It generally involves officers from the top management. They review the answers and rank the candidate accordingly. number of choices to make. Stone defines, ‘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. A healthy employee is in the interest of the organization, as sickness, leave and benefits could be costly and counterproductive. The specific method stresses what the employee can do. Incomplete applications get rejected; applicants with un-matching job specifications are also rejected. It is very difficult to design and use these tests as they are concerned with discovering clues to an individual’s emotional reactions, maturity, etc. It start from identifying, attracting, screening, short listing interviewing, selecting and finally hiring the most potential candidate for filling up the vacant job vacancies in an organization. This stage entails the preparation of defining the role for the job, normally referred to as job description and the preparation of person specifications I-e the knowledge, skills and attitudes required to performance the job at the optimum level plus making decision on terms and conditions of employment. The following figure outlines the important steps involved in the recruitment process. According to this technique, all selection factors are arranged in the decreasing order of importance. Attempts may be made to make personal visits and telephone calls to procure objective responses. There are three key phases to this process, namely planning, recruiting and employee selection. Recruitment process refers to the searching for potential employees and influencing them to work for their organisation. Reluctance on the part of the employer to portray the unfavourable aspects of those he is asked to recommend is the most serious obstacle of all. It can also be a systematic procedure for comparing the behaviour of two or more persons. The requisites help in putting forward advertisements, announcing vaccancies through mediums like internet, agencies or consultants and aid in assessing candidates against the jobs using varied methods. Further, it provides information regarding the enterprise, its personnel policies and the specific jobs to the applicants. The analysis of strengths and weaknesses should cover such matters as the national or local reputation of the organization, pay, employee benefits and working conditions, the intrinsic interest of the job, security of employment, opportunities for education and training, career prospects, and the location of the office or plant. It attracts a large number of candidates from various areas. One advantage of the application blank is that response bias does not usually play as great a role. The types of psychological tests are aptitude test, intelligence test, synthetic test and personality test. The criterion finalized for selecting a candidate for a particular job varies from company to company. The recruitment process is an important part of human resource management (HRM). They indicate where the answers of the candidate fall marginally short of bench mark and where they are ideal or good. After a candidate has been approved for the job, his physical fitness is examined through medical specialists of the company. Added on - 23 Mar 2020. If a candidate applies for a post of a lecturer in Management, he may be asked to deliver a lecture on Management Information System as work sample test. Intuitively, it would be expected that many questions on the application blank should be related to job success. Following Hanman, physical – demands analysis can be conducted by three methods; (i) the disability method, (ii) the rating method, and (iii) specific method. They also help leaders to make reliable and ⦠Selection Process in HRM – 8 Steps Involved in Employee Selection Process, Selection Process in HRM – 10 Steps in Selection Procedure, Selection Process in HRM – 7 Steps of Selection Process Suggested by Yoder et al, Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. Step 5 – Appoint the interview panel and conduct interviews. These tests are good in selecting typists, stenographers with supervisor etc. The basic principle for the recruitment and selection is, the “right man for the right job.”. A test is a sample of an aspect of an individual’s behaviour, performance or attitude. Initial screening is done in this step and all the undesirable applicants are weeded out. (b) Know about his enthusiasm and intelligence. It about matching the competencies, experience, skills, and education to the requirements of the job. The following tests are given to candidate in most cases: They test the mental ability of candidates. A costly and time – consuming approach is the field investigation in which references are interviewed in person. References. vii. it is important to consider the following while attracting candidates. Selection tests are classified into six types. Interview is an examination of the candidate where he sits face to face with the selection body and answers to their information given by the candidate about his abilities and the requirements of the jobs. Psychological tests are used in organizations for several purposes including selection and placement of employees, transfer and promotion of employees, determining training needs and evaluation of training programmes, and counselling. (iv) Simulation tests – In this test many situations which an employer will have to face in the job will be duplicate and the candidate will be asked to face the problem. A Complete Guide for Learning about the Selection Process in HRM: Process, Steps and Stages Selection Process in HRM: . Application blanks generally have two functions: (i) They provide pertinent information about the employee which the organization will need if the individual is hired. An interesting and potentially useful way of checking references involves the forced – Choice Questionnaire. The most effective predictor of job success is his demonstrated ability to perform effectively on a similar job. They review the answers and rank the candidate accordingly. ⦁ Cost of recruiting suitable candidates for the selection process. Finding the interested candidates who have submitted their profiles for a particular job is the process of recruitment, and choosing the best and most suitable candidates among them is the process of selection. Post your job advert. Selection committees generally consist of a minimum of two members but … The purpose of employment interview is three-fold- obtaining information, giving information, and motivation. Fundamentally, recruitment is the process of attracting, assessing, and hiring employees for companies. These blanks vary from small one – paged sheet to several folders consisting of hundreds of items regarding the applicant’s history. Before the actual recruiting process, it is essential to perform a job analysis to understand precisely what an organization needs and where it needs it. Physical examinations are of the utmost significance in selective or differential placement. Stage 1 â Job Vacancy Stage 2 â ⦠Step 2 – Rate the job’s main duties – Identify job’s main duties. Evaluation of the Selection Programme 10. viii. First, attempts should be made to analyse the programme with a view to determining as to whether it is in line with sound personnel management theory and practice. Physical strength and fitness of a candidate is must before they takes up the job. Second, care should be taken to assess how effectively are the programmes and its procedures communicated to all the participants. This job is usually done by managers, Human Resource Management (HRM) , recruiters, or a combination of all three. In other words, the employer makes a bad employee sound good just to get rid of him. Share Your PPT File, Employee Selection Process in Human Resource Management. Selection Process in HRM â According to the Types of Jobs (Top 8 Steps): The selection process may differ according to the types of jobs. All job applicants, regardless of race, religion, sex, or national origin, must be given equal opportunities for employment. It is the fine screening that is not too easy to deal with, as judgments, based on informed opinion, have to be made. Many times job applicants are required to produce some sort of documentary evidence that they performed satisfactorily in one or more of their past positions.
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