Organizational vs. Individual Outcomes in Selection

Traditional individual outcomes expected of a personnel selection process might include increasing desired levels of work performance, job satisfaction, and employee morale. On an organizational level, expectations may relate more to acceptable levels of productivity, low turnover, and promotion of organizational citizenship behavior. Often, there is greater focus by human resource activities on expected individual outcomes and not those needed by the organization. It is important to assess and foster solid outcomes for both the individual employee as well as the organizational employer (Wilk & Cappelli, 2003).

Post by Day 4 explanations of three outcomes an organization might expect from its personnel selection processes. Explain whether these outcomes are consistent with those desired by job candidates, and provide rationale for any inconsistencies. Provide concrete examples and citations from the Learning Resources and current literature to support your post.

Hi please use at least 3 of the attached articles in APA 7th, thank you. Feel free to use additional resources if you wish.

References:

Cabrera, E. F., & Raju, N. S. (2001). Utility analysis: Current trends and future directions. International Journal of Selection and Assessment, 9(1/2), 92–102.

Campion, M. A., Outtz, J. L., Zedeck, S., Schmidt, F. L., Kehoe, J. F., Murphy, K. R., & Guion, R. G. (2001). The controversy over score banding in personnel selection: Answers to 10 key questions. Personnel Psychology, 54(1), 149–185.

Cascio, W. F., & Aguinis, H. (2005). Test developments and use: New twists on old questions. Human Resource Management, 44(3), 219–235.

Jereb, E., Rajkovic, U., & Rajkovic, V. (2005). A hierarchical multi-attribute system approach to personnel selection. International Journal of Selection and Assessment, 13(3), 198–205.

Roehling, M. V., & Wright, P. M. (2006). Organizationally sensible versus legal-centric approaches to employment decisions. Human Resource Management, 45(4), 605–627.

Requirements: | .doc file | Essay | 1 pages, Double spaced

Answer preview

Different organizations adopt different recruitment criteria depending on the specific objective that an organization seeks to achieve. An organization can adopt either traditional individual outcomes or an organizational level outcome when recruiting personnel. These two criteria have their advantages and pose to an organization and specific disadvantages that they pose to an entity that adopts them. When an organization decides to use the traditional individual outcomes criterion, it focuses on an employee’s attributes (Cabrera & Raju, 2001). This recruitment mode tends to concentrate on its employees’ brilliance instead of teamwork in accomplishing its tasks. When adopting the organizational level outcome, an organization focuses on the goals and objectives that the entity stands for instead of an employee’s trait. This recruitment process focuses more on teamwork than individual brilliance (Jereb, Rajkovic & Rajkovic, 2005). There are different merits that these modes of recruitment tend to pose to an entity that helps it accomplish its goals and objectives.
(462words)

ReplyForward

Organizational vs. Individual Outcomes in Selection

Download Details

Organizational vs. Individual Outcomes in Selection