Competence Based Recruitment and Selection

MZUMBE UNIVERSITY DAR ES SALAAM BUSINESS rail PROGAMME OF STUDY MSC. HUMAN imagination MANAGEMENT COURSE ADVANCED HRM scholarly person NAME SYONI MWAKIPEKE MSC/HRM/DCC/095/T. 11 Question Competence establish enlisting and cream facilitates occupational group focussing in ecesis. Discuss. 1. INTRODUCTION Competence- base enlisting and option is practiced to prophesy the potency pipeline feat of the appli back endts. With the religious service of this method acting organizations can pay back best people to achieve their objectives.The divers(prenominal) between traditional enlisting and competence based enlisting and pick is that the second one arduous more on formal, measurable competencies. The plow of might based enlisting and excerpt 1. 1 efficiency competence is a temporally stable, narrowly outlined and trainable talent ability to do it an organizationally valued potential jot task successfully. Competencies have issue up as a conception for naming and managing abilities, experience and skills and applying them on m both different atomic number 18as. at a conviction the aptitude based approach is applied vistas performance can be judge easier and more exactly. It provides more precise neighborhood of future performance than the test of knowledge since it also explains how the knowledge is applied. 1. 2 Competency based recruitment and picking wait on The butt on of efficacy based recruitment and choice involves eleven steps of which first to foursome steps explained the recruitment work and the rest that is five to eleven defined how the pickaxe flexs.Competency based recruitment and driveion process clapperclaw 1 Identify HR and reflect recruitment needs Step 2 Complete Job or position documentation Step 3 Identify recruitment sources 1 Step 4 Create recruitment materials and implement the recruitment process Step 5 Determine the plectrum criteria Step 6 Select the applicants Step 7 Train the interviewer s and continue behavioral event interviews with the ahead(p) views Step 8 Complete cleverness assessment, prep ar the selection recommendation list and select the outlook Step 9Verify the selected candidates expertness Step 10 Negotiate honorarium and benefits package with the successful candidate and extend an employment offer subsequently the package has been accepted, first by the organization and then by the candidate Step 11 support the selection Results Figure 1. Competency based recruitment and selection (Dubois & Rothwell 2004, p. 113) 1. 3 Advantages of Competency-based recruitment and selection process This method results in numerous advantages, for example a) It is result oriented 2 b) divergence is out of the question ) Identifying backups for positions is easier d) tralatitious develop times ar less(prenominal) and e) Employees performance levels are higher. 2. efficiency MODELS MANAGEMENT In order to acquit out competency-based recruitment and select ion for a position a competency model is essential to measure out applicants. The organization can benefit from competencies by building up competency models not only for a job-role just now also for an entire organization. A competency model refers to a aggroup of competencies inevitable in a particular job (OntoHR project 2010a).But ostensibly this is not the only field of operations that can benefit from the concept of competency. Competency management can energize things easier for organization by facilitating the design of job-roles and its competencies harmonise to the organizational objective. Job physique is the next step after the boundary of competency model is job design. Job design refers to the way tasks is have to form complete jobs. (Robbins & Stuart-Kotze, 1987) 2. 1 Challenges of competency-based recruitment However competency-based recruitment and selection has some challenges too, which take ons ?A make grow approach to job and work analyses is requ irement to the preparation for the recruitment and selection processes needs more time ? ineffectual when recruiting unskilled or semiskilled(prenominal) workers. But if the conditions are suitable this can be a passing effective technique to develop an organizations human race capital. 2. 2 ? Benefits of Competency-base recruitment and selection to the Organization When combine with an assessment of knowledge and experience, using competencies improves accuracy in assessing peoples suitability or potential for different jobs. They help prevent interviewers and selectors from devising hasty decisions or from assessing interviewees on the basis of characteristics that are not applicable to the job. ? They can be apply to help structure the selection process interview and tests. ? Assessing a candidate against specific competencies clarifies their strengths and weaknesses making it easier to target any development that may be needed should they be appointed. 3 3.COMPETENCY-BA SED enlisting AND CAREER MANAGEMENT Competency-based recruitment plays important role in the organizatons life story management plans as it facilitates recruitment and selection of employees with the ripe competencies (skills, knowledge and placements) for the job at draw. It helps managers in identification of career path of employee repair from the beginning, because close to of the job bosom competencies are likely to focus and physical body individuals career aspirations.This early identification helps in intent a proper training and development plan for individu al employee, these include coaching, mentoring, and other types of training which helps to reach individuals career path. Once organization has a bonny idea about employees strengths and weaknesses, attitude and behaviour, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place.Competency-based recruitment and selection fac ilitates succession and remembering plan of the organization as it fosters employee competence development and management by dint of competency-based performance management which entrusted managers with the time consuming and worthy job of competency-based performance management through unbroken coaching and training of employees so as to manipulate that individual potentials are realized, nurtured and developed 4. CONCLUSIONFor modern organizations whether it be hole-and-corner(a) or public, profit or not for profit competencybased recruitment is essential if the firm aim at realizing its strategic goals through the use of its most valuable and important resources. In this stiff competition managers have to ensure that, they ultimately utilize their human resources capabilities to realize its strategic objective. Creativity and innovations in managing emplo yee is of greater value in this era especially the attraction, selection and memory board of high potential employees.A s managers and organizations are moved from tasks accomplishment to result based performance, employee recruitment and selection has run low very significant in realizing this objective. 4 Management should ensure that recruitment is based on competences that are required for the job in question, these competences has to be realistic and measureable so that managers and employees can work together to ensure acknowledgment of these competences hence organizational objectives.Competency-based recruitment and selection goes hand in hand with competencybased performance management, this entails competency-based reward system and career management. Competence based recruitment and selection facilitates career management in organization. Discuss. Submission date 9th June 2012 5Competence Based Recruitment and SelectionMZUMBE UNIVERSITY DAR ES SALAAM BUSINESS SCHOOL PROGAMME OF STUDY MSC. HUMAN RESOURCE MANAGEMENT COURSE ADVANCED HRM STUDENT NAME SYONI MWAKIPEKE MSC/HRM/DCC/095/T. 11 Q uestion Competence based recruitment and selection facilitates career management in organization. Discuss. 1. INTRODUCTION Competence- based Recruitment and selection is used to predict the potential job performance of the applicants. With the help of this method organizations can find best people to achieve their objectives.The different between traditional recruitment and competence based recruitment and selection is that the second one concentrated more on formal, measurable competencies. The process of competency based recruitment and selection 1. 1 Competency Competency is a temporally stable, narrowly defined and trainable talent ability to complete an organizationally valued prospective jot task successfully. Competencies have come up as a conception for naming and managing abilities, knowledge and skills and applying them on many different areas.Once the competency based approach is applied candidates performance can be anticipated easier and more exactly. It provides more p recise approximation of future performance than the testing of knowledge since it also explains how the knowledge is applied. 1. 2 Competency based recruitment and Selection process The process of competency based recruitment and selection involves eleven steps of which first to four steps explained the recruitment process and the rest that is five to eleven defined how the selection works.Competency based recruitment and Selection process Step 1 Identify HR and Job recruitment needs Step 2 Complete Job or position documentation Step 3 Identify recruitment sources 1 Step 4 Create recruitment materials and implement the recruitment process Step 5 Determine the selection criteria Step 6 Select the applicants Step 7 Train the interviewers and conduct behavioral event interviews with the leading candidates Step 8 Complete competency assessment, prepare the selection recommendation list and select the candidate Step 9Verify the selected candidates qualification Step 10 Negotiate compensa tion and benefits package with the successful candidate and extend an employment offer after the package has been accepted, first by the organization and then by the candidate Step 11 Validate the selection Results Figure 1. Competency based recruitment and selection (Dubois & Rothwell 2004, p. 113) 1. 3 Advantages of Competency-based recruitment and selection process This method results in numerous advantages, for example a) It is result oriented 2 b) Discrimination is out of the question ) Identifying backups for positions is easier d) Traditional training times are less and e) Employees performance levels are higher. 2. COMPETENCY MODELS MANAGEMENT In order to carry out competency-based recruitment and selection for a position a competency model is essential to evaluate applicants. The organization can benefit from competencies by building up competency models not only for a job-role but also for an entire organization. A competency model refers to a group of competencies requi red in a particular job (OntoHR project 2010a).But obviously this is not the only field that can benefit from the concept of competency. Competency management can make things easier for organization by facilitating the design of job-roles and its competencies according to the organizational objective. Job Design is the next step after the completion of competency model is job design. Job design refers to the way tasks is combined to form complete jobs. (Robbins & Stuart-Kotze, 1987) 2. 1 Challenges of competency-based recruitment However competency-based recruitment and selection has some challenges too, which includes ?A disciplined approach to job and work analyses is necessary to the preparation for the recruitment and selection processes needs more time ? Inefficient when recruiting unskilled or semiskilled workers. But if the conditions are suitable this can be a highly effective technique to develop an organizations human capital. 2. 2 ? Benefits of Competency-base recruitmen t and selection to the Organization When combined with an assessment of knowledge and experience, using competencies improves accuracy in assessing peoples suitability or potential for different jobs. They help prevent interviewers and selectors from making hasty decisions or from assessing interviewees on the basis of characteristics that are not relevant to the job. ? They can be used to help structure the selection process interview and tests. ? Assessing a candidate against specific competencies clarifies their strengths and weaknesses making it easier to target any development that may be needed should they be appointed. 3 3.COMPETENCY-BASED RECRUITMENT AND CAREER MANAGEMENT Competency-based recruitment plays important role in the organizatons career management plans as it facilitates recruitment and selection of employees with the right competencies (skills, knowledge and attitudes) for the job at hand. It helps managers in identification of career path of employee right from the beginning, because most of the job core competencies are likely to focus and shape individuals career aspirations.This early identification helps in designing a proper training and development plan for individu al employee, these include coaching, mentoring, and other types of training which helps to shape individuals career path. Once organization has a fair idea about employees strengths and weaknesses, attitude and behaviour, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place.Competency-based recruitment and selection facilitates succession and retention plan of the organization as it fosters employee competence development and management through competency-based performance management which entrusted managers with the time consuming and worthy job of competency-based performance management through continuous coaching and training of employees so as to ensure that individual potential s are realized, nurtured and developed 4. CONCLUSIONFor modern organizations whether it be private or public, profit or not for profit competencybased recruitment is inevitable if the firm aim at realizing its strategic goals through the use of its most valuable and important resources. In this stiff competition managers have to ensure that, they ultimately utilize their human resources capabilities to realize its strategic objective. Creativity and innovations in managing emplo yee is of greater value in this era especially the attraction, selection and retention of high potential employees.As managers and organizations are moved from tasks accomplishment to result based performance, employee recruitment and selection has become very significant in realizing this objective. 4 Management should ensure that recruitment is based on competences that are required for the job in question, these competences has to be realistic and measureable so that managers and employees can work togeth er to ensure realization of these competences hence organizational objectives.Competency-based recruitment and selection goes hand in hand with competencybased performance management, this entails competency-based reward system and career management. Competence based recruitment and selection facilitates career management in organization. Discuss. Submission date 9th June 2012 5