Selection

Question 1

Selection.

Answer 1

Selection refers to the process of choosing individuals or products for a specific purpose or task or the process of selecting employees for a job

Question 2

Application forms

Answer 2

application form is a document used in a business context to gather information from individuals who are applying for a job

Question 3

Curriculum vitae (CV)

Answer 3

short for curriculum vitae, is a document that provides a comprehensive overview of an individual’s education, skills, and work experience. CVs are typically used by job applicants to provide potential employers with information about their qualifications and suitability for a particular position.

Question 4

Testing

Answer 4

The process of the employer giving the potential employee a test in order to see their knowledge

Question 5

Interviews

Answer 5

The process of the employer asking the potential employee questions about the company and their SV

Question 6

Work trail

Answer 6

The process of the potential employee to have a shift at the work place to see what happens and if it would their aims

Question 7

References

Answer 7

The process of the employer contacting the potential employees existing work to ask questions about the employee

Question 8

Letter of application

Answer 8

also known as a cover letter, is a document that is typically sent along with a CV or a job application. The purpose of the letter of application is to provide additional information about the job applicant and to highlight the skills and experience that make them a good fit for the position they are applying for.

Question 9

evaluate the usefulness of methods of selection to a business and its stakeholders

Answer 9

Reliability and validity: The methods used should be reliable and valid, meaning they accurately and consistently measure the qualities and abilities that are important for the position or program.

Objectivity: The methods used should be objective, meaning they are free from bias and are not influenced by personal opinions or prejudices.

Cost-effectiveness: The methods used should be cost-effective, meaning they do not require excessive time or resources to implement.

Time-effectiveness: The methods used should be time-effective, meaning they do not take an excessive amount of time to complete.

Relevance: The methods used should be relevant to the position or program, meaning they measure the qualities and abilities that are most important for success in the role.

Question 10

evaluate the impact of selection on a business and its stakeholders

Answer 10

Employee performance and productivity: Effective selection can lead to the hiring of employees who are well-suited for their positions, which can in turn lead to higher levels of employee performance and productivity. On the other hand, poor selection can result in the hiring of employees who are not well-suited for their positions, which can lead to low levels of employee performance and productivity.

Employee morale and job satisfaction: Effective selection can lead to higher levels of employee morale and job satisfaction because employees are able to perform their jobs effectively and are well-suited for their positions. On the other hand, poor selection can lead to low levels of employee morale and job satisfaction because employees are not well-suited for their positions and are unable to perform their jobs effectively.

Turnover: Effective selection can reduce turnover because employees are well-suited for their positions and are able to perform their jobs effectively. On the other hand, poor selection can increase turnover because employees are not well-suited for their positions and are unable to perform their jobs effectively.

Question 11

recommend and justify methods of selection for a business

Answer 11

Application form and resume review: This method is a cost-effective and time-effective way to gather basic information about job candidates, including their work history, education, and skills. It can also provide a way to identify potential candidates for further consideration.

Pre-employment testing: This method can be used to assess specific skills and abilities that are important for the position, such as typing speed, computer skills, or numerical reasoning. Pre-employment testing can provide objective and reliable data to help determine the best candidates for the position.

Behavioural interviewing: This method involves asking job candidates specific questions about their past experiences and behaviours in order to assess their suitability for the position. Behavioural interviewing can provide a more in-depth understanding of a candidate’s skills and abilities, and can be useful for identifying candidates who have the right attitude and behaviour for the position.

Reference checks: This method involves contacting previous employers, colleagues, or teachers to gather information about a candidate’s work history, performance, and character. Reference checks can provide valuable information about a candidate’s work style, reliability, and work ethic.