Essay --

Competency-based SelectionJames doubting ThomasUniversity of Maryland University CollegeHRMD 630Turnitin The term competency is defined in different fashion depending on the context of the business. It is use for the ability, competence, skills, and strengths of employees. HR department can judge the competencies of employees in various aspects of current and future role and design HR interventions keeping in mind the core business of the organizations. It may nurture self-assessment, peer assessment, and assessment by experts for achieving HR goals of the organization. The human resources oversight is considered to be a key to manage the core business of the organizations and competency good example is the frame of HR process. HR professionals with a strategic performance management competency are well positioned to facilitate the pace and extent of modification in their organizations. According to SHRM, HR systems can be impediments or enablers of rapid organizational chan ge, but HR professionals with this competency will at least(prenominal) understand the business case for HR. Competency and charge management has delusive greater importance in the present day companies. It is one of those toughest functions that HR managers handle. This is tough because HR manager are responsible for two contrast functions. Organizational structures and downsizing of manpower on one side and ensuring career opportunities to the employees on the other side The purpose of selection is to match throng to work. It is the most important element in any organizations management of people simply because it is not possible to optimize the strength of human resources, by whatever method, if there is a less than equal match. One o... ...a converse.The process of competency based selection and recruitment involves origin anylysis, interviewing, testing and selecting the applicant. In the event that an interviewer is unfamiliar with the pipeline opening, out of enco unter meditate description in unavailable or documentations is needed for the interview process, a job analysis can be conducted. The importance of job analysis in employment interviewing has long been recognized from the standpoint of humankind Resources Management. (EEOC, 1978) state there is a legal basis to job analysis. The EEOC request that job analysis be performed as part of the development, application and test copy of employee selections procedures. Job analysis should be conducted prior to the applicant interview. Information from the job analysis such as the job description should be used to develop interview question and a scale for rating.