The HR-Human Resources Module - CH 3 - Managing Personnel Time
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Transcript of 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