Current research provides a comprehensive analysis of Payroll officer selection process propositions. Positive and negative sides of these propositions are defined and personal recommendations based on relevant information are provided.
Among the positive aspects of Payroll officer selection process one should mention thorough understanding of selection process’s role for efficient functioning of the company. The author of propositions understands that poor made selection process creates a risk of weakly trained and qualified employees would be hired. That is why it is more rational to elaborate proper methodology of selection process even if it would cost additional money than spend each time on marketing.
In what follows the author of propositions stresses the point that a company should provide positive outlook of possibilities and privileges it offers for the employee including values, career perspectives etc. However, it should be mentioned that the author seems to mix marketing strategies applied for product promotion and placement with those marketing strategies applied for attracting new employees.
In fact, a company should provide balanced information on employee’s rights and responsibilities avoiding purely marketing phrasing which may cause doubts in their feasibility. A company which has good facilities and conditions for career growth would not have problems in attracting new employees. This moment of selection process propositions may be described as negative and should be corrected.
The presentation of assessment techniques and methodologies is also has negative connotations because the author only provides the list of widely used techniques and procedures but fails for described how they are appropriate in the case of payroll officer position. This makes this proposition too abstract and difficult to understand.
We think that the most viable methodology of assessment is computer-based tests which include assessment of technical skills, knowledge, psychological and behavioral specifics of the candidate. This kind of test helps unite different types of candidate’s assessment in a single framework. There is no denying the importance of the fact that testing should not be conducted at the expense of time and be efficient in every respect.
The processes which are involved in selection of candidates for this position are described in appropriate way paying particular attention to the specifics of the job. Phone interviewing, choosing resumes are among the most widespread practices which prove their efficiency in every selection process.
The author also provides the framework for the assessment of those skills and capabilities of the candidate which will be considered while taking decision on this position.
For instance, communication skills are among the most necessary skills in this job, however it is doubtful whether teamwork can be considered as a necessary capability.
Teamwork skills should be regard as marginal activity for payroll officer since the procedures he is expected to realize have to do with general established rules and practices.
The second and the third proposition of candidates’ skills and capabilities seems to double each other since ‘high-level customer service’ and ‘ exceptional customer relationship management’ are essentially the same. Some additional skills as psychological stability, ability to adapt to difficult situation can be added to author’s list.
To sum it up, the author of the analyzed propositions managed to create necessary tools and recommendations for the selection process of payroll officer, however in some aspects they lack system character and theoretical elaboration. We have proposed some necessary amendments which are designed to solve existent shortcoming and make these recommendations appropriate for practical realization in the payroll officer selection process.