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A comprehensive psychometric audit of an existing selection procedureJakob, Birgit 03 1900 (has links)
Thesis (MA)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Selection represents a critical human resource intervention by virtue of its ability to regulate the
movement of employees into, through and out of the organisation. Selection thus represents a
relatively visible mechanism through which access to employment opportunities can be regulated.
From the perspectives of both affirmative action and fairness, as well as utility, selection has
therefore been under intense scrutiny. This implies that there are two substantial criteria in terms of
which selection procedures need to be evaluated, namely equity and efficiency. Should the human
resource function be challenged to defend its selection procedure, it should be able to assemble
credible evidence to show the efficiency and equity of the disputed intervention by means of a
reasoned justification. The problem is, however, that most selection procedures being operated in
South Africa would probably not be able to successfully meet this burden of persuasion. The search
for equitable and efficient selection procedures thus necessitates the need for psychometric audits to
provide the feedback required to adjust selection procedures towards greater efficiency and equity,
and to provide the evidence required for the vindication of organisations should they be challenged
in terms of the South African anti-discriminatory labour legislation.
The Guidelines for the Validation and Use of Selection Procedures developed by the Society for
Industrial Psychology (1998) represents an attempt to illustrate the ideal process according to which
selection procedures should be developed and validated. Conditional on the acceptance that the
Guidelines (1998) set out the most justifiable methodology for the development and justification of
selection procedures, it becomes a necessity for organisations to periodically evaluate (i.e.
periodically psychometrically audit) their current selection procedures and its developmental history
to determine whether the human resource function can convincingly demonstrate:
.:. The business necessity of the selection procedure;
.:. The validity of the performance theory on which the selection procedure is based; and
.:. That the selection strategy combines applicant information fairly.
A checklist was developed from relevant psychometric literature for the purpose of the
psychometric audit representing a structured list of activities required to justify the use of a
selection procedure. A psychometric audit was conducted on a selection procedure for call centre staff of a large SA insurance company. The audit uncovered a number of deficiencies in the call
center selection procedure and its developmental history.
The performance hypothesis, in which the choice of operational predictor measures is grounded,
was neither developed, nor argued, nor documented with sufficient clarity to indicate
unambiguously the presumed nature of the nomological network of performance determinants and
performance constructs. Problems were found with the external validity of the validation design.
No reliability, validity, fairness or utility analyses had been performed at the time of the audit.
Subsequent correlation analysis indicates low statistically insignificant correlations between the
majority of the chosen predictors and the developed criteria. Nonetheless, linear combinations of
predictors were found for each of the three call center positions that significantly explain moderate
proportions of criterion variance. The fairness of the use of the CSR multiple regression equation
across black and white applicants was examined and found to be acceptable. Due to practical
constraints, the utility of the selection procedure has not been evaluated.
It is recommended that the current selection procedure be re-examined in detail by the company to
bring about positive changes in the performance hypothesis and the operational criterion measures.
Thereafter, concrete evidence of reliably generated methodological research needs to be obtained
again in order to verify the appropriateness, reliability and the meaningfulness of the inferences
made from predictor assessments, thereby limiting, ifnot eliminating, possible cases oflitigation. / AFRIKAANSE OPSOMMING: Seleksie verteenwoordig 'n kritieke menslikehulpbronintervensie omdat dit die vermoë het om die
beweging van werknemers in, deur en uit 'n organisasie te reguleer. Seleksie verteenwoordig dus
'n relatief sigbare meganisme waarmee toegang tot werksgeleenthede gereguleer word. Uit die
oogpunt van sowel regstellende aksie as regverdigheid, en ook bruikbaarheid, is seleksie tans
geweldig onder die vergrootglas. Hiermee word geïmpliseer dat die twee substansiële kriteria
waarvolgens seleksieprosedures geëvalueer moet word, billikheid en doeltreffendheid is. Sou die
menslikehulpbronfunksie uitgedaag word om sy seleksieprosedure te verdedig, sal dit met
geloofwaardige bewyse voor 'n dag moet kan kom om die regverdigheid en doeltreffendheid van
die intervensie onder bespreking deur middel van logiese argumente te regverdig. Die probleem is
egter dat die meeste seleksieprosedures wat in Suid Afrika gebruik word, waarskynlik nie aan
hierdie vereiste sal kan voldoen nie. Die soeke na regverdige en doeltreffende seleksieprosedures
noodsaak dus dat die behoefte aan psigometriese oudits. aangespreek word vir die terugvoer wat
nodig -is om die seleksieprosedures meer doeltreffend en regverdig te maak. Dit salook
terselfdertyd die bewyse verskaf waardeur organisasies hul keuringsprosedures kan regverdig indien
teen organisasies opgetree sou word in terme van Suid Afrika se antidiskriminerende
arbeidswetgewing.
Die "Guidelines for the Validation and Use of Selection Procedures" wat deur die Vereniging vir
Bedryfsielkunde (1998) ontwikkel is, is 'n poging om die ideale proses waarvolgens
seleksieprosedures ontwikkel en gevalideer behoort te word, te illustreer. Op voorwaarde dat
hierdie Riglyne (1998) aanvaar word as die mees regverdigbare metodologie wat betref die
ontwikkeling en regverdiging van seleksieprosedures, word dit noodsaaklik dat organisasies hulle
seleksieprosedures en die ontwikkelingsgeskiedenis daarvan van tyd tot tyd evalueer (d.i. 'n
periodieke psigometriese oudit) ten einde vas te stelof die menslikehulpbronfunksie die volgende
oortuigend kan demonstreer:
.:. die noodsaaklikheid van die seleksieprosedure uit 'n besigheidsoogpunt;
.:. die geldigheid van die prestasieteorie waarop die seleksieprosedure gebaseer is; en
.:. dat die seleksiestrategie die inligting van die aansoeker regverdig kombineer. 'n Kontrolelys is ontwikkel uit relevante psigometriese bronne sodat die psigometriese oudit 'n
gestruktureerde lys van aktiwiteite bevat wat die gebruik van 'n seleksieprosedure sal kan
regverdig. 'n Psigometriese oudit is gedoen op 'n seleksieprosedure vir die inbelpersoneel van 'n
groot Suid Afrikaanse versekeringsfirma. Die oudit het 'n aantal gebreke in hierdie
seleksieprosedure en sy ontwikkelingsgeskiedenis uitgewys.
Die prestasiehipotese waarop die keuse van operasionele voorspellers gegrond is, was nie met
voldoende helderheid ontwikkel, beredeneer of gedokumenteer om 'n onomwonde aanduiding te
gee van die nomologiese netwerk van prestasiedeterminante en prestasiekonstrukte nie. Die
eksterne geldigheid van die valideringsontwerp was ook problematies. Geen betroubaarheids-,
geldigheids-, billikheids- of nutanalises is ten tyde van die oudit uitgevoer nie.
'n Daaropvolgende korrelasie-analise dui op lae, statisties onbeduidende korrelasies tussen die
meerderheid van die gekose voorspellers en die ontwikkelde kriteria. Daar is desnieteenstaande
lineêre kombinasies van voorspellers gevind vir elk van die drie inbelsentrumposte wat beduidend
matige proporsies kriteriumvariansie verklaar. Die billikheid van die gebruik van die CSR
meervoudige regressievergelyking vir wit en swart aansoekers is ondersoek en aanvaarbaar gevind.
As gevolg van praktiese beperkinge is die nut van die seleksieprosedure nie geëvalueer nie.
Daar word aanbeveel dat die huidige seleksieprosedure weer noukeurig deur die maatskappy
ondersoek sal word om positiewe veranderinge aan die prestasiehipotese en die operasionele
kriteriumtellings aan te bring. Daarna moet konkrete bewyse uit betroubaar gegenereerde,
metodologiese navorsing weereens verkry word om die relevansie, betroubaarheid en
betekenisvolheid van die afleidings wat gemaak is op grond van voorspellerevaluerings te verifieer,
om op dié manier moontlike regsgedinge te beperk, indien nie uit te skakel nie.
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The use of computer-based management information systems as a recruitment tool an assessment of the attitudes of recruitment agents in a selected area of the Western Cape on 10 February 2004Victor, Louana January 2004 (has links)
Recruitment and selection has become a specialised industry and is competing in a global market. To remain competitive, recruitment agents have to stay ahead of their competitors, by providing an excellent service to customers and applicants, and by keeping up with technological developments in their field. The current investigation focuses on an assessment of the attitudes of recruitment agents in a selected area of the Western Cape Province to the use of computer-based management information systems as a recruitment tool. A questionnaire was distributed amongst recruitment agents in the identified area. It focused on recruiter biographical information, the services they offer, the methods and processes they use in recruitment, the knowledge and skills they need in their field, and their knowledge and attitude towards electronic-recruitment. The literature indicated a move towards using technology in the field of recruitment, and this was consistent with the findings of the study. Although the respondents were familiar with developments in technology used for recruitment, only a small number were familiar with the major business information systems, namely, SAP R/3, Oracle and PeopleSoft. Information specifically related to recruitment agents in South Africa was limited, but the study provided some insight into this field. It was found that recruitment agents disagree on what a good advertisement, as well as a good résumé, should contain, and this is problematic as these are two of the most important things that recruitment agents work with every day. The literature provided no indication of the qualifications needed by a recruitment agent, and resulting from this, a second finding of the study indicated that, according to the respondents, the qualifications needed by a recruitment agent are varied. It was found that qualifications of the sample group varied from only a school-leaving certificate to post-graduate degrees. A significant trend identified that only 24.2 per cent of recruitment agents are involved in research related to recruitment, and write articles related to their field. This contributes to the fact that so little information is available about South African recruitment agents. The study indicated that recruitment agents hold a positive attitude towards computer-based information systems, although they are accepted with caution because of various logistical problems in the South African market. The study also provided useful information to start a process of drawing up a profile of the South African recruitment agency business.
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Challenges in the recruitment and retention of nurse educators : a case of Limpopo College of Nursing, South AfricaRikhotso, Edith Tintswalo January 2019 (has links)
Thesis (MPA.) -- University of Limpopo, 2019 / The Limpopo College of nursing had a high vacancy rate of nurse educators. in 2014 only 74 posts out of 147 were filled. The purpose of the study was to identify challenges in recruiting and retaining nurse educators and recommend strategies to deal with the challenges. The qualitative approach was found suitable as the study intended to explore nurse educators‟ experiences and the meaning they attach to recruitment and retention. Nurse educators who have been at the campuses for a period of five years or more were the target population; purposive convenience sampling was used. Thirteen (n=13) nurse educators were interviewed in focus groups, individual interviews were conducted with ten (n=10) heads of department (HOD‟S). Thematic data analysis was used. The findings revealed that to recruit and retain nurse educators; salaries improvement, advertisement of vacated posts, proper physical infrastructure maintenance and adequate equipment provision are the strategies to implement.
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The validity of a test battery used in the selection of apprentice electricians.Ritson, Nigel Andrew. January 1999 (has links)
The purpose of this study is to assess the suitability of a psychometric test battery that is used by a large service department of the Durban City Council in the selection of apprentice electricians. The essence of the investigation is to determine whether the tests being used are appropriate for the purpose for which they are applied, as well as being justifiable within the current context in South Africa. A predictive validity analysis was carried out to determine whether the psychometric tests have a correlational relationship with the trade test which apprentices undergo. The analysis was carried out on a sample of fifty five apprentices, consisting of a black group of 16 and a white group of 39. The results of the analysis were that the tests generally did not have a positive link with the results of the trade test. The only exception was the Mental Alertness test which showed a significant correlation with the trade test for the white sample only. The value of the study lies in its usefulness to the organisation which uses the test battery in terms of providing a review of the effectiveness of the tests. Recommendations of the study are that alternative methods for apprentice selection be investigated. / Thesis (M.A.)-University of Natal, Durban, 1999.
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As assessment of the recruitment, selection and retention of technical staff in the Limpopo Department of AgricultureLetshokgohla, Moloko Phineas 06 1900 (has links)
This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills.
The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy.
A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained.
The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector. / Public Administration and Management / M.A. (Public Administration)
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The predictive validity of the selection battery for trainee pilots in the South African Air ForceFlotman, Aden-Paul 30 June 2002 (has links)
The sample comprised 92 candidates who have completed the Ground School Phase of
the trainee pilot training programme. The independent variables are Raven's Advanced
Progressive Matrices Test, the Blox Test and the Vienna Determination Test. The
dependent variable is the candidates' results after the Ground School Phase of their
training. The results indicated that only the Advanced Ravens test and the Vienna
Determination test (Phase 3} correlate positively with the Ground School Phase results
of the candidates.
The current battery emphasises cognitive abilities and psycho-motor functioning and does
not cover personality traits of prospective candidates. It is recommended that new
instruments are included (to cover the measurement of personality traits), that the sample
size should be increased by promoting pilot training among previously disadvantaged
students and that the current pilot profile should be updated as a matter of urgency. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)
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The predictive validity of the selection battery for trainee pilots in the South African Air ForceFlotman, Aden-Paul 30 June 2002 (has links)
The sample comprised 92 candidates who have completed the Ground School Phase of
the trainee pilot training programme. The independent variables are Raven's Advanced
Progressive Matrices Test, the Blox Test and the Vienna Determination Test. The
dependent variable is the candidates' results after the Ground School Phase of their
training. The results indicated that only the Advanced Ravens test and the Vienna
Determination test (Phase 3} correlate positively with the Ground School Phase results
of the candidates.
The current battery emphasises cognitive abilities and psycho-motor functioning and does
not cover personality traits of prospective candidates. It is recommended that new
instruments are included (to cover the measurement of personality traits), that the sample
size should be increased by promoting pilot training among previously disadvantaged
students and that the current pilot profile should be updated as a matter of urgency. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)
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An assessment of the recruitment, selection and retention of technical staff in the Limpopo Department of AgricultureLetshokgohla, Moloko Phineas 06 1900 (has links)
This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills.
The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy.
A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained.
The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector. / Public Administration and Management / M.A. (Public Administration)
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