Professional Documents
Culture Documents
managers/officers
• Why HR importance
• Placement of right of people at the right place at the right time.
• Ensure people do their best
• Effective training
• Avoid unfair labor practices
Recruitment & Selection
• Recruitment process
Steps in the selection process
• Application Evaluation
• Employment Tests
• Selection Interview
• Back Ground Investigation
• Medical or Physical Examination
• Checking Reference
• Final Approval
• Application Evaluation
• This is essentially to check whether the candidate fulfills the minimum
qualification
• Employment Tests
• Intelligence tests
• Aptitude Test
• Proficiency Test
• Selection Interview
• To find out the candidate’s overall suitability for the job
• To cross-check the information obtained through application and tests
• To give an accurate picture of the job and the company
• Checking Reference
Generally, every candidate if required to state in the application
form, the name and address of at least two responsible persons who
know him. The reference may not give their Frank opinion unless
promises made that in all information will be kept strictly confidential
• Final Approval
The candidates who are found suitable after the medical check-
up and background Investigation is formally appointed by issuing
appointment letter to them.
Challenges and Suggestions for Improvement
• Application Evaluation
• This is one of the methods to find out whether the applicants have required
knowledge, skills and proficiency to do the job in an expected manner
• Validity-test should measure what is needed to measure
• Reliability-Consistency of data (Free from errors/free from bias)
• Practicability-Test can be applied practically
• When selecting employees for middle level positions, the bank should identify
the candidates with right experience, attitude and who’s having team
management skills. Employment test doesn’t evaluate t
• he employee’s experience, attitude and team management skills.
• Selection Interview
• It involves a face-to-face conversation between the employer and the candidate, the
selector asks a job related and general questions
• Individual Interviews
• Group Interviews
Suggest below methods to continue to select 2nd layer employers rather thand above
two.
• Structured Interviews
• Unstructured Interviews
• Mixed Interviews
• Problem Solving Interviews
• Stress Interviews
o
o It is a time consuming and expensive device
o it can test only the personality of the candidate and not his skill for the job
o the interviewer may not be an expert and may fill to extract all relevant
information from the candidate
o the personal judgment or bias of the interviewer may make the result of the
interviews inaccurate
• Back Ground Investigation
This is used to find out background of an applicant or back ground
information of an applicant. Sources to obtain information can be identified
as flows
• Character certificates
• Police Reports
• Education Reports
• Employment history reports
• Bank details