCY
WEIGHTAGE
RATING
WEIGHTED SCORE
1
Critical Thinking
20
Quantitative-Analysis
20
20
2
Organizational Savvy
20
Organizational Understanding
20
10
3
Interpersonal-Skills
20
Oral Communication / Delegation
10
6
60
Active Listening
10
10
4
Personality
20
Appearance
10
6
60
Manners
10
7
70
5
Experience and Education
20
Prior Experience
10
10
Education
10
10
TOTAL
Gap
The candidate lacks the ability to communicate properly which is the basic requirement of the job because the candidate will be responsible for the delegation and coordination of his work to his workplace associates and if the candidate fails to communicate properly then the work related conflicts may rise resulting in the reduced efficiency of the project and can cause delay in the project completion. Moreover, the candidate does not possess the understanding about the city government process which may result in the candidate's lack of awareness about the workplace and workplace-behavior.
Measures Suggested
The immediate supervisor and the associate of the candidate can help in the better communication of the candidate by providing him the friendly and motivating environment to speak and coordinate. Moreover, the immediate supervisor and the orientation program of the organization will have to play their parts in order to make the candidate organizational savvy so that he will possess the better understanding about his workplace.
Candidate C -- Mary Washington
FACTORS
COMPETENCY
WEIGHTAGE
RATING
WEIGHTED SCORE
1
Critical Thinking
20
Quantitative-Analysis
20
9
2
Organizational Savvy
20
Organizational Understanding
20
5
3
Interpersonal-Skills
20
Oral Communication / Delegation
10
10
Active Listening
10
10
4
Personality
20
Appearance
10
10
Manners
10
9
90
5
Experience and Education
20
Prior Experience
10
9
90
Education
10
6
60
TOTAL
Gap
The candidate lacks the basic requirement of the job due to which the candidate will…
