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8/12/2019 Te Hr Selection
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-Is an intended process of
attracting suitable people to fill
up vacant position in anorganization in accordance with
human resource planning.
-is the process of encouraging,inducing, or influencing
applicants to apply for a certain
vacant position.
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-Is the process of getting the most
qualified applicant from among different
job seekers.
- Is an important function as no
organization can achieve its goals without
selecting right people, where faulty in
selection leads to wastage of time,money and spoils the environment of an
organization.
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highlight the need for systematic approach toemployee selection
describe some of the major findings from
research studies on employee selection
examine the use of psychological tests in the
employee selection
review the factors that made for successful
employee selection interviewing.examine the importance of equal opportunity in
employee selection
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For an organization to achieve its human resourceobjectives, selection decisions must comfort with
corporate policy. A good policy is essential as it
communicates clearly what a companys selection
goals are:
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equal opportunity requirements
quality of people source of people
roles of line managers and human resource
specialist
selection techniques to be used
use of consultants
industrial relations impact
corporate objectives
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Step 1: RECEPTION OF APPLICANTS
Step 2: PRELIMINARY INTERVIEW
Step 3: APPLICATION FORM
Step 4: EMPLOYMENT TEST
Step 5: FINAL SELECTION BY IMMEDIATE SUPERVISOR
Step 6: PHYSICAL AND MEDICAL EXAMINATION
Step 7: HIRING
Step 8:ORIENTATION
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Not all applicants are allowed to go through
the entire process of selection. Some of
them are limited by means of preliminary
screening or sight screening,wherebythe undesirable applicants are quickly
eliminated on the basis of rapid appraisal
of their apparent characteristics, such as
age, height, physical condition, etc.
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It is the process by which the
applicants are being interviewed and
classified under 2 categories:
those to be given examinations and
further interviews
those who should not be considered
at all.
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-This initial screening is intended to
eliminate obvious misfits in order to
reduce the time and cost of actualselection.
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The purposes of interview are:
a) to find out how qualified the applicant is
for the vacancy
b) to give the applicant the information he
needs in order to decide to take the job if
offered to him
c) to create goodwill for the company
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SITUATIONAL It can be oral;
Can the applicant handle difficult
situations likely to be encountered
on the job?
JOB KNOWLEDGE It can be oral or written;Does the applicant possess the
knowledge required for successful job
performance?
JOB SAMPLE SIMULATION Observation of actual or simulated
performance.
Can the applicant actually do essentialaspects of the job?
WORKER REQUIREMENTS it can be an oral;
Is the applicant willing to cope
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Know the job
Know the personal attributes, experiences, skills and
qualifications
Set specific objectivesProvides the proper setting to the interview
review the application form
Beware of prejudices
Dont make snap decisionsPut the applicants at ease
Watch the body language
Encourage the applicant to do most of the talking
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keep control of the interview
explain the job
Close the interviewWrite up the interview
Check references
Evaluate the interview
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The application form is used:
1. as a guide when interviewing the applicant2. as a basis for eliminating applicants with unfavorable
personal data.
3. for matching the qualifications of the applicant withthe job requirements as indicated in the job
description and job specification.
4. for checking on the applicants school records,
references, and former employers.5. as part of the employees permanent record and for
communicating with the emloyee or his family
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- The employment officer goes over the application
forms. On the basis of the information it contains and
from the impression the officer gathers at the
preliminary interview, he decides who should becalled in to take the employment test. The purpose of
testing is to measure the applicants abilities which
cannot be gauged through interviews. They also help
make an objective comparison among applicants.
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It measure how much the job-
seeker already knows about the
job or how well he or she is able to
do the job.
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It is an attempt to measure the individuals
capacity or overall ability to learn.
Although such tests have been proven
valid for certain high-level jobs, they haveoften been misused to screen applicants
for jobs that should be measured with
performance or aptitude tests.
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It is an attempt to measure ability to learn
specific jobs. These tests may be
multiaptitude or specific aptitude.
Multiaptitude tests measure a number of
traits.
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It is an attempt to measure the
applicants interest. Although the test
results may indicate whether a personlikes a particular job, the results are
not necessarily related to job success
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Itis an attempt to measure different
facets of the personality such asachievement orientation, dominance,
and sociability.
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Pencil-and-paper psychological and
personality test
Measure attitudes and personality
characteristics such as emotional stability,
intelligence and ability to deal with stress.Pencil-and paper honesty test (integrity
testing)
Assess the degree of risk of a candidates
engaging in dishonest behaviour.
Job skill test Assess competence in actual hands-on
situations.
Polygraph (lie detector test) Measure physical signs of stress such as rapidpulse and perspiration.
Drug test Check for controlled substances through urine,
blood or hair samples submitted for chemical
analysis
Handwriting analysis Infer personality characteristics and styles from
samples of handwriting.
Aids/HIV anti-body test Find evidence of aids virus through blood
samples.
Genetic/DNA screening Use tissue of blood samples and family history
data to identify those at risk of costly diseases.
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Employment involves 3 decisions:
1. managements decision as to whom
among the applicants would best fit
the job and should be hired.2. the applicants decision as to whether
or not the job is the right one for him
after the supervisor has discussed the
job duties. Is he really interested inthe job and does he want to work for
the company?
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3. The supervisor must decide if the
applicant is the kind of man who can be
at work with him in his team. The
supervisor must look into his personality
and see if he is able to work well with themembers of his team.
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The selected applicant is required to
pass a physical and medical
examination.
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The purpose of physical and medical
examination are:
1. To prevent contamination of contagious
disease.
2. to prevent the hiring of liability whichmay result in absenteeism ,
hospitalization expenses, etc.
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When a candidate has passed the selection
requirements and is chosen, he is finally
sent to the personnel department for thecompletion of the hiring process.
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New employees are oriented on the
company policies, rules and regulations,
and inducted or briefed about his job by theimmediate supervisor or by the training
officer.
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Companies can have the most
qualified applicants when they
follow the said selectionprocess coz if one fails, there
will be a poor employee.