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    Employee Selection and Standardized Programs

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    Please let me know your suggestions. Please under 100 words per each question. Thanks.

    Post your suggestions for one or more selection devices that would identify the best candidates for the job.

    Question 1

    Scenario: You are the Sales Manager for Technocrat Gizmos, and your department is in desperate need of new Sales Associates. You post a job description in a local newspaper:

    Sales job, experience preferred but not required. Candidates must be professional, clean-cut, and highly personable. Ability to troubleshoot and solve Technocrat Gizmo technical issues. Some training required. Commission based, but our most successful employees use a no-pressure sales approach. Call 555-5555.

    Question 2

    What challenges could arise from standardizing employee selection programs in a multinational organization? How are those management challenges similar to challenges encountered by organizations that accommodate employee diversity? Provide examples.

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    Solution Preview

    Hi,

    Let's look closer at these two interesting scenarios through discussion and example. I also attached an extra resource with multiple other examples for the second question.

    RESPONSE:

    Question 1:

    Scenario: You are the Sales Manager for Technocrat Gizmos, and your department is in desperate need of new Sales Associates. You post a job description in a local newspaper: Sales job, experience preferred but not required. Candidates must be professional, clean-cut, and highly personable. Ability to troubleshoot and solve Technocrat Gizmo technical issues. Some training required. Commission based, but our most successful employees use a no-pressure sales approach. Call 555-5555.

    One approach is to administer an on-line (or disk) screening tool, combined with a behavioral interview screening tool to measure the required identified skills in the scenario (e.g. professional, clean-cut, and highly personable; ability to troubleshoot and solve Technocrat Gizmo technical issues) as well as the 'soft' skills shown to be predictors of sales success. It seems to be a good combination. However, one must consider the cost and time factors as well.

    Let's take a closer look at these two potential screening tools.

    A. Behavioral Interview

    Interviews are not fool proof, and you might end up with someone not able to do the job. Applicants could say that they have the ability to troubleshot, but do they? Although you are not asking for job experience, you could combine a behavioral interview to measure they ability to do the two specified skills asked for: troubleshooting and solving Technocrat Gizmo technical issues with an on-line tool to see if the person is the best for the job. the Behavioral Interview would have questions directed about past or future behavior to measure if they have the necessary skills for the job (e.g., In the past, how have you handled a technical issue, such as.... Or, how would you handle a technological issue, ...

    Solution Summary

    Based on the two scenarios, this solution provides suggestions about one or more selection devices that would identify the best candidates for the job. By example, it also discusses the challenges that could arise from standardizing employee selection programs in a multinational organization and how those management challenges are similar to challenges encountered by organizations that accommodate employee diversity. Supplemented with an extra resource with multiple other examples.

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