One day when I asked this question to my self, its look simple but HR can make significant contribution in this area . I felt there are three areas where HR can primarily can play major role,
Person – Organization Fitment
Training for Selection Board on Interviewing Skills
Introducing Selection Tools and Methods
The fundamental question what s the role of the HR in the Interview Process. We take candidate to perform Job and that will be evaluated only by concern functional Head. Why I’m saying I heard from some HR people, they evaluate Candidate Functional skills. I’m not very convinced about this process. Because its very unfair to be get evaluated like this. For me its look like an RMP take Interview for an Doctor. Excuse me if this example hurts somebody s feelings.
As an HR Professionals we have more important points to see. If we see the fundamental How the Selection Process is, it sees only two fitments
q Person- Job Fitment
q Person – Organization Fitment
Person Job Fitment will be taken care by the functional Specialists
Person Organization Fitment- I feel this is very important factor where HR can work. Be cause there is saying, People join the Organization with their IQ but their Performance and Growth is more depended on their EQ ( Here I’m not mentioning about the people who manage bosses and other colleagues without doing any work ) but I’m talking maintaining good Communication Skills, Inter Personal Skills and mainly Work related Value systems
q Some amount of Congruence in the candidate Value System and Culture of the Organization makes a person comfort and deliver performance
q There is a good amount of Research happened all over the world about this fitment. The prominent process is
v Computability Analysis of Organizational Culture Profile (OCP) by Jennifer Chatman and individual’s personal value profile
v Here I will explain in detail about Organizational Culture Profile (OCP) by Jennifer Chatman. He proposed following dimensions to formulate Organization cultural Profile, those are,
· Innovation
· Stability
· Orientation towards people ( Fair and Supportive )
· Orientation towards achievement
· Easygoing Vs Aggressiveness
· Attention to Details
· Team Orientation
v Above mentioned are major dimensions. In Process, Organizations Form a Team to Identify top Dimensions ( The No. of dimensions is depends on Organizations ).
v The dimensions selection is depend on various factors like in prevailing culture, Founders Value System and Leadership Style, Organization & , Industry Life cycle Stage ,Managerial Styles and HR Philosophy
v In the Selection Process, Organization will create Organization cultural Profile and try to match the compatibility between Organization cultural Profile and Organization cultural Profile. How much close depends on requirement of the Organization
v Above is a Process based Methodology
v But normally Organizations depends on Selection Board understanding and assessment capability. But here another question arises how far the Selection Board is equipped in the Interviewing Skills
Training for Selection Board on Interviewing Skills
q I think HR have to play a major role in this Process. Why because if you take Research findings, Validity of Interview it self is quite Low . But in the scenario of Selection Board is not trained it will be worst
q HR have to take initiative to train all the members in Selection Board because those are the people who give first perception about Organization to the Candidate.
q In The Selection of Board also
Introducing Selection Tools and Methods
q HR can ply vital and cautious role in this area. The objective of the Introduction of new tools should be increasing the effectiveness of Selection Process
q There are various tools available for various reasons starting from understanding Candidates Values to understanding his Career anchors ( I will discuss this in detail in another posting )
q The selection of the tools will be depends on What Dimensions Organizations like to assess , What level Organization would liker to assess ( This will range from Should to Wish ),Top Management perception towards this kind of tools, HR knowledge in this kind of tools and cost of the process and its effectiveness ( ROI matters in the Organizations
q The best method is HR Team will attend a Orientation Program on these tools and they may get a certified Consultant from outside.
Above are few I felt and implemented in my Journey of HR.I will update you as I came across any new initiatives
Subscribe to:
Post Comments (Atom)
3 comments:
Hi, Thanks for visiting my blog and leaving a comment. I have gone thru your post and I feel there is a slight confusion. When you say "HR has a big role in the selection process" doesnt that include the selection process in it ? I mean Recruitment is the first vertical of HR. I know in some organizations, HR means only the Generalists. It doesnt necessarily include L&D and Recruitment folks. Majority of companies in US too treat the Recruitment vertical like an outsourced external agency whose job is to supply human bodies. But there are quite a few organizations in India, where, recruitment is an integral part of HR, where they play a role not just in getting the RIGHT talent (not necessarily the BEST talent) for the organization, but also play a very active role in shaping the Selection process by an inclusive approach by having multiple stake-holders like the HR Generalists/Trainers in the interviewing panel. It gives interesting perspectives. I have been part of such major initiatives and have seen tangible results.
your posts are pretty interesting and am sure I would spend more time on your other posts soon.
I'm surprised where you miss my communication. I was talked major role of HR in the Selection Process in the area of Person Organization Fitment. I feel this is very important point where HR can give great contribution.
Thanks for visiting my blog and your comments.
Shiva Prasad
Post a Comment