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Selection & induction

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Selection & induction

  1. 1. <ul><li>Amit Kumar </li></ul>SELECTION & INDUCTION
  2. 2. SELECTION <ul><li>It is the process of picking individuals (out of the pool of job applicants) with required qualifications and competence to fill jobs in the organization. </li></ul>
  3. 3. What happens if you don’t put the right people in the right jobs?
  4. 4. The Impact of Poor Job Fit Source: Gallup
  5. 5. Job Match Personality, Abilities, Interests “ Checking the Past” The Selection Process is... & “ Reviewing the Present ” “… to predict future ‘superior’ performance” Company Fit Attitudes,Values, Demeanor, Appearance, Integrity Skill Fit Education, Training, Experience, Skills, Etc.
  6. 6. Here’s what you see & hire/promote… Here’s what you get! Here’s what you see & hire/promote…
  7. 7. Here’s what you see & hire/promote… Here’s what you get!
  8. 8. No business can afford the risk!
  9. 9. Selection Techniques <ul><li>Background Analysis </li></ul><ul><li>Aptitude & Ability Tests </li></ul><ul><li>Personality Test </li></ul><ul><li>Medical Test </li></ul><ul><li>Interviews </li></ul><ul><li>Rigorous Evaluations </li></ul><ul><li>Physical Examination </li></ul><ul><ul><li>Training and experience </li></ul></ul><ul><ul><li>Academic achievement </li></ul></ul>
  10. 10. Background Checks <ul><li>Reasons for Background check </li></ul><ul><li>1. To gain insight about the potential employee from the people who have had previous experience with him/her. </li></ul><ul><li>2. To assess the potential success of a prospect </li></ul>
  11. 11. Aptitude & Ability Tests <ul><li>These types of test can be broadly classified and you may be asked to sit a test which consists only of ‘numerical’ questions or these may form part of a test which consists of questions of different types. </li></ul><ul><li>This will depend very much on the job you are applying for. </li></ul>
  12. 12. Personality Tests <ul><li>Personality tests can be applied in a straight forward way at the early stages of selection to screen-out candidates who are likely to be unsuitable for the job. </li></ul>
  13. 13. Medical Tests <ul><li>Medical tests are used by some professions to ensure candidates are physically able to carry out the activities required in the post. </li></ul><ul><li>Such as the police and fire service </li></ul>
  14. 14. Employment Interview <ul><li>Different Forms of Interviews </li></ul><ul><li>One to One </li></ul><ul><li>Sequential </li></ul><ul><li>Panel </li></ul>
  15. 15. Types of Selection Interviews
  16. 16. Rigorous Evaluations <ul><li>Focuses on rigorous evaluation of motivation and training and development activities using experimental and quasi-experimental designs. </li></ul>
  17. 17. Stages In Selection Process: <ul><li>Stage 1: Screening Of Application Forms. </li></ul><ul><li>Stage 2: Tests--Intelligence, Aptitude, Technical, Psychometric, Ability, Interest. </li></ul><ul><li>Stage 3: Selection Interview. </li></ul><ul><li>Stage 4: Selection Decision </li></ul>
  18. 18. induction <ul><li>Induction is process meant to help the new employee to settle down quickly into the job by becoming familiar with the people, the surroundings, the job, the firm and the industry. </li></ul><ul><li>Induction is the process of acquainting the new employees with the existing culture and practices of the new organization. </li></ul>
  19. 19. What is induction for? <ul><li>To sort out all anxiety of recruited person. </li></ul><ul><li>To ensure the effective integration of staff. </li></ul><ul><li>History and introduction of founders. </li></ul><ul><li>Understand the standards and rules (written and unwritten) of the organisation. </li></ul><ul><li>To clear doubtful situation between new employee and existing one. </li></ul>
  20. 20. Who is responsible for the induction process? <ul><li>HR manager </li></ul><ul><li>Health and safety advisor </li></ul><ul><li>Training officer </li></ul><ul><li>Department or line manager </li></ul><ul><li>Supervisor </li></ul><ul><li>Trade union or employee representative </li></ul>
  21. 21. Points while implementing Induction <ul><li>Identify the business objectives and desired benefits. </li></ul><ul><li>Secure early commitment </li></ul><ul><li>Agree roles and responsibilities of different players in the process </li></ul><ul><li>Think of induction as a journey </li></ul>
  22. 22. Contd..... <ul><li>Engage staff prior to joining </li></ul><ul><li>Have clear learning objectives for training sessions </li></ul><ul><li>Respect the induction needs of different audiences </li></ul><ul><li>Keep induction material up to date </li></ul>
  23. 23. Trends in Induction <ul><li>Chalk and talk session </li></ul><ul><li>Questionnaire </li></ul><ul><li>From practicalities to discussion about culture </li></ul><ul><li>Using technologies like e-learning </li></ul><ul><li>Team building exercise </li></ul>
  24. 24. Advantages of Good Induction <ul><li>Create good impression </li></ul><ul><li>It take less time to familiarise </li></ul><ul><li>Increase productivity </li></ul><ul><li>Cost reduction </li></ul>
  25. 25. In absence of Induction <ul><li>Uneasiness of new employee in the environment of the organization. </li></ul><ul><li>Poor integration in team </li></ul><ul><li>Low morale </li></ul><ul><li>Loss of productivity </li></ul><ul><li>Failure to work with their highest potential </li></ul><ul><li>Company image goes down </li></ul>

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