Hrm Management Notes Pgdm 1st Year
Lecture Six
Q. 1) Describe the steps in the selection procedure in an organization. (20M)
Selection is a long process, commencing form the preliminary intervieew of the applicants and ending with the contract of employment. Diagram 1 shows a generalized selection process. In practice, the process differs among organizations and between two different jobs within the same company. Selection procedure for senior managers will be long-drawn and rigorous, but it is simple and short while hiring shop-floor workers.
Environmental Factors affecting selection
Selection is influenced by several factors. More prominent among them are supply and demand of specific skills in the labour market, unemployment rate, labour-market conditions, legal and political considerations, company’s image, company’s policy, HRP and cost of hiring. The last three constitute the internal environment and the remaining form the external environment of the selection process.
Preliminary Interview:
The purpose of the preliminary interview is to elimination of unqualified applicants. Scrutiny enables the HR specialists to eliminate unqualified job seekers based on the information supplied in their application forms.
Selection Tests:
Job seekers who pass the screening and preliminary interview are called for tests. Different types of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicant’s ability, aptitude and personality. Interest tests, graphology tests, medical tests and genetic screening are also some of the tests done. Tests must be chosen based on the criteria of reliability, validity, objectivity and standardization.
Employment Interview:
The next step in the selection process is employment interview. As seen in Diag. 1, an interview is conducted at the beginning and at the end of the selection process. The emphasis here is on the latter. Interview is a formal, in-depth conversation conducted to
Q. 1) Describe the steps in the selection procedure in an organization. (20M)
Selection is a long process, commencing form the preliminary intervieew of the applicants and ending with the contract of employment. Diagram 1 shows a generalized selection process. In practice, the process differs among organizations and between two different jobs within the same company. Selection procedure for senior managers will be long-drawn and rigorous, but it is simple and short while hiring shop-floor workers.
Environmental Factors affecting selection
Selection is influenced by several factors. More prominent among them are supply and demand of specific skills in the labour market, unemployment rate, labour-market conditions, legal and political considerations, company’s image, company’s policy, HRP and cost of hiring. The last three constitute the internal environment and the remaining form the external environment of the selection process.
Preliminary Interview:
The purpose of the preliminary interview is to elimination of unqualified applicants. Scrutiny enables the HR specialists to eliminate unqualified job seekers based on the information supplied in their application forms.
Selection Tests:
Job seekers who pass the screening and preliminary interview are called for tests. Different types of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicant’s ability, aptitude and personality. Interest tests, graphology tests, medical tests and genetic screening are also some of the tests done. Tests must be chosen based on the criteria of reliability, validity, objectivity and standardization.
Employment Interview:
The next step in the selection process is employment interview. As seen in Diag. 1, an interview is conducted at the beginning and at the end of the selection process. The emphasis here is on the latter. Interview is a formal, in-depth conversation conducted to