Executive’s is a professional job: management of human, material and financial resources in order to achieve the objectives of the organisation. Chief executive’s job is particularly management intensive. He is expected to have some expertise in management built on professional knowledge and experience. Executive’s educational qualifications, training and experience ideally should match the job description of his post. In recruiting an executive, on the one hand job description of the post has to be carefully worked out in detail, on the other hand the educational and other qualifications of the would be incumbent have to be determined rigorously to avoid glitch and pitfalls in the work situation.
The following are the ways to recruit suitable persons to fill in the executive positions:
(i) Open competitive examinations;
(ii) Promotion from junior posts;
(iii) Scouting by a selection committee through casual empiricism(survey);
(iv) Discretionary selection by the appointing authority based on personal preference only;
(v) Election by the constituents.
Method (i) is obviously the most transparent and effective way to select appropriate person for the post. Both job description and the required qualifications are widely publicized to collect applications from aspirant candidates. If the examinations are conducted properly the appointing authority will get the best possible candidates for the job.
This method is used widely throughout the world to recruit persons to professional positions except those to be filled in by very high profile personalities who are justifiably reluctant to appear at any examination, written or viva, in order to get the job.
High profile persons are professionally well established; their reputations based on their experience and achievements have spread far and wide. Their expertise is blended with pride. They are not in financial crisis Ether they are already employed in some organisation or are self employed to a degree of high solvency. It is in the interest of the organisation to enlist the support and services of these persons. This category of individuals will not apply for the job in response to advertisement in the media or internet.
The selection committee has to prepare a short list of potential incumbents in order of ranking and try to get their consent one after another. Names of those who do not give their consent are dropped from the list. The job or assignment is offered to top ranking person(s) along with terms and conditions of the service.
The appointing authority is sometimes allowed to select persons for specific jobs depending his or her discretionary power The only limitation for the appointing authority is the minimum qualifications set for the post by the constitution, law, rules or regulations. For example, judges in the High Court Division of the Supreme court have to have minimum ten years experience as advocates in the Supreme court, Managing directors of the banks need to have minimum experience as bankers, Vice Chancellors of universities have to have experience as teacher of some universities and so on.
The following are the ways to recruit suitable persons to fill in the executive positions:
(i) Open competitive examinations;
(ii) Promotion from junior posts;
(iii) Scouting by a selection committee through casual empiricism(survey);
(iv) Discretionary selection by the appointing authority based on personal preference only;
(v) Election by the constituents.
Method (i) is obviously the most transparent and effective way to select appropriate person for the post. Both job description and the required qualifications are widely publicized to collect applications from aspirant candidates. If the examinations are conducted properly the appointing authority will get the best possible candidates for the job.
This method is used widely throughout the world to recruit persons to professional positions except those to be filled in by very high profile personalities who are justifiably reluctant to appear at any examination, written or viva, in order to get the job.
High profile persons are professionally well established; their reputations based on their experience and achievements have spread far and wide. Their expertise is blended with pride. They are not in financial crisis Ether they are already employed in some organisation or are self employed to a degree of high solvency. It is in the interest of the organisation to enlist the support and services of these persons. This category of individuals will not apply for the job in response to advertisement in the media or internet.
The selection committee has to prepare a short list of potential incumbents in order of ranking and try to get their consent one after another. Names of those who do not give their consent are dropped from the list. The job or assignment is offered to top ranking person(s) along with terms and conditions of the service.
The appointing authority is sometimes allowed to select persons for specific jobs depending his or her discretionary power The only limitation for the appointing authority is the minimum qualifications set for the post by the constitution, law, rules or regulations. For example, judges in the High Court Division of the Supreme court have to have minimum ten years experience as advocates in the Supreme court, Managing directors of the banks need to have minimum experience as bankers, Vice Chancellors of universities have to have experience as teacher of some universities and so on.
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