FOR HUMAN RESOURCE MANAGEMENT COURSES

1. Presented by: Low Expectations
EMPLOYEE
SELECTION

2. Selection Process
• choosing someone for the job
• ongoing extensive and
complicated task
• comprises a set of steps prior to
making decision

3. 01 02
05 06
03 04
07 08
Job Offer
Steps in Selection
Process
Completion of
Application
Initial Interview in
the HR Department
Supervisor/Team
Interview
Medical Exam/Drug
Test
Pre- Employment
Testing
Reference/Background
Check
Hiring Decision

4. Types of Pre-
Employment Tests
2. Honest and
Integrity Tests
1. Polygraph
Tests
6. Drug Test
5. Medical
4. Physical
Aptness
3. Graphology

5. JOB INTERVIEW
- A FORMAL CONVERSATION BETWEEN A JOB APPLICANT
AND THE EMPLOYER'S REPRESENTATIVE.

7. COMMON JOB INTERVIEW
QUESTIONS
What is a Job Interview?
Job interview is one of the most significant steps in
people selection because it links both the employers
and those seeking jobs. Very importantly, it assists
managers in gathering additional facts about job
candidates which may not be disclosed in the
resume.

8. COMMON JOB INTERVIEW
QUESTIONS
•How would you like to describe yourself?
•What made you want to work with us?
•If we hire you, how could you help in the achievement of the
company's goals?
•What are your reasons for leaving your previous jobs?
•What are your goals for the future?/What is your personal
vision in life?
ADDITIONAL POINTERS
1. Find time to study about the company and position.
2. Make sure your attire has just as much impact on your
success.

9. JOB INTERVIEWS DO's
1. Dress to advantage.
2. Be on time.
3. As you are meeting with the interviewer, express your greetings
with a pleasant smile and a firm and full handshake.
4. Bring a copy of all pertinent papers including an extra copy of
your resume.
5. During the interview, pay full attention to the questions and
always be ready to provide sensible and polite answers.
6. Be certain that you completely understand the question and be
sure to clarify points that you feel unsure about.

10. JOB INTERVIEWS DO's
7. Maintain eye contact. Throughout the interview, look at the
interviewer straight in the eye.
8. Emphasize your accomplishments (without being too conceited).
Doing this will prove that you will be a valuable resource to the
company.
9. When answering to questions, support your description about
yourself with a detailed example, if the situation asks for it.
10. Be in-depth with your answers and precise with your statements.
11. Ask questions about the job.
12.Convey asincere thank you meesage to the interviewer to express
yourn gratefulnessfor the time she took to meet you

11. JOB INTERVIEWS DONT's
1. Don't arrive late.
2. Don't munch something chewy while having an
interview.
3. Don't drink alcohol and smoke a cigarette prior to the
interview.
4. Don't respond to mobile calls and messages.
5. Don't mention anything negative about your former boss
or colleagues.
6. Don't manifest restless movements because you are
inviting negative energy which could spoil your chances of
getting the job.

12. JOB INTERVIEWS DONT's
7. Don't lie. Lying is a big NO.
8. Don't make long "pauses" while thinking about the
answer.
9. Don't tell jokes or discuss family issues.
10. Don't inquire about compensation and other company
perks until you get a job offer.
11. Don't bring your parents or anybody else to the
interview. It could indicate immaturity.
12. Don't respond with a plain "yes" or "no." Sell your
talents and your skills. Nobody will do it for you. Give
detailed descriptions.

13. ARE YOUR QUESTIONS LEGAL?
PERMITTED
• What education did you complete? What
school(s) did you attend?
• Do you possess a college degree?
• Do you have a diploma or its equivalent?
• What work experiences qualify you to work with
us?
• What licenses and certificates can you present for
this position?
• What name(s) do you use in your educational and
employment records?
NOT PERMITTED
• Are you single, married, widowed, annulled, or
separated?
• What is your spouse's name? What is his or her job?
• Do you have physical incapacities that would hinder
you from doing the job you applied for?
• Do you own the house you live in?
• Do you live alone or with companions?
• How are you related to those you live with?
• Are you in a relationship?

14. MAKING THE FINAL DECISION

15. UNDERSTANDING
TRAINING
AND
DEVELOPMENT

16. TRAINING
- IS A PLANNED LEARNING EXPERIENCE INTENDED TO ENHANCE THE
COMPETENCE, EXPERTISE, APTITUDE AND PERFORMNACEOF AN
INDIVIDUAL IN HIS OR HER CURRENT JOB.
DEVELOPMENT
IS A PLANNED LEARNING EXPERIENCE DESIGNED TO
ENHANCE AND IMPROVE COMPETENCIES OF AN INDIVIDUAL
FOR A POSSIBLE FUTURE TASK.

17. STEPS IN TRAINING
ANALYZE
TRAINING TASK
ORGANIZE
TARINING
CONTENT
DEVELOP
TRAINING
OBJECTIVES
DETERMINE TRAINING
METHODS
1 2 3 4

18. STEPS IN TRAINING
SELECT TRAINING
RESOURCES
DELIVER
TRAINING
COMPLETE
TRAINING PLAN
ASSESS TRAINING
5 6 7 8

19. ANALYZING
ORGANIZATIONAL
AND TRAINEE
NEEDS

20. 01
02
03
04
05
06
PREPARE A DETAILED TASK
ANALYSIS
FORMULATE LEARNING
OBJECTIVES
CREATE AN
INSTRUCTURAL DESIGN
DECIDE WHAT TRAINING
METHODS TO USE
OUTLINE AN ACTION PLAN
IMPLEMENT THE PROGRAM
08
07
EVALUATE RESULTS
MAKE A LIST OF THE
REQUIRED INSTRUCTION
MATERIALS

21. TRAINING
METHODS FOR
NON-MANAGERIAL
POSITIONS

22. 08
1. On-the-Job Training (OJT)
- is the highly used technique for training for non-managerial
employees.
- it is assumed to be a means of educating and familiarizing
trainees with the work climate they will ultimately become part of.
2. Apprenticeship Training
- this is an expansion of the on-the-job training.
- this type of training is afforded to technical people like the mechanics,
electricians, welders, carpenters, etc. who work under the tutoring of a
specialist in each type of job.
3. Classroom Training
- Classroom instruction is commonly used when big audience must be
taught.

23. 4. Programmed Instruction
- this method of training does not need the intervention of a trainer. -
set of questions and problems are given to the trainees who are
requested to read each set of problems and provided the
corresponding answer.
5. Audiovisual Method
- this kind of training is prevalent in the corporate world, and as a
matter of fact, in almost all places that education is needed.
6. Simulation Method
- Simulation training is used as a method to coach trainees about the
skill needed in a real-life situation.
- it gives a realistic experience and is extensively used in the
corporate world.

25. Management games in executive development programs simulate real-world business
scenarios, allowing leaders to practice strategic decision-making, problem-solving,
and collaboration in a controlled environment. These interactive exercises develop
critical skills, foster teamwork, and provide insights into the interconnected nature of
business, preparing executives for the challenges they will face..
Role-playing exercises are a valuable component of executive development
programs. These activities involve participants assuming different personas or
perspectives to practice essential leadership skills, such as communication,
negotiation, conflict resolution, and decision-making. By stepping into the shoes of
various stakeholders, executives gain a deeper understanding of diverse viewpoints
and learn to navigate complex interpersonal dynamics. Role-playing enhanc

26. THANK YOU FOR LISTENING!!