Selection
Upcoming SlideShare
Loading in...5
×
 

Selection

on

  • 1,670 views

 

Statistics

Views

Total Views
1,670
Slideshare-icon Views on SlideShare
1,670
Embed Views
0

Actions

Likes
0
Downloads
30
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Selection Selection Presentation Transcript

    • Selection
      • It is the process of picking the individuals out of the pool of job applicants with requisite qualifications and competence to fill jobs in the organisation.
      • It is negative approach as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
      • The selection in an organisation’s effectiveness is crucial for at least two reasons:--
      • Work performance depends on individuals
      • Cost incurred in hiring people
    • Eg.
      • Pepsi had gone on a crash recruitment. Six people took over entire Oberoi Business Centre for 6 days in Mumbai.3000 applications in response to ads were scanned.Applicants were asked to respond by fax within 100 hrs. Finally, the shortlisted persons were flown in and interviewed.
    • Selection process:- INTERNAL ENVIRONMENT PRELIMINARY INTERVIEW SELECTION TESTS EMPLOYMENT INTERVIEW REFERENCE AND BACKGROUND ANALYSIS SELECTION DECISION PHYSICAL EXAMINATION JOB OFFER EMPLOYMENT CONTRACT EVALUATION
    • Preliminary interview:-
      • Reception
      • Screening
      • Application blank:- Personal data
      • Marital status
      • Physical data
      • Educational data
      • Employment data etc.
    • Selection tests…Types:-
      • Intelligence tests- learning ability
      • Aptitude tests – potentials, Eg. clerical test
      • Personality tests: 
      •  Projective tests -Thematic Appreciation test (picture test)
      •  Interests tests
      •  Preference tests - job diagnostic survey
    • Types contd….
      • Achievement tests-typing test, work sampling
      • Simulation tests- (situational based)
      • Assessment centre
      • In-basket
      • Leaderless GD
      • Business games
      • Individual presentations
      • Structural interview
    • Types contd….
      • Graphology tests
      • Polygraph (lie detecter) tests
      • Integrity tests- to test honesty
    • Selection interview:
      • It’s a formal, in-depth conversation conducted to evaluate the applicants acceptability.It allows two way exchange of information, i.e from interviewer to applicant and vice versa.
      • It can be 
      •  One to One Interview
      •  Sequential Interview
      •  Panel Interview.
    • Objectives:-
      • Helps obtain additional information
      • Facilitates giving general information to the applicant like policies,job,product manufactured etc
      • Helps build company’s image
    • Types of Interview:
      • Non-directive or Non-Structured
      • Directive or Structured
      • Situational
      • Behavioural
      • Stress Interview
    • Interview Process:-
      • Step1. Preparation
      • Step2. Reception
      • Step3. Information exchange
      • Step4. Termination
      • Step5. Evaluation