Tuesday, March 17, 2020

Discussion Board Reply Example

Discussion Board Reply Example Discussion Board Reply – Coursework Example Discussion Board There is no doubt that the process of hiring is a complicated one and various aspects have to be kept in mind to accomplish the purpose of hiring (Barnham, 2001). Interestingly, you have talked about ‘staffing need’ right in the start of the document; an aspect that is most often ignored. Of course how is it possible for an organization to choose the appropriate individuals if it ignores its needs. The assertion that employee referrals often have the best results raises a few questions in my mind. Isn’t it a fact that referrals can sometimes affect the ongoing process of recruitment, which is based on the idea of merit? In my opinion, if a job opportunity is advertised, the activity of exploring referrals for the selection of candidates should be stopped. On the other hand, if referrals are to be used for hiring purpose, a job should not be announced before the public (Aamodt, 2012). Merit demands that candidates are given equal opportunities and for this reason selecting candidates through referrals and through open advertisements should not be done simultaneously. It is interesting to note that you have talked about the fact that interviews need to follow a certain structure. A pre-designed structure of interview questions has many benefits. This is essential to ensure that all interviewees are subjected to a similar set of questions, since merit demands that evaluation of candidates be carried out on similar grounds. This appears to be more in alignment with the ethical standards that demand that individuals be treated in a fair manner.ReferencesAamodt, M. (2012).  Industrial/organizational psychology: An applied approach. Cengage Learning. Branham, L. (2001).  Keeping the people who keep you in business: 24 ways to hang on to your most valuable talent. AMACOM Div American Mgmt Assn. Discussion Board Reply Example Discussion Board Reply – Coursework Example DISCUSSION BOARD REPLY al Affiliation) mate thread on Taguchi Method The mate found the method Taguchi developed to be interesting in that he challenged the traditional approach in design of experiment by claiming that the design stage is where the most of the quality of products and services is determined.The main advantage of the method as brought out by the classmate in discussion is worth considered as it emphasizes on the mean performance characteristic values, which are close to the target instead of a value that is within specified limits. This makes the method improve the quality of product. The method hence becomes easy to apply in most engineering situations (Wu results obtained are only considered relative and do not indicate exactly show the parameters that has the highest effect on the performance characteristic value was not considered by the classmate. The method that was chosen also does not test all the combinations that the variables have due to orthogonal values. The method has also been seen to have a limitation of being offline and this makes it inappropriate for the processes that are always changing such as simulation studies (Harris, 2008). The difficulty that was brought about by the classmate was right as Taguchi methods have been criticized by users in literature difficulty that it has on accounting for interaction between the parameters. The method mainly focuses on designing quality rather that making correction on qualities that are poor. This makes them applied at early stages of development processes (Bendell, 2009). The hybrid approach provided the decision makers with the risks and benefits associated with selecting a supplier. The risk and benefit factors are then analyzed to determine relative importance and are used to compute a score.ReferencesBendell, T. (2009). Taguchi methods. London [England]: Elsevier Applied Science.Harris, N. (2008). Special issue on Taguchi methods. Chichester, Sussex, England: Wiley & Sons.Wu, Y., & Wu, A. (2000). Taguchi Methods for robust design. New York: ASME Press.

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