module 4 hr

8/7/2019 module 4 hr

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Selection

Module 4


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Selection :meaning

SELECTION is the process that starts with

gathering complete information about the

applicant from his application form and ends

with inducting the candidate into theOrganization.

selection is the process of choosing the best

candidate from the numbers of candidate. it

is process of collecting the all necessary

information and matching the desired skillwith the available skill. it is process which

help to distinguish best candidate from the

normal one. its comes after recruitment


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Selection : The process of choosing

the most suitable candidate for a job

from among the available applicantsis called selection. it is a process of

ascertaining the qualification

experience skill knowledge of an

applicant with the purpose ofdetermining his suitability for a job.

selection is the process in which

candidate for employment are

divided into two classes those who

are to be offered employment and

those who are not.


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Definition

Selection is the process of

picking individuals who have

relevant qualifications to fill

jobs in an organization .thebasic purpose is to choose

the individuals who can

most successfully performthe job ,from the pool of

qualified candidates .


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selection


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Selection process/ procedure/

factors affecting selection

Selection is a long process

,commencing from the preliminary

interview of the applicants andending with the contract of

employment.

The selection procedure is

explained with below diagram


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External environment

Internal environment

Selection decision

Preliminary interview

Selection tests

Employment interview

Reference check

Physical examination

Job offer

Employment contract

evaluation


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1. Application forms

2. Preliminary interview

3. Selection test Personality test

Interest test

Graphology test

Medical test

Choosing tests

Reliability

Validity

Predictive validity

3. Employment interview


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4. Reference check

5.Selection decision

6.Physical examination

7.Job offer

8.Contracats of

employment9. evaluation


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Types /classificationoftests

1.Aptitude test: An aptitude test is a measure ofa specific skill or ability.

There are two types of aptitude tests:

a. multi-aptitude test batteries

b. single tests measuring specific aptitudes.Multi-aptitude test batteries contain measures of

a wide range of aptitudes and combinations of

aptitudes and provide valuable information

that can be used in career decision making.

Single aptitude tests are used when a specific

aptitude needs to be measured, such as

manual handiness, clerical ability, artistic

ability, or musical ability.


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2. Achievement TestsAchievement tests measure learning of general

or specific academic skills. It measures ofwhat a person knows or can do it right now.

3. Interest test:Are used to measure an individuals activity

preference .these tests are particularly usefulfor students considering many careers or

employees deciding upon career changes.

4. Graphology test: is test that seeks to

predict success or failure through oneshandwriting .for example they ask applicant to

complete application form and write about

why they want job


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5.Intelligence test: these are mental abilitytest .they measure the incumbents learning

ability and also the ability to understand

instruction and make judgments.

6. Personality test: are used to measurebasic aspects of an applicants personality

such as motivation ,emotional balance ,self

confidence , interpersonal behavior.introversion etc.

There are three types of tests in personality(PIP)

Projective tests: these tests expect the

candidates to interpret problems or situationsbased on their own attitudes values etc.

Interest test : these are meant to find how a

person in tests compare with the interests of

successful people in a specific job these test

show the areas in which a person is most


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Preference test: these test try to compare

employees preference with the job and

organizational requirement .

7.Simulation tests: simulation exercise is atest which duplicates many of the activities

and problems an employees face while at

work. such exercise are commonly used for

hiring managers at various levels in an

organization .

8. Assessment test: an assessment centreis an extended work sample .it uses

procedures that incorporate group and

individual exercise .these exercise are

designed to stimulate the type of work which

the candidate will be expected to do.


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examples of the simulated exercise based on

real life ,included in a typical assessment

centre are as follows

a. The in basket : here the candidate is faced

with an accumulation of reports ,memos

,letters and other materials collected in the in-

basket of the simulated job he is supposed to

take over. The candidate is asked to takenecessary action within a limited amount of

time on each of these materials ,say by

writing letters ,notes agendas for meetings

etc.

b. The leaderless group discussion: this

exercise involves groups of managerial

candidates working together on a job related

problem


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c.Business games

d. Individual presentation

e. Structured interview

9. Polygraph tests: the polygraph (the liedetector consists of a rubber tube around the

chest ,a cuff round the arm and sensors

attached to the fingers that record the

physiological changes in the examinee as theexaminer puts question that call for an answer of

yes or no ) records physical changes in the body

as the test subject answers a series of

questions.

10 .integrity test : these are designed tomeasure employees honesty to predict those

who are more likely to steal from an employer or

otherwise act in a manner unacceptable to the

organization. Here they are supposed to answer


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Tests as selection tools

Standards for selection tests

Reliability

Test retest reliability

Inner rater reliability

Intra rater reliability

Validity

Qualified people

Preparation Suitability

Usefulness

standardization


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Exchange sufficient & necessary information to

decide suitability

Social and custom aspects. Audition.

Group/power selection

Candidate asserts abilities & presents experience.

Communicate relevant information about

job/organisation - objective & subjective

candidate to become an organisational member

Satisfy candidate - give fair opportunity

Importance of not over-selling

Why an Interview?


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Interview Strategies

Frank and friendly

Problem-solving - imaging yourself in the

job...what would you do if...?

Behavioural event - critical experiences - what,why, how, options, plans, outcomes

Simulate stress. Put on the spot? Validity?

Spurious appeal?


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Types of interviews1.Informal:Interviewer knows which questions they want

to ask. They might change their mind about questions and

carry on a conversation with the candidate. This can be

difficult, because you may spend the whole time talking

about sports or music. After this interview, you wonder

what happened.

2.Structured:In a structured interview, a list ofquestions has been prepared based on the job

requirements. The same questions are asked of every

candidate. The same questions are asked in the same order.

Notes are taken

3.Unstructured:This interview can be very stressful ifyou are not prepared. The interviewer may ask a question or

two and then wait. You should be prepared with questions

of your own and show initiative is asking them.


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4.Sequential:You will interview with several people,but with only one at a time. These individuals might be

people you will be interacting with during the course of

your work. Since they each need to interview you, treat

each one as a separate interview. You may have to

answer the same questions over and over.

5.Panel:This is also called a group interview. The

panel or group is made up of people you would beworking with. It can be as few as two people or up to as

many as nine people. They have a list of prepared

questions and will usually take turns asking the

questions.

Your Purpose: To make a good impression.

Make sure you make eye contact with each member of

the group. Focus on the individual who asked the

question.

After answering the question, look around the group

and see if anyone wanted further clarification.


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6.Telephone To reduce the costs of interviewing many companies

now do a pre-screening by e-mail or over the telephone.

Your task: Be prepared. Have all information next to you.

Eliminate background noises.

Be professional.

Stand while you talk. Your voice will sound stronger

and more confident.

7. Behavioral :You will be asked about real-lifesituations. They are looking at how you respond in

given situations.

Some examples:

Give me an example when you had to deal with a

difficult student/teacher/neighbor. What happened?

What did you do?


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8.Face-to-face interviews :This may be one-to-one between you and the interviewer, or you may

sometimes find that there are two interviewers, such asa functional specialist and a member of the resourcing

or HR team.

9. Competency/criteria based

interviews- These are structured to reflect the

competencies or qualities that an employer is seeking

for a particular job, which will usually have been

detailed in the job specification or advert. The

interviewer is looking for evidence of your skills and

may ask such things as: Give an example of a time you

worked as part of a team to achieve a common goal.


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10.The non directive interview: therecruiter asks questions as they come to mind

.there is no specific format to be followed .the

question can take any direction.

11.the situational interviews: one variationof the structured interview is known as the

situational interview ,in this approach the

applicant is confronted with a hypothetical

incident and asked how he or she would respond

to it.

12. Stress interview : the interviewerattempts to find how applicant would responds

to aggressive ,embarrassing ,rude and insulting

questions.


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Interviewing mistakesa) Favor applicant who share his own attitude

b) Find it difficult to build rapport withinterviewees

c) Not be asking relevant question .

d) May allow the rating to be influenced by his

owns and dislikese) May conclude that poorly dressed candidate

is not intelligent ,attractive females are good

for public dealing

f) Have been influenced by the behavior of the

candidate his or her dress and other

physical which are not job related .

g) Have been under pressure to hire candidates

at short notice


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Stages/steps/process/ininterview

preparation

reception

Information

exchange

termination

Eva

luation


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Medical examinationWhether the applicant is medically

suitable for the specific job or not

Whether the applicant has health

problems or psychological attitudes likely

to interfere with work efficiency or futureattendance

The whether applicant suffers from bad

health which should be corrected before

he can work satisfactorilyWhether the applicants physical

measurements' are in accordance with job

requirement.


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Reference check Once the interview and the medical examination of

the candidate is over ,the personal department will

engage in checking reference

Candidates are required to give the names of two or

three reference in their application forms .

The reference may be from individuals who are

familiar with the candidates academic achievementor from applicants previous employer ,who is well

versed with the applicants job performance and

sometimes from co workers.

Reference check are taken as matter of routine andtreated casually or omitted entirely in many

organization

Good reference check when used sincerely will fetch

useful and reliable information to the organization


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Placement

Placement is the actual posting of

an employee to a specific job it

involves assign a specific rank and

responsibility to an employee

The placement decision a taken by

the line manager after matching

the requirements of a job withqualification of a candidate


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Benefits of proper placement

The employee is able to

Show good results on a job

Get along with people easilyKeep is spirits high report for duty

regularly

Avoid mistakes and accidents


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Induction are orientation

It is the task of introducing the

new employees to the organization

and its policies , procedures and

rules

During this time the new employee

this provided with information

about the company its history itscurrent position the benefits for

which he is eligible leave rules rest

period etc


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Objectives1.Removes fears

The job its content Polices rules & regulations

The people with he suppose to interact

The terms and conditions of employment

2 .Creates a good impression Adjust and adopt to new demands of the job

Get along with people

Get off to a good start

3Acts as a valuable source of information


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Induction Programme Steps Well come to the organization Explain about the company

Show the location where the new recruit will work

Give the companies manual to the new recruit

Provide details about various work group

Give details about benefits holiday attendance etc

Explain about future training opportunity

Clarify doubts

Take the employees on guided tour of building etc

a).Content

b.)Socialization

c).Follow up

module 4 hr

Documents

Transcript of module 4 hr