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Possible candidate for the job

Psychometric tests are used by Sainsbury’s to find out the skills and qualities of people applying for jobs, which benefits Sainsbury’s as it means that they can find appropriate people to work in certain areas and can find suitable staff. A psychometric test can also be used to measure intelligence and aptitude and aspects of the taker’s personality. Psychometric tests are used by a number of businesses all over the work and are used in the recruitment process to select the best possible candidate for the job.

After taking the psychometric test it shows that I am a good leader and that my personality involves being a strong ideological 33 + 23 + 21 leader and a participative leader, showing that I have good team skills, and am imaginative and strong-willed. This shows that I would make a good store manager, as on the Sainsbury’s website it says that store managers must “need to be adept at not only meeting performance targets, but implementing change and ensuring your close-knit team are always up to speed.

” This shows that I would make a good store manager as I am a strong leader, I am good with working with teams and I am

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good at implementing change. However, if I applied for the job now, I would not get it as I am only 15 years of age, and therefore too young. Also, I am in-experienced at working, as I have never had a job, which would mean that Sainsbury’s would not hire me as they usually hire people with past experience at the job they are applying for.

Moreover, the advantages of using psychometric tests include the ability to decide whether a person is suitable for a job through looking at their personalities and skills and deciding if they have the appropriate skills in order to fill the needs of the store. However, the disadvantage could be that people may not necessarily answer honestly, and could just answer how they feel Sainsbury’s will want them to, for example, a person might lie about certain things so that Sainsbury’s will find them suitable, when realistically they may not be.

This could result in Sainsbury’s losing money and customers, and ultimately not meeting their aims and objectives. Moreover, a psychometric test can be expensive to set up, and if Sainsbury’s end up not finding they right person for the job they could end up losing lots of money. In conclusion, psychometric tests are beneficial for Sainsbury’s as they can help Sainsbury’s find suitable people for the job, and find the best candidate. They can help to find people with the best suited skills and find people who will help Sainsbury’s meet their criteria.

Question 3 – Explain the different training (on the job and off the job) that is offered to employees at Sainsbury’s. Training is the process of improving and increasing knowledge and skills of the workforce, to help them do their job efficiently and to the best of their ability. Sainsbury’s offers two types of training for their staff, on the job and off the job. On the job training is the method of training employees at the company itself, and letting them see the job they are being hired for done first hand. Sainsbury’s uses this method mainly for checkout operators and store managers, jobs which do not involve as much skill as others.

Moreover, on the job training is the cheaper method of training staff, which is another reason why Sainsbury’s mostly use it for the less skilled jobs, because these jobs do not need as much skill, and therefore do not need much money to be spent on training the staff for them. However, Sainsbury’s will also use this method of training for the higher jobs in the hierarchy so that they can also experience their job first hand, and be trained to do the job specifically to Sainsbury’s needs. On the job training involves different things which the employees do, for example – job rotation, mentoring and job shadowing.

All of these help trainees to see how to do their job well and efficiently, and see how each person fits into the Sainsbury’s store way of working. Job rotation is when Sainsbury’s train staff to do a number of jobs, such a stacking shelves and working the checkout. This is mainly used for shop floor workers as because they are on the shop floor there is going to e lots of things which they will need to be doing. The advantages of job rotation is that it means trainees can learn to do a variety of jobs and can be more useful around the store, which will mean that Sainsbury’s can run more efficiently and smoothly.

However, a disadvantage of this is that it means if some staff, which are training the trainees, are not working very efficiently or doing their job well, they could end up teaching the trainees wrongly, and Sainsbury’s could end up losing money from unhappy customers and inefficient working. Moreover, Sainsbury’s also use the technique of mentorship’s to help train their staff. This means that they get staff which have been at Sainsbury’ for a long time, and are skilled and resourceful in doing their job, to train the trainees how to do their specific job well and to be competent.

This means that Sainsbury’s do not have to pay professionals to train the staff, but instead already have well-organised, and resourceful staff to train the beginners for them, which means that Sainsbury’s are being cost effective and can save money. However, the disadvantages of this is that the trainees might not learn everything they need to learn, or might learn the wrong skills if they get a bad mentor, or do not get along with their mentor. This could cause Sainsbury’s to make a loss, and lose customers if the store is not run efficiently.

An example of this is from the Sainsbury’s website,  saying “This will involve playing a central role in everything from providing leadership and coaching to managers and colleagues to reviewing in-store procedures and activity on an ongoing basis. ”, which shows how Sainsbury’s use staff to train and review other employees work and efficiency. Another method which Sainsbury’s uses to train staff on the job is job shadowing. Job shadowing is the approach of getting the apprentices to watch what other staff do on a normal day, and learn how to do their job through a “watch and learn” approach.

An example of this could be a trainee watching a checkout operator to learn how to use the till, or a trainee watching a store manager to learn how to deal with tricky customers. An advantage of this is this is that Sainsbury’s is saving money from using the staff they already have to train beginners instead of using professionals who could cost a lot of money, then again, Sainsbury’s could also make a loss from the staff who are training the new employees not training them properly and the new staff being ineffective.

Off the job training is the method of employees being trained outside of the business, in third party places such as other companies or colleges, or centres. They could also use apprenticeships at other places to train staff. Off the job training is used mostly for the jobs at Sainsbury’s which need more skill, such as managing.

An example of this is from  “Managers would also receive further training such as off the job training such as conferences in order to gain greater skills and knowledge”, showing how Sainsbury’s uses off the job training to expand on the skills for the more important jobs in their store. An advantage of off the job training is that trainees get to use better locations to improve their skills and become more efficient, which benefits Sainsbury’s as it means they can meet their yearly criteria and make a higher profit.

However, a disadvantage is the cost which could be quite expensive, and could lead to Sainsbury’s making a loss if the employees they train do not do their job as well as Sainsbury’s hoped. On the contrary, Sainsbury’s use different types of training for different levels of the hierarchy. For example, a checkout operator would receive on the job training because it is not a job which involves very much skill, and the advantage of training them on site means that they can witness their job being done first hand.

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