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Adil Irfan Anam Manzoor Anoos Robbin Haris Bin Manzoor Haris Yousaf Luqman Raees Zahra Haroon
DEFINITION Selection is the process of obtaining and using information about job applicants in order to determine who should be hired for long- or shortterm positions. With reference to Human resource management selection is the second step in the job analysis one of the integral ones
Company Name: MAIR IT CEO: Tauseef Nazar
HR manager :Junaid Awan(OUR REFERENCE)
Head office: Faisalabad
FACTORS INFLUENCING SELECTION
1)performance As it is a web developing company this selection process has helped them improve their Database management overall presentation of website because the people who are hired know the critical pro's and con's of the job and thus make sure that every thing is novel and new and does not harm the image of the company
2)cost This firm terms the selection process "worth the cost" and thus explain that the kind of company MAIR IT is ,the cost that is incurred is worth the response and the optimum selection of the candidate In an interview with the CEO he mentions “these costs a pleasure to invest in after seeing the worthy candidate response” He mentions the process of the announcement of the job vacancy and interview taking as a rather simplistic one when talking about the monetary aspect of it
3) taking into account the two concepts of a) non discriminatory b) Negligent hiring the company finds it self responsible for No discrimination on the basis of 1)Race 2)Gender
CORPORATE SOCIAL RESPONSIBILITY
a very respectable action that this company performs is that comes under the genre of corporate social responsibility knowing the cultural and social limitations of our country they are “Hesitant to keep female staff as they have day and night shifts”
In order to give men and women equal jobs Understanding the Content based superiority of women at writing they provide opportunities like writing articles language and grammar based jobs that can be done from home and are a way of enhancing the women to work and help there families earn an easier bread and butter for their families
the pros and cons of the selection process they explain that “yes” the selection process is time consuming because REASONS Promote Select Test procedure The interview Announcement Result some people have good communication skills and they might not be good at practical work. So the process has its repercussions too.
THE RIGHTS OF THE TEST TAKERS
1)The test taker can withdraw (don’t have to give the test) 2)Challenge(question beyond comfort zone) 3) Can do a comparison with other employees, can give their feedback/suggestion/complaints
TYPES OF TESTS
Mairit conducts both cognitive and physical tests for selection. Cognitive test includes a written test based on diff software's. And a practical test of candidates. Physical test include finger dexterity.
organizations conduct diff types of tests. Depends upon nature and size of business, scope of activities and job nature.
Candidate stamina to work.
Of minor importance.
PERSONALITY AND ACHIEVEMENT TEST
Mairit does include any personality test. However achievement test is judge through employees performance. Aim is to judge the potential of an employee. What he has got to offer us. Motto is to become market leader in this field so require very competent person.
The tests are designed by the HR manager and Chief executive. Tests are cost effective. Resistance faced by old employees. Not from new employee.
The selection process is based on several tests. The web design company would do a physical ability test. Their fingers should work fast and they should have a long concentration span. If the candidate lacks one of the abilities which are required he can be compensated for that.
Selection is on trial basis and the stamina. The person is selected is due to his experience and predicted expectations of the company. No permanent employee is hired. Physical test of manual dexterity is done.
The purpose of measuring personality test . Personality test can also measure the temperament of the employee. There is a cognitive test in which the mental abilities of the person are tested. Work scenarios are also given. Personality test is not necessary for every type of employee we select.
Test of developed skill or knowledge Often contrasted with other tests Are taken for new employees An indication of employees understanding of the field they are good at Taken on regular intervals
ROLE OF SIMULATION AND WORK SAMPLES
Not applicable during interview Given as a practical test Presumed situations Extracts the reaction of the employee
An illustration of the expected standards
Are simulations and work samples an adequate tool?
2 ways to demonstrate a tests validity:
1) Criterion validity: want employees to use IT tools, expert on computer and have knowledge of the IT field. 2) Content validity: Content or language based work mostly done by females
Criterion validity preferred over content validity.
VALIDATION OF A TEST
No psychologist panel who help in validation of tests. Done by HR manager and chief executive. Mair IT has a validation process:
Written Test Practical test Interview
Which step is the most important? Practical tests: Where skills are checked if the candidate can design good websites
CONFIDENTIALITY OF TESTS
Do not disclose results openly Candidate Challenges
Wants to compare his test with other candidates
DISCOURAGEMENT OF VIDEO BASED
SITUATIONAL TESTING While expanding their business in Lahore and Islamabad they found that video based testing had negative effects. It has a psychological effect on minds of employees It cause deviance in performance of employees It is against the privacy of employee. privacy is the basic human right Has an advantage to get better potential for organization
Assessment centers basically involves methods like multiple evaluation techniques, various types of job related simulations and sometime interviews. HR manager deals with it. He selects the candidate on his potential and caliber. As he has the vision and experience to judge the potential of a candidate The supervisor and assistant help the manager to gather record and set test for employees.
Provides the dummy of the workplace. Are suitable for fresh graduates
BACKGROUND AND OTHER SELECTION METHODS
Investigation is taken by credible people It is to ensure the person’s work portfolio is good. Reference check is used to measure the honesty and credibility of the candidate. Employee’s track record from the former company is extracted and cross check with what the employee says in an interview
Company keeps the employees inform about the results of the tests through email and phone calls. Company also gives the letter of appointment and provides a contract when the appointment is finalized. Honesty of an employee is judged through his commitment, work ethics, attitude and confidentiality of company’s policies.
Graphology does not play a part in judging the employee. The quality of the content and language used in the website designing judges the capability of the employee. Hand designing can be useful in measuring the creativity and human nature. Substance abuse is strictly prohibited and the dubious employees during the interview or trial period can be tested for drug test.
Selection process is Fairly systematical Must modify and upgrade it. Tests to be design by psychologist. Create benchmark in the criteria. to follow their vision
up with software designs in accordance with the cultures of the countries they are operating in