Week 3 DiscussionCOLLAPSE

Assessment Techniques

In Chapter 5, Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” Give two reasons why you agree or disagree with his position on candidate assessment. 

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

Respond from Daneille,

 

Bock’s Interview Process – Candidate Assessment

Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” 

Question

Give two reasons why you agree or disagree with his position on candidate assessment.

Response

 Candidate assessment is critical in hiring the right candidate for the job. It is the evaluation of listed candidates for an interview to determine who meets all the required criteria to be hired in a company. Effective candidate assessment requires a structured interview process guided by principles drawn from the organization’s culture and policies. Therefore, I agree with Bock’s interview process of “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership” because it is critical in hiring the desired candidate for various positions in a company. 

 The first reason I agree with Bock’s position on candidate assessment is because behavioral and situational structure interviews provide the needed framework to identify and hire the right candidate who can complete the jigsaw puzzle for winning teams in an organization. Behavioral and situational structure interviews enable the interviewers to accurately determine a candidate’s ability and energy in executing the required duties and responsibilities in the position the candidate is to fill in the company. According to Ursal (n.p), candidates with energy can articulate the company’s mission and steer them towards achieving the company vision. Ursal (n.p) further points out that candidates with ability and energy can motivate others to perform and are likely to have the skills and passion in their job. 

 The second reason I agree with Bock’s position on candidate assessment is because assessing the candidate’s cognitive ability, conscientiousness, and leadership abilities are primary in hiring a candidate who fits in every organization. The cognitive ability helps determine whether the candidate can execute all tasks from the simple to complex tasks in their positions. Poindexter (n.p) points out that cognitive ability, conscientiousness, and leadership abilities are key indicators of a candidate’s quality. Smith (n.p) also acknowledged cognitive and leadership abilities as strategic elements that form blueprints for hiring suitable candidates. According to Smith (n.p), Bock’s interview process is also helpful in determining candidates’ ability to improve in their various positions of work. 

Poindexter, Jacqui Barrett. “15 Interview Questions to Ask Candidates: Glassdoor for Employers.” US | Glassdoor for Employers, 2 May 2020, www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

Smith, Carlie. “7-Step Hiring Blueprint That Built Netflix: OpenView Labs.” OpenView, 8 Apr. 2015, openviewpartners.com/blog/netflix-hiring-blueprint/.

Ursal, DJ. “The 4E’s and 1P – Live with Jack Welch.” LinkedIn, 14 Jan. 2016, www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal/.

2nd Response

 Motlalepula Mojela RE: Week 3 DiscussionCOLLAPSE

Hi Dr. John and Fellow Students

Bock describes his interview process which involves combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.

• Give two reasons why you agree or disagree with his position on candidate assessment.

An interview process involves people who believe in themselves that they qualify to apply for a position, based on their expertise, educational background as well as experience within the specified field. As individuals, Jack Welch mentions factors such as positive energy, ability to energize others, the courage to make tough decisions, be able to get the job done, and to have passion for what one is doing. As human beings no one is a perfect being, we are all prone to mistakes but learn from such mistakes as well so that one does not repeat the cycle.

Within the education fraternity, the minimum requirement used to be a three- year Teacher’s Diploma, nowadays, it has to be a four- year  Bachelor’s degree, but nothing prepares one for a job interview, as it is only then that one is faced with a real-life situation that can determine success or failure in one’s career path. As managers in HR and or driving force towards hiring it is important to determine our expectations first before coming to the interview table. Most of the teachers, including H.O.D’s and Principals, bring some vague ideas when it comes to hiring. It is worse in a situation where one gets hired because of nepotism, bribery, and certain expectations, as it has been the norm in our country. There are very few institutions where one gets an honest interviewing panel and eventually gets hired. Maybe, through luck or the grace of God. 

Bock’s ideas of behavioral and situational structured interviews should be the foundation of any organization that is willing to build leaders through support, encouraging debate within the organization, and allows everyone to have a voice. A place where everyone feels welcomed and one is able to contribute towards the success of the company. Behavioral and situational structured interviews should be the doorway in which credibility, gaining trust and candor are at the forefront of any organization.

Bock states that “hiring is the most important people function that you have, and most of us aren’t as good at it as we think.” This means that as HR personnel one should be forever on a learning curve, to improve as well as to understand those who might be on one’s interview panel. This would include embracing diversity and inclusion.

What Bock is giving us, is a guideline not only for those we are interviewing but also as a personal self-reflection to those who are part of the interview panel. This will create a match for the best possible candidate as well as finding a common ground for the success of any organization.

Combining behavioral and situational structured interviews should be the yardstick for every organization, well-established companies as well as educational institutions within the HR and also be included as one of the courses to be mastered at the undergraduate level so that it prepares the candidates for the world of work.

References:

1. Ursal, DJ. “The 4E’s and 1P- Live with Jack Welch ” LinkedIn,14 Jan 2016.www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal

2.Poindexter, Jacqui Barrett. “15 Interview Questions to ask candidates: Glassdoor for Employers, 3 May 2019. www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

3.JWI 521. Week 3 Lecture Notes 2020

Why are ethics and compliance in finance so important in the health industry? Provide an example. 175 words  minimum, 220 words maximum

 

Prepare an essay response of at least one page in length that addresses the following items:

• What factors distinguish the labor relations system in the public sector from that in the private sector?
• Propose a public-sector labor relations system for the employees of the city government.
  • What would it borrow from the private sector?
  • What would it not be able to borrow? Why?
  • How would you modify your system to account for specific aspects of city government? Why?

 

In an essay, answer the following questions about the concepts tied to this unit. Your response needs to be at least one page in length.

• To what extent is employment-at-will an issue in discipline cases in nonunion companies?
• To what extent is it an issue in unionized companies?
• Based on your research, what advice do you have for managers?
• What advice do you have for lawmakers (i.e., to what extent should employment-at-will be relevant for employee discipline)?

 

Strategic Management and Strategic Competitiveness

Overview

Choose one public corporation in an industry with which you are familiar. Research the company on its own website, the public filings on the Securities and Exchange Commission’s Filings & Forms page, the Strayer University’s online databases, the Lexis Advance database, and any other sources you can find. The annual report will often provide insights that can help address some of these questions. Use the Strategic Management and Strategic Competitiveness Template [DOCX] to ensure that your assignment meets the requirements.

Requirements

Write a 4–6 page paper in which you address the following:

• Assess how globalization and technology changes have impacted the corporation you researched.
• Apply the industrial organization model and the resource-based model to determine how your corporation could earn above-average returns.
• Assess how the vision statement and mission statement of the corporation influence its overall success.
• Evaluate how each category of stakeholder impacts the overall success of this corporation.
• Use the Strayer University Online Library and to locate and include at least three quality references. Note: Wikipedia and similar websites do not quality as academic resources.

 

The specific course learning outcome associated with this assignment is the following:

• Determine the impact of globalization and technology changes, strategic models, vision and mission statements, and stakeholders on a corporation’s success.