Essays on Human Resource Selection - Personality Assessments and Selection Interviews Literature review

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The paper “ Human Resource Selection - Personality Assessments and Selection Interviews” is a convincing example of the literature review on human resources. Societal dynamism has brought about new dispensation in every sphere of life including the organization’ s management which with the stiff competition it has viewed its success on the scale of employee work performance (Gatewood et al. 2010). Human resources have proved to be a quintessential aspect of an organization's performance and success. The resources involved in an organization ought to be utilized effectively and efficiently in order to produce the targeted outcome and/or performance.

To enhance the organization’ s performance, it would be prudent for the human resource management docket to come up with a frame design that will embrace all the essential factors such as the humans, finance, machines, and material. However, more focus must be objectively be entailed in the humans who are perceived as the driving force in an organization. The role played by the humans being vital to include such roles as experience, expertise, good decision making, and favorable competitive advantage embraced by employees and management as propounded by Mathis and Jackson (2011).

To get a grip on what is required in this paperwork, the responsibility of the line manager must be highlighted in which case it involves providing expertise on the technical dimensions which include controlling the relevant resources attached to his docket such as appointing qualified staff (Kerzner 2009). Therefore to be able to capture the talented, skillful, knowledgeable, and experienced staff for the job performance certain factors must be assessed by the line manager and which may include personality assessment which is a typical job performance predictor (Schmitt 2012) as well as the selection interview.

With the above exposition, this paper will endeavor to examine the practicability of the above-mentioned job performance predictors in line with the line manager’ s mandate.


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