Competence Based Recruitment and Selection

MZUMBE UNIVERSITY DAR ES SALAAM BUSINESS SCHOOL PROGAMME OF STUDY: MSC. HUMAN RESOURCE MANAGEMENT COURSE: ADVANCED – HRM STUDENT NAME: SYONI MWAKIPEKE – MSC/HRM/DCC/095/T. 11 Question: Competence based 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. The process of competency based recruitment and selection 1. 1 Competency Competency is a temporally stable, narrowly defined and trainable talent ability to complete an organizationally valued prospective jot task successfully. Competencies have come up as a conception for naming and managing abilities, know ledge and skills and applying them on many different areas.Once the competency based approach is applied candidates’ performance can be anticipated easier and more exactly. It provides more precise approximation of future performance than the testing of knowledge since it also explains how the knowledge is applied. 1. 2 Competency based recruitment and Selection process The process of competency based recruitment and selection involves eleven steps of which first to four steps explained the recruitment process and the rest that is five to eleven defined how the selection works.Competency based recruitment and Selection process Step 1 Identify HR and Job recruitment needs Step 2 Complete Job or position documentation Step 3 Identify recruitment sources 1 Step 4 Create recruitment materials and implement the recruitment process Step 5 Determine the selection criteria Step 6 Select the applicants Step 7 Train the interviewers and conduct behavioral event interviews with the lead ing candidates Step 8 Complete competency assessment, prepare the selection recommendation list and select the candidate Step 9Verify the selected candidate’s qualification Step 10 Negotiate compensation and benefits package with the successful candidate and extend an employment offer after the package has been accepted, first by the organization and then by the candidate Step 11 Validate the selection Results Figure 1. Competency – based recruitment and selection (Dubois & Rothwell 2004, p. 113) 1. 3 Advantages of Competency-based recruitment and selection process This method results in numerous advantages, for example: a) It is result – oriented; 2 b) Discrimination is out of the question; ) Identifying backups for positions is easier; d) Traditional training times are less; and e) Employees’ performance levels are higher. 2. COMPETENCY MODELS MANAGEMENT In order to carry out competency-based recruitment and selection for a position a competency model i s essential to evaluate applicants. The organization can benefit from competencies by building up competency models not only for a job-role but also for an entire organization. A competency model refers to a group of competencies required in a particular job (OntoHR project 2010a).But obviously this is not the only field that can benefit from the concept of competency. Competency management can make things easier for organization by facilitating the design of job-roles and its competencies according to the organizational objective. Job Design is the next step after the completion of competency model is job design. â€Å"Job design refers to the way tasks is combined to form complete jobs. † (Robbins & Stuart-Kotze, 1987) 2. 1 Challenges of competency-based recruitment However competency-based recruitment and selection has some challenges too, which includes: ?A disciplined approach to job and work analyses is necessary to the preparation for the recruitment and selection proc esses needs more time; ? Inefficient when recruiting unskilled or semiskilled workers. But if the conditions are suitable this can be a highly effective technique to develop an organization’s human capital. 2. 2 ? Benefits of Competency-base recruitment and selection to the Organization When combined with an assessment of knowledge and experience, using competencies improves accuracy in assessing people’s suitability or potential for different jobs. They help prevent interviewers and selectors from making hasty decisions or from assessing interviewees on the basis of characteristics that are not relevant to the job. ? They can be used to help structure the selection process – interview and tests. ? Assessing a candidate against specific competencies clarifies their strengths and weaknesses; making it easier to target any development that may be needed should they be appointed. 3 3.COMPETENCY-BASED RECRUITMENT AND CAREER MANAGEMENT Competency-based recruitment pl ays important role in the organizaton’s career management plans as it facilitates recruitment and selection of employees with the right competencies (skills, knowledge and attitudes) for the job at hand. It helps managers in identification of career path of employee right from the beginning, because most of the job core competencies are likely to focus and shape individual’s career aspirations.This early identification helps in designing a proper training and development plan for individu al employee, these include coaching, mentoring, and other types of training which helps to shape individual’s career path. Once organization has a fair idea about employee’s strengths and weaknesses, attitude and behaviour, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place.Competency-based recruitment and selection facilitates succession and retention plan of the organization as it fosters employee competence development and management through competency-based performance management which entrusted managers with the time consuming and worthy job of competency-based performance management through continuous coaching and training of employees so as to ensure that individual potentials are realized, nurtured and developed 4. CONCLUSIONFor modern organizations whether it be private or public, profit or not for profit competencybased recruitment is inevitable if the firm aim at realizing its strategic goals through the use of its most valuable and important resources. In this stiff competition managers have to ensure that, they ultimately utilize their human resources capabilities to realize its strategic objective. Creativity and innovations in managing emplo yee is of greater value in this era especially the attraction, selection and retention of high potential employees.As managers and organizations are moved from tasks accomplishment to result based performa nce, employee recruitment and selection has become very significant in realizing this objective. 4 Management should ensure that recruitment is based on competences that are required for the job in question, these competences has to be realistic and measureable so that managers and employees can work together to ensure realization of these competences hence organizational objectives.Competency-based recruitment and selection goes hand in hand with competencybased performance management, this entails competency-based reward system and career management. Competence based recruitment and selection facilitates career management in organization. Discuss. Submission date 9th June 2012 5 Competence Based Recruitment and Selection MZUMBE UNIVERSITY DAR ES SALAAM BUSINESS SCHOOL PROGAMME OF STUDY: MSC. HUMAN RESOURCE MANAGEMENT COURSE: ADVANCED – HRM STUDENT NAME: SYONI MWAKIPEKE – MSC/HRM/DCC/095/T. 11 Question: Competence based 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. The process of competency based recruitment and selection 1. 1 Competency Competency is a temporally stable, narrowly defined and trainable talent ability to complete an organizationally valued prospective jot task successfully. Competencies have come up as a conception for naming and managing abilities, know ledge and skills and applying them on many different areas.Once the competency based approach is applied candidates’ performance can be anticipated easier and more exactly. It provides more precise approximation of future performance than the testing of knowledge since it also explains how the knowledge is applied. 1. 2 Competency based recruitment and Selection process The process of competency based recruitment and selection involves eleven steps of which first to four steps explained the recruitment process and the rest that is five to eleven defined how the selection works.Competency based recruitment and Selection process Step 1 Identify HR and Job recruitment needs Step 2 Complete Job or position documentation Step 3 Identify recruitment sources 1 Step 4 Create recruitment materials and implement the recruitment process Step 5 Determine the selection criteria Step 6 Select the applicants Step 7 Train the interviewers and conduct behavioral event interviews with the lead ing candidates Step 8 Complete competency assessment, prepare the selection recommendation list and select the candidate Step 9Verify the selected candidate’s qualification Step 10 Negotiate compensation and benefits package with the successful candidate and extend an employment offer after the package has been accepted, first by the organization and then by the candidate Step 11 Validate the selection Results Figure 1. Competency – based recruitment and selection (Dubois & Rothwell 2004, p. 113) 1. 3 Advantages of Competency-based recruitment and selection process This method results in numerous advantages, for example: a) It is result – oriented; 2 b) Discrimination is out of the question; ) Identifying backups for positions is easier; d) Traditional training times are less; and e) Employees’ performance levels are higher. 2. COMPETENCY MODELS MANAGEMENT In order to carry out competency-based recruitment and selection for a position a competency model i s essential to evaluate applicants. The organization can benefit from competencies by building up competency models not only for a job-role but also for an entire organization. A competency model refers to a group of competencies required in a particular job (OntoHR project 2010a).But obviously this is not the only field that can benefit from the concept of competency. Competency management can make things easier for organization by facilitating the design of job-roles and its competencies according to the organizational objective. Job Design is the next step after the completion of competency model is job design. â€Å"Job design refers to the way tasks is combined to form complete jobs. † (Robbins & Stuart-Kotze, 1987) 2. 1 Challenges of competency-based recruitment However competency-based recruitment and selection has some challenges too, which includes: ?A disciplined approach to job and work analyses is necessary to the preparation for the recruitment and selection proc esses needs more time; ? Inefficient when recruiting unskilled or semiskilled workers. But if the conditions are suitable this can be a highly effective technique to develop an organization’s human capital. 2. 2 ? Benefits of Competency-base recruitment and selection to the Organization When combined with an assessment of knowledge and experience, using competencies improves accuracy in assessing people’s suitability or potential for different jobs. They help prevent interviewers and selectors from making hasty decisions or from assessing interviewees on the basis of characteristics that are not relevant to the job. ? They can be used to help structure the selection process – interview and tests. ? Assessing a candidate against specific competencies clarifies their strengths and weaknesses; making it easier to target any development that may be needed should they be appointed. 3 3.COMPETENCY-BASED RECRUITMENT AND CAREER MANAGEMENT Competency-based recruitment pl ays important role in the organizaton’s career management plans as it facilitates recruitment and selection of employees with the right competencies (skills, knowledge and attitudes) for the job at hand. It helps managers in identification of career path of employee right from the beginning, because most of the job core competencies are likely to focus and shape individual’s career aspirations.This early identification helps in designing a proper training and development plan for individu al employee, these include coaching, mentoring, and other types of training which helps to shape individual’s career path. Once organization has a fair idea about employee’s strengths and weaknesses, attitude and behaviour, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place.Competency-based recruitment and selection facilitates succession and retention plan of the organization as it fosters employee competence development and management through competency-based performance management which entrusted managers with the time consuming and worthy job of competency-based performance management through continuous coaching and training of employees so as to ensure that individual potentials are realized, nurtured and developed 4. CONCLUSIONFor modern organizations whether it be private or public, profit or not for profit competencybased recruitment is inevitable if the firm aim at realizing its strategic goals through the use of its most valuable and important resources. In this stiff competition managers have to ensure that, they ultimately utilize their human resources capabilities to realize its strategic objective. Creativity and innovations in managing emplo yee is of greater value in this era especially the attraction, selection and retention of high potential employees.As managers and organizations are moved from tasks accomplishment to result based performa nce, employee recruitment and selection has become very significant in realizing this objective. 4 Management should ensure that recruitment is based on competences that are required for the job in question, these competences has to be realistic and measureable so that managers and employees can work together to ensure realization of these competences hence organizational objectives.Competency-based recruitment and selection goes hand in hand with competencybased performance management, this entails competency-based reward system and career management. Competence based recruitment and selection facilitates career management in organization. Discuss. Submission date 9th June 2012 5

Kansas City Hyatt Walkway Collapse

Kansas City Hyatt Walkway Collapse Introduction The Hyatt Regency Hotel was built in Kansas City, Missouri in 1978. This hotel consisted of a 40-story hotel tower and conference facilities, which were connected by an open concept atrium. Inside the atrium, there were three walkways that connected the hotel to the conference facilities on the second, third, and fourth floors. The atrium was 145 feet long, 117 feet wide and 50 feet high. On July 17, 1981, approximately 2,000 people had gathered in the atrium to participate in and watch a dance contest.Dozens stood on the walkways. At 7:05 PM, the walkways on the second, third, and fourth floor were packed with visitors as they watched over the active lobby, which was also full of people. The fourth floor bridge was suspended directly over the second floor bridge, with the third floor walkway set off to the side several meters away from the other two. Construction issues led to a subtle but flawed design change that doubled the load on the connection between the fourth floor walkway support beams and the tie rods carrying the weight of the second floor walkway.This new design could barely handle the dead load weight of the structure itself, much less the weight of the spectators standing on it. The connection failed and both walkways crashed one on top of the other and then into the lobby below, killing 114 people and injuring more than 200 others. Mainbody FIG-1 FIG-2 Originally, the 2nd and 4th floor walkways were to be suspended from the same rod (as shown in fig-1) and held in place by nuts.The preliminary design sketches contained a note specifying a strength of 413 MPa for the hanger rods which was omitted on the final structural drawings. Following the general notes in the absence of a specification on the drawing, the contractor used hanger rods with only 248 MPa of strength. This original design, however, was highly impractical because it called for a nut 6. 1 meters up the hanger rod and did not use slee ve nuts. The contractor modified this detail to use 2 hanger rods instead of one (as shown in fig-2) and the engineer approved the design change without checking it.This design change doubled the stress exerted on the nut under the fourth floor beam. Now this nut supported the weight of 2 walkways instead of just one Conclution FIG-3 FIG-4 Neither the original nor the as-built design for the hanger rod satisfied the Kansas City building code making the connection failure inevitable. If, however, the building design had contained more redundancy this failure may not have resulted in the complete collapse of the walkway.Kaminetzky (1991) suggests two much stronger design alternatives for the connectors. The toe-to-toe channels used in the Hyatt Regency provided for weak welding which allowed the nut to pull through the channel/box beam assembly initiating the collapse. A back-to-back channel design using web stiffeners when necessary (fig-3) or the use of bearing crossplates in conjun ction with the toe-to-toe channels (fig-4) would have made the connection much stronger making it much more difficult for the nut to pull throughReferences Engineering Ethics – Lessons Learned: Kansas City Hyatt Walkway Collapse http://www. pdhengineer. com/Course%20Web/Law%20and%20Ethics%20Courses/hyatt_walkway_collapse. htm â€Å"Hyatt Regency Walkway Collapse†. School of Engineering, University of Alabama. http://www. eng. uab. edu/cee/faculty/ndelatte/case_studies_project/Hyatt%20Regency/hyatt. htm#Causes Kaminetzky, Dov, Design and Construction Failures: Lessons from Forensic Investigations (1991). McGraw-Hill, New York, N. Y.

Dmitri Mendeleev vs. Lothar Meyer who is the father of the periodic Essay

Dmitri Mendeleev vs. Lothar Meyer who is the father of the periodic table - Essay Example This article will discuss the individual who deserves the credentials as the father of the periodic table between Dmitri Mendeleev and Lothar Meyer. Dmitri Mendeleev was a Russian professor in the Chemistry department of various institutions. According to several sources, he is credited as the creator of the first version of the period table in 1869 (Scerri 9). He also predicted some of the properties that were yet to be discovered by using the first version of the periodic table which he had created. During this era, Mendeleev was also studying the capillarity of liquids and the functioning of the stethoscope. The first version of the periodic table comprised of 56 elements (Levi 5). In his predictions, Mendeleev made it clear that the eight elements he predicted would have the prefixes dvi, tri and eka in their naming. On the other hand, Julius Lothar Meyer was a German chemist who published an expanded version of the periodic table in 1870. His table consisted of 44 elements, which were arranged in terms of their valency. He is also honored for his contribution in the periodic classification of elements. It is quite clear that Meyer was also doubtful about the periodic table published by Mendeleev just like several other scientists (Gordin 34). The main contribution of Meyer included the concept, which asserts that the carbon atoms found in benzene are arranged in the form of a ring. The table presented by Meyer was virtually identical to the table created by Mendeleev. After constructing the table, Meyer gave it to a colleague for proper evaluation. He also criticized Mendeleev since; he changed some of the atomic weights of the existing elements. Most individuals claim that both Mendeleev and Meyer are co- creators of the period table. However, most individuals virtually agree that Mendeleev made an accurate prediction compared to Meyer. In addition, he also predicted more elements such as gallium and germanium, which were discovered in 1875 and

Discuss Essay Example | Topics and Well Written Essays - 250 words - 1

Discuss - Essay Example Daguerre believed that photography was an art that needed to embrace as it showed life and nature as it really was. In his early years, Morse like Louis was interested in understanding the workings of the nature and whether a naturalistic image could be captured on paper. He was able to successfully produce negative images, but did not understand that negative films could be used in the making positive photographic prints. Morse improved the Daguerreotype by attaching a mirror in the camera lens, and this rectified the error. Morse like Louis believed that photography â€Å"was a teaching tool that could visually educate the public† (Morse 221). Charles Baudelaire on the other hand, disagreed with Louis view that photography was an art he was in fact appalled by the definition if fine art as an accurate representation of some external reality. He considered men fools to believe photographs as â€Å"mirrors of physical facts† (Baudelaire, 83). He believed that photography was meant for record keeping and should not defined as art because it just represented what existed in

Does the mixture of debt and equity in a firm's financial structure Essay

Does the mixture of debt and equity in a firm's financial structure matter Why - Essay Example Primarily the equity shares are issued at ‘Par value’ but subsequent issues are made at premium. The company can finance its capital and revenue expenditure through the issuance of these shares or through its internally generated funds. The shareholder’s equity, as presented in the statement of financial position, comprises of retained earnings and issued and subscribed shares. Retained earnings are the accumulated profits from the period the company was incepted. These retained earnings or internally generated accumulated funds can also be utilized by the company in financing its assets. Debts are classified into current and non-current. Current debts include items such as accounts payable, accruals etc which arise in the normal course of business and pertain to company’s day to day operations. In order to understand the impact of debt in the capital structure of a company, it is imperative that the company should clearly get acquainted with the concept of debt. There is no universal agreement between the financial analysts all across the corporate sector when it comes to identifying what constitute a debt. It is considered a general notion that the long term debt as appearing in the balance sheet of the company constitutes the debt in the capital structure of the company. However, this definition of debt is way too broad and it includes the credits and short term overdraft of the company as well. The impact of debt on the capital structure can be analyzed from two different perspectives of financial accounting and financial management. Educated investors only invests in companies analyze several ratios such as current ratio, quick ratio and debt to equity ratio. Current ratio is quite important from the investor’s perspective as it tells the state of liquidity of the company and would it be able to pay off its long term debts in the future. The most commonly used liquidity ratio, the current ratio, which is calculated by comp aring the current assets and current liabilities. The strengthened the current ratio the more ability the company has to pay its debts and short term obligations over the next 12 months. The asset test, which is also regarded as the quick ratio, is calculated by subtracting the inventory balance from the total current assert balance. Out of the current assets mentioned, inventories are regarded as the one which takes comparatively more time to be converted into cash or cash equivalent. The gearing ratios indicate the level of risk taken by a company as a result of its capital structure. These ratios are a great source of determining the level of financial risk to which the company is exposed and thus helps in reducing it to the optimum. The equity ratio indicates how much of the entity’s assets are financed through the finances generated through the revenue generated from the operations of the entity and raising financing through equity issue rather than acquiring debts or ot her financial institution. In addition to the above, the cost of raising funds in the form of loan acquired from the bank or financial institutions is substantially less as compared to the cost of raising financing through shares or bonds. The cost of raising equity comprises of printing of shares, cost of listing the equity shares on the stock market

Physical Educations Assignment (Strength and flexibility programme)

Physical Educations (Strength and flexibility programme) - Assignment Example Stronger muscles boots ones posture, which relaxes the body organs including neck, shoulder, hips and abdominal muscles (The Training Station, 2013). Flexibility training program reduces ones exposure to risk of injury and improves the body’s physical performance. Continued stretching promotes supply of blood to all the muscle tissues, delivery of essential nutrients to the blood stream, increase of joint synovial fluid, transportation of nutrients in the joints is promoted by the lubricating fluid (Canfitpro). Entire flexibility training of the body leads to reduced soring of muscles, improved physical performance. Exercises as yoga helps relax mind and body stress (Skinny). It was ensured there was no state of inactivity during the exercise period; overload was proofed to arouse adaptation, when high level of fitness where achieved intensity was further used to promote

Capitalism is destroying the planet Essay Example | Topics and Well Written Essays - 1000 words

Capitalism is destroying the planet - Essay Example Therefore, in line of with endeavors of capitalists to maximize their profits by intensive and extensive exploration of the natural environment, this paper shows that capitalists’ production is the root cause of environmental pollution that is posing serious dangers to survival of biodiversity, which for this case includes humanity. The driving force of capitalism has remained to be profit maximization. Serving social demands such as food, shelter, clothing and social amenities is just but a by the way. In their primary bid to maximize profits, in which none of them can shy away from being part and parcel, capitalists are driven to further accumulate wealth in any means that would give them a comparative advantage over competitors. Since their production is limited to exploring natural environment for their gains, hundreds of thousands of industries have been established. Examples include food processing, motor vehicle, and utilities that generate energy that is the driving fo rce of any economy (Sweezy 2). A capitalistic set-up is very vibrant in the sense that it has several players each pursuing their own economic goals. Such a place is characterized by closely packed business entities each engaged in some economic activity. For instance, in producing goods and services for the masses, the number of factories that have been established are increasingly occupying more space on the surface of the earth. This has the implication that more fossil fuels is being consumed to keep these factories running. Understandably, these fuels, example of which include coal, produces carbon (IV) oxide that leads to global warming. In another scenario, capitalism has encouraged unsustainable economic competition for different players in the market. For example, in the process of maximizing profits in the fish industry, capitalists have built up large fishing vessels that process fish immediately they are fished. This has the implication that the rate at which fish are be ing processed is faster that even the rate of their reproduction. The same case applies to forested areas where trees are being fell rapidly than they are planted. The unsustainable utilization of natural resources is what has raised eyebrows regarding the negative effects of capitalism. The wide spread destruction of the world’s tree population for the use of manufacturing goods for large scale corporations is just the tip of the iceberg. We have developed a culture that is largely in an â€Å"amnesic† state if you will. We are taught to consume and build a relationship with these products to where they are accepted in every part of our lives. These same products are increasing the CO2 emissions in the earth’s atmosphere to a recent all-time high of 400.03 ppm. This large increase is due to multiple things including globalized use of fossil fuels and the industrialization of production (Kempf 4). Capitalism has significantly increased the exploration of natural resources which in time increases manufacturing. This domino effect ends with increase in Carbon (IV) Oxide concentration which destroys the ozone layer by causing global warming. Increased temperature have caused melting of the ice carps thus increasing the water levels in the seas and oceans. In the event of a natural disaster such as tsunami, for example the one that hit the coastline of Indonesia in 2004, the effects are