Evaluation Criteria PaperEvaluation Criteria PaperTaylor Transit is a company that is growing rapidly. The company must analyze the resources and capabilities of the company to look for the right tools that will provide potential benefits and competitive advantages in human resources. The new approach should include the selection of effective tools that help human resources during the expansion process and the criteria that will be beneficial in thehuman resource practices. The intent of the paper is discussing the implementation of specific HR tools such as employee selection test, Human Resource Information System (HRIS), successful planning, and the evaluation of the criteria for each tool selection.
Human Resource Criteria IdentificationIdentify and establish which is the most appropriate criteria is fundamental because it allows the implementation of new human resources procedures. The following explain the criteria for each of the following tools:
Human Resource Information System (HRIS)For Taylor Transit implementation and use of HRIS is of great benefit because it helps to increase the effectiveness of human resources assets as well as provide guidance. The criteria will be based in the necessity of having a good HR information system in where the company will be able to keep information concerning to each employee and any other related
HR information such as employees evaluation, disciplinary actions, rewards, and trainings within the organization.The “HRIS technology supports strategic planning through the generation of labor force supply and demand needs, requirements and forecasts” ( Lippert & Swiercz, 2005). This tool will be very useful for the company; given that the company is expanding it is important to have a system that allows Taylor Transit to have a solid database to track data 8,000 employees in order to help in the planning and execution of the company objectives.
Selection TestThe adequate selection test for the company is important because allow identifying the right candidate since the beginning of recruitment process. The recommended tools for measure the candidates are the cognitive aptitude and the ability tests. “Cognitive aptitude and ability tests are among the most valid predictors available to organizations” ( Terpstra, 1994). The criteria in the selection of these tools are because the cognitive aptitude test measure the candidate mental capabilities as well their reasoning and communication. On the other hand, the ability test will help to predict the performance of the employee within the company. Besides the background and the experience of the candidate, for the company will be useful make a thorough assessment in order to have the best candidates within the
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On the other hand, a good list of people can be found in the website. This list will summarize the data about the candidates which is helpful.
In case of hiring people, one can use the hiring process for people in any business, including:
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What role should the CEO be at the company?
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Should the worker take a part in the management team.
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What role should the COO take at the company?
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Why should the person take responsibility for the company?
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What is the nature of the job?
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How will the manager view the employee?
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On the other hand, the employee should be considered as an experienced individual in his/her field and he should be respected. A good job of the head of the company will be an indicator of the competency and workmanship of the employee.
In case of the hiring manager, he/she should be asked about the characteristics of the person and the company so that he/she can think about the candidate well to be sure of his/she.
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Are there any problems with the application process?
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What sort of training would we have to receive before the employee applied for job?
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Does the CEO take on any responsibilities relating to work?
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Is the CEO qualified to handle a person who has an IQ below average?
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How can the CEO conduct himself if he or she does not meet the requirement?
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The interview can be seen under ‘The Interview’ In many cases the interviewer will ask a few common questions regarding the applicant, where the company will know it is a potential applicant, before taking the interview. The interviewer will also ask the interviewer to identify certain questions to be asked during the interview and if the interviewer is allowed to talk the interviewer will ask a few questions about the interview. There has to be a good time for interviewing and the interview itself is a part of the evaluation process. The interviewer himself can take the role role in all of the above as he or she wants.
There can be many interviewees who may not be able to complete the job and may want it to be transferred to the company a few weeks beforehand. There are always some applicants who have worked in the government for years and have not become candidates. Many people are still not well connected and therefore they don’t want the company to do its job.
The interviewer can take role in providing answers to the questions as well as to do training for the hiring professional.
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What type of salary can the CEO earn?
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What kind of performance has the CEO gotten since day one?
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What type of role do the managers have in the organization?
In this way they will be making the decisions on who should enter and who should not. In order for management to get results in life, they need to get performance.
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