Hrm, lecture 4


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Hrm, lecture 4

  1. 1. sanchawa, DH( BPA &MPA) 1 RECRUITMENT AND SELECTION11/10/2012 Sanchawa, Denis . H
  2. 2. Recruitment and selection2  "Recruitment is the process of enticing a prospective employee to fill in a vacant position through advertising, while selection is the process of choosing the appropriate candidate from the result of the recruitment. Recruitment is the introduction of the opportunity for you to apply and selection is choosing the right candidate for the position. is a good source.“(Noah,2003) sanchawa, DH( BPA &MPA) 11/10/2012
  3. 3. Selection defined3  To select means to choose.  It is a part of the recruitment function.  It is the process of choosing people by obtaining and assessing information about the applicants (age, qualification, experience and qualities) with a view of matching these with the job requirements and picking up the most suitable candidates.  It is the process of choosing the most suitable persons out of all applicants. sanchawa, DH( BPA &MPA) 11/10/2012
  4. 4. definitions4  Selection can also be defined as a process of matching the qualifications of applicants with job requirements.  It is a process of weeding out unsuitable candidates and finally identify the most suitable candidates.  It may also be described as a process of rejection because generally most candidates are turned away those who do not qualify for the post. sanchawa, DH( BPA &MPA) 11/10/2012
  5. 5. The purpose of selection5  The purpose of selection is to pick up the most suitable persons who would match the requirements of the job and the organization .i.e. the optimal match between the person and the job.  To choose the best person available. However, there could be a real problem with such an objective if the Job is not appropriate for the person concerned. sanchawa, DH( BPA &MPA) 11/10/2012
  6. 6. Purposes of selection6  Selection is an important HRM function as an organisation can achieve its goals without selecting the right people.  Proper selection and placement of employee can build stable workforce and reduce absenteeism and labour turnover.  Effective selection is also helpful in increasing the efficiency of the organization. sanchawa, DH( BPA &MPA) 11/10/2012
  7. 7. Criteria of Selection7  Selection decisions are usually based on how an applicant is rated (rather, predicted) in terms of the likelihood of success on the job.  The selection criteria must base on job description and specification derived from job analysis.  Frequently educational qualifications, technical skills and achievements are used as the basis for selection . sanchawa, DH( BPA &MPA) 11/10/2012
  8. 8. Criteria of selection8  Integrity loyalty, initiative/drive/resourcefulness and intelligence/mental alertness are the key attributes influencing the selection criteria and more specifically to managerial employees .  There should be a special person with an authority to select.  There must be sufficient number form whom the required number of employees may be selected. sanchawa, DH( BPA &MPA) 11/10/2012
  9. 9. Steps in selection process9  Selection process consist of a series of steps where by at each stage certain fact can be realized.  However there is no standard selection procedures to be used in all organisations for all jobs.  Thus there following are some of the steps which are used in selection process in most of the organizations. 1.Receipt of application letters 2.Cherking personal data. This is done by HR sanchawa, DH( BPA &MPA) 11/10/2012 department in collaboration with user
  10. 10. Steps in selection process10 3. Testing Testing can be of different categories such as; intelligence tests , aptitude tests, achievement tests , pip tests (personality), projective tests . All these can be done depending on the type of the job for example a lecturer can be requested to deliver a lecturer on a selected topic in his or her field of specialization. sanchawa, DH( BPA &MPA) 11/10/2012
  11. 11. Selection process11 4.Selection interview In here a formal conversation is conducted to evaluate the applicant’s suitability for the job applied for. 5. Supervisors interview supervisor must also be included in the interview panel so that he or she can ask the candidate questions related to the technical issues relating to the job. Generally supervisor is the one who give the candidate a job. sanchawa, DH( BPA &MPA) 11/10/2012
  12. 12. Criterias for effective selection12  Educational qualification  Relevant experience  Attitude  Technical know how  Physical characteristics sanchawa, DH( BPA &MPA) 11/10/2012
  13. 13. Guidelines for effective interview in13 selection process  Clear objectives to be achieved ; this should be determined by HR manager .  Establishing and maintaining a report with the candidates through several ways such as good listening, candidate being polite, greet the candidate.  Listening to the candidate  Observe the candidates body language  Give an opportunity to the candidate to ask .question if any sanchawa, DH( BPA &MPA) 11/10/2012
  14. 14. Guidelines for effective14 interview  Frame the questions clearly  Avoid bias  Subjectivity( assessing an individual either favorably or unfavorably)  Sitting plan sanchawa, DH( BPA &MPA) 11/10/2012
  15. 15. Steps in selection process15 6.medical examination  Some times medical examination can be done before selection so as to be sure about the health of the respective employee but in most cases it is done after selection. 7. Job preview  It is better to give candidate the opportunity to look at the job setting. Its contents, tools, equipments and even environment before the hiring decision is made sanchawa, DH( BPA &MPA) 11/10/2012
  16. 16. Steps in selection process16 8. Hiring decision This is the final decision in the selection process and it is sometimes termed as appointing decision where the interviewers select the best candidate amongst the interviewees. sanchawa, DH( BPA &MPA) 11/10/2012