Scribd
Upload
64 views

Members: Abion, Therese Angelu L. Morilla, John Mark N. Notario, Ronaden Mae M. Bpa 3B Case Solution

This document discusses a case solution involving the selection process of an organization. It provides 4 points in the case solution: 1. Adopting SMART goals to provide specific, measurable, achievable, realistic and timely goals for the selection process. 2. Implementing explicit and stringent orientation for all in the organization to provide clear direction and ensure competent applicants. 3. Establishing quality standards for job specifications rather than basing recommendations only on seniority. 4. Providing intense supervision of candidate training to improve efficiency, productivity and performance through familiarization and skill-building.

Uploaded by

Ronaden Mae Notario
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
64 views

Members: Abion, Therese Angelu L. Morilla, John Mark N. Notario, Ronaden Mae M. Bpa 3B Case Solution

This document discusses a case solution involving the selection process of an organization. It provides 4 points in the case solution: 1. Adopting SMART goals to provide specific, measurable, achievable, realistic and timely goals for the selection process. 2. Implementing explicit and stringent orientation for all in the organization to provide clear direction and ensure competent applicants. 3. Establishing quality standards for job specifications rather than basing recommendations only on seniority. 4. Providing intense supervision of candidate training to improve efficiency, productivity and performance through familiarization and skill-building.

Uploaded by

Ronaden Mae Notario
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 2

Members:

Abion, Therese Angelu L.


Morilla, John Mark N.
Notario, Ronaden Mae M.
BPA 3B

Case Solution:
In accordance to the case problem given, the following are our discussed case solution:
1. IDEA OF S.M.A.R.T in Organization
2. Explicit and Stringent Orientation in Organization
3. Quality Standard of Selection Process
4. Intense Supervision on the Training Status of Candidates

1. IDEA OF SMART
Dealing with different and inaccurate plans and goals in an organization that
handles the selection process in the candidates tend to be messy and confusing —
especially to those positions that handle this section. By setting goals, an agency or
organization will have an easy understanding with a target to aim for. A S.M.A.R.T goal
is used to help guide goal setting. S.M.A.R.T is an acronym that stands
for Specific, Measurable, Achievable, Realistic, and Timely. Therefore, a S.M.A.R.T
goal incorporates all of these criteria to help focus efforts and increase the chances of
achieving organizational goal.
Goals that are specific have a significantly greater chance of being
accomplished. To make a goal specific, the five “W” questions must be considered:
Who: Who is involved in this goal?
What: What do I want to accomplish?
Where: Where is this goal to be achieved?
When: When do I want to achieve this goal?
Why: Why do I want to achieve this goal?

2. EXPLICIT AND STRINGENT ORIENTATION IN ORGANIZATION

The election process itself is not the sole and main problem in this case, but also the
management. The outcome of the management is always based on who manages.
Implementing explicit and stringent orientation in an organization regarding selection
process plays a significant role of making the body fully oriented of what must be
practiced and done in order to achieve the goal in the organization.
If the body is oriented, there is a clear direction of vision and goals, therefore, the
selection process will also be effective. The candidates will also be informed regarding
the job specifications and measurements so there will be, indeed, competent applicants
during the selection process. The idea is just like a domino effect, there is a so called –
chain reaction.
3. QUALITY STANDARD OF SELECTION PROCESS
If there is no quality standard in the job specifications and only based on personal
views — as mentioned by the four head sections staff, obviously, there would be a
unfavourable outcomes and it will only cause confusion. There must be an exact and
specified call of requirements or specification in order to attain smooth, efficient and
effective selection process.
“When I think about it, I have made my recommendations on the basis of seniority. It
is the popular thing to do because everyone seems to expect succession on this basis.”
This statement of the section head shows poor decision making. The selection
process is now being complicated in the sense that the idea is becoming “unrealistic”
and “unfit.”

4. INTENSE SUPERVISION ON THE TRAINING STATUS OF CANDIDATES


Training is crucial for organizational development and success. It is fruitful to both
employers and employees of an organization. An employee will become more efficient
and productive if he is trained well. 

 New candidates who join an organization are given training. This training will help
them familiarize with the organizational mission, vision, rules and regulations and
the working conditions.
 Training improves efficiency and productivity of employees. Well trained
employees show both quantity and quality performance. There is less wastage of
time, money and resources if employees are properly trained.

Be a Competent Supervisor.
SEE YOURSELF AS A PROFESSIONAL ROLE MODEL.
Every supervisor/head needs to realize and accept that we are role models to
our supervisees. How we interact with them, how they observe us interacting with
others, how we speak about clients and colleagues -- each of these demonstrate
to supervisees what it means to be a manager, a supervisor, and a professional. 

You might also like