4. Who makes the selection decisions? the HRD is a staff department and as a functional authority to assist line managers in all related personnel functions. It is the functional authority of the HRD to screen the applicants and to submit the names of those who passed the initial screening to the operating department for its final decision on whom to select and finally hire for the job. Selection and job Matching Selection tries to match the personal qualities of the applicants with the job requirements. In the selection process we cannot seperate the person from his personal characteristics. Test and interviews commonly focus on the applicant’s social abilities as well as his task abilities.

5. The Selection Process The employer can think of the selection process as a series of hurdles the applicants must clear in order to obtain the job. Each hurdle eliminates some applicants from contention. Often employers use bio-data (information from applications and resume’s) is the first step in eliminating applicants. The HRM manager must be able to devise the most valid instrument in determining the job selection process.

6. 1. PRELIMINARY SCREENING The first step in the assessment of an applicant for the job is the initial interview or preliminary screening. The following personal traits and qualities are the important things to consider in the preliminary screening process: a. Aptitude and interest indicator natural abilities , capacity for learning, and desires to do certain jobs b. Attitudes and needs indicate an applicant’s frame of mind, emotional and mental maturity, sense of responsibility and authority, and future motivation

7. c. Analytical and manipulative abilities indicate our thinking process, intelligence level, and ability to use knowledge effectively in any assigned task. d. Skills and technical abilities indicate ability to perform specific operations and technical aspects of the job. e. Health, energy and stamina indicate physical ability to perform the assigned task satisfactorily, especially those involving manual and managerial duties. f. The person’s value system provides a clue to motivation, goals, objectives and work values and perseverance.

8. Preliminary Screening Application Form Testing and Evaluation of Result In-depth Interview Evaluating Reference Physical Examination Placement

9. THE SELECTION PROCESS These are some styles of interview: a. Structured interview . Directive interview is usually structured. Structured interviews are usually more effective in promoting equal opportunities for all applicants. b. Unstructured interviews is where the applicant takes the lead. The unstructured interview provides no specific reference and the applicant is given a free hand in talking about himself and the interviewer makes an assessment. c. Panel or round-table interview is usually done for managerial and supervisory employees.

10. 2. THE APPLICATION FORM the applicant is required to fill out the company’s official application form after passing the preliminary interview. Application forms vary from company to company. Employment details are important during the interview process. Graphology Graphology is the art and science of the analysis of the individual’s traits through his handwriting.

12. c. Interest Test – It is derived from hereditary and environmental factors. It tries to predict the success in the job if the person’s interest and the job are properly matched. d. Personality Test – It is considered as an important instrument to test the personality of the applicant especially for supervisory and managerial positions, are they have to relative with their co-workers in the industry. e. Achievement or Proficiency Test – It tries to measure the applicant’s knowledge of a given job. It tries to eliminate “trade bluffers” who profess to know a particular type of work.

14. 4. IN-DEPTH INTERVIEW The in-depth interviews is the most important part of the selection process. After passing all tests required, the applicant is now ready to formally enter into the selection process. All the relevant information about the applicant is bought into focus at this point as the final decision to hire the individual is made during this interview.

16. 5. EVALUATING REFERENCES References are important in finally assessing the applicant’s worth for the position. there are three kinds of references: 1. Academic Reference – This may be requested who are the new graduates.

17. 2. Character Reference – This reference may come from some person in the community that are familiar with the individual in their place of residence. 3. Work or Experience Reference – To get the most valid information about the applicant, the work reference check must be mailed to the previous employer stating the confidentiality of the information.

19. 6. Physical Examination The applicants undergo physical examination at the company clinic or an authorized hospital to determine the physical fitness of the applicant for the job.

21. 7. Placements Final acceptance for production workers is usually dependent on the approval of the immediate manager or supervisor of the department where the applicant will be assigned. Practice in placement has been generally more formal and usually covered by company policies and procedures in the hiring of employees.

23. 4. Casual or Seasonal Employees – An employee is hired for a particular work or service that is seasonal in nature. Employment is temporary according to the volume of wok. 5. Apprenticeships – Apprenticeships is the development of the required skills for a particular type of work.