The document describes the selection process used by organizations to hire qualified applicants. It involves multiple steps: preliminary interviews, application forms, various selection tests to assess skills and aptitudes, employment interviews, medical examinations, reference checks, and finally extending offer letters. Selection tests evaluate abilities like intelligence, aptitude, proficiency, personality, interests, and integrity. The goal is to identify the best candidates by dividing applicants into those suitable for hire versus those unsuitable.
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.
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.
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
“Placement refers to the allocations of people to the job. It includes initials assignment of new employees and promotion transfer or demotion of present employees.”
->Introduction of placement
->Definition of placement
->Significance of placement
->Principles of placement
->Process of placement
->Differential of placement
->Importance of placement
->Benefits of placement
->Conclusion
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has the right number of people,the right kind of people, at right place, at right time.
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.
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
this presentation covers the following portion of HR managent:
-Human Resource Planning Process
-Difference between recruitment and selection
-Objectives of HR management
“Placement refers to the allocations of people to the job. It includes initials assignment of new employees and promotion transfer or demotion of present employees.”
->Introduction of placement
->Definition of placement
->Significance of placement
->Principles of placement
->Process of placement
->Differential of placement
->Importance of placement
->Benefits of placement
->Conclusion
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
Manpower planning is the process which includes forecasting, developing and controlling by which a firm ensures that it has the right number of people,the right kind of people, at right place, at right time.
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.
he process of interviewing and evaluating candidates for a specific job and selecting an individual for employment based on certain criteria. Employee selection can range from a very simple process to a very complicated process depending on the firm hiring and the position.
Wipro helps customers do business better by leveraging our industry-wide experience, deep technology expertise, comprehensive portfolio of services and vertically aligned business model.
Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.
A project report on Training & Recruitment of Life Insurance Agent. Guwahati ...Riyaj Shah
The Summer Excel Training I have done in Bharti AXA life Insurance Company Ltd. Guwahati, in the partial fulfillment of MBA course for 30 days was a memorable one in my management education.
I gathered a very good practical experience with this project.
Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
it include
introduction
board composition
history of RIL
subsidiary of RIL
policy
strategies
awards and achievement
current position of company in 2014
2. SELECTION :-
Selection refer to the process by which qualified applicant are
selected by mean of various test in pre determined numbers,
out of large number of applicant.
Recruitment is a positive process but
Selection is a negative process because under it effort are
made to reduce the no of applicant
3. DEFINITION:-
“selection is a process in which candidate for
employment are divided into two classes, those
who are to be offered employment and those who
are not”
5. 1) Preliminary interview:-
The object of preliminary interview is to ensure whether the applicant is
physically and mentally fit for the job. During preliminary interview,
candidate are asked question related to their experience, education,
taste, age, etc. Those candidate who are successful in the preliminary
interview are asked to fill the blank application form.
2) Blank application form :-
Blank application form are the printed form of the organization. For
different post there are different form because for each post, person of
different qualification are required.
While preparing these form two things must be kept in view:-
These should convey maximum possible information
Question should be directly related to the post.
6. 3)SELECTION/EMPLOYMENT TEST
“Employment tests are devices to check the areal
knowledge of candidate for the respective jobs.
These tests enable the management to bring out the
right person for the job”
8. Intelligence test:-
It test the mental ability of candidate. These test
measure the learning ability of candidate & their
power to take quick decisions on crucial points
Aptitude tests:-
It test an individual’s capacity to learn a particular
skill.
Cognitive tests:- which measure intellectual, mental
aptitudes.
Motor tests:- these test check the hand-eye
coordination of employees.
9. Proficiency tests:-
These test are designed to measure the skills already by
the individuals. They are used to test the level of
knowledge.
Personality tests:-
These tests judge the psychological make-up of any person.
These tests check an individual’s motivational level,
emotions, integrity, sympathy, sensitivity, etc.
In this test a controversial situation is presented to the
person
Interest test:-
These test will suggest what type of jobs may be satisfying
to the employees. They help the individuals in selecting
occupations of their interest
10. Achievement test:- These are designed to
measure what the applicant can do on the job currently.
These tests are also known as work sample test.
Simulation test:- It measure the ability of the
person to face various problems while at work. These
test are used for hiring managers.
Graphology test:- these test involve using a trained
evaluator to flourish a person’s handwriting to assess the
person's personality & emotional make-up
11. Integrity test:-
These test are designed to measure employee’s honestly to
predict those who are more likely to steal from an employer
or otherwise act in a manner unacceptable to the
organization.
In it many “yes” or “no” type question are asked.
12. BENEFITS:-
It tends to eliminate biasness in the selection of
personnel
Tests can identify talents of individuals which might
otherwise be overlooked
These tests reduce the cost of selection because large
on of people can be evaluated
These tests measure the aptitude of candidates
Tests provide a healthy basis for comparing applicants
background.
13. LIMITATION
These test measure only a part of total information
These test are far from perfection, it does not make
perfect prediction of an individual’s ability.
No test can measure with guarantee the complex
combination of characteristics required in numerous
positions.
14. SELECTION INTERVIEW
Interview is the oral examination of candidates for
employment. In this step the interviewer matches the
information obtained about the candidate through
various means to the job requirement and to the
information obtained through his own observations
during the Interview.
Types of Interview:
Several types of interview are commonly used
depending on the nature and importance of the
position to be filled within an organisation.
15. 1) Structured Interview: In this type of interview a list of
questions asked by the interviewer is prepared in advance
on the basis of an analysis of job satisfaction.
2) Unstructured Interview: In this type of interview list of
questions asked by the interviewer is not prepared in
advance. In this type of interview questions are asked as
what comes in interviewer’s mind.
3) Panel Interview: In panel interview candidate is screened
by a group of interviewers who are specialists in their
respective fields. They call upon the candidates one by one
and assess his qualities.
4) Stress Interview: under it, the interviewer deliberately
creates a situation that puts the candidate to a considerable
strain. Frequent interruptions, criticism of candidate’s
opinion, keeping silence for extended period of time are
some of the methods of creating stress.
16. INTERVIEW PROCESS
HR experts have identified certain steps to be allowed while
conducting interview:
1) Preparation: Effective interviews do not just happen. They
are planned. This involves:
Establishing the objectives of the interview.
Reviewing the candidate’s application and resume, noting
areas that may show candidate’s strengths and weaknesses
on which questions could be asked.
Keeping the test scores ready.
Selecting the interview method to be followed.
choosing the panel of experts who would interview the
candidates
2) Reception: The candidate should properly received and led
into the interview . As a rule, treat all candidates even unsolicited
drop-ins at your office courteously, not on humanitarian grounds
but because your company’s reputation is at stake. Start the
interview on time.
17. 3) Conducting the interview: Information exchange
The information exchange between the interviewer and the
interviewee may proceed thus:
state the purpose of the interview, how the qualifications
are going to be matched with skills needed to handle the
job.
do not monopolise the conversation, giving very little
chance to the applicant to reveal himself.
begin with open-ended questions where the candidate
gets enough freedom to express himself freely
focus on the applicant’s education, training, work
experience etc
avoid questions that are not job related
listen to the applicant’s answer attentively and patiently.
18. 4)Termination: End the interview as happily as it began
without creating any awkward situation or the interviewee.
Here, avoid communicating, through unpleasant gestures
such as sitting erect, turning towards the door, glancing at
watch or clock etc.
5)Evaluation: After the interview is over summarise and
record your observations carefully, constructing the report
based on responses given by applicant, his behaviour, your
own observations and opinions of other experts present
during the interview. Better to use a standardised
evaluation form for this purpose.
19. Medical examination:-
Candidate/applicant who have crossed the above
stages are sent for a physical examination or
medical examination
There are three aim of medical examination:-
1
• Physical fitness for the job
concerned
2
• To protect the business organization
form infectious diseases
3
• To check excessive expenditure on
the treatment of employee.
20. Reference Check:-
After medical examination information is gathered from those
person whose name figure in the column of “reference”.
These information related to character, social relation,
background, etc, of the candidate. To obtain this information
the employer may contact to his friends or his past or present
employers.
Final selection or appointment letter:-
After successfully clearing the medical examination or
reference check, job offer is given to the selected candidate.
For the job offer, appointment letter is handed over. After the
acceptance of job offer by a selected candidate, he become
an employee of the organization.