Internal selection Introduction Internal selection refers to the

Internal selection

Introduction • Internal selection refers to the assessment and evaluation of employees from within the organization as they move from job to job via transfer and promotion systems. • It is significant for the organization , because it motivate valued employees.

Internal Assessment Methods • Skills inventory • Peer assessments • Self-assessments

Initial Assessment Methods • 1 - Talent management system : A major problem with internal selection is finding out which employees have the desired skills. This is where talent management system comes into play. One of goals of this system is to facilitate internal selection decisions by keeping an organized, up to date record of employee skills, talents and capabilities.

Initial Assessment Methods • 2 - Peer assessments: Assessment by peers or coworkers can be used, it rely on raters who are very knowledgeable of the applicants’ KSA due to their day to day contact with them. • 3 - Self-assessments Employees asked to evaluate own skills. Employee’s supervisors need to ensure that employees are realistic in their selfassessment.

Substantive Assessment Methods • • Seniority and experience Job knowledge tests Performance appraisal Interview simulations

Substantive Assessment Methods • 1 - Seniority and experience • Employees typically expect promotions will go to most senior or experienced employee. - they are different: - seniorities is the length of service ( e. g. 20 years in one job). - experience ( e. g. 20 years with many jobs and positions). • Relationship to job performance – Seniority is unrelated to job performance – Experience is moderately related to job performance, especially in the short run

Substantive Assessment Methods • 2 - Job knowledge tests • Job knowledge includes elements of both ability and seniority • Measured by a paper-and-pencil test or a computer • Holds great promise as a predictor of job performance – Reflects an assessment of what was learned with experience – Also captures cognitive ability

Substantive Assessment Methods • 3 - Performance appraisal v A possible predictor of future job performance is past job performance collected by a performance appraisal process v Advantages – Available – They offer a very complete look at the person’s qualifications for the jobs.

Substantive Assessment Methods • 4 - Interview simulations – Role-play: Role-play candidate must play work related role with interviewer – Fact finding: finding candidate needs to solicit information to evaluate an incomplete case – Oral presentations: candidate must prepare and make an oral presentation on assigned topic