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Selection process final

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HRM

HRM

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  • 1. Sanket Vijaykumar Jagare.
  • 2. Definition:-  Select means to chose.  It is the process of picking individuals who have relevant qualifications to fill jobs in an organization.  Select a person who is the best suit or fit to perform the specific job from the pool of qualified candidates. Purpose:-  To pick up the most suitable candidate who would the best suit for requirements of the job in an organization.  In other word to find which job applicant will be successful, if hired in an organization.
  • 3. Reception:
  • 4. Screening Interview.
  • 5. Application Blank(Form):  Collect the information of applicant on various aspects. Weighted Application Blank(WAB):  Collect the information of applicant on different weights to different criteria.
  • 6. Selection Testing Test is a standardize objective to measure a person’s performance, behavior and attitude. Standardize because its uniformly applied. To measure individual’s differences in scientific way. To check how well an applicant meets the job requirements.
  • 7. Employment Tests. 1) Intelligence Test.  Mental Ability Test.  Learning Ability.  Ability to understand instructions.  Ability to make judgments.  Pick up employee who is alert and quick in learning. 2) Aptitude Test.  Potential to certain skills.  Ability to learn given job quickly and effectively.
  • 8. 3) Personality Test. Measuring Personality factors. Basic aspects of personality such as motivation, emotional balance, self confidence, interpersonal behavior, introversion etc. Three types of personality test (a) Projective Tests. (b) Interest Tests. (c) Preference Tests
  • 9. 3) Achievement Tests.  What applicant can do on a job currently.  Proficiency tests = work sampling tests.  Work sampling = a small portion of job is tested. 4) Simulation Tests.  Test duplicates many of the activities and problems an employee faces while at work.  Such exercise is generally used for hiring managers at various levels in an organization.  Is done to access potential of candidate for managerial position.
  • 10. 4) Assessment center  The performance in situational exercise us observed and evaluated by a team of 6 to 8 trained assessors.  Simulated exercises:- a) The in-basket b) The leaderless group discussion (LGD) c) Business games d) Individual presentations e) Structured interview
  • 11. Evaluation of Assessment Center Technique  Graphology Tests  Polygraph (lie-detector) Tests  Integrity Tests a) Have u ever told a lie b) Do u carry office stationery back to your home c) Do u mark attendance for your colleagues also
  • 12. Test as selection Tools Standards for selection Tests • Reliability 1) Test – retest reliability 2) Inner –rater reliability 3) Intra- rater reliability • Validity
  • 13.  Qualified people: Test require a high level of professional skills in their administration & interpretation.  Preparation: Test should be well prepared.  Usefulness: Excusive reliance on any single test should be avoided, since the results in such a case are likely to be criticized.
  • 14. Selection Interview  Size up the interviewee’s agreeableness  Ask questions that are not covered in tests  Obtain as much pertinent information as possible  Make judgements on interviewee’s enthusiasm & intelligence;  Assess subjective aspects of candidate
  • 15. Type of Interviews  The non- directive interview  The directive or structured interview  The situational interview  The behavioural interview  Stress interview  Panel interview
  • 16. The interview process a) Preparation b) Reception c) Information Exchange d) Termination e) Evaluation
  • 17.  Medical Examination  Reference Checks  Hiring Decision

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