this includes the process of seletion in detail

1. SELECTION PROCEDURE
STEPS TO SELECT AN EMPLOYEE

2. DEVELOPMENT BASES FOR SELECTION
APPLICATIONS
EVALUATION
WRITTEN EXAMINATION
PRELIMINARY INTERVIEW
BUSINESS GAMES
TESTS
FINAL INTEVIEW
MEDICAL EXAMINATION
REFRENCE CHECKS
LINE MANAGER’s DECISION
JOB OFFER
EMPLOYMENT
JOB ANALYSIS
H.R. PLANNING
RECRUITMENT
ASSESS THE FIT B/W
JOB AND CANDIDATE

3. JOB ANALYSIS
 JOB DESCRIPTION
 JOB SPECIFICATION
 EMPLOYEE SPECIFICATON
HUMAN RESOURCES PLAN
 NEED OF MAN POWER
 EXECUTION PLAN

4. RECRUITMENT
 PROCESS OF SEARCHING FOR
PROSPECTIVE EMPLOYEES
 SIMULATING PROSPECTIVE
EMPLOYEES TO APPLY
APPLICATION FORM
 BLANK APPLICATION FORM TO
SCREEN THE CANDIDATES

5. APPLICATION FORM
INCLUDES
 PERSONAL BACKGROUND
INFORMATION
 EDUCATIONAL ATTAINMENTS
 WORK EXPERIENCE
 SALARY
 PERSONAL DETAILS
 REFRENCE EXHIBIT

6. CURRICULAM VITAE

7. EVALUATION METHODS
CLINICAL METHOD WEIGHTED METHOD
BIOGRAPHICAL INVENTORIES

8. WRITTEN EXAMINATION: To
measure the candidate’s
aptitude, reasoning, knowledge
in various disciplines
PRELIMINARY INTERVIEW:
solicit necessary information
from prospective employee

9. BUSINESS GAMES
BUSINESS GAMES UTILITY
CASE STUDY ANALYTICAL,JUDGEMENT AND
DECISION
ROLE PLAY HUMAN RELATION SKILLS
IN – BASKET METHOD SITUATIONAL JUDGEMENT,
SOCIAL RELATIONS, DECISION-
MAKING SKILLS, PROBLEM
SOLVING SKILLS
SENSITIVITY DEGREE OF OPENNESS,
CONCERN FOR OTHERS,
TOLERENCE FOR INDIVIUAL
DIFFERENCES
SIMULATIONS ENCOUNTERING SKILLS

10. DEVELOPMENT BASES FOR SELECTION
APPLICATIONS
EVALUATION
WRITTEN EXAMINATION
PRELIMINARY INTERVIEW
BUSINESS GAMES
TESTS
FINAL INTEVIEW
MEDICAL EXAMINATION
REFRENCE CHECKS
LINE MANAGER’s DECISION
JOB OFFER
EMPLOYMENT
JOB ANALYSIS
H.R. PLANNING
RECRUITMENT
ASSESS THE FIT B/W
JOB AND CANDIDATE

11. TESTS
 THE OBJECTIVE OF TESTS IS TO
SOLICIT FURTHER INFORMATIONTO
ASSESS THE EMPLOYEE
SUSTAINABILITY TO THE JOB.
GUIDES TO TESTING

12. TESTS
 CONCEPTS OF TESTING
1. JOB ANALYSIS
2. RELIABILITY
3. VALIDITY

13. INSTALLATION OF TESTING
PROGRAMME
 FORMULATION OF THE OBJECTIVES OF TESTING
PROGRAMME
 ANALYSIS OF JOBS TO IDENTIFY THOSE
CHARACTERISTICS THAT APPEAR NECESSARY FOR
JOB SUCCESS.
 MAKING OF A TENTATIVE CHOICE OF TESTS FOR A TRY-
OUT
 ADMINISTERING OF THOSE TESTS TO AN
EXPERIMENTAL GROUP OF PEOPLE
 ESTABLISHING OF CRITERIA FOR A JOB SUCCESS
 ANALYSIS OF RESULTS AND MAKING OF DECISIONS
REGARDING TEST APPLICATION

14. TYPES OF TESTS
APTITUTETESTS
• I.Q.
• EMOTIONAL
QUOTIENT
• SKILL TESTS
• MECHANICAL
APTITUDE
• PSYCHOMOTOR
TESTS
• CLERICAL
APTITUDE
TESTS
ACHIVEMENTTEST
• JOB
KNOWLEDGE
TEST
• WORK SAMPLE
TESTS
SITUATIONALTEST
• GROUP
DISCUSSION
• IN BASKET

15. PERSONALITY
TEST
• OBJECTIVE TESTS
• PROJECTIVE
TESTS
•INTERST TESTS
•MULTI-DIMENSIONAL TESTS

16. PREDICTIVE VALIDATIONS
GIVE TESTS TO ALL
APPLICANTS, RECORD
SCORE AND FILE
HIRE BASED ON
CRITERIA OTHER THAN
TEST RESULTS
EVALUATE
PERFORMANCE ONE
YEAR AFTER
BEGINNINGWORK
ANALYZE TEST SCORE
AND PERFORMANCE
EVALUATIONS FOR
SIGNIFICANT
RELATIONSHIP; IS IT
EXISTING?
DEVELOP A BATTERY
OF TESTS
GIVE TEST TO ALL
CURRENT EMPLOYES
ANALYZE TEST SCORE
AND PERFORMANCE
EVALUATIONS FOR
SIGNIFICANT
RELATIONSHIP; IS IT
EXISTING?
SET AND IMPLIMENT
VALID CUT SCORES
CONCURRENT
VALIDATIONS
NO
Y
E
S

17. FINAL INTERVIEW
 In this step the interviewer interview
the candidate face to face so that
information obtained about the
candidate can be matched with job
requirements

18. APPLICATIONS OF
INTERVIEWS
TYPE TYPE OF QUESTIONS USUAL APPLICATIONS
STRUCTURED A PREDETERMINED
CHECKLIST IF QUESTIONS,
USUALLY ASKED OF ALL
APPLICANTS
USEFUL FOR VALID RESULTS
UNSTRUCTURED FEW, IF ANY PLANNED
QUESTIONS. QUESTIONS ARE
MADE UP DURING THE
INTERVIEW
USEFUL WHEN THE
INTERVIEWR TRES TO PROBE
PERSONAL DETAILS OF THE
CANDIDATE
MIXED A COMBINATION OF
STRUCTURED AND
UNSTRUCTURES QUESTIONS,
WHICH RESEMBLES WHAT IS
USUALLY DONE IS PRACTISE
A REALISTIC APPROACH THAT
YIELDS COMPARABLE
ANSWER PLUS INDEPTH
INSIGHTS
BEHAVIOURAL QUESTIONS LIMITED
HYPOTHETICAL SITUATIONS.
EVALUATION IS BASED ON THE
SOLUTION AND APPROACH OF
THE APPLICANT
USEFUL TO UNDERSTAND
APPLICANT’S REASONING AND
ANALYTICAL ABILITIES UNDER
MODEST STRESS
STRESS A SERIES OF HARSH , RAPID
FIRE QUESTIONS INTENTED
USEFUL FOR STRESSFUL
JOBS, SUCH AS HANDELING

19. TYPES OF INTERVIEWS
PRELIMINARY
INTERVIEW
• INFORMAL
• UNSTRUCTURED
CORE INTERVIEW
• BACKGROUND
INFORMATIONAL
INTERVIEW
• JOB AND PROBING
• STRESS
INTERVIEW
• G.D.
• PANEL INTERVIEW
• DEPTH INTERVIEW
DECISION MAKING
INTERVIEW
• INTEREST
• ORGANISATIONAL
• ADAPTABILITY

20. Process of interview
 Preparation for job interview
 Conducting the interview
 Closing the interview
Medical examination
Reference checks
Final decision by the line
manager concerned
Job offer