Management

Chapter-08

The Organizing Process

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 Slide-01
Chapter-08
Chapter Outline:
1. Introductory remarks.
2. Meaning of selection and placement.
3. The purposes that proper selection and placement serve.
4. Possible steps in the selection process.
5. The selection techniques.
6. Types of information necessary for selection.
7. Various ways how information about job seekers are
collected for selection.
8. The final selection and placement decision.
9. Legal considerations.
Sources: Managing Human Resources
By
Randall S. Schuler (Chapter-10)

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 Slide-02
Meaning of Selection and Placement
Selection is a process to identify and hire individuals who have the
ability to perform. Ability is a function of knowledge, skill and
opportunity.
“Selection” is the process of choosing from amongst potentially
good candidates, the most right person for the right kind of job
(through a process of elimination), both for long and short term
positions, while “placement” is concerned with matching ability
(individual’s skills & knowledge of employees and opportunities
provided by the employers) preference, interests and personality of
the employee to a job.
Thus “effective selection and placement involve finding the match
between organizational needs for qualified and motivated
individuals and individuals needs for jobs in which they are
interested and can utilize their skills and abilities.

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 Slide-03
The Purposes That Proper Selection and Placement Serve
1. To enable organization to fulfill their strategies.
2. To contribute to the organization’s bottom line through
efficient and effective production.
3. To ensure an organization’s financial investment in
employees pay off.
4. To evaluate, hire, and place job applicants in the best
interests of both the organization and the individual.
5. To minimize multimillion-dollar verdicts and settlements in
litigation brought by victims of criminal, violent, or
negligent acts perpetrated by employees who should not
have been hired or kept in their jobs.
6. To fulfill hiring goals and timetables specified in affirmative
action programs.
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 Slide-04
Possible Steps in the Selection Process
Initial job form submission Medical and physical tests
(Application form or resume)

Drug test
Initial interview

Final Selection
Written tests

Placement
Reference and background checks

Fellow-up interview

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 Slide-05
The Selection Techniques
Meaning of selection technique
Selection techniques is the method, art, manipulation or mechanical
skill used in the selection process.
Basis of selection technique
Selection decisions are generally made on the basis of job applicant’s
predictor scores on various tests- (Oral (interview) and written as seen
in slide 4)
Meaning of predictor
Predictors are something that predict or forecast the suitability of a
candidate. The usefulness of it, is however dependent on its reliability
(Consistency) and validity (accuracy).
Approaches of predictor
1. The single predictor approach.
2. The multiple predictor approach.
a. Compensatory approach.
b. Multiple approach.
c. Combined approach. 6
 Slide-06
Types of Information Necessary for selection

1. Ability.
2. Personality.
3. Interest/preference.
4. Other Characteristics: Terms and
conditions of employment
particularly licenses, if any required
by law.

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 Slide-07
Various Ways How Information About Job
Seekers are Collected for Selection and
Placement
1 Application form.
2 Interviews.
3 Tests.
4 Reference verifications.
5 Medical and physical tests.
6 Drug tests.

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 Slide-08
Various Types of Written Tests

1 Cognitive tests.
2 Psychomotor test.
3 Personality test.
4 Interest inventories test.
5 Aptitude test.
6 Achievement test.

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 Slide-09
The Finial Selection and Placement Decision

1 To here a new employee.

1 Acts.
2 Executive orders/ordinance
3 Guidelines.
4 Professional standards.

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Thank You.

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