Human Resource Management

CHAPTER

7 Selection

Contents

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At the end of this chapter, the students are expected to:

1. define selection;
2. recognize the importance of selection process;
3. compare various ways to select the most qualified applicant; and
4. demonstrate ability to choose appropriate selection technique for
the organization.

Learning Objectives Suggested Instructional Strategies

Rounds
LO 1: define selection Call as many students from the class to give as
many answers as possible.

Think Pair Share

Form pairs of students who will individually think
of answers, then ask them to merge the ideas,
LO 2: recognize the
which shall be presented to class.
importance of
selection process
Writing Assignment- Reflection Paper for the
importance of selection process
(Refer to Experiential Learning Activity #2)

Advanced Reading Assignment – In

preparation for the discussion of the topic, ask
the students to visit the following websites:
 http://www.bizfilings.com/toolkit/sbg/offic
e-hr/hiring-workers/job-applicant-tests-to-
LO 3: compare various consider.aspx
ways to select the  http://managers.hr.columbia.edu/hiring-
most qualified guides/admin-recruitment/interviewing
applicant  http://www.saylersemployment.com/int_ti
ps.htm

Article Search and Reporting

(Refer to Experiential Learning Activity #1)

Discuss the ways to select applicants.

LO 4: demonstrate Article Search and Reporting

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ability to choose (Refer to Experiential Learning Activity #1)
appropriate selection
technique for the Simulation
organization (Refer to Experiential Learning Activity #3)

Construction of Sample Selection Plan

(Refer to Experiential Learning Activity #4)
*All links accessed last March 6, 2014.

Learning Objectives Slide

Lesson
Presentation
LO1, LO2 Definition of Terms Slide 2 and 3

LO3, LO4 Application and Resumes Slide 4

LO3, LO4 Conducting Tests of Applicants Slide 5-8

LO3, LO4 The Interview Slide 9-18

Ask yours students to go to the following sites for related topics. Ask them
to write a synthesis or a reflection after reading the content of these sites

Application and Resumes

http://www.lawschool.cornell.edu/careers/students/ResumesAndAppM
aterials/
http://www.nd.gov/hrms/managers/guide/appform.html

Conducting Tests of Applicants

http://www.bizfilings.com/toolkit/sbg/office-hr/hiring-workers/job-
applicant-tests-to-consider.aspx
http://www.siop.org/workplace/employment%20testing/testtypes.aspx
https://www.jobsetc.gc.ca/pieces1.jsp?category_id=2805&root_id=2801

The Interview
http://managers.hr.columbia.edu/hiring-guides/admin-
recruitment/interviewing

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http://www.humanresources.syr.edu/staff/managers/hiring/interview_pr
ocess.html
http://www.saylersemployment.com/int_tips.htm

*All links accessed last March 6, 2014.

1. Article Search and Reporting

Require the students to look for an article from the newspapers,
journals, or websites that is related to the topic with corresponding
references.

The students shall summarize the article by just getting “excerpts”

from the whole article. The article shall be shared in the class to
discuss how it will answer the problem or support the topic on hand.

2. Writing Assignment
Ask the students to write what they know about a topic before
conducting the lecture to help them subsequently connect new
ideas to what they already know.

Require the students to submit on the following meeting a summary

of not more than 100 words about the topic discussed by relating it
to recent or similar real-life situation.

3. Simulation
Prepare a written scenario about the topic and assign groups of
students to act or play as HR professionals and department
managers.

Provide selection premise/limitations such as:

1. Character/personality of the applicant;
2. Type of selection method to be used; and
3. Selection objective or purpose.

Require the groups to summarize their findings from the applicants

under selection. Ask the students to employ necessary tools from the
book, which will ensure real-life counterpart of the situation you want
them to feel and imitate.

4. Construction of Sample Selection Plan

Using the same assumptions derived from the sample recruitment
plan from the previous chapter, prepare a sample selection plan by
enumerating their chosen selection tool that will aid the HR plan.

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 Ask the students to use the format below in developing a sample
selection plan:

Selection Plan for: (Name of Company)

The company shall employ the following selection

methods/techniques to choose the best applicants for the vacant
positions:

For Managerial Positions

Selection Methods Reasons/Justifications

For Non-Managerial Positions

Selection Methods Reasons/Justifications

I. Identification
_______________________ 1. Tests used to assess individual’s mental or
physical skills
_______________________ 2. This test is an assessment of the applicant’s
performance on a certain task
_______________________ 3. A selection technique of conversing with
applicant through any media available
_______________________ 4. A test designed to measure whether an
individual will be able to develop the skills required for a specific kind of
job
_______________________ 5. Test to ensure that the company is not hiring a
person with personality disorder that can be dysfunctional to the
organization

II. True or False: Write T if the statement is true; otherwise, write F if the
statement is false.

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____ 1. Privacy is a factor needed to consider during an interview.
____ 2. Tests are absolute measure of applicant’s suitability to the job.
____ 3. Companies prefer resumes rather than its own application forms.
____ 4. Decision on whether to hire or not an applicant is part of the
selection process.
____ 5. Results of the tests should not be the sole basis in selecting the
most fitting candidate.
____ 6. Screening applications and resumes is commonly the first step in
the selection process.
____ 7. Interview requires making the interviewee comfortable and
relaxed to enable good selection.
____ 8. Hard and soft skills are among the skills an interviewer wants to
find out in the interview.
____ 9. The effective selection rests on the partnership of the human
resource professionals and the line managers.
____ 10. In choosing the right people for the right job, you will need to
have precise ideas about what the job requires and what kind of
people you need to fill the jobs.

I. Identification
1. Ability Tests
2. Performance Tests
3. Interview
4. Aptitude Tests
5. Personality Tests

II. True or False

1. T
2. F
3. F
4. T
5. T
6. T
7. T
8. T
9. T
10. T

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1. Article Search and Reporting (Total of 15 points)
Rating Guide:
0-10 points – Accurateness of the article in relation to the topic
0-5 points – Presentation of thoughts about the article
a. Content
b. Organization
c. Use of language (vocabulary/sentences)

2. Writing Assignment
Assess the completeness, substance of inputs, and organization of
thoughts. Assume a perfect score of 100% and a deduction of 2 for
every incomplete content or irrelevant thought.

3. Simulation
Check the technical correctness of all the outputs. Assess the
completeness, correctness, and substance of inputs and outputs, as
well as the organization of thoughts.

Evaluate the output by assessing the overall idea according to

acceptable theory or principles or desired outcome.

Assume a perfect score of 100% and a deduction of 2 points for

every inconsistent, incoherent, incomplete content, or irrelevant
thought.

4. Sample Selection Plan (Total Points: 15)

Enumerate all the parts/contents required from a sample Selection
Plan. Check the technical correctness of all the outputs.

Rating Guide:
5 points – Technical requirements and correctness (pagination,
formats, etc.)
10 points – Correctness of contents based on expected outputs