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Selection of Personnel To Fill Up The Vacancies in The

The document discusses the selection process for hiring employees. It defines selection as the process of evaluating applicants' suitability for a job through collecting information at various steps. The selection process aims to choose the best candidates and enhance the prestige of those selected. Key steps in the process include preliminary screening, application forms, selection tests, interviews, medical exams, reference checks, and final approval. The goals of selection are to fill positions with the right personnel, which allows other HR functions to be carried out effectively. Reliability and validity are important considerations for selection criteria to accurately measure applicants.

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Ajit Jain
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61 views

Selection of Personnel To Fill Up The Vacancies in The

The document discusses the selection process for hiring employees. It defines selection as the process of evaluating applicants' suitability for a job through collecting information at various steps. The selection process aims to choose the best candidates and enhance the prestige of those selected. Key steps in the process include preliminary screening, application forms, selection tests, interviews, medical exams, reference checks, and final approval. The goals of selection are to fill positions with the right personnel, which allows other HR functions to be carried out effectively. Reliability and validity are important considerations for selection criteria to accurately measure applicants.

Uploaded by

Ajit Jain
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Definition: Selection is a process of choosing the most suitable persons out of all the participants.

In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment.

NEED OF SELECTION

(i)

It ensures that the organization gets the best among the available, and

(ii)

It enhances the self-esteem and prestige of those selected and conveys to tem the seriousness with which the things are being done in the organization

PROCESS OF SELECTION

(i) (ii)

Preliminary screening Selection test.

Significance of Selection Process: Selection of personnel to fill up the vacancies in the organization is a crucial complex and dynamic process. If right type of personnel are selected then the other functions of HRM can be carried out easily and effectively.

Reliability and Validity of Selection Criteria: Reliability refers to how stable or repeatable a measurement is over a variety of testing conditions OR Reliability means that the test should yield consistent results each time and individual takes it Validity refers to what a test measure is and how well it has measured it. OR Validity of a test is the degree to which it measures what it is intended to measure.

Steps of Selection Process: The selection process consists of various steps. At each stage facts may come to light which may lead to rejection of the applicant. Steps involved in the selection are: * Preliminary interview: Initial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given necessary information about the nature of the job and the organization.

* Application blank: Application form is a traditional and widely used device for collecting information from candidates. The application form should provide all the information relevant to selection.

* Selection test: -

Psychological are being increasingly used in employee selection. A test is sample of some aspects of an individuals attitude, behavior and performance. It also provides systematic basis fro comparing the behavior, performance and attitudes of two persons.

* Employment interview: An interview is a conversation between two persons. In selection it involves a personal, observational and face to face appraisal of candidates for employment.

* Medical examination: Applicants who have crossed the above stages are sent for a physical examination either to the companys physician or to a medical officer approved for the purpose.

* Reference checks: The applicant is asked to mention in his application form the names and addresses of two or three persons who know him well.

* Final approval: The shortlisted candidates by the department are finally approved by the executives of the concerned department. Employment is offered in the form of appointment letter mentioning the post, the rank, the grade, the date by which the candidate should join and other terms and conditions in brief.

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