Hassan KhokharRoll # 18

Group # 02

What is HRM ???HRM PROCESS:

SELECTION

SELECTING PROCESS

COMPLETE APPLICATION

INITIAL SCREENING

BACKGROUND INFORMATION

EMPLOYMENT TEST

MEDICAL EXAM

INTERVIEW JOB

WHY CAREFUL SELECTION ???

PERFORMANCE

Employee with the right skills and attributes will you a better job for you and company

COST

Hiring an employee can cost too much for a company so it is much important to carefully Select an employee

LEGAL OBLIGATION

The employee selected should not have any criminal record

NEGLIGENT HIRING

To avoid negligent hiring following step may be undertaking :

• Making a systematic effort to gain relevant information about the applicants and verifying all documentation.

• Scrutinizing all information supplied by the applicant, and following up on unexplained gaps in employment.

• Keeping a detailed log of all attempts to obtain information, including names and dates for phone calls or other requests

• Rejecting applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job on question

ASI

M.Waqas RafiqRoll # 33

Group # 02

BASIC TESTING CONCEPT:

There are basically two basic testing concepts..

1) Reliability.

2) Validity.

BASIC TESTING CONCEPT:Reliability:

The consistency of scores obtained by the same person when retested with the identical test or with alternate forms of the same test.

validity:

BASIC TESTING CONCEPT:

The accuracy with which a test, interview and so on measures what it purpose to measure or fulfills the function it was designed to fill.

Relation b/w Reliability And

Validity:

How to Validate A Test:

Step 1: Analyze the job

Step 2: Choose the test

Step 3 : Administer the test.

Step 4 : Relate your test score and criteria.

Step 5 : Cross-Validate and Revalidate.

Muhammad Waqas RazaRoll # 34

TYPES OF TESTSTests measure the following abilities of candidate:

Cognitive abilities

Motor and physical

abilities

Personality

Interest or

Achievements

TESTS OF COGNITIVE ABILITIES

Intelligence Tests

IQ (Intelligence Quotient) test: • Memory• Vocabulary• Verbal fluency• Numerical

Formula… I.Q.= MA / CA x 100 MA - mental age , CA - caldendar age

So, in our example, I.Q. = 10 / 10 x 100I.Q = 100

EXAMPLES

IQ Range Classification

Above 145 Genius or near genius

130-145 Very superior

115-130 Superior

85-115 Normal

70-85 Dullness

Below 70 Borderline deficiency ww

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lligence

test.

com

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OTHER INTELLIGENCE TESTS

Kaufman adolecent and adult intelligence

Slosson intelligence test

Wide range intelligence test

Comprehensive test of nonverbal intelligence

SPECIFIC COGNITIVE ABILITIES

Inductive reasoning

Deductive reasoning

Verbal comprehensive

Memory

Numerical abilities

SPECIFIC COGNITIVE ABILITIES

Its also called Aptitude test

Its check the candidate basic mechanical abilities

It use for machinist or engineer

Its include mechanical reasoning test

This test include 64 two dimensional diagrams

Its can use for screening applicants for jobs such as designers, draftpeoples or engineers

SAMPLES

TESTS MOTOR AND PHYSICAL ABILITIES

Stromberg Dexterity testMinnesota rate of manipulation test Purdue peg board

These tests check static strength, dynamic test, body coordination and stamina

EXAMPLES

Finger and manual dexterity test at the time of

hiring the PilotsLifeguards are hired after

testing their swimming ability

MEASURING PERSONALITY AND INTRESTS

Most people are hired on qualification and but most are fired for non performance

These tests are conduct to check the inner factors or of applicants Like Motivation and interpersonal skills

This tests also tell us the personal characteristics such as attitude ,motivation and temperament

WHAT PERSONALITY TEST MEASURE ???

•Introversion•Stability •motivation

FORMATE OF TESTS

Picture of Anything Make A Picture Story (MAPS)House-Tree-Person (HTP)Forer Structured Sentence Completion Test

EXAMPLES

For online personality test there is website www.phychtests.com

I always say my mom that……….

When I was in school I was very……….

I have regret of………….

MANAGEMENT ASSESSMENT CENTERS

Two or three day simulation

10 to 12 candidate

Perform realistic management task

Under the observation of experts

Who judge each candidate individually

MANAGEMENT ASSESSMENT CENTERS

The in-Basket Leaderless group discussionManagement gamesIndividuals presentationsThe interview

Pakistan Army Selection Process

Screening criteria

60% marks in

intermediate

(about 10000

candidate apply)

About 7000 candidate remains

Verbal test (100)

Nonverbal test (100)

General knowledge test

(30)

About 3000 candidate remains

Interview

ISSB

Physical & Medical

Every body part Medical check up by its specialist

Only ( about 450 candidate)

Only 300 candidate become part of Pakistan army as a commission officer and go for 02 years training in PMA kakul

Abbottabad

Verbal test Nonverbal test

Sentence completion Picture story

Word to sentence

Group discussingIndividual

presentationGroup planning

Psychiatrist interview

2nd interview

Command task Group task

Half-group taskIndividual obstacle

Day O2Day O1 Day O3

Recommended or Not-Recommended (only 500)

THANKS

Waqar ahmedRoll # 55

Group # 02

Background investigation

Background investigation Is the process of looking up and compiling the criminal record,financial record and commercial record of an individual or organization

Background investigation and Reference check:

Extent of investigations and check Reference checks (87%)

Background employment checks (69%)

Criminal records (61%)Driving records (56%)Credit checks (35%)

Reasons for investigations and checks

To verify factual information provided by applicants.

To uncover damaging information.

Included in Background Checks:

Driving Records Bankruptcy Property Ownership Past Employers Education Records Personal References Court Records Sex Offender List

Aims of background

investigation To verify factual information

The main reason of checking background investigation is to verify factual information

To uncover damaging information

The reason of background investigation is to uncover the damaging information such as criminal records and suspended driving licenses

Types of background check :

•Verification of applicants current position and salary•Try to discover about the person’s motivation, technical competence and ability to work with other.•Provide information about credit standing indeptedness, reputation ,character and life style.

EFFECTIVENESS:

The background check is an inexpensive and straight forward way to verify factual information about the applicant such as current and previous job title, current salary range, date of employment and educational background.

Husnain Roll # 19 Group # 02

Medical/physical examination

An examination indicating an applicant is physically fit for essential job performance. Example: ISSB ( Inter service selection board ) & firefighter medical test.

InterviewFormal, in depth

conversation conducted to evaluate the applicant’s acceptability

Two way exchange of the information, the interviewer learn about the applicant’s, and applicant learn about organization.

Types of interview

Structured Interview

Unstructured Interview

Group Interview

Exit Interview

Depth Interview

Stress Interview

Individual Interview

Informal Interview

Formal Interview

Panel Interview

Job offer

Those individual who perform successfully in the preceding step are now considered to be eligible to receive the employment offer.

ENDING WITH REVISION

Topic was Selection process

Intoduction by hassan khokher

Basic testing concept by Muhammad Waqas Rafiq

Types of tests by Muhammad Waqas Raza

Background investigation by Waqar Ahmed

And physical examination and interview by hasnain

THANKS

THANKS