Selection tools are used by employers to determine if a potential new hire is the right person for the job. Selection tools in essence separate the good from the bad. Selection tools weed out potential employees that have great strengths and will become assets to the organization from those with great weaknesses and will not become assets. Four of the most common selection tools include: previous work history, drug testing, background checks, and interviews.
Previous work history is a list of past employers complied by the potential new hire. This list serves a very important purpose. Previous work history shows an employer three things, one being that you have the skills needed to perform the tasks asked of you, secondly that you are not a "job hopper," and lastly why you left your previous position.
[...] Organizational effectiveness paper Organizational Effectiveness Organizational effectiveness is the very foundation of a successful business. Success is deterred by factors that improve efficiency and productivity without removing energy or effort from the group. Police organizations are tightly structures bureaucracies. They are often modeled after military organization. Police organizations and many other businesses in the criminal justice field believe that success is gauged by the type of employees. Finding the right employee is a task in itself. Finding the Right Employee Selection tools are used by employers to determine if a potential new hire is the right person for the job. [...]
[...] The interview process will be able to determine if this potential new hire will better the organization. During the interview the interviewer can ask the potential new hire about customer service and customer complaint resolution Questions about age, sexual orientation, race, ethnicity, and other personal questions however are not legally permitted. Ensuring Fair Work Practices by Implementing Affirmative Action Policies It is important to ensure equal opportunity for all individuals who enter into an organization. By abiding by the Federal law standards, an organization can remain out of the courtroom for unequal standards. [...]
[...] Retrieved January from http://www.now.org/nnt/08-95/affirmhs.html. Whisenand, P. M., & Ferguson, R. F. (2009). Managing police organizations (7th ed.). Upper Saddle River, NJ: Prentice Hall. White, Gary. (2007). Job Applicant? Expect a Drug Test. Retrieved January from http://www.theledger.com/article/20070206/NEWS/702060387?Title=Job- Applicant-Expect-a-Drug-Test. [...]
[...] Organization is an important aspect to planning, sports, and everyday life. Without proper organization plans fall apart, teams lose the game, and life has a high likelihood of becoming hectic. To further indulge of the organization of purpose for a police department or any other law enforcement agency is through the two units: operational units and administration units. The duties of Operational units are to provide direct assistance to the people of the community and include such police units as patrol, criminal investigations, and vice. [...]
[...] Appointing a committee to oversee the Federal standards will guarantee the organization will follow the standards and will address any concerns employees may express. It is understandable that some employees may be concerned about implementing such policies within the organization. Such issues or concerns that may include reverse discrimination may arise. The appointed committee members must reassure employees that any discrimination is against policy. The phrase Affirmative Action refers to set of public policies and initiatives [are] designed to help eliminate past and present discrimination based on race, color, religion, sex, or national origin.” (Sykes pg. [...]
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