Human Resourse Management

1. PRESENTED BY
Nirmal PR

2. Selection

3. Definition
According to dale Yoder, ‘selection is the
process in which candidate for employment
and dividing into two classes, those who are
to be offered employment and those who
are not to be.’

4. Steps involved in selection of
candidates:
1. Receiving Application Forms
2. Scrutiny
3.Preliminary Interview
4.Tests
5. Final Interview
6.Checking Reference
7.Medical Examination
8.Appointment
9.Probation
10.Confirmation Of Service

5. Receiving Application Form
The first step in selection of the candidates is
to receive application forms from eligible
candidates. The candidates may be eligible
to submit their applications together with
their bio data on a plain paper. These
application may be given either free of cost
or for a fee payable by the applicants. the
application form is also known as
application blanks.

6. Scrutiny
To scrutinise the application means to check
all the particulars given by the candidate to
ensure that they are correct. those
applications that are incomplete will not be
considered. If, from the application, the
employer comes to know that a candidate
does not fulfill the eligibility criteria he
may set a side such an application. whether
or not a candidate fulfill the eligibility
criteria for the job can be ensured by
checking the following particulars in the
application:

7. • Age of the candidate
• Sex
• The community to which he belongs
• Educational qualification, and
• Experience
scrutiny of the applications, thus, helps to
eliminate those applicants who are
incomplete and who do not fulfill the
eligibility norms.

8. Preliminary interview
All those applicants whose applications have
been considered by the employer, may be
called for a preliminary interview the object of
the preliminary interview is to see the
candidate personality to ensure whether he is
physically and mentally suitable for the job.

9. Tests
A test is a sample measurement of a
candidate’s ability and interest for their
job. Different types of tests are to be
usually for the purpose. There are :
a. Aptitude Test
b. Intelligence Test
c. Proficiency Test
d. Interest Test And
e. Personality Test

10. Interview
An interview is a face to face oral examination
of a candidate by an employer. Interview may
be held at two stage and final stage. The need
for a preliminary interview has been explained
already. The interview enables the employer
to examine the candidate thoroughly. It must
be remembered that a candidate, to reach the
final interview level, must have proved
himself in the earlier stages.

11. Checking references
The candidate would have already been
required to mention in his application the
name and addresses of as person known to
him at this stage the employer may contact
such persons and get information regarding
the conduct and character of the candidate.

12. Medical examination
It is important that a person selected for a job
must also be medically fit to perfom it. The
candidate , therefore will be asked to
undergo medical examination to provide
his or her physical fitness.

13. Appointment
If the employer satisfied with the medical
report of the candidate, he may appoint him in
his concern. The candidate is then given the
appointment order. The appointment order
state that date of appointment , the nature of
the job, the salary and other allowances
payable , the period of probation etc.

14. Probation
Probation is a initial testing period of the
candidate during which his performance will
be watched. The period of probation may
vary from organization to organization. In
certain orgn it may be 6 months while other
it may be extend up to 2 years.

15. Confirmation of services
Only on successful competition of the
candidates appointed will be confirmed . It
is only after getting the confirmation order
the candidate becomes eligible to contribute
to provident fund and such other scheme.

16. SKILLS OF
EFFECTIVE
TRAINER

17. FACILITATION/COMMUNICA
TION SKILLS
Some of the important mechanisms, which
provide for effective communication and
facilitation are:
• Use of various interpersonal
communication skills to facilitate large and
small group of learning
• Analysis of group process activity in terms
of task and maintenance functions.
• Giving and receiving appropriate
performance feedback

18. INTERPERSONAL
COMMUNICATION SKILLS
Some of the very important skills that a
facilitator can learn in a very short time are:
• Paraphrasing
• Summarizing
• Question Asking
• Extending and
• Non-verbal Cues

19. GROUP PROCESS ACTIVITY
SKILLS
Group Maintenance Functions
• Gate keeping
• Mediating
• Listening
• Encouraging
Group Task Functions
• Clarifying
• Giving Useful Information
• Moving Towards action
• Focusing

20. PERFORMANCE FEEDBACK
SKILLS
• Feedback is the process of receiving and
evaluating information about our behavior.
• It tells us how another person sees our
actions; and gives us the choice to change
our behavior.
• It is essential for both the trainers and the
learners to receive and give feedback in
order to make the learning process more
effective.

21. PRODUCTIVE AND
REPRODUCTIVE SKILLS
Productive skills are those that require a
certain amount of planning, a strategy for
decision-making.
Reproductive Skills are the
skills that are repetitive,

22. THANK U