Selection

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Selection

  1. 1. SELECTION HRM WK 5 Dr. Shohail M. Choudhury Dr. Shohail Choudhury 1
  2. 2. Aims and objectives of Selection To predict potential job performance To compare candidates and find ‘the best fit’ To inform candidates as accurately possible To provide best possible impression of the organisation To comply with legislation To provide information for other HRM processes. Dr. Shohail Choudhury 2
  3. 3. A Systematic Approach of Selection Initial Steps. Acknowledgement letter, sending application form etc. Set each application against key criteria in the advertisement Sort applications into ‘possible’, ‘unsuitable’ and ‘marginal’. A shortlist for interview. Invite candidates for interview Interview Reinforce interviews with selection testing Dr. Shohail Choudhury 3
  4. 4. A Systematic Approach of Selection Check the references of short-listed candidates Institute follow-up procedures for successful candidates  Offer of employment  Draw up a contract  Arrange work-permit, in case of cross-border recruitment  Plan initial induction Review uninterviewed possible-s and put in reserve or hold Send standard letters to unsuccessful candidates Keep records of criteria and processes used in decision making Dr. Shohail Choudhury 4
  5. 5. Legal Framework of Selection Discrimination  Application forms should not include any questions which are not work-related  Medical references can not be taken because of possibility of age discrimination  Interview procedures and documentation should be free from discrimination  Selection tests should demonstrably avoid favouring particular groups. Dr. Shohail Choudhury 5
  6. 6. Privacy and Data Protection Data Protection Act 1998 The right of employees to access their personal files, to be informed about the purpose of data collection and approval for other uses Requirements for the adequacy, up-to-date ness and security of information Additional safeguards on the collection of data about race, ethnic origin, religious and political beliefs, health, sexual orientation, criminal activities (except for the purpose of racial equality monitoring) etc. Dr. Shohail Choudhury 6
  7. 7. LEGISLATIVE FRAMEWORKKey points in relation to recruitment: Sex and race  The Sex Discrimination Act 1975 (amended 1986)  The Race Relations Act 1976 (amended 2003)  The Employment Equality Regulations 2003 Disability  The Disability Discrimination Act 1995 Age Diversity  The Employment (Age) Regulations 2006 Dr. Shohail Choudhury 7
  8. 8. Selection Methods Interviews Evaluation of education and experience Selection testing: Written tests of ability and aptitude, personality, simulate job related activities, portfolios of work. Background and Reference checks. Bio data analysis Handwriting analysis Group selection methods or selection centres Physical/Medical testing Dr. Shohail Choudhury 8
  9. 9. Selection Interviews Individual or one-to-one interview  Disadvantage: Biased or superficial decision Panel Interviews Large panels or selection boards Dr. Shohail Choudhury 9
  10. 10. Activity Think back a selection interview you have had, for a job, school or place at college?  What sort of interview did you have: formal or informal? Panel or one-to-one  Was it well conducted?  Did you get good impression of the organisation?  What efforts made to put you at your ease? Dr. Shohail Choudhury 10
  11. 11. Interviewer Skills Creating effective questions Creating appropriate climate  Rapport building, trust, relationship  Active listening Using questions types intentionally Using and interpreting non-verbal cues Identify shallow responses and probe and challenge when necessary Being alert to the influence of first impressions and other bias Dr. Shohail Choudhury 11
  12. 12. Limitation of Interviews Limited scope: to brief Limited relevance Artificiality: Best behaviour or nervous Errors of judgement  First impressions, Bias or logical error Lack of skill and experience by interviewers Dr. Shohail Choudhury 12
  13. 13. Selection Testing Measuring mental capacities Psychometric Testing Types of tests are commonly used  Intelligence or cognitive tests  Aptitude tests  Personality tests  Emotional Intelligence  Proficiency and attainment tests Dr. Shohail Choudhury 13
  14. 14. Intelligence or cognitive test Tests of general cognitive ability Which test  Memory  Ability to think quickly (perceptual speed, verbal fluency)  Ability to think logically (inductive reasoning)  Problem solving skills. Employers’ lack of trust on GCSE/A level exam Validity of such IQ tests are disputed. Dr. Shohail Choudhury 14
  15. 15. Aptitude Tests To predict individuals potential for performance in a job or learning new skills.  Reasoning: Verbal, numerical, abstract/Visual (identifying shapes)  Spatio-visual ability: practical intelligence, non- verbal and verbal ability  Perceptual speed and accuracy (clerical ability to identify errors in a written paper)  Psycho-motor ability: mechanical, manual, musical and athletic ability. Depends on the nature of job. Dr. Shohail Choudhury 15
  16. 16. Personality Tests Measure a variety of characteristics  Skill in dealing with other people  Ambition  Motivation  Emotional stability. 16PF (Personality Factor) Myers-Briggs Type Indicator Dr. Shohail Choudhury 16
  17. 17. Emotional Intelligence (EQ) EQ recognises our own feelings and those of others, for motivating ourselves, and for managing emotions will in ourselves and in our relationships. More complex the job more EQ matters. Emotional competence accounts for some 70% of the competences listed by an organisation. Dr. Shohail Choudhury 17
  18. 18. Proficiency and Attainment Test Test directly related to job Audio typist: dictation tape and typing test Activity What kind of proficiency test you suggest for:  Admin assistants  Airline pilots  Magazine editors  Telephone operators Dr. Shohail Choudhury 18
  19. 19. Group Selection Methods These are appropriate for assessing  Social  Intellectual skills : Situational problem solving  Attitudes: political, racial or religious, attitude to authority, willingness to take risk. Techniques used  Group role-play exercise  Case studies  In-tray exercises : simulating work-load  Leaderless discussion groups (LDGs)  Typical job problem. Dr. Shohail Choudhury 19
  20. 20. Purposes of Group Selection Longer opportunity to study candidates Reveal management skills – negotiation, persuasion, leadership Performance in work team Comparability between candidates Panel of assessors likely to be correct then single interviewer. Dr. Shohail Choudhury 20
  21. 21. Follow up Procedures Reference Checking  At least two: personal/employer Offer of employment  Oral offer : written offer Contracts of employment Dealing with unsuccessful applicants  Promptly informed  Rejection should be positive  Offered the opportunity of feedback Dr. Shohail Choudhury 21
  22. 22. Written Particulars of Employment Employers must give an employee  Who works at least eight hours a week  Within two months of employment  (Employment Rights Act 1996) The statement should include:  Names of Employer and Employee  Title of job  Pay and hours of work  Holiday, sick leave, sick pay entitlements  Pension scheme  Length of notice of termination  Disciplinary procedures, grievance procedure  Rules on health and safety at work Dr. Shohail Choudhury 22
  23. 23. ActivityYou are making a recruitment and selection plan for a new retail chain which will sell fresh and healthy products only. What selection methods will you use to select customer assistants for this retail supermarket?(Reference: Virgin Atlantic) Dr. Shohail Choudhury 23

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