Berman Executive Summary

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It is agreed, that one of the most important factors in managing a business is hiring the right people. This process is usually conducted by the floor manager, but over the years, the role has expanded to individuals in the human resource management sector. This causes a great deal of pressure for these individuals because if they hire an incompetent employee, the organization can encounter major losses. In The Human Resource Management in Public Service textbook, Berman dedicates an entire chapter on the selection process. He focuses on the bases and origin of selection, how administrative selection has varied over time, the four screening phases, and the initial reviewing, testing, and interviewing process.
Berman begins by giving us …show more content…
This is because there is a lot of required knowledge that goes into picking the right candidate for a specific job. The first theme that was noticeably recurring is the idea of technical merit versus internal and representativeness consideration. This topic causes a lot of conflict within the public sector. This is because each category of employees can bring positive attributes to the company, and each employee can bring negative attributes to the company as well. Hiring merit-based employees can bring the company a new skill-set and high enthusiasm for the job. In contrast, hiring a new employee can cause the business to downfall through laziness and incompetent job performance. Hiring an individual that is internally-based could save the company money from having to train the employee and, in addition, the company is already familiar with the job performance of this employee. In contrast, hiring internally could cause the company to decrease because that employee could not have the specific skills for the new job and/or the employee is not bringing anything new to the company. The second recurring theme is that the entire selection process has changed. One way this process has changed is through the required qualifications of potential employees. Qualifications for employment have become stricter and more focused on the job. Another way that this system has changed is through the specific duties of the …show more content…
He starts by giving us the bases and origin of selection, how administrative selection has varied over time, the criteria managers look for, the four screening phases, and the initial reviewing, testing, and interviewing process. This review does a brief analysis of these concepts. By knowing the origin of selection and how it has progressed over time helps businesses improve their overall method of selection. In addition to knowing the origin of selection, Berman emphasizes the use of organization. He stresses that in order for any selection process to be successful, it is important for the person doing the selecting to be as organized as possible. Some of the factors that come along with being organized are knowing what qualities you want the person to possess in order to fulfill the basic needs of the job, who to interview, and what type of questions to ask. Berman covers all of these factors but he neglects to discuss the biases that may come along with the selection process. This document discusses those biases and recommends suggestions on how to fix them. This document also analyzes a specific public sector organization, Southern Illinois University, to provide ways in which these suggestions could be implemented. The selection process has a very important role in the public sector. It deserves the time and dedication to
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