Management Role Assignment Example | Topics and Well Written Essays - 2000 words

Management Role - Assignment Example How mny trining progrms tell them how to pply this fund of knowledge This problem is common to ledership selection s well s to ledership trining, nd I shll discuss tht in the pper tht follows. Mngers selection is the decision process by which pplicnts re ssigned to one of two possible outcomes (e.g., "hire" vs. "do not hire"). The decision could be with regrd to hiring for prticulr job or prticulr clss of jobs. Mngers clssifiction refers to decision process tht requires ech individul to be either not hired or hired nd then ssigned to one of two or more job lterntives. Tht is, if individuls re hired, there re lterntive job ssignments for which they could be considered. If there exist some set of ssignment decision rules tht will yield more benefit to the orgniztion thn rndom ssignment, then there exists potentil clssifiction gin. Consequently, the benefits from improving selection nd clssifiction procedures cn ccrue from two mjor sources. Better selection would bring in people whose predicted benefit would be higher, no mtter wht the job ssignment (i.e., verged cross ll the different jobs they could tke). Better clssifiction would, for ll those people hired, chieve better "fit" of individuls with different chrcteristics to jobs with different requirements. The more ny orgniztion cn lern bout the benefits nd costs of lterntive methods for selecting nd clssifying the individuls who pply, the more effective its personnel mngement systems cn be. Idelly, personnel mngement would benefit most from complete simultion of the entire system tht would permit full rnge of "wht if" questions focused on the effects of chnges in () lbor supply, (b) recruiting procedures, (c) selection nd clssifiction mesures, (d) decision-mking lgorithms, (e) pplicnt preferences, (f) vrious orgniztionl constrints, nd (g) orgniztionl gols (e.g.. mximizing ggregte performnce, chieving certin distribution of individul performnce in ech job, minimizing ttrition, minimizing discipline problems, or mximizing morle). Further, it would be desirble to hve good estimte of the specific costs involved when ech prmeter is chnged. However, describing, or "modeling" effective selection nd clssifiction in lrge orgniztion is complex business. When considering ll the vritions in ll the relevnt components, there my be dozens, or even hundreds, of lterntive models. lso, there is lwys t lest one constrint on mngers decision-mking specific to the orgniztion, which complictes the decision model even further. The overll complexity of ny rel-world personnel mngement sitution is such tht it probbly cnnot be fully modeled by currently vilble nlytic methods (Cmpbell, 1990). It my not be possible even to describe ll the potentil prmeters tht influence the outcomes of rel-world selection procedure. However, for purposes of setting the context for this series of projects, we strt by simply listing some of the mjor prmeters of selection nd clssifiction decision-mking tht we do know bout, nd the principl implictions of ech. The Gol(s) of Selection By definition, selection nd clssifiction decision procedures re implemented to chieve prticulr objective, or set of objectives. Identifying the objective(s) for the selection system is the most criticl ingredient in the design of the