OH!! Thanks a lot...Winner again !
My question is:
What is an In-basket exercise? And, what are its essential components (in brief)?
Another optional part to it (if anyone wants to answer...sort of subjective and hence its optionality part...)
What is your perception about effectiveness of this method ?
seema
From India, Lucknow
My question is:
What is an In-basket exercise? And, what are its essential components (in brief)?
Another optional part to it (if anyone wants to answer...sort of subjective and hence its optionality part...)
What is your perception about effectiveness of this method ?
seema
From India, Lucknow
Hi Seema,
I got some info on the topic. Hope it will be useful.
An in-basket exercise assesses a candidate's ability to perform a manager’s job from an administrative perspective.
In the exercise, the candidate is confronted with issues and problems that have accumulated in the manager’s “in-basket” after returning to work from an extended absence.
A sample of in-basket items might include memos, correspondence, e-mails, directives, requests, reports, forms, messages, minutes, hand-written notes, etc., from management, supervisors, staff members, inmates, and other stakeholders.
The candidate's task is to review the in-basket items and then take action on these varied issues and problems using action forms to record notes, comments, and responses.
These actions are then assessed and rated based on job related competencies through a formal question and answer session by a group of trained raters. Standardized criteria and predefined rating scales are used to assess the candidate.
The in-basket exercise is designed to test the candidate’s adaptive thinking, problem analysis, judgment, administrative abilities, planning, organizing, delegating, and integrative skills while under pressure dealing with memos, e-mails, requests, messages, handwritten notes, etc.
Regards,
Lavanya. :lol:
From India, Madras
1I got some info on the topic. Hope it will be useful.
An in-basket exercise assesses a candidate's ability to perform a manager’s job from an administrative perspective.
In the exercise, the candidate is confronted with issues and problems that have accumulated in the manager’s “in-basket” after returning to work from an extended absence.
A sample of in-basket items might include memos, correspondence, e-mails, directives, requests, reports, forms, messages, minutes, hand-written notes, etc., from management, supervisors, staff members, inmates, and other stakeholders.
The candidate's task is to review the in-basket items and then take action on these varied issues and problems using action forms to record notes, comments, and responses.
These actions are then assessed and rated based on job related competencies through a formal question and answer session by a group of trained raters. Standardized criteria and predefined rating scales are used to assess the candidate.
The in-basket exercise is designed to test the candidate’s adaptive thinking, problem analysis, judgment, administrative abilities, planning, organizing, delegating, and integrative skills while under pressure dealing with memos, e-mails, requests, messages, handwritten notes, etc.
Regards,
Lavanya. :lol:
From India, Madras
Hi Seema,
Congrats once again on being a winner. You elaborate your answers and information very well. Thanks for that.
Lavanya too gave a very good answer..
Here is my answer to your question...
An "in-basket exercise" is simply one or more simulated exercises conducted for the purpose of evaluating candidates to determine their potential for success in a given work environment.
My perceptiuon to this method is that this process proved to be much more productive than conventional testing (approximately 90% effective) in making appropriate selections.
Because of its high success ratio, it continued to gain acceptance and is now used throughout the public and private sector.
Regards,
Sandeep
From United Arab Emirates, Dubai
Congrats once again on being a winner. You elaborate your answers and information very well. Thanks for that.
Lavanya too gave a very good answer..
Here is my answer to your question...
An "in-basket exercise" is simply one or more simulated exercises conducted for the purpose of evaluating candidates to determine their potential for success in a given work environment.
My perceptiuon to this method is that this process proved to be much more productive than conventional testing (approximately 90% effective) in making appropriate selections.
Because of its high success ratio, it continued to gain acceptance and is now used throughout the public and private sector.
Regards,
Sandeep
From United Arab Emirates, Dubai
Dear Seema
Greetings!
Method of acquainting new or promoted employees with the complexities of their jobs by presenting them with a range of problems they might find in their 'in basket' when they take up the job.
Effectiveness:
Predict Performance
Rgds,
John N
From India, Madras
Greetings!
Method of acquainting new or promoted employees with the complexities of their jobs by presenting them with a range of problems they might find in their 'in basket' when they take up the job.
Effectiveness:
Predict Performance
Rgds,
John N
From India, Madras
Hi all,
Great rate of response...
Was it such an easy question?? I wonder... :wacko:
Lavanya has given quite a good answer and is the winner of the question. The other two are no less- with a broader meaning of the concept and its application.
Key words are : Management exercise; situation specific; skill practice; problem solving; and decision making.
Participants may derive following benefits--
1. Skill in Problem Solving and Decision Making (next question is what is the difference b/w the two... :) joking)
2. They learn that there is no one single "best" way to handle (manage) a problem.
3. Participants learn the importance of interrelatedness of tasks; Prioritizing; appropirate (logical) actions in a short time period.
4. Participants learn effective time management.
5. Importance of utilizing staff in working on day to day problems.
6. New managers benefit by encountering problem which they are certainly going to face in the job.
[color=cyan]So, post the next question (again ??!!!) LAVANYA....[/color]
Thanks
seema
From India, Lucknow
Great rate of response...
Was it such an easy question?? I wonder... :wacko:
Lavanya has given quite a good answer and is the winner of the question. The other two are no less- with a broader meaning of the concept and its application.
Key words are : Management exercise; situation specific; skill practice; problem solving; and decision making.
Participants may derive following benefits--
1. Skill in Problem Solving and Decision Making (next question is what is the difference b/w the two... :) joking)
2. They learn that there is no one single "best" way to handle (manage) a problem.
3. Participants learn the importance of interrelatedness of tasks; Prioritizing; appropirate (logical) actions in a short time period.
4. Participants learn effective time management.
5. Importance of utilizing staff in working on day to day problems.
6. New managers benefit by encountering problem which they are certainly going to face in the job.
[color=cyan]So, post the next question (again ??!!!) LAVANYA....[/color]
Thanks
seema
From India, Lucknow
Hi Seema,
Thanks. :D AGAIN. :wink:
My question is:
1. What are behavioural interviews? What do the interviewers analyze in such interviews?
2. what are Realistic Job Previews?
Hope its not too subjective. :roll:
Regards
Lavanya :icon1:
From India, Madras
Thanks. :D AGAIN. :wink:
My question is:
1. What are behavioural interviews? What do the interviewers analyze in such interviews?
2. what are Realistic Job Previews?
Hope its not too subjective. :roll:
Regards
Lavanya :icon1:
From India, Madras
Dear Lavanya
Greetings!
Behavioural Interview:
This is a technique by which the interviewer will put in front you a job scenario (where they are looking for certain skills ' be it multi tasking, flexibility, diplomacy, patience, marketing tactics, and so on) and ask you how would you have handled that in exact steps; alternatively he/she would ask you to give them an example of a time when you had to do say, aggressive marketing, and how did you do in that case.
or
The behavioral interview technique is used by employers to evaluate a candidate's experiences and behaviors in order to determine their potential for success. The interviewer identifies desired skills and behaviors, then structures open-ended questions and statements to elicit detailed responses. A rating system is developed and selected criteria are evaluated during the interview
Key behaviour:
Adaptability
Analysis
Attention to Detail
Communication-Oral Communication-Written Contro
Delegation
Development of Subordinates
Flexibility
Independence
Initiative
Innovation
Integrity
Judgment
Leadership/Influence
Listening
Motivation
Planning and Organizing
Presentation Skills
Teamwork
Technical/Professional Knowledge
Training
Work Standards
2. Realistic Job Previews(RJP)
A Realistic Job Preview (RJP) is more than a recruitment ad…it is an integral part of a “Best-in-Class” selection process. An RJP provides a powerful method for educating candidates about the job and determining their fit with job requirements. Realistic Job Previews have changed in form, content and delivery, but the goals are the same: increase the level of fit between the job and the new hire to maximize performance and reduce turnover by encouraging strong candidates and discouraging inappropriate candidates.
Rgds,
John N
From India, Madras
Greetings!
Behavioural Interview:
This is a technique by which the interviewer will put in front you a job scenario (where they are looking for certain skills ' be it multi tasking, flexibility, diplomacy, patience, marketing tactics, and so on) and ask you how would you have handled that in exact steps; alternatively he/she would ask you to give them an example of a time when you had to do say, aggressive marketing, and how did you do in that case.
or
The behavioral interview technique is used by employers to evaluate a candidate's experiences and behaviors in order to determine their potential for success. The interviewer identifies desired skills and behaviors, then structures open-ended questions and statements to elicit detailed responses. A rating system is developed and selected criteria are evaluated during the interview
Key behaviour:
Adaptability
Analysis
Attention to Detail
Communication-Oral Communication-Written Contro
Delegation
Development of Subordinates
Flexibility
Independence
Initiative
Innovation
Integrity
Judgment
Leadership/Influence
Listening
Motivation
Planning and Organizing
Presentation Skills
Teamwork
Technical/Professional Knowledge
Training
Work Standards
2. Realistic Job Previews(RJP)
A Realistic Job Preview (RJP) is more than a recruitment ad…it is an integral part of a “Best-in-Class” selection process. An RJP provides a powerful method for educating candidates about the job and determining their fit with job requirements. Realistic Job Previews have changed in form, content and delivery, but the goals are the same: increase the level of fit between the job and the new hire to maximize performance and reduce turnover by encouraging strong candidates and discouraging inappropriate candidates.
Rgds,
John N
From India, Madras
Behavioral interviewing
Make Predictions about Employee Future Success based on Past Behaviour
Based on Specific Skills Demonstration with Examples
How You handle a particular situation,project,event & what was the Outcome
Examples
Describe the most creative work-related project you have completed.
Example of problem you faced on the job, & how you solved it.
STAR Technique- One of the Best Tool...
Situation
Task
Action
Result of any given instance..
Realistic Job Previews
Help prospective employees get balanced picture of positive & negative aspects of work they will be doing
Helps in understanding Organisational Climate
Reduce turnover, hiring & training costs
RJP Types
Structured Observations
Meetings with current workers, consumers and/or parents
Pre-application screening
Videotapes
Booklets or brochures
Web-based multimedia
Group RJP
Internships or volunteer programs
From India, Coimbatore
Make Predictions about Employee Future Success based on Past Behaviour
Based on Specific Skills Demonstration with Examples
How You handle a particular situation,project,event & what was the Outcome
Examples
Describe the most creative work-related project you have completed.
Example of problem you faced on the job, & how you solved it.
STAR Technique- One of the Best Tool...
Situation
Task
Action
Result of any given instance..
Realistic Job Previews
Help prospective employees get balanced picture of positive & negative aspects of work they will be doing
Helps in understanding Organisational Climate
Reduce turnover, hiring & training costs
RJP Types
Structured Observations
Meetings with current workers, consumers and/or parents
Pre-application screening
Videotapes
Booklets or brochures
Web-based multimedia
Group RJP
Internships or volunteer programs
From India, Coimbatore
Hi Guys,
In fact, yesterday I thought of closing this thread for no response. Later in the afternoon it has picked its own status and gained good interest among the people. It has reached above 6000 views, where people are reading this and gaining the knowledge. At the same time I appreciate if they participate in answering the question, it will be great.
Kindly contribute and update your knowledge.
I request the winners to post the question related to the current trends also, and some case studies.
Peer, Good answer
Preet
From India, Bangalore
In fact, yesterday I thought of closing this thread for no response. Later in the afternoon it has picked its own status and gained good interest among the people. It has reached above 6000 views, where people are reading this and gaining the knowledge. At the same time I appreciate if they participate in answering the question, it will be great.
Kindly contribute and update your knowledge.
I request the winners to post the question related to the current trends also, and some case studies.
Peer, Good answer
Preet
From India, Bangalore
Hi all,
I totally agree with Preet...its fun and exciting apart form the knowledge (implicit as well as explicit) that we are gaining by interacting through such platform.
Congrats to Preet for initiating and others for pariticipation and Citehr for giving an unnoticeable, yet efficient backdrop to this play.
Lets keep it up and not lose interest ....!!! :D
seema
From India, Lucknow
I totally agree with Preet...its fun and exciting apart form the knowledge (implicit as well as explicit) that we are gaining by interacting through such platform.
Congrats to Preet for initiating and others for pariticipation and Citehr for giving an unnoticeable, yet efficient backdrop to this play.
Lets keep it up and not lose interest ....!!! :D
seema
From India, Lucknow
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Topics for HR articles.doc