BU354 Chapter 6: Chapter 6 - Selection
Document Summary
In many hr departments, recruiting and selection are combined and called the employment function. U(cid:272)(cid:272)essful e(cid:454)e(cid:272)utio(cid:374) of a(cid:374) o(cid:396)ga(cid:374)izatio(cid:374)(cid:859)s t(cid:396)ateg(cid:455) depe(cid:374)ds o(cid:374) the cali(cid:271)(cid:396)e of its. A(cid:374) o(cid:396)ga(cid:374)izatio(cid:374)(cid:859)s ele(cid:272)tio(cid:374) de(cid:272)isio(cid:374)s must efle(cid:272)t jo(cid:271) e(cid:395)ui(cid:396)e(cid:373)e(cid:374)ts: a mismatch between job duties, specifications, and performance standards and the selection criteria will not only result in poor hires but will also expose the organization to possible lawsuits. Selection strategy must be well integrated with organizational priorities: a(cid:374) o(cid:396)ga(cid:374)izatio(cid:374)(cid:859)s stage i(cid:374) the life (cid:272)(cid:455)(cid:272)le p(cid:396)o(cid:448)ides a sta(cid:396)ti(cid:374)g poi(cid:374)t i(cid:374) li(cid:374)ki(cid:374)g a(cid:374) o(cid:396)ga(cid:374)izatio(cid:374)(cid:859)s o(cid:448)e(cid:396)all (cid:374)eeds a(cid:374)d its sele(cid:272)tio(cid:374) st(cid:396)ateg(cid:455) Selection strategy must recognize organizational constraints: the systems employed for the selection of hr should be cost-effective. The type of selection procedure used by an organization depends on a variety of factors including the size of the organization, the stage of its growth, and the jobs involved.
