There are five selection method standards that HR follows: reliability, validity, generalizability, utility, and legality. Common selection methods include interviews, references, cognitive ability tests, personality inventories, and work samples. Companies primarily use interviews to evaluate applicants, but may also utilize honesty tests, drug tests, physical ability tests, and biographical data.
Selection Process In Human Resource Management - HRMFaHaD .H. NooR
Selection In Human Resource Management HRM. Selection Process in hrm
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
Selection:
1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Job Analysis in HRM
Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
Selection Process In Human Resource Management - HRMFaHaD .H. NooR
Selection In Human Resource Management HRM. Selection Process in hrm
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
Selection:
1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
This Presentation cover all relative aspects of Human Resource Planning | HR Demand Forecasting & HR Supply Forecasting along with detail description of Recruitment & Selection as per the Syllabus of AKTU MBA Course.
Job Analysis in HRM
Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
Selection tests in human resource managementSatya P. Joshi
Individuals differ in many respects including job-related abilities and skills.
In order to select a right person for the job, their abilities and skills need to be equally measured. That is done through selection tests.
A selection test is a device that uncovers the information about the candidate, which are not known through application blank.
They can measure certain abilities, aptitudes and skills that provide objective information how well the applicant can be expected to perform the job.
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Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
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In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
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• Four (4) workplace discipline methods you should consider
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
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Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
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Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
1. CHAPTER 6Selection and Placement Presented By: Daniel Edward Ricio Hannah Dy Ian TantocoUmali Andrea Hizon
2. Outline of the Report Introduction Selection Method Standards for Evaluation Purposes Types of Selection Methods
3. Introduction Personnel selection is the process by which companies decide who will or will not be allowed into the organization. The chapter will give ways to minimize errors in having a good selection and placement of employees of which can improve the organization’s competitive position.
6. Selection Method Standard:“Reliability” Reliability is the degree to which a measure of physical or cognitive abilities, or traits, is free from random error. Involves selecting applicants based from their characteristics that the organization is looking for. It uses statistical tools and graphs to test relationships between sets of numbers . A perfect positive relationship equals +1.0 A perfect negative relationship equals - 1.0
7. Selection Method Standard:“Reliability” Examples of Reliability Standards: Physical Characteristics (Height, Strength or Endurance) Cognitive Abilities (Mathematical Ability or Verbal Reasoning Capacity) Personality (Initiative or Integrity)
9. Selection Method Standard:“Validity” Validity is the extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance. The measure has the to be RELIABLE (e.g. Height) if it is to have any VALIDITY.
10. Selection Method Standard:“Validity” Criterion-related validation is a method of establishing the validity of a personnel selection method by showing a substantial correlation between test scores and job-performance scores. There are two types: Predictive validation – A study that seeks to establish an empirical relationship between applicants’ test scores and their eventual performance on the job. Concurrent validation – A test administered to all people currently in a job.
11. Selection Method Standard:“Validity” Predictive validation is superior to concurrent validation for three reasons: Job applicants are typically motivated to perform well on the tests than are current employees. Current employees have learned many things on the job that applicants have not yet learned. Current employees tend to be homogeneous.
12. Selection Method Standard:“Validity” Content validation is a test-validation strategy performed by demonstrating that the items, questions, or problems posed by a test are a representative sample of the kinds of situations or problems that occur on the job. Best for small samples Content validity is achieved primarily through a process of expert judgment
14. Selection Method Standard:“Generalizability” Generalizabilityis the degree to which the validity of a selection method established in one context extends to other contexts. Three contexts include: different situations different samples of people different time periods
15. Selection Method Standard:“Generalizability” It was once believed that validity coefficients were situationally specific—that is, the level of correlation between test and performance would vary as one went from one organization to another.
16. Selection Method Standard:“Generalizability” It was also believed that tests showed differential subgroup validity, which meant that the validity coefficients for any test-job performance pair was different for people of different races or genders.
17. Selection Method Standard:“Generalizability” Validity generalization stands as an alternative for validating selection methods for companies that cannot employ criterion-related or content validation.
19. Selection Method Standard:“Utility” Utility is the degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations. It is impacted by reliability, validity, and generalizability.
20. Selection Method Standard:“Utility” Other factors will influence utility even when the latter is constant. For example, the selection ratio, which is the percentage of people tested versus the total number of applicants, will impact utility as well as the number of people selected, race of employee turnover, and level of performance among chose who leave.
22. Selection Method Standard:“Legality” All selection methods must conform to existing laws and legal precedents. Three acts have formed the basis for a majority of the suits filed by job applicants: Civil Rights Act of 1964 and 1991 Age Discrimination in Employment Act of 1967 Americans with Disabilities Act of 1991
25. Types of Selection Methods Interviews Honesty Tests and Drug Tests References and Biographical Data HR Work Samples JOBS Physical Ability Tests Personality Inventories Cognitive Ability Tests
27. Selection Method:“Interview” Selection interviews are defined as a dialogue initiated by one or more persons to gather information and evaluate the qualifications of an applicant for employment. Interviews are the most widely used selection method, although research suggests it can be unreliable, low in validity, and biased against a number of groups.
29. Selection Method:“Situational Interview” A situational interview confronts applicants on specific issues, questions, or problems that are likely to arise on the job. These interviews consist of: experience-based questions future-oriented questions
31. Other Selection Methods References, Biographical Data, and Application Blanks gather background information on candidates. Physical Ability Tests - Relevant for predicting not only job performance but occupational injuries and disabilities.
32. Other Selection Methods Cognitive Ability Test - Differentiates individuals based on their mental rather than physical capacities. Personality inventories - Categorize individuals by their personality characteristics. Work Samples - Simulate the job in miniaturized form.
33. Other Selection Methods Honesty Test - Paper-and-pencil honesty testing attempts to assess the likelihood that employees will steal. Drug Test - Drug‑use tests tend to be reliable and valid, particularly when the screening tests" are followed up with more expensive “confirmation” test.
35. Summary There are FIVE selection method standards that HR usually follows to evaluate potential applicants in the organization. Companies usually use INTERVIEW methods in selecting potential applicants, but some companies may use other selection methods.
Editor's Notes
The group will be reporting on the Selection and Placement standards and processes of which is one of the many functions of a Human Resource Department
The outline of our report
The chapter will familiarize you with ways to minimize errors in employee selection and placement, and doing so improve the organization's competitive position.
Five selection method standards will be discussed: reliability, validity, generalizability, utility and legality.
True Scores and the Reliability of Measurements—The concept of reliability is demonstrated by measuring height at different times. Even though height is supposedly a stable characteristic, slightly different results are generated every time height is measured. Standards for Reliability—Clearly, the more reliable the measure, the more likely decisions can be made on score differences
Some of the standards based on Reliability.
Predictive validation is a criterion-related validity study that seeks to establish an empirical relationship between applicants’ test scores and their eventual performance on the job. Concurrent validation is a criterion-related validity study in which a test is administered to all the people currently in a job.
These are types of selection methods used to assess a person for employment.
These techniques are, at best, weak predictors of future job success. Typically, references are very positive since only those who the applicants know will give a good reference are asked to do so. Many suites have been filed against past employers’ revealing too much information beyond job title and years of service. The biggest concern with the use of biographical data is that applicants who supply the information may be motivated to misrepresent themselves.Criterion‑related validities tend to be quite strong, although adverse impact on the disabled and women is highly possible.
One of the major drawbacks to these tests is that they typically have adverse impacts on some minority groups. Indeed, the size of the differences is so large that some have advocated abandoning these types of tests for making decisions regarding who will be accepted for certain schools or jobs.Verbal comprehension refers to a person’s capacity to understand and use written and spoken language.Quantitative ability concerns the speed and accuracy at which one can solve arithmetic problems.Reasoning ability refers to a person’s capacity to invent solutions to many diverse problems.Common dimensions assessed in a personality inventory are extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness.Work samples are job‑specific and tend to be high in criterion‑related and content validity and low in adverse impact.
In 1990, the Office of Technology and Assessment released a report on the validity of paper‑and‑pencil honesty tests. The conclusion of the report was that existing research was inconclusive to determine the effectiveness of the tests. Tests commonly gauge attitudes and perceptions about professional behavior. The tests predict the level of risk of theft for employees. Drug‑use tests tend to be reliable and valid, particularly when the screening tests" are followed up with more expensive “confirmation” test.The major controversies of drug tests includes:Is it an invasion of privacyIs it an unreasonable search and seizureIs it a violation of due processTests should be administered systematically to all applicants applying for the same job.Testing is likely to be more defensible when there are safety hazards associated with the failure to perform. Test results should be reported to the applicant, who should have an avenue to appeal.