Evaluation Criteria Paper

Evaluation Criteria Paper

Taylor Transit is a company that is growing rapidly. The company must analyze the resources and capabilities of the company to look for the right tools that will provide potential benefits and competitive advantages in human resources. The new approach should include the selection of effective tools that help human resources during the expansion process and the criteria that will be beneficial in thehuman resource practices. The intent of the paper is discussing the implementation of specific HR tools such as employee selection test, Human Resource Information System (HRIS), successful planning, and the evaluation of the criteria for each tool selection.

Human Resource Criteria Identification

Identify and establish which is the most appropriate criteria is fundamental because it allows the implementation of new human resources procedures. The following explain the criteria for each of the following tools:

Human Resource Information System (HRIS)

For Taylor Transit implementation and use of HRIS is of great benefit because it helps to increase the effectiveness of human resources assets as well as provide guidance. The criteria will be based in the necessity of having a good HR information system in where the company will be able to keep information concerning to each employee and any other related

HR information such as employees evaluation, disciplinary actions, rewards, and trainings within the organization.

The "HRIS technology supports strategic planning through the generation of labor force supply and demand needs, requirements and forecasts" ( Lippert & Swiercz, 2005). This tool will be very useful for the company; given that the company is expanding it is important to have a system that allows Taylor Transit to have a solid database to track data 8,000 employees in order to help in the planning and execution of the company objectives.

Selection Test

The adequate selection test for the company is important because allow identifying the right candidate since the beginning of recruitment process. The recommended tools for measure the candidates are the cognitive aptitude and the ability tests. "Cognitive aptitude and ability tests are among the most valid predictors available to organizations" ( Terpstra, 1994). The criteria in the selection of these tools are because the cognitive aptitude test measure the candidate mental capabilities as well their reasoning and communication. On the other hand, the ability test will help to predict the performance of the employee within the company. Besides the background and the experience of the candidate, for the company will be useful make a thorough assessment in order to have the best candidates within the