The document discusses the selection and selection process in human resource management. It defines selection as the systematic process of choosing the best qualified candidate for a job based on their qualifications and fit with organizational requirements. The objectives of selection are to identify qualified candidates, reduce hiring costs, and evaluate recruitment efforts. The selection process involves application forms, resume screening, testing, interviews, candidate assessment, making a job offer, and negotiating compensation. Common selection tools include application blanks, weighted application forms, tests of intelligence, aptitude, personality and achievement, and different types of interviews. The goal is to hire the most suitable candidates through a standardized, objective process.
Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
MEANING & DEFINITION
RECRUITMENT NEEDS
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
RECRUITMENT PROCESS
SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization.
MEANING & DEFINITION
RECRUITMENT NEEDS
SOURCES OF RECRUITMENT
INTERNAL SOURCES
EXTERNAL SOURCES
RECRUITMENT PROCESS
SELECTION & SELECTION PROCESS
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
EXAMPLE
CONCLUSION
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
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.”
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Recuitment and selection process in the firm or company by the HR department, sources of recruitment: internal and external methods, test and interviews inductions, training and placements.
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.”
Recruitment is key function of HR. It is bridge between job seeker & employer. Today, technology plays big role into the recruitment. This presentation is describes about basic process of Recruitment, Types of Recruitment, Recruitment methods , job consultant cycle in Recruitment & factors affecting recruitment.
I m a student of University of Lahore (Islamabad. Pakistan). I have presented this presentation and it was well appreciated by my Teacher as well as by my Class Mates so that's why i m uploading it for all of you. It might help you to understand what selection actually is..
Regards.
Syed Shaz Gilani
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Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
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RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
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ARTIFICIAL INTELLIGENCE IN HEALTHCARE.pdfAnujkumaranit
Artificial intelligence (AI) refers to the simulation of human intelligence processes by machines, especially computer systems. It encompasses tasks such as learning, reasoning, problem-solving, perception, and language understanding. AI technologies are revolutionizing various fields, from healthcare to finance, by enabling machines to perform tasks that typically require human intelligence.
2. SELECTION
Selection is a systematic process of
choosing the best fit employee amongst a
number of qualified candidates who seems to
most successfully meet job and organizational
requirements.
3. SELECTION
• Selection is the process of screening of job
applicants to ensure that the most
appropriate candidates are hired.
• Selection is the process of making a hire or no-
hire decision regarding each applicant for a
job.
• Selection is a series of steps from intial
applicant screening to final hiring of the new
employee.
4. OBJECTIVES OF SELECTION
• To weed out ineligible employees from the list of
potential hires.
• To sort out candidates who have the likelihood of
success on the jobs.
• To staff the organization with qualified and high
calibre candidates.
• To reduce the burden of interviewing every single
candidate and reduce cost of recruitment.
• To evaluate the success of recruitment process.
5. Selection Process
1. Application form
2. Weighted Application form
3. Résume scanning
4. Sélection Testing
5. Sélection Interview
6. Applicant assesment
7. Sélection decision and salary negoniation
8. Job offer/appointment
6. Application Blank
• It is the most common method used to collect
information on various aspects of applicant’s
academic, social, demographic, work-related
background and references.
• Job seekers may exaggerate, or overstate their
qualifactions on a resume.so they are asked to
translate specific resume meterial into a
standardized application form.
7. Weighted Application Blank
• To make the application form more job –
related,some organizations assign numeric
values or weights to responses provided by
applicants.
• The items that have strong relationship to job
performance are given high scores.
8. RESUME SCANING
• Once the recruitment process comes to an
end, recruiters start screening application by
matching resume information with position
requirements.
• After matching, applications failing to match
job requirements are rejected and only those
meeting the criteria are kept.It is called
shortlisting of resume’s.
9. Selection Testing
• A test is a standardised, objective measure of a
person’s behaviour, performance or attitude.
• Commonly used tests:
a) Inteligence test
b) Aptitude test
c) Personality test
d) Achievement test
e) Simulation test
f) Assessment test
10. Selection Interview
• Is the oral examination of candidates for
employment.
• It is designed to predict the job performance on the
basis of applicant’s oral response’s to oral inquirie’s.
• Different Types :
a) Non-directive interview
b) Directive or structured interview
c) Situational interview
d) Behavioural interview
e) Stress interview
f) Panel interview
11. Applicant assessment
• All shortlisted candidates who have been
interviewed are scored according to their
performance and merit.
• Their present compensation and expectations
are evaluvated in terms of budgets,critically of
the position or skill and the abilty of the
organization to pay.
• Those candidates who are on the higher side of
the compensation range of the organization are
kept in the waiting list.
12. Selection decision and salary
negoniation
• Recruiters at this stage have already finalized
the name of the candidate for potential job
offer.The HR department negotiates the salary
with the candidate and other terms and
conditions that the organization can offer to
the candidate.
13. Job Offer
• If the salary negotiation is succesful then the
HR department issues a job offer to the
selected candidate specifying the date, venue
and other important information about the
candiadte’s joining.The letter carrying the
selection information is called ‘Offer Letter’ or
Letter of Intent.
14. BIBLIOGRAPHY
• HUMAN RESOURSE MANAGEMENT –TEXT
AND CASES – VSP RAO.2ND EDITION.
• MANAGING HUMAN RESOURSES AND
INDUSTRIAL RELATIONS – TAPOMOY DEB.
• ARMSTRONG’S HANDBOOK OF HUMAN
RESOURSE MANAGEMENT PRACTICE.- Michael
Armstrong – 11th EDITION