How To Create A Plan To Hire An Employee for A Position
For this assignment, you should create a plan to hire an employee for a position within
your organization to support a recent change. In this plan, you should include the
following:
If this should be a person-task fit or a person-organization fit
The hiring criteria you will use to determine the right person for the job
The selection techniques you will use in the hiring process
Any recommendations about what would result in removal of the employee if he/she is
not a good fit for the organization
Be sure to support your writing with at least three references. Your plan should be 4
pages long, well-written, and formatted according to APA standards.
Solution
Introduction
Hiring employees in every organization is a crucial process as it determines the level of
success and may bring negative or positive changes to such an organization. The importance of
hiring an employee in a recently developed position should not be underestimated owing to the
fact that the beginning a scheme determines the overall proceeding and its achievement. Specific
unforeseen problems or challenges may arise during the hiring process and after the employee
has been hired in the position. For this reason, it is important to evaluate a hiring plan so as to
support and facilitate the existing system and also counter the present and future problems.
Organizational achievements constitute departmental attainment of specific goals which add up
to make up the profits of a business or possible losses if not well handled. The purpose of this
paper is to create an elaborate plan to hire a technician who will assist in the computerization of
organizational tasks and processes.
Whether it should be a person-task fit or a person-organization fit
The output of every employee reflects the personal behavior of such a person, including
his or her behavior in relation with their subordinates and bosses. A practical field of work, for
example the ICT department involves training colleagues in performing special tasks by all. In
making a decision on this area, it is important to note that the process of computerizing the
organization needs more of a technical specialist than a theoretical one. Personal skills, abilities,
experiences and interests in computer studies will be a necessary requirement for the person
selected in the job hiring process. Responsibilities that will be handed over to this employee are
based mainly on the skills he or she possesses meaning he should be a person-task fit who is
hands on in the specific job specialization hired under. However, being a person-organizational
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fit would be an added advantage as this will allow for proper relations with other employees and
assist in various duties whenever called upon. A mix of these qualities creates an environment in
which employees can relate freely with each other and the machines they interact with everyday.
Hiring criteria to determine the right person for the job
Employers carry out a research on every activity their employees undertakes so as to
determine whether they will achieve their goals. The need of the organization that is driven by its
goals, mission and its position in the market will determine a hiring criteria. In this case, the
hiring criteria must be in line with the organisation’s policies. McNiff, (2010.p.6), found that
satisfaction on what is done by ones employees is based on the criteria governing the hiring
process, supporting the importance of the selection criteria. Establishing the method or criteria to
follow in deciding who to employ is a prime activity in an organization developing a new
scheme involves researching future possible problems and measures to counter them. The cost
related with hiring the employee should be economically selected, both for paying him or her as
well as the cost involved in installing the computer hardware and software. The sociability level
of the potential employee should be a defining factor, that is, he is expected to balance
relationship with his or her colleagues and the tasks assigned to him or her. A newly developing
project requires an experienced specialist who can give assistance in case a problem occurs and
can foresee the occurrence of such an event. The prospective employee is also expected to be
creative so as to give the organization a competitive advantage such as coming up with new
ideas. The above standards are to be met by the employee who will be hired to head the
department of Information and communication technological tasks.
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The selection techniques to use in the hiring process
A successful hiring process must have watertight techniques that must strictly be adhered
to by the recruiting panel. According to Campion et al, (2011, p. 225-226), hiring employees
requires analysis of certain standards to be met so as to make the applicants competent in
performing the tasks assigned to them. Job interviews will be held to introduce and evaluate
different candidates with different backgrounds and skills from which the best candidate can be
selected. Selection will involve integrity in the candidate in relaying true information related to
his or her resume as well as the information given out by his referees. The applicants’ curriculum
vitas will be screened and searched electronically so as to track the presence of any untrue
information that may cause them to get a position they are not fit for. Applicants will be assessed
to establish whether they are well experienced and motivated for this position in performing
technical installation of the computerized system and teaching other employees on how to work
with the new systems. It is also important for the recruiting panel to vet the professional bodies
that some of the prospective employees are registred in an what motivated them to enroll in
them. In gauging personal skills of the most desirable candidate, they will be given tasks related
to the field being recruited for and the results will determine the suitability of the candidate in
that position, thus the decision to hire or not.
Recommendations on what would result in removal of the employee
Integrity of the employee being the most important value of every candidate is also a
check for ethical practice in every organization. In the event of the employee behaving
unethically, for example by not following rules and regulations of the organization, he or she will
be deemed unfit for this position. Failure to give absolutely true information may also result in
the ultimate removal of the employee owing to the fact that their integrity level will be
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questionable. Dishonoring the employment contract by operating contrary to the job description
will result in the employee being laid off. Confidentiality level of the employee is important
especially because any information given out could be used by competitors against the
organization. Lockard, and Wolf, (2012, p.85) suggest that the rise in technology levels should
enable cutting costs related to employing more workers. The desire for the organization to cut all
unnecessary costs and maximize profits should be an ultimate goal for every member of staff
thus any employee taking the opposite direction will be deemed unfit to work in the firm. In most
organizations, employees are required to sign the performance contracts that should be a key
guidance on what is expected of them. Failure to perform as specified in the performance
contract should as well lead to the removal of that employee from duty.
Conclusion
Hiring staff in an organization requires proper planning for both the organization and the
person to be hired which means enough time should be spent in this process. The goals of a firm
and those of the specific employee should lie in line so as to reduce the amount of time taken to
achieve them. Personal abilities are used to determine who the firm should hire and should thus
be involved in the planning stage for the hiring process. Clear and fixed job description designs
should be in place to provide the guidelines for the duties and responsibilities of the successful
candidate. The criteria for hiring a worker should be completely transparent and reliable as it will
determine the direction the organization takes, whether it will fail or succeed presently and in the
future. Selecting an employee in this department requires a person-task fit as well as person-
organization fit to create an enabling environment for all members of staff. Unethical practices,
such as providing untrue information, and dishonoring employment contract could lead to the
layoffs of the hired employee in the firm.
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References
Campion, M. A., Fink, A. A., Ruggeberg, B. J., Carr, L., Phillips, G. M., & Odman, R. B.
(2011). Doing competencies well: Best practices in competency modeling. Personnel
Psychology, 64(1), 225-262.
<http://psicologia.ufm.edu/wp-content/uploads/Articulo-Doing-Competencies-Well-
BestPractices-in-Competency-Modeling.pdf>
Lockard, C. B., & Wolf, M. (2012). Occupational employment projections to 2020. Monthly Lab.
Rev., 135, 84-85.
<http://www.wcccd.edu/dept/pdf/AF/2020%20Labor%20Projections.pdf>
McNiff, J. (2010). Action research for professional development: Concise advice for new action
researchers. September books.
<https://scholar.google.com/scholar?q=McNiff%2C+J.+%282010%29.+Action+research
+for+professional+development
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