Work Psychology Essay Example | Topics and Well Written Essays - 1000 words

Work Psychology - Essay Example It may comprise of competences and qualifications that a person needs to perform a job. The personal specification and job description that the author refers in this case is that of appointing the European Social Fund Programme Coordinator. This is a particularly vital position in the company and management should be extremely keen during appointment. This is a critical task since it covers the central area of London and requires the person that the management appoints to carry out challenging programmes (Matthewman, Rose, and Hetherington, 2009). The person that the management appoints should have qualities such as the ability to convince, skill, and motivate individuals. They should have relevant qualifications and work experience in the field. This personal specification is sufficient since it provides all the details that match this job. It should incorporate meticulous details of the level of qualification and experience that is necessary. Importance of using job analysis Job an alysis is a valuable method that managers have employed to access information concerning this job of project coordinator. It is a process through which they acquire information concerning responsibilities, skills, and work environment of a job. It is a process that demands them to collect a lot of information to emerge with the right conclusion on the requirements. The process is extremely valuable in preparation of both job specification and description. It enables managers to hire the appropriate coordinator who will facilitate delivery of the European Social Fund programmes in the organization. This leads to proper utilization of the resources of and hence leading to success of the organization. Job analysis aids management to select the best candidate who will deliver the necessary information to young people (Arnold, 2005). This will ensure that the project achieves its target of reaching young people who have many issues that require support. Methods of using job analysis Job analysis is decidedly vital in an organization since it impacts directly on productivity of an organization. The human resource department should be thoroughly keen when deciding the method that an organization should adopt for job analysis. There are various ways of conducting job analysis that managers can adopt. These include conducting interviews, questionnaires, incident investigations, gathering background information, and observation (Matthewman, Rose, and Hetherington, 2009). These methods provide reliable information concerning job description and various specifications for the available job opportunities. The human resources professionals should adopt several of these methods to enhance credibility of the information. The most appropriate method for this job is conducting interviews. This is an ideal method because a panel of interviewers examines the candidates physically. This enables them to acquire all the relevant qualities that they need for the job opportunities ava ilable (Nankervis, Compton, and Morrissey, 2009). Methods of Personnel Selection This is the process that organizations adopt to promote or hire individuals. It mainly focuses on selection of appropriate workers in an organization. The most reliable methods of Personnel Selection that the Organizations should adopt include work sample tests, situational and competency based structural interviews, and cognitive ability. They are the one that are available in this case where selection of a program coordinator is the key issue. These methods are the best since they provide a high level of validity (Nankervis, Compton, and Morrissey, 2009). The management adopts appropriate means of appointing the Program

Global Strategy College Essay Example | Topics and Well Written Essays - 500 words

Global Strategy College - Essay Example Banai and Sama (2004) argue that empirical evidence indicates that MNCs who betray a preference for home country employees/managers, do not simply establish themselves as foreign entities within their host economies but, place themselves at the forefront of ethical questioning and suspicion. Rather than be regarded by host country citizens as potential employers and sources of foreign investment, they are regarded as conduits for the channeling of financial resources from the host economy to the parent one (Banai and Sama, 2004). Needless to say, this constrains the potential for constructive cooperation between the MNCs in question and the host economy. Insofar as Pfizer is concerned, it will further cast suspicion on the veracity of its publicized slogans. Judging by the stated, therefore, Pfizer should rely on host-country employees. In addition to the above stated the argument for reliance on host country employees is further fortified by the very nature of the industry within which Pfizer operates.