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SELECTION PROCESS
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NATURE & PURPOSE OFSELECTION
Involves series of step for choosing mostsuitable candidate for vacant jobs.
Helps to choose right type of candidate
according to jobs. Involves many steps & at each step unsuitable
candidates are rejected.
Negative process because it aims at rejectingapplicants who are unsuitable and offering jobswho are found fully suitable.
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SIGNIFICANCE OF SELECTION
Selection process requires heavy investment ofmoney to get right types of people.
Induction cost and training costs are also high.
If the right type of person are not choosen, it willlead to huge loss of employer in terms of time,effort and money.
Each step in the selection procedure shouldhelp in getting more and more information aboutthe applicants.
If the selections are done carefully it will reduceABSENTISM & EMPLOYEE TURNOVER.
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BENEFITS OF SELECTINGRIGHT KIND OF PEOPLE ON
RIGHT JOB Proper selection and placement helps to built up asuitable workforce,which also reduces the labourturnover and absenteeism.
Competent employees show higher efficiency &enable the organization to achieve its objectives.
The rate of industrial accidents reduces if suitableemployees are placed on various jobs.
The morale of employees are high who aresatisfied for their jobs.
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SELECTION PROCEDURE
Vary from organization to organizationandevan from department to departmentaccording to the kinds of jobs.
Selection procedure generally have 8stages.
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1.Preliminary interview
Generally brief & does the job ofeliminating unsuitable candidates.
Consist a short exchange of informationwith respect to organization interest.
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2.RECEIVING APPLICATIONS
Applications are received from differentcandidates for the vacancy in the organization.
Application form gives preliminary data to the
interviewer and helps in formulating questionsto ha get more information.
The written information aboutage,qualification,experience etc. may prove tobe greater value to the interviewer.
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3.SCREENING OFAPPLICATIONS
The applications received are screenedby a screening committee and the list isprepared of the candidates to be
interviewed. Applicants may be called for interview on
some specific criteria like sex,age
groups,experience etc.
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4.EMPLOYMENT TEST
Employment tests are widely used for judging theapplicants suitability for the job.
It bring out the qualities and weaknesses of individualswhich can be analyzed before offering them jobs.
Some common tests are-
1 Intelligence test
2 Aptitude test
3 personality test4 trade or proficiency test
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5. EMPLOYMENT INTERVIEW
To find out the suitability of the candidate.
To ssk more information about thecandidate.
To give an accurate picture of the job withdetails of terms & conditions.
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6.CHECKING REFERENCES
Before the final selection, the prospectiveemployer normally makes an investigationon the references supplied by the
applicants and undertake more or lessthrough search into the candidates pastemployment, education, personal
reputation, police record etc.
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7.MEDICAL EXAMINATION
Physical examination and medical test ofa candidate is an important step in theselection procedure.
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8. FINAL SELECTION ANDAPPOITMENT LETTER
After the candidate has cleared all hurdlesin the selection procedure,he is formallyappointed by issuing him an appoitment
letter.
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THANK YOU
BY DEEPAK VATSBBA(MOM)4TH
SEM
www.bbaexperts.com(Deepak Vats)