Selection:

Selection is the process of identifying an individual from a pool of job applicants with the

requisite qualifications and competencies to fill jobs in the organization. This is an HR

process that helps differentiate between qualified and unqualified applicants by applying

various techniques.  

The term ‘selection’ comes with the connotation of placing the right person in

the right job. Selection is the process in which various strategies are employed to

help recruiters decide which applicant is best suited for the job. Some activities

include: 

 Screening 
 Eliminating unsuitable candidates 
 Conducting an examination (aptitude test, intelligence test, performance test,
personality test, etc.) 
 Interviews 
 Checking references
 Medical tests
The selection process is a largely time-consuming step in an employee’s hiring
experience. HR managers must carefully identify the eligibility of every candidate for the
post, being careful not to disregard important factors such as educational qualification,
background, age, etc. 

Methods of Selection:
Prescreening:
Interview:
After successfully passing the online assessment aptitude or
intelligence test, the shortlisted candidates are called for
interview.

Method of Selection of Habib Bank Limited (HBL):

Coaching:
It is the On -the-Job training method in which employee is coached and taught by profession
that how to do the job in order to meet HBL’s goals and objectives. At managerial level the
trainee works directly with a senior manager or with the person he or she is to replace; the
latter is responsible for the trainee’s coaching.
It is done at all levels of job. New employees are trained through coaching and old employees
are also trained through this method like when some new innovation is introduced old
employees are trained in order to handle that new innovation.

Job Rotation:
Moving a trainee from department to department to broaden his or her experience and identify
strong and weak points. Job rotation is usually done at managerial level. HBL’s Manager Associate
(MA) program is used for job rotation training.

Action Learning:
Management trainees are allowed to work full-time analyzing and solving problems in other
departments. This OJT method is just for managerial level employees.

Special Assignments:
Special assignments are also given to employees for special training. These assignments are actually
related to tasks within the branch by achieving those tasks assigned by trainer, employee get
training.

Case Study Method:

In this method of training case studies are given to the employees which contains some
dilemma about banking sector. By solving those case study problems employee gets training
to take bold effective decision in crucial situations.

Seminars:
HBL encourages its employees to participate in the seminars arranged by banking sectors not
just in the Pakistan but also beyond the borders. By participating in seminars employee gets
authentic knowledge about the new horizons of banking sector which is useful for HBL and
makes it leading bank in Pakistan.

On-the-Job Training:
As compared to other competitive organizations the training program of PEPSICO is quite
different. It provides full opportunity to its employee to develop themselves and also train
them according to the requirements of their job. In return they will be greatest asset for their
organization. The employee is being trained in many ways while they are on job.

Off-the-Job Training:
These are formal training opportunities that PEPSICO offers to employees either internally or
externally. A trainer facilitator and/or subject matter expert are brought into the organization to
provide the training session or an employee are be sent to one of these learning opportunities
during work time. These training opportunities are provided in the form of seminars, classrooms
training courses and workshops.

Soft Skills

Training is a never-ending process at Nestle. Nestle Pakistan provides both on the job as well as off-
the-job training.

There are several selection elements are usually adopted by the human resource department of
Nestle Pakistan while doing selection of employees.

 Attitude
 Ability to express other
 Drive/ Energy
 Team player
 Organization fit
 Passion/ enthusiasm for work
 Believe in continuous working
 Acceptability of new technologies and ideas