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Selection Chp 6.Pptx (4 Files Merged)

The document outlines the selection process for hiring employees, detailing a seven-step procedure that includes preliminary selection, screening, testing, interviews, reference checks, medical tests, and job offers. It also discusses various types of tests used to assess candidates' skills, abilities, and personality traits, as well as the importance of career development for both employees and organizations. Additionally, it covers recruitment sources, promotions, transfers, and methods for attracting candidates such as press advertisements and campus placements.

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0% found this document useful (0 votes)
25 views23 pages

Selection Chp 6.Pptx (4 Files Merged)

The document outlines the selection process for hiring employees, detailing a seven-step procedure that includes preliminary selection, screening, testing, interviews, reference checks, medical tests, and job offers. It also discusses various types of tests used to assess candidates' skills, abilities, and personality traits, as well as the importance of career development for both employees and organizations. Additionally, it covers recruitment sources, promotions, transfers, and methods for attracting candidates such as press advertisements and campus placements.

Uploaded by

roshroshni590
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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▪Selectionis the process of choosing from the candidates within the organization or from outside,

the most suitable person for the current position or for the future position.

▪An objective and standards measure of sample behavior.


▪It’sa selection and process of new employees.
▪For appraising employee for promotional potentials.

▪For comparing employee

Chapter #6

It’s a seven step process:


 First step in selection
➢ Preliminary selection
 Initial screening id done. In this step and all the undesirable applicant are excluded
➢ Screening of application
from the list.
➢ Selection test
 This process of generally conducted by lower level executives.
➢ Selection interview
 It is a very important step as it shifts out all the unqualified not desirable applicants
➢ Checking references and the hr. manager can then concentrate on the other applicant without wasting time
➢ Medical test
➢ Offering job offer
 Organization can provide downloadable application from along with the necessary  The purpose of employment tests is to determine whether the candidates have the
detail from the official website. necessary skill and abilities that can be appropriately suits to be job requirement.
 The form ask for demographics ( basic information about your self).  There could be different type of test depending on the needs of the job.
 Once the form filled application is brought to the screening team.  Individual and group test
 In checks the details and calls the candidate for selection test.  Intelligence test
 The purpose of this screening to shortlist suitable candidates to call them for next  Technical test.
round.  Aptitude test.
 Psychometric test..

 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

 A questionnaire or series of exercise designed to measure intelligence.


 There are many type of intelligence test and they may measure learning and/or ability in a  Based on real time problem or puzzle questions.
wide variety of areas and skills.  The whole idea to test the problem solving skills of any candidates
 Scores may be presented as an IQ (intelligence quotient) as a mental age, or a scale.
 Industry is always interested in testing the application level of any candidate.
 The core concept underlying in intelligence test is mental age.
 In certain cases mental age may be differ from physical age  E.g. case study solving, decision making puzzles
 Intelligence is applied to get bright employees who are quick at learning , they can train them
faster for any job.
 Measures person’s general potential to solve problems, adapt to changing circumstances, think
abstractly, and profit from experience.
 Include various sub- tests (i.e., verbal comprehension/ perceptual organization).
 Example: When a father scolds his daughter because she has not done as well in school as she can, he
most likely believes that she has not used her intelligence (general potential) to achieve (acquire new
knowledge).
➢ Related to the overt & covert dispositions of the individual.  These test also known as personality interference.
➢ Example: tendency of a person to show a particular behavior or response in a  These test are designed to measure the dimensions of personality i.e: personality
given situation. traits such as interpersonal competence, dominance, submission, extraversions,
➢ Does not require any special skill or ability (measures typical behavior). introversions, self- confidence, ability to lead and ambition.
1. Structured Personality Tests (provide a self- report statement & require the  Personality test as ( Myer Briggs test MBIT) or big five model.
subject to choose between two or more alternative responses such as ‘True” or  It helps you find out whether any candidates is suitable fits in the organizational
“False.’ culture.
2. Projective Personality Tests (either the stimulus (test materials or the required
response or both are ambiguous).

 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.

 From individual perspective it is a process through an


employee make goals and lay down path to achieve it.
 It guides then continuity and a direction in their professional
life.
 From the organizational perspective, it is way to help out
employee plan their career in term of their capacity with the
Chapter 7 context of organization need.
 Career development: is an ongoing process of gaining
knowledge and improving skills that will help an individual to
establish a career plan
 To retain competent employee in the organization.  Preparation of human recourse inventory.
 To provide promotional opportunities to the workforce.  Identifying individual career need.
 To enable employees to develop and make them ready for  Analyzing career opportunities.
future challenges.  Mapping of employees needs and career opportunities.
 To motivate and boost employee morale.  Formulation of training and development.
 To reduce employee dissatisfaction and turnover.  Review of career plan.

 Organization must analyze employee career anchor, aspiration


 Analyzing the types of your existing employees. (HRP)
and goals through objective assessment.
 Status
 Since most of the employee do not have a clear idea of their
 Duties. career anchors and aspiration.
 Qualification.  Organization must provide information to employee related to
 Experience. work that is more suitable to a particular employee based on
 aptitude their his/her skills, experiences and aptitude into account.
 Large organization even organize various workshop to guide
employee.
 The best method for identifying career opportunities is  Organization matches the need of the employees with
conducting job analysis. available opportunities.
 job analysis helps organization in understanding the nature of  They even provide training to employees related to specific
the job. skills required.
 Based on this, career path of employee can be drafted.  Challenge to settle people at same level where few are
fresher's and few are promotes

 Categories the employees based on their needs.


 Are we going in right direction, both at individual and
 Develop a training program for each category. organizational level.
 The focus should be on technical skills for those who are  What changes organization might go through in near future.
working on ground level.
 Utilize the human resource at optimum level.
 At managerial level, the focus should be leadership, people
 What skill set will be required to survive.
and conceptual skills.
 Evan model development explained five stages of career
development:  It represent the pre employment stage.
 It mostly begin in mid twenties as many of us end up our
education and start working somewhere.
 Most of our choices at this stage is influenced by our family,
teachers , friends.
 In this stage we develop a lot of experiences related to the job.
 The problem arises in mid 30’s when our earlier choices are
tested.

 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.

▪ The process of inviting more and more applicants for the


Chapter # 6 advertised jobs is called recruitment.

▪ Recruitment has two type of sources:


▪ External sources
▪ Internal sources
Promotions:
▪ The promotion is part of performance appraisal.
▪ Anybody who is eligible and showed good performance can
Internal External be considered for the vacant post.
recruitment recruitment ▪ Promotions results in enhance par, position, responsibility and
authority.
▪ Promotion policy must be transparent in terms, conditions,
rules and regulations should be well-defined.

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.

Placement agencies Walk in interview


A data of candidate is sent to organizations for their selection ▪ Companies with vacant position do not as for any application
purpose and agencies get commission in return. before coming for interview.
Employment exchange ▪ They just announce eligibility criteria and conduct interviews
▪ People register themselves with government or private on the specific day and time.
employment exchange with their personal deals. ▪ Those who reach th the venue and eligible are directly
▪ These exchange work in tie up with the companies having interviewed and selected for the job.
vacant positions. Used for positions which needs to be filled immediately
▪ According to the need and request of the organization, the
candidates are sent for interview.
▪ These agencies complete all background check and even
screen suitable candidates
E-recruitment Competitors
▪ These are various job sites where you can register ▪ When any company fine a good talent working with their

▪ 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

Human resource planning Size of the firm


 Its all about forecasting how many people you will ▪ The size of the firm is an important factor in
need at right time at right positions. recruitment process.
▪ If the organization is small then recruitment process
 It helps in determining the gaps present in the will be simple and cost effective.
existing are required manpower of the organization. ▪ While if the organization is large then it will be hiring
more personnel which will handle its operation.s
 Recruitment process follows a plan as documented in
HRP
Cost of recruitment Growth and expansion plan
▪ Recruitment incur cost to the employer therefore  If the organization is expanding its operations,
organizations try to employ that source o recruitment obviously they will need for people to work on
which will bear a lower cost of recruitment to the various projects.
organization for each candidate.  While if the organization is in losses or planning to
▪ However, at the same time organization must ensure shut down their operations then their approach to
they get the right pool of candidates to choose from. recruitment would be different.

Supply and demand Labor market


 The availability of manpower both within and outside the
 Employment conditions in the community where the
organization is an important determinant in the recruitment
organization is located will influence the recruiting efforts of
process.
the organization.
 If the company has demand for more professionals and there
 Supply and demand keep on varying in different industries.
is a limited supply in the market for the professionals
demanded by the company then the company will have to  Labor market be over crowded and under crowded based on
depend upon internal source by providing them special the number of skilled professionals seeking for employment.
training and development programs.
Political, social and legal environment  Unemployment rate
 Various government regulations prohibiting discrimination in  One of the factor that influence the availability of application
hiring and employment have direct impact on recruitment is the growth of the economy ( whether economy is growing
practices. or not and its rate).
e.g. Limited seats for handicapped, minorities etc.  If the unemployment rate is high then there is more number of
people applying for the jobs and organization do get
employees at affordable cost as well.

Competitors Vs. on basis recruitment selection


meaning It’s a activity of establishing It’s a process of picking
▪ The recruitment policies of the competitors also effect the contact between employers up more competent and
recruitment functions of the organization. and applicants. suitable employee
▪ To face the competitors many a times the organizations have objectives Its encourages large number It attempts at rejecting
of candidates for job unsuitable candidates
to change their recruitment policies according to the policies
process It’s a simple process Complicated process
being followed by the competitors.
hurdles Candidates have not go Many hurdles have to
through hurdles cross
approach It’s a positive approach It’s a negative approach
sequence Its proceed selection It follows recruitment
economy Economical method Expensive method
Time Less time require More time require
consuming
 Environmental change
 Organizational complexity
 Human relations
 Change in job assignment
Training and development  To match employee specification with job
requirements and organization needs

 Training require to the process of imparting specific skill.

 Training defined as the organized procedure by which people


learn knowledge or/ skills for a definite purpose.
 Most effective method of training. Advantage Disadvantage
Practical learning Chance of error is high
 Under this method, the trainer is given training at the work
place by hid immediate supervisor.
Less expensive High chance of wastage

 Trainer is placed on a specific job and taught the skills and


knowledge necessary to perform it. Motivate employee to learn High possibility of accidents

 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

 Also known as step by step training. advantage disadvantage


 Trainer explains the way of doing the jobs to the trainee and in
case of mistakes, corrects the trainee. Employee safety Trainee feels reserved about the
 JIT basically involves four step: work

 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

 In this method instructions through theoretical and practical


aspects are provided.
 usually students receives this type of training for a small advantage disadvantage
stipend.
Proper guidance Trainee’s work importance is
ignored

Practical exposure Work under stressed envirnoment

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

Basis of differences Training Development


Meaning The action of teaching a The action of proving
person particular skill or the opportunity for an
type of behavior individual to improve
their general knowledge
and abilities for their
over growth
focus Present / immediate in Future needs.
nature
Concentrated towards Job and ability Career and possibility
Who leads? Trainer/ line manager Self development
purpose Performance or To prepare individuals
capabilities of for future challenges
employees
Number or people One or many Only one

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