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SELECTION
Points to be discussed in the Lecture Sessions.

 Concept and process of Selection.
The methods of Selection.
...
From RECRUITMENT to
SELECTION

Specific
Request of
Managers

JOB

Job
analysis
information

OPENING
IDENTIFIED

Manager’s
...
SELECTION is the process of choosing the right candidate for the right
job from the pool of applicants who have applied fo...
STEPS IN THE SELECTION PROCESS.
Resumes/CVs Review.
Initial Screening Interview.
Analyze the Application Blank.
Conducting...
 Application Form:
……….It is formal record of individual appeal or intention for
employment.
………..Items in the applicatio...
Types of Tests

What do they measure??

I

Intelligence Tests

measures the general mental ability of
individuals in intel...
Polygraph Tests

Graphology

test the validity and truthfulness of
an applicant’s answers by monitoring
the physical chang...
 Selection Interviews.
Types of interviews.

Preliminary

First round interviews that aim to eliminate the
applicants who...
Preparation : objectives, relevant
questions, mode of evaluation,
time .

Setting:
Conduct of Interview: Open
ended questi...
SELECTION PRACTICES IN COMPANIES
Selection Procedure at L& T

Selection Procedure at HLL.

Advertisement for vacancy

Comp...
R
H

T
.

E
L
A
Selection ch 7.
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Selection ch 7.

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Transcript of "Selection ch 7."

  1. 1. SELECTION Points to be discussed in the Lecture Sessions.  Concept and process of Selection. The methods of Selection. Application Forms. Selection Tests. Interviews. The Interview Process. Placement.
  2. 2. From RECRUITMENT to SELECTION Specific Request of Managers JOB Job analysis information OPENING IDENTIFIED Manager’s comments SATISFACTORY JOB REQUIREMENTS Human Resource Planning RECRUITS METHODS OF RECRUITMENT MAKE FORMAL APPLICATION Selection
  3. 3. SELECTION is the process of choosing the right candidate for the right job from the pool of applicants who have applied for the vacancy. ……It is the process of ascertaining the qualifications , experience, skill, knowledge, etc of an applicant with the purpose of determining his suitability for a job. Principles: Selection is based on two principles: Individual difference and Prediction ….Selection as a two way process: …..Selection criteria: Organizational criteria, Functional criteria, Individual job criteria.
  4. 4. STEPS IN THE SELECTION PROCESS. Resumes/CVs Review. Initial Screening Interview. Analyze the Application Blank. Conducting Tests and Evaluating Performance. Preliminary Interview. Core and Departmental Interviews. Reference Checks. Job Offer. Rejection by the candidate. Acceptance by the candidate. Medical Examination. Placement Offer to the Next suitable Candidate.
  5. 5.  Application Form: ……….It is formal record of individual appeal or intention for employment. ………..Items in the application form are : Personal profile, Educational Qualification, Work experience, Salary, Personality items, Reference checks. ……..Methods for evaluating the information: Clinical Method and Weighted Method.  Selection Tests: ……… Testing is the process of measuring the aptitude of the candidate in the job ………Types of Tests: Intelligence tests, Aptitude tests, Achievement tests, Situational tests, Interest tests, Personality tests, Polygraph tests, graphology.
  6. 6. Types of Tests What do they measure?? I Intelligence Tests measures the general mental ability of individuals in intelligent behaviours. Q test , Wechsler Bellevue Intelligence scale. Aptitude Tests Measure individual’s ability to learn a Psychomotor, given job , when given adequate training. clerical Aptitude. Measure the job related proficiency and Work Sample test, knowledge of the applicants. Experiential test, Job Knowledge test. Achievement Tests. Situational Tests. Interests test Personality Tests. To test the applicant’s likely responses to real life business situations. Group discussion, Simulated business games, In basket exercises. Understand the degree of interests a candidate has in a job. Assess an individual’s value system, emotions, maturity and other personal characteristics. Kuder Preference Record.
  7. 7. Polygraph Tests Graphology test the validity and truthfulness of an applicant’s answers by monitoring the physical changes in his body as he answer a series of questions. examining individual’s handwriting to assess the personality, emotional Characteristics and honesty.
  8. 8.  Selection Interviews. Types of interviews. Preliminary First round interviews that aim to eliminate the applicants who are obviously unqualified for the job. Interviews. Core Interview. The interaction between the line manager or experts and the job applicant. Formal & Structured Interview. predetermined and planned interview to comprehensively discuss the areas . Unstructured Interview. No predetermined plan of questions; Open ended questions. Stress Interview. under Test the applicant’s ability to perform and deliver stress . Group Interview Panel Interview. group of applicants interviewed by a panel of interviewers. Departmental representatives interview the candidates. Decision Making Interview. Informal discussion where the applicant’s interests in the job and the organization , his reaction
  9. 9. Preparation : objectives, relevant questions, mode of evaluation, time . Setting: Conduct of Interview: Open ended questions, attentively listen, take notes and mark relevant points. Closing an Interview: Evaluation.
  10. 10. SELECTION PRACTICES IN COMPANIES Selection Procedure at L& T Selection Procedure at HLL. Advertisement for vacancy Completion of the Application Form Evaluation of applications. Panel interview. The preliminary interview The final Board Procedure. Tests Final selection. Selection at ACC Ltd. Local Recruitment for lower level employees. Central recruitment committee and a personnel Department Interviews.
  11. 11. R H T . E L A
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