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Selection

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    Selection Selection Presentation Transcript

    • 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
    • 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
    • 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
    • Er.Sartaj Singh Bajwa
    • 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
    • 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
    • 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
    • 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
    • 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
    • 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