TITLE: THE EFFECTIVENESS OF EMPLOYEES’S SELECTION PROCESS AT REGISTRAR OFFICE, UNIVERSITI UTARA MALAYSIA, SINTOK, KEDAH.
1. Background of the study
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process (Prasad, 2005, p.242). Selection is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job.
It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. Selecting the right employee involves identifying the accountability, skills, motivation and behaviors that will make the person successful on the job and finding that individual who matches those requirements.
But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.
Thus, employee selection is the process of matching people and jobs. The decision-making process in hiring may involve multiple interviews and interviewer ratings, and may make use of various performance tests as well as background and employment checks. Since the employee-selection process involves several factors, the organizations may have a human resources department handle recruitment, selection and training of employees.
However, in simple terms, selection is a process in employment function which starts immediately upon receipt of resumes and applicants letters, the major concern being reviewing resumes for basic qualifications. A job seeker who does not meet the required qualifications is not an applicant and should not be considered. It is process which should be based on job-related qualifications including, but not limited to required or preferred education, experience, knowledge, skills, and abilities as identified in the job description.
Therefore, selection is the process of making a “hire” or “no hire” decision regarding each applicant for a job. The process typically involves determining the characteristics required for effective job performance and then measuring applicants on those characteristics. The characteristics required for effective job performance are typically based on a job analysis. An applicant who is hired must meet the required qualifications listed in the job description. In this regard, selection is a process of matching the qualifications of applicants with the job requirement. It is a process of weeding out unsuitable and finally identifies the most suitable candidates.
Employee selection is nothing but selecting right personnel for right job. The organizational requirements are matched with the experience, skills and qualifications of applicants. To get...
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