Management of the enterprise

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The Kazakhstan's economy

Introduction

At the present time, Kazakhstan's economy requires the formation of an innovative development, acquire a special urgency effective personnel management, and as the most important factor that provides this control, effective methods of personnel selection. This is so because the human resources of the company are a key part in its development. However, the mere existence of these resources does not guarantee a competitive advantage. It is essential that staff has the necessary knowledge, skills, and fit into the organizational culture of the company.

Until recently, employers, hiring staff, followed a simple principle: to hire good people, based on intuition and personal experience. Now the system of selection and assessment is very clear business process. Typically, large companies holding direct selection is in several stages, using different versions of the interview, technology of assessment, etc. Moreover, each method is effective for identifying the different specific features of the candidate.

Personnel costs in any company are line item marked where a large proportion in the period when a vacancy just formed and is actively working to find a candidate. It is assumed that the employee does not make good losses of the company, i.e. it is so effective that the profits that the organization acquires through his work, above all possible costs. It is therefore important to provide methods for selecting effective recruitment.

Most foreign companies have come to realize that it is much cheaper to find the right employee, even spending a few resources, than to bear the costs of his dismissal and the search for a new employee to the vacant position.

The aim of the study is to validate the use of methods of personnel selection. In accordance with that purpose in the following tasks:

- Define the role of selection methods in the process of hiring staff;

- Analysis of the basic methods of selection in terms of their validity and appropriateness.

Also focusing on information taken me from the literature, different resources on the Internet and our own knowledge on this topic, the technology staff selection, is one of the most important areas leading to a healthier economy.

This course I want to show how in our time is the selection of staff, what are the methods of the difficulties encountered to find the right employer to the employee, and what obstacles stand in the way a candidate for the job.

CHAPTER 1. ORGANIZING OF SELECTION CANDIDATES FOR THE VACANT POSITION

1.1 Role of selection methods in personnel selection

Most definitions of the term "personnel selection" is the following: selection of frames - part of the process of attracting and hiring personnel associated with the release of one or more candidates for the vacant position among the total number of people claiming for this position. In practice, staff selection stage is most critical for the organization, and for the applicant.

At the same time, the process of selection of staff is composed of elements or parts. The determination stage is designed to establish criteria for determining positions on the basis of job skills and qualities of character necessary for the vacant position. Stage of searching and screening is to select potential candidates that meet the criteria. Under discussion by various methods is determined by the candidate's conformity to these criteria. The making decision stage is designed to determine the best candidate.

When selecting a nominee for the vacant seat by the enterprise are taken into account the professional fitness and personal inclinations of the employee and the requirements of the workplace, which are compared with the capabilities of the candidate. The selection is done using various methods, for example, by comparing the requirements for the workplace with the abilities and aptitudes of the candidate, interview, test papers, recorded by the camera.

Personnel selection, originating in the contract with the responsible authority, also carried out using modern methods and approaches. In France, specific advisory firm selected candidate for the position, given the characteristics of the employee, strategy development, organizational culture and market position the company-customer. Consulting firm negotiates with the client the nature of the vacancy and its role and responsibilities, requirements for employee education, knowledge, experience, competencies, etc. Selection of the candidates can last from one to several months and involve several stages, with each stage being interviewed and tested on an ascending complexity. The final interview with two or three remaining candidates conducts the firm-customer.

The release of staff - this reduction of surplus labor in quantity, quality or territorially. This step is problematic and costly for any enterprise. Naturally, the larger the organization focuses on personnel selection, the less it will have to expend resources to optimize the composition of the staff. Distinguish partial, or internal, the release of staff, in which workers perform the work of smaller volume, but their numbers are not decreasing at the same time canceled overtime, reduced hours, unpaid leave, and the absolute release of staff, which reduced the amount of work and number of employees for account of their dismissal, early retirement etc.

Thus, it is clear that to be able to select the right people - a necessary condition for a successful business. And for this it is necessary to develop a battery of methods that meet the objectives of selection.

Experts estimate that the wrong choice employee costs the company 3-6 times more expensive than his annual salary. These costs include time spent on interviewing, hiring and training employees, while other people involved in the process (both outside and inside the organization), as well as the cost of outstanding works. Or consider the real value of wages, insurance benefits and the cost of training an employee who does not fit your organization.

Companies with high employee turnover always lose to their competitors with a more effective human resources policies. In fact, a high degree of fluidity, as a consequence of irrational human resource management, may prove fatal to the company. Indeed, excessive costs and falling productivity could lead to its bankruptcy.

A comprehensive selection system may consist of the following methods: pre-selection (analysis of information about the candidate, as contained in the summary, the standard form and a preliminary evaluation of the interview), and collecting information about the candidate from other people, personality questionnaires, tests of intelligence, special abilities, interests, , professional, and simulation tests, etc., group selection methods, expert evaluation, problem solving, interviewing / interview.

You must use a range of different methods for the selection, because none of the methods alone does not provide complete information on the basis of which to make the right decision about hiring. Only adding to the results obtained using one method, the data collected through other methods, we can expect that the selected employees will best accomplish the established selection criteria and are satisfied with the organization.

The basic method is to choose the extent to which high ability to find qualified candidates, he gives, but it requires a pre-screening method for validity and reliability.

1.2 Approaches to the evaluation of selection methods

Many sources on the selection of staff a lot of attention paid to the choice of selection methods. It is emphasized that the thoughtless use of selection methods can reduce the effectiveness of the recruitment. Before you assess the candidate must conduct preliminary activities related to the evaluation methods themselves.

To select the most suitable from a variety of sampling methods, it is necessary to determine in advance the requirements for the selection procedure. This will ensure the selection of the best candidates. In practice, no matter what actual methods were chosen systematic sampling requires that they meet certain criteria.

The basis of reliability - a very important criterion for the evaluation of any method of selection - is the stability of the measurement results. The validity of any measurement system can be installed by repeating measurements of the same objectin the same conditions. After an average based on 100 repetitions, more stable than any single figure, are excluded because of various "unusual" circumstances. But in most cases, evaluation of the reliability of the method of selection by numerous repetitions is impractical and costly. So often as a stability index is used the resulting correlation.

Than the higher the correlation, so better the correspondence between each set of indicators of applicants and, consequently, the reliable method. Another important form of reliability is the reliability of evaluators, which determines the level of agreement between evaluators. Basically it is used for an interview or other selection methods that rely on judgments of those conducting the selection process.

It is important to identify the characteristics of that evaluation, which reduces the coefficient of reliability, and solve emerging problems. Indeed, in the case of inaccurate measurement tools can be made costly mistakes.

Equally important is the very notion of validity or accuracy. The validity of the method means that he is "really measures the what should be measured." To be precise, any measurement system should measure exactly what it was intended. If the measuring system has a high degree of reliability, but does not provide accurate results, its validity is considered low, and despite its high reliability, it has poor quality measurements. Validity of the test - an extremely important evaluation criteria. Before practice the specific test, the one who is engaged in the selection, should ensure the validity of this test, - having exact measurements of its inherent trait (or traits).

An important indicator is the interpretability. Develop a reliable and effective method is no guarantee that good candidates can be easily distinguished from the bad. For this to happen, candidates must be ranked in some way. Since ranking is usually based on performance test, it is particularly important that the indicators reflect the candidates of their ability. For example, if a qualifying interview for a job or on the ability of the test was so light that they have passed all the candidates, or vice versa, so difficult that no one was able to meet them, the selection was in effective. Consequently, an important quality criterion for the selection method is the extent to which the performance test accurately reflect the ability of the candidate. This allows you to distinguish between candidates. Then higher the degree, the better the quality of the test, its interpretability and usefulness.

The method of selection can be considered practical if it measures and predicts exactly that, by assumption, it should measure and predict. In addition to accuracy and the ability toforecast, the practicality of the method is evaluated by the following two components: firstly, the extent to which it is fair and adequate to its purpose, and secondly - the amount absorbed by the company's resources.

Decisions about the acceptability of each method of selection should be made at the planning stage of the selection process. First, make an assessment of specialists to work with the staff, as they have the experience and expertise. However, other parties involved in the selection process should be involved.

Integration - how to evaluate the reliability and validity of the method of selection. In structured interviews the initial steps include the use of content analysis to develop a series of measurements, ability, and images (e.g., interpersonal business skills, etc.), the answers to the interview could be assessed in accordance with them. After the group developed standard questions that are relevant to the merits of the candidate. Responses should be systematically classified or ranked (for example, using a rating scale) so that the interviewer knew what the answers are good, and what - bad. This will lead to a consistent and objective evaluation of responses, which helps to maximize the reliability and validity of assessments, and helps standardize the process. Standardization is important because it allows you to compare the responses of candidates directly.

1.3 Methods of verifying a candidate for the position

There are various methods of selection, including interviews, testing and competitions.

Personnel selection consists of certain stages that can go after each other or do not take into account some of the stages.

Stage 1. Preliminary Selection conversation. The purpose of selection interview - to assess the overall level of the applicant (its value), determining the appearance and personality (way of speaking, behavior, etc.).

Stage 2. Completing the questionnaire. Applicants who passed the selection interview, must complete a special application form. This stage is present in any selection process regardless of the type of organization. Number of items questionnaire should be minimal, and they should ask for information, which clarifies the performance of a future work of the applicant (past performance, major achievements, mindset).The questionnaire must be sufficiently valid, neutral, suggesting any answers. Here x indicates whether the candidate recommendations from previous jobs, and can anyone confirm this (position, name and contact phone recommending a person).

Stage 3. Sometimes, in some, usually large companies job applicants are invited to write an autobiography. By hand written biography can be defined psycho physiological personality traits, such as underlining reflects traits such as stubbornness, sensitivity, kindness, selfishness, power, weakness of will, optimism, pessimism, extravagance, avarice, day dreaming, prudence, calmness, nervousness, openness , isolation, intelligence, stupidity, talent, insanity, incompetence.

Stage 4. Interviews. Interviews may be conducted by a scheme that is pre-prepared questions to be informal (previously prepared only basic questions), not be carried out by the scheme (prepared in advance the main directions of the conversation). It is desirable that during the interview the applicant for the vacant post answered the questions: what he wants in his career, which is more important to him - a job or income, what are the strengths and weaknesses of the candidate, whether he plans to continue to improve their education, what is most important for the candidate at work, managing to combine privacy and family life with the performance of official duties. When selective interview goal is clear: to determine the ability of the applicant for the position. It must be remembered, and on two additional purposes. During the interview should be allocated time for applicants to let them know as much as possible about the work, so we can decide whether they want to work where the offer. Remember that the time of selection interview in close relationship with your bank will take a lot of people, and how you'll handle them for a long time will determine their relevance to your organization. In other words, you have the opportunity to create good or bad impression of your company, depending on how well it will apply to applicants. Surprisingly, sometimes the most basic things are not taken into account. Applicants often are notified time and date of the interview just before its execution. For a considerable period of time they are forced to wait their turn in an uncomfortable situation. The interview is conducted quickly and never leads to a satisfactory conclusion, and the candidates made to wait for weeks before they will report the results. Sometimes do not do it at all.

The second phase of a successful interview - thorough training so that the interviewer met with the applicant, with a clear plan.

A good source of information about the applicant is a form or a letter of application. They should be studied carefully, to helpestablish the focus of questions. That means, for example, the fact that when someone says that he worked the head? What he had authority to make decisions? How big was the team which he led? What he gained managerial experience in this job? If he had a promotion, can we explain it, or it happened by accident? What he was qualified? How he acquired this qualification? Studied full-time, evening classes or by correspondence? The answers to these and other issues become apparent from the study of applications of applicants.

Probably, the initial tension between the interviewer and the applicant may make it difficult for both of them, so rather than voltage drops, the better. One method that has already proposed- to find a common theme for discussion with the applicant. If not, then some actual questions that will almost certainly applicant knows the answers, they will help him become more confident. And the role of an interviewer would then be to lead and guide and manage the interview in order to identify the information needed for decision making.

5 stage. Testing - a source of information that can give information about the professional abilities, skills of the candidate to describe the possible orientations, goals, set a man as well as specific methods of work, which he already owns. This step is not always, but only when it is necessary to identify the professional capabilities and skills of the candidate and determine his psychological characteristics. Testing will help to form an opinion about the ability of the candidate's professional and career development, the specifics of his motivation, individual style. In practice, recruitment tests used to assess these characteristics of candidates for the vacant position as: training, intellectual level, tendencies, personality traits, physical characteristics.

To test the measurement capabilities, psychologists and specialists in the Recruitment include test the speed of typing on a PC or a knowledge of shorthand for secretaries, checking the ability to drive a car for the drivers, checking the quality of the translation of foreign text for translation, testing the skills of economic analysis methods for the preparation of required documents for economists, skills, working with documents, document management, traffic, work with office equipment for officials, and similar skills. As regards the definition of the psychological characteristics of the candidate, as the intellect,then, in our opinion, you should use such tests as the study of intelligence by Veksler (measurement of coefficient of IQ) test and the Raven Matrices (logical study of thinking). For the diagnosis of mental states to effectively use test Minnesota Multiphasic Personality Inventory (MMPI) - Minnesota MultivariatePersonality Inventory, a test Kettella, Luscher test, and others.

The list of tests for the selection of workers for employment

№	Type of test	Category testing employees
		Linear manager	Functional manager	Specialists
1	Determination of creativity of employee	+	+	+
2	Identification of difficulties in relationships		+	+
3	Determination of credibility of the employee	+	+
4	Availability of managerial abilities of young leader	+
5	Determine suitability for the post of manager	+
6	Ability to be entrepreneur	+
7	Conflict nature	+	+	+

The experience of foreign countries, particularly Germany, as well as large organizations of Kazakhstan shows that the test candidate for the position is necessary. Testing determines the knowledge of the profession, foreign languages, general knowledge, reveals the richness of vocabulary, logical thinking, examines the personal qualities of the candidate (responsibility, perseverance, ambition, sociability, introversion, extraversion, leadership), etc.

According to the results of a sociological survey, heads of state and commercial organizations have adopted only the first two stages of the recruitment procedures, testing is not performed.

Stage 6. Checking references and track record. Other sources of information include the written recommendation (for applicants from the side) or the results of certification (for her).The downside of written recommendations is that the preferences, motivations and level of requirements of an arbitrator (who writes them) are unknown, similar problems arise with the annual evaluation in larger organizations. But as the recommendationsand feedback can be supplemented or replaced talking on thephone, which may be more useful.

Stage 7. Medical examination (if there are special requirements for the health of the applicant). This step is carried out in the event that work places special demands on the health of the candidate. Typically, a medical certificate is required ofcandidates for posts involving responsibility for the lives of others. These include: train drivers, pilots, sailors, workers in the internal affairs agencies, catering, public servants and others. If for medical reasons a candidate does not meet the requirements, he gets the job done, which is claimed, or he may be offered another job, not assumed to be so high demands for health reasons.

Stage 8. The decision on admission. The final decision on the admission makes the head of the organization based on a comparison of received results of the selection process. In some cases it can cause a candidate for an interview and making their own opinion about it, for example, if a candidate has to work in the administration. After making a final decision on the head of the replacement job is an employment contract between the candidate to the vacant position and the organization, issued an order for a job.

It uses special techniques that allow a system of business and personal characteristics, covering the following groups of attributes:

1) The civil society-maturity;

2) the attitude to work;

3) the level of knowledge and experience;

4) organizational skills;

5) Ability to work with people;

6) Ability to work with documents and information;

7) the ability to take timely and implement solutions;

8) the ability to see and to support advanced;

9) the moral and ethical character traits.

The first group consists of the following qualities: ability to subordinate personal interests of the public, the ability to listen to criticism, be self-critical; active participation in social activities; having a high level of political literacy.

The second group comprises the following qualities: a sense of personal responsibility for assignments, sensitive and attentive attitude to the people, hard work; personal discipline and rigor to the discipline other, the level of aesthetic works. The third group includes the following characteristics: the qualifications, relevant position, knowledge of the objective foundations of production management;

knowledge of best management practices, work experience in the organization (including those in leadership positions).

The fourth group consists of the following qualities: ability to organize a system control their work, ownership of best practices guidelines; skills to conduct business meetings, and the ability to self-assessment of their capabilities and their work and the ability to assess the opportunities and the labor of others.

The fifth group includes such features as the ability to work with subordinates; ability to work with leaders of different organizations, the ability to reate cohesive team, the ability to choose, arrange and secure the footage.

The sixth group consists of quality: the ability to form short and clear goals; the ability to write business letters, orders, articulate orders, give assignments; knowledge of the capabilities of modern technology management and the ability to use it in his work, the ability to read documents.

The seventh group consists of the following qualities: ability to timely to make decisions, ability to supervise the implementation of decisions; ability to quickly orient themselves in a difficult situation, resolve conflict situation, the ability to comply with mental health, self-mastery, self-confidence. The eighth group consists of quality: the ability to see the new, to recognize and support the innovators, enthusiasts, and innovators, recognize and neutralize skeptics, conservatives, reactionaries and opportunists; initiative, courage and determination in maintaining and implementing innovation, courage and ability to go to the reasonable risk.

In the ninth group includes such qualities as honesty, integrity, honesty, integrity, poise, consistency and courtesy; persistence, sociability, charm, humility, simplicity, cleanliness and neatness of appearance, good health

In each case, from this list are selected (with the help of experts) those positions that are most important to the competitive position and organization, and added to them the special qualities that the applicant must have on this particular post. Selecting the most important quality to determine eligibility requirements for a post should be distinguished quality are required when applying for a job, and quality that can be purchased quickly enough acquainted with the appointment to the position.

After that, the experts are working to determine the presence of qualities candidates for the vacant position and to assess the possession by each candidate (for each quality). A candidate who has the greatest all the necessary qualities of a vacant post, this is the position.

There is also a competitive recruitment for work.

Under the competition usually means a competition between two or more candidates for vacant positions. Competitive procedures contribute to:

* raise the prestige of office;

* attract more candidates;

* improve the objectivity of the decision on hiring;

* democratization and openness of the sphere of personnel management;

* introduction of new technologies personnel work;

* intensifying collection of personal information for planning to work with the accepted candidates;

* team-building.

There are several approaches to organizing and carrying out of competition for employment and for a vacant position.

Elections - the simplest and most traditional method used most often in the contest for the vacant position of director. Under this procedure, the opinion of the majority and do not hold specialpre-test candidates. Their compliance or non-vacant position is determined by the tender committee on the basis of a study of official and unofficial documents (the characteristics ofleadership, community and labor organizations), an interview. Information about the candidates brought to the team, to which are the candidates with their messages.

Advantages of the method of election - his quickness and the ability to view account team members. The disadvantages include subjectivity and inability to protect yourself from mistakes.

Assortment - the decision on the candidate accepted underpersonnel commission, headed directly to a higher supervisor ordesignee. Selection method is also used for managing high-level positions, where a par with professional competence attaches great importance to the candidate ability to build relationships with partners at various levels, be compatible with superiors and subordinates.

Advantages of the method of selection - an individual approach and to obtain more reliable information about professional and personal qualities of candidates, the disadvantages - the relatives lowness and high degree of subjectivity, which is emotional and psychological in nature (for example, the tendency to make a decision about a candidate based on first impressions, without taking into account information received a further interview).

Selection - this is a way to at all times to the most democratic and largely free from the subjectivity of tender procedures.

Advantages of the method of selection - a comprehensive thorough and objective study of the individual characteristics of each candidate and the best prediction of its effectiveness, disadvantages - high cost and duration of the procedures used.

Effectively use short plan of 8 points.

The physical condition Are there any disadvantages in health status or body relevant to the occupation a profession?

1. How attractive appearance, demeanor and speech?

2. Qualification Key data on education and accomplishments. Professional success as compared with peers, equal you on the situation, age and experience.

3. General intelligence What is the general intellect?

4. Outstanding ability Are there any obvious technical ability? Sleight of hand?

The ability to use numbers or verbal ability? Talent for painting or music?

5. Interests

To what extent are the interests are intellectual, practical, creative, artistic, social? Whether they are related to physical activity?

6. Nature Cooperation with others? Ability to influence others and work as a team? Only hope for us?

7. Motivation What a pleasure and what requirements and fees expected to work?

8. Terms There are domestic difficulties? They have to do with this job?

CHAPTER 2. KAZAKHSTAN AND FOREIGN EXPERIENCE IN THE PROCESS OF STAFF SELECTION

2.1 Methods of selecting candidates for the post «Orange business services»

The process of selecting staff for «Orange business services» is a multi. At each stage of the applicants is eliminated, or they refuse the procedure. Like most businesses are not using all the steps - it all depends on the nature of the vacancy.

Stage 1. Preliminary Selection conversation. Work at this level can be organized in different ways. Most often, the candidate speaks specialist human resources department. In this case the general rules of conversation to clarify the formation of the applicant, assess its appearance and defining personal trait.

Stage 2. Statement form questionnaire and curricula vitae.

Number of items questionnaire is minimal and they are requesting the information is most affecting the performance of the applicant's future work. Using the questionnaire as a screening method, a specialist in HR compares each item questionnaire with established performance criteria of selection.

Stage 3. Interview. The purpose of the conversation for hire - consideration of the applicant for admission to employment. Information is exchanged in the form of questions and answers. Prepared list of questions as important and minor.

Stage 4. Tests for hire. This is one of those methods that facilitatethe decision on selection. Test - a tool that measures the rate of any person. Psychologists and experts on staff to develop these tests to assess the availability of skills or mind set required for efficient implementation of the proposed tasks for the site, in this case for vacancies in "Orange Business Services" Usually carried out tests on psychomotor skills, personal qualities and tests, etc.

Stage 5. Check reviews and recommendations. When applying for a job candidate can provide feedback of previous chiefs and other similar documents. This is one of the most objective types of information to predict the future conduct of the applicant in the workplace.

Stage 6. Interaction with the security service is mandatory for candidates for executive positions and positions whose performance is related to the management of financial flows and logistics company's values. These candidates have been approved for all stages of the interviews, examines the economic security of service, which in ten days, give its opinion. For inspection must provide the consent of the candidate.

In selecting personnel the company is guided by the following principles:

* focus on strengths rather than weaknesses of man and the search is not ideal candidates that do not exist, and the most suitable for the position.

* orientation to the most qualified personnel, but no more skill than is required workplace.

The emphasis is on education, experience, professionalism, and physical data. There is a set of requirements for the individual, business and professional skills of the employee. They are:

* requirements for the abilities (psychomotor, economic, technical and other);

* traits of character (principled, compliance, optimism, and perseverance);

* psychological characteristics (emotion, excitability, temperament, care, imagination);

* knowledge, skills and qualifications.

The basic rules of the final selection of candidates are:

* Selecting the most appropriate for organizations of workers, taking into account the specifics of the vacancy;

* ensuring the desired effect of excess costs;

* maintaining the stability of staff and at the same time the influx of new people;

* improved morale.

In a series of trials faced by the applicant, the latter is aprobationary period, during which the immediate work environment verified the validity of previous findings on the suitability of a specialist.

2.2 Experience for many foreign countries, staff selection using different methods

Japan

Over the past three decades a leading position in the market of production has taken Japan. One of the main reasons for the rapid development of the Japanese management system is considered, in particular, human resource management.

Recruitment in the Japanese company is held mainly at the beginning of the fiscal year (April) directly in schools, colleges, and universities. The annual collection is 3-4% of the total staff, with a turnover of 2-3%. In large manufacturing companies maintained lifetime employment system.

The main methods of sampling for metallurgical companies are testing and interviewing in mathematics, Japanese language and psychology.

In trading companies in hiring emphasis on personal qualities of applicants. In the first stage selection is based on an essay onthe vision of its place in the applicants company, the designation of their own ambitions. In the next stage, in interviews, identifies and assesses on a 5-point scale, the personal characteristics of potential employees (responsibility, honesty, ability to handle stress, ability to make decisions and take the initiative, the desireto grow and learn.) Minimum Requirements: 3-4. In recentpractice, the use of the third stage - a business game with the students, during which the simulated activity of trading companies.

Japanese style of recruitment is that human life begin selection of future professionals, when they attend college for 2-3 courses. Identifies young people who show some ability that can be successfully used in the further development of the enterprise.They are invited to lectures by experts and heads of enterprises and companies, raising them in patriotism as to the company, which intends to provide in future work. After graduating and starting work for each intern assigned a mentor who helps the new comer to adapt to the workplace.

USA

Many U.S. companies turn to staffing services, which in the selection of staff is very meticulously studying the details of the life of applicants for available jobs. They gather information from previous work locations and request features from schools and universities. Recruited young people face a severe test in the enterprises from 6 months to a year. A young professional is transferred to any position in the company for wages. But his monthly move to different positions. For each intern assigned curator - is one of the managers of top management, which put son the results of the evaluation of the diary. Previous tests with the highest scores fall in the reserve for the nomination.

On average, the selection of one candidate in the U.S. spent up to 16-18 persons. / H, in Japan - up to 48 persons. / Hr.

German

In Germany about 700 consulting firms, assisting organizationswith the selection of candidates. The most important source of new personnel are also colleges and universities with which many firms have close ties.

In this selection procedure is fairly well thought out. To determine the extent to which the applicant for the position of the master, for example, spent 3 hours used for the supervisors will need one day, and for senior management - two or three days. In assessing the competencies of the applicant within three days use threemethodological procedures that apply in the Evaluation Centre in Kazakhstan.

The first consists of five business games. The results of each of the games are evaluated in points. In the first game of business the applicant is invited to perform some administrative actions, the subject for 2 h should become familiar with a certain number of instructions, orders and other official papers, assess the situation and make the right decision. In conclusion, it is carried out with a detailed interview. The second role play involves discussing issues in small group. Offers a variety of situations related to future work. The essence of the test is to evaluate the ability of participating in the discussion of the hourly work in the managerial group. The third business game is designed to assess the adoption of candidate solutions to the problem under discussion. For 30 minutes, the subject has to decide on issues such as pricing, production of goods, investments, loans, etc. The fourth business game offers to applicants to prepare a few letters different content, such as denial, cancellation of an earlier decision, unpleasant information, etc. In the fifth game business group of applicants is preparing a draft of some areas of manufacturing. The preparation of the project is given 1 hour to report on the project - for 10-15 minutes. Evaluate the work of experienced experts. The second procedure involves the solution of psychological tests to identify applicants in general and verbal abilities, as well as the ability to assess others. The third procedure involves the assessment of each subject, his band mates. For this assessment determine which of two types - a leader or a colleague - is the applicant.

To solve the problem of recruiting personnel department must deal first with the planning staff, which takes into account all the tasks of the enterprise in both the short and long term. After planning personnel selection begins. To improve the recruitment department of personnel required to work more efficiently withuniversities, colleges, high schools. It will prepare professionals and workers for the company. In turn, HR professionals need to track the most promising students with whom you can sign a contract.

Conclusion

selection staff candidate

In conclusion i can say that the reception of a suitable candidate for a job is an important and responsible task of management of the enterprise or organization.

At the present time when our economy went to the market development path, it is necessary not just to fill the staffing and pick it up so that the adopted person worked most effectively, since it affects the profits. And to make it possible only if an objective assessment of the candidate, not only his skills, but also, and perhaps that is even more important, the psychological side. Because if we do not lived out in the team can go down the drain work throughout the administrative unit, which then negatively affect the performance of the whole organization. It is therefore necessary to conduct a psychological analysis of personality hiring in order to identify its individual characteristics. Of course, the important factor is the competence of personnel services. That depends on it, how much will be assessed objectively or that candidate, which could then affect the company's activities and, ultimately, on their own salary.

A comprehensive selection system may consist of the following methods: Pre-selection (analysis of information about the candidate, as contained in the summary, the standard form and a preliminary evaluation of the interview), and collecting information about the candidate from other people, personality questionnaires, tests of intelligence, special abilities, interests, professional, and simulation tests, etc., group selection methods, expert opinions, interviews / interview.

You must use a range of different methods for the selection, because none of the methods alone does not provide complete information on the basis of which to make the right decision about hiring.