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The document discusses the process of selection in human resource management. Selection involves choosing the most suitable applicants for a job through collecting relevant information about them. The selection procedure uses a successive hurdles technique including preliminary interviews, application forms, selection tests, employment interviews, medical examinations, reference checks, and final approval. Selection tests help reduce bias and identify hidden talents. The goal is to evaluate candidates' suitability for the role based on traits like personality, skills, experience, and health.
The document discusses the process of selection in human resource management. Selection involves choosing the most suitable applicants for a job through collecting relevant information about them. The selection procedure uses a successive hurdles technique including preliminary interviews, application forms, selection tests, employment interviews, medical examinations, reference checks, and final approval. Selection tests help reduce bias and identify hidden talents. The goal is to evaluate candidates' suitability for the role based on traits like personality, skills, experience, and health.
The document discusses the process of selection in human resource management. Selection involves choosing the most suitable applicants for a job through collecting relevant information about them. The selection procedure uses a successive hurdles technique including preliminary interviews, application forms, selection tests, employment interviews, medical examinations, reference checks, and final approval. Selection tests help reduce bias and identify hidden talents. The goal is to evaluate candidates' suitability for the role based on traits like personality, skills, experience, and health.
choosing the most suitable persons out of all the applicants. In this process relevant information about applicants is collected through a series of steps so as to evaluate their suitability for the job.
3 Prof. Amaresh C. Nayak
SELECTION PROCEDURE
The selection procedure is a
Successive hurdles technique. Consists of Preliminary interview Application bank Selection tests Employment interviews Medical examination Reference checks 4 Final approval Prof. Amaresh C. Nayak PRELIMINARY INTERVIEW
The initial screening is done to
weed out totally undesirable / unqualified candidates at the outset. Preliminary interview is usually brief and is carried out by the junior executive across the counter or at the reception office.
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APPLICATION BANK
A device for collecting information from
candidates. The application form asks for the following information: Identifying Information: Name, Address, Telephone No. etc. Personal Information: Age, Sex, Birth, Marital Status etc. Physical Characteristics: Height, Weight, Eye sight etc. Educational Qualification. Experience. Family Background. 6 Miscellaneous. Prof. Amaresh C. Nayak SELECTION TESTS
Tests are based on the assumption that
individuals differ in their job related traits which can be measured. Purpose is to judge the ability of the candidate in a given position. Reduce bias and subjective judgment in the selection procedure. Tests also help to identify the hidden talents which may otherwise be over looked. 7 Prof. Amaresh C. Nayak SELECTION TESTS
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Group Discussions
A GD is a selection test to find out
the candidates Communication skills Leadership ability Depth of subject knowledge Interpersonal skills Leadership ability
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EMPLOYMENT INTERVIEWS
An interview is a conversation between
the employer and the candidate Purpose is to obtain the information about the candidates Personality Decision making ability Managerial ability Background Training Work history Interests of the candidate. 10 Prof. Amaresh C. Nayak MEDICAL EXAMINATION
Physical examinations are usually
carried out by the companys physician or a medical officer approved for the purpose. Such examinations decide whether a candidates fitness to work in the organization It reveals existing disabilities and provides a record of the employees health at the time of the selection. 11 Prof. Amaresh C. Nayak REFERENCE CHECKS
The applicant is asked to mention
in his application form the names and addresses of two or three persons who know him well. The referees are requested to provide their frank opinion about the candidate without incurring any liability.
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FINAL APPROVAL
The candidates short listed by the
departments are finally approved by the concerned executives Employment is offered in the form of an appointment letter mentioning The post The rank The salary grade The date by which the candidate should join other terms and conditions of employments.