netrashetty
Netra Shetty
Russell Stover Candies, Inc. is a supplier of candy, chocolate, and confections in the United States. They are headquartered in Kansas City, Missouri.
Management: The Role of the Organization
In training and development, it is an accepted norm that the organization takes an active role in managing employee training and development within the organization. Training and developing human resources is key to organizational success. Learning is the key to successful training and development and to the organization’s continued survival. The organization must make sure that equal training and development opportunities are available for every employee and that these are communicated to them. Career Management refers to specific human resource activities, such as job placement, performance appraisal, counseling, training, and education. According to Adams and Morrison (1991), career management is a set of programs that represent the organization’s requirements (p.34). Career management emphasizes the recognition and response to the changing interests and needs of employees as they grow and mature within the organization. Career management takes the organization’s point of view in putting together job ladders, career paths, rotation programs, and planned learning activities to improve the supply of talent among current employees (Clardy 1996).
Planning: The Role of the Employee
It is a norm that the organization provides training and development opportunities for every employee. In return, the employee must take responsibility for his or her own career and development needs. The employee must plan for his or her training and development goals. Career Planning is a process of setting up employee career objectives and developing activities that will achieve them. According to Sim’s (2002a), career planning is the process by which an individual formulates career goals and develops a plan for reaching those goals.
Outcomes of Career Planning
1. Broad Life Planning
In broad life planning, interests, abilities, experiences, aptitudes, and values are analyzed, resulting in improved self-concept and projected self as related to careers. The HRD practitioners can help formulate this process by providing employees with career information and by utilizing appropriate evaluation instruments and personality assessment tools.
2. Development Planning
Developmental planning focuses on a realistic evaluation of future career options and opportunities and the creation of activities that will prepare individuals for future jobs and future career decisions. There is a natural relationship here between the employee and the organization; both work collaboratively in the successful identification and realization of career development. At this point the HRD practitioner intervenes as change agent, actively designing development activities and providing necessary career information to help employees make career decisions.
Selection process
1. The Application
The employment application is candidate’s first chance to present his qualifications to the Organization. As such, it is extremely critical for his/her continued participation in the examination process. Before beginning, one has to review thoroughly what the Job Announcement specifies as the requirements to qualify for the position. Candidate must meet these criteria to be considered for the position; ensure that, otherwise candidate will be wasting his effort in completing the application. Most entries on the form are self-explanatory, but a few pointers on filling it out may help
2. Written Exams:
Written exams are usually obtained from one of several test construction firms available to them. These tests are designed to determine level of technical and/or analytical abilities associated with the particular position for which candidate had applied. The test which is conducted in ROCKWELL COLLINSselection purpose is TEST OF COGNITIVE ABLITIES. This test is mostly taken from fresh graduates. Whereas, some people are selected on the basis of experience.
3. Performance Exams:
Performance exams test ability to accomplish specific job-related tasks by providing the opportunity to actually perform them. These tests are scheduled through the Human Resources Department office, with notification in writing of the date, time, location and duration of the test. Instructions will be given on the tasks to be completed and then asked to complete them. Individuals with considerable relevant experience will conduct the evaluations. Safety, quality of work, adaptability, performance under stress, etc. are evaluated.
4. Specialized Testing
Some positions will require specialized testing, such as technical skills, agility and communication skills etc. These tests are scheduled just as like other tests.
5. The Panel Interview
The results of this component of the exam process will be used to determine if candidate should be included on the List of Eligible Candidates forwarded to the hiring authority for consideration for a departmental Selection Interview.
This portion of the examination is normally weighted 100% (or as indicated on the Job Announcement). Typically, previous test results are used only to qualify you for participation in the Panel Interview.
The Panel is comprised of qualified individuals, which may or may not be employees of the City. Normally, the panel will consist of three evaluators. These individuals will evaluate responses to a variety of job-related questions over the scheduled time period.
6. The Selection Interview
Once the List of Eligible Candidates is established it is sent to the Department(s) that is hiring to fill a current vacancy. The Department Head is responsible for setting up Selection Interviews. He/she may interview anyone on the list, since all persons referred to the department are qualified. The Department Head will be looking for the candidate with the best qualifications for their particular position. The candidate selected to fill the vacancy will undergo a medical examination, drug screen, background investigation, and a probationary period before attaining permanent employment status.
STRENGTHS
1- They implement a crucial testing system which affects the selection process.
2- They have a separate selection criteria for each job.
WEEKNESS
1- They take group interview which causes many confusion.
Management: The Role of the Organization
In training and development, it is an accepted norm that the organization takes an active role in managing employee training and development within the organization. Training and developing human resources is key to organizational success. Learning is the key to successful training and development and to the organization’s continued survival. The organization must make sure that equal training and development opportunities are available for every employee and that these are communicated to them. Career Management refers to specific human resource activities, such as job placement, performance appraisal, counseling, training, and education. According to Adams and Morrison (1991), career management is a set of programs that represent the organization’s requirements (p.34). Career management emphasizes the recognition and response to the changing interests and needs of employees as they grow and mature within the organization. Career management takes the organization’s point of view in putting together job ladders, career paths, rotation programs, and planned learning activities to improve the supply of talent among current employees (Clardy 1996).
Planning: The Role of the Employee
It is a norm that the organization provides training and development opportunities for every employee. In return, the employee must take responsibility for his or her own career and development needs. The employee must plan for his or her training and development goals. Career Planning is a process of setting up employee career objectives and developing activities that will achieve them. According to Sim’s (2002a), career planning is the process by which an individual formulates career goals and develops a plan for reaching those goals.
Outcomes of Career Planning
1. Broad Life Planning
In broad life planning, interests, abilities, experiences, aptitudes, and values are analyzed, resulting in improved self-concept and projected self as related to careers. The HRD practitioners can help formulate this process by providing employees with career information and by utilizing appropriate evaluation instruments and personality assessment tools.
2. Development Planning
Developmental planning focuses on a realistic evaluation of future career options and opportunities and the creation of activities that will prepare individuals for future jobs and future career decisions. There is a natural relationship here between the employee and the organization; both work collaboratively in the successful identification and realization of career development. At this point the HRD practitioner intervenes as change agent, actively designing development activities and providing necessary career information to help employees make career decisions.
Selection process
1. The Application
The employment application is candidate’s first chance to present his qualifications to the Organization. As such, it is extremely critical for his/her continued participation in the examination process. Before beginning, one has to review thoroughly what the Job Announcement specifies as the requirements to qualify for the position. Candidate must meet these criteria to be considered for the position; ensure that, otherwise candidate will be wasting his effort in completing the application. Most entries on the form are self-explanatory, but a few pointers on filling it out may help
2. Written Exams:
Written exams are usually obtained from one of several test construction firms available to them. These tests are designed to determine level of technical and/or analytical abilities associated with the particular position for which candidate had applied. The test which is conducted in ROCKWELL COLLINSselection purpose is TEST OF COGNITIVE ABLITIES. This test is mostly taken from fresh graduates. Whereas, some people are selected on the basis of experience.
3. Performance Exams:
Performance exams test ability to accomplish specific job-related tasks by providing the opportunity to actually perform them. These tests are scheduled through the Human Resources Department office, with notification in writing of the date, time, location and duration of the test. Instructions will be given on the tasks to be completed and then asked to complete them. Individuals with considerable relevant experience will conduct the evaluations. Safety, quality of work, adaptability, performance under stress, etc. are evaluated.
4. Specialized Testing
Some positions will require specialized testing, such as technical skills, agility and communication skills etc. These tests are scheduled just as like other tests.
5. The Panel Interview
The results of this component of the exam process will be used to determine if candidate should be included on the List of Eligible Candidates forwarded to the hiring authority for consideration for a departmental Selection Interview.
This portion of the examination is normally weighted 100% (or as indicated on the Job Announcement). Typically, previous test results are used only to qualify you for participation in the Panel Interview.
The Panel is comprised of qualified individuals, which may or may not be employees of the City. Normally, the panel will consist of three evaluators. These individuals will evaluate responses to a variety of job-related questions over the scheduled time period.
6. The Selection Interview
Once the List of Eligible Candidates is established it is sent to the Department(s) that is hiring to fill a current vacancy. The Department Head is responsible for setting up Selection Interviews. He/she may interview anyone on the list, since all persons referred to the department are qualified. The Department Head will be looking for the candidate with the best qualifications for their particular position. The candidate selected to fill the vacancy will undergo a medical examination, drug screen, background investigation, and a probationary period before attaining permanent employment status.
STRENGTHS
1- They implement a crucial testing system which affects the selection process.
2- They have a separate selection criteria for each job.
WEEKNESS
1- They take group interview which causes many confusion.
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