ALIGNING ORGANIZATIONAL NEEDS ON HIRING & SELECTION AND RANKING & PROMOTION

Abstract

To achieve organizational effectiveness and efficiency, hiring, selection, ranking, and promotion processes must be aligned with organizational needs. The purpose of this study is to evaluate the significance of this alignment and how it affects overall organizational performance. In order to gather relevant studies and articles on how to align organizational needs with hiring, selection, ranking, and promotion methods, an extensive literature review was carried out. The most relevant articles for research were chosen after searching several electronic databases and using inclusion criteria. The study used the quantitative method through descriptive-inferential method of research. The respondents of the study would be the chosen 95 out of 141 employees of the International School of Asia and the Pacific. This study made use of the Survey Questionnaire to gather data from the respondents.  Based on the data, there is a positive relationship between employee performance, job satisfaction, and overall organizational outcomes when organizational needs and HR practices are in line. The organization's strategic objectives and the necessary competencies must be identified, and these criteria must then be incorporated into the hiring, selection, ranking, and promotion procedures in order to achieve effective alignment. The results of this study suggests that the Human Resource Office should be more specific in defining Job Descriptions of every available position, conduct an ICT screening test to applicants to identify their basic computer literacy, and lastly to provide newly hired employees with an understandable contract that defines their roles and responsibilities in the organization. And in order to provide organizations looking to maximize their talent acquisition and development processes with regard to alignment, future research should concentrate on studying specific methods and best practices.