JOB SELECTION

Design a Job selection procedure

Design a Job selection procedure

Getting Started

This phase is intended to ensure the success of the remaining phases and steps in the process of selection and integration to work, making the preparation of all personnel involved in the activity. This phase is broken down into the following stages:

I-1: Determine management philosophy: In this stage will determine the prevailing style of management in organizations and develop action plans for improvement.

I-2: Determine the training needs: to be determined the level of knowledge with people involved in the process (of parties that is, client organizations and the organization itself).

Phase II: Determination of Work Skills

This process is necessary to have well defined traits, knowledge, cognitive and behavioral skills, and human requirements valued in the man - work. This stage to determine employment skills apart from other to adapt to the peculiarities of an employing agency; this will follow the stages broken down as follows:

II-1. Identification of core competencies:

Is carried out mainly the following steps:

Step 1: Defining the primary purpose from the fundamental purpose or raison d'être of the main organizations of the business group (which belongs to the employing agency.)

Step 2: Identify core competencies. These are the skills that you must have all staff to achieve its strategic objectives, while respecting the values of the organization Delgado Martínez, 2000).

Delphi method is used (Cuesta Santos, 2005).

II-2. Determination of the powers of main processes relate to the precise behavior of the major functional areas or key performance of client organizations.

At this stage, proceed with the completion of the following:

Step 1: Identify key processes that are essential parts of the fundamental purpose of organization, then the question is whether there is consensus among them to list the main processes agreed.

Step 2: Define the responsibilities of key processes. This step is carried out by the committee of jurisdiction. Facilitators and this committee, from the information obtained, purified and grouped the main processes.

II-3. Determination of the powers of the principal families of charges: are the powers that belong to objections of a similar nature or having similar characteristics and qualities required to fill them, skills, experiences, etc. similar. This will take the following steps:

Step 1: Identification of major job families, taking into account their level of demand. Be taken as a reference for the group, charges more historically requested and the relevant expert method fundamentally.

Step 2: Define the responsibilities of the major job families. This step is carried out by the Competition Committee, which from the information collected debug, package and describe the skills of experts using the method.

II-4. Validation of competencies: This step allows us to affirm or deny the powers that were defined, this process allows for input powers or individuals should have to enter the institutions and the potential that is feasible to develop. Validation is essential competency profile through expert criteria and the establishment of a manual bringing together all the powers defined in an official document that serves as a tool for development of the activity of selection and ...