What are the key steps that should be taken in approaching the challenges of recruiting and selecting people into these management grades?
What will be an ideal response?
? A robust approach to job analysis is key: the lack of skills in junior and middle
management grades implies that job analysis has not been conducted effectively
to identify the KSAOs that are important for effective performance in these roles,
or that what has been done is outdated. This is particularly salient, given the
changing nature of the organisation’s business as it expands into the African
market.
? The results of this job analysis would allow for the identification of selection
methods for these roles that show better predictive validity, increasingly the
likelihood of selecting the most talented candidates.
? Job analysis could also be used to identify factors that could contribute to person-
organisation fit. Selecting candidates against these criteria would go some way to
addressing the high attrition rate of talented leaders and managers.
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________ is a power that permits states and local governments to enact laws to protect or promote the public health, safety, morals, and general welfare.
A. Police power B. Kinetic power C. Dynamic power D. Referent power
______ are designed to cause executives in an organization to act to increase the value of the company over time.
A. Stock incentives B. Social Loafers C. Golden Parachutes D. Intrinsic Rewards
The formula to compute direct labor time variance is to calculate the difference between
A) actual costs - standard costs B) actual costs + standard costs C) (actual hours standard rate) - standard costs D) actual costs - (actual hours standard rate)
Aperian Global, a consulting company, identified five abilities that returning expatriates thought were necessary for a successful global leadership assignment. One is to ______ connections in the global environment; relationships are a prerequisite for getting things done.
Fill in the blank(s) with the appropriate word(s).