SELECTION PROCESS : MEANING AND STEPS

´  SELECTION PROCESS : MEANING AND STEPS

        DR SHASHI AGGARWAL

BUSINESS STUDY AND HUMAN RESOURCE MANAGEMENT

·               SELECTION

1. INVOLVES A SERIES OF STEPS BY WHICH CANDIDATES ARE SCREENED FOR CHOOSING THE MOST SUITABLE PERSONS FOR VACANT JOBS.
2. DIVIDES THE CANDIDATES FOR EMPLOYMENT INTO TWO CATEGORIES
1. THOSE WHO WILL BE OFFERED EMPLOYMENT
2. THOSE WHO WILL NOT BE
3. THE BASIC PURPOSE OF SELECTION PROCESS IS TO CHOOSE RIGHT TYPE OF CANDIDATE TO MAN VARIOUS POSITIONS IN THE ORGANIZATION. SELECTION INVOLVES A SERIES OF STEPS BY WHICH THE CANDIDATES ARE SCREENED FOR CHOOSING THE MOST  SUITABLE PERSONS FOR VACANT POSTS. IT DIVIDES THE CANDIDATES FOR EMPLOYMENT INTO TWO CATEGORIES THOSE WHO WILL BE OFFERED EMPLOYMENT AND THOSE WILL NOT BE.

·               SELECTION : OBJECTIVE

1.     THE AIM OF SELECTION PROCESS IS TO REJECT THE UNSUITABLE CANDIDATES

2.     RECRUITMENT IS POSITIVE PROCESS BECAUSE IT ATTRACTS APPLICANTS FOR VARIOUS JOBS

3.     SELECTION IS NEGATIVE PROCESS BECAUSE IT AIMS REJECTING APPLICANTS WHO ARE UNSUITABLE AND OFFERING JOBS TO THOSE WHO ARE FOUND FULLY SUITABLE

·               TWO PHASES OF EMPLOYMENT

1.     RECRUITMENT BEING THE FIRST PHASE CONCERNED WITH TAKING DECISIONS ON THE CHOICE OF TAPPING THE SOURCE OF LABOUR SUPPLY

2.     SELECTION IS THE SECOND PHASE INVOLVES GIVING VARIOUS TYPES OF TESTS TO THE CANDIDATES AND INTERVIEWING THEM IN ORDER TO SELECT THE SUITABLE CANDIDATES ONLY

·               SIGNIFICANCE OF SELECTION

1.     SCIENTIFIC SELECTION AND PLACEMENT OF PERSONNEL WILL GO A LONG WAY TOWARDS BUILDING UP A STABLE WORK FORCE

2.     IT WILL KEEP THE RATES OF ABSENTEEISM AND LABOUR TURNOVER LOW

3.     HIGHER EFFICIENCY OF EMPLOYEES AND LEADS THE ORGANIZATION TO ACHIEVE THE OBJECTS EFFECTIVELY

4.     DUE TO RIGHT PERSONS FOR THE RIGHT JOBS,THE RATE OF INDUSTRIAL ACCIDENTS WILL BE LOW

5.     MORAL OF THE EMPLOYEES WILL BE HIGH

6.     BUILDING UPON CONTENDED WORKFORCE

·               SCIENTIFIC SELECTION

SCIENTIFIC SELECTION AIMS TO PLACE THE RIGHT PERSON FOR RIGHT JOB. THE OBJECT IS TO PLACE ON EACH JOB A WORKER WHO CAN MAINTAIN A GIVEN OUTPUT WITH MINIMUM EXPENDITURE OF ENERGY AND WHO WILL BE BEST FITTED TO THE JOB.

FACTORS TO BE CONSIDERED :

1.     PHYSICAL CHARACTERISTICS : SOUND BODY,HEIGHT ,WEIGHT,SIGHT ETC

2.     PERSONAL CHARACTERISTICS : AGE,GENDER,MARITAL STATUS,NUMBER OF CHILDREN,FAMILY BACKGROUND

3.     PROFICIENCY OR SKILL AND ABILITY :QUALIFICATION AND PREVIOUS EXPERIENCE

4.     COMPETENCY: POTENTIAL OF AN INDIVIDUAL FOR LEARNING AND BECOMING PROFICIENT IN A JOB

5.     TEMPERAMENT AND CHARACTER : EMOTIONAL,MORALE AND SOCIAL

6.     INTEREST: WITH INTEREST WORK SEEMS MEANINGFUL

·               SELECTION PROCEDURE

·               SELECTION PROCEDURE

·               PRELIMINARY INTERVIEW : THE PRELIMINARY INTERVIEW IS GENERALLY BRIEF AND DOES THE JOB OF ELIMINATING THE TOTALLY UNSUITABLE CANDIDATES. IT IS BENEFICIAL TO BOTH THE ORGANIZATION AS WELL AS THE CANDIDATES. MAY TAKE PLACE ACROSS THE COUNTER  AND IT IS GENERALLY  SHORT EXCHANGE OF INFORMATION WITH RESPECT TO ORGANIZATION’S INTERESTS IN HIRING AND CANDIDATES’S INQUIRY. SELECTED CANDIDATES ARE USUALLY ASKED TO FILL THE APPLICATION BLANK AVAILABLE WITH THE EMPLOYMENT OFFICE OF THE ORGANIZATION.

·               RECEIVING APPLICATION : GIVE PRELIMINARY IDEAS THE CANDIDATES TO INTERVIEWER AND HELP HIM IN FORMULATING QUESTIONS TO HAVE MORE INFORMATION ABOUT THE CANDIDATE

·               SCREENING OF THE APPLICATIONS :-SCREENED BY A SCREENING COMMITTEE AND  CANDIDATES ARE SHORT LISTED FOR WRITTEN TEST OR INTERVIEW. REVIEWED BY HRM MANAGER

·               SELECTION TESTS

·               THE ORGANIZATION MAY PREFER TO CONDUCT WRITTEN TEST TO JUDGE THE KNOWLEDGE AND SKILL OF THE CANDIDATE. THE TYPE OF TEST TO BE CONDUCTED MAY DEPEND UPON THE REQUIREMENTS OF THE ORGANIZATION

·               THE SELECTION OF SUITABLE TEST MAY GIVE GOOD RESULT AND HELP IN APPOINTING SUITABLE CANDIDATE

1.     INTELLIGENCE TEST

2.     PERSONALITY TEST

3.     INTEREST TEST

4.     ACHIEVEMENT TESTS

5.     DEXTERITY TESTS

·               SELECTION TESTS

·               INTELLIGENCE TESTS :

1.     USED TO JUDGE THE MENTAL CAPACITY OF THE APPLICANT

2.     MEASURE THE INDIVIDUAL LEARNING ABILITIES

3.     VERBAL AND NON VERBAL INTELLIGENCE TESTS ARE CONDUCTED

4.     USEFUL FOR JOBS REQUIRING EXECUTIVE RESPONSIBILITIES

§   APTITUDE TESTS : MEANS THE POTENTIAL WHICH AN INDIVIDUAL HAS FOR LEARNING THE SKILLS REQUIRED TO DO A JOB EFFICIENTLY,

•                 MEASURES THE APPLICANT’S CAPACITY AND HIS POTENTIAL FOR DEVELOPMENT

•                 TWO TYPES OF APTITUDE TEST :

1.     COGNITIVE TEST :MEASURES MENTAL AND INTELLECTUAL APTITUDE

2.     MEASURES PHYSICAL DIMENSIONS SUCH AS MENTAL DEXTERITY OR HAND COORDINATION

·               PROFICIENCY TESTS :

1.     WHICH ARE DESIGNED TO MEASURE THE SKILL ALREADY ACQUIRED BY THE INDIVIDUALS

2.     ALSO KNOWN AS PERFORMANCE ,OCCUPATIONAL OR TRADE TESTS

3.     USED TO TEST THE LEVEL OF KNOWLEDGE AND PROFICIENCY ACQUIRED BY THE APPLICANTS

4.     A TRADE TEST TAKES  SAMPLE OF INDIVIDUAL’S BEHAVIOUR WHICH IS DESIGNED AS REPLICA OF THE ACTUAL WORK SITUATION AS TYPING

5.     DIFFERENT FROM THE APTITUDE TEST

·         INTEREST TESTS :IDENTIFY THE PATTERN OF INTEREST

1.     LIKING AND DISLIKING OF THE APPLICANTS ARE JUDGED

2.     SUGGEST WHAT TYPES OF JOBS MAY BE SATISFYING TO THE EMPLOYEES

3.     MORE OFTEN USED FOR VOCATIONAL GUIDANCE

4.     HELP THE INDIVIDUALS IN SELECTING OCCUPATION OF THEIR INTEREST

§   PERSONALITY TEST :-

1.     PROBE THE QUALITIES AS WHOLE. ARE DESIGNED TO KNOW ABOUT NON INTELLECTUAL ASPECTS OF THE CANDIDATES

2.     MIXING WITH PEOPLE,TEMPERAMENT,LIKING AND DISLIKING,CAPACITY TO GET COOPERATION FROM OTHERS,BEHAVIOUR

3.     ALSO HELP IN DISCOVERING HIS VALUE SYSTEM,HIS EMOTIONAL REACTION ETC

4.     SUITABLE FOR MIDDLE AND HIGHER LEVEL POSITIONS

·               ACHIEVEMENT TESTS :

1.     THE KNOWLEDGE ACQUIRED BY A CANDIDATE BEFORE APPLYING THE JOB IS TESTED BY THESE TESTS

2.     ASKED TO PERFORM A PARTICULAR JOB IN THE FACTORY

3.     FOR EXAMPLE POST IS FOR FOREMAN HE MAY BE ASKED TO EXPLAIN THE WORKING OF DIFFERENT MACHINES

4.     FOR SALES EXECUTIVE :PROCEDURE FOR PROMOTING THE SALES

5.     MAY BE CONDUCTED IN WRITING,ORALLY OR ON THE JOB

·               ADVANTAGE OF THE TESTS

1.     PROPER ASSESSMENT :BASIS FOR FINDING OUT THE SUITABILITY OF CANDIDATES FOR  JOB. MEASURES THE MENTAL CAPABILITY,INTEREST ETC

2.     OBJECTIVE ASSESSMENT :OBJECTIVE CRITERIA

3.     PROVIDE A UNIFORM BASIS FOR COMPARING THE PERFORMANCE

4.     SELECTION OF BETTER PERSONS

5.     PROPER SELECTION OF PERSONS WILL REDUCE THE LABOUR TURNOVER

·               DISADVANTAGE

1.     THE INFERENCE DRAWN IN THE TESTS MAY NOT BE CORRECT

2.     SKILLS AND ABILITY MAY NOT BE JUDGED PROPERLY

3.     TESTS MAY GIVE UNRELIABLE RESULT IF USED BY INCOMPETENT PERSONS

4.     PERSONS APPLYING THESE TESTS MAY BE BIASED TOWARDS CERTAIN PERSONS

5.     SOME PERSONS MAY NOT SUBMIT TO THE TESTS FOR FEAR OF EXPOSURE

·               EMPLOYMENT INTERVIEW

·               THE CANDIDATES WHO QUALIFY THE TESTS ARE CALLED FOR INTERVIEW

·               INTERVIEW IS CONDUCTED BY PANEL OF  EXPERTS

·               INTERVIEW MAY BE USED TO SECURE MORE INFORMATION ABOUT THE CANDIDATE

·               THE MAIN PURPOSE OF AN EMPLOYMENT INTERVIEW ARE :

1.     TO FIND OUT THE SUITABILITY OF THE CANDIDATES

2.     TO SEEK MORE INFORMATION ABOUT THE CANDIDATES

3.     TO GIVE HINT AN ACCURATE PICTURE OF THE JOB WITH DETAILS OF TERMS AND CONDITIONS AND SOME IDEA ABOUT THE ORGANIATION’S POLICIES

4.     THE COMMUNICATION SKILLS OF THE CANDIDATES MAY BE JUDGED

·         CHECKING REFERENCE AND BACKGROUND :IN THE APPLICATION FORM,THE CANDIDATES ARE ASKED TO GIVE TWO OR MORE REFERENCES OF THE PERSONS WHO ARE ASSOCIATED WITH THEM IN THE PREVIOUS EXPERIENCE OR OTHERWISE

·               SELECTION DECISIONS: SELECTION OF THE CANDIDATES FROM THE SHORTLISTED CANDIDATES

·         MEDICAL CHECK UP : BEFORE GIVING THE APPOINTMENT,SELECTED CANDIDATES ARE REQUIRED TO COME FOR MEDICAL CHECK UP

·         FINAL SELECTION AND APPOINTMENT LETTER

·               INDUCTION :INTRODUCING THE FRESH APPLICANT TO THE ORGANIZATION