Te Hr Selection

8/12/2019 Te Hr Selection

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-Is an intended process of

attracting suitable people to fill

up vacant position in anorganization in accordance with

human resource planning.

-is the process of encouraging,inducing, or influencing

applicants to apply for a certain

vacant position.


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-Is the process of getting the most

qualified applicant from among different

job seekers.

- Is an important function as no

organization can achieve its goals without

selecting right people, where faulty in

selection leads to wastage of time,money and spoils the environment of an

organization.


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highlight the need for systematic approach toemployee selection

describe some of the major findings from

research studies on employee selection

examine the use of psychological tests in the

employee selection

review the factors that made for successful

employee selection interviewing.examine the importance of equal opportunity in

employee selection


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For an organization to achieve its human resourceobjectives, selection decisions must comfort with

corporate policy. A good policy is essential as it

communicates clearly what a companys selection

goals are:


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equal opportunity requirements

quality of people source of people

roles of line managers and human resource

specialist

selection techniques to be used

use of consultants

industrial relations impact

corporate objectives


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Step 1: RECEPTION OF APPLICANTS

Step 2: PRELIMINARY INTERVIEW

Step 3: APPLICATION FORM

Step 4: EMPLOYMENT TEST

Step 5: FINAL SELECTION BY IMMEDIATE SUPERVISOR

Step 6: PHYSICAL AND MEDICAL EXAMINATION

Step 7: HIRING

Step 8:ORIENTATION


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Not all applicants are allowed to go through

the entire process of selection. Some of

them are limited by means of preliminary

screening or sight screening,wherebythe undesirable applicants are quickly

eliminated on the basis of rapid appraisal

of their apparent characteristics, such as

age, height, physical condition, etc.


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It is the process by which the

applicants are being interviewed and

classified under 2 categories:

those to be given examinations and

further interviews

those who should not be considered

at all.


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-This initial screening is intended to

eliminate obvious misfits in order to

reduce the time and cost of actualselection.


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The purposes of interview are:

a) to find out how qualified the applicant is

for the vacancy

b) to give the applicant the information he

needs in order to decide to take the job if

offered to him

c) to create goodwill for the company


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SITUATIONAL It can be oral;

Can the applicant handle difficult

situations likely to be encountered

on the job?

JOB KNOWLEDGE It can be oral or written;Does the applicant possess the

knowledge required for successful job

performance?

JOB SAMPLE SIMULATION Observation of actual or simulated

performance.

Can the applicant actually do essentialaspects of the job?

WORKER REQUIREMENTS it can be an oral;

Is the applicant willing to cope


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Know the job

Know the personal attributes, experiences, skills and

qualifications

Set specific objectivesProvides the proper setting to the interview

review the application form

Beware of prejudices

Dont make snap decisionsPut the applicants at ease

Watch the body language

Encourage the applicant to do most of the talking


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keep control of the interview

explain the job

Close the interviewWrite up the interview

Check references

Evaluate the interview


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The application form is used:

1. as a guide when interviewing the applicant2. as a basis for eliminating applicants with unfavorable

personal data.

3. for matching the qualifications of the applicant withthe job requirements as indicated in the job

description and job specification.

4. for checking on the applicants school records,

references, and former employers.5. as part of the employees permanent record and for

communicating with the emloyee or his family


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- The employment officer goes over the application

forms. On the basis of the information it contains and

from the impression the officer gathers at the

preliminary interview, he decides who should becalled in to take the employment test. The purpose of

testing is to measure the applicants abilities which

cannot be gauged through interviews. They also help

make an objective comparison among applicants.


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It measure how much the job-

seeker already knows about the

job or how well he or she is able to

do the job.


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It is an attempt to measure the individuals

capacity or overall ability to learn.

Although such tests have been proven

valid for certain high-level jobs, they haveoften been misused to screen applicants

for jobs that should be measured with

performance or aptitude tests.


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It is an attempt to measure ability to learn

specific jobs. These tests may be

multiaptitude or specific aptitude.

Multiaptitude tests measure a number of

traits.


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It is an attempt to measure the

applicants interest. Although the test

results may indicate whether a personlikes a particular job, the results are

not necessarily related to job success


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Itis an attempt to measure different

facets of the personality such asachievement orientation, dominance,

and sociability.


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Pencil-and-paper psychological and

personality test

Measure attitudes and personality

characteristics such as emotional stability,

intelligence and ability to deal with stress.Pencil-and paper honesty test (integrity

testing)

Assess the degree of risk of a candidates

engaging in dishonest behaviour.

Job skill test Assess competence in actual hands-on

situations.

Polygraph (lie detector test) Measure physical signs of stress such as rapidpulse and perspiration.

Drug test Check for controlled substances through urine,

blood or hair samples submitted for chemical

analysis

Handwriting analysis Infer personality characteristics and styles from

samples of handwriting.

Aids/HIV anti-body test Find evidence of aids virus through blood

samples.

Genetic/DNA screening Use tissue of blood samples and family history

data to identify those at risk of costly diseases.


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Employment involves 3 decisions:

1. managements decision as to whom

among the applicants would best fit

the job and should be hired.2. the applicants decision as to whether

or not the job is the right one for him

after the supervisor has discussed the

job duties. Is he really interested inthe job and does he want to work for

the company?


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3. The supervisor must decide if the

applicant is the kind of man who can be

at work with him in his team. The

supervisor must look into his personality

and see if he is able to work well with themembers of his team.


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The selected applicant is required to

pass a physical and medical

examination.


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The purpose of physical and medical

examination are:

1. To prevent contamination of contagious

disease.

2. to prevent the hiring of liability whichmay result in absenteeism ,

hospitalization expenses, etc.


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When a candidate has passed the selection

requirements and is chosen, he is finally

sent to the personnel department for thecompletion of the hiring process.


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New employees are oriented on the

company policies, rules and regulations,

and inducted or briefed about his job by theimmediate supervisor or by the training

officer.


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Companies can have the most

qualified applicants when they

follow the said selectionprocess coz if one fails, there

will be a poor employee.

Documents

Te Hr Selection