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COURSE TITLE:
HUMAN RESOURCE MANAGEMENT
ZB6533
QUESTION:
HOW DO YOU MEASURE THE COMPETENCIES OF THOSE WHO JUST COME
BACK FROM TRAINING
PREPARED FOR:
DR.IBRAHIM ZAHARI
PREPARED BY:
MINI ZANITA ZAKARIA
ZP00226
A. Merits
1. MADIS system provide fair chance to all candidates throughout the nation who
meet the minimum qualification to submit the application via online. Research
consistently shows that the average age of candidates using job sites is around
35 years old.
2. MADIS enable potential candidate to apply the job vacancy at any time since the
system can be accessed 24 hours a day, 7 days a week, as you desire.
3. MADIS also accelerate the process of selecting potential candidates who are
balance between academic and non academic through the resume submitted,
thus reduce the cost and time for selecting suitable candidate.
4. Employers have a better chance to know their potential candidate through their
soft skills.This can be accessed through leaderless group discussion. It occurs
when a leaderless group is given a discussion question and told to arrive at a
group decision while observers evaluate leadership ability, acceptance by group
and individual influence.
5. Individual presentations used to evaluate a participants communication skills
and his or her persuasiveness by orally presenting on an assigned topic. Thus
TNB can ensure the future employees TNB have the interpersonal skill which
assential for the organization.
6. Essey writing sesson is not only meant to test on ideas and writing skill but also
as a tools for graphoanalysis. It is usefull to discover persons needs, desires and
psychological makeup.
7. An Interview is a procedure designed to solicit information from a persons oral
responses to oral inquiries and through a Selection Interview the interviewer
can predict future job performance based on candidates performance in the
interview session.
B.Disadvantages
1. Not everybody adhere to the advertisement of the vacancy due to the system
MADIS is an internal system.
2. Through group discussion, presentation and debat, those who havent got good
balance of academic qualification and soft skills would be easily defeated.
3. Graphoanalysis test sometimes is not an accurate mesure because they are also
other background information needed to interprate ones personality.
4. Interview also not a good measure of selecting a candidate if there is problem of
inappropriate questions,premature judgment, interviewer domination, contrast
effect, and uncounciousness of interviewer on nonverbal communication.
Conclusion
TNBs selection process includes a package of not only academic excellent but non
academic performance and interpersonal skills. Thus selection methods are done in
a very well structured although there are some merits and demerits in it.
References.
1. http://madis.tnb.com.my
2. http://www.tnb.com.my
3. http//www,whatjobsite.com
4. http//www.doi.gov
5. R.Wayne Mondy(2009)Human Resource Management,11th.Ed.:Pearson
6. Gary Dessler(2003)Human Resource Management,9th.Ed.:Prentice Hall