The role of training in an organization

In the arena of sociology, it has made some defined sociological paradigms or the philosophical civilizations. Nonetheless, this digs deep in the three prototypes such as the structure-factionalism (consensus), conflict (Marxism), and the symbolic interactionism. To begin with, Structure-functionalism emphases on how the culture is prearranged and how social formations like the family, religion, and education meet the needs of individuals living in a community. The functionalism asks the questions how are the relationship as well as the interdependency of social groups in the society regardless of their size (McMahon, 2015).

The Marxian paradigm reins query into the repetitive and abuse of sovereignty inside and across social arrangements. It tries to look why some very substantial influence the government when it comes to creating the policies that only benefit them and harmful to people who are living with poverty levels.

Symbolic interactionism theory concentrations are on how people impact and are subjective by society. It directs and guides inquiries into how the rules of society are re-defined every day through our relations with one another. This theory looks upon to answer the questions and tends to believe society and people’s reality is created people in the community interact with one another.

A college student should try to consider structure-functionalism theory because it explains social systems as human body where social institutions like family, economy, education, religion, and politics work together for the survival of the society. The students learn how to adapt to the culture, how to set and goal attainment with policies. A student can also socialize through the integration of social activities as well as improved latency through beliefs and values.

Reliability and validity, two words with a difference of view that affect the effects of any numerical exploration or methodical exploration that is deliberated. Whereas struggling to accomplish seamless consistency is difficult, as a result of errors done by humans and ecological causes upsetting the consequence, investigators have established a technique to decrease the dangers of discrepancies perceived in the dependability of their consequences. One technique is the custom use of the “test/retest” technique. Utmost frequently used, it makes use of a phase interim by which an examination is done, and once an appropriate time bound has finished, the assessment is piloted over again, in the similar set, similar time, and identical examination example

Legitimacy plays a role in demonstrating to what degree the exploration accomplished dignified precisely what it was envisioned to amount. Validity can be seen in two customs, external and internal. The first method, external validity can be seen as, to what degree the consequences can be widespread, while internal validity can be well-defined as a solitary clarification for the correlation between two variables. Bigger validation of an investigator’s data produces a more realistic assumption in the study executed.

Cognitive and Non-Cognitive Abilities

To understand the cognitive and non-cognitive ability relating to emotional intelligence is best to first understand the meaning of emotional intelligence. Psychologists define it as the ability of an individual to identify his or her actions, as well as the actions of others. Emotional intelligence abilities develop over time in a person. They also change depending on the situation a person goes through and the training he or she is likely to be subjected to in the course of his or her lifetime. Several scholars have established the EQ-i: Bar-On Emotional Quotient Inventory, which processes five mechanisms and fifteen subcomponents (Harms, 2010). These comprise:

1. Intrapersonal--assertiveness, self-regard, self-actualization, individuality, and expressive self-awareness

2. Interpersonal--interpersonal associations, social accountability, and understanding

3. Adaptability--problem-solving, actuality testing, and elasticity

4. Stress Management--impulse controller and stress forbearance

5. General Mood--happiness and confidence

People can handlebar feelings and comprehend them using either the cognitive or the non-cognitive abilities. The cognitive abilities involve validation of circumstances before ha handling them, whereas the non-cognitive ability comes into play in situations where it is not possible to carefully rationalize the situations and often deals with the handling of emotion at such a time. As such, it is clear that the cognitive and non-cognitive abilities in people have something to do with the individual’s intelligence quotient (Sparkman, 2012). It denotes the ability of a person to make sound decisions and judgments in different situations in life. There are numerous examples of when IQ is used by people in daily life. One example is the handling of conflicts by people in the society. A person will most likely conflict with others on a daily basis, and depending on his IQ he or she will either effectively manage the conflict situation or not.

The Role of Training in an Organization

Training within an organization is essential when addressing the particular strengths and developmental needs of each. The process of career development shapes individuals in the way of thinking that leads to the quality performance of an employee and is a continuous and never-ending process. The effectiveness of the organization depends on the competence of the employees. Training is a fundamental element to the success of any organization and has an effect on both the employee and organizational goals. Factors at multiple levels effect change within human resources direction and strategies. Training enables an employee to be self-empowered. An employee has gone through the proper training channels will be at optimum state to exude a most advantageous level of productivity.

The company’s employees are the backbone of the organization; it is important that they are knowledgeable in their field while at the same time enhancing their personal development within their skill sets. It presents a prime opportunity to expand the knowledge base of all employees while being utilized as a significant tool for employee development. As jobs in today’s marketplace have become more complex, due to the increasing rate of change in the internal and external organizational environment, training is essential for organizational development. Training is crucial because the importance of employee education has increased as well as, it prepares personnel for unpredictable changes or unexpected adversative situations. Training has six methods that have different benefits that can aid in improving career development.

Educates employees in regards to the practical use of technology

Promises a competitive edge in the industry

Inspires safety and health amongst workforces

Generates opportunities for personal growth and career development, which is essential to retaining workers

Supports laws and regulations

Improves efficiency, productivity, and profitability.

Employee Development Methods

Employee development methods enable personnel the ability to enhance their talents and expand their existing knowledge to contribute effectively towards the success of the company. Employee development methods allow employees to become reliable assets to the organization and inspire them to execute and produce at their level best.

Developing an official program that is meant for training or learning support program will help develop workers. The structure of teaching programs is the primary activity of the training and development purpose. The objective of training programs outlined clearly should identify what skills or competencies are affected and how they relate to the strategic mission of the company. Individual assessments aid in identifying these particular needs. In addition, the objectives should include transitional steps or milestones that assist in motivating personnel allowing the company to evaluate their progress. Assessing the usefulness of teaching is significant to regulate the return on savings. Showing that workers are retaining preparation assistance and increasing abilities with the routine of the exercise provided will control forthcoming training series. Workforces can select to take these programs for training to improve their abilities or to interchange into a more accountable station in the establishment. Teaching aid plans help the employee to progress his education, which offers the business with accomplished and qualified employees. An overseer may effort his abilities with the employee in a presentation assessment to set objectives for the worker’s progression throughout the upcoming year. Objective setting is a vital method to trail the improvement the employee marks in their growth strategy.

The most commonly used method for employee development is training. Although training is an important component in enhancing employee proficiencies, formal practical learning proves to be effective because they directly focus on the individual. Leadership training grooms individuals enabling them to take on more responsibility in their positions. This type of development training allows high-potential employees the opportunity to be mentored and coached. Securing strong candidates with indispensable skills to fill vacant senior management positions quickly. Mentoring is a development method that focuses on challenges such as increasing employee retention, improving personnel efficiency and productivity. With this technique, the company works with the worker to make an agreement between individual, specialized objectives. The employer and employee will create a list of objectives and a plan for achieving them, such as raising to a complex level inside the business.

A worker growth program aids the employee by accumulating their abilities and data, which allows them to improve the enterprise. An association can take advantage of a progress suite with a capable employee and better underlying gratification and aid lessen income within the association.

Candidate background checks

Candidate background checks are used to help determine a candidate’s qualifications for a position, they can reveal things related to criminal history, validate educational claims, or even be a credit check to determine if the candidate has a negative credit history, many of these things could disqualify a candidate from being considered for a position. (Society for Human Resource Management, 2016) There are legal implications of conducting background checks, depending on the state it may be illegal to conduct a background check on the basis of a criminal record or credit history due to possible discrimination issues. Ohio, where Capra Tek is hiring background checks, is legal. (Management, 2016) Credit history checks are among the most controversial of the background checks. Candidate background checks will be used after the final candidate selection from the resume review. Capra Tek should not conduct background checks on any applicant that is not being considered for an actual interview for the position. Background check information can use to determine if an applicant is being truthful on their application, or if they are actually allowed to work in the specified field. If an applicant is not selected due to information found in a background you are required to tell the applicant in writing what was found that disqualified them. (Commission, 2017)

The legal implications of misusing background check information can be hard to judge, even though a person may have been notified in righting that something on a background report prevented them from getting a job, it is very difficult to prove discrimination. (Diversitylinc, 2017)

Another pre-employment screening test could be aptitude or basic skill set test. Capra Tek is using a cognitive ability test, a background check, and a sales interest inventory test to gauge the candidates that have been selected to compete for this position.

Assessment methods to use based on the job being recruited and the budget available.

The assessment methods chosen to review the applicants for this position based on the job description were a knowledge test and Sales simulation test.

The Knowledge test is a standardized test to assess the candidate on their actual knowledge of the job and job duties. This will often be done using the CCAT, the CCAT is ”The Criteria Cognitive Aptitude Test (CCAT) is a universal pre-employment fitness test that measures problem-solving capabilities, knowledge aptitudes, and precarious rational.” (TestPrep, 2017) this type of test will help Capra Tek better understand the best candidate from an aptitude, skills and Personality perspective, the results are typically ranking scores for comparison.

A sales interest inventory test will also be used to help determine if the applicant is truly interested in sales or if they are possibly just looking for work. One of the most popular attentiveness inventory tests is the robust importance inventory examination, the Strong Interest Inventory test helps match people with a career interest and possible education routes to achieve a career in that interest, this test strategy has been adopted by companies to isolate the results to a likelihood for a specific job. (Site, 2017)

Assessment methods and the sequence of use for screening candidates

The applicants will go through a set of interviews and assessment test, by using assessment test the interviewers will have a better understanding of who the candidate is and will be able to role play or put them in situations that will require them to perform. (Cosner & Baumgart, 2000,) The types of assessment that will be used will be directly related to the candidate’s ability to sell a product, learn about new products and understand the customer’s needs. The sequencing for the assessments will begin with assessment testing before they go forward with interviews, this will allow the interviewers to better understand the applicant’s personality and create more in-depth questions or situations to evaluate the applicant’s ability to perform.

How Technology Plays a Role

Starting at the application technology will play a role in the entire hiring process, the applications are filled out and resume submitted electronically, and computer software will copy the resume and look for keywords. This will route applications to the right recruiter. After the recruiter selects candidates all of the following steps discussed above will take place electronically. The applicants will take the assessments online and the results will be sent to the recruiter, background checks will be processed electronically and paperwork will flow from one person to another electronically. By using technology the employer can get much more and much better data for each candidate in a much faster timeframe then if traditional methods were employed.

The final candidate selection process

The closing candidate assortment progression will use the data composed in the valuation process and background progression by ranking the aspirants in the order of most promising assessment results to least favorable, if all of the candidates pass the background check they will all go through to the interview process.

The final decision process for hiring

The final decision process will use a scoring system, by combining all of the assessment results, and feedback from the interviewers in a ranking system we will calculate the highest overall score for each candidate. We will select the top two candidates based on that ranking and bring them back for the second round of interviews with the hiring manager and Sr. Leadership. After that round of interviews if a candidate is approved we will start the offer and negotiation process.

The rationale for why the selected candidates should be interviewed

After reviewing the resumes, assessment data, background check information and pairing with other candidates we are able to select the candidates that we thought were best suited for the Regional Sales Associate position.

Which candidates meet the basic job requirements

The candidate that was selected for the interviews and assessments was Jane:

Using assessment and background data as well as interview scoring by the interviewers we found the following:

Outcomes

Name

Background Check

Job Knowledge test

General intelligence

Interviewer Feedback

Overall Score

Jane

2

92

85%

9

8

Jane’s great performance is based on great areas of reasoning, visualizing, solving problems and her intelligence. This has helped her to become top of the selection.

Predictors that I have used in the selection system, considering interviews and job relations. Including information on validity and reliability

The best forecaster of upcoming conduct is previous behavior. Therefore, when interviewing candidates it is extremely important the procedure gets standardized. Each candidate must get a fair non-bias opportunity. All candidates should be asked the same questions. Responses must also be scored using the same rubric. In addition to conducting a more standardized interview for all candidates, the company should also conduct pre-employment assessment tests. Pre-employment assessment tests offer a number of benefits to the organization. Not only do they help screen out applicants who are unqualified, they also help save time and money in the selection process. Studies have shown that pre-employment test lower turnover, increase productivity, and increase defensibility in the hiring process. According to Criteria Corp, pre-employment examinations are administered by centralized procedures envisioned to certify equitable and non-discriminatory hiring practices. Not all pre-employment assessment tests are credible or valid. A good employment test is job relevant. It measures characteristics that are important to the job. A good test is also consistent, meaning if the applicant were to retake the test he or she would get a similar result. In specific, applicants should take the Criteria Cognitive Aptitude Test (CCAT). The CCAT processes an individual’s intellectual fitness. The test offers a suggestion of the person’s capacity to unravel difficulties, digest and spread on info, acquire new abilities, and think analytically. The assessment comprises of 50 multiple high-quality inquiries in logic, math, verbal capability, and spatial perceptive. Contenders are given 15 minutes to comprehensive assessment. The CCAT has construct legitimacy that ranges from .55 to .8. Countless readings have revealed that the CCAT is an operative forecaster for works that need problem unraveling, critical philosophy, and vocal and mathematical thinking.

References

Aldiabat, K. M. (2011). Philosophical Roots of Classical Grounded Theory. Philosophical Roots of Classical Grounded Theory: Its Foundations in Symbolic Interactionism, 1063-1080.

Commission, U. E. (2017, July 19). Background Checks. Retrieved from Equal Employment Opportunity Commission: https://www.eeoc.gov/eeoc/publications/background_checks_employers.cfm

Cosner, T. L., & Baumgart, W. C. (2000, June). An Effective Assessment Center Program. FBI Law Enforcement Bulletin., Vol. 69 Issue 6, p1. 5p.

Diversitylinc. (2017, July 19). Are Criminal-Background Checks Discriminatory? Retrieved from Diversitylinc: http://www.diversityinc.com/legal-issues/are-criminal-background-checks-discriminatory/

Harms, P. D. (2010). Journal of Leadership & Organizational Studies. Emotional intelligence and transformational and transactional leadership: A meta-analysis, 5-17.

Management, S. f. (2016, October 4). Conducting Background Investigations and Reference Checks. Retrieved from Society for Human Resource Management: https://www.shrm.org/hr-today/news/hr-magazine/Pages/0211roberts.aspx

McMahon, M. (2015). Structural Functionalism. Retrieved from http://pbidi.unam.mx:8080/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rst&AN=36268059&lang=es&site=eds-live

Society for Human Resource Management. (2016, October 14). Conducting Background Investigations and Reference Checks. Retrieved from Society for Human Resource Management: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/conductingbackgroundinvestigations.aspx

Sparkman, L. A. (2012). Non-cognitive predictors of student success in college. College Student Journal, 642-652.

TestPrep, J. (2017, July 19). Criteria Cognitive Aptitude Test (CCAT) Sample Questions. Retrieved from jobtestprep.com: https://www.jobtestprep.com/criteria-ccat-sample-test