Part 1:Assessing Cost-Benefit and Utility in Selection Given the volume of jobs that need to be filled,
the difficulty in filling specific positions, and the potential impact
of making poor hiring decisions, companies should strategically plan how
to recruit and select employees. Such planning will ensure the amount
of effort is cost effective and achieves the desired results.
Consequently, many organizations today engage in such planning by
conducting cost-benefit and utility analyses to ensure the requisite
amount of effort is dedicated to obtain the desired results (Boudreau,
1990; Bodreau & Ramstad, 2002). In the long term, these analyses may
save organizations time, money, and effort. On the other hand, it is
also important to consider the potential impact of poor hiring practices
not only on the company, but also on the unsuccessful applicant or the
new hire that does not work out.For this Assignment, review this week’s media
and the personnel selection processes that you developed for your Week 3
Assignment. Consider the cost benefit and utility of the personnel
selection process for each job type.Develop a cost benefit analysis and a utility
analysis for a personnel selection process for the three job types
presented in the media (manufacturing, sales, executive).Your Assignment should specifically detail the following:The resources required (e.g., cost, personnel, time, etc.) for each job type
The benefits and drawbacks of each component of the personnel selection process (e.g., application, interview, testing, etc.)
The impacts of the applicant pool, the number of openings, and the projected volume of applicants for each job type
Justifications for the personnel selection process to be used for each job type
You should also provide an APA reference list and use appropriate APA citations throughout your assignment.Part 1 your 5- to 7-page paper including both analyses.Part 2:Organizational vs. Individual Outcomes in Selection Traditional individual outcomes expected of a
personnel selection process might include increasing desired levels of
work performance, job satisfaction, and employee morale. On an
organizational level, expectations may relate more to acceptable levels
of productivity, low turnover, and promotion of organizational
citizenship behavior. Often, there is greater focus by human resource
activities on expected individual outcomes and not those needed by the
organization. It is important to assess and foster solid outcomes for
both the individual employee as well as the organizational employer
(Wilk & Cappelli, 2003).Post by Day 4 explanations of three
outcomes an organization might expect from its personnel selection
processes. Explain whether these outcomes are consistent with those
desired by job candidates, and provide rationale for any
inconsistencies. Provide concrete examples and citations from the
Learning Resources and current literature to support your post.Respond by Day 6 to at least one of
your colleagues by expanding upon his or her post. Validate or refute
his or her explanations and rationale with your own experience.
Requirements: .doc file
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