Tuesday, February 18, 2020

Police Recruit Applicants Report Term Paper Example | Topics and Well Written Essays - 2000 words

Police Recruit Applicants Report - Term Paper Example All the interviewers gave a varied assessment of the integrity, emotional stability and professionalism. Interviewer A rated her as very good on this aspect, interviewer B concluded that she is good while interviewer C felt convinced that Summerton can only be rated as average on the three aspects. This demonstrates that the applicant can be correctly described as good in terms of professionalism, integrity and emotional stability. Summerton has a good knowledge of laws, regulations, policies and procedures according to the three interviewers. Furthermore, her analytical and reasoning skills are good as rated by two of the three assessors with the other rating her as very good. Summerton is good in community and team relationships except for one assessor who rated her as average. Given the opinion of the majority, Summerton can be described as being a good team player and having good community relationships. The interview also assessed one’s oral and written communication skil ls. On this aspect, Summerton was rated as good by two out of the three interviewers while the other rating her as average. Given the opinion of the interviewers, Summerton can be rightly described as having good communication skills. ... She can also be described as of average personality when it comes to being helpful, sympathetic towards others and cooperation. Despite the above admirable personality traits, Summerton has a low degree of sociability, talkativeness and assertiveness. The information provided by Summerton was authenticated by the referees and employers checks as true. Moreover, she was cleared by the ethical standards division. The second applicant for police recruitment post was a male named Thomas Garrigan. He is aged 27 and has previously worked as a retail assistant for two years and as a nurse for a year. Upon completing his high school, Thomas pursed a degree in Science and a Bachelor in Nursing. He is rated as good in terms of integrity, emotional stability and professionalism. He is also very good in terms of knowledge of laws, regulations, policies and procedures. He has good analytical and reasoning skills according to the majority of interviewers. His written and oral communication skill i s also good and is a good team player. Thomas is physical fit and had high achievement on the beep test. When it comes to major personality traits; Thomas is highly disciplined, result oriented and organized. Thomas is averagely a helpful person, sympathetic to others and cooperative. He also has an average ability of controlling his impulse, anxiety and emotional stability. Furthermore, he can be described as having average socialization skills. He is also averagely an assertive and talkative person. Thomas is not curious to learn new ideas and try new things. He has been influenced by his father who is presently a Senior Sergeant in charge of Morryvale Station. Thomas is a sincere gentleman with all the

Monday, February 3, 2020

Module 11 #495 Assignment Example | Topics and Well Written Essays - 250 words

Module 11 #495 - Assignment Example They base their work performance on procedures and activities rather than the end product. That is they don’t focus on what is being delivered but rather on the efficiency. Additionally, HR does carry out as a form of defensive measure rather than encourage and measure productivity (FAST COMPANY). I believe that one of the underlying causes of the shortcomings of annual appraisals is focusing on a person when doing assessment. Most of the HR assessment focuses on individual characterization such personal traits like commitment and knowledge (James, 2014). Inasmuch as these factors may contribute to performance, they are not a measure of the actual performance. Thus replacement of performance appraisal with ‘personal’ appraisal results into uncalculated deductions from the assessment. Additionally, non-data-based assessment has denied annual performance appraisal its core purpose. Most performance appraisals rely on the memory of the HR staff completing the assessment. They tend to run away from pre-populating the forms with data to inform their decisions on performance. Thus the result of the assessment remains fuzzy and subjective (James, 2014). Besides, I believe lack of accountability on the side of the appraising officers contributes (James, 2014). The HR man agers are not measured or put to task for providing accurate feedback. They are normally chastised for completing the job late but the mistakes committed or half-assessed job done ignored. This results into shoddy work done on their side. In my attempt to be more effective in carrying out performance appraisals, I will focus on the performance of an individual rather than his/her personal character. This will prevent the risk of replacing performance appraisal with personal appraisal. Assessing the very performance also facilitates management of not only the activities and procedures but also what the activities and procedures deliver (FAST COMPANY). Besides, I will take the assessors to task