Please write the decision-making and conclusion sections of the HRM paper attached for the role of an operation’s manager at Reid Primary and Specialty which is a healthcare office. Instructions are below for the two sections and the paper so far is attached. I would like 2pages for the decision making section and 1 page for the conclusion if possible. Just add the two sections in their own document and I’ll then add it to the paper that is attached.
• Decision-Making (2-3 pages): In this section, the group should decide how applicants will be hired into the position. In particular, the group should describe (and justify) a weighting scheme for combining scores on the three selection methods and set cutoff scores.
• Conclusion (1 page): This section should summarize the major portions of the paper and provide insight into the benefits and challenges of utilizing the described staffing functions on the targeted job.
Please use at least 3 references that are not internet based that are in its on section of at the bottom.
Decision-making on how applicants will be hired
Decision-making is one of the critical roles in Human resource management especially when it comes to recruitment, hiring, selection, compensation, and rewarding as well as firing. Human Resource managers must make appropriate decisions at all levels of management at all stages of the employment process (Sangeetha, 2010). The success of the operation’s department of an organization like Reid Primary and Specialty depends on the human resource approaches used to hire potential managers. Choosing the right individuals for such a position is not something that can be left to chance (Sangeetha, 2010). Such a role is critical to the success of the Reid Primary and Specialty and hence the necessary actions must be taken to ensure that the applicants are well-screened and evaluated before the successful candidate is allowed to fill the position. As suggested before, various approaches will be used to examine the applicants and determine whether they are suitable for the position. In this regard, this section describes and justifies the weighting scheme for linking scores based on the methods of selection that will be used.
A weighting system or scheme will be used in the hiring process and final decision making to ensure that the right candidate is chosen. With this approach, Human resource managers will be able not only to assess critical areas but also to examine the overall score and select a candidate with the highest score (Ployhart et al., 2017). Through this approach, HR managers can assign scores based on the selection method used which include cognitive test, interviews, and job knowledge. These tests will allow the managers to effectively assess the candidates on key areas associated with the position. Points will be allocated to each selection method. Greater significance will be assigned to interviews than other evaluation techniques. Cognitive tests and job knowledge will have the same. A total of 100 points will be allocated to all methods or the entire process. The following criteria will be used to assess the candidates.
Ratings and set of cut off scores
|Selection method/||Allocated score||Cut-off scores|
|Interviews||0.40 = 40%||0.35 = 35%|
|Cognitive test||0.30 = 30%||0.25 = 25%|
|Job knowledge test||0.30 = 30%||0.27 = 25%|
|Total score||1.00 = 100%||0.87 = 87%|
Table 2: Ratings and set of cut off scores
The hiring decision will be based on the scores presented in the table above. The interview is assigned a total of 40 marks, Cognitive test 30 marks while Job knowledge test 30 marks. The cutoff points/score are 35%, 25%, and 27 % for the interview, cognitive test, and job knowledge test respectively. The weighted average factor is 100% or 1.0. After carrying out the assessment tests, the scores will be given according to the selection methods used and the maximum max allocated. The scores for each selection method will be multiplied by the weight factor which is 100% to determine the individual’s scores as well as the weighted average score or the total score ( score for interview + the results/score for Cognitive test + score for the job knowledge test). The HR will then make a decision regarding who is suitable who is not suitable for the position Successful candidate must score above 87% for them to qualify for the position. If more than two candidates get over 87% further assessment will be made to determine the best candidate for the position. By combining these scores the HR manager will have successfully assessed key areas.
HR managers and stakeholders in any organization including Reid Primary and Specialty cannot underestimate the significance of job analysis and recruitment process. These are key Human Resource Management (HRM) that allows an organization to come up with a team of skilled, competent, and experienced professionals who can contribute to the success of the organization through their knowledge and abilities (Klotz et al., 2013). Like any other organization in the health care sector, Reid Primary and Specialty requires effective leadership when it comes to matters regarding the organization’s operations. Individuals working as operation managers must be well-equipped with skills and abilities that will enable him/her to handle related tasks effectively. Therefore, the Human Resource Managers must ensure that the hiring process is effective enough to ensure that the right candidate is chosen.
Human resource managers must ensure the position is clearly defined and potential candidates can understand all requirements of the Job before informing the public about the position. Operations managers are often expected to accomplish both financial and non-financial tasks and ensure that the necessary standards are observed (for instance HIPPA) standards. Besides, they must exhibit the desired behavior while in the course of duty. To get the right candidate and the best applicant for the position, HRM in Reid Primary and Specialty Care must develop a recruitment plan that covers important aspects of the recruitment process including recruitment sources, marketing, and advertising techniques, and source of info (employee referrals, organization website, Job boards among others), information, how the information will be conveyed as well as the selection plan. Candidates must be assessed to determine whether they are fit for the position, a process that will enable the organization to choose the best candidate. Different tests can be carried out as indicated in this paper. However, for the case, job knowledge test, interview, and the cognitive test will be used. A weighting system and cutoff scores will be used as a basis for the selection for selection of candidates. The best candidate must score over 87%.
Klotz, A. C., da Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1), S104-S119.
Ployhart, R. E., Schmitt, N., & Tippins, N. T. (2017). Solving the Supreme Problem: 100 years of selection and recruitment at the Journal of Applied Psychology. Journal of Applied Psychology, 102(3), 291.
Sangeetha, K. (2010). Effective Recruitment: A Framework. IUP Journal of Business Strategy, 7.
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