HUMAN RESOURCE

POLICIES AND
PRACTICES
JUMAGDAO, RACHEL O.
L AY U G , M A R K K E N N E T H
SELECTION PRACTICES

• Identifying the right people is the objective of the

selection process, which matches individual
characteristics with the requirements of the job.
HOW SELECTION PROCESS WORKS
SUBSTANTIVE
INITIAL SELECTION CONTINGENT SELECTION
SELECTION

Initial selection devices If an applicant passes the If applicants pass the

are the first information initial screens, next are substantive selection
applicants submit and are substantive selection methods, they are ready
used for preliminary methods. These are the to be hired, contingent
rough cuts to decide heart of the selection on a final check. One
whether the applicant process and include common contingent
meets the basic written tests, performance method is a drug test.
qualifications for a job. tests, and interviews.
TRAINING AND DEVELOPMENT
PROGRAMS
• Competent employees don’t remain competent
forever. Skills deteriorate and can become obsolete,
and new skills need to be learned.
KINDS OF TRAINING
• Basic Skills
This training teach employees basic reading, writing, and math skills.

• Technical Skills
This training is directed at upgrading and improving an employee’s
technical skills, increasingly important for two reasons: new
technology and new structural designs in the organization.
• Problem-solving training
This training is for managers and other employees to sharpen their
logic, reasoning, and problem- defining skills as well as their
abilities to assess causation, develop and analyze alternatives, and
select solutions.

• Interpersonal Skills
Training to improve listening, communicating, and team-building
skills.
• Ethics Training
A training which helps employees recognize ethical dilemmas and
become more aware of the ethical issues underlying their actions.
TYPES OF TRAINING

• Formal Training - planned in advance and having a structured

format.
• Informal Training - unstructured, unplanned, and easily
adapted to situations and individuals—for teaching skills and
keeping employees current.
TRAINING METHODS
• On-the-job Training Methods
Include job rotation, apprenticeships, understudy assignments, and
formal mentoring programs.

• Off-the-job Training Methods

This encompasses public seminars, self-study programs, Internet
courses, Webinars, and podcasts.
• Computer-based Training or E-Learning
It’s learning systems emphasize learner control over the pace and
content of instruction, allow e-learners to interact through online
communities, and incorporate other techniques such as simulations
and group discussions.
EVALUATING EFFECTIVENESS
• After training support from supervisors and co-workers has a
strong influence on whether employees transfer their learning
into new behavior. For a training program to be effective it
requires not just teaching the skills but also changing the work
environment to support the trainees.