HRM, Selection Process and Introduction of Psychometric Test

Nowadays many business organizations are facing a lot of problems. One of the most common problems is failing to appoint the most suitable person to a vacant position. Human resource management thus became an integral part of all organizations in achieving their goals. Apart from qualifications, work experience, collaboration, attitudes, and staff personality, how they are treated is a key factor in organizational success since the main asset of the organization is the staff (Memon, et al. 2018).

Although much was explained in Human Resource Management, according Armstrong's (2006) strategic and strategic plan for employees to achieve long-term and short-term organizational goals can be described as HRM. In the case of human resource management, the recruitment and selection process plays a very important role. According to Bratton and Gold (2007), Recruitment is the process of recruiting a group of people who have applied for this selected position and then selecting the most suitable person or people who use special tools or equipment.

Selection Tools Used by Organizations

According to Stone (1982), Human resource managers use a number of methods to select candidates for the largest vacancies. These well-known methods are shown below.

• Conversations

• Skills assessment

• IQ test

• Psychometric Test

• Assessing the basics of skills and competencies

• Reference Check, Check Police, and check network conversations

Psychometric Tests

   Source(IDreamCareer, 2020)

Although there are many tools to choose from, the psychometric Test is very popular over the years. Screenihi and Fernandes (2014) argue that the reason for this is that the candidates are well prepared for other options and that will help them to go through the process easily. In fact, when it comes to working conditions, employees cannot do the job well enough. Psychometric tests are therefore common and scientific methods used to measure human strength and personality. It empowers employers to select the most suitable person for the specified job (Healy, 2008).

Psychometric tests will be designed to measure the applicant's suitability for the specified position. Employers use data collected in a psychometric test to identify hidden traits of candidates that are difficult to detect in face-to-face interviews or official selection tools (Bryon, 2011).

Reference List

Armstrong,M.(2006)A handbook of human resource management practice.10th ed.London, Kogan Page Limited. Accessed  Aug. 2023.

• Bratton,J and Gold.(2007)Human resource management : theory and practice.04th ed.Basingstoke, Palgrave Macmillan. Accessed  Aug. 2023.

Bryon, M.(2011)How to pass Graduate Psychometric tests.04th ed. Kogan Page, London. Accessed  Aug. 2023.

Memon,M,,Ahmed,F., Qureshi,M and Brohi N.(2018)Journal of organizational behavior research. Effectiveness Of Psychometric Testing In Recruitment Process,l3(1),pp.92-93. Accessed  Aug. 2023.

Stone,T.(1982) Understanding Personnel Management,The Dryden Press Series in Management,01st ed.Harcourt School. Accessed  Aug. 2023.

Fernandes,O and Screenidhi, K.(2004)The benefits of using a Holistic Approach in behavioral assessment Interpretation. Accessed  Aug. 2023.

Liam Healy, L.(2008)Psychometric test for dummies, England, John Wiley & Sons Ltd. Accessed  Aug. 2023.

 

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Employee Recruitment

E-employment trends

About 92% of companies in the USA have started using social media, including 93% shares, 66%, and 54% of LinkedIn, Facebook, and Twitter. There has been an 85% increase since 2007 in using social media to find jobs (Salmen, 2012).

Thus, Table 1.0 compares Generations forms why e-Recruitment has become an HRM item.

Table 1.0 Personal and Lifestyle Characteristics by Generation:

	The Veterans (1922-1945)	Baby Boomers (1946-1964)	Generation X (1965-1980)	Generation Y (1981-2000)
Work is...	An obligation	An exciting adventure	- A difficult challenge - A contract	- A means to an end - Fulfillment
Communication Media	- Rotary phones - One-on-one - Write a memo	- Touch-tone phones - Call me anytime	- Cell phones - Call me only at work	- Internet - Picture phones - E-mail - Social media
Leadership Style	- Directive - Command and control	- Consensual - Collegial	- Everyone is the same - Challenge others - Ask why	- *N/A
Interactive Style	Individual	- Team player - Loves to have meetings	Entrepreneur	- Participative
Communications	Formal Memo	In Person	- Direct - Immediate	- E-mail - Voice mail

* Not enough evidence for this characteristic to be determined. 

(Source: Hammill, 2005)

The diagram above shows how human habits change from one generation to the next. Accordingly, it is clear that the era in which we live is computerized and the current generation is particularly fond of e-methods compared to previous generations. The main mode of employment is communication. Communication today is almost entirely influenced by the Internet and Socialism. That’s why good employee acquisition, many organizations switch or switch to the E-Recruitment system in employment.

In Sweden, a Tengai Robot helps to conduct interviews, which is not biased in terms of gender, race, nationality, age, relationships, or other factors that can judge or create an already constructed image. The Robot provides feedback and personal actions such as smiles that help expand their real ideas (Henry, 2019).

 

Figure 1.0:  The e-recruitment landscape

(Source: IES, 2002)

The diagram above shows how the system evaluates CVs and the relevant shortlists to help Applicants get results faster if basic qualifications are met or not. Ex: - Basic educational qualifications, age, and at the same time protect privacy, data protection is why, it promotes the diversity of candidates (IES, 2003). In terms of Figure 1.0, the applicant is connected to the central system in which the Line Manager is involved in this process. In addition, the HR and the Employment Agency in the diagram above play an important role in recruiting the right people within the Organization's objectives. (IES, 2003).

Example of e-recruitment

In the Banking sector hire people through the Company website online. However, Job's traditional (newspaper) and modern electronic advertisements (social media, online advertising) reach a larger pool of active and inactive applicants. In accordance with the diagram above, Applicants are requested to submit their CVs through our Company's employment website. The Internet testing tool then enables the Bank to automatically evaluate the qualifications and select the applicants according to the expected basic requirements. This helps the Bank to avoid going through a large pool of incomplete and inappropriate forms and a quick response from candidates about the space used.

The HR Dept will then request eligible candidates to proceed with the screening process. Finally, they hire candidates to meet the expectations of management.

Conclusion

The number of organizations that share online resources is increasing day by day, regardless of the Business they are affiliated with. It is because of the global situation and the impact of the Internet on modern society. So hiring people has become much easier to select people from anywhere in the world. The Organization can be recognized internationally and continues to assist the Organization to maintain the records of employees, and their performance in the administration of transfers, transfers, and grievance management. (Ankita, J, Ankita G, 2014).

References:

Ankita, J, Ankita G (2014), E-Recruitment & E- Human Resource Management Challenges in the Flat World: A Case Study of Indian Banking Industry (with Special Reference to ICICI Bank, Jaipur), International Journal of Scientific and Research Publications, 4(1), P.3. Accessed 2 Aug. 2023.

Hammill, G. (2005), Mixing and Managing Four Generations of Employees, FDU Magazine Online,,. Accessed 1 Aug. 2023.

Henry, B (2019), This Robot Interviewer Is Helping Sweden Recruit without Bias, World Economic Forum,  < Https://Www.weforum.org/Agenda/2019/07/Sweden-Robot-Remove-Bias-From-Recruitment?Fbclid=IwAR3v9ro8r09x9PwXe_XLsqTZxGpf_lmWCvfEQ8Xz0uSeUOS5HMFsr0HsS98>. Accessed 1 Aug. 2023.

IES (2003), Cited in Report Summary: E-Recruitment: Is It Delivering?, . Accessed 1 Aug. 2023.

Salmen, (2012), Cited in Maureen, S. (2014), E-Recruitment: A Comparison with Traditional Recruitment and the Influences of Social Media, BBA Thesis, Helsinki Metropolia University of Applied Sciences. Accessed 2 Aug. 2023.

Tengai Unbiased, (2019), about Tengai,, Accessed 2 Aug. 2023.

 

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Evaluate of Employee Performance -Effective of 360-degree appraisal in HRM perspective

 Diagram 1.0 - Holistic view of 360 Degree Appraisal

(source: Satyawan et al, 2012)

According to Figure 1.0 (Satyawan, et al., 2012), the 360-degree test as proposed, provides feedback from various levels as described above. Where this assessment helps employees to have a complete view of the impact, they have on the Organization due to their performance. While 360-degree testing helps employees progress in the workplace, it does help managers gain insight into how their leadership style is intertwined and influential among employees. (Satyawan, et al., 2012). 

The purpose of the 360-degree test is primarily leadership development. This could further test the change in Leaders' behavior in management; because they receive feedback from all parts of the Organization and thus ultimately influence the change and progress of the organization (Satyawan, et al., 2012).

According to (Thomas, et al., 1997), 360 appraisalals provide an opportunity for those under their control to express their views to managers about their behavior and style. Therefore, this can help employees to see their strengths and weaknesses in a holistic way, where weaknesses can be reduced by training and development processes. In addition, it promotes two-way communication and enhances the self-esteem of the underprivileged (Thomas, et al., 1997).

In contrast to traditional testing, 360-degree testing focuses on the skills required throughout the Organization. Thus, by assigning the burden of testing to more than one person, the many errors and prejudices found in traditional tests can be minimized (Drakes, 2008).

According to (Riboldi & Maylette, 2007), more viewing of test results will be more comprehensive in staff performance and thus lead to a reduction in discrimination and discrimination that can lead to individual assessment.

Advantages and disadvantages of 360 degree performance testing

As with all 360-degree performance performanceraisalal they have a pro and a pro. Let's take a look at the pros and cons of a 360-degree performance appraisal system.

 Advantages of 360-degree test

• ·         This program provides a complete overview of employee performance.
• ·         Improves the reliability of the performance appraisal system
• ·         Feedback from partners helps to strengthen the employee's self-improvement process
• ·         It also increases the responsibility and vigilance of employees to their customers.
• ·         Different perspectives from different combined dimensions provide a more precise 360 ​​degree test.
• ·         Many persuasive ideas can be collected from different participants.
• ·         Here not only the manager but also his colleagues have the responsibility to monitor the performance of the employees which empowers them.
• ·         Employees are encouraged to look down on themselves.

The Disadvantages of the 360-degree test

• ·         The process is very long, complicated and time consuming.
• ·         If the answer is found in the exchange of staff it could create a problem and tension between the employees.
• ·         Much effort must be made to train an employee to make the most of his or her 360-degree assessment program.
• ·         It is very difficult to get results.
• ·         Some reversals are useless and require careful removal.
• ·         A suspicious place in the organization can be created as the information is not available to everyone.

Importance of 360-Degree appraisal to HRM

The 360 ​​review is a technical opportunity given to colleagues to provide a 360-degree feedback on the performance of a colleague. Traditionally it could be the HR department or the employee reporting manager asking subordinates to provide their feedback.

Many organizations use an online survey method to work with an employee and empower them to provide operational feedback. An online research tool is very useful in gathering feedback and providing a clear understanding of staff performance.

References:

Drakes, S, (2008), “Everybody counts”, Black Enterprise 38(1), 58–59, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 2.. Accessed  Aug. 2023.

Riboldi, J, & Maylette, T., (2007), “Using 360 feedback to predict performance”, T&D 61(1), 48–52, cited in Robert, WDZ, (2018), The influence of a 360-degree performance appraisal on labour productivity in an automotive manufacturing organization, South African Journal of Economic and Management Sciences, p. 2.. Accessed  Aug. 2023.

Satyawan, B, Sharma, C, and Bhatt, JK., (2012), “360 Degree Feedback Appraisals- An innovative approach of Performance Management System”, International Journal of Management & Information Technology, 1(2), p. 57-8, 60.. Accessed  Aug. 2023.

Thomas, NG, Michael, M & Mary, F., (1997), 360 degree feedback: Its role in Employee Development, Journal of Management Development, 16(2), p.136-144. Accessed  Aug. 2023.

 

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Employee Retention : Design Work to Focus on Employee Engagement

 Design Work to Focus on Employee Engagement

The employees involved and the founders of the organization are important partners in each innovation process because they are sources of ideas, they have a responsibility to start or they can reduce unsuccessful creative efforts when they are dissatisfied. “Job creation” is therefore identified as the most important factor in active participation and Innovative Work Behavior (Spiegelaere et al., 2015). Recent research suggests that job creation is one of the most important factors contributing to levels of engagement activities that provide experiences such as diversity, challenge, and the ultimate responsibility for creating high levels of engagement (Shantz et al., 2013). Conditions of work create environments where people can personally engage with their work (Kahn, 1990) and he goes on to say that while people did work that was challenging and varied, they were able to get involved.

Figure 03: The mediating effect of engagement on the job design to performance relationship

Source: Shantz, A., Alfes, K., Truss, C. and Soane, E. (2013)

Hackman and Oldham (1980) point to the existence of five key functional characteristics: job diversity, ownership, value, independence, and responsiveness within tasks helps to build an internal motivation for excellence by involving employees.

Job Design is the process of creating a job and designing a specific job at Toyota as both the size of the job creation includes the scope of work and the depth of the work. The scope of work refers to the number and variety of work performed by a person working for the Toyota Motor Company which are many jobs with a high level of work. In a work with limited scope, the employer must perform fewer tasks and may be the reason for the dissatisfaction of a particular employee. Job depth refers to the freedom of employers to plan and organize their own work. Toyota executives give its employees freedom up to his control or to his limits and they work at your speed and communicate according to your need (UK essays, 2018).

Many organizations are interested in building spiritual workplaces that engage the hearts and minds of their employees to encourage and build high levels of employee engagement (Saks, 2011). The workplace affects work performance and employee satisfaction, such workplace decisions seek to create an investment in the quality of life of employees, the argument that balanced productivity will enable researchers to continue to find links between employee health and workplace features such as indoor air quality, furniture ergonomic, and light (Vischer, 2007). Today more than 70 percent of employees work in an open environment (Phillips et.al, 2016) on this open office concern that will come with privacy and often disrupt it.

 

Remote and flexible performance

Flexible employment policies are generally designed to give employees the ability to choose how much they work, when and where they work and to help them find a satisfying work life balance (Kelliher and Anderson, 2009). In addition, Kelliher and Anderson (2009) emphasize that employees' experience of working at home part of the week and working reduced hours shows a strong work ethic.

The company I work for was relocated a few years ago to an area where public transportation and infrastructure are limited. After the relocation of office space, almost all employees have to deal with many physical, mental and financial problems while planning their daily commute. Workers began to be laid off and productivity declined. In view of this situation, senior executives have announced flexible working hours and homework options by providing interactive tools. After that, the productivity of the workers began to rise and let them manage the balance of their work. As well as the positive attitude of employees leads to the production of new & smarter company ideas. They become more promising employees than ever before.

List of References

• Hackman, J.R., and Oldham, G.R. (1980), Work Redesign, Reading, MA: Addison-Wesley. Accessed  Aug. 2023.

• Kahn, W. A. (1990. Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), P. 692–724. Accessed  Aug. 2023.

• Kelliher, C. And Anderson, D. (2009). Doing More with Less? Flexible Working Practices and the Intensification of Work. Human Relations, 63(1), Pp.83-106. Accessed  Aug. 2023.

Saks, A. (2011). Workplace spirituality and employee engagement. Journal of Management, Spirituality & Religion, 8(4), pp.317-340. Accessed  Aug. 2023.

Shantz, A., Alfes, K., Truss, C. and Soane, E. (2013). The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviours. The International Journal of Human Resource Management, 24(13), pp.2608-2627. Accessed  Aug. 2023.

Spiegelaere, S., Gyes, G., Witte, H. and Hootegem, G. (2015). Job design, work engagement and innovative work behavior: A multi-level study on Karasek’s learning hypothesis. management revu, 26(2), pp.123-137. Accessed  Aug. 2023.

• Vischer, J. (2007). The effects of the physical environment on job performance: towards a theoretical model of workspace stress. Stress and Health, 23(3), pp.175-184.

. Accessed  Aug. 2023.

 

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10Cs and Employee Engagement

 

Employee engagement is rapidly becoming one of the most important indicators of job satisfaction. Employees nowadays want more than just a 9-to-5 job. They want to be involved in their work, passionate about the organization for which they work, and dedicated to their coworkers.

Employee engagement has been defined by academic researchers as "the harnessing of organization members' selves to their work roles." During role performances, people employ and express themselves physically, cognitively, and emotionally. (Kahn,1990).

Shaw (2005) defined Employee engagement is defined as the transformation of employee potential into employee performance and business accomplishment. This entails altering how employees perform by utilizing the tools in the arsenal of internal communication professionals.

Employee engagement is defined as employees' dedication, passion, and commitment, as well as effective leadership skills with top management commitment. Human resource leadership involves employees believing in their company and expanding that positive morale throughout the organization. Ambler (2007) has listed 10 C’s of employee engagement and that can be summarized as follows.

  

                                   Figure 1 : 10 C's of employee engagement (Source : Online) 

Connect: Leaders should always demonstrate and communicate their appreciation for their employees. Employee engagement will only occur if employees have a positive and strong relationship with their boss. Employee engagement will not occur if they have a bad view toward their boss or believe that the boss has a negative attitude toward them. 

Career: Management and leaders should provide their employees with work that is both challenging and meaningful. They should also provide opportunities for advancement in one's career. Most people enjoy the prospect of a new challenge or job title. Management, for example, should set goals that lead to career advancement and high rewards. If such opportunities do not exist for some people,

Clarity: Leaders must communicate a clear vision to their followers. Communication is essential in any relationship. The more clear a leader or manager is about what they want from an employee as well as the big picture of how that job affects the company, the better. If 11 employee does not have a real direction of not only their job but also the company's goal and the big picture, there will be problems. 

Communicate: Leaders must clarify their expectations of employees and provide constructive feedback on how they are performing in the organization and how this fits into the overall picture of the company.

Congratulate: Always make an effort to recognize an employee for a job well done. Too often, management and leaders focus on an employee's flaws and mistakes and fail to congratulate them.

Contribute: Leaders must make their employees feel valued. An employee will be much more engaged if their manager solicits their feedback on a job or function of the company. Allow employees to feel as if they are contributing to the company's success and future.

Control: Employees require and appreciate control over the flow and pace of their jobs. Employees can exercise this control if leaders provide opportunities for them to do so. A sense of "being in on things" and being given opportunities to participate in decision-making minimize energy; it also fosters trust and a culture in which people want to take ownership of problems and their solutions.

Collaborate: Employees who work in groups usually have the trust and cooperation of their coworkers. These individuals will be better employees overall, outperforming individuals and teams who lack trust and strength in work relationships. Team builders become great leaders because they bring everyone together and create a good team that trusts one another. Creating a Team.

Credibility: Leaders must always strive to uphold a company's reputation and uphold high ethical standards. There is no order in the company when there is a lack of credibility or when it is revealed that a leader has been involved in some shady business. Employees and clients will lose faith in that manager, and the company's image will suffer as a result.

Confidence: By setting an example of high ethical and performance standards, great leaders help to create and spread confidence throughout their organization. Employees will strive to be like their leader if they see him or her as confident and ethical.

Key points

It can therefore be concluded that organizations need to take care of their employees from day one to help build EE levels and it should be a continuous process followed at every aspect of management.

References: 

 

Ambler, G. (2007). The Ten C’s of Employee Engagement. The Practice of Leadership. Available at : Www.thepracticeofleadership.net. Accessed 2 Aug. 2023.

Kahn, W.A. (1990). “Psychological Conditions of Personal Engagement and Disengagement at Work”, Academy of Management Journal, 33(4). Accessed 2 Aug. 2023.

Shaw, K. (2005). Employee Engagement: How to Build a High-Performance Workforce, Chicago, IL: Melcrum Publishing Limited. Accessed 2 Aug. 2023.

 

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A Great HR Manager

 

It is not easy to become a great HR manager. This necessitates a significant amount of effort, experience, and consistent experimentation with new technology.

The HR manager is responsible for assisting the organization in staying on track. The HR manager should take pride in being the organization's backbone.

There are two broad approaches to human resource management. There are two types of HRM: hard HRM and soft HRM. Managers of human resources or HR departments who use both hard and soft approaches have the best HR practices in the organization. (Anon., n.d.).

In Hard HRM, employees are treated as a business resource, similar to machinery or a building, whereas Soft HRM treats employees as the most important resource in the business. Hard HRM is primarily concerned with corporate business planning with resources, whereas soft HRM considers employees as individuals with unique needs and plans accordingly.

Hard HRM also focuses on the workforce, recruiting, and managing accordingly.

For example, hiring, relocating, firing, and so on.

Soft HRM, on the other hand, focuses on the needs of employees.

For example, their role, rewards, motivation, and so on.

Key Features 

Source: https://www.google.com/url?sa=i&url=http%3A%2F%2Fchetanspurohit.blogspot.com%2F2014%2F04%2Fhrm-characteristic-approach-vs-soft.html&psig=AOvVaw15SXSzlT7b8Sr0mWskEJ3S&ust=1629701706705000&source=images&cd=vfe&ved=0CAsQjRxqFwoTCOD12o6GxPICFQAAAAAdAAAAABAJ

To be a Great HR Manager

·        Consider the big picture 
·         Maintain your enthusiasm
·         Approach communication in a positive manner.
·         Go to their workplace.
·         Demonstrate a genuine interest in each employee
·         Work with all departments.
·         Create mentorship programs.
·         Maintain your adaptability
·         Make use of the appropriate technologies
·         Be aware of your vision

By putting the above tips into practice, you can become a great HR manager by being nice to people and wanting to help them (Grigsby, 2017).

A great HR manager would also have sharp insight, good communication skills, honesty and humility, the ability to motivate employees, comprehensive knowledge, and constant curiosity (Brown, 2013).

 Key Points

Engaging in organizational events, being easily accessible when employees need you, and being understanding with people will do wonderful things for your image as a great Human resource manager inside the organization.

References

Anon., N.d. Soft and Hard HRM. [Online] Available At: Https://Www.tutor2u.net/Business/Reference/Soft-And-Hard-Hrm. Accessed 2 Aug. 2023.

Brown, R., 2013. How to Become a Great HR Manager. [Online] Available At: Https://Www.workitdaily.com/Great-Hr-Manager (Accessed on 21/08/2021). Accessed 2 Aug. 2023.

Grigsby, W., 2017. 10 Tips to Help You Become a Successful HR Manager. [Online] Available At: Https://Recruitloop.com/Blog/10-Tips-Becoming-Successful-Hr-Manager/ (Accessed on 21/08/2021. Accessed 2 Aug. 2023.

 

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