Selection Chp 6.Pptx (4 Files Merged)
Selection Chp 6.Pptx (4 Files Merged)
the most suitable person for the current position or for the future position.
Chapter #6
Candidate proving themselves successful through tests are interviewed personally. Generally, at least two references are asked for by the company from the candidate.
The interviewers may be individual or a panel. It generally involves officers from top Reference check is type of crosscheck for the information provided by the candidate
management. through their application form and during interviews.
The candidates are asked several questions about their experience on another job Companies try contact these people to better understanding potential of the
their family background, their interest etc. candidates and verify the information given you in interview and in your application.
They are supposed to describe their expectations from the said job.
This is an examination to determine an applicant’s physical fitness for essential job Individuals who perform successfully in the preceding steps are now considered
performance. eligible to receive the employment offer.
Typically, a job offer is contingent on successfully passing this examination. Job offer include joining date, salary package , few terms and conditions related to
Candidate are requested to submit their medical fitness reports from an authorized joining.
doctor on the panel list of the company. Later on, an appointment letter is issue which is more detailed and comprehensive .
E.g.. army, navy, air force, police, engineers Moreover if confirm your joining as well.
➢Aptitude test
Individual Test that can be given to only one person at a time
Ability test ➢Achievement test are known as individual tests.
➢Intelligence test
➢judgment test Advantage: Examiner can gauge the level of motivation of the
subject and assess the relevance of other factors (e.g.,
Selection test
impulsiveness or anxiety) on the test results.
Group test : Can be administered to more than one person at
Personality test a time by a single examiner.
Example :instructor giving everyone a test in a class at the
➢Personality test same time
➢Attitude test
Its measure the ability and skills of the test taker.
These tests measure and indicate how well a person would be able to perform after training and achievement test measure a persons potential in a given area.
not what he/she has done.
In other words, these test measure skills or knowledge already acquired by test taker.
Aptitude test are used to predict the future ability/performance of a person.
It can be use in two ways: In early , marks and grade were enough to explain the competence but now industries
Vocational guidance. conduct their own achievement test.
Vocational selection Achievement test are also known by the names: proficiency tests, performance test,
Aptitude refers to the potential for learning or acquiring a specific skill. occupational or trade test.
Aptitude tests are often used to predict success in an occupation, training course, or educational
endeavor. Measure a person’s degree of learning, success, or accomplishment in a subject
Example: SAT (Scholastic Assessment Test) commonly used aptitude test for college entrance. matter
Verbal Section (word knowledge & reading comprehension)/ Mathematics (algebra, geometry,
insightful reasoning) and a Writing section.
Certain minimum scores on the SAT for admission are used to predict academic success
These test are designed to discover a person’s area of interest, and to identify the
These test are designed to now the testers tendencies towards favoring or otherwise
kind of test that will satisfy them.
to people , situations , actions and a host of such other things.
The most widely used interest test in kuder reference record.
Attitudes are known from the responses of the testes respondents because emotional
It could measure technical interest . The mechanical , computation, artistic. Literary, involved make it difficult to directly observe or measure attitude of the testers.
musical and clerical interest.
Test of social desirability and employee morals are the well known examples of
It could also measure behavioral interest like negotiations, avoiding conflicts. attitude tests.
➢Assess a subject’s ability to produce new ideas (divergent thinking), insights, or ➢ Assessment of persons with known or suspected brain dysfunction.
artistic creations that are accepted as being of social, aesthetic, or scientific value. ➢ Neuropsychologists use these specialized tests and procedures to make inferences
➢Example: Creativity test might ask the examinee to imagine all the things that about the locus, extent, and consequences of brain damage.
would happen if clouds had strings trailing from them down to the ground. ➢ Example: Bender Gestalt Test (BGT) measures neuropsychological impairment
Students who could come up with a large number of consequences were assumed ➢ Not refer in co-operate settings until exceptional.
to be more creative.
This stage cover 10 years from 25 onwards. The stage ranges from 35to 45 years of age.
This stage begins with anxiety , mistakes, learning and You are no longer a learner and you are counted as senior.
recovering. In this stage , individual suffers from mid life crisis.
Later in this stage , an individual tries to get settled on a job in The crisis is all about getting into critical evaluation .with
some organization. family and parents around one always face difficulty is
Everyone tries to establish himself in the society. maintaining a good work life balance.
In early part of the stage individual has junior status with One must invest time and effort in the right direction in terms
relevant job skills. of career.
By the end of the stage , individual gets settled and set to
accelerate.
This stage continues for 20 years from mid forties. At this stage individuals mostly retire or they are forced
From this stage either you maintain, you grow or yow may to step out of limelight.
stagnate as well. It is harder stage for those who are high achievers in
You can relax at this stage as you hold a respected position in earlier stages.
the organization.
This may create frustration as so many jobs left behind.
Individual has a varied experience and even mentor new
people as well. One must be ready for this retired life and try to engage
Individual gets locked into their current job in this stage. un various other activities.
One must give chance to others.
Definition
▪ Whenever there are vacancies in any organization, they are
advertised through different media and accordingly the
application are collected for the vacant post.
Transfer
Retirement: ▪ Employees may be transferred from one department to another
▪ The retired employees may be given the extension in whenever the post becomes vacant.
their service in case of non-availability of suitable ▪ This may be only done when the candidate has the necessary
candidates for the post. skills required for the job.
Internal advertisement
Former employees: ▪ The existing employee may be interested in taking up the
vacant jobs.
▪ who has performed well during their tenure may be
▪ As they are working in the company since very long time, they
called back, and higher wages and incentives can be know about the specification and description of the vacant job.
paid to them ▪ For their benefit, the advertisement circulate within the
company , or pasted on notice board.
Press advertisement Campus placement
▪ It is the best possible method for companies to select
▪ The details of the vacant post can be shared through
print media like national and regional newspaper and fresher's from various educational institutions.
even there are some dedicated supplements and ▪ Its is easy and economical.
newspaper for vacant jobs. ▪ The company officials personally visit various
▪ It gives publicity to the vacant posts and the details institutes and select students eligible for a particular
about the jobs in the form of job description and job post through interviews.
specification areb made available to public generall. ▪ Students get a good opportunity to prove themselves
and get selected for a good job.
▪ Candidate must fill the details or upload resume on these competitors. They try to hire them.
websites. ▪ They learn is called head hunting.
▪ After registration they matches your profile with the position ▪ By offering better terms and conditions of service, especially
available. un terms of salary, promotion and even position
▪ Accordingly send you link where you can apply.
New talent get the opprtunity. Skilled and ambitious employee may switch the job
The best selection is possible as a large more frequently.
number of candidates apply for the job. It gives a sense of insecurity among the existing
In case of unavailability of suitable candidates candidates.
within organization, it is better to select them It increases the cost as advertisement is to given
from outside source. through press and training facilities to be provided for
new candidates.
Recruitment policy
▪ The recruitment policy of an organization specifies
the objective of recruitment.
▪ It is more like a frame wrok that guides organization
in recruitment.
▪ It involves organizational system to be developed for
implementing recruitment programs and procedures
Based on principle of “learning by doing” No artificial setup require Hit and trial method
Advantage disadvantage
This training involves movement of trainee from one job to
another within organization. Allow managers to see hidden Wastage of time and effort
talent
By rotating you can make them learn different functional area
Helps in exploring interest and Employee take time
Reduce boredom ideas
It also provides flexibility to the organization for effective Motivate employee and help them Leads whole lots of stress &
utilization human resource. to deal with new challenges anxiety
Also this method help trainee to understand the problem of Keeps away common practices It doesn’t check the time waste
other employees
Boosts satisfaction
It refers to informal, unplanned training provided by supervisor
or peers to an employee.
advantage disadvantage
It involve daily observation and daily feedback.
Coach carry out activities as:
▪ Explain him right way of doing thing Proper guidance on how to Ideas given by trainee are not
conduct an activity considered
▪ Stating observation accurately about employee performance.
▪ Do’s and don’ts according to job. Cost effective Trainee wouldn’t get a chance to
explore more
▪ Offering alternative/ suggestion and follow up.
No loss of productivity
Demonstration ( presented right way of job) Increased productivity Restricted area of work
Over view ( purpose and out come of job)
Performance (copy the trainer independently) Cost effective
Follow up ( trainer check on performance)
Meeting standards
A group of trainee are asked to solve a ( actual) given
organizational problem. advantage disadvantage
In committee assignments trainees have to work
together in a team and offer solution to the problem. Improves employee Can’t always reach to a conclusion
interrelationship
This method helps team spirits to achieve common
Build team spirits Creates hassle among employees
organizational goal.
Deal with real organization
problem
Productivity of organization
improves
The method of training which are adopted for the It deals with any problem confronted by a business
development of employee away from field of the job. which can be solved by an employee.
Its generally for a specific time, depending upon job The trainee is given a opportunity to analyze the case
nature. and come with all possible solutions
Trainee feel relaxed as there are no pressure of doing This method can enhance analytic and critical
work. thinking of employee
Same as classroom learning.
This include both knowledge and skill
Incidents already occurred are presented in front of In this case situation is given by the trainer to trainee
trainee as real life situation Trainer asked you to act in the given situation.
Hey are asked to take decisions individually. Sometime script is also given, and sometimes you
Analyze the incident with all aspects need to write the script.
Later, entire group discuss the incidents and take the The idea is to make trainee feel and play the role
final decision after group discussions. allotted to them and learn accordingly.
The employee are given information about an This will be suitable method when the numbers of
imaginary company , its activities and products and trainees are quite large.
all data related to the firm. Lectures can be very much helpful in explaining the
the trainee ( employee under training) has to make concepts and principles very clearly
notes, delegate task and prepare schedules within a And face to fact interaction is very much possible.
specified time. Experience trainer can make lectures really effective
They can develop situational judgments and quick
decision making skills of employees.
Employee divided into groups. Trainee will train on the especially designed
Each group has to discuss about various activities and equipment or machine seems to be really use din the
functions of an imaginary organization. field or job.
They will discuss and decide about various aspect Equipments or machines are specifically designed for
like production , promotion etc training a trainee were making them ready to handle
This gives result in cooperative decision making them in the real field or job.
process.
Its very expensive.
If your team wins , you could learn why we better
than other. Simulator always use where such type of training
If not, u can learn you weaknesses. required.
Its provide in depth knowledge to a person. A meeting of several people to discuss any subject is
Theoretical as well as practical knowledge is being to called conference.
a person. Each participant is given equal chance to contribute
But it cant afforded by all people. by analyzing and discussing various issues related to
the topic.
Everyone can express their own ideas and view point.
Experienced panel provide a valuable feedback