I need assistance in completing these short 4 sentences answer questions.

HSA 301 – Human Resource Management

Name: Kellian Bailey

Professor: Lawrence Eitel

Quiz 2

QUESTION 1: BASICS OF THE CANDIDATE SELECTION PROCESS.

USING ATTACHED READING 1 (SLIDES 4-6); READING 4, PAGES 141-142; READING 5, PAGES 117-120, 128-129. ANSWER THE FOLLOWING:

PART 1A: What does the Selection philosophy of “Hire Hard and Manage Easy” assume about the relationship between a good Selection process, the future Retention of employees, and the future Performance Management of those employees?

The “hire hard and manage easy” selection philosophy has the assumption that there should be an investment of time and effort during the selection of right people for the right jobs. By this investment of time and effort many problems will be eliminated since meaning employees will be easier. The employees who will be hired for the different jobs will be well qualified.

PART 1B: When evaluating whether a candidate for a particular position should be hired: What is the difference between “Person/Job Fit” and “Person/Organization Fit” for a candidate?

When evaluating whether a candidate for a particular position be hired, the difference between “person/job fit” and “person/organization fit” would be for the person/job fit, there is the match between the knowledge, skills and abilities of the individual. Also the job demands or the needs of a person and what is provided in the job while for the person/organization fit there is a match between the individual and culture of the organization which they are planning to work.

QUESTION 2: NARROWING DOWN THE FIELD OF CANDIDATES.

USING READING 4, PAGE 145; READING 6.A. ATTACHED, ANSWER THE FOLLOWING:

What is a Realistic Job Preview, and how can it help an organization narrow down its list of preferred candidates for a position?

A realistic job preview is the initial screening that is used to see if an applicant is likely to match the jobs that are available in the organization after allowing individuals to fill out an application form.

It can be used to help an organization narrow down their list of preferred candidates by informing the candidates of the organizational realities of a job so that they are better able evaluating their job expectations.

QUESTION 3: EFFECTIVE INTERVIEWING TO MAKE A FINAL CANDIDATE SELECTION.

USING ATTACHED READING 1, SLIDES 13-16; READING 2, SLIDES 17-27; READING 5, PAGES 129 – 130; READING 6.B.

• PART 3A: What is a Structured Interview: briefly indicate TWO (2) benefits of such an interviewing approach in the candidate selection process.

A structured interview is a standardized way of comparing job candidates. The employer creates interview questions focused on the skills and abilities the company is seeking. These questions are clearly job related and based on the results of a thorough job analysis. Situational, experience-based or behavioral, job-knowledge, and worker­ requirement questions are most commonly posed during a structured interview.

Two benefits of such an interviewing approach in the candidate selection process would be that the applicants are asked to describe how they would handle a hypo­thetical work scenario.

Another would be that the candidates are asked how they have handled this scenario in the past.

• PART 3B: What are Situational Interview questions? What are they trying to discover about a candidate’s competency? (HINT: They are based on Critical Incident Analysis – See READING 6.B.)

These area interview questions where the applicants are asked how they would handle a specific situation if it arises in a job.

These questions help the interviewers to know how the applicant handled these scenarios in the past and it means that if they arise in their organization, they are going to handle them the same way as they did or they are capable of handling the situation well with chaos.

• PART 3C: How does a Behavioral Interview question differ from a Situational Interview question? Is it trying to find out the same thing in a different way?

For the behavioral interview question the candidates are asked how they have previ­ously handled situations that are similar to a situation they may encounter on the job while for the situational interview question the applicants are asked how they would handle a specific situation if it arises. Both sets of interview questions try to find out the same thing using different ways or a different method.

QUESTION 4: THE IMPORTANCE OF ONBOARDING AND INITIAL ORIENTATION.

USING READING 7.A. AND 7.B., ANSWER THE FOLLOWING:

• PART 4A: What are TWO (2) long term benefits of effective Onboarding and Orientation of new employees. READING 7.A.

Two long term benefits of onboarding and orientation of new employees are helping them succeed in their jobs by becoming fully engaged, this is because they are informed in advance of what is expected from them and the operations carried out by the organization. The other would be that it helps the employee to be dedicated to their job and reduce the costs of turnover.

• PART 4B: What is the difference in the focus of Technical Onboarding and Social Onboarding within and organization? Briefly describe. READING 7.B.

The difference in the focus of technical onboarding and social onboarding within an organization is that technical onboarding is where employees are given a chance as new employees in an institution since they have the capabilities and experience since they are not aware of how to apply these skills in the institution.

This is solved by describing to the employees what is expected of them and they are given resources that help them to cope with their new work life. While for social onboarding the new hires are given meaningful relationships so that they do not feel isolated since they may feel as being strangers in the institution. This is a way to orient employees.