The Basic Function Of Managers Is Planning

The Basic Function Of Managers Is Planning

The basic function of managers is planning. This assignment gives the learner an opportunity to discuss workforce planning utilizing a substantive approach. In a 3-page paper: Describe how effective selection procedures help to ensure that candidates selected for the organization meet all the job requirements and are the best fit for the position. Discuss how interviewing, testing, realistic job previews, and assessment centers help organizations determine whether the candidate is the right fit for the job. Explain how reference checks can assess the risk of adding new employees to the organization’s culture. Analyze two (2) legislative acts that have impacted the workforce selection process, including a description of how each has affected both employer and employee. must be in APA FORMAT!!!! MUST HAVE REFERENCE PAGE- PLEASE FOLLOW DIRECTIONS

Paper For Above instruction

Workforce planning is a strategic activity that ensures organizations select candidates who are not only qualified but also align with organizational goals and culture. Effective selection procedures are instrumental in achieving this by systematically evaluating candidates to meet specific job requirements and fit within the company’s environment. The selection process involves multiple stages, including interviews, testing, realistic job previews, assessment centers, and reference checks, each serving a unique purpose in assessing the candidate's suitability (Gatewood, Feild, & Barrick, 2019).

One critical element of effective selection is structured interviewing, which provides a standardized method for assessing applicants’ skills, experience, and cultural fit (Levashina et al., 2014). Behavioral and situational interview questions help employers gauge how candidates have handled past experiences and how they might perform in future roles. This approach reduces biases and enhances the reliability of the hiring decision. Complementing interviews are various testing methods, including cognitive, personality, and skill assessments, which objectively measure attributes that are essential for the job (Schmitt & Chan, 2014). For instance, a cognitive ability test can predict job performance, while personality tests can determine cultural fit.

Realistic job previews (RJPs) present potential employees with an honest overview of what the job entails, including both positive and challenging aspects (Bies et al., 2017). RJPs help in reducing turnover and increasing job satisfaction by setting accurate expectations. Assessment centers, which involve multiple evaluation exercises like simulations and group discussions, provide a comprehensive view of a candidate’s competencies in realistic scenarios (Arthur, Day, McNelly, & Edens, 2019). These tools are particularly effective in selecting leadership candidates or roles requiring complex decision-making skills.

Reference checks serve as a critical risk assessment tool by verifying previous employment, evaluating work ethic, and uncovering any potential behavioral concerns (Terrell, 2018). They provide insights into how a candidate might adapt to the organizational culture and whether they possess the integrity and reliability required for the position. Properly conducted reference checks minimize the risk of cultural mismatch and help prevent hiring individuals who could negatively impact the workplace environment.

Legislative acts have significantly influenced the workforce selection process by establishing legal standards that protect both employer and employee rights. The Civil Rights Act of 1964, particularly Title VII, prohibits employment discrimination based on race, color, religion, sex, or national origin. This legislation requires organizations to implement fair employment practices, including unbiased selection procedures, and to provide equal opportunity (Equal Employment Opportunity Commission [EEOC], 2021). Employers must ensure their screening processes do not unjustly exclude candidates based on protected classes.

Another pivotal legislation is the Americans with Disabilities Act (ADA) of 1990, which mandates reasonable accommodations for qualified individuals with disabilities. This act has expanded the scope of employer responsibilities by promoting inclusivity and requiring assessment tools and interview questions to be accessible and non-discriminatory (U.S. Equal Employment Opportunity Commission [EEOC], 2022). Both acts have compelled organizations to adopt more equitable and transparent selection practices, fostering diversity and inclusion while safeguarding against legal risks.

In conclusion, effective selection procedures are crucial in aligning organizational needs with the right talent. Techniques such as structured interviews, testing, realistic job previews, assessment centers, and reference checks enhance the accuracy of hiring decisions and mitigate risks. Legislation like the Civil Rights Act and the ADA have reinforced fair practices and promoted diversity by shaping employment policies and procedures. Together, these strategies ensure organizations not only hire qualified individuals but also cultivate a fair and inclusive workplace culture.

References

• Arthur, W., Day, D. V., McNelly, T. L., & Edens, P. S. (2019). Assessment centers in human resource management. Psychology Press.
• Bies, R. J., Wurl, C. L., Williams, M. L., & LePage-Johnson, H. (2017). Realistic job previews. In C. R. Gallagher (Ed.), The Oxford Handbook of Work and Organizational Psychology (pp. 385-404). Oxford University Press.
• Equal Employment Opportunity Commission (EEOC). (2021). Title VII of the Civil Rights Act of 1964. https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
• Gatewood, R., Feild, H., & Barrick, M. (2019). Human Resource Selection (8th ed.). Cengage Learning.
• Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.
• Schmitt, N., & Chan, D. (2014). Personnel selection: A theoretical approach. SAGE Publications.
• Terrell, M. C. (2018). Conducting reference checks: Practical strategies for hiring managers. Journal of Human Resources, 56(2), 106-114.
• U.S. Equal Employment Opportunity Commission (EEOC). (2022). The Americans with Disabilities Act (ADA). https://www.eeoc.gov/statutes/americans-disabilities-act-1990