The document discusses the selection process for hiring employees, including: 1. Job analysis to understand job requirements 2. Recruitment to attract qualified candidates 3. Screening candidates through application forms, tests, interviews, and reference checks 4. Making a final hiring decision and onboarding new employees through induction The goal of the selection process is to identify candidates that are the best fit for the job based on qualifications and how well they will perform and integrate into the organization.

1. Selection Definition: “To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates”

2. Effectiveness of Selection Requirement to the Job clearly specified Employee specification should be clearly specified Candidates for screening have been attracted

3. Essential of Selection Someone should have the authority to select There must be some standard for Selection Availability of Sufficient number of applicants Person Job fit Person Organization fit

4. Significance of Selection It is crucial and Complex function It is a continuous Function It is goal oriented Environment of organization depends on effective Selection Process Effects Employer and Employee relationship It is an Asset building activity It helps in smooth flow of production. It helps in economy of the organization

5. Steps in Selection Job Analysis Recruitment Application From Written Examination Preliminary Interview Group Discussion Tests Final Interview Medical Examination Reference Check Line Managers Decision Employment

6. Job Analysis provides the following information: Job Identification Significant Characteristics What typically the worker does Job duties What material the worker uses How the Job is performed Required Personal Attributes Job Relationship

7. Techniques of Job Analysis Interviews Direct Observation Maintenance of Records Questionnaires Critical Incidence Method

8. 2. Recruitment Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organizations. Selection starts where recruitment ends

9. 3. Application From: It is also known as Application Blank It is to secure information from Prospective Candidates Serves to Screen Candidates Different Application form for different job Different companies has different Application Form

10. Contents of Application Form: Personal Background Information Educational Attainments Work Experience Salary Personal Items References

11. Evaluation of Application Form: Clinical Method : Taking the help of the Psychologist Weighted Method : Weightage given to the answers given by the interviewee Biographical Inventories : Selection / Promotion within the organization .

12. 4. Written Examination: Aptitude Test Reasoning Test Knowledge in various disciplines General Knowledge English Language

13. 5. Preliminary Interview: It may be conducted by some assistant in HR department to match the person for suitability of the job or generally to extract more information from the prospective candidates

14. 6. Group Discussion: To measure candidates compatibility To measure his IQ To measure his Interaction with others To measure his Language and Flow To study Body Language To study persons attitude

15. 7. Tests: Concepts of Testing: Reliability : If a person obtains score almost equal or nearing to equal in two or different test, then it can be termed as reliability Validity : If the candidates test result matches the organization requirement, then it can be termed as validity.

16. Types of Tests: Aptitude Tests Achievement Tests Situational Tests Interest Tests Personality Tests

17. Aptitude Test: Intelligence Test: Mechanical Aptitude Test Psychomotor Test: Like eye hand coordination etc Clerical Aptitude Test

18. Achievement Tests: Job Knowledge Test : This is conducted to know his previous ability in the work Work sample test : Actual work is given and measured

19. Situational Test: Group Discussion : Measured in terms of initiative, leading, idea generating, communicating skills, coordination and conclusion skills In Basket : Topic given in the basket, the candidate has to pick one to take a decision on it.

20. Interest Test: It is to check likes and dislikes of candidates in relation to work, hobbies and recreational activities. The assumption high correlation between his interest and job success.

21. Personality Test: Thematic Aperception Test : Candidates shown a picture and asked to write an essay on it Ink Blot Test : The candidates need to see a picture and need to make meaningful concept out of it.

22. Other Test: Cognitive Ability Test Wechsler Adult Intelligence Scale Wonderlic Personnel Test Polygraph Test Honesty Test

23. 8. Interviews Types of Interview Preliminary Interview Informal Interview: Conducted anywhere Unstructured Interview: Candiate talks about him self Core Interview Background Information Interview Job and Probing Interview

24. Stress Interview Formal and Structured Interview Group Interview Panel Interview Depth Interview Decision Making Interview

25. Interview Process Preparation for the Interview: Choose the appropriate type of interview Identity knowledge, skill to be examined Define the type and number of interviewer Use of Psychologists Psychologists should be competent interviewer Experienced Psychologists are more helpful Psychologists are additional source of information

26. 4. Review of the information collected Accuracy and validity Find out stability Compare previous experience To check employee growth Decide upon administrative arrangements Finalize physical setting Determine the coverage of interview

27. Conducting of an Interview Open the interview Get complete and accurate information Alert for pauses To use common language Ask direct questions To frame questions for elaborate answers Recording of observations and impressions Guide the Interview To have sufficient discussion to lead the applicant tactfully

28. 5. Check the success of an Interviewer Making favorable impressions Not making judgments in the beginning Putting candidate at ease Avoiding unnecessary interference Taking notes Giving opportunity to ask questions Closing interview pleasantly

29. Closing the Interview Should get closed at the appropriate time after making all the notes Evaluation of the Interview The evaluation is based on Observation, information collected, expressions etc.

30. Guideline for Effective Interview Interviewers should be of higher calibers Adopting right kind of interview technique Studying background information Evaluating the traits Interview should be held on organizational requirement Time management technique Should have checked reliability and validity To respect interviewee Inform the interviewee the purpose Making interviewee to feel ease To encourage interviewee to speak freely No personal biases

31. 9. Medical Examination Medical examination gives the following If applicant is medically fit To find out psychologically attitude Measures applicant physical measurement To check special senses of the candidates

32. 10. Reference Check It is obtained from previous employer It is obtained from applicants known people except relative Even previous company worker holds good Information obtained on the following area Job title Job description period of employment Pay and allowances Rate of absence It is obtained through Email Sending Mails Telephones Hiring outside agency

33. 11. Line Manager Decision The final decision taken by line manager after considering: Economic Implication Social Implication Behavioral Implication

34. 12. Employment It concludes with Issuing an Offer Letter Reporting to duty Issuing an Appointment Letter

35. Placement Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank It involves assigning responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate

36. The organization decides final placement after initial training is over Employee is generally put in probatinonary between 6 months to 1 year.

37. Induction Once an employee is selected and placed on an appropriate job, the process of familiarizing him with the job and the organization is known as induction. Induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and happily and stars work.

38. Objectives of Induction To help the new comer to overcome his shyness and overcome his shyness nervousness in meeting new people in a new environment. Putting employee at ease To give new comer necessary information such as location of a café, rest period etc. To build new employee confidence in the organization. Creating interest in the Job and the company

39. It helps in reducing labor turnover and absenteeism. It reduces confusion and develops healthy relations in the organization. To ensure that the new comer do not form false impression and negative attitude towards the organization. To develop among the new comer a sense of belonging and loyalty to the organization. Provide basic information about the work

40. Induction covers the following: About the Company About the Department About the Superiors, Subordinates, peers etc