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selection policy in hrm

A physical examination serves the following purposes: (i) It gives us an indication whether a candidate is physically able to perform the job. These do not contain questions that discriminate unfairly. These tests measure the learning ability of candidates in understanding questions and their power to take quick decision on crucial points. – Employers conduct interview generally with a panel consisting of tal­ented and skilful interviewers from the company. Selection interview should be conducted in an atmosphere which is free from disturbance, noise and interruption. These applications facilitate analysis and comparison of the candidates. The tests consists of logical reasoning ability, data interpretation, comprehension skills and basic language skills. It serves to ascertain the applicant’s physical capabilities to perform the job. Interview is an examination of the candidate where he sits face to face with the selection body and answers to their information given by the candidate about his abilities and the requirements of the jobs. (ii) Education – This is information about the courses and subjects studied and grades secured. As the limit of the period within which the company is supposed to receive applications ends, the applications are sorted out. Success of a good selection process can be measured by the availability of competent, qualified and committed personnel in the organization. Attempts may be made to make personal visits and telephone calls to procure objective responses. There are several employment tests considered by organisations depending upon the nature of industry or customer segment they cater to. The training helps interviewers to be more objective and not get carried away by biases and errors of various kinds. 5. A candidate is often approved within a few minutes and without having really been examined by a qualified physician. In a case interview, the candidate is given a relevant case study to review prior to the interview. (b) Physical measurements such as height, weight, chest and the abdominal circumferences. Objective of psychological tests is to examine the mental ability, interest in work, maturity, etc. If a candidate applies for a post of a lecturer in Management, he may be asked to deliver a lecture on Management Information System as work sample test. 2. Selection Process in HRM – According to the Types of Jobs (Top 8 Steps): ... Police, fire-fighters, etc.) A typical selection programme tries to fit applicants to particular jobs, i.e., match jobs and people. Selection criteria are developed from the knowledge, skills, and abilities identified in the job analysis and stated in the job description. The information required to be given in the applicant’s own handwriting is needed to identify him properly and to draw tentative inferences about his suitability for employment. Care is taken to ensure that the “weeding out” process does not lead to the elimination of desirable workers. HR and the hiring manager will also decide on the deadlines for accepting applications (usually minimum 14 days internally and 4 weeks externally). The following tests are given to candidate in most cases: They test the mental ability of candidates. These informations relate to the character, social relations, background, etc. The procedure places reliance on the evaluation of former employers, friends and professional personnel. Further, it provides information regarding the enterprise, its personnel policies and the specific jobs to the applicants. Every method of selection must be clearly related to performance on the job, and the burden of proof rests on the employing organization. Indeed, in some organizations “form” letters of recommendation are provided to all employees who terminate on a voluntary basis, such letters merely indicate that the employee was not fired, and certainly are totally useless to other employers as far as providing any real information about the applicant’s talents or potential for success. Preliminary interview may be conducted by a junior executive in personnel department so as to eliminate the unqualified and unsuitable candidates. ; (iv) Examination of special senses (check-up of visual and auditory activity); (v) Clinical examination of eyes, ears, nose, throat, teeth; (vii) Check-up of blood pressure and heart; (viii) Laboratory tests of urine, blood etc. Under this test a portion of the actual work is given to the candidate as a test and the candidate is asked to do it. Selection is a long and tedious process. As Yoder et al, suggest the selection process involves seven steps as follows: The above seven steps can also be classified as techniques of selection. It results in elimination of unsuitable candidates. Applicants may be called for interview on some specific criteria like desired age group, experience and qualifications. Fourth, one may be able to use the data in the application to predict which candidates will succeed on the job and which would not. Practical knowledge test is concerned with knowing whether the candidate has knowledge about operating the computer; while dexterity test measures the speed of operating the computer. Weighted application blanks can be prepared on the basis of information regarding personal history items associated with job success. Huge Collection of Essays, Research Papers and Articles on Business Management shared by visitors and users like you. An important personnel selection technique is the psychological test. viii. Thus, it is very important that the HR manager selects the candidates very carefully keeping in view the organizational requirement and employee characteristics. Used properly as an aid to selection, the application blank can be and sometimes is one of the better selection devices at the disposal of the personnel technician. – Some questions should be situational, while some should be behavioural, They all should be based on actual job duties with more ques­, Step 4 – Create benchmark answers and a rating scale for each. It is a good means of quickly collecting verifiable (and therefore fairly accurate) basic historical data from the candidate. If the report says that he or she is medically fit for the job they are then finally selected. Convinced of the significance of medical examination, now-a-days, no appointment can be made in any organisation without first undergoing medical examination by the candidate. This problem has special relevance for members of minority groups. It is extremely unlikely that anyone is hired now a days without being subjected to a personal interview. There are three aims of medical examination – (i) physical fitness for the job concerned, (ii) to protect the business organisation from infectious diseases, and (iii) to check excessive expenditure on the treatment of the employees. Again, usefulness or value of such references is often reduced by the fact that frequently there is tendency to ask for references but not to make use of them in the process of selection. In other words, medical examination should not be used unfairly to reject an otherwise suitable candidate. Even if the employer has had sufficient exposure or contact with the worker to become familiar with his talents, there is then the question of the degree to which the employer is capable of getting an accurate impression of the worker. Medical examination for example may, in some cases, follow the job offer. Dexterity tests are used to discover the ability to use different parts of body in a coordinated manner. For example, a newspaper company may conduct a writing test for potential candidates to gauge their writing abilities. This step also allows the short-listed candidates to confirm the job profile, the reporting lines, working hours, etc. (i) Job knowledge tests – These tests are used to judge profi­ciency in operating mechanical equipment, dictating, typ­ing, computer applications etc. They represent specific guidelines to HR managers on various matters concerning employment and state the intent of the organization on different aspects of Human Resource management such as recruitment, promotion, compensation, training, selections etc. It is important to note that psychological tests should be considered simply as a step and not a replacement for the other phases of the selection process. Step 2 – Rate the job’s main duties – Identify job’s main duties. They include instability of residence, failure in business within two years, divorce or separation within two years, excessive personal indebtedness, too high a standard of living and unexplained gaps in the employment record. (vi) References – This is a common practice followed by organizations worldwide. Blank application form could include factual information like age, marital status, owned or rental home, languages the person can read, write or speak, reasons for leaving previous job, average earnings from earlier job, hobbies, interests, details about educational qualifications, etc. It is vitally important that references should indicate how long and in what capacity the referees had the contact with the applicant. The forms are required to be filled in by the candidates in their own handwriting. The opinions of previous employers and others, who have known the applicant, are generally useful in getting a picture of his potential performance in a particular job. They can be time-savers and can help in improving the accuracy of predicting success on the job. VI. The candidates are asked several questions about their experience on another job, their family background, their interests, etc. These tests are good in selecting typists, stenographers with supervisor etc. Many types of application forms — sometimes very long and comprehensive and sometimes brief are used. Thus, it is very important that the HR manager selects the candidates very carefully keeping in view the organizational requirement and employee characteristics. At this stage the candidate is put to medical examination. Many organisations obtain mediclaim and /or insurance policies for prospective employees which provide assurance to employees regarding their health. Tips for Designing an Effective Employee Selection System: Recruiting and selection system is an important phase in almost every organization. Aptitude test – Aptitude is the ability to do something or a natural tendency. These tests are also called performance or occupational tests. These tests are generally used for recruiting managers in the organization. Only those who are found suitable may be invited to face another hurdle that is interviews. Those jobs where physical labour is called for, there the ability of the candidate is known by putting him on dexterity test. It is a very important step as it shifts out all the unqualified, not desirable applicants and the HR man­ager can then concentrate on the other applicants without wasting time. Therefore, the two together take final decision and intimate it to the candidate. Many organisations conduct employment tests to know more about the candidates’ capabilities and skills. Initial Contact/Reception of Applicants: 2. These tests are more useful to measure the value of specific achievement when an organization wishes to employ experienced candidates. Organizations must conduct a periodic audit by people who work independently of the HR department. For instance, asking a candidate for the job of computer operator to operate the computer. 2.1 HR Services will provide advice, guidance and support to recruiting managers so that: (a) Job descriptions, person specifications and recruitment advertisements are drafted in such a way as to make clear the requirements of job vacancies. There is no standard form of blank application for all firms. In selection criteria the candidates are cautiously picked up as per their ability. The purpose of employment interview is three-fold- obtaining information, giving information, and motivation. (ii) To enable the candidate to assess whether the job and organization are suitable to him/her. Initial Screening: To further proceed with recruiting efforts, human resources management has to initi… They review the ans­wers and rank the candidate accordingly. An application blank is a brief history sheet of an employee’s background and can be used for future reference whenever needed. It can elicit a great deal of information not obtainable through letters. However, this problem can be solved by use of structures formats with standardised or similar questions for all applicants. Physical examination helps in effective manpower utilisation by stressing differential placement involving assessment of an individual’s capacities and matching them with several job possibilities in the organizational setting. The programmes and its procedures communicated to all the undesirable applicants are weeded out communication,,... Recent years by the applicant ’ s main duties – identify job s... About his enthusiasm and intelligence more objective and not get carried away by and. Decision after all techni­cal and medical tests are very bleak with supervisor etc per their.... Of eyes, ears, heart, lungs, etc verifiable ( and therefore sometimes unreliable! 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