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  • 1. SELECTION
    • Selection is the process of picking individuals (out of pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.
    • In other words selection is a process of matching the qualifications of applicants with the job requirements
    • Selection is the process of choosing the best out of those recruited
    • Selection divides the applicants in two categories as suitable and unsuitable candidates
    Er.Sartaj Singh Bajwa
  • 2. Selection Procedure
    • Preliminary interview (initial screening to weed out totally undesirable candidates)
    • Application bank
    • Application form includes the following things :
    • - Personal information
    • - Physical characteristics
    • - Family background
    • - Education
    • - Experience
    • - Reference
    • Selection test ( basis for comparison )
    Er.Sartaj Singh Bajwa
  • 3. Contd.
    • Employment Interview
    • Reference checks ( so that to have frank opinion about the candidate )
    • Final selection
    • Medical examination includes :
    • - Physical fitness of the individual
    • - Reveals existing disabilities
    • - Prevents the employment of people suffering from contagious diseases
    Er.Sartaj Singh Bajwa
  • 4. Er.Sartaj Singh Bajwa
  • 5. Tests In Job Selection
    • Tests are of the following types :
    • 1-Aptitude Test are the tests in which the attention is paid on reasoning , learning
    • - Mental or Intelligence tests(to measure the IQ of individual)
    • - Movement test (to measure the learning capacity for the mechanical work like for mechanics and maintenance workers)
    • - Interest Test (well designed questionnaires are used to asses the likes and dislikes of the individuals )
    • - Personality Test are the tests which discover about the self confidence , ambition , decisiveness , patience , judgment,emotional reaction
    Er.Sartaj Singh Bajwa
  • 6. CONTD.
    • 2-Achievement or Proficiency Test are those which determine the skill or knowledge already acquired through training and job experience .It is of two types :
    • - Achievement test (used to judge proficiency in typing & in adding , calculating) , used for selecting typist , office workers
    • - Dexterity Test are designed to find out the hand eye coordination (candidates are given some piece of work like packaging to be done in given time period)
    Er.Sartaj Singh Bajwa
  • 7. Interview
    • Interview is defined as a face to face information between two persons for a particular purpose
    • Objectives of conducting the interview :
    • 1 – To verify the information obtained earlier
    • 2 – To judge the candidate`s qualifications & characteristics so as to decide to select or reject
    • 3 – To give the candidate essential facts about the job and the company to enable him to decide about the company
    • 4 – Interview helps to judge about the physical , mental , social make up of the candidate
    Er.Sartaj Singh Bajwa
  • 8. Types Of Interview
    • Informal interview may take place anywhere as it is not planned and is used when the staff is required urgently
    • Formal interview is preplanned in advance (venue , time , panel of interviewers )and is held in an formal atmosphere
    • Structured interview is fully planned to a high degree of accuracy and precision. It is based on the assumption that every small detail should be worked out in advance
    • In this the time allowed to each candidate is fixed and the questions to be asked are predecided
    • Also known as directed or guided interview and also these types of interviews help to minimize personal biasness
    Er.Sartaj Singh Bajwa
  • 9. CONTD.
    • Free interview (structured interview ) are those in which the candidate is allowed to speak his mind freely
    • This interview is more flexible and the candidate is more likely to reveal himself
    • Action interview are those where the candidate is asked in detail in his area of special interest to know about his thinking about the job , salary , avenue for promotion
    • Group interview are those in which the groups are interviewed rather than individuals
    • Panel or Board interview is that in which there is a group of interviewers who ask questions on a random basis
    • Stress interview is to see how a candidate behaves under difficult situations
    Er.Sartaj Singh Bajwa
  • 10. Errors in Interviewing
    • Halo error is that in which one trait of the personality dominates the judgement of the interviewer
    • Projection occurs when the interviewer expects his own skills in others
    • In Stereotyping the interviewer may form a mental association between a particular trait , cultural background ( he may like a person who comes from a background of his choice )
    • Leniency depends upon the people who rate the interviewer as lenient or strict
    Er.Sartaj Singh Bajwa