Methods of Collecting Data in HRM

The process of personnel infusion includes examination of face-to-face and professional qualities of a prospective employee in order to determine his/her abilities to conform to to the requirements of unrivalled or another position. As a rule, personnel selection is a long and costly procedure, thats why in umteen organizations it is performed in several stages. The first stage usually involves collection polar data about the candidates for the opening. There are some popular methods, which serving to gather such information for further analysis.The first group of the methods includes collecting information about candidates personal qualities and experience. Overwhelming absolute majority of organizations asks the candidates to submit their CVs, to fill special forms or application blanks, which can get out the employers with all requirement biographical information about potential employees. Besides, one of the most effective and popular methods to examine personal quali ties, appearance and responses of a candidate on different situations, is interview. This method is very flexible and informative. But, at the same time, it is usually hard to avoid subjectiveness when using this technique.The due south group of these methods includes different tests, which are mostly directed on examination of professional qualities of candidates. Personality test is a method, which allows to measure personal qualities of a candidate in relation to the requirements of the workplace. A number of aptitude and cognitive abilities tests give opportunity to measure mental abilities and intellectual level of the applicants. much(prenominal) tests as physical abilities test and work sample tests help to celebrate physical readiness of a candidate to perform one or another job.Effectiveness of the above mentioned methods depends, first of all, on the specificity of the job, as sound as on mission of the organization. If the job is connected with physical activity, han dle a worker or a loader, then physical qualification or work sample tests can be effective. If an employer is primarily implicated in personal qualities of a candidate, such methods as interview or personality test can give the best results. Besides, it is always necessary to keep in mind that the information collected with the help of the tests or interviews can be subjective to some extent, because it is hard to avoid subjectivity in any evaluation, made by a human being.Bibliography effect Selection Overview. (2001). HR-Guide. Human Resourse Guide on Internet. Retrieved November 12, 2006, from the World Wide meshing <http//www.hr-guide.com/data/G300.htm>.