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    Manpal Singh Julka ੴ
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    The document presents a multinational personnel selection system developed by a team. It discusses the strengths of the rigorous multi-stage system, including skills testing, references checks, and behavioral evaluations. However, it also notes weaknesses such as the lengthy and costly process, lack of feedback, and lack of consideration for cultural differences. Long-term implications of these weaknesses include an unstable organization with low morale. The document recommends either outsourcing the selection process short-term or solving team conflicts long-term to develop the best selection procedure for the company.

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    The document presents a multinational personnel selection system developed by a team. It discusses the strengths of the rigorous multi-stage system, including skills testing, references checks, and behavioral evaluations. However, it also notes weaknesses such as the lengthy and costly process, lack of feedback, and lack of consideration for cultural differences. Long-term implications of these weaknesses include an unstable organization with low morale. The document recommends either outsourcing the selection process short-term or solving team conflicts long-term to develop the best selection procedure for the company.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
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    Download as pptx, pdf, or txt
    16 views6 pages

    Group No 2

    Uploaded by

    Manpal Singh Julka ੴ
    The document presents a multinational personnel selection system developed by a team. It discusses the strengths of the rigorous multi-stage system, including skills testing, references checks, and behavioral evaluations. However, it also notes weaknesses such as the lengthy and costly process, lack of feedback, and lack of consideration for cultural differences. Long-term implications of these weaknesses include an unstable organization with low morale. The document recommends either outsourcing the selection process short-term or solving team conflicts long-term to develop the best selection procedure for the company.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    of 6

    DEVELOPMENT OF A MULTINATIONAL

    PERSONNEL SELECTION SYSTEM

    PRESENTED BY

    ABINAV SIVARAMAN S
    ANSHUL AGGARWAL
    BRIJAL KAMANI
    DEEPIKA VIJ
    KOPAL BAJAJ
    Strengths of recently developed selection
    system
    • A rigorous system with many stages.
    • It provides an open forum for evaluation.
    • References are used to filter out the cheaters and
    imposters.
    • Along with the skill and knowledge test, behavioral
    aspects of the candidate are also evaluated.
    • Transparency for the candidates to increase their
    acceptance and understanding.
    Weakness of recently developed selection
    system
    • Lengthy process of evaluation
    • High cost incurred during the process
    • Salary – Role players/observers
    • Training
    • Video taping
    • Language/ professional translators
    • Psychologists
    • No feedback available
    • No consideration of cultural differences
    • Small v/s large power distance
    • Masculinity v/s femininity
    • Weak v/s strong uncertainty avoidance
    Long time implication of the weakness
    • Strong uncertainty avoidance
    • Increase in cultural differences
    • Unstable organization
    • Role ambiguity
    • Low morale
    • Job dissatisfaction
    Recommendations
    • Option 1: Outsourcing
    • Option 2: Replicate the model used by other company
    • Option 3: Solving team conflicts

    For short term, the company can go for


    option 1 – outsourcing it to external agents

    For long term, the company can go for


    option 3, solving the team conflicts

    And hence coming up with the best selection procedure for the
    company.
    Thank You!

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