Civil Engineering Research Association Situational Judgment

Question: Describe about the Civil Engineering Research Association for Situational Judgment. Answer: Selection methods and minority representation in CERA Civil Engineering Research Association (CERA) is an organization that is associated with the infrastructural programs for present better infrastructural projects. Henry et al. (2014) depicts that this association values the betterment of the society and thus researches on the longevity of the architectural project they accomplished. Moreover, they have also taken initiatives for increasing the representation of Aboriginal people in its workforce. The concerned organization has adopted two methods for selecting their candidates- Situational Judgment Tests (SJT) and Online Recruitment procedure. In this assignment, the job category that is taken into consideration for this assignment is Geotechnical engineering, where the professionals investigate the engineering behavior of earth materials. Situational Judgment Tests (SJT) Weekley and Ployhart (2013) defines that Human resources selection techniques vary with the organizational culture and its demand for achieving the goal thus selecting effective working personnel requires a wise hiring decision. In Situational Judgment Tests (SJT), CERA asks the candidates to depict their opinion on how they will respond to some formulated hypothetical situations. Whelpley et al. (2015) illustrated that for instance, the candidates is asked to represent the best knowledge of soil mechanics and rock mechanics regarding with a construction project in Queensland. Sharma et al. (2013) further affirms that HR of the concerned organization will be able to assess their ability to investigate subsurface conditions and materials along with the physical/mechanical and chemical properties of these materials. Recruiting suitable indigenous people for this job designation will be beneficial for CERA as they can communicate with the colleagues efficiently and work together for achieving the organizational objectives. These aboriginal people do not have to learn about the culture of the nation and the organization. Henry et al. (2014) also stated that the education provides to every nation and the level of the concept taught to them varies with the country. Thus, in the Situational Judgment Tests, these non-aboriginal candidates may not fulfill the expectation of the human resources, who are looking for the best candidates for their civil engineering association; thus, the recruitment of the aboriginal employee can be advantageous for the organization. For instance, if the CERAs human resources ask them to depict their opinion on the fault distribution andbedrockproperties to gain an understanding of the area. It is important to assess their ability about the risks of the environment like- earthquakes, soil liquefaction, rock falls,landslides andsinkholes so that the infrastructural projects can be accomplished hassle free. In addition to that, Slaughter et al. (2014) states that in this recruiting process, it is effortless for meeting compliance and customers requirements as the native employee can effectively communicate with the locals about their opinion and demands. In this way, candidates can better define their perception to the human resources and it will be beneficial for shaping public and industry policy. Online Recruitment Procedure The other recruitment procedure is the online recruitment procedure, where job seekersgo through the applications or curriculum vitae (CV), through e-mail or internet protocol. Bauermeister et al. (2012) mentioned that CERA implemented this method of recruitment so that they can evaluate the candidates knowledge and friendliness towards the modern digital technology. However, Brandon et al. (2013) criticizes the recruitment procedure by stating that some of the suitable candidates are rejected who do not have much interaction with the internet and modern technology. Moreover, Gliddon et al. (2015) also affirms that as the network availability is not the same due to which some suitable candidate do not apply their CV to the organization and the organization hence miss out that candidate. In this case, recruitment of the aboriginal candidates will be beneficial, as they know the organizational digital technology. RoyChowdhury and Srimannarayana (2013) also depicts that even though they are not aware of the technology, training can be provided to them effortlessly. Recruiting through online, however, reduces the time spend for an interview but it requires extra expenses like the telephone charges, network charges and some amount to intermediary associations. Thus, spending those monetary amounts in the training procedure will be more effective for achieving organizational goals with the help of the Aboriginal employee. One of the crucial points that Glover et al. (2015) demonstrates that the recruiting indigenous people will it only useful for the organization but it will also improve the nations economic condition as it reduces the unemployment rate and help in expanding the talent pool among the working personnel. Slaughter et al. (2014) also, depict that the Aboriginal People are an obvious source of potential workers and they have the good business sense of the organization from the federal government perspective. Reference list Bauermeister, J. A., Zimmerman, M. A., Johns, M. M., Glowacki, P., Stoddard, S., Volz, E. (2012). 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Situational Judgment Test Validity: A Matter of Approach. InAcademy of Management Proceedings(Vol. 2015, No. 1, p. 16775). Academy of Management.