HUMAN RESOURSE MANAGEMENT SELECTION AND SELECTION PROCESS

Suresh Kumar PrajapatiP G Collège of Nursing

Gwalior

SELECTION

Selection is a systematic process of choosing the best fit employee amongst a number of qualified candidates who seems to most successfully meet job and organizational requirements.

SELECTION• Selection is the process of screening of job

applicants to ensure that the most appropriate candidates are hired.

• Selection is the process of making a hire or no- hire decision regarding each applicant for a job.

• Selection is a series of steps from intial applicant screening to final hiring of the new employee.

OBJECTIVES OF SELECTION• To weed out ineligible employees from the list of

potential hires.• To sort out candidates who have the likelihood of

success on the jobs.• To staff the organization with qualified and high

calibre candidates.• To reduce the burden of interviewing every single

candidate and reduce cost of recruitment.• To evaluate the success of recruitment process.

Selection Process1. Application form2. Weighted Application form3. Résume scanning 4. Sélection Testing5. Sélection Interview6. Applicant assesment 7. Sélection decision and salary negoniation8. Job offer/appointment

Application Blank• It is the most common method used to collect

information on various aspects of applicant’s academic, social, demographic, work-related background and references.

• Job seekers may exaggerate, or overstate their qualifactions on a resume.so they are asked to translate specific resume meterial into a standardized application form.

Weighted Application Blank

• To make the application form more job – related,some organizations assign numeric values or weights to responses provided by applicants.

• The items that have strong relationship to job performance are given high scores.

RESUME SCANING

• Once the recruitment process comes to an end, recruiters start screening application by matching resume information with position requirements.

• After matching, applications failing to match job requirements are rejected and only those meeting the criteria are kept.It is called shortlisting of resume’s.

Selection Testing• A test is a standardised, objective measure of a

person’s behaviour, performance or attitude.• Commonly used tests:a) Inteligence testb) Aptitude testc) Personality testd) Achievement teste) Simulation testf) Assessment test

Selection Interview• Is the oral examination of candidates for employment.• It is designed to predict the job performance on the

basis of applicant’s oral response’s to oral inquirie’s.• Different Types :a) Non-directive interviewb) Directive or structured interviewc) Situational interview d) Behavioural interviewe) Stress interviewf) Panel interview

Applicant assessment • All shortlisted candidates who have been

interviewed are scored according to their performance and merit.

• Their present compensation and expectations are evaluvated in terms of budgets,critically of the position or skill and the abilty of the organization to pay.

• Those candidates who are on the higher side of the compensation range of the organization are kept in the waiting list.

Selection decision and salary negoniation

• Recruiters at this stage have already finalized the name of the candidate for potential job offer.The HR department negotiates the salary with the candidate and other terms and conditions that the organization can offer to the candidate.

Job Offer

• If the salary negotiation is succesful then the HR department issues a job offer to the selected candidate specifying the date, venue and other important information about the candiadte’s joining.The letter carrying the selection information is called ‘Offer Letter’ or Letter of Intent.

BIBLIOGRAPHY

• HUMAN RESOURSE MANAGEMENT –TEXT AND CASES – VSP RAO.2ND EDITION.

• MANAGING HUMAN RESOURSES AND INDUSTRIAL RELATIONS – TAPOMOY DEB.

• ARMSTRONG’S HANDBOOK OF HUMAN RESOURSE MANAGEMENT PRACTICE.- Michael Armstrong – 11th EDITION