selectioninduction-111106073612-phpapp02

7/27/2019 selectioninduction-111106073612-phpapp02

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Amit Kumar

SELECTION &

INDUCTION


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What happens if you

dont put the right

people in the

right jobs?


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The Impact of Poor Job Fit

Source: Gallup


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Company FitAttitudes,Values,

Demeanor,

Appearance,Integrity

Job MatchPersonality,Abilities,Interests

Skill FitEducation,

Training,Experience,Skills, Etc.

Checking the Past

The Selection Process is...

&Reviewing the Present

to predict future superior performance


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Heres what

you see & hire/promote

Heres what

you get!

Heres what



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Heres what


Heres what

you get!


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No business canafford the risk!


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Background AnalysisAptitude & Ability TestsPersonality TestMedical TestInterviewsRigorous EvaluationsPhysical ExaminationTraining and experienceAcademic achievement


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These types of test can bebroadly classified and you maybe asked to sit a test whichconsists only of numericalquestions or these may formpart of a test which consistsof questions of differenttypes.

This will depend very much onthe job you are applying for.


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Personality tests can beapplied in a straightforward way at the

early stages of selectionto screen-outcandidates who arelikely to be unsuitable

for the job.


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Medical tests are usedby some professions toensure candidates are

physically able to carryout the activitiesrequired in the post.

Such as the police andfire service


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Different Forms ofInterviews

One to One

Sequential

Panel


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Types of Selection Interviews


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Focuses on rigorousevaluation of

motivation and

training and

developmentactivities using

experimental and

quasi-experimental

designs.


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Stage 1: Screening OfApplication Forms.

Stage 2: Tests--Intelligence,Aptitude, Technical,

Psychometric, Ability,Interest.

Stage 3: Selection Interview.

Stage 4: Selection Decision


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Induction is process meantto help the new employeeto settle down quickly intothe job by becomingfamiliar with the people, the

surroundings, the job, thefirm and the industry.

Induction is the process ofacquainting the new

employees with the existingculture and practices of thenew organization.


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To sort out all anxiety ofrecruited person.

To ensure the effectiveintegration of staff.

History and introduction offounders.

Understand the standardsand rules (written andunwritten) of theorganisation.

To clear doubtful situationbetween new employee andexisting one.


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Who is responsible for the

induction process?

HR manager

Health and safety advisor

Training officerDepartment or line manager

Supervisor

Trade union or employee representative


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Points while implementing

Induction

Identify the business objectives and desiredbenefits.

Secure early commitmentAgree roles and responsibilities of different

players in the process

Think of induction as a journey


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Contd.....

Engage staff prior to joining

Have clear learning objectives for trainingsessions

Respect the induction needs of differentaudiences

Keep induction material up to date


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Trends in Induction

Chalk and talk session

Questionnaire

From practicalities to discussion about cultureUsing technologies like e-learning

Team building exercise


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Advantages of Good Induction

Create good impression

It take less time to familiarise Increase productivity

Cost reduction


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In absence of Induction

Uneasiness of new employee in theenvironment of the organization.

Poor integration in team

Low morale

Loss of productivity

Failure to work with their highest potential

Company image goes down


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Documents

selectioninduction-111106073612-phpapp02