HRM.2:1 - Problem frame

Use this when recruitment, promotion, allocation or another personnel choice relies on a claim about a person’s suitability for actual work. Begin with the decision and the contribution it needs, not an available test or candidate score. The first useful result is a warranted comparison and recommendation, or the exact uncertainty that prevents it. The object is the assessment and selection inference; an appointment remains a separate act.

Use a sufficient established procedure directly when its work, population, support conditions and decision remain applicable. A formative learning conversation need not become a selection exercise.