Mrs La vita

Mrs La vita 03.09.2019
 Mrs La vita Composition

COVER PAGE

SCHOLAR NUMBER: 36683418

NAME: WENDY LA VITA

COURSE CODE: PCY 4807/101

HONOURS: INTERNAL ASSESSMENT

PROJECT N0: 05

TITLE: EVALUATION IN AN COMMERCIAL CONTEXT

Articles

Section A……………………………………………………………………3 Introduction………………………………………………………………... several Five Primary Competencies…………………………………………………... three or more The process to appoint a suitable candidate ……………. ………………4 Situational tests…………………………………………………………. 4-5 Personality Assessment……………………………………………………5 Interest Measures…………………………………………………………. 5 Realization …………………………………………………………………5 Section B……………………………………………………………………. 6th Assessment…………………………………………………………………. six Competencies………………………………………………………………. 6 SDS Scores…………………………………………………………………. 6 Persona Profile……………………………………………………….. 6-7 Areas of Development…………………………………………………….. 7 Conclusion…………………………………………………………………. 7 References…………………………………………………………………. 8

2

SECTION A

Introduction

Section A contains an essay in which the analysis measures in the selection process of an applicant to get the position of accountant is usually critically discussed. The focus location in this task will be the use of personality analysis in aiming an applicant's personality with the requirements with the job because accountant. I will discuss this from my perspective as an employee of the recruitment company. The objective of the assessment is to fill the vacant placement of accountant at a business. Tutorial letter101 PYC 4807 (2012) Primary competencies which usually accompany the role of accountant

To get the position of accountant I have selected this competencies depending on the Situation Certain Evaluation Expert competency style developed by Dr PJ Erasmus according to Tutorial notice 101 PYC 4807 (2012)

Five Key Competencies:

1 . Conceptualisation: To be able to see the whole concept and to predict the outcome. It calls for sound judgment and no verbal thinking. In the position of scrivener the person will have to be able to see the entire accounting process in general and be able to produce adjustments and deductions accordingly. 2 . Observance: The person needs to understand characters and be notify and attentive. 3. Memory space: The prospect must have great recall ability and be able to keep in mind information.

four. Advanced Calculations: The individual has to be able to compute figures that happen to be complex and advanced.

your five. Clerical: The person should be able to operate a systematic method and to organise information organized and have the insight to select relevant information. Article letter 101 PYC 4807 (2012)

three or more

The process to appoint a suitable candidate

First of all a Job Information for the position of accountant will be drawn up in order to assess the suitability of the candidate. Inside the job information the responsibilities and obligations, competencies and requirements with the position will be explained. Guide letter 101 PYC 4807 (2012)

The candidate will probably be selected after having complied with the collection criteria depending on the following selection process according to Tutorial notice 101 PYC 4807 (2012) 1 . C. V. Testing: as the personnel consultant I will examine whether the candidate has the necessary qualifications to match the job description. 2 . Research Checking: referees will be phoned and asked to submit written on sources for the candidate to ensure the validity with the references. several. Short list: suitable candidates will be short listed based on the outcome of the previous two steps.

some. Interviewing: prospects who will be competent to fulfill the part of accountant will be interviewed.

5. Internal Assessment: the candidate will probably be required to experience a Psychological assessment in order to assess the individual's personality and get regarding how the person functions while an individual. A single will also be capable of identify the strongest and weakest points of the prospect and how anyone relates to others and the do it yourself. ( Foxcroft, Roodt 2009)

The function of situational, personality and interest procedures in the selection process For the...

References: Situation Specific Analysis Expert competency model produced by Dr PJ Erasmus

according to Guide letter 101 PYC 4807 (2012)

Guide letter tips PYC 4807 (2012)

three or more

4807 (2012)

The prospect will be picked after having complied with the selection standards based on

the subsequent selection process according to Guide letter info PYC 4807 (2012)

one particular

to others as well as the self. ( Foxcroft, Roodt 2009)

The role of situational, personality and fascination measures in the selection process

will be used, 360 level competency is definitely advisable. (Foxcroft, Roodt 2009)

Situational Checks to be used:

Reliability and validity examination will be done on the examination to ensure quality

(Foxcroft, Roodt 2009)

procedure will be solved. (Foxcroft, Roodt 2009)

Personality Assessment

Roodt 2009)

Curiosity Measures

Interest scores displays an individual's choices for performing certain occupations (Isaacson

and Brown, 1997) cited in Foxcroft & Roodt 2009

important curiosity fields. According to Netherlands (1997) offered in Foxcroft & Roodt 2009,

you should strive for convenance between hobbies and work place.

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