Forum Discussion 2 This forum contains 10% of your carry marks . Based on your reading in Chapter 6 - Selection and Placement in main reference book - McGraw Hill ebook , response to the following...

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Forum Discussion 2


This forum contains10%of your carry marks .


Based on your reading inChapter 6 - Selection and Placementin main reference book -McGraw Hill ebook, response to the following forum.


Any company that intends to compete through people must take the utmost care with how it chooses its members. These decisions have a critical impact on the company’s ability to compete, as well as on each and every job applicant. Companies must strive to make sure that the decisions they make with respect to who gets accepted for the best interests of the company. Your current Chief Executive Officer (CEO), on many occasions have repeatedly said: “We must employ the right people for the right job for this company.”


In your capacity as the Human Resource Manager, proposeTWO (2)types of selection methods you would recommend to your CEO.




The following can be as a guide:



  1. The responseshould notbe a “copy and paste” material.

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  9. Your submission will due thisSunday, Week 2.




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Answered Same DaySep 17, 2021

Answer To: Forum Discussion 2 This forum contains 10% of your carry marks . Based on your reading in Chapter 6...

Abhishek answered on Sep 21 2021
154 Votes
Running Head: HUMAN RESOURCE MANAGEMENT    1
HUMAN RESOURCE MANAGEMENT         2
HUMAN RESOURCE MANAGEMENT
[TWO SELECTION METHODS RECOMMENDED TO CEO]
FORUM DISCUSSION 2
NAME: _________________________
MATRIC NUMBER: _________________________
Table of Contents
Cognitive Ability Test    3
Interviews    4
References    5
Cognitive Ability Test
It is one of the most common and most suitable predictors for the job performance of an employee. The system is used across all types of industries and companies. The process measures the ability of the person pre-employment on a range of topics. The system includes checking the power of the candidates on using their mental capacity for abstract thinking, problem solving, reading, writing and learning agility (Connelly & Gayle, 2019). When the process is implemented and followed correctly, the cognitive assessment process becomes a highly effective method of checking on the candidate's suitability for a particular job.
The system is also inexpensive and can be implemented through the online system. The cognitive ability test has several benefits, yet there are few pitfalls in the system. The significant negative aspect of the system is that there is a high chance of biased decision making by the recruiters. This makes the process faulty when applied to the current business environment (Rammstedt, Lechner & Danner, 2018).
The cognitive ability tests are traditionally used to administer a large group of people at one time. The tests are well standardized and are reliable, from which scores can be obtained to measure the general mental ability of the candidates. There are broad categories for each ability, upon which specific scores are given. The sum total of all these scores represents the specific mental abilities of the candidates. A few examples of the cognitive ability tests include the multiple-choice question paper, short answer type questions and general awareness questions.
Professional developed cognitive tests are also commercially available and are widely used in today's business scenario. These are used primarily for job roles, which do not need any specific tests or development of a skill. The Return on...
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