HR PRESENTATION

MEANING OF SELECTION

Selection is the process of picking individuals with requisite qualification and competence to fill jobs in organization

ESSENTIAL OF SELECTION

Selection is concerned with picking the right candidate from the pool of applicants

Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants

As possible to identify the right candidate

The role of selection in an organization effectiveness is crucial for at least, two reason.

1. Work performance depends on individuals.

The best way to improve performance is to hire people who have the competence and the willingness to work

2. Cost incurred in recruiting and hiring personnel speaks volumes about the role of selection

In U.S the cost of searching for and training a Top-level executive may run into $2,50,000

OUTCOMES OF THE SELECTION DECESION

False Negative Error

True Positive ( “High Hit”)

True Negative ( “Low Hit”)

False Positive Error

Success

Failure

SuccessPredicted

Failurepredicted

FALSE NEGATIVE ERROR: Rejection of an applicant who would have

succeeded

FALSE POSITIVE ERROR: Applicant is selected expecting success, but

failure occurs

TRUE POSSITIVE: Candidate is hired expecting success and

success occurs

TRUE NEGATIVE: Failure is predicted and it happens

Of this the “true positive” and “true negative” are right selection decision

The “false Positive error” and “false negative error” are wrong selection decision

A careful selection will help a firm avoid costs associated with both “false Positive error” and “false negative error” of decision

ORGANISATION FOR SELECTION

Until recently, the basic hiring process was performed in unplanned manner

In some companies each department screened and hired its own employees

Many managers insisted upon selecting their own people

Because no one could choose employees for them as efficiently as they themselves could.

But now the selection is centralized and it is handled by the human resource department

This arrangement is preferable because of the following advantages

1. It is easier for the applicant because they can send the application to a single centralized department

2. It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location

3. It helps operating managers to concentrate on their operating responsibilities

4. It can provide better selection because selection is done by trained professionals

5. The applicant is better assured of consideration for a greater variety of jobs

6. Hiring costs may be cut because duplication of effort is minimized.

SELECTION PROCEDURE

SELECTION PROCESSPreliminary Interview

Selection Test

Employment Interview

Selection decision

Physical Examination

Job Offer

Employment Contract

Evaluation

It explains that the applications received from the job seekers would be subjected to eliminate unqualified applicants

It enables the HR specialists to eliminate unqualified job seekers based on the information supplied on the application forms

Preliminary Interview

Job seekers who pass the screening and the preliminary interview are called for selection test

These test are used to detriment the applicants ability, aptitude, and personality

There are different types of test which have been conducted to see the applicants ability

Selection Test

1. Ability test2. Aptitude test3. General management aptitude (GMAT)4. Personality test5. Thematic apperception test (TAT)6. Thurstone temperament survey (TTS)7. Intrest test8. Graphology test9. Intresting test10. Choosing test

Interview is a formal, in-depth conservation conducted to evaluate the applicant’s acceptability

The employment interview can be of different types, they are

1. One on one interview2. Sequential interview3. Panel interview

Employment interview

¤ One on one interview

¤ Sequential interview

Candidate Interviewer

Candidate Interviewer Candidate Interviewer Candidate Interviewer

1. 2. 3.

¤ Panel interview

Candidate Interviewer

Knowing details about the employers name, address, and telephone numbers for reference for the purpose verifying the information

Previous employees, known public figures, neibours or friends can act as reference

Previous employees can preferable because they can already aware of the applicants performance

Reference and Background checks

After getting information through preceding steps, selection decision, the most critical of all steps

The final decision has to be made from the pool of individuals who pass the test, interview and reference checks

The HR manager plays the crucial role in the final selection

Selection Decision

After the selection decision and before the job offer is made, the candidate is made to undergo a physical fitness

The reason for the physical fitness is to detect if the person carries any infectious disease

And to make sure whether the person is physically fit to perform the work

Physical Examination

The job offer is made through a letter of appointment

Which contains a date by which the appointee must report on duty

Job offer

The final step in the selection process is the Evaluation of selection

Usually the feedback is got from the people who have been selected.

Evaluation

Thank you

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