Evaluation Criteria Paper

Evaluation Criteria Paper

Within the last 12 months, Bradford Enterprises has increased its location from 10 in one state to 22 in seven states. This expansion has also increased the organization's employee count from 3,000 to 8,000. This type of increase requires changes in many aspects of the organization, including human resources. The organization's owner is requesting HR to implement selection tests, a Human Resource Information System (HRIS), and succession planning tools. As part of the committee and HR manager, I have been asked to identify specific criteria for the selection process of each tool. The following paragraphs will identify which selection criteria are most valuable in choosing each tool.

Selection Tests

Selection tests are used by employers to provide an insight into how well a potential employee will work with other people, how well they handle stress, and whether they will be able to handle with the demands of the job. Some types of selection tests that an organization can use include: achievement/performance tests; intelligence/aptitude tests: personality test; and interest tests. Achievement/performance tests are used to measure a potential employee's ability to perform the tasks of the job. Intelligence/aptitude tests are used to measure intelligence and include verbal comprehension, reasoning memory test, visualization word fluency, etc. Personality tests are used to determine whether a potential employee will fit in with the organization's environment. Interest tests are designed to discover what types of jobs will satisfy the individual taking the test. Choosing which test to use can be a difficult process. "The consequences of hiring a candidate without the necessary skills should be considered when choosing a selection test," (Palombo, 2011). One thing to consider is whether or not any mistakes made on the job could result in extreme or minor consequences and whether replacing the employee would be minimal or considerable. Extreme consequences would include bodily injury or death. In this case, the organization would want to utilize a longer, more detailed selection test to obtain sufficient information about a candidate's skills so that an informed hiring decision can be made.

Human Resource Information System (HRIS)

A HRIS is a software system that allows an organization to combine all of its human resource, payroll, benefits, training, recruiting, and compliance records. "Most systems are designed with integrated databases, a comprehensive array of features, and powerful reporting functions and analysis capabilities that an organization needs to manage its workforce," (Woodbrey, 2007). There are numerous options available to an organization, and all of the options vary in functionality, price, and advantages. There are a few things an organization can consider that will assist in deciding which HRIS is the right choice. One criterion to consider when choosing a HRIS is how the system will be implemented. Questions such as: will the HR employees be involved in setting up the system? need to be addressed in order to determine if this can be fit into their hectic schedules or if a system needs to be chosen that requires little or no assistance from employees. Another criterion to consider is the integration capabilities of the system. This involves researching whether or not the systems already being used by the organization can be linked to HRIS system. This capability will make the transition faster and more efficient. A third