Post on 13-Nov-2014
description
Selection Process
HRM -Selection Process
Sanket Vijaykumar Jagare.
Definition:-Select means to chose.It is the process of picking individuals who have
relevant qualifications to fill jobs in an organization.
Select a person who is the best suit or fit to perform the specific job from the pool of qualified candidates.
Purpose:-To pick up the most suitable candidate who would
the best suit for requirements of the job in an organization.
In other word to find which job applicant will be successful, if hired in an organization.
Reception:
Screening Interview.
Application Blank(Form):Collect the information of applicant on various
aspects.Weighted Application Blank(WAB):Collect the information of applicant on
different weights to different criteria.
Selection TestingTest is a standardize objective to measure a
person’s performance, behavior and attitude.Standardize because its uniformly applied.To measure individual’s differences in
scientific way.To check how well an applicant meets the job
requirements.
Employment Tests.1) Intelligence Test.
Mental Ability Test. Learning Ability. Ability to understand instructions. Ability to make judgments. Pick up employee who is alert and quick in
learning.
2) Aptitude Test. Potential to certain skills. Ability to learn given job quickly and effectively.
3) Personality Test.
Measuring Personality factors.
Basic aspects of personality such as motivation, emotional balance, self confidence, interpersonal behavior, introversion etc.
Three types of personality test (a) Projective Tests.
(b) Interest Tests. (c) Preference Tests
3) Achievement Tests. What applicant can do on a job currently. Proficiency tests = work sampling tests. Work sampling = a small portion of job is
tested.
4) Simulation Tests. Test duplicates many of the activities and
problems an employee faces while at work. Such exercise is generally used for hiring
managers at various levels in an organization. Is done to access potential of candidate for
managerial position.
4) Assessment center
The performance in situational exercise us observed and evaluated by a team of 6 to 8 trained assessors.
Simulated exercises:-a) The in-basketb) The leaderless group discussion (LGD)c) Business gamesd) Individual presentationse) Structured interview
Evaluation of Assessment Center Technique
Graphology Tests
Polygraph (lie-detector) Tests
Integrity Tests
a) Have u ever told a lieb) Do u carry office stationery back to your homec) Do u mark attendance for your colleagues also
Test as selection ToolsStandards for selection Tests
• Reliability 1) Test – retest reliability
2) Inner –rater reliability 3) Intra- rater reliability
• Validity
Qualified people: Test require a high level of professional skills in their administration & interpretation.
Preparation: Test should be well prepared.
Usefulness: Excusive reliance on any single test should be avoided, since the results in such a case are likely to be criticized.
Selection InterviewSize up the interviewee’s agreeableness
Ask questions that are not covered in tests
Obtain as much pertinent information as possible
Make judgements on interviewee’s enthusiasm & intelligence;
Assess subjective aspects of candidate
Type of InterviewsThe non- directive interviewThe directive or structured interviewThe situational interviewThe behavioural interviewStress interviewPanel interview
The interview processa) Preparation b) Receptionc) Information Exchanged) Terminatione) Evaluation
Medical Examination
Reference Checks
Hiring Decision