selection procces
TRANSCRIPT
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SELECTIONPROCESS
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Presentedby..
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MEANING OF SELECTIONSelection is the process of picking individuals(out of the pool of job applicants)
Qualifications and`competence tofill jobsin the organisation.
DEFINITION
It is the process of differentiating betweenapplicants in order to identify (and here)
those with a greater likelihood of success in job
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SELECTION PROCESS
Selection is a long process, commencing from
the preliminary intreview of the applications anEnding with the contract of employment
THE FOLLOWING FIGURE SHOW A GENERALISED SELECTION PROCESS
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Preliminary interviewInitial screening or preliminary interview(this is a sorting process in which prospective
Applicants are give thre necessary informationAbout the nature of the job and also necessaryInformation is elicited from the candidates
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Selection testJob seekers who pass the screening and the
preliminary interview are called for tests
There are four types of selection test
1. Aptitudue test
2. Interllgence test3. proficiency test4. Interest test
5. Personality test
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Employment interview
The next setp of the selection process is
employment interview it is conducated at thebeginning and at the endof the selection process.
Types of Employment interview
1. Informal interview 6. Depth interview
2.Formal interview 7. Stress interview3. Planned interview 8. Group interview
4.Patterned interview 9. Panel interview
5.Non-Directive interview
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candidate Interviewer
One to-One interview
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Sequential interviwe
candidateInterviewers
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candidate Interviewers
Panel Interview
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Reference and Background Checks
Many employers request name ,addresses,
and telephone numbers of reference forthe Purpose of varifying information andperhapes, ganing additional background
informations on an Applicant.
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Selection Decision
The selection process have been used
to narrow the number of candidates.The final decision has to be madefrom the pool of indiviuals who pass
the test
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Physical Examination
The results of the medical fitness testare recorded in a statement and arepreserved in the personnel records
The physical examination informationmay be used to determine if there arecertain physical capabilities which
Diffrerntiate sucessful and loss suessfulEmployees.
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Job Offer Job offer made throught a letter of appointment .
Such a letter generally contains a date by which
The appointee must report on duty.
The company may also want the individual to
delary the date of the reporting on duty .If the new employees first job upon joining
the company is to go on tranning.
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Contract of Employment
The basic information that should be inculded
in a written conteract of employementWill varyaccording to the level of the job
Following checklist set out the typical headings.
1. Job title
2. Duties inculding a pharse such as The employee will performsuch duties and responsible company may from time totime direct.
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3.Date when continuous employment
starts and the basic for calculating service.
4.Rate of pay, allowances , overtime andshift ratemethod of payments.
5.Hours of work inculding lunch break andovertime and shift arrangements.
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6.Holiday arrangement.
1. Paid holidays per year.2. Calculation of holiday pay
3. Qualifying period.4. Details of holiday year.5. Dates when holidays can be taken.6. Maximum holidays can be taken.
7. Maximum holiday that can be taken at any one time.8. Public holidays.
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7. Sickness
1.Pay for time lost.2.Duration of sickness payments.
3.Deducations of national insurance benefits.4.Termination due to continuded illness.5.Notification of illness (medical certificate)
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Concluding the selection process
There is the another step a more sensitiveone reassuring those candidates who have notbeen selected.
The candidates must be selected to serious
deficiencies in their personslities.
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