Here is the synopsis of our sample research paper on Selecting the Right People. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 16 page paper discussing the problems of employee selection from the perspective of the CEO, presented as written by the CEO. As everyone charged with creating or executing them, selection processes can be tedious, time consuming and difficult, and in the end still not produce the results desired from them. Nevertheless, it is more important today than ever before to ensure that the right person is in the right job at the right time. Effective selection plays a hugely significant role in achieving this broad goal. The CEO states that his company has tried several approaches to selection, including basing selection on experience, education, compensation, personality testing and “chemistry.” Each criterion has its merits, but each has disadvantages as well. The purpose here is to evaluate the positive and negative aspects of each criterion type. In the end, a balanced approach is the most useful. No sources listed.
Page Count:
16 pages (~225 words per page)
File: CC6_KShrSelRight.rtf
Buy This Term Paper »
Unformatted sample text from the term paper:
charged with creating or executing them, selection processes can be tedious, time consuming and difficult, and in the end still not produce the results desired from them. Nevertheless, it
is more important today than ever before to ensure that the right person is in the right job at the right time. Effective selection plays a hugely significant role
in achieving this broad goal. Over the years, I as CEO have strived to be aware of general trends in staffing and selection
techniques, and to charge the companys human resource professionals to stay current with the state of the discipline of human resources development. We have tried several approaches to selection,
including basing selection on experience, education, compensation, personality testing and "chemistry." Each criterion has its merits, but each has disadvantages as well. The purpose here is to evaluate
the positive and negative aspects of each criterion type. In the end, a balanced approach is the most useful. Introduction It has
been rather recently that I read Jim Collins Good to Great (2001, HarperBusiness) to discover "topgrading," a strategy popularized by Jack Welch, former chairman and CEO of General Electric.
As the author explains, the concept of "topgrading" is to view the organization as a bus filled with people, all going in the same direction together and at the same
time, and then to get the right people on the bus, the right people in the right seats and the wrong people off the bus.
Changing seats - i.e., moving to other jobs within the organization - can be done at a more leisurely pace and as individuals grow in their ability to
...