SELECTING

,
INDUCTING
AND TRAINING
EMPLOYEE






GETTING THE RIGHT MAN FOR THE JOB

IT IS COMMON IN BUSINESS TO HAVE EMPLOYEES
WHOSE PERFORMANCES ARE NOT SATISFACTORY AND WHO
ARE SOMETIMES AN ACTUAL PROBLEM TO MANAGEMENT.
AFTER THESE PEOPLE HAVE BEEN WITH THE ORGANIZATION
FOR SOMETIME, IT IS SOMETIMES AWKWARD TO TERMINATE
THEIR EMPLOYMENT OR EVEN EFFECT A TRANSFER.
DISTASTEFUL AND IRRITATING SITUATION THAT CONSTANTLY
RECUR, POOR LEVEL OF WORK, COMPLAINTS FROM
SUPERVISORS, AND PROBABLE DISCHARGE – THESE
PROBLEM SITUATIONS COULD HAVE BEEN AVOIDED BY
INCORPORATING A BETTER SYSTEM OF SELECTING,
INDUCTING, AND TRAINING PERSONNEL.






SELECTING THE BEST MAN FOR THE JOB


•Good selection technique is a sound personnel practice.
•The goal of good selection procedure is to identify the
person whose job performance will be superior to that
of any individual identified by any other procedure .
•Good selection procedures will bring into the
organization person who can profit from special
training.
 Finally good methods of selection can reduce the
problem of supervision, making it possible for those in
authority to delegate responsibility more fully so that
they them selves can devote fulltime to the planning for
future expansion and improving or making change In
operation.
TECHNIQUES FOR SELECTION


Studying the different jobs in the company
in writing the job description and
specification.
1) The exact nature of the work in the
vacant position.
2) Its duties and responsibilities.
3) The requirements is of the job , such as
mental effort, skill and physical
demands.

A job description
Tells what is done on the job, how it is done, why it is done , and the
skills involved in doing it..
Job specification
In analyzing the job, it is likewise necessary to know the specific
qualifications of the man who is to do it, such as the following:
a) Amount and type of experience needed to perform the job,
b) Special training on the job and on jobs related to it.
c) Special abilities and aptitudes, age, physical qualifications and other
requirements.
These facts enable the employment manager to determine the right
kind of man needed for the job.
Beach and Clark (1959)
feel that the next best move would be to get suggestions from
satisfactory employees in the organization who know of qualified
friends, relative or other individuals whom they can recommend



A SUITABLE “ INFORMATION SHEET” TO BE FILLED OUT BY AN APPLICANT
IS ANOTHER AID TO BETTER SELECTION AND PLACEMENT OF THE NEW
EMPLOYEE.
THE INFORMATION SHEET OR PERSONAL DATA SHEET FROM SERVE AS A
BEGINNING BY PROVIDING A PERMANENT RECORD OF SPECIFIC DATA ON
THE PROSPECTIVE EMPLOYEE AS TO AGE, HEIGHT, EXPERIENCE,
EDUCATIONAL QUALIFICATION, ETC. THAT SHOULD BE PLACED IN
PARTICULAR POSITION. INFORMATION GAINED FROM THE INFORMATION
SHEET FORM IS VERY USEFUL IN GIVING ASSIGNMENT.




Information Sheet or Personal Data Sheet
 PSYCHOLOGICAL TESTING

 In complete job processing generally involves
psychological testing and interviews.
 Psychologist-whose job is to conduct
psychological tests aside from involvement in
the overall planning for the development of
manpower and the organization of management
levels.
 Some jobs require traits which can be best
and most readily appraised by psychological
testing devices for measuring such abilities,
mechanical aptitude, intelligence, and
personality.

Values of psychological Testing
 Testing is properly used, it has proved a definite value
in the selection and placement of personnel and the
determination of training need.
 Result of the psychological test would furnish business
and industry knowledge of the right job.
 The most obvious value of testing is that its aids in
weeding out those individuals not fit to perform certain
jobs.
 Another value of testing is that it often reveals hidden
talent and show the range of capacities and abilities,
providing valuable information for the employees
permanent file.
 Beach and Clark emphasize, however, that if a testing
program is to be effective, the test must be
administered and its results must be valid and reliable.
Also, the test must be administered and its results must
be interpreted by someone professionally trained in that
field.
The Interview
 Many careers require interviewing as a regular part of the job.
 It is one of the most frequently used methods in the study of
personality of individuals.
 Interviewing is a form of communication directed towards aiding ,
guiding or understanding the individual, usually in face -to -face
encounter .
 An interview may take the form of conversation between the
superior and the subordinate concerning the latter’s job as a new
employee, or regarding a plan of renovating the office plant.
 The supervisor is the interviewer who must be skilled in listening
so that employees may open up and say what they really think
and feel about a specific situation .

THE EMPLOYMENT INTERVIEW

3 types in categories of employment interview;
1. The direct interview
2. The indirect interview
3. The patterned interview
The direct interview is one in which the interviewer maintains
tight control, generally firing a barrage, limited and specific
questions as on approach.
The indirect interview, there is usually very control on the part
of the interviewer.
The patterned interview is actually a merger of techniques.
 Gilmer(1995) believes that in order for an interview to
quality as a part of the selection process, we must specify the
characteristics which are to be measured by it and then show
that these measures are related to subsequent criteria
performance.
 Gagne(1969) emphasizes that interviewing needs skill
and must be dealt with like art.
HOW TO SIZE UP APPLICANTS

 The Interviewer. The successful interviewer uses many sources of
information as possible. The application form is one source of information
which not only serves as a basis for establishing rapport in the beginning of
the interview, but also eliminates the need to ask information already cited
in the blank. Aptitude and proficiency test records are additional source.
Oral trade tests are also available to the interviewer and may be used to
test the applicant’s knowledge in a given occupation area. From these
sources the interviewer may get a first hand information regarding the
applicant’s background.
 The interviewer may get the time schedule.
 The train or expert interviewer attends to all details including the physical
appearance, dress, emotional reactions, style of speech, and the like.


SOME SOURCES OF ERROR IN INTERVIEW JUDGMENT

 ERROR OF HALO EFFECT
 LACK OF RAPPORT



HOW TO MAKE THE BEST IMPRESSIONS WHEN BEING SIZED
UP
The following suggestions may help an applicant to achieve as his new
employee.eve his aim:
1. Be careful of your appearance.
2. Be on time.
3. Make use of making time.
4. Observe good manners.
5. Know the answers to questions.
6. Be ready to take a performance test.
7. Do not argue.
8. Avoid knocking.
9. Make your leave-taking prompt and courteous.






INDUCTING THE NEW EMPLOYEE

Present day employers and business people are
beginning to recognize the value of helping new employees
in new organizations and new jobs, People who are
responsible for selecting employees are cognizant of the
fears, the insecurity and awkwardness likely to be
experienced by the new employee.
IMPORTANCE OF GOOD INDUCTION PROCEDURE
Any employee being hired into a new job may feel
strange and insecure for a time. These feelings, results
to temporary loss of confidence in the individual. Any
attempt therefore, that would give the new employee a
felling of acceptance, belonging, and insecurity will aid
in expelling ordinary fears, associated with any new job
situation. Positive feelings bend to restore and build up
the self confidence needed by the employee to perform
his job satisfactory and without undue strain on him.
INDUCTION PROCEDURE
1. Place the new employee properly according to experience
and qualification.
2. Introduce the employee to the important members of
management and especially to the individual with whom he
will work closely.
3. Provide employee with information about the company and
his relationship with it.
4. Instruct the employee on the duties and responsibilities of
the job he is to face.
5. Arrange suitable follow-up to increase job satisfaction.
MOTIVATING THE WORKER
There is always a need for motivating the worker. It would be
fortunate if the manager can always determine the cause of
behavior. If he can identify the cause, then he will perhaps be
able to provide conditions that stimulate the desired behavior.
Motivation may vary from one person to another. One can
note that even when people work for the same company, occupy
similar positions or perform the same type of work, no two
workers will have the same motivation. One may be motivated to
work for financial rewards, another may work because of such
incentives as bonuses and promotions in rank. This is because
money is fundamental in the life of the individuals.
FACTORS AFFECTING WORKER PERFORMANCE
1. Increase in salary or higher pay.
2. Improved working conditions.
3. Social climate

Based on the findings of the national coordinating center for study
and development of Filipino children and youth, only 3% of the national
population of the Philippines belongs to the high socio-economic
group. Increase in output under improved working condition, is also
attributed to improved motivation of worker morale. Effects of
distraction is less if the subject is well motivated.
DEVELOPING PERSONAL EFFICIENCY
Generally speaking, however, we consider one person more
efficient than another if he accomplishes more in the same time, or with
the same energy expenditures. Efficiency is affected by many factors.
When one is personally efficient, production will be at its best.

THERE ARE SEVERAL FACTORS RELATED TO EFFICIENCY

1. The adequacy of our training for job at hand.
2. The characteristics of the machines and other devices with which we
work.
3. Our motivation and related conditions of work, and
4. The degree to which our performance is free from fatigue.



TRAINING FOR MAXIMUM EFFICIENCY
An adequate training for the job is a must.
A worker at any job usually learns either through (1.) his own
trial and error method or (2.) by copying the traditional way, as
demonstrated by a trainer or other workers. He may learn the job
himself, as many industrial psychologists have done. While
learning, he can look for ways of improving instruction. Munn
emphasized that the workers must be taught; that the workers
must be adequately motivated, which include having the
knowledge of results.
Efficiency depend also upon methods and devices. It is
determined by the total situation. Machines, methods, people,
attitude, all are interrelated in setting the level of productivity.
Efficiency therefore, may be cause by work conditions, home
conditions, social condition, and all sorts of combination.

THE DEGREE TO WHICH OUR PERFORMANCE IS FREE
FROM FATIGUE



Continue mental or physical work results in fatigue , weariness, or even
exhaustion. The feeling of fatigue begins earlier and runs a more rapid
course than the work decrement. What one really does when he feels fatigue
is to slow down or take a rest.
as Munn has put has put it, “Feelings of fatigue as well as impairment
of performance may be lessened by strong motivation, knowledge of results,
rest pauses, and the use of certain drugs.”
REST PAUSES
It has been found also that by taking a rest now and then, more is
accomplished.
THERE ARE ATLEAST FOUR REASONS WHY REST PAUSES
ARE EFFECTIVE:

1. They facilitate recovery from physiological fatigue. Without rest pauses,
energy in the muscle is more quickly and extremely deleted and waste
products cannot be eliminated.
2. The knowledge that a rest pause is near spurs the individual to keep up his
effort.
3. Rest pauses relieve boredom.
4. the fact that an employee has instituted rest pauses suggest that he is
interested in the worker’s welfare.
AN EFFECT OF BEING CALLED DOWN
If the sales manager calls a salesperson down for not
making the quota, some sort of mental stress is produces
and reduces efficiency.
People at work or who are employed should be
efficiency minded. “One must keep three aspects in view
as general objectives. These are self efficiency or self-
development, group efficiency of social efficiency, and
things which refers to work methods that save effort and
time.
Self efficiency and group efficiency are primarily a
matter of applying psychology. The desire to be liked by
others is apparently a stronger motive than it was before.
Working with the group is more satisfying to them than
staying away from work.

HOW COMPANY RATE PERSONAL EFFICIENCY
Every company rates personal efficiency according to the qualities
that are considered significant for its needs.
THE BLUE-COLLAR WORKERS ARE RELATED ON:
 Ability to do a present job and
 Promotional possibilities
THE WHITE-COLLAR WORKERS ARE RELATED ON SOCIAL
CHARACTERISTICS SUCH AS:
 Cooperation
 Appearance and
 Manner of speech
SUPERVISOR AND EXECUTIVES ARE GENERALLY RATED ON
QUALITIES SUCH AS:
 Winning cooperation
 Handling people
 Reaching business decisions.

QUALITIES DESIRABLE IN OFFICE WORKERS
Employees expect their workers to have the technical, social, and, and personal
qualities desired of them.
THE TECHNICAL QUALITIES ARE:
 Accuracy in routine office work,
 Speed.
 Planning work in advance,
 Neat and orderly results,
 Knowing general office methods, and
 Learning about new methods.
THE SOCIAL QUALITIES DESIRE OF WORKERS ARE:
 Appropriate personal appearance,
 Suitable use of language,
 Keeping business secrets,
 Cooperating with other workers, and
 Accepting suggestions and criticisms.
SOME PERSONAL QUALITIES ARE:
 Getting to work on time
 Getting work done before deadlines
 Using suitable initiatives, and
 Accepting appropriate responsibilities.

Production per-hour is most widely used index of overall business efficiency.
CERTAIN INDICATORS OF EFFICIENT WORKING
1. He does not need to be shown every detail; he learns the job quickly.
2. He works without needing close supervision.
3. He is regularly on the job; he does not give alibis or excuses, and is
always on time.
4. He finds ways to do his work better.
5. He has the attitude of cheerfulness and is cooperative.
6. He shown seriousness in his work.

It is every worker’s desire to have a permanent status in his job.
Few suggestions to workers or employees who want to stay long in
their jobs.

1. Watch your work and not the clock and you will not feel that the day is
long; if your attention is always on the clock you will find not only the day
but also your boss face long.
2. Work as you are expected to and you will be given more than you
deserve. Your employer can afford to increase your pay if you can
increase his profit.
3. Try not to kick if your boss kicks; if you are worth correcting, you are worth
keeping.
A SUCCESSFUL LETTER OF APPLICATION
Most young men and women who are elected a business career are eager
to get to work as soon as they have graduated either from high school or
college. They want a job; they want to earn money; they want to become an
independent. Today, perhaps more than ever before, the letter of application
performs a very important function in aiding a person in getting the right job.
An application letter covers the following:
1. Personal data
2. Educational attainment
3. Work experience
4. References and
5. Request for an interview.

Sum up what you have offer. Cite the educational point relevant to the
position or those that will be of interest to the employer. Mention the jobs you
have held and state any experience which you think is relevant to the position
you are applying for. Conclude your letter with a simple request for a personal
interview. Attach your resume which gives the facts.

THE FOLLOWING GUIDELINES IN WRITING AN
APPLICATION LETTER MAY PROVE HELPFUL
1. The physical appearance of the letter is important. The saying “first impression is lasting”, has to be borne in
mind. Be sure that the quality of the stationary and the letter itself are presentable.
2. Type the letter neatly on the plain, white business-size (8 ½” x 11”) paper.
3. Follow the accepted form for business letters.
4. In your heading which are your address and the date you wrote it, be as explicit as possible.
5. Andres (1984) stress that you address your letter to a specific person by name when possible. If you can get
the name of the personnel manager or if you have been referred to a particular official, use his name and full
title. The correctness of the title and the position- all these aspects make a favorable or unfavorable reception of
your letter.
6. Be careful with your grammar, punctuation, and spelling.
7. Use simple and straight-forward language. Avoid flowery phrases high sounding words.
8. One of the characteristics of a business letter is brevity. If at all practicable, limit the length of your letter to one
page.
9. As to the content, be clear, concise, and coherent.
10. Never mention any negative comments on your former employers or firms.
11. Emphasize your strengths and keep quiet about negative things such as physical handicaps, etc.
12. Use a simple complimentary ending (e.g. “Truly yours” or “sincerely yours”) and sign your name and ink above
your typewritten name in capital letters.
13. You need to thank the addressee. Attend to this courtesy when you acknowledge his invitation to come in for an
interview.
14. If you doubt your English, ask a friend who is proficient in it, or a teacher, to correct and polish your draft before
finalizing it.
15. Be sure to attach an I.D. picture to your resume.