bba-sem-3-hrm-selection process
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Selection ProcessSelection ProcessKunal UpadhyayKunal Upadhyay
Happiness is not something readymade. It comes from your own actions. –Dalai Lama
Meaning• Selection has been regarded as the most
important function of HR department. It ensures the organization that; it has right number, right kind of people at the right place and at the right time.
• “It is the process of differentiating between applicants in order to identify (and hire) those with the greater likelihood of success in a job”
Selection ProcessSelection Process1. Preliminary Interview 2. Selection Tests 3. Employment Interview 4. Reference and Background Checks 5. Selection Decision 6. Physical Examinations 7. Job Offer 8. Contract Of Employment 9. Evaluation of Selection program
Cont…
• Preliminary Interview: – The purpose of this interview is to analyze the
applicants, i.e. elimination of unqualified applications
• Selection Tests: – Different types of selection tests may be
administrated, depending on the job and the company. Generally tests are used to determine the applicant’s ability, aptitude, and personality.
Cont…• Ability Test– Assist in determining how well an individual can perform
tasks related to the job• Aptitude Test – Helps determine a person’s potential to learn in a given
area• Personality Test– To measure a prospective employee’s motivation to
function in a particular working environment • Interest Test– To measure an individual’s activity preference. These test
particularly useful for students considering man careers
Cont…
• Graphology– Test that seeks to predict success or failure through
one’s Handwriting. Its vastly used in the U.S • Polygraph Test– Are designed to ensure accuracy of the information
given in the application. Banks, treasury office and jewelers shops
• Medical Test– make known physical fitness of a candidate
Cont…• Choosing Test– Test must be chosen based on the criteria of reliability,
validity, objectivity and standardization• Reliability– Refers to standardization of the procedure of administrate
ring and scoring the test results• Validity– Test which helps predict whether a person will be
successful In given job• Objectivity– When two or more person can understand the result of
same test and derive the same conclusion• Standardized– Standard condition to a large group of person who are
representatives of the individual for whom it is intended
Cont…
• Employment Interview: – The next step in the selection process is
employment interview, an interview is conducted at the beginning, and at the selection process of the employment interview can be one- to-one interview or panel interview.
Types of Types of Employment InterviewEmployment Interview
One to one InterviewSequential Interview
Panel Interview
Cont…Types Type of Questions Usual Applications
StructuredStructured A predetermined checklist of questions asked of all applicants
Useful for valid results, especially when dealing with large num. applicants
UnstructuredUnstructured Few, planned questions, made up during the interview
Useful when the interviewer tried to analyze personal detail
MixedMixed A combinations of structured and unstructured questions, that usually done in practice
A realistic approach that yields comparable ans. Plus in depth insights
cont…Types Type of Questions Usual ApplicationsBehavioralBehavioral Question limited to
hypothetical situations, evaluation is base on the solution and approach of the applicant
Useful to understand applicant’s reasoning and analytical abilities under self-effacing
StressfulStressful A series of harsh, rapid fire questions intend to upset the applicants
Useful for stressful job, such as handling the complaints
Cont…
• Reference and Background Checks: – Many employers request names, address,
telephone numbers or references for the purpose to verify information and gaining additional background information of an applicant.
Cont…
• Selection Decision: – Selection decision is the most critical of all steps in
selection process. The final decision has to be made from the pool of individuals who pass the tests, interviews and references checks.
• Physical Examinations: – After selection decision and before the job offer is
made, the candidate is required to undergo a physical fitness test. A job offer is often; contingent upon the candidate being declared fit after the physical examinations.
Cont…• Job Offer: – The next step in selection process is job offer. Job
offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty
• Contract Of Employment: – Basic information is written in Contract of
employment that varies according to the levels of job. After the offer and acceptance of the job certain document is the attestation form.
Cont…• Evaluation of Selection program: – The broad test of effectiveness of the selection
process is a systematic evaluation .a periodic audit is conducted in the HR department that outlines and highlights the areas which need to be evaluated in the selection process
Do’s Don'ts
Plan for the interview Start the interview unprepared
Establish an easy and informal relationship
force too quickly into demanding questions
Encourage the candidate to talk Ask leading questions
Cover the ground as planned Jump to conclusion on insufficient evidences
Probe where necessary Pay too much attention to isolated strengths or weaknesses
Analyses career and interests to reveal SW, patterns of behaviors
Allow the candidate to gloss over important facts
Maintain control over direction and time taken for the interview
Talks too much
Orientations• Orientation is a systematic and planned
introduction of employees to their jobs, co workers and organization, also called induction
Purpose of Orientation
• Idea to make new employees feel ‘at home’
• How well they will perform the job
• Compare them with more experience
employees
• Imagination to realistic
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