HUMAN RESOURSE MANAGEMENT : SELECTION AND SELECTION PROCESS

VISHNU.VISWAMBHARAN S3 MBA

SELECTION
SELECTION is a systematic process of choosing the best fit employee amongst a number of qualified candidates who seems to most successfully meet job and organizational requirements.

SELECTION
Selection is the process of screening of job applicants to ensure that the most appropriate candidates are hired. Selection is the process of making a hire or nohire decision regarding each applicant for a job. Selection is a series of steps from intial applicant screening to final hiring of the new employee.

OBJECTIVES OF SELECTION
To weed out ineligible employees from the list of potential hires. To sort out candidates who have the likelihood of success on the jobs. To staff the organization with qualified and high calibre candidates. To reduce the burden of interviewing every single candidate and reduce cost of recruitment. To evaluate the success of recruitment process.

Selection Process
1. 2. 3. 4. 5. 6. 7. 8. Application Blank Weighted Application Blank Resume scanning Selection Testing Selection Interview Applicant assessment Selection decision and salary negoniation Job offer

Application Blank
It is the most common method used to collect information on various aspects of applicants academic, social, demographic, work-related background and references. Job seekers may exaggerate, or overstate their qualifactions on a resume.so they are asked to translate specific resume meterial into a standardized application form.

Weighted Application Blank

To make the application form more job related,some organizations assign numeric values or weights to responses provided by applicants. The items that have strong relationship to job performance are given high scores.

RESUME SCANING
Once the recruitment process comes to an end, recruiters start screening application by matching resume information with position requirements. After matching, applications failing to match job requirements are rejected and only those meeting the criteria are kept.It is called shortlisting of resumes.

Selection Testing
A test is a standardised, objective measure of a persons behaviour, performance or attitude. Commonly used tests: a) Inteligence test b) Aptitude test c) Personality test d) Achievement test e) Simulation test f) Assessment test

Selection Interview
Is the oral examination of candidates for employment. It is designed to predict the job performance on the basis of applicants oral responses to oral inquiries. Different Types : a) Non-directive interview b) Directive or structured interview c) Situational interview d) Behavioural interview e) Stress interview f) Panel interview

Applicant assessment
All shortlisted candidates who have been interviewed are scored according to their performance and merit. Their present compensation and expectations are evaluvated in terms of budgets,critically of the position or skill and the abilty of the organization to pay. Those candidates who are on the higher side of the compensation range of the organization are kept in the waiting list.

Selection decision and salary negoniation

Recruiters at this stage have already finalized the name of the candidate for potential job offer.The HR department negotiates the salary with the candidate and other terms and conditions that the organization can offer to the candidate.

Job Offer
If the salary negotiation is succesful then the HR department issues a job offer to the selected candidate specifying the date, venue and other important information about the candiadtes joining.The letter carrying the selection information is called Offer Letter or Letter of Intent.

BIBLIOGRAPHY
HUMAN RESOURSE MANAGEMENT TEXT AND CASES VSP RAO.2ND EDITION. MANAGING HUMAN RESOURSES AND INDUSTRIAL RELATIONS TAPOMOY DEB. ARMSTRONGS HANDBOOK OF HUMAN RESOURSE MANAGEMENT PRACTICE.- Michael Armstrong 11th EDITION