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The aim of the Assessment is two–fold; firstly, the assessment will assess your understanding and critical analysis of the material for Units 6 & 7: Selection at work. In addition, the assessment will be an opportunity for you to gain feedback on your essay–writing skills and your ability to develop clear arguments in your writing.
The following are general guidelines for submissions formats.
All submission must clearly state the essay title and the word count on the front page;
All submissions are marked anonymously so should include the your matriculation number but not your name;
All submissions must use a font size no smaller than 12 and be double/ 1 12 line spaced;
Times New Roman, Arial or Calibri are the preferred fonts for assessments;
All submissions must have page numbers on the script.
Submissions must be between 2,000–2,500 words. Your work will be capped at 40% when work submitted is in excess of 10% over the word limit. The Appendices can be used to provide additional information providing that the key points are incorporated into the text.
The essay must be properly referenced, following the University guidelines. Plagiarism will not be tolerated, and all cases will be reported to the University‘s Academic Conduct Officer. Copying material from websites or other sources that provide ready–made solutions to coursework will be deemed an academic offence and will be subject to disciplinary action. This assignment should be submitted during tutorial week 10. Applications for extensions will be only be considered in the case of exceptional, unforeseen circumstances. Applications for an extension need to be made to (Local Tutor). Late submissions will be capped at 40% if submitted within a week of the original deadline and with no extension. Any Assessment submitted later that this, with no agreed extensions, will FAIL and will be marked at 0%.
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An attempt has been made in this piece of work to examine selection as a process in organizations. Selection is pivotal in many respects.it has played a significant role to ensure outcomes in terms of output and productivity. This essay covers selection in the light of a review of the literature. Areas covered include job analysis, KSAs, personality, selection methods, validity, and reliability of various selection methods. An attempt was made to introduce the readers to the perception of applicants towards the different selection methods employed by the organizations.
Over a period, research in recruitment and selection has paid attention to the decision making of recruiters that is the selection has been studied from the organizational perspective (Anderson N. &., 2001). It is an indication of the importance of selection process from the organizational point of view. According to Gatewood, (Gatewood, 1987) selection is the procedure of assessing information around a candidate in order to provide an employment offer. There is an increasing emphasis on the fact that human resource management plays a significant role in the performance of the organizations and effective human resource functions (Redman, 2009). Research has also suggested that recruitment and selection have played a very important role in human resource management (Timothy 1992).
The process of selection can be divided into various stages including job analysis. Job analysis has been defined as, the gathering and investigation of any type of employment connected information by any process for any resolution (Ash, 1988) in terms of behavior necessary to perform a particular job. Human resource researchers have used job analysis as a base for a variety of functions related to HR (Levine, 1988) Job analysis ensures that eligible people are employed by the organizations (Brannick, 2007) and it helps the employers to fix the proper compensation for their employees (Smith, 1990). Given the importance of job analysis in the organizations it becomes imperative that job analysis should be done thoroughly and properly which will have an overall impact on the quality of all the human resource functions. Job description and employment specifications are the two components of job analysis, which are discussed below.
The common use of job analysis is to create job description (Brannick, 2007) . The job descriptions are made by a compilation of information, which is collected during the process of job analysis.
Employers make use of job analysis to find out what kind of knowledge, skillset, and capabilities are required for an applicant to perform (Brannick, 2007). The specifications pointed out during this process are known as job specifications. (Jones, 2001), stated that employers use the selection exams to find out the characteristics of an individual in terms of knowledge, abilities, and skills.
However, there are certain authors who have suggested that the outcomes of job analysis can often lead to inaccuracies as job analysis is based on the biased judgment. Sanchez and Levine (Sanchez J.I. & Levine, 2000) have questioned the accuracy of job analysis method according to him it takes a large amount of time of job occupants and most often there is no evidence to suggest that occupants possess enough qualification to make sure that usable work-related information is provided. Therefore, employment interview has been identified as the best method of selection by most of the researchers.