Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

SELECTION_pptx

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Prochain SlideShare
MPP ASSIGNMENT.pptx
MPP ASSIGNMENT.pptx
Chargement dans…3
×

Consultez-les par la suite

1 sur 18 Publicité
Publicité

Plus De Contenu Connexe

Plus récents (20)

Publicité

SELECTION_pptx

  1. 1. SELECTION Presented by Dipak rathod tanya gupta gaurav sonkavde Thakkar jaimin Thakkar jay rana kuldip ( Human Resource Management )
  2. 2. 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 organizations. • Introduction • Definition Selection is the process in which candidates for employment are divided into two classes those who are to be offered employment and those who are not.
  3. 3. Importance of Selection  Procurement of Skilled Workers  Reduction in the Cost of Training  Solution to Personnel Problems  People who are satisfied with their job often tend to have high morale and perform better.  The rate of industrial accidents will be considerably low if suitable employees are placed on various jobs.
  4. 4.  Initial screening  It is a sorting process in which the prospective candidates are given the necessary information about the nature of the job and the organisation.  This process is generally conducted by lower level executives.
  5. 5.  Completed application  This is a way of getting written information about candidate's particulars in his own handwriting.  It enables the personnel department to draw tentative inferences about the applicant's suitability for employment. • Bio-data • Educational Qualifications. • Work Experience • Curricular Activities • Salary Demanded • References
  6. 6.  Employment Test  These tests can provide important information about the candidate as regards his intelligence, aptitude, interest, analytical skills, decision-making skills, personality, etc.
  7. 7.  Ability Test  Aptitude test measure an applicant’s capacity and his potential for development.  An achievement test is a test of developed skill or knowledge. The most common type of achievement test is a standardized test developed to measure skills and knowledge learned in a given grade level, usually through planned instruction, such as training or classroom instruction.  Intelligence tests are used to judge the mental capacity of the applicants. They measure the individuals learning abilities, i.e., ability to understand instructions and also ability to make decision judgement.  Judgement test a situational judgement test, or situational stress test or inventory is a type of psychological test which presents the test-taker with realistic, hypothetical scenarios and ask them to identify the most appropriate response or to rank the responses in the order they feel is most effective.
  8. 8.  Personality Test  Interest tests identify the pattern of interests, i.e. areas in which the individual shows special concern, fascination and involvement. These tests suggest what types of jobs may be satisfying to the employees.  Personality test: it probes the qualities of an individual’s personality as a whole, the combination of aptitude, interest and usual mood and temperament. It is difficult to devise and use personality tests because they are concerned with discovering clues to an individual’s value system. His emotional reactions, maturity etc.  Attitude testing is done to measure people's attitudes. The purpose is to quantify peoples' beliefs and behaviors to inform decisions, understand human differences, and gain knowledge about personality types. Attitude testing can be done directly or indirectly.
  9. 9.  Comprehensive interview  Interview is the oral examination conducted for the purpose of employment.  Interview gives the interviewer an opportunity:  To size up the candidate personally  To ask questions that are not covered in tests  To make judgments on candidate's enthusiasm and intelligence  To assess subjective aspects of the candidate-facial expressions, appearance, nervousness and so forth  To give facts to the candidate regarding the company, its policies, programmes etc. And promote goodwill towards the company.
  10. 10. Types of interview
  11. 11.  Preliminary interview: This is conducted to find out the worth of the candidate. It should be conducted carefully so as to avoid eliminating desirable candidate.  Background information Interview: This is conducted to know more about the background of the candidate in terms of his experience, health, likes and dislikes etc.  Patterned or Structured Interview: In this series of questions are phrased in advance which are related to the strategic part of the applicants background. In this interview standard questions are asked are as they are written, the order may be varied but not the phrasing.  Unstructured or Non-directed interview: Here direct and specific questions are not asked by the interviewer. An atmosphere is created in which the candidate is free to talk on the subject selected by the interviewer. Interviewer is the passive listener.
  12. 12.  Background examination  The references may provide significant information about the candidates if they happened to be his former employers or with whom he might have been working earlier.  The applicants are normally asked to name two or three persons who know about his experience, skill, ability, etc. but should not be related to him.
  13. 13.  Medical Examination  Candidates are sent for physical examination either to the company's physician or to a medical officer approved for the purpose.  Such physical examination provides the following information:  Whether the candidate is physically fit for the specific job or not?  Whether the candidate has health problems or psychological attitudes likely to interfere with work efficiency or future attendance?  Whether the candidate suffers from bad health which should be corrected before he can work satisfactorily?  Whether the candidate's physical measurements are in accordance with job requirements or not?
  14. 14.  Job offer  Job offer is made in the form of an appointment letter. Such a letter, generally, contains a date by which the candidate must report for duty. Reasonable reporting time is given to all the appointed candidates.
  15. 15.  Contract  After the job offer has been made and the candidate accepts the offer, a contract for employment is executed by the employer and the candidate.  An offer accepted by the candidate results in to a contract.
  16. 16. Conclusion  As a function of human resource management, selection plays a vital role in the organization. Simply the selection is choosing the most suitable candidate or candidates from the pool of applicants. This function is so essential to the organization because by selecting the most suitable candidates, the organization will able to enhance its organizational performance.

×