Republic of the Philippines

BATANGAS STATE UNIVERSITY JPLPC-Malvar

Malvar, Batangas
Tel. Nos.: (043) 778-2170/ (043) 406-0830 loc. 124
Website Address: http://www.batstate-u.edu.ph

COLLEGE OF ACCOUNTANCY, BUSINESS, ECONOMICS

AND INTERNATIONAL HOSPITALITY MANAGEMENT

Course Code MGT 101

Course Description Human Resource Management
Week 4

STUDY GUIDE
Topic/Lesson:
● Selection of Employees

Intended Learning Outcome (ILO):

● Understand the basic functions of human resource management and aware the
management responsibilities are performed throughout the organization.
● Examine human resource management how to address important concerns such
as managing a diverse workforce, recognizing employee rights, and adjusting to
new work attitudes.
● Analyze how human resource management become a key organizational
resource that has a primary responsibility for getting good people, training them
properly, motivating them, and keeping them in the organization.

What is Selection

Selection is the screening and filtering process of job applicants

who have been invited to apply for the vacant positions through which the
process comes to an end.
-M. Ataur Rahman

According to Heinz Weihrich and Harold Koontz (1976), selection is the process
of choosing from the candidates, from within the organization or from outside, the most
suitable person for the current position or for the future positions.

David DeCenzo and Stephen Robbins (1994), define selection as selection

activities follow a standard patter, beginning with an initial screening, interview and
concluding with final employment decision.

Selection process begins when recruiting programs have developed a number of

applicants for available job openings. It is important to consider this process for the
following.
 ● Company objectives are better achieved by workers who have been
properly selected based on their qualifications.
● A result of an incompetent worker is a liability to the company causing
direct losses in terms of substandard performance and low productivity.
● With the selection process, identify applicants varying degree of
intelligence, aptitudes and abilities.

The Selection of Employees

There are nine process identify in learning selection of employees.

❖ Job analysis to prepare job description and job specification, meaning to

define the job before hiring an employee. This is where job analysis will come in, a
document that will help prepare in job description and job specification which in turn will
define the recruitment strategy.

❖ Preliminary Screening, application blank and interview, review application

form and credentials carefully. Screen all applicants against the list of qualifications,
skills, experience, and characteristics required by the job. Providing the basic
employment information that can be used to screen out unqualified applications.
Consider the following factors such as employment gaps, spelling grammar and
punctuations, evidence that a career has gone backwards or plateaued, failure to follow
directions and failing to include a cover letter.

❖ Employment Interview, this provide the hiring supervisor the opportunity to

review candidates’ qualifications and determine their suitability for the position. An
opportunity also to candidates to learn about the position and its requirement on the
skills and experience. Supervisor and other personnel in the department who are
involved in the interview prepare in advance for the interview by developing a list of core
questions, review the requirements for the position and take note some areas in the
person’s job history where clarification is needed.

❖ Employment Testing, there are many different types of tests and selection
procedures, including cognitive tests, personality tests, medical examinations, credit
checks, and criminal background checks.
● Cognitive test asses reasoning, memory, perceptual speed and accuracy
and skills in arithmetic and reading comprehension, as well as knowledge
of a particular function or job.
 ● Physical ability test/test of motor and physical abilities measure the
physical ability to perform a particular task or strength of a specific muscle
groups, as well as strength and stamina in general.
● Sample job tasks assess performance and aptitude on particular tasks
(e.g. performance test, work samples and realistic job previews).
● Medical inquiries and physical examinations including the psychological
tests, asses physical or mental health.
● Personality test and integrity test assess the degree to which a person has
certain traits and disposition.

❖ Background investigation/reference Checks, a way to verify the accuracy of

factual information previously provided by the applicant such a criminal records and
violent behaviors. Information such as personal references, school records and previous
employments.

❖ Final Interview, candidates who have reached this part of recruitment process
are already qualified for the job. Final interview help identify long-term partners: people
who understand and share your company values, who will be the great team players
and eventually contribute to company success, according to the study of resources
workable.com

❖ Selection Decision, as the process of choosing the right candidates for the
vacant positions. Selection is called as a negative process with its elimination or
rejection of many candidates as possible for identifying the right candidate for the
position, according to the study of tutorials point.com

❖ Physical Examination, it determines if the applicant qualifies for the physical

requirements of the position and to discover any medical limitations that should be
taken into account in placing the applicant.

❖ Final Employment decision/placement on the job, the decision to accept or

reject the applicant based on the results of physical examination and a value judgment
based on all the information.
 Figure 1. Employee selection process
Source: http://www.whatishumanresource.com/employee-selection

To learn more about Selection of employees, a handout will be uploaded

which you can also access thru:
● http://www.whatishumanresource.com/human-resource-management

Give examples of how selection techniques are used in some organizations that
you know?
____________________________________________________________________
____________________________________________________________________
____________________________________________________________________
The Typical Selection Process
The typical selection process, what some might call the hiring process is a fluid
and flexible model for how organization attract and ultimately select a new employee.
Understanding the common elements of a selection process will help you craft an
effective and relevant selection process for your organization, and these are job posting,
recruitment, application review, interview, selection test, reference check, conditional
offer and background check.

Watch the following video typical selection process by opening the

following link:
● https://www.youtube.com/watch?v=jB3tjXSqlqc

How is selection of employee relevant to learners?

____________________________________________________________________
____________________________________________________________________
____________________________________________________________________

Why selection process is important?

● “Test often do not reflect an individual’s true ability”. Explain your view on this
statement.

Procedure
1. Case Study: Test Scores versus Letter of Recommendation.
Vangie Villela, the personal officer of Caffmaco Feeds, quickly realized the
dilemma she faced as she received the application file of Angela Joy. Angela Joy had
applied for a position at the sales and marketing department because several openings
in that department still remained. However, Vangie was unsure whether Angela Joy
would be able to learn the job and do it well.
 Angela Joy’s application indicated that she was a recent commerce graduate
who never had a full-time job. Her best recommendation was a letter from Mr. Max
Ditangan, the general manager of the company. Max described Angela Joy as an
excellent worker and “the kind of person our company ought to employ”. Angela Joy had
been a babysitter for the Ditangan family and lived on the same street.
Although Angela Joy’s application and letter of recommendation were very
positive, Vangie doubted that she would succeed at the department. Her test scores
were way below the normal cutoff levels.
Although Angela Joy would be a very pleasant and cooperative employee and
hiring her would please Mr. Ditangan. But could she do the job?
Questions: Should Vangie disregard the test scores and hire Angelo Joy?
Explain your decision.
2. Provide the following information in your output:
Name, Course/Section, Student Number, Contact number
3. Submit your essay with the subject MGT101_Test4_ Surname_FirstName at
sharonangulo@g.bastate-u.edu.ph The succeeding rubric will be used to evaluate
your output.

Feature 5 4 3 2

Content and Quality

Organization

Conventions (grammar,
mechanics, spelling)

References:
Corpuz, Crispina. 2013. Human Resource Management. 3rd Ed. Manila: Rex Bookstore, Inc.
Accessed on 19 August 2022:
http://www.whatishumanresource.com/human-resource-management
https://www.youtube.com/watch?v=jB3tjXSqlqc
Inspired by the case study found in www.scribd.com/doc/21791869/Recruitment-
Selection-Process-Project-Report