Assessment and Selection Employees Strategies

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Introduction

Every company cares about the image and qualitative services they offer. Oceana Air is the company which main mission is the low fare airline that makes travel easier for its customers through innovative thinking, superior service and a willingness to change the status quo… Oceana Air is an un-airline airline. The company provides the customers with qualitative services and it is one of the main merits of the human resource manager who is busy with the staffing strategies aimed to provide qualitative services. The result of the staffing strategy development was the decision that the organization should seek qualified individuals for station manager and customer service agent; it was decided that the station manager should be searched for inside the company (internal assessment strategy) and the customer service agent should be found outside the company (external assessment).

An Internal Assessment and Selection Strategy for Evaluating Employees for the Management Position

Searching for the station manager, the human resource manager has decided to use the internal method for the assessment and selection strategy for evaluating employees for the management position. To complete this task successfully, the main responsibilities of the station manager should be decided first. This will allow understanding the kind of person that should be taken on the position, what personal and working qualities he/she should possess. One of the advantages of the internal assessment and selection of the person to the other position is that the person is already familiar with the company and specific requirements it applies. Moreover, it is possible to evaluate the attitude of the person to the job in general.

While the internal assessing strategy is chosen, the evaluation of the company employees should be conducted. First of all, it should be decided what jobs exist in the company and whose responsibilities closely relate to the responsibilities of the station manager. Second, the human resource manager should consider how many individuals perform each job. This step is necessary for understanding whether the human resources are optimally used or there are cases when the work is done by a number of employees who are not necessary. Third, the reporting relationships of jobs should be understood. In fact, this step is one of the most important as the human resource manager may see the close reporting relationships of the station manager and the other position. One of the candidates may be noticed for the station manager position. The next step the human resource manager should do is the understanding how essential each job is (Mathis & Jackson, 2007, p.49). When all the steps are completed, the human resource manager should analyze the results of the evaluation that was done and select a person who perfectly meets the requirements for the station manager position.

External Assessment and Selection Strategy for Evaluating Job Candidates for the Non-management Position

The external assessment of the candidates is the simple method of hiring that is used in the working practice by different companies. The position of the customer service agent is non-management. First of all, it should be understood what responsibilities the customer service agent will perform. Coming out of the functions, the qualities of the person the company needs should be designed. No matter which person is necessary and which responsibilities he/she will perform, it is important that he/she should be enthusiastic and talented, moreover, he/she should be highly motivated. It should be recommended to take up the multiple hurdles approach for job candidates’ choice. The main peculiarity of the method is that the candidates should come through several stages and on every stage the candidates will get some scores. The main possibility to get the job is to take the passing score on the assessment. This passing score will allow the candidate to continue on in the selection process (Phillips & Gully, 2009, p.312). This method is effective as every stage eliminates the candidates that do not fit the company requirements. Thus, the human resource manager should create a list of qualities and skills the newcomer should possess. The first impression is important; it may be the first requirement. The last stage should be as closely related to the skill requirements the person should possess to take up the position.

Conclusion

In conclusion, even when Oceana Air has to survive the difficult economic times, the company cares about the services it has to provide the consumers with. To present the services better, the company decided to open two vacancies, one person will be selected internally, inside the company, and the second one externally, outside the company. The main purpose of the internal assessment type is to evaluate the employees of the company and to find the person that will fit the new position perfectly and his/her shift from the previous position will not harm the working process. The main aim of the external assessment type is to find the person who will perfectly meet the company y requirements and will have enough level of knowledge to take up a position.

Reference

Mathis, R. L. & Jackson, J. H. (2007). Human Resource Management. London: Cengage Learning.

Phillips, J. & Gully, S. M. (2009). Strategic staffing. Oxford: Pearson Education International.

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Assessment and Selection Employees Strategies

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