Ivey †Development of a Multi-National Personnel Selection...

I. EXECUTIVE SUMMARY Description of company in general terms and its business areas, key players and their roles, and relevant time frame of the case. ComInTec AG Co (ComInTec) is a world leading industrial company with administration, sales offices and production plants in various regions in the world.1 The owner of the company, Peter Koenig, wants to have a new personnel selection system to be developed to fill 25 middle management positions in the Asian-Pacific (APAC) region2. He prefers to have a standardized personnel selection system which works everywhere (i.e. something that is ‘’applicable cross-nationally and cross-regionally’’ 3). This means that is should be specific in one country, but that it should also work in other†¦show more content†¦It is a strength that they considered the job requirements (dimensions)15 and that they are going to use a back-translation technique, since this can be favorable in a cross-cultural context.16 In addition, the personality test (big five) is something which can contribute in the selection system. Lastly, the idea of a standardized interview in the second tier is something which I believe is important. If you standardize your interview it will be easier to measure and compare which enable to choose in a consistent and fair manner. Also, as Conway explains it, a standardized interview is much more reliable than a non-standardized interview (measured by the so-called Meta-analysis17). Shortcomings first of all, I was shocked that Mueller had an attitude as: ‘’we need to pick the right person, not satisfying candidates’’18. Of course you need to select the right person, but the selection system should also be seen as a socialization process for the applicant in the organizational culture. It will affect their thoughts, attitudes and behaviors about and towards the company. If the applicant does not pass for example one of the last rounds, that does not always have to mean that the applicant does not fit in the company, maybe he or she is interested in another vacancy within the company where he or she does fit. To see it from an ethical perspective as well as thinking in long-term, I would recommend including feedback or a question period for the applicantsShow MoreRelatedKeda Case Study5940 Words   |  24 Pagescertain names and other identifying information to protect confidentiality. Richard Ivey School of Business Foundation prohibits any form of reproduction, storage or transmission without its written permission. Reproduction of this material is not covered under authorization by any reproduction rights organization. To order copies or request permission to reproduce materials, contact Ivey Publishing, Richard Ivey School of Business Foundation, The University of Western Ontario, London, OntarioRead MoreProject Managment Case Studies214937 Words   |  860 Pageson acid-free paper. @ Copyright O 2006 by John Wiley Sons, Inc. All rights reserved. Published by John Wiley Sons, Inc., Hoboken, New Jersey Published simultaneously in Canada No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without either the prior written permissionRead MoreFundamentals of Hrm263904 Words   |  1056 PagesL. Verhulst Des Moines Area Community College Ankeny, IA John Wiley Sons, Inc. Associate Publisher Executive Editor Senior Editoral Assistant Marketing Manager Marketing Assistant Production Manager Senior Production Editor Freelance Development Editor Senior Designer Interior Design Senior Media Editor Senior Photo Editor Production Management Cover Design Cover Credit George Hoffman Lise Johnson Sarah Vernon Amy Scholz Laura Finley Dorothy Sinclair Sandra Dumas Susan McLaughlin KevinRead MoreCustomer Relationship Management20711 Words   |  83 Pagesquestions which are explained in section 1.5.
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