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 the effectiveness of this method?
Seema
From India, Lucknow
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1My 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 the effectiveness of this method?
Seema
From India, Lucknow
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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
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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
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Hi Seema,
Congrats once again on being a winner. You elaborate on your answers and information very well. Thanks for that. Lavanya also gave a very good answer.
Here is my answer to your question...
An "in-basket exercise" is simply one or more simulated exercises conducted to evaluate candidates to determine their potential for success in a given work environment. My perception of this method is that this process has proved to be much more productive than conventional testing (approximately 90% effective) in making appropriate selections. Due to its high success ratio, it has continued to gain acceptance and is now used throughout the public and private sector.
Regards,
Sandeep
From United Arab Emirates, Dubai
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Congrats once again on being a winner. You elaborate on your answers and information very well. Thanks for that. Lavanya also gave a very good answer.
Here is my answer to your question...
An "in-basket exercise" is simply one or more simulated exercises conducted to evaluate candidates to determine their potential for success in a given work environment. My perception of this method is that this process has proved to be much more productive than conventional testing (approximately 90% effective) in making appropriate selections. Due to its high success ratio, it has continued to gain acceptance and is now used throughout the public and private sector.
Regards,
Sandeep
From United Arab Emirates, Dubai
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Dear Seema,
Greetings!
The method of acquainting new or promoted employees with the complexities of their jobs involves presenting them with a range of problems they might encounter in their 'in-basket' when they take up the job.
Effectiveness:
- Predict Performance
Regards,
John N
From India, Madras
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Greetings!
The method of acquainting new or promoted employees with the complexities of their jobs involves presenting them with a range of problems they might encounter in their 'in-basket' when they take up the job.
Effectiveness:
- Predict Performance
Regards,
John N
From India, Madras
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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 the following benefits:
1. Skill in Problem Solving and Decision Making (next question is, what is the difference between 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; appropriate (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 problems which they are certainly going to face in the job.
So, post the next question (again??!!) LAVANYA....
Thanks,
Seema
From India, Lucknow
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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 the following benefits:
1. Skill in Problem Solving and Decision Making (next question is, what is the difference between 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; appropriate (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 problems which they are certainly going to face in the job.
So, post the next question (again??!!) LAVANYA....
Thanks,
Seema
From India, Lucknow
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Hi Seema,
Thanks. 😄 AGAIN. 😉
My question is:
1. What are behavioral interviews? What do the interviewers analyze in such interviews?
2. What are Realistic Job Previews?
Hope it's not too subjective. 🙄
Regards,
Lavanya 😊
From India, Madras
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Thanks. 😄 AGAIN. 😉
My question is:
1. What are behavioral interviews? What do the interviewers analyze in such interviews?
2. What are Realistic Job Previews?
Hope it's not too subjective. 🙄
Regards,
Lavanya 😊
From India, Madras
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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
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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
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Behavioral interviewing makes predictions about employee future success based on past behavior. It is based on specific skills demonstration with examples of how you handle a particular situation, project, event, and what the outcome was.
Examples:
- Describe the most creative work-related project you have completed.
- Example of a problem you faced on the job, and how you solved it.
- STAR Technique - one of the best tools:
- Situation
- Task
- Action
- Result of any given instance
Realistic Job Previews help prospective employees get a balanced picture of the positive and negative aspects of the work they will be doing. It aids in understanding organizational climate and reduces turnover, hiring, and training costs.
RJP Types include:
- 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
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Examples:
- Describe the most creative work-related project you have completed.
- Example of a problem you faced on the job, and how you solved it.
- STAR Technique - one of the best tools:
- Situation
- Task
- Action
- Result of any given instance
Realistic Job Previews help prospective employees get a balanced picture of the positive and negative aspects of the work they will be doing. It aids in understanding organizational climate and reduces turnover, hiring, and training costs.
RJP Types include:
- 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
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Hi, Guys,
In fact, yesterday I thought of closing this thread due to no response. Later in the afternoon, it has gained its own status and generated good interest among people. It has reached over 6000 views, with people reading and gaining knowledge from it. I would appreciate it if they participate in answering the questions; it would be great.
Kindly contribute and enhance your knowledge. I request the winners to post questions related to current trends and some case studies.
Peer, good answer.
Preet
From India, Bangalore
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In fact, yesterday I thought of closing this thread due to no response. Later in the afternoon, it has gained its own status and generated good interest among people. It has reached over 6000 views, with people reading and gaining knowledge from it. I would appreciate it if they participate in answering the questions; it would be great.
Kindly contribute and enhance your knowledge. I request the winners to post questions related to current trends and some case studies.
Peer, good answer.
Preet
From India, Bangalore
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Hi all,
I totally agree with Preet... it's fun and exciting apart from the knowledge (implicit as well as explicit) that we are gaining by interacting through such a platform.
Congratulations to Preet for initiating and others for participation, and to Citehr for providing an unnoticeable yet efficient backdrop to this play. Let's keep it up and not lose interest...!!! :D
Seema
From India, Lucknow
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I totally agree with Preet... it's fun and exciting apart from the knowledge (implicit as well as explicit) that we are gaining by interacting through such a platform.
Congratulations to Preet for initiating and others for participation, and to Citehr for providing an unnoticeable yet efficient backdrop to this play. Let's keep it up and not lose interest...!!! :D
Seema
From India, Lucknow
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