Support of Decision-Making: Example

Scenario:

There is a vacancy for a secretary. A line manager is responsible for the vacancy and it is his or her job to decide on the suitability of the applicants for the post. A personnel officer is also assigned to a personnel officer to carry out the organizational activities which must take place within the application procedure. A large number of applications has already been received.

Activities performed by line manager

The line manager first creates a list of all applicants whose vacancy assignment status for the vacancy is Processing , i.e. who are currently taking part in the selection procedure for the vacancy. For every applicant on the list, the line manager can call up an applicant short profile and archived application documents on the screen. He or she looks at each applicant's short profile and at the archived application documents and records each decision on an applicant's suitability by changing the applicant's vacancy assignment status. When all applicants have been checked, one group has the vacancy assignment status Rejected , a second group is On hold and a third group has the status Invite.

Follow-up activities performed by personnel officer

The personnel officer responsible for the vacancy now performs the activities arising from this decision: He or she creates a list of all the applicants whose vacancy assignment status for the vacancy is Invite. He or she also changes the overall status on the list to Invite in order to indicate to all system users that this applicant has already been invited for an interview. He or she also branches into the applicant activities for each applicant - from the list. The personnel officer also uses this list to maintain applicant activities, making any necessary changes or additions to the Appointment for interview and Mail invitation to interview activities which were automatically created due to the new vacancy assignment status.

Follow-up activities performed by line manager

After the line manager has conducted the interviews, he or she creates a list of all the applicants whose vacancy assignment status for the vacancy is Invite. He or she changes each applicant's vacancy assignment status according to the result of the interview or another look at the short profile and the archived application documents. One applicant now has the vacancy assignment status Contract offered , all others Rejected.

Follow-up activities performed by personnel officer

The personnel officer now changes the selected applicant's overall status to Contract offered (by running the Offer applicant contract applicant action) and creates an employment contract for the applicant (by executing the Offer contract applicant activity).

When the applicant has signed and returned the contract, the personnel officer carries out the applicant action Preparing to Hire an Applicant .