The company that I researched is WellPoint (aka Anthem Blue Cross & Blue Shield). I would love to have a position as a Human Resource Director within the company. As a Human Resources professional at WellPoint, the goal is to lead their workforce and workplace talent strategies into achieving the purpose statement to convert health care with trusted and caring solutions. WellPoint also develop programs that attract individuals with vision and talent to be the future of their industry. Human Resources professionals at WellPoint concentrate on key areas such as talent management, engagement, and Integration to maximize customer focus and efficiency. Analyze the effectiveness of the company’s recruiting efforts and make recommendations for improvement. The HR professionals have a hard time getting qualified applicants to apply for certain positions. So the first challenge is getting enough people to apply to a particular job. In doing so they are able to prepare not to consider those who they deem unfit for the position. It takes a lot of effort to select the applicants that truly qualify for the job. All organizations have to begin with advertising for the position. Other resources used for employment are employee referral, employment agencies, school recruiters, walk-ins, and the internet.
To work in human resources, a person must go through an industrial/psychology analysis. WellPoint human resource departments have their own job analysis and all human resource employees must help mangers anticipate and meet changing needs related to gaining deployment, and the utilization of employees. The human resource professionals must estimate the amount and type of employees the organization needs, to keep the business running successfully. Therefore they must hire someone who is qualified to conduct all the important roles as a human resource manager. Human resource departments use multiple aptitude tests to screen potential employees. These tests also determine pay rates based on these tests. This is due to the quality of demand for a human resource manager. The selection process takes a lot of practice and involves assessing and choosing the right candidates. All selection processes must be legal, technically sound, and must accurately match the people and skills needed for the position. Analyze the selection process of the company you researched and make recommendations for improvement.
The majority of I/O psychologists believe that personality tests are important tools for choosing the right employees. WellPoint and several other big corporations use these tests to measure dimensions of personality and related characteristics. These testing methods are used to foresee insubordinate behaviors, and remove individuals that may cause trouble or hindrance to the organization. WellPoint Corporation has been dedicating numerous amounts of energy into areas such as communication, recognition, and employee retention. They understand that branding the employees doesn’t mean anything if the experience of the individuals does not match. Instead they want to establish higher profits, increased sales, lower turnover, and outstanding customer service to their members. Part of WellPoint’s pre-employment testing includes personality testing and mathematical skills. These tests are based on the individual. Some of these particular measures may be referred to as temperaments, dispositions, or traits. Also measured in that category are employee reliability, thoroughness, change, trustworthiness, and friendliness.
Various personality measures are focused on characterizing people within the standard adult range of functionality while others focus on the identification of psychopathology (Schmidt, Shaffer 2010-2011). The reasons individuals are given a basic math assessment are to measure the accountability for their employees to figure out co-pays and co-insurance amounts are calculated correctly to the claim. WellPoint has spent countless time and money in mastering the art of employee selection, training, and retention. WellPoint has a website for interested candidates to apply for careers within their organization, both online and the corporate offices. During the selection process, candidates are asked to take a variety of assessments that analyze areas ranging from characteristics, skill sets, and basic reading and writing tests. Once a candidate has been selected and has accepted a job offer, there are several types of training encountered within the company.
Determine how training and talent management contribute to an effective labor force of the company you researched. Training is a planned learning experience and it effectively prepares workers for their current and future jobs. Training for human resource managers focuses on the present job industry while development training prepares them for the future growth. Training enhances knowledge and job skills. Methods used to measure the success of the training are performance appraisals. This measures the adequacy of the human resource managers. After their performances are measured their results are discussed with them, and any changes that may need to be made in the training process can be easily detected. These pre-employment tests are used largely in Human Resource and customer service environments for middle paying entry level jobs. Testing is designed to predict proneness for theft and other forms of counterproductive work behavior in job applicants.
The organization now proposes quarterly training for employees, and is on the path to training over thousands of new people due to health care reform (wellpoint.com) The whole program is centered on listening to customers, and it recognizes employees who go the extra mile in the name of customer service. Often the new hire will experience on-the-job training, during which he or she will be shown the necessary steps in their assigned tasks. For instance, if a person is assigned to the team and asked to process claims, he or she will be shown how to properly process the claim by the trainer. Other tasks that the new hire will be expected to perform, such as enrolling dependents or ordering ID cards. This training is done in a class room setting environment. Safety courses and other employee training courses are offered periodically.
Some of these courses are offered online, while others are done in training sessions within the building. WellPoint corporate employees evaluate the efficiency of nearly every aspect of the training and implementation of new employees. Additional measures are also put in place when a policy or product has changed or a new one has been introduced. The department of Quality Assurance oversees this for their assigned regions. WellPoint takes great care in ensuring that their policies are proficient and products are the best quality. That is why there are several departments in place to oversee these important aspects of the corporations. They include Quality Assurance, Product Development, Legal, Human Resources and Information Services. Another way that WellPoint seeks to improve their employee job satisfaction is career training. A large majority of WellPoint corporate staff started with the company and took advantage of the leadership training to climb the corporate ladder within the organization. WellPoint takes pride in the training program that the company offers, and this training is held worldwide.
They are among many companies who has been certified to grant college credit hours to employees in the training programs. Human Resource managers must be treated ethically like their employees; however there are some cases where they are treated unethically. Human resource managers may face problems involving their employees, promotions, pay, and favoritism. Human resource managers must be very observant of all employees to ensure everyone is treated fairly. It is important that those who qualify for human resource management are the ones hired, not those who look, act, or dress in a certain manner. According to the EEOC, (Equal Employment Opportunity Commission), “Employers are not prohibited from using personality or integrity tests in the workplace. However, the statute is implicated when: (1) an employer uses tests to intentionally discriminate against minorities or (2) the tests have an adverse impact on minorities and are not job-related for the position in question and consistent with business necessity.
No cases have found that an employer’s use of personality testing in the workplace resulted in the unequal treatment of protected groups. However, there could be such a cause of action if the tests were used intentionally to exclude members of protected groups. This would usually involve evidence of comparative proof that members of a protected group were treated differently than majority group members. For example, it would obviously be illegal for an employer to test minority applicants, but not majority applicants”. As long as these tests are given in a professional manner, it is not against the law to do such to find out if the individual is the best fit for the job. Employee selection and training will continue to be two of the most important aspects for growing and supporting the workforce for companies in the future.
Psychological assessments, such as the ones described in this paper, is one of the many ways that companies can attempt to get the highest quality people and not select people who do not want to be there. While there is speculation of the dependability of using these assessment tools for employee selection and training, the evidence shows that it can be helpful in focusing the time and money into particular areas or people to improve productivity within the company. WellPoint also uses verbal reasoning, numeracy, spatial awareness battery test. They consist of a number of questions with multiple choice answers, only one of which is right. As a test progresses, the questions may become more difficult, and there are frequently more questions than can comfortably be completed in the time.
These tests are designed so that very few people finish the test in the time allowed. The participant’s score is then compared with how other people have done on the test in the past. This enables the selectors to assess reasoning skills in relation to others, and to make judgments about ability to cope with tasks involved in the job. On the flip side, personality inventories are used in order to determine one’s typical reactions and attitudes to a variety of situations. They could be trying to identify how well an individual can get on with others or their normal reaction to stressful situations, or simply their feelings about the kind of people they like to work with (Spector, 2008). Perhaps the biggest challenge related to the use of assessment tools is determining when to use the information obtained to remove an applicant from consideration.
The WellPoint Employee (2008). Retrieved November 13, 2013 from www.wellpoint.com Schmidt, R & Shaffer, D. (2010-2011). Personality Testing in Employment. Retrieved November 12, 2013 from http://library.findlaw.com/1999/Dec/22/130153.html. Spector, P. E. (2008). Industrial and Organizational Psychology (5th ed.). Hoboken, NJ: Wiley. U.S Equal Employment Opportunity Commission. (2011) Title VII of the Civil Right Act of 1964: Employment. Retrieved November 13, 2013 from www.eeoc.gov/laws/statutes/titlevii.cfm Holley, W. H., Jr., Jennings, K. M., Mathis, R. L., & Jackson, J. H. (2012). Employment Labor & Relations. (2nd ed.). Mason, OH: South-Western Cengage Learning.