Selection process
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  • 1. The Selection Process
    &
    Various types of tests
    Presentation By
    Prakashgowda S K
    AIEMS collage Bangalore
    Ph no:+919620855669
    prakashkaka185@gmail.com
  • 2. CONTENTS
    • Meaning / Definition of selection
    • 3. The Selection process
    Background information
    Reference
    paper & pencil test
    Physical ability test
    Performance test
    Interview
    • Various types of tests
  • Définition of sélection:
    “Process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job”
    or
    “The process that managers use to determine the relative qualifications of job applicants and their potential for performing well in a particular job.”
  • 4. “Managers find out whether each applicant is qualified for the position and likely to be a good performer.”
    • Selection process
  • The Selection process
  • 5.
    • Background information
    Helpful to screen out applicants who are lacking key qualifications
    Determine which qualified applicants are more promising than others
    • References
    Knowledgeable sources who know the applicants’ skills, abilities, and other personal characteristics
    Many former employers are reluctant to provide negative information
  • 6.
    • Paper-and-Pencil Tests
    Ability tests assess the extent to which applicants possess the skills necessary job performance
    Managers must have sound evidence that the tests are good predictors of performance
    • Physical ability tests
    Measures of dexterity, strength, and stamina for physically demanding jobs
    Measures must be job related to avoid discrimination.
  • 7.
    • Performance tests
    Tests that measure an applicant’s current ability to perform the job or part of the job such as requiring an applicant to take typing speed test.
    Assessment centers are facilities where managerial candidates are assessed on job-related activities over a period of a few days.
  • 8.
    • Interviews
    Structured interviews where managers ask each applicant the same job-related questions.
    Unstructured interviews that resemble normal conversations.
    Usually structured interviews preferred; bias is possible in unstructured interviews.
  • 9. SELECTION INSTRUMENTS
    • Tests (Mental, Leadership, Integrity, Personality, Projective, etc.)
    • 10. Employment Application Forms
    • 11. Recommendations and reference checks
    • 12. Drug Testing
    • 13. Handwriting analysis
    • 14. Polygraph examinations
    • 15. Personal-History Data
    • 16. Employment Interviews
    • 17. Peer assessment
    • 18. In-basket
    • 19. Management Games
    • 20. Work-sample
    • 21. Assessment centers
  • Various types of tests
    • Achievement tests (Job knowledge, Work sample)
    • 22. Aptitude tests (Psychometric, Intelligence – IQ, EQ, Skills)
    • 23. Interest tests
    • 24. Personality tests (Objective, Projective)
    • 25. Situational tests (GD, In-basket, Role playing)
    • 26. Multi-dimensional tests.
  • Thank
    you