S/HR/218. Recruitment and selection: best practice guide

The paper examines the methods and challenges of recruitment and selection identifying the reasons behind the need to recruit new personnel, and providing information on job description as a key document of the recruitment process, the steps of the selection process, the purposes of interviewing, etc.

P/HR/177. New national selection system for doctors

The paper contains a proposal for the UK Department of Health (DoH) on the national selection system for doctors entering Psychiatry, Anaesthetics and Oral Medicine specialties. The drawbacks of the present selection procedures are outlined; recommendations on the step by step development of a new system are offered.

P/HR/163. Staff recruitment as a key management task

The paper examines staff selection as a main management task highlighting the importance of HRM and analysing its key functions, i.e. recruitment and selection of employees. The procedure of the recruitment process is reviewed including the use of Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc.

P/HR/157. Methods of applicant selection

The paper examines applicant selection methods accompanying the recruitment process. The problems of selection are outlined focusing on direct and indirect discrimination. Selection methods, i.e. interviews, testing, questionnaires and assessment centers are critically evaluated.

P/HR/143. Recommendations for selection and recruitment in UK health sector

The paper reviews the current selection and recruitment procedures in the UK Department of Health pointing out their drawbacks and offering recommendations in job analysis and selection methods for a new national selection system for psychiatrists, anaesthetists and dental surgeons.

P/HR/138. New selection system for doctors in UK: proposal

The paper examines the weaknesses of the current national selection system of doctors in the UK recommending new practices of selecting doctors in psychiatry, anaesthetics and oral medicine.

P/HR/135. Role of interviews in employee selection

The paper looks at employment interviews as a job selection method providing a review of opinions on interview types, functions and advantages compared to other methods, e.g. psychological tests.

E/HR/18. Recruiting and selecting employees: theoretical background

The paper addresses the problem of recruiting and selecting employees reviewing literature on job description, person specification, advertising, recruitment methods, assessment methods, selection decisions, etc.

P/HR/129. Selecting applicants: job analysis technique

The paper examines the issues of employee recruitment reporting on the use of the Job analysis technique in selecting an applicant for the position of occupational psychology consultant for Occupational Consultancy (UK). An overview of theories on effective recruitment and job analysis is provided; the step-by-step procedure of the applicant selection is described. The appendices include the selection criteria checklist, interview questions, candidates CVs, etc.

S/HR/50. Benefits of Assessment Centres and Recruitment

This paper examines the benefits for companies using assessment centres and how the actions of assessors affect these benefits. Furthermore, it discusses if line managers who acts as assessors are justified in being influenced by whether they would get on with graduate applicants.

S/HR/33. Do assessment centres work, and if so, why?

The essay will start off by initially explaining the definition of an Assessment Centre. It will then lead on to explain the primary objective and the history of Assessment Centres and where they are used today. The essay will prove that Assessment Centres give a holistic view of candidates when measured against competencies, compared to traditional methods of recruitment. It will then explain the types of exercises usually found in an Assessment Centre, which will help to justify, why Assessment Centres do work. The validity of Assessment Centres will be questioned along with their reliability. The definition of competencies will be explained, with an emphasis on the importance of training assessors.

C/HR/21. Why do companies recruiting graduates stress the importance of them being ¡team players?

The overall aim of this report is to research around and about the issue answering the core question, why are the employers so concerned about the employing the graduates being a good team players. In order to do so, the report analyses such issue as definition of team work itself, lists attributes and skills of successful teams and team members respectively, highlighting the pros and cons of the teamwork for organisations. The work is primary based upon studies of leading academics and practitioners quoting real life examples where appropriate.

P/HR/101. Discuss some of the methodological problems that can arise in personnel selection, and describe how they can be minimised.

This essay analyses some of the methodological problems that can arise in personnel selection, and describes how they can be minimised.

P/HR/93. Critically evaluate the use of trait theories in the assessment of personality for job selection

This paper looks at the history of the trait approach, how it has been used in job selection and its effectiveness

P/HR/78. Outline the key features of HRM as an approach to managing people in the workplace. Compare and contrast the HRM approach with more traditional personnel management. Assess the advantages of the HRM approach for employers.

This essay outlines the origins, key features of HRM, The Relationship of HRM and PM, compares and contrasts HRM and Personnel Management, outlines similarities and differences between HRM and PM, gives the Strategic Perspective of HRM and aims to assess the advantages of using HR management for employers.

C/HR/10. Selection Interview as the tool to predict employee performance.

Analysis of selection interview advantages and drawbacks and critical evaluation of alternative methods: Biodata, Assessment centre and Psychological Tests.

P/HR/10. Employee Selection

Selection is increasingly important as more attention is paid to the costs of poor selection, and as reduced job mobility means that selection errors are likely to stay with the organization for longer. The selection decision has always been important as the way for a company to obtain the human resource that is appropriate for the job and company. There are many methods for selection such as: testing, advertising, completing application form, screening, corresponding with the prospective employee. Among these, the two principal selection methods, which most are used, are application forms, and interviews. In fact, it is not just one selection method used in practice. Generally, two or more methods are often used in combination. Essay compares strengths and weaknesses of both methods.

P/HR/31. Personnel selection. Analysis of new approaches of personnel selection.

This paper presents analysis of different Personnel Selection tools and critically analyses their effectiveness.

P/HR/38. Selection of the Employees for the Managerial Positions

The purpose of this essay is to assess personality tests for the selection of employees for managerial positions and outline other additional selection tools that can be necessary.

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