Scribd
Upload
23 views2 pages

Best Candidates for BPA Membership

This document discusses a case solution involving the selection process of an organization. It provides 4 points in the case solution: 1. Adopting SMART goals to provide specific, measurable, achievable, realistic and timely goals for the selection process. 2. Implementing explicit and stringent orientation for all in the organization to provide clear direction and ensure competent applicants. 3. Establishing quality standards for job specifications rather than basing recommendations only on seniority. 4. Providing intense supervision of candidate training to improve efficiency, productivity and performance through familiarization and skill-building.

Uploaded by

Ronaden Mae Notario
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
23 views2 pages

Best Candidates for BPA Membership

This document discusses a case solution involving the selection process of an organization. It provides 4 points in the case solution: 1. Adopting SMART goals to provide specific, measurable, achievable, realistic and timely goals for the selection process. 2. Implementing explicit and stringent orientation for all in the organization to provide clear direction and ensure competent applicants. 3. Establishing quality standards for job specifications rather than basing recommendations only on seniority. 4. Providing intense supervision of candidate training to improve efficiency, productivity and performance through familiarization and skill-building.

Uploaded by

Ronaden Mae Notario
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Members:

Abion, Therese Angelu L.


Morilla, John Mark N.
Notario, Ronaden Mae M.
BPA 3B

Case Solution:
In accordance to the case problem given, the following are our discussed case solution:
1. IDEA OF S.M.A.R.T in Organization
2. Explicit and Stringent Orientation in Organization
3. Quality Standard of Selection Process
4. Intense Supervision on the Training Status of Candidates

1. IDEA OF SMART
Dealing with different and inaccurate plans and goals in an organization that
handles the selection process in the candidates tend to be messy and confusing —
especially to those positions that handle this section. By setting goals, an agency or
organization will have an easy understanding with a target to aim for. A S.M.A.R.T goal
is used to help guide goal setting. S.M.A.R.T is an acronym that stands
for Specific, Measurable, Achievable, Realistic, and Timely. Therefore, a S.M.A.R.T
goal incorporates all of these criteria to help focus efforts and increase the chances of
achieving organizational goal.
Goals that are specific have a significantly greater chance of being
accomplished. To make a goal specific, the five “W” questions must be considered:
Who: Who is involved in this goal?
What: What do I want to accomplish?
Where: Where is this goal to be achieved?
When: When do I want to achieve this goal?
Why: Why do I want to achieve this goal?

2. EXPLICIT AND STRINGENT ORIENTATION IN ORGANIZATION

The election process itself is not the sole and main problem in this case, but also the
management. The outcome of the management is always based on who manages.
Implementing explicit and stringent orientation in an organization regarding selection
process plays a significant role of making the body fully oriented of what must be
practiced and done in order to achieve the goal in the organization.
If the body is oriented, there is a clear direction of vision and goals, therefore, the
selection process will also be effective. The candidates will also be informed regarding
the job specifications and measurements so there will be, indeed, competent applicants
during the selection process. The idea is just like a domino effect, there is a so called –
chain reaction.
3. QUALITY STANDARD OF SELECTION PROCESS
If there is no quality standard in the job specifications and only based on personal
views — as mentioned by the four head sections staff, obviously, there would be a
unfavourable outcomes and it will only cause confusion. There must be an exact and
specified call of requirements or specification in order to attain smooth, efficient and
effective selection process.
“When I think about it, I have made my recommendations on the basis of seniority. It
is the popular thing to do because everyone seems to expect succession on this basis.”
This statement of the section head shows poor decision making. The selection
process is now being complicated in the sense that the idea is becoming “unrealistic”
and “unfit.”

4. INTENSE SUPERVISION ON THE TRAINING STATUS OF CANDIDATES


Training is crucial for organizational development and success. It is fruitful to both
employers and employees of an organization. An employee will become more efficient
and productive if he is trained well. 

 New candidates who join an organization are given training. This training will help
them familiarize with the organizational mission, vision, rules and regulations and
the working conditions.
 Training improves efficiency and productivity of employees. Well trained
employees show both quantity and quality performance. There is less wastage of
time, money and resources if employees are properly trained.

Be a Competent Supervisor.
SEE YOURSELF AS A PROFESSIONAL ROLE MODEL.
Every supervisor/head needs to realize and accept that we are role models to
our supervisees. How we interact with them, how they observe us interacting with
others, how we speak about clients and colleagues -- each of these demonstrate
to supervisees what it means to be a manager, a supervisor, and a professional. 

Common questions

Powered by AI

An organization can ensure its selection process is effective and aligned with strategic goals by establishing clear criteria based on S.M.A.R.T goals, providing comprehensive training and orientation, maintaining quality standards, and implementing intense supervision during candidate training. This comprehensive approach ensures candidates meet exact role requirements, promoting informed decision-making and strategic alignment .

Explicit and stringent orientation in an organization enhances the effectiveness of the selection process by ensuring that everyone involved has a clear understanding of the goals, expectations, and procedures. This comprehensive orientation aligns management and applicants towards the organizational objectives, thus leading to a candidate pool that is aware and competent, thereby improving the selection outcomes through a chain reaction effect .

A supervisor can act as an effective role model by demonstrating professionalism in interactions, decision-making, and behavior. By embodying the values and standards of the organization, supervisors set an example for supervisees on managing clients and colleagues, thus improving the training process and development of employees .

Applying S.M.A.R.T goals in an organization improves the selection process by providing clear, targeted, and measurable objectives. This approach ensures that organizational goals are Specific, Measurable, Achievable, Realistic, and Timely, which helps in focusing efforts, reducing confusion, and increasing the likelihood of achieving desired outcomes in the selection process .

Maintaining a quality standard in the selection process is crucial because it ensures that candidates meet the specific and necessary requirements for the position, thus leading to effective recruitment and better alignment with organizational goals. Neglecting this can result in unfavorable outcomes, confusion, and unrealistic or ill-fitting selections, as evidenced by reliance on personal biases such as seniority without proper evaluation .

A stringent orientation program benefits an organization by aligning all members towards common goals, and providing clear expectations which enhance effective communication and foresight in processes. However, it could also lead to rigid structures that discourage creativity, adaptability, and innovation among employees .

Poor decision-making adversely impacts the selection process by creating complications, making the process unrealistic, and leading to unfit personnel choices. It results in misalignment between organizational needs and candidate capabilities, undermining the effectiveness and efficiency of the process .

Relying on seniority as a basis in the selection process poses challenges like perpetuating outdated practices, ignoring current competency and potential, and possibly selecting candidates who may not fit the requirements of the position. This reliance can complicate decision-making by introducing subjective bias and deviating from objective criteria necessary for optimal organizational performance .

Intense supervision during a candidate's training contributes to organizational success by ensuring that new employees are well-versed with the organization's mission, vision, rules, and working conditions. Proper training under supervision enhances employee efficiency and productivity, reduces resource wastage, and leads to improved performance, both qualitatively and quantitatively .

Training improves both efficiency and productivity in employees by equipping them with needed skills, knowledge, and familiarity with organizational procedures. Well-trained employees exhibit higher performance, minimize waste of resources, and contribute significantly to organizational success by meeting and exceeding operational expectations .

You might also like