self the luxury of identifying and selecting those which meet the needs of the organization. This selection process should provide as much reliable and valid information as possible about applicants so that their qualifications can be clearly matched with job specifications. The information gathered from applications and interviews must be reliable and valid, clearly job-related or predictive of success on the job and free from potential discrimination. The interview is an important source of information about the job applicant. It can be unstructured, wherein the interviewer is free to pursue whatever approach and sequence of topics that might seem appropriate or structured where each applicant receives the same set of questions, which have preestablished answers. Regardless of the technique chosen, those who conduct interviews should receive specialized training with interviewing methods. This gives the Human Resource manager the most relevant information for making a knowledgeable decision about which applicant will fulfill the needs of the organization. In filling job openings above the entry level an employer usually finds it advantageous to use transferring and internal promotions. By recruiting from within, an organization reward employees for past performances and send a signal to other employees that their future efforts will payoff, while capitalizing on previous investments made in recruiting, selecting, developing, and training its current employees. Today organizational operations cover broad areas and require continuous training for effective job performance, evolutions in product areas, and corporate growth. In order to have effective training programs organizations can utilize a systems approach. Key areas of this approach include needs assessment, program design, and evaluation. Needs assessment begins with organizational analysis. Managers must establish a context for training by deciding where training is ne...
