Planning and Staffing week 9

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Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

Hello, thank you! Please use critical thinking, good grammar and do not plagiarized, thanks.

1. What type of selection measurement do you think is most important?

In my opinion, performance appraisals are the most important type of selection measurement. The performance appraisal provides the opportunity not only to receive feedback, but to provide it as well (Joseph, n.d.). Whenever my supervisor and I have feedback sessions, he always begins with my feedback and then asks, “So what can I do better?”

In the DoD, we have mid-term feedbacks and annual appraisals. The mid-term feedbacks provide an opportunity to address any issues before the appraisals are completed at the end of the year. Sometimes, an employee may not be aware they are doing something wrong or not to their supervisor’s liking, so a mid-term feedback is a good way to hash those issues out before they become even bigger issues and potentially damage an employee’s career.

Performance appraisals are also the perfect time to discuss not only accomplishments but future goals as well (Joseph, n.d.). In addition, they are a valuable tool to determine whether or not hiring and recruiting practices are effective in bringing the right personnel on board, as job performance is a key indicator of this and would obviously be reflected in the appraisal.

Reference:

Joseph, C. (n.d.). Importance of effective employee appraisals. The Houston Chronicle. Retrieved from http://smallbusiness.chron.com/importance-effective-employee-appraisals-10408.html

Please demonstrate critical thinking abilities. No fewer than 250 words for post. Do not summarize the post and/or course concept(s), but perhaps comment on concepts directly applicable to your workplace.

For this response, should outside sources be used to support the content within the postings, proper in-text citations and correctly formatted references should be prepared consistent with the APA (6th edition). The list of references should be physically positioned at the end of the postings.

Hello, thank you! Please use critical thinking, good grammar and do not plagiarized, thanks.

1.What type of selection measurement do you think is most important?

As it might have been subliminally suggested in the title of this course, I think that the most important measurement in the selection process is in right at the beginning with planning and staff. In the rapidly evolving environment of strategic planning, an effective staffing system is a necessary component to all other systems within an organization. To better integrate the strategic plans with staff plans, the organization must have a proper human resource (HR) planning process. We can also measure the success or failure of the staffing system in the HR planning process. Without this process, the organization will not have a way to form the basis of all other activities conducted during staffing. “Staffing is arguably the most critical function underlying organizational effectiveness, because “the people make the place,” because labor costs are often the highest organizational cost, and because poor hiring decisions are not easily undone” (Heneman et al., 2012, p. 6). A proper HR planning process includes initial planning decisions, forecasting HR requirements and availabilities, determining employee shortages and surpluses, and developing action plans. When executed appropriately, these components will assist the organization in evaluating programs impacting staffing needs.

References:

Gatewood, R.D., Field, H.S., and Barrick, M. (2011). Human Resource Selection (seventh edition). Mason, OH: South-Western.

Heneman III, H.G., Judge, T.A., and Kammeyer-Mueller, J.D. (2012). Staffing Organizations (seventh edition). Middleton, WI: Mendota House, Inc.

Stax, H.P. (2004, February 1). Paths to precision: probing turn format and turn-taking problems in standardized interviews. Discourse Studies (6)(1), p. 77-94.

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