HR-staffing and techniques for employee selection

Extract

[...] The method will provide benefits such as flow of new ideas, wider experience range and high skilled workers from the wide pool Conclusion ADNOC has significantly realized that the human resources or the people who work at the firm are the most important resource. As at 2011, the firm had a total of 23,000 employees. There are a number of criteria for selection at ADNOC for instance the use of cognitive ability, job knowledge, personality of the person, biographical data and work sample tests. There are a number of recruitment methods i.e. recruitment and external recruitment. [...]

[...] The biographical data will play an important role in assessing the performance of the person in the previous jobs which may be similar to the job that is being considered for instance the ability of the person to volunteer and pitch in, the level of responsibility and the ability of the person to be independent. The other elements that will be considered under the biographical data include the ability and skills for instance in planning, organizing, resolution of conflicts and customer service. This tests and considerations usually play an important role as general precursor for the performance of the person in the job that they will be given. Finally, there is a consideration of the work sample tests. [...]

[...] There are a number of benefits of the practice for instance better selection as the HR practitioners have a prior knowledge with regards to the weaknesses and strengths of all the candidates, helps to increase the levels of morale of the employees, cost effective especially due to the fact that there would be no requirement for expensive external job advertisements and a higher rate of adaptability (Mondy, 2008). Even through there exists the aforesaid benefits, there are also a number of costs that are faced for instance high levels of favoritism or nepotism, status quo will be inbred in the organization, limited choice of the workforce, discontentment amongst the applicants who fail and a lot of time is wasted during the period of the interview. The internal recruitment can make the use of HR inventory, Employee referrals and job postings. [...]

[...] recruitment and external recruitment. The gap analysis notes that integrity is not used at the firm thus sometimes causing problems in the undertaking of the different functions thus the recommendation is to include the integrity tests. ADNOC does not receive many applications for the jobs from outside the organization due to the limited external avenues through which the prospective employees can be able to know about the firm. It is recommended that the external recruitment practices of the firm be extended to include the use of job advertisement in newspapers, articles and on the different websites and social media Introduction about the Organization Abu Dhabi National Oil Company (ADNOC) was founded in 1971 and later restructured in 1988. [...]

[...] The different subsidiaries of the firm will also be shown. First, there is the subsidiary that is involved in the distribution of the refined products for instance the ADNOC distribution that is focused on the distribution, storing and the transportation of the oil products that have been refined. Secondly, there are those that are involved in maritime transportation for instance the National Gas Shipping Company (NGSCO) that is involved in the shipment of the products of the firm especially the LPG from the Das Island. [...]