Meekmil. Ford Motor Company

1. Describe and discuss the selection measures that your current organization uses to select employees (include any tests, interviews, etc.). After reading the chapters in this module, do you think that these measures are the best ones to use? If so, why? If not, what would you suggest and why? Be sure to discuss how the measures are both valid and reliable in predicting success in the job.

When I think back on my interview or interviews I’ve conducted, the selection process begin with online submission of application, resume and skill/honesty assessment test, those results will determine if you continue to the next step which would be to speak with a HR person on the phone to conduct an initial interview and if successful, proceed with a face to face interview and lastly you have to submit a background check and drug test. The questions asked in the interview are many of the questions we reviewed in the discussion assignment. I think this procedure is thorough, valid and reliable but nothing is full proof.

2. Discuss the concept of work samples as a selection technique. Give three examples of jobs where using work samples in the selection process would be effective and explain why. a. I worked at Ford Motor company for 15 years, I was hired in 1994, I was asked to perform a Motor Skill test, this test was extremely relevant to the job which is titled automobile assembler, you have to be quick and have the ability to assemble various parts of an automobile, heavy lifting and/or fast pace.

b. Skill/Honesty test are given online with various jobs I’ve applied for in the past and PNC offers this test as well, the questions are repetitive which predicts truth if answered the same each time, it assesses your job skill (depending on the job), as well as a series of questions related to character and honesty, abilities to work with a team and attitude.

c. As a Motorcycle Safety Instructor, I had to be able to perform physically

and mentally, I had to be trained to teach and demonstrate motorcycle skills, safety, physically be able to maintenance motorcycles as needed on the range, excessive bending and walking. I was trained to facilitate the mental comprehension and learning skill of the sport as well.

3. What are the advantages of structured interviews over unstructured interviews? Also, identify things that an interviewer can do to improve the effectiveness of the selection interview.

A structured interview can get the answer to the typical questions, it can allow you to see how prepared or experienced an applicant is but I’ve been part of a unstructured interview and I believe it opened up the door for more honesty and for you to see how that person truly interacts.

4. What steps would you take in the hiring and testing process in order to minimize concerns about negligent hiring? Use specific ideas and examples from the text.

The only specific idea’s I can think of background checks, facebook, credit history, medical exams (physical or mental) or drug test. Chapter 10

5. An auto dealer has hired you to help improve the performance of its sales and service staff. Your first task is to conduct a needs analysis for the organization. Describe what steps need to be taken and what you will do. Provide examples of training and development opportunities that can be used to influence the knowledge, behavior and attitudes of the staff.

Instructor based training, web-based training, self assessments, coaching one on one or periodic refresher training.

6. Discuss what talent management is and why it is a consideration being addressed by a growing number of employers.

Talent Management is concerned with enhancing the attractions,development, and retention of key human resources and is seen as more crucial than ever as the demographics of workforces change. The vital part of talent management is the implementation and use of electronics, web-based, computer software which is the bridge to human resources.

7. What is succession planning and why is it important in businesses of all sizes today?

Succession planning is the process of identifying a long term plan for the orderly replacement of key employees and it’s important to businesses of all sizes because it’s the link to strategic human resource planning.