External Selection Plan (Samsung)
Introduction
In order to prepare a company’s selection plan, it is necessary to be aware of the job analysis and recruitment plan. Knowledge of the required competences and skills which the employees have to possess allows to hire staff for which spending on the development and education will be minimal. In case of Samsung, the quality of hired managers is critical for company’s success. For this company, the KSAOs helpful for their optimal engagement in company’ work are self-motivation, trustworthiness, enthusiasm, collegiality, and technological set of mind. They are in line with the company’s philosophy and market niche which Samsung has, and will be implemented in the selection plan. An important issue is here to implement the characteristics into the selection instruments. On the initial stage of process, a focus will be made at researching level of self-motivation. Trustworthiness and general competences, and on the substantive stage – on the enthusiasm, collegiality and technological set of mind, the understanding of which requires more thorough examination.Initial Selection Instruments
The selection plan will include two major stages: initial selection and substantive selection. The aim of the initial selection process is to narrow down the initial pool of applicants and shape a group from which the subsequent selection will be conducted (Heneman et al. 413).The first instrument to be used is CVs, which will help to avoid assessing excessive amount of candidates. The importance of CV is understood by the majority of competent people who are looking for a job, and if one fails to construct it properly to exercise an initial impression towards the employer, it could state about lack of self-motivation of this person (Knouse 33). Moreover, the CV will provide the HR with understanding of the formal characteristics which the candidates have. This first stage will allow to exclude people with insufficient experience and lack of self-motivation.The second necessary method is review of the references and letter of recommendations of the successful candidates who have passed the first stage. The recommendations are most useful when the previous employer is using specific examples in order to clarify the general statements about the candidate, thus when he has the best awareness of the employee (Tommasi et al. 15).
Naturally, the HR has to remain critical towards the letter, since it is possible that it has some positive or negative bias, depending on the conditions of candidate resignation from the previous position. However, this instrument still remains efficient for initial assessment of general characteristics of the employee, and provides significant data to make initial decisions on the candidate’s trustworthiness, which is important skill for working in Samsung. Finally, another useful technique to complement the previous methods is initial interview. Although it is time-consuming, the company has to resort to such instrument due to the importance of managerial positions. In deciding on the method of interview, we should be aware of the targets. Although unstructured interviews are providing more information about the employees’ background, the structured …
