Managing People in Engineering Assignment Example | Topics and Well Written Essays - 1000 words

Managing People in Engineering - Assignment Example The general employment environment plays a major role in workforce recruitment and selection. For recruitment and selection processes to be successful the employment environment has to be inclusive, whereby, for example, there is support by staff for processes such as agency workforce diversity initiatives. Environment includes the external environment- this refers to the various factors that affect the ability of a manager to attract, as well as recruit new workforce. Employment environment refers to factors such as the style of management, work-life balance as well as learning and development factors. c.  Outline the processes and procedures carried out when recruiting and selecting personnel for a given engineering post For successful recruiting and selection to be achieved, the following processes and procedures are carried out. The first process involves short-listing. This involves making assessments of the applications of candidates to establish their suitability for the eng ineering post, which is done according to the job description and the person’s specification. After short-listing, persons are required to fill application blanks, which record qualifications, experiences as well as any other necessary specialty. This is an important selection process as it provides important information which can be used to properly identify the person and develop appropriate inferences with regard to his suitability. What follow is employment tests, which are carried out to match the physical.... aking assessments of the applications of candidates to establish their suitability for the engineering post, which is done according to the job description and the person’s specification. After short-listing, persons are required to fill application blanks, which record qualifications, experiences as well as any other necessary specialty. This is an important selection process as it provides important information which can be used to properly identify the person and develop appropriate inferences with regard to his suitability. What follow is employment tests, which are carried out to match the physical, mental as well as temperamental pattern of the individual. These include intelligence tests, aptitude tests, proficiency tests and personality tests. After success in these tests, the other process is the employment interview. This process is carried out to establish the candidate’s suitability, look for more information with regard to the candidate, and more importantl y, to provide an accurate picture to the candidate of job details, for example organizational policies. Interviews are also carried out because they provide a face-to-face contact between the candidate and employer, allowing the employer to assess the various personality traits of the candidate. Before the final selection is done, the process of checking references is carried out. References hold responsible positions in respectable organizations, which is why it is important for the organization to make an investigation of the references given by the candidate. Once successful, a physical and medical examination of the candidate is made. This is an important step conducted sometimes earlier in the selection process to avoid time and expenditure that may be incurred when selecting medically unfit