Transcript STAFFING CLASS 9.pptx

Internal selection
Introduction
• Internal selection refers to the assessment and
evaluation of employees from within the
organization as they move from job to job via
transfer and promotion systems.
• It is significant for the organization ,because it
motivate valued employees.
Internal Assessment Methods
• Skills inventory
• Peer assessments
• Self-assessments
Initial Assessment Methods
• 1- Talent management system :
A major problem with internal selection is finding out
which employees have the desired skills. This is where
talent management system comes into play.
One of goals of this system is to facilitate internal
selection decisions by keeping an organized, up to date
record of employee skills, talents and capabilities.
Initial Assessment Methods
• 2- Peer assessments:
Assessment by peers or coworkers can be used, it rely on raters
who are very knowledgeable of the applicants’ KSA due to their
day to day contact with them.
• 3- Self-assessments
Employees asked to evaluate own skills. Employee’s supervisors
need to ensure that employees are realistic in their selfassessment.
Substantive Assessment Methods
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Seniority and experience
Job knowledge tests
Performance appraisal
Interview simulations
Substantive Assessment Methods
• 1- Seniority and experience
• Employees typically expect promotions will go to most senior
or experienced employee.
- they are different:
- seniorities is the length of service ( e.g.20 years in one job).
- experience ( e.g. 20 years with many jobs and positions).
• Relationship to job performance
– Seniority is unrelated to job performance
– Experience is moderately related to job performance, especially in the
short run
Substantive Assessment Methods
• 2- Job knowledge tests
• Job knowledge includes elements of both ability and
seniority
• Measured by a paper-and-pencil test or a computer
• Holds great promise as a predictor of job
performance
– Reflects an assessment of what was learned with
experience
– Also captures cognitive ability
Substantive Assessment Methods
• 3- Performance appraisal
 A possible predictor of future job performance is past job
performance collected by a performance appraisal process
 Advantages
– Available
– They offer a very complete look at the person’s qualifications for the
jobs.
Substantive Assessment Methods
• 4- Interview simulations
– Role-play: candidate must play work related role with
interviewer
– Fact finding: candidate needs to solicit information to
evaluate an incomplete case
– Oral presentations: candidate must prepare and make an
oral presentation on assigned topic