Hrm Management Notes Pgdm 1st Year

Topics: Psychometrics, Trade union, Employment Pages: 6 (1173 words) Published: May 5, 2013
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 evaluate the applicant’s acceptability. It is to be considered as an excellent selection device. However, interviews do have shortcomings. Absence of reliability, lack of validity and standardisation are some of the limitations. Finally, biasness of interviewers may cloud the objectivity of the interviewers. The employment interview can be (i) one-to-one, (ii) sequential, or (iii) panel. Interview has at least three objectives – (i) helps obtain additional information from the applicant; (ii) facilitates giving general


information to the applicant such as company policies, job, products manufactured and the like; and (iii) helps build the company’s image among the applicants. Interviews can be of different types. The usual types are structured, unstructured, mixed, behavioural and stress- producing.

Reference and Background checks:

Many employers request names, addresses, telephone numbers or references for the purpose of verifying information and perhaps, gaining additional background information on an applicant. Although listed on the application form, references re not usually checked until an applicant has successfully reached the fourth stage of a sequential selection process. Reference checks serve two important purposes. One purpose is to gain insight about the potential employee from the people who have had previous experience with him or her. The second purpose for reference checks is to assess the potential success of a prospect.

Selection Decision:

After obtaining information through the preceding steps, selection decision – the most critical of all the steps – must be made. The final decision has to be made from the pool of individuals who pass the tests, interviews and reference checks.

Physical Examination:

After the selection decision and before the job after offer is made, the candidate is required to undergo a physical fitness test. A job offer is, often, contingent upon the candidate being declared fir after the...
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