The Indicators of Bad Selection in Private Organizations of Bangladesh

Authors

  • Mohammad Tamzid Assistant Professor, Green Business School, Green University of Bangladesh, Bangladesh

DOI:

https://doi.org/10.48165/sajssh.2022.3203%20

Keywords:

Bad selection, Bangladesh, human resource management, private organization

Abstract

Purpose: The aim of this study is to recognize bad selection or wrongly selected employee in the organization. To do so, a variety of signs or symptoms of bad selection were described and closely reviewed in the literature.

Methodology: To quantify and discover various measures of bad selection, this study used survey methodology. Questionnaire was prepared form the construct of the literature review. Cochran's formula was used to determine the adequacy of sample size to find out the authentic result. From various Bangladeshi private organizations, a total of 418 responses were obtained from people who are involved in employee selection process for the 2020-21 year. To analyze the data frequency analysis was done for the close ended questions and content analysis was done for one open ended question.

Findings: On an average 6.09 alternatives have been chosen by the respondents from the given list of indicators of wrong hire. The finding also shows some other indicators to recognize bad selection, are offensive demeanors, apathy, and failure to lead. Originality/Value: This research demonstrates that organizations have to be careful about the signs of bad selection or wrong hire. Timely identification of the bad selection can help organization to take remedial steps and mitigate the negative consequences throughout the organization. This research may help organization to understand different indicators of bad selection

References

Acikgoz, Y. (2019).Employee Recruitment and Job Search: Towards a Multi-Level Integration. Human Resource Management Review, 29, 1–13. DOI:10.1016/j.hrmr.2018.02.009

Aytaç, S., & Dursun, S. (2012). The Effect on Employees of Violence Climate in the Workplace. Work, 41, 3026-3031. https://doi.org/10.3233/WOR-2012-0559-3026

Blenkinsopp, J. & Zdunczyk, K. (2005). Making Sense of Managerial Mistakes. Career Development International, 10(5), 359-374. DOI: 10.1108/13620430510615292

Bolden-Barrett, V. (2018, October 22). Demand For High-Tech Skills Rises as Talent Search Gets Tougher. Retrieved from HR Dive website: https://www.hrdive.com/news/demand-for-high-tech-skills-rises-as-talent-search-gets tougher/539975/

Bossidy, L. (2001). The Job No CEO Should Delegate. Harvard Business Review, March, 47-49. https://hbr.org/2001/03/the-job-no-ceo-should-delegate

Boxall, P. & Purcell, J. (2008). Strategy and Human Resource Management (2nd ed.) New York, Palgrave Macmillan. DOI: 10.7202/019105ar

Breaugh, J.A. & Starke, M. (2000). Research on Employee Recruitment. So Many Studies So Many Remaining Questions. Journal of Management, 26(3), 405-434. DOI:10.1016/S0149-2063(00)00045-3

Breaugh, J.A. (2008). Employee Recruitment: Current Knowledge and Important Areas for Future Research. Human Resource Management Review, 8, 103–118. DOI:10.1016/j.hrmr.2008.07.003

Buchen, I.H. (2007). “Partnership”, New Norms for Effective Recruitment, Performance and Training of Today’s Workforce. Mountain View CA: Davies Black publishing.

Buckley, M.R., Norris, A.C. & Wiese, D.S. (2000). A Brief History of The Selection Interview: May the Next 100 Years Be More Fruitful. Journal of Management History, 6, 113–126.

Carlson, K.D., Connerly, M.L. & Mecham III, R.L. (2002). Recruitment Evaluation: The Case for Assessing the Quality of Applicants Attracted. Personnel Psychology. Summer, 55(2), 461-490. https://www.proquest.com/docview/220142486/fulltextPDF

Cochran, W.G. (1977) Sampling Techniques. 3rd Edition, John Wiley & Sons, New York. Collis, J. & Hussey, R. (2014). Business Research. 4th ed. PALGRAVE MACMILLAN.

Compton R. L., B. Morrissey, and N. A. Nankervis. (2014) .Effective Recruitment and Selection Practices. Australia: CCH Australia Limited. https://exclusiveejournal.sk/files/files/10/64/25/cb5cae0d6c1a414b8e83d629f14bf20e/ cb5cae0d6c1a414b8e83d629f14bf20e.pdf

Dale, M. (2003). Manager’s Guide to Recruitment and Selection. Sterling: Kogan-Page.

Davis, S.H. (2005). ‘Should a 60 per cent success rate be achievable’, Industrial and Commercial Training, 37(7), 331 – 335.

DeLoatch, P. (2018, August 16). You've made a bad hire — what happens now? Hrdive. Retrieved from https://www.hrdive.com/news/youve-made-a-bad-hire-what-happens now/529253/

Dharshini, K. A. & Seleena, R. (2020). A Pragmatic Study on Human Resources Trends in Recruitment and Selection Process in Non-Banking Financial Companies in Kanniyakumari District. Studies in Indian Place Names, 40(18), 2264-2270.

Ehrenfried, F.; Holzner, C. (2019). Dynamics and Endogeneity of Firms’ Recruitment Behaviour. Labour Econ., 57, 63–84. DOI: 10.1016/j.labeco.2019.01.004

Esfahani, A. N., & Shahbazi, G. (2014). Workplace bullying in nursing: The case of Azerbaijan province, Iran. Iranian Journal of Nursing and Midwifery Research, 19(4), 409-415. Retrieved from http://ijnmr.mui.ac.ir/index.php/ijnmr

Fitz-enz, J. & Davison, B. (2002). How to Measure Human Resource Management. New York: McGraw-Hill.

Fossey, E., Harvey, C., Mcdermott, F., & Davidson, L. (2002). Understanding and Evaluating Qualitative Research. Australian and New Zealand Journal of Psychiatry, 36(6), 717- 732.

https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.475.7319&rep=rep1&type =pdf

Gill, H., Meyer, J.P., Lee, K., Shin, K. H., & Yoon, C.Y. (2011). Affective and Continuance Commitment and Their Relations with Deviant Workplace Behaviors in Korea. Asia Pacific Journal of Management, 28(3), 595-607. https://doi.org/10.1007/s10490-009- 9165-0

Hacker, C. (1997). The Costs of Poor Hiring Decisions and How to Avoid Them. HR Focus, 74, 10, S13.

Heponiemi, T., Kouvonen, A., Virtanen, M., Vänskä, J., & Elovainio, M. (2014). The prospective effects of workplace violence on physicians’ job satisfaction and turnover intentions: The buffering effect of job control. BMC Health Services Research, 14. https://doi.org/10.1186/1472-6963-14-19

Hsieh, H. & Shannon, S. E. (2005). Three Approaches to Qualitative Content Analysis. Qualitative Health Research, 15(9), 1277-1288. DOI: 10.1177/1049732305276687

Hunckler, M. (2018, December 6). A New Way to Recruit for the 2019 Tech Talent Shortage. Retrieved from Powderkeg website: https://powderkeg.com/tech-talent-shortage recruitment/

Huselid, M.A. (1995). The Impact of Human Resource Management Practices on Turnover, Productivity and Corporate Financial Performance. Academy of Management Journal, 38, 635-672. http://dx.doi.org/10.2307/256741

Kanyemba, M., Iwu, C. G. & Allen-Ile, C. O.K. (2015). Impact of Recruitment and Selection on Organizational Productivity. Evidence from Staff of a University in South Africa. Corporate Ownership & Control. 12(2), Winter 2015, Continued – 1. DOI:10.22495/cocv12i2c1p1

Kish, L. (1995) Survey Sampling. Wiley International Science. https://www.wiley.com/en bd/Survey+Sampling-p-9780471109495

Lingard, S. (2016, March 9). 12 Signs You Have Made A Bad Hire. Zippia. Retrieved from https://www.zippia.com/employer/12-signs-youve-made-a-bad-hire/

Lohr, S.L. (1999) Sampling: Design and Analysis. Duxbury Press.

Ma, R. & Allen, D.G. (2009). Recruiting Across Cultures: A Value-Based Model of Recruitment. Human Resource Management Review, 19, 334–346. DOI:10.1016/j.hrmr.2009.03.001

MacKenzie, C., Garavan, T.N., & Carbery, R. (2015). Dysfunctional Behavior in Organizations: Can HRD reduce the impact of dysfunctional organizational behavior A Review and Conceptual Model. Managerial Psychology, 16(5), 322-338. https://www.ufhrd.co.uk/wordpress/wp-content/uploads/2010/08/6_8.pdf

Manzoni, J.F. & Barsoux J.L. (1998). The set-up-to-fail syndrome. Harvard Business Review, Mar – Apr, 2-14. https://hbsp.harvard.edu/product/98209-PDF-ENG

Marquis, B.L. and Huston, C.J. (2009). Leadership roles and management functions in nursing theory and application (6th ed.), Philadelphia: Lippincott Williams and Wilkins.

McLennan, W. (1999). An Introduction to Sample Surveys. Canberra: A.B.S. Publications.

Menon, T., & Thompson, L. (2016). Stop Spending, Start Managing: Strategies to Transform Wasteful Habits. Harvard Business Review Press.

Merkin, R.S. (2009). South American Perspectives on Sexual Harassment: The Standpoint in Argentina, Brazil and Chile. Journal of Behavioral and Applied Management, 10(3), 357-376. https://psycnet.apa.org/record/2011-25915-003

Newell, S. (2005). Recruitment and Selection. Managing Human Resources: Personnel Management in Transition (4th ed.). Blackwell Publishing Ltd. https://www.wiley.com/en

us/Managing+Human+Resources%3A+Personnel+Management+in+Transition%2C+ 4th+Edition-p-9781405152105

Ng, E. S.W. & Sears, G. J. (2010). The effect of adverse impact in selection practices on organizational diversity: a field study. The International Journal of Human Resource Management, 21(19),1454–1471.DOI: 10.1080/09585192.2010.488448

O’Donovan, D. (2019). HRM in the Organization: An Overview. Springer. (75-110). DOI: 10.1007/978-3-030-13229-3_4

Okusanya, A.O.; Oseji, A.S. (2012). Empirical Analysis of Sound Recruitment and Selection Criteria as a Tool of Organizational Efficiency. Journal of Research in National Development. 14(1). https://www.semanticscholar.org/paper/Empirical-Analysis-of Sound-Recruitment-and-As-A-of-Okusanya

Oseji/d040efe18d3c3bc7b0dd77999be71a93efcbf347

Patwary, A. K. (2020). Developing a Conceptual Framework on Retailers’ Performance Towards Tourists’ Shopping Satisfaction, South Asian Journal of Social Sciences & Humanities, 1(1), 60-67.

Patwary, A. K. (2017). The Influence of Socio-Demographic Factors in Domestic Tourists Complaining Constraints with Hotel Services. Published Masters Dissertation, Universiti Utara Malaysia.

Patwary, A. K., Omar, H., & Tahir, S. (2020). A Conceptual Model of What Influences Consumers When Visiting Green Hotels in Malaysia. International Journal of Innovation, Creativity and Change, 11 (11), 11-25.

Patwary, A. K., & Omar, H. (2016). An overview of consumer complaining behavior and the choice of complaint channels in service industry. International Journal of Business and Technopreneurship, 6(2), 309-318.

Patwary, A. K., & Rashid, B. (2016). The impacts of hospitality services on visit experience and future visit intention of student travelers. International Journal of Business and Technopreneurship, 6(8), 107-125.

Patwary, A. K., Mohamed, M., Rabiul, M. K., Mehmood, W., Ashraf, M. U., & Adamu, A. A. (2022). Green purchasing behaviour of international tourists in Malaysia using green marketing tools: theory of planned behaviour perspective. Nankai Business Review International. Vol. ahead-of-print No. ahead-of-print, pp. 000-000.

Pichault, F., & McKeown, T. (2019). Autonomy at Work in the Gig Economy: Analyzing Work Status, Work Content and Working Conditions of Independent Professionals. New Technology, Work and Employment, 34(1), 59–72. https://doi.org/10.1111/ntwe.12132

Rajesh, S., Kandaswamy, U., Rakesh. A (2018). The Impact of Artificial Intelligence in Talent Acquisition Lifecycle of Organizations. International Journal of Engineering Development and Research. 6(2) , 709 – 717 http://www.ijitee.org/wp content/uploads/papers/v9i4s/D10300394S20.pdf

Ramzy, o., Bedawy, R. E. & Maher, A. (2018). Dysfunctional Behavior at the Workplace and Its Impact on Employees’ Job Performance. International Journal of Business Management. 9(4), 224-233. DOI:10.5430/ijba.v9n4p224

Reid, E., & Ramarajan, L. (2016, June). Managing the High Intensity Workplace. Harvard Business Review, 84-90. https://hbr.org/2016/06/managing-the-high-intensity workplace

Rolton, K. ( 2017, August 7). 10 clear signs of a bad hire. HR GAZETTE. Retrieved from https://hr-gazette.com/10-clear-signs-of-a-bad-hire/

Rothwell, W. (2010), Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. 4th ed., Library of Congress, New York. https://hcmindonesia.files.wordpress.com/2012/12/9b-successionplanhandbook.pdf

Rozario, S. D., Venkatraman, S. & Abbas, A. (2019). Challenges in Recruitment and Selection Process: An Empirical Study. Challenges, 10, 35. DOI:10.3390/challe10020035

Ryan, A.M. & Tippins, N.T. (2004). Attracting And Selecting: What Psychological Research Tells Us? Human Resources Management, 43(4), 305-318. https://doi.org/10.1002/hrm.20026

Ryan, A.M.; Ployhart, R.E. (2014). A Century of Selection. Annual Review of Psychology, 65, 693–717. https://doi.org/10.1146/annurev-psych-010213-115134

Sadruddin, M.M. (2013). Sexual Harassment at Workplace in Pakistan-Issues and Remedies about the Global Issue at Managerial Sector. Journal of Managerial Sciences, 7(1). http://www.qurtuba.edu.pk/jms/default_files/JMS/7_1/JMS_January_June2013_113- 125.pdf

Salin, D. (2015). Risk Factors of Workplace Bullying For Men and Women: The Role of the Psychosocial and Physical Work Environment. Scandinavian Journal of Psychology, 56(1), 69-77. https://doi.org/10.1111/sjop.12169

Saridakis, G., Lai, Y., & Cooper, C. L. (2017). Exploring the Relationship between HRM and Firm Performance: A Meta-Analysis of Longitudinal Studies. Human Resource Management Review, 27(1), 87–96. https://doi.org/10.1016/j.hrmr.2016.09.005

Saunders, M., Lewis, P., & Thornhill, A. (2019). Research Methods for Business Students (8th ed.). Harlow: Pearson Education Limited.

Shabrawy, S. & Afifi, S. (2014). Fighting Bureaucracy and Corruption in Egypt. Supreme Council, Ministry of Culture.

Smith, D. (2018, November). How HR Professionals Can Keep Pace In The Gig Economy. Workforce Management (Time and Attendance) Excellence Essentials; Aurora. Retrieved from http://search.proquest.com/docview/2157977283/abstract/8EC6B733AF4446EPQ/1

Stoilkovska, A., IIieva, J. & Gjakovski, S. (2015). Equal Employment Opportunities in The Recruitment And Selection Process Of Human Resources. UTMS Journal of Economics, 6(2), 281-292. https://www.utmsjoe.mk/files/Vol.%206%20No.%202/UTMSJOE-2015-0602-009-

Stoilkovska-Ilieva-Gjakovski.pdf

Sutherland, M. & Jordaan, W. (2004). Factors Affecting the Retention of Knowledge Workers. South African Journal of Human Resource Management, 2(2), 55-64. https://pdfs.semanticscholar.org/b605/b4839e3e921bfe2b56a8ecd9cd5d4f586f3e.pdf

Sutherland, M. & Wöcke, A. (2011). The Symptoms of and Consequences to Selection Errors in Recruitment Decisions. South African Journal of Business Management. 42(4),23- 32. DOI:10.4102/sajbm.v42i4.502

Usmani, S. (2020). Recruitment and Selection Process at Workplace: A Qualitative, Quantitative and Experimental Perspective of Physical Attractiveness and Social Desirability. Review of Integrative Business and Economics Research, 9(2), 107-122.

Van Fleet, D.D., & Van Fleet, E.W. (2012). Towards a Behavioral Description of Managerial Bullying. Employee Responsibilities and Rights Journal, 24(3), 197-215. https://doi.org/10.1007/s10672-012-9190-x

Young, S., Glazer, J. and Siver, S. (2018). Problem Employees: Identify and Manage Them Before They Impact Your Business and Career. Center for Creative Leadership. DOI:10.13140/RG.2.2.16985.62568

Downloads

Published

2022-04-05

Issue

Vol. 3 No. 2 (2022): South Asian Journal of Social Sciences and Humanities, (Apr) 2022

Section

Articles

License

Copyright (c) 2022 South Asian Journal of Social Science and Humanities

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite

Tamzid , M. (2022). The Indicators of Bad Selection in Private Organizations of Bangladesh . South Asian Journal of Social Sciences and Humanities, 3(2), 56–72. https://doi.org/10.48165/sajssh.2022.3203
Crossref
Scopus
Google Scholar
Europe PMC