Hrm: Selection Process

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UNIVERSITY OF SAN AGUSTIN
GRADUATE SCHOOL
MASTER OF BUSINESS ADMINISTRATION

SELECTION PROCESS: SURVIVAL OF THE FITTEST

IN PARTIAL FULLFILLMENT OF THE REQUIREMENTS ON THE HUMAN RESOURCE MANAGEMENT

SUBMITTED BY: MAY O. TOLENTINO

SUBMITTED TO: DR. CARMEN N. HERNANDEZ

Selection Process: Survival of the Fittest
Introduction
Charles Darwin first pondered this concept in his work On the Origin of Species during the 19th century in the context of the survival and extinction of biological species. Later did Herbert Spencer coin the phrase to draw comparable idea on his economic theories. Survival of the fittest according to Darwin’s theory means that only the ones most suited to a particular environment will survive. Those who can’t adapt will surely perish, while those who can adapt will stick around, and maybe even become suited to new environments. We might ask did they discover anything that might be applicable to business in the 21st Century? Or its relevance could be also applied in human resource management more specifically in selection process? Let us think of nature and ecological systems as a vast "free market" of perfect competition, where all living organisms are competing with each other for limited resources (sunlight, water, minerals, etc.)? Synonymous as to the many job applicants competing with each other in a struggle for survival or in plain employment term- to be hired. To be chosen as the best fitted candidate among the crowd of applicants for the one coveted position is indeed collectively tend to operate in ways analogous to natural eco-systems. Is it possible that success and survival in the wild might be analogous to success and survival in the employment race? Selection can be conceptualized in terms of either choosing the fit candidates or rejecting the unfit candidates, or a combination of both. Selection process assumes that there are more candidates than the number of candidates actually selected, made possible through the recruitment process. According to Gupta (2006), selection is the process of choosing the suitable persons out of all the participants. In this process, relevant information is collected through a series of steps so as to evaluate their suitability on the job to be filled. Furthermore, selection is the process of assessing the candidates in various means and making a choice followed with an offer of employment (Graham, 1998, p.206). Selection is an important function as no organization can achieve its goal without selecting the right people, where wrong choice would lead to wastage of time, money and spoils the environment of the organization. In this regard, scientific selection and placement of personnel will go a long way in building up a stable workforce, where it helps to reduce absenteeism and labor turnover as well as very helpful in increasing the efficiency and productivity of the organization (Dessler, 2005). Selection vs. Recruitment

Selection is different from recruitment, where recruitment technically happens before selection. Recruitment involves identifying the sources of manpower and encourages them to apply for the job opening. On the other hand, selection is choosing the best out of those recruited. Recruitment aims at increasing the number of applications for more choices.

According to Prasad (2005), recruitment and selection differs in terms of objective, process, technique, and outcome which are discussed as follows:
Firstly, the ultimate purpose of both is to acquire suitable candidates but their immediate objectives differ, where the basic objective of recruitment is to attract maximum number of candidates so that more choices are available; the basic objective of selection is to choose best out of the available candidates.

Secondly, recruitment differs from selection in terms of process, where it adopts the process of creating application as large as possible; while selection adopts the process of screening as fewer candidates or...
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