Selection

“Process of differentiating between applicants in

order to identify and hire those with a greater
likelihood of success in a job.”
Selecting Human Resources
 Essentials of Selection Procedure
Authority of Selection

Comprehensive job description & job specification

Sufficient number of applicants to select from

Selection as a Source of Competitive Advantage

Work Performance

Cost incurred in the process

 Organization for Selection
Easier for candidates to send in applications

Employment issues can be cleared through one central location

Relief to operating managers

Better selection

Consideration for a greater variety of jobs

Cutting of hiring costs

Ensures following increased government regulations

 Development of Bases for Selection
Job Analysis
Application/ Resume/ CV/ Bio- Data

HRs Plan Written Examination

Preliminary Interview

Rejected Applications
Recruitment
Business Games

Tests

Final Interview

Medical Examination

Assess the Fit between Reference Checks

the Job & the
Candidate Line Manager’s Decision

Job Offer

Employment
 Application Form
Personnel Background Information

Educational Attainments

Work Experience

Salary

Personal Items

References
 Evaluation of Application Forms
Clinical Method

Weighted Method

Biographical Inventories
 Business Games
Business Games & their Utility in the Selection Process

Business Games Utility

Case Study Analytical, Judgmental & Decision Making Skills

Role Play Human Relation Skills

In-basket Method Situational judgment, Social relations, Decision Making Skills,

Problem Solving Skills

Sensitivity Degree of openness, Concern for others, Tolerance for

Individual differences
Simulations Encountering Skills
 Concepts of Testing
Job Analysis
(Selection of particular test & Minimum acceptable score)

Reliability
(Freedom from errors of measurement/ consistency under different
conditions)

Validity
(Degree to which it measures what it is intended to measure)
Types of Tests
Types of Interviews
Interview Process
 Medical Examination
Suitability of the candidate to specific job

Reveals applicant’s physical measurements

Checks the special senses of the candidates

Checks unwarranted claims of employees

Likely interference of health problems & psychological attitudes

in work efficiency

Correction from bad health to work efficiently

 Recruitment Vs. Selection
Recruitment Selection
No contractual relationship is established Establishes contractual relationship
Positive process Negative process
Creating a pool of candidates Eliminating unsuitable candidates &
ensuring hiring of most suitable &
competent people

Simple process Complex process

Process of searching for & stimulating Process of hiring right kinds of candidates
& offering them job
Procedure involves notifying the Procedure involves asking candidates to
vacancies & distributing application form pass through number of stages
 Outcomes of Selection Decision

Success

Failure

Failure Success
Predicted Predicted
Selection Audit
Analysis of the Programme
How Well the Programme is Implemented?
Feedback
Analysis of Results
Employee Placement Process
 Problems in Placement
Employee Expectations

Job expectations/ descriptions

Change in technology

Changes in organizational structure

Social & psychological factors

How to make Placement Effective?
Job rotation

Team work

Training & development

Job enrichment

Empowerment

Relocating the employee

 Induction/ Orientation

“Process of receiving & welcoming an

employee when he first joins a company &
giving him the basic information he needs to
settle down quickly & happily & start work.”
Strategic Choices of Orientation
 Acquaint Employees About
About the Company

About the department

About the Superiors, Subordinates etc.

 Objective of Introduction
Putting the new employee at ease

Creating interest in his job & company

Providing basic information about working arrangements

Informing him about training facilities

Creating the feeling of social security

Minimizing the reality shock

Indicating what is expected of him

 Induction Process
Report for duty at a certain place to HoD concerned

HoD welcomes employee

Introduction to organizational/branch head by HoD

Organizational/ branch head introduces to important employees & describes about the
organization

Departmental head introduces to all the employees of the department, describes the
department & the work

Supervisor concerned introduces to his peers, material & machine

Providing information about the duties, rights, facilities, provisions etc.

Supervisor clarifies the doubts of the new employee about the work
 Advantages of Induction
First impression matters

Easy adaptability

Reduces employee dissatisfaction & grievances

Develops a sense of belongingness & loyalty

 Induction Problems
Busy & untrained supervisors

Information overload

Misplacement of employee

Gap between wider orientation of HRs department & narrow orientation

by concerned department

“Trail by fire” orientation

Filling of too many forms

May suffer from “Mickey Mouse” assignment

 Making Induction Programme Effective
Feed forward of possible problems & solutions

Warm & friendly welcome

Phased induction programme

Periodic follow-up

Attaching a colleague to the new employee for a month

Providing written & documented information

 Organization Culture

“Totality of beliefs, customs, traditions &

values shared by members of the
organization.”
Creation of Organizational Culture
Stories

Rituals

Material Symbols

Language
 Shared Values & Beliefs
Instrumental values
(Permanent in nature & difficult to change)

Terminal values
(Dynamic & experienced when there is change in top management or CEO)
 Common Assumptions
Are deepest & most fundamental level of organization’s culture

People are willing to learn, grow & achieve if they are afforded proper
opportunities

People are motivated by challenging work

Selection of Employees

Actions of Top Management

Socialization
Socialization: Familiarization with Organizational Culture
(Functions)

Creates uniform behavior in members

Increases understanding & reduces conflicts

Reduces role ambiguity of employees

Socialization: Familiarization with Organizational Culture
(Three Staged Process)

Productivity

Commitment

Turnover
 References
Human Resource Management by K. Aswathappa

Human Resource Management by P. Suba Rao

Human Resource Management by T. N. Chhabra

Organizational Behaviour by Stephen P. Robbins, Timothy A.

Judge & Seema Sanghi