PRESENTED BY

Nirmal PR

Selection

Definition

According to dale Yoder, ‘selection is the

process in which candidate for employment

and dividing into two classes, those who are

to be offered employment and those who

are not to be.’

Steps involved in selection of

candidates:1. Receiving Application Forms

2. Scrutiny

3.Preliminary Interview

4.Tests

5. Final Interview

6.Checking Reference

7.Medical Examination

8.Appointment

9.Probation

10.Confirmation Of Service

Receiving Application Form

The first step in selection of the candidates is

to receive application forms from eligible

candidates. The candidates may be eligible

to submit their applications together with

their bio data on a plain paper. These

application may be given either free of cost

or for a fee payable by the applicants. the

application form is also known as

application blanks.

ScrutinyTo scrutinise the application means to check

all the particulars given by the candidate toensure that they are correct. thoseapplications that are incomplete will not beconsidered. If, from the application, theemployer comes to know that a candidatedoes not fulfill the eligibility criteria hemay set a side such an application. whetheror not a candidate fulfill the eligibilitycriteria for the job can be ensured bychecking the following particulars in theapplication:

• Age of the candidate

• Sex

• The community to which he belongs

• Educational qualification, and

• Experience

scrutiny of the applications, thus, helps to

eliminate those applicants who are

incomplete and who do not fulfill the

eligibility norms.

Preliminary interview All those applicants whose applications have

been considered by the employer, may be

called for a preliminary interview the object of

the preliminary interview is to see the

candidate personality to ensure whether he is

physically and mentally suitable for the job.

Tests

A test is a sample measurement of acandidate’s ability and interest for theirjob. Different types of tests are to beusually for the purpose. There are :

a. Aptitude Test

b. Intelligence Test

c. Proficiency Test

d. Interest Test And

e. Personality Test

Interview

An interview is a face to face oral examination

of a candidate by an employer. Interview may

be held at two stage and final stage. The need

for a preliminary interview has been explained

already. The interview enables the employer

to examine the candidate thoroughly. It must

be remembered that a candidate, to reach the

final interview level, must have proved

himself in the earlier stages.

Checking references

The candidate would have already been

required to mention in his application the

name and addresses of as person known to

him at this stage the employer may contact

such persons and get information regarding

the conduct and character of the candidate.

Medical examination

It is important that a person selected for a job

must also be medically fit to perfom it. The

candidate , therefore will be asked to

undergo medical examination to provide

his or her physical fitness.

Appointment

If the employer satisfied with the medical

report of the candidate, he may appoint him in

his concern. The candidate is then given the

appointment order. The appointment order

state that date of appointment , the nature of

the job, the salary and other allowances

payable , the period of probation etc.

Probation

Probation is a initial testing period of the

candidate during which his performance will

be watched. The period of probation may

vary from organization to organization. In

certain orgn it may be 6 months while other

it may be extend up to 2 years.

Confirmation of services

Only on successful competition of the

candidates appointed will be confirmed . It

is only after getting the confirmation order

the candidate becomes eligible to contribute

to provident fund and such other scheme.

SKILLS OF

EFFECTIVE

TRAINER

FACILITATION/COMMUNICA

TION SKILLSSome of the important mechanisms, which

provide for effective communication and

facilitation are:

• Use of various interpersonal

communication skills to facilitate large and

small group of learning

• Analysis of group process activity in terms

of task and maintenance functions.

• Giving and receiving appropriate

performance feedback

INTERPERSONAL

COMMUNICATION SKILLS

Some of the very important skills that a

facilitator can learn in a very short time are:

• Paraphrasing

• Summarizing

• Question Asking

• Extending and

• Non-verbal Cues

GROUP PROCESS ACTIVITY

SKILLSGroup Maintenance Functions

• Gate keeping

• Mediating

• Listening

• Encouraging

Group Task Functions

• Clarifying

• Giving Useful Information

• Moving Towards action

• Focusing

PERFORMANCE FEEDBACK

SKILLS

• Feedback is the process of receiving and

evaluating information about our behavior.

• It tells us how another person sees our

actions; and gives us the choice to change

our behavior.

• It is essential for both the trainers and the

learners to receive and give feedback in

order to make the learning process more

effective.

PRODUCTIVE AND

REPRODUCTIVE SKILLS

Productive skills are those that require a

certain amount of planning, a strategy for

decision-making.

Reproductive Skills are the

skills that are repetitive,

THANK U