Human Resources Report - Essay Example

Moreover, concentrating on evaluation of a training process it can be stated that it is referred to as a collection of data in a systematic manner, which helps the trainers to conclude the effectiveness of the training program. The main objective of the trainers is to evaluate whether the training contributes towards reaching the overall organizational goal, implementing policies, and enhancing organizational learning (Mavin, Lee, and Robson, 2010). The various methods of evaluating the effectiveness of learning, training, and development and the limitations of the methods are also depicted in the report.

In an organization, managers have a different perspective on the management of people. The two approaches towards management are the unitarist and the pluralist approach. Therefore, the two methods are employed for understanding the different perspectives of management.  The effect of the approaches on the physiological contract is also studied in the report. The physiological contract is defined as the unwritten expectation of the employer from the employees.

Recruitment is the process of attracting quality candidates to apply for the vacant positions, whereas the selection is the way of determining who is best suited for the job among those who have applied for the available positions. Thus, recruitment and selection are the process of searching and hiring the most suitable person for the job (Doornenbal, Stitselaar, and Jansen, 2012).

The process of recruitment includes giving advertisements for the vacant positions, attending career fairs, connecting directly with people, and many other ways. The selection process involves conducting the written test to evaluate the aptitude of the candidates, taking their interviews, and seeking information about them by contacting the references (Doornenbal, Statelier, and Jansen, 2012)

At first, a job analysis is conducted to determine the knowledge, skills, and abilities (KSAs), required to perform the job efficiently. After the job analysis is done, the selection committee chooses one of the many assessment methods which will match the results of the job analysis. The various methods of assessment can be divided into task-based and KSA-based methods. The Task-Based Assessments include work sample tests, assessment centres, situation judgment tests, and physical ability tests. The KSA-Based Assessments include cognitive ability tests, structured interviews, physical fitness tests, job knowledge tests, personality tests, integrity tests, and biographical data (Pulakos, 2005).

Cognitive ability tests measure the various mental abilities possessed by an applicant such as reasoning, mathematical and verbal, and reading ability. Job knowledge tests measure the technical knowledge required for the job. These tests are not conducted if training is provided after selection for the job. Personality tests evaluate the various personal characteristics that a candidate must possess to perform successfully. They measure the traits such as carefulness, cooperation skills, reliability, and openness to experience (Pulakos, 2005).