hrm chapter-3 selection part -c

HRM

SELECTION

Learning Objectives Meaning & Definition Selection process Induction Objectives Organization’s point of view Employee’s point of view Steps in induction programme Placement

Meaning & DefinitionSelection is the process of picking

individuals ( out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization.

A formal definition of selection is:“ It is the process of differentiating

between applicants in order to identify ( and hire) those with a greater likelihood of success in a job”.

Selection process

1. Preliminary screening2. Selection tests3. Employment interview4. Reference and Background Analysis5. Selection Decision6. Physical Examination7. Job offer8. Employment Contract9. Evaluation

1. Preliminary Screening

The number of applications normally received against any advertised vacancy are usually more.

This creates the problem of selecting the right persons.

Moreover, conducting tests and interviews for all the candidates may not be always feasible and cost-efficient.

To obviate such problems, most of the organizations sort out unsuitable candidates before going ahead with the selection process.

Preliminary Screening (Cont.) Example: for the post of a

stenographer, a particular organization may define their rejection standards as below:

1. Those who are having shorthand speed below 100 words per minute and types speed below 40 words per minute.

2. Those who are not having any working experience,

3. Those who are above 35 years age.

2. Selection tests Different types of tests may be

administered, depending on the job and the company.

They are as follows:-1. Ability tests2. Personality tests3. Interest tests4. Graphology test

3. Employment interview

The next step in the selection process is employment interview.

The employment interview can be:-1. One-to-one Interview2. Sequential Interview3. Panel Interview

4.Reference and Background Analysis

Organization ask for references from the applicants in the application blank.

Such references are preferred from earlier employers and schools/colleges/universities who have some acquaintance with the candidate.

Reference and Background Analysis(Cont.) Organization try to verify candidates

from the references either over phone, through correspondence or through personal visits.

Most of the organizations send a brief questionnaire to such references along with a confidential note, requesting them to furnish such details.

5. Selection Decision

After obtaining information through the preceding steps, selection decision- the most critical of all the steps- must be made.

The other stages in the selection process have been used to narrow the number of candidates.

The final decision has to be made from the pool of individuals who pass the tests, interviews and reference check.

6.Physical Examination After the selection decision and

before the job offer is made, the candidate is required to undergo a physical fitness test.

A job offer is, often, contingent upon the candidate being declared fit after the physical examination.

7. Job offer

The next step in the selection process is job offer to those applicants who have crossed all the previous hurdles.

Job offer is made through a letter of appointment.

Such a letter generally contains a date by which the appointee must report on duty.

Induction After selection of employees, the first step

is to orient them to organizational life. Induction or Orientation programme of an

organization is a process to guide and counsel the employees to familiarize them with the job and the organization.

This process helps an organization to clarify the terms and conditions of employment, specific job requirements and also to inculcate confidence in the minds of new entrants.

SOCIALIZATION & ORIENTATION

Socialization Process of influencing the expectations,

behavior, and attitudes of a new employee in a way considered desirable by the organization.

Orientation Set of activities designed to familiarize

new employees with their jobs, coworkers, and key aspects of the organization.

Objectives1. To introduce new employees with the

organizational environment, exposing them to the mission, history and traditions of the organization, its achievement and future challenges, its personnel policy and expectations from the new employees.

2. To create a positive attitude in the minds of the new employees.

3. To create proper awareness in the new employees ,enabling them to understand the business of the organization.

Objectives (Cont.)4. To provide opportunity to interact

with other fellow employees and also with other managerial employees of the organization.

Steps in induction programme1. General orientation2. Specific orientation3. Follow-up orientation

Topics that are usually covered are:

Organizational issues:

•History of that company

•Layout and physical facilities

•Products/services offered

•Overview of the company procedures

•Disciplinary procedures

•Probationary period

Organization’s point of view1. History, Mission, objectives and

philosophy of the organization2. Its product, production process,

operations involved, state of technology.

3. Its past achievement, present status and future growth plan.

4. Structure of the organization and functions of different organization.

Organization’s point of view( Cont.)5. Delegation of authority and function

of different departments.6. Personnel policies, other

miscellaneous policies, practices and regulation.

7. Job description and responsibilities.8. Expectations from new employees

Employee’s point of view1. Job responsibilities2. Office procedures3. Grievance handling procedures4. Salary and perks5. Service rules govering hours of work,

overtime6. Rules covering probation, confirmation,

promotion opportunities, transfer, etc.7. Retirement benefits

Employee’s point of view( Cont.)8. Employee services and welfare

activities9. employee’s participation in small

group activities, question schemes10. Performance evaluation.

•Pay scales

•Vacations, holidays

•Schedules

•Counselling

•Other benefits

•Training opportunities

Employee benefits

Placement After the initial programme is over,

employee is put to a specific job, for which he has been selected.

Most of the organizations put new employees on probation for a specified period after which they are confirmed or made permanent, provided they match the organizational requirement.

Placement (Cont.) Placement is defined as assigning

employees jobs for which they have been identified as suitable based on the selection techniques.