6.

2 The principles and methods of selection, orientation and assessment of managers

Human resource planning- ensuring that the organization has the right number and kinds
of capable people in the right places and at the right times.
Recruitment that is, locating, identifying, and attracting capable applicants.
On the other hand, if human resource planning shows a surplus of employees, managers
may want to reduce the organizations workforce through decruitment.
Decruitment is reducing an organizations workforce.
Recruiting sources are: internet, employee referrals, company web site, college recruiting,
and professional recruiting organizations.
Selection process- screening job applicants to ensure that the most appropriate candidates
are hired.
Selection - The process by which an organization attempts to identify applicants with the
necessary knowledge, skills, abilities, and other characteristics that will help it achieve its goals.
The selection implies a multidimensional analysis, an identification of professional
competences, abilities and knowledge of the candidates, however without omitting the
individuals behavioral aspect and moral ethics, which although occupy a secondary position,
have direct influence on the professional conduct of the individual.
Types of selection tools. The best-known selection tools include the request or application
form, written and performance-simulation tests, curriculum vitae CV, recommendation letters,
interviews, psychological and medical tests.
Typically, entities use combined tools, such as: written tests and interviews.
In the selection stage, several phases are identified, which are chronologically listed as
follows:
The request of occupying the position or the application form represents the document
through which the employer receives information related to identification data of the eligible
candidate, studies and accumulated experience, data authenticated by the signature of the holder.
The application form can be designed simply, with minimal information, or it can be more
elaborate, allowing the candidate to detail their skills, accumulated experience as well as
motivations of his/her choice.
Curriculum Vitae is the document elaborated by the applicant usually in a predefined
form, established by the employer, in which information related to studies and professional
experiences are described through chronological particularization, in order to facilitate the
analysis and the systematization by the employer. Complementary to the application form and
the CV, the recommendation letters are presented to employers by eligible candidates with the

purpose of confirming through a third party the reality and the accuracy of presented
information.
Written tests include tests of intelligence, aptitude, ability, and interest. Written tests have
the purpose of highlighting the knowledge.
Performance-simulation tests are selection devices based on actual job behaviors.
The best-known performance-simulation tests are work sampling and assessment centers.
Interview as selection method offers the possibility of direct communication between the
employers representatives and candidate.
Psychological tests are focused on aspects defining candidates personality and are
complementary to other forms of candidates examination.
Once a job candidate has been selected, he or she needs to be introduced to the job and
organization. This introduction is called orientation.
Orientation- introducing a new employee to the job and the organization.
The major goals of orientation are to reduce the initial anxiety all new employees feel as
they begin a new job; to familiarize new employees with the job, the work unit, and the
organization as a whole; and to facilitate the outsider-insider transition.
There are two types of orientation.
Work unit orientation familiarizes the employee with the goals of the work unit, clarifies
how his or her job contributes to the units goals, and includes an introduction to his or her new
coworkers.
Organization orientation informs the new employee about the companys goals, history,
philosophy, procedures, and rules. This information includes relevant human resource policies
such as work hours, pay procedures, overtime requirements, and benefits. And a tour of the
organizations physical facilities is often part of this orientation.
Successful orientation results in an outsider-insider transition that makes the new employee
feel comfortable and fairly well adjusted, lowers the likelihood of poor work performance, and
reduces the probability of a surprise resignation.
Personnel assessment refers to any method of collecting information on individuals for
the purpose of making a selection decision.
There are numerous different types of formal assessments that organizations can use to
select employees.
Accomplishment Records: The accomplishment record is a systematic procedure used to
collect information about applicants training, education, experience, and past achievements
related to critical job competencies.

An assessment center is a type of work sample test that is typically focused on assessing
higher-level managerial and supervisory competencies. Assessment centers can be used to assess
small groups of people at relatively the same time. Many assessment center exercises resemble
work sample tests. Other assessment center exercises include job knowledge tests, personality
tests, and structured interviews.
Biographical Data (Biodata) Tests: Biodata measures are based on the measurement
principle of behavioral consistency, that is, past behavior is the best predictor of future behavior.
Biodata measures include items about past events and behaviors reflecting personality attributes,
attitudes, experiences, interests, skills and abilities validated as predictors of overall performance
for a given occupation.
Cognitive Ability Tests: Cognitive ability tests assess abilities involved in thinking (e.g.
reasoning, perception, memory, verbal and mathematical ability, and problem solving).
Traditionally, the general trait measured by cognitive ability tests is called intelligence or
general mental ability.
Emotional Intelligence Tests: Emotional intelligence is defined as a type of social
competence involving the ability to monitor ones own and others emotions, and to use the
information to guide one's thinking and actions.
Integrity/Honesty Tests: An integrity test is a specific type of personality test designed to
assess an applicants tendency to be honest, trustworthy, and dependable. A lack of integrity is
associated with such counterproductive behaviors as theft, violence, sabotage, disciplinary
problems, and absenteeism.
Job Knowledge Tests: Job knowledge tests consist of questions designed to assess
technical or professional expertise in specific knowledge areas.
Personality Tests: Personality tests are designed to systematically elicit information about
a persons motivations, preferences, interests, emotional make-up, and style of interacting with
people and situations.
Reference Checking: Reference checking is an objective evaluation of an applicants past
job performance based on information collected from key individuals (e.g., supervisors, peers,
subordinates) who have known and worked with the applicant.
Situational Judgment Tests: Situational judgment tests present applicants with a
description of a work problem or critical situation related to the job they are applying for and ask
them to identify how they would handle it.
Structured Interviews. The interview is the most common selection device used in
organizations. Structured interviews consist of a specific set of questions that are designed to
assess critical knowledge, skills and abilities that are required for a job.

Training and Experience Evaluations: A traditional training and experience evaluation is

a systematic method used to assess previous experience, education, and training information
provided by job applicants.
Work Sample Tests. Work sample tests consist of tasks or work activities that mirror the
tasks that employees are required to perform on the job.
There are following principles of selection and orienation of personnel in the Republic of
Moldova:
1. in terms of conscientious attitude to work
2. in terms of professional knowledge of work
3. in terms of possessing administrative, organizational skills