group presentaion on 17 sept 2012 at karachi university subject Humen resource managment........ Hassan Khokher,Muhammad Waqas Rafiq,Muhamad waqas Raza.Waqar Ahmed.Husnain.......

5. SELECTION

6. INITIAL SCREENING
COMPLETE APPLICATION
EMPLOYMENT TEST
BACKGROUND INFORMATION
MEDICAL EXAM
INTERVIEW JOB

7. WHY CAREFUL SELECTION ???
PERFORMANCE
Employee with the right skills and
attributes will you a better job for
you and company

8. COST
Hiring an employee can cost too much for a
company so it is much important to carefully
Select an employee
LEGAL OBLIGATION
The employee selected should not
have any criminal record

9. NEGLIGENT HIRING
To avoid negligent hiring following step may
be undertaking :
• Making a systematic effort to gain relevant information about the
applicants and verifying all documentation.
• Scrutinizing all information supplied by the applicant, and following up on unexplaine
gaps in employment.
• Keeping a detailed log of all attempts to obtain information, including names
and dates for phone calls or other requests
• Rejecting applicants who make false statements of material facts or who have
conviction records for offenses directly related and important to the job on question

10. ASI
M.Waqas Rafiq
Roll # 33
Group # 02

11. BASIC TESTING CONCEPT:
There are basically two basic testing concepts..
1) Reliability.
2) Validity.

12. BASIC TESTING CONCEPT:
Reliability:
The consistency of scores obtained
by the same person when retested
with the identical test or with
alternate forms of the same test.

13. BASIC TESTING CONCEPT:
validity:
The accuracy with which a
test, interview and so on measures
what it purpose to measure or fulfills
the function it was designed to fill.

15. How to Validate A
Test:
 Step 1: Analyze the job
 Step 2: Choose the test

16.  Step 3 : Administer the test.
 Step 4 : Relate your test score and
criteria.
 Step 5 : Cross-Validate and Revalidate.

17. Muhammad Waqas Raza
Roll # 34

18. Tests measure the following abilities of
candidate:
 Cognitive abilities
Motor and physical abilities
Personality
Interest or Achievements

19. Intelligence Tests
IQ (Intelligence Quotient) test:
• Memory
• Vocabulary
• Verbal fluency
• Numerical
Formula… I.Q.= MA / CA x 100
MA - mental age , CA - caldendar age
So, in our example, I.Q. = 10 / 10 x 100
I.Q = 100

20. EXAMPLES

21. www.intelligencetest.com/
IQ Range Classification
Above 145 Genius or near genius
130-145 Very superior
115-130 Superior
85-115 Normal
70-85 Dullness
Below 70 Borderline deficiency

22. Kaufman adolecent and
adult intelligence
Slosson intelligence test
Wide range intelligence test
Comprehensive test of
nonverbal intelligence

23. Inductive reasoning
Deductive reasoning
Verbal comprehensive
Memory
Numerical abilities

24. Its also called Aptitude test
Its check the candidate basic mechanical abilities
It use for machinist or engineer
Its include mechanical reasoning test
This test include 64 two dimensional diagrams
Its can use for screening applicants for jobs such as
designers, draftpeoples or engineers

25. SAMPLES

26. Stromberg Dexterity test
Minnesota rate of manipulation test
Purdue peg board
These tests check static strength,
dynamic test, body coordination and stamina

27. EXAMPLES
Finger and manual dexterity
test at the time of hiring the
Pilots
Lifeguards are hired after
testing their swimming ability

28. Most people are hired on qualification and
but most are fired for non performance
These tests are conduct to check the inner factors or
of applicants Like Motivation and interpersonal skills
This tests also tell us the personal characteristics
such as attitude ,motivation and temperament

29. WHAT PERSONALITY TEST MEASURE ???
•Introversion
•Stability
•motivation
FORMATE OF TESTS
Picture of Anything
Make A Picture Story (MAPS)
House-Tree-Person (HTP)
Forer Structured Sentence Completion Test

30. EXAMPLES
I always say my mom that……….
When I was in school I was very……….
I have regret of………….
For online personality test there is website
www.phychtests.com

31. MANAGEMENT ASSESSMENT CENTERS
Two or three day simulation
10 to 12 candidate
Perform realistic management task
Under the observation of experts
Who judge each candidate individually

32. MANAGEMENT ASSESSMENT CENTERS
The in-Basket
Leaderless group discussion
Management games
Individuals presentations
The interview

33. Pakistan Army Selection Process
Screening Verbal test (100) Physical &
Medical
criteria
60% marks in Nonverbal test (100)
intermediate
(about 10000
Interview
General knowledge
candidate About 3000
test (30)
apply) candidate
About 7000 candidate remains remains
ISSB

34. Day O1 Day O2 Day O3
Verbal test Group discussing
Nonverbal test Individual presentation Command task
Sentence completion Group planning Group task
Picture story Psychiatrist interview Half-group task
Word to sentence 2nd interview Individual obstacle
Recommended or Not-Recommended (only 500)
Every body part Medical check up by its specialist
Only ( about 450 candidate)
Only 300 candidate become part of Pakistan army as a commission
officer and go for 02 years training in PMA kakul Abbottabad

35. THANKS

36. Waqar ahmed
Roll # 55
Group # 02

37. Background investigation
Background investigation Is
the process of looking up and
compiling the criminal record,
financial record and
commercial
record of an individual
or organization

38. Extent of investigations and check
Reference checks (87%)
Background employment checks (69%)
Criminal records (61%)
Driving records (56%)
Credit checks (35%)
Reasons for investigations and
checks
To verify factual information provided by

39. Included in Background
Checks:
 Driving Records
 Bankruptcy
 Property Ownership
 Past Employers
 Education Records
 Personal References
 Court Records
 Sex Offender List

40. Aims of background
investigation
To verify factual information
The main reason of checking background
investigation is to verify factual information
To uncover damaging information
The reason of background investigation is to
uncover the damaging information such as
criminal records and suspended driving license

41. Types of background check :
•Verification of applicants current position and
salary
•Try to discover about the person’s motivation,
technical competence and ability to work with
other.
•Provide information about credit standing
indeptedness, reputation ,character and life
style.

42. EFFECTIVENESS:
The background check is an
inexpensive and straight
forward way to verify factual
information about the applicant
such as current and previous
job title, current salary
range, date of employment and
educational background.

43. Husnain
Roll # 19
Group # 02

44. Medical/physical
examination
An examination indicating an
applicant is physically fit for
essential job performance.
Example: ISSB ( Inter service
selection board ) & firefighter
medical test.

45. Interview
Formal, in depth
conversation conducted to
evaluate the applicant’s
acceptability
Two way exchange of the
information, the interviewer
learn about the applicant’s,
and applicant learn about
organization.

46. Types of interview
 Structured Interview
 Unstructured Interview
 Group Interview
 Exit Interview

47.  Depth Interview
 Stress Interview
 Individual Interview
 Informal Interview
 Formal Interview
 Panel Interview

48. Job offer
Those individual who
perform successfully in
the preceding step are
now considered to be
eligible to receive the
employment offer.

49. ENDING WITH REVISION
Topic was Selection process
Intoduction by hassan khokher
Basic testing concept by Muhammad Waqas Rafiq
Types of tests by Muhammad Waqas Raza
Background investigation by Waqar Ahmed
And physical examination and interview by hasnain

50. THANKS
THANKS