What Are Unstructured And Structured Interviews Business Essay
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Published: Mon, 5 Dec 2016
Before constructing business plans, it is important to probe the external environment. This takes the form of a SLEPT analysis, i.e. an investigation of the Social, Legal, Economic, Political, and Technological influences on a business. In addition it is also important to be aware of the actions of competitors.
Economic changes are strictly related to social activities. Its changes that affect business include changes in the interest rate, wage rates, and the rate of inflation (i.e. general level of increase in prices). Businesses will be more encouraged to expand and take risks when economic conditions are right, e.g. low interest rates and rising demand.
As conclusion, if economic changes happen to an organization, possibility it will increase or decrease quantities of manpower and cut cost / expand of overhead or expenses based on the current economic change.
To certify that changes are successful, organizations need to grow a workforce proficient at handling change in whatever practice it precedes. This undertaking requires not only understanding and fostering effective behaviours and attitudes, but also developing a wide-ranging organizational process infusing change agility throughout the company. A system ensuring the right organizational structures is in place and that individuals have the capabilities required at each level.
Once top management provides the vision on what change is needed, the organization must then set out to develop and execute a change management plan and engage their workforce in the process. It able to evaluates the change effectiveness skills and abilities of employees by analysing the specific behaviours and characteristics needed to improve on the situation. For an example, the organisation develop Research & Development department to check, analyse and provide the significant improvement for the particular changes.
The Human Resource manager’s job is a challenging task and requires certain proficiencies for success. Briefly explain these proficiencies which are important for a HR manager’s success.
HR Proficiency: It is covered on employee recruitment, selection, training & compensation on this proficiency.
Business Proficiency: Human Resource Manager is responsible to assist top management for framing strategies. HR manager should be aware with strategic on planning, marketing, finance & production. That knowledge will help top management to formulate new strategies for the company in term of return on investment.
Leadership Proficiency: HR Manager should possess Leadership Quality. They need to have the ability to control and manage the workforce toward a specific vision. HR managers need to capture on the latest changes and lead the team as it permits.
Learning Proficiency: Technologies are changing rapidly; HR manager must learn new things and need to be updated as time passes. Learning proficiency will help to manage with this changing of environment. It is good for control and provides practice for the workforce in an effective way.
Explain and illustrate the basic ways to classify selection interviews. Briefly explain how structured interviews, regardless of content, are more valid than unstructured interviews for predicting job performance?
What are unstructured and structured interviews?
Interviews can be structured or unstructured.
Unstructured interview is an interviewing technique whereby the conversation can be via video call or in relaxing conversation and the questions are not specifically set. The conversation question is depending on how each individual responds. Therefore, interviewer might engage the wrong candidate determined based on unclear impressions.
As conclusion, an unstructured interview is might be incur time consuming and because the information gathered from all the candidates is different, it is difficult to have a ground for comparison which is effects on reliability and validity.
Structured interviews are reliable and valid structured behavioral-interviews in line with international best practice. It is involve questions which are set out and followed thoroughly. Every candidate is presented with the same questions and this ensures that each respondent has had the opportunity to reply for each question. Structured interviews have higher predictive validity.
As conclusion, asking every candidate with the standardized questions and taking down relevant notes during the process can also improve validity and reliability of the interview. Structured interviews are better at predicting job performance if they are appropriately and thoroughly based on job analysis and trained interviewers are used. Structured interviews assume that intentions and actual behaviors are strongly linked. Structured interviews can also involve multiple interviewers and use well-defined rating scales with specific rating procedures.
In your opinion, can companies do without a detailed job descriptions?
Defend your answer.
Job description is a detailed list of specific duties and tasks in a company and achieve in the specific objectives.
We must have a job description in the company or in an organization. Job Analysis to identify job duties, responsibilities, equipment used, work relationships and work environment. A draft of the identified job duties, responsibilities, equipment, relationships, and work environment would be reviewed with the supervisor for accuracy. The Job Analyst would then prepare a job description and/or job specifications for the workforce carry out the specific duties. It is important to create and achieve teamwork spirit in a company.
Description the reasons on the importance of new employee orientation. What are some benefits of properly conducted orientation programme to an organisation?
THE IMPORTANCE OF NEW EMPLOYEE ORIENTATION
Orientation is an introductory or preliminaries stage in the process of new employee adaptation and a part of continuous socialization process in an organization.
These are the advantages to conduct a new staff orientation programme:-
It allows new staff members to have a clear understanding of the organization, positions and the community.
It is a good start and providing appropriate background to new staff members will do a good job over the long term and stay longer with the organization.
It makes life easier for new staff members in the organization by eliminating unnecessary troubles.
It encloses the new staff member into an existing social structure and helping them bond with others, at the same time helping to improve the organizational
It formally welcomes new staff to the organization and ensure them have support for done a better performance.
By making staff knowledgeable and well-prepared, it able to develop the organization’s reputation and lead the community for better achievement.
b) In your opinion, can job rotation be the best training method to use for developing management trainees, in a bank? Defend your answer.
Job rotation is a management technique that assigns trainees to different jobs and departments over a period. Surveys show that an increasing number of banks are using job rotation to train employees. Job rotation able to control or detect errors and frauds. It reduces the risk of collusion between individuals. Organizations dealing with sensitive information or system in a bank where there is an opportunity for personal gain can benefit by job rotation. Job rotation also helps bank continuity as multiple people are equally equipped to perform a job function. If an employee is unavailable other staffs able handle that position with similar efficiency.
PART B – MINI CASE STUDY
Carefully read the news article below and then answer question 4 at the end of the article:
Enterprise ICT industry reactions to Malaysia’s Budget 2013
By AvantiKumar | Oct. 1, 2012
Addressing the talent gap
“On the issue of knowledgeable, creative and innovative human capital, training programmes will be developed to hone new skills in line with future needs of industry in a high-income and developed economy. For this purpose, RM3.7 billion [US$1.21 billion] will be allocated in 2013 to train students in technical and vocational fields,” said Najib.
He said the government would establish the Graduate Employability Taskforce with an allocation of RM200 million [US$65.38 million] to strengthen employability of unemployed graduates under Graduate Employability Blueprint by end-2012.
“The government will allocate RM440 million [US$143.84 million] to the Skills Development Fund Corporation (PTPK), to provide loans for trainees to undergo skills training,” he said.
HP Enterprise Group, South East Asia (SEA) vice president and acting general manager & HP Malaysia managing director Narinder Kapoor noted the Government’s continued and expanded focus on talent and human capital development. “Incentives provided under Budget 2013, such as reducing the cost of learning, enhancing teaching skills in core subjects through the Higher Order Thinking Skills approach, the New Entrepreneur Foundation and the Graduate Employability Blueprint will not only help develop an entrepreneurial spirit, but also set the foundation and churn out more knowledge-based workers.”
“Developing a bigger pool of local ICT talent with the right set of hard and soft skills that meet industry expectations will certainly help enhance Malaysia’s global competitiveness,” said Kapoor. “While the education sector focuses on improving proficiency in core subjects, more concerted efforts are needed at higher learning institutes to include course that focus on sub-specialisation within the ICT industry. Developing the right talent and human capital in ICT becomes even more important now as Digital Malaysia initiative targets to create more than 160,000 high-value jobs by the year 2020.”
Microsoft Malaysia’s managing director Ananth Lazarus commended the Malaysian government’s financial prudence while remaining focused on the importance of transforming education and improving the quality of daily life.
“However, Microsoft Malaysia believes that more could be done to leverage ICT to achieve these goals and commits itself towards transforming Malaysia together into a high-income and developed nation,” said Lazarus. “It is clear that the government places a premium priority on securing the future success of the nation with more than RM41 billion [US$13.40 billion] along with various tax incentives and other allocations committed to improving the quality of education in the country. We certainly laud the government’s commitment to transforming education by lending the necessary budgetary commitment to meet the aspirations outlined in the recently announced National Education Blueprint.”
At the same time, the government’s incentives towards leveraging intellectual property appear to signal the country’s recognition that it needs to move up the value chain, he said. “This is certainly a step in the right direction in achieving the country’s aspiration to become a high-income nation,” said Lazarus.
Autodesk Malaysia country manager Tan Choon Sang (CS Tan) said the increased encouragement to use green technology was welcomed. “[In addition] in order to raise Malaysia’s position as a competitive market, skill-sets need to be well aligned and in order for this, the industry needs to produce a quality workforce with the right skills such as those through our Autodesk Education Community.”
“A talented local workforce is essential to meet the current needs of a growing economy, and the future needs of a high-income and developed nation. We continue to support the government’s efforts to look at human capital development holistically, with initiatives and incentives to retain top talent and develop fresh talent that are essential for the nation to remain competitive regionally and globally,” said Dell Global Business Center, Cyberjaya, managing director, Pang Yee Beng.
“[In addition], Malaysia is a strategic country for human resources for Dell, and we place huge emphasis and investment on a people-focused strategy and talent development” said Pang. “We continue to support the Government in building a pool of knowledgeable, creative and innovative workforce. To this end, we have recently launched the Dell Malaysia University [DMU] that offers industry recognised certifications and degrees in collaboration with local and foreign universities, professional bodies and institutions of higher learning.”
Extracted source: http://www.computerworld.com.my/tech/industries/enterprise-ict-industryreactions-to-malaysias-budget-2013/?page=3
What is your general reaction on the Malaysia’s Budget 2013 in terms of training and development?
Justify your answer.
Training and development is referred to the practice of providing training, working platform, coaching, monitoring, and learning chances to employees to inspire and motivate them to carry out their job functions of that position to the best level and within standards set by the organization. It may also enhance and achieve the Continuous Quality Improvement Section.
On my opinion for reaction on the Malaysia’s Budget 2013, there are the following ways systems of care principles and values might be evident in training, development, and human resources in our community:
Staff members such as children, youth and families as priorities within the community.
It has set into a system of care.
Life experience is considered an important fact within the systems of care.
Based on the systems of care principles into training, development, and human resources functions, it able to identify the changes and ensure the progress of improvement.
A culturally, linguistically, and ethnically diverse and competent staff is evident in training, development and human resources activities.
Ongoing training and development occurs across all systems of care partners to enhance performance of interagency teams.
b) If you are the HR manager of your organisation, what would be the important criteria in recruiting and selecting of a potential talented candidate that you would recommend to include in Graduate Employability Blueprint that (going to) offers by the government? Discuss in detail the reason(s) for the criteria you set forward are crucial for new and unemployed graduate in Malaysia.
In preliminary stage, HR Manager should set out job analysis and job description for recruiting purpose. It may go through advertise from local media such as Job Street, newspaper or TV channel. On selection potential talented candidate, HR Manager will take consideration on education qualification, working experience, personal skills & etc. HR Manager will select suitable candidate via structured interview and eliminate wrongly recruitment. On my opinion, for new or unemployed graduate, they should allocated themselves in term of knowledge, courage, good learning attitude to attempt new challenge and well-prepared before making decision or provide solution to others.
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