HUMAN RESOURCE MANAGEMENT | THE METHOD/PROCESS OF SELECTION | OKOYE DAVID IKECHUKWU
- 1. YANSHAN UNIVERSITY SCHOOL OF BUSINESS AND ECONOMICS INT`L MBA MARANDJI INNOCENT ULRICH PERREIN S17125100507 OKOYE DAVID IKECHUKWU S17125100504 Presenters: Asst. Prof. Ma Li (Instructor) Presentation Topic: THEMETHOD/PROCESSOF SELECTION
- 3. Preambles Human resource management is the effective management of people at work. HRM examines what can or should be done to make working people more productive
- 4. Preambles HR Structures Compensation Performance & Appraising
- 5. Our presentation is on “The process of selection” and so we picked two terms worthy of definition Definition of Terms Selection The Process of Selection
- 7. Definition of Terms Selection is the process by which an organization chooses from a list of applicants the person or persons who best meet the selection criteria for the position available , considering current environmental conditions.
- 9. Definition of Terms Reliability Validity The extent to which a selection test provides consistent results The extent to which a test measures what it claims to measure
- 10. Definition of Terms The Process of Selection is Perceived as a series of steps through which applicants pass. At each step more applicants are screened out by the organisation
- 11. Definition of Terms Internal Environment • Size • Complexity • Technological volatility External Environment • Federal laws • State regulations
- 13. Preliminary Screening The Selection process • When application forms are received during recruitment process, they are scrutinized for application blanks. Scrutiny of application forms is made to verify whether the candidate fulfils all the qualification essential for the job. • The use of application blanks makes it easier screening out applicants without necessary qualification.
- 15. The Selection process • The employment interview is the most widely used selection technique. It is a purposeful conversation between an interviewer and a job applicant. • Behavioral interviews, a special type of structured interview is the situational interview. This is based on a detailed analysis of the skills required to perform the job to fill Employment Interview
- 17. The Selection process • Employment test is a mechanism that attempts to measure certain characteristics of individuals • The characteristics range from aptitudes, such as manual dexterity, to intelligence to personality. • It`s expensive, so many organization purchases existing test. Employment Text
- 18. The Selection process Employment Text Categories of Selection test Job Sample Performance Test Cognitive Ability Test Personality Inventories and Temperament Test Polygraph & Honesty Test
- 19. The Selection process • Once you have made your selection decision, you must verify the information provided by the candidate and check the candidate’s references. • Regular checks are conducted on applicants from time to time because much of the information on application forms and résumés is inaccurate. Reference checks and recommendations
- 20. The Selection process • It`s usually given by the company`s doctor or by a doctor approved and paid for by the organisation. • The aim of the pre-employment medical is to obtain job-related information on the medical condition of the applicant. • Ensuring that people are not assigned to jobs for which they are physically unsuited Physical examinatio
- 21. The Selection process • The final step in the selection process requires the line manager to make decision to hire or reject an applicant. Selectio decision
- 22. Managers` Experience In the past, selection and the decision therein was often viewed to be an easy decision. Decisions were made on the subjective likes or dislikes of the boss. Experience taught bosses otherwise and the game became a serious thing.
- 23. Selection process is concerned with securing relevant information from applicants and selecting the most suitable among them, based on an assessment of how successful the employee would be in the job, if he were placed in the vacant position. The selection process has two basic objectives: (a) To predict which applicant would be the most successful if selected for the job, and (b) (b) To sell the organization and the job to the right candidate. The selection process is based on the organizational objectives, the job specification and the recruitment policy of the organization. The various selection processes are initial screening, application forms, selection tests, group discussions, interviews and reference checks