SELECTION PROCEDURESTEPS TO SELECT AN EMPLOYEE

DEVELOPMENT BASES FOR SELECTION

APPLICATIONS

EVALUATION

WRITTEN EXAMINATION

PRELIMINARY INTERVIEW

BUSINESS GAMES

TESTS

FINAL INTEVIEW

MEDICAL EXAMINATION

REFRENCE CHECKS

LINE MANAGER’s DECISION

JOB OFFER

EMPLOYMENT

JOB ANALYSIS

H.R. PLANNING

RECRUITMENT

ASSESS THE FIT B/W JOB AND CANDIDATE

JOB ANALYSISJOB DESCRIPTIONJOB SPECIFICATIONEMPLOYEE SPECIFICATON

HUMAN RESOURCES PLANNEED OF MAN POWEREXECUTION PLAN

RECRUITMENTPROCESS OF SEARCHING FOR

PROSPECTIVE EMPLOYEES SIMULATING PROSPECTIVE

EMPLOYEES TO APPLY

APPLICATION FORMBLANK APPLICATION FORM TO

SCREEN THE CANDIDATES

APPLICATION FORM INCLUDESPERSONAL BACKGROUND

INFORMATIONEDUCATIONAL ATTAINMENTSWORK EXPERIENCESALARY PERSONAL DETAILSREFRENCE EXHIBIT

CURRICULAM VITAE

EVALUATION METHODS

CLINICAL METHOD WEIGHTED METHOD

BIOGRAPHICAL INVENTORIES

WRITTEN EXAMINATION: To measure the candidate’s aptitude, reasoning, knowledge in various disciplines

PRELIMINARY INTERVIEW: solicit necessary information from prospective employee

BUSINESS GAMES BUSINESS GAMES UTILITY

CASE STUDY ANALYTICAL,JUDGEMENT AND DECISION

ROLE PLAY HUMAN RELATION SKILLS

IN – BASKET METHOD SITUATIONAL JUDGEMENT, SOCIAL RELATIONS, DECISION-MAKING SKILLS, PROBLEM SOLVING SKILLS

SENSITIVITY DEGREE OF OPENNESS, CONCERN FOR OTHERS, TOLERENCE FOR INDIVIUAL DIFFERENCES

SIMULATIONS ENCOUNTERING SKILLS

DEVELOPMENT BASES FOR SELECTION

APPLICATIONS

EVALUATION

WRITTEN EXAMINATION

PRELIMINARY INTERVIEW

BUSINESS GAMES

TESTS

FINAL INTEVIEW

MEDICAL EXAMINATION

REFRENCE CHECKS

LINE MANAGER’s DECISION

JOB OFFER

EMPLOYMENT

JOB ANALYSIS

H.R. PLANNING

RECRUITMENT

ASSESS THE FIT B/W JOB AND CANDIDATE

TESTSTHE OBJECTIVE OF TESTS IS TO SOLICIT

FURTHER INFORMATIONTO ASSESS THE EMPLOYEE SUSTAINABILITY TO THE JOB.

GUIDES TO TESTING

TESTSCONCEPTS OF TESTING

1. JOB ANALYSIS

2. RELIABILITY

3. VALIDITY

INSTALLATION OF TESTING PROGRAMME FORMULATION OF THE OBJECTIVES OF TESTING

PROGRAMME ANALYSIS OF JOBS TO IDENTIFY THOSE

CHARACTERISTICS THAT APPEAR NECESSARY FOR JOB SUCCESS.

MAKING OF A TENTATIVE CHOICE OF TESTS FOR A TRY-OUT

ADMINISTERING OF THOSE TESTS TO AN EXPERIMENTAL GROUP OF PEOPLE

ESTABLISHING OF CRITERIA FOR A JOB SUCCESS ANALYSIS OF RESULTS AND MAKING OF DECISIONS

REGARDING TEST APPLICATION

TYPES OF TESTSAPTITU

TE TESTS

•I.Q.•EMOTIONAL QUOTIENT•SKILL TESTS•MECHANICAL APTITUDE•PSYCHOMOTOR TESTS•CLERICAL APTITUDE TESTS

ACHIVEM

ENT

TEST

•JOB KNOWLEDGE TEST•WORK SAMPLE TESTS

SITUATION

AL TEST

•GROUP DISCUSSION•IN BASKET

PERSONAL

ITY TEST

•OBJECTIVE TESTS•PROJECTIVE TESTS

•INTERST TESTS•MULTI-DIMENSIONAL TESTS

PREDICTIVE VALIDATIONS

GIVE TESTS TO ALL APPLICANTS, RECORD

SCORE AND FILE

HIRE BASED ON CRITERIA OTHER

THAN TEST RESULTS

EVALUATE PERFORMANCE ONE

YEAR AFTER BEGINNINGWORK

ANALYZE TEST SCORE AND PERFORMANCE EVALUATIONS

FOR SIGNIFICANT RELATIONSHIP; IS IT EXISTING?

DEVELOP A BATTERY OF

TESTS

GIVE TEST TO ALL CURRENT

EMPLOYES

ANALYZE TEST SCORE AND PERFORMANCE EVALUATIONS

FOR SIGNIFICANT RELATIONSHIP; IS IT EXISTING?

SET AND IMPLIMENT VALID

CUT SCORES

CONCURRENT VALIDATIONS

NO

YES

FINAL INTERVIEW

In this step the interviewer interview the candidate face to face so that information obtained about the candidate can be matched with job requirements

APPLICATIONS OF INTERVIEWSTYPE TYPE OF QUESTIONS USUAL

APPLICATIONSSTRUCTURED A PREDETERMINED

CHECKLIST IF QUESTIONS, USUALLY ASKED OF ALL APPLICANTS

USEFUL FOR VALID RESULTS

UNSTRUCTURED FEW, IF ANY PLANNED QUESTIONS. QUESTIONS ARE MADE UP DURING THE INTERVIEW

USEFUL WHEN THE INTERVIEWR TRES TO PROBE PERSONAL DETAILS OF THE CANDIDATE

MIXED A COMBINATION OF STRUCTURED AND UNSTRUCTURES QUESTIONS, WHICH RESEMBLES WHAT IS USUALLY DONE IS PRACTISE

A REALISTIC APPROACH THAT YIELDS COMPARABLE ANSWER PLUS INDEPTH INSIGHTS

BEHAVIOURAL QUESTIONS LIMITED HYPOTHETICAL SITUATIONS. EVALUATION IS BASED ON THE SOLUTION AND APPROACH OF THE APPLICANT

USEFUL TO UNDERSTAND APPLICANT’S REASONING AND ANALYTICAL ABILITIES UNDER MODEST STRESS

STRESS A SERIES OF HARSH , RAPID FIRE QUESTIONS INTENTED TO UPSET THE CANDIDATE

USEFUL FOR STRESSFUL JOBS, SUCH AS HANDELING COMPLAINTS

TYPES OF INTERVIEWS

PRELIMINARY INTERVIEW

•INFORMAL•UNSTRUCTURED

CORE INTERVIEW

•BACKGROUND INFORMATIONAL INTERVIEW•JOB AND PROBING•STRESS INTERVIEW•G.D.•PANEL INTERVIEW•DEPTH INTERVIEW

DECISION MAKING INTERVIEW

•INTEREST•ORGANISATIONAL•ADAPTABILITY

Process of interviewPreparation for job interviewConducting the interviewClosing the interview

Medical examinationReference checksFinal decision by the line manager concerned

Job offer