SELECTION

- The process of choosing individuals,

- To fill available positions in an organization.

- Choosing the best among various applicants.

- Matching job requirements to individual assessments.

 WHY SELECTION?

- To pick up the right person for a job.

- To perform the right tasks in an undertaking.

- To identify persons with greater likelihood of success in

a job.
 IS SELECTION THE SAME AS
RECRUITMENT?

 Difference in objective. Recruitment is to encourage people to

apply for jobs while selection has to do with cutting down the

number who applies to pick out the best for the job.

 Difference in process.
 Technical differences.

 Difference in outcomes.
 THE SELECTION PROCESS.

- A series of successive hurdles which an applicant must cross

- Aimed at eliminating unqualified candidates at any point in the

process.
 STEPS.
Application.

Screening and pre-selection.

Interview.

Assessment.
Reference and background check.

Decision.

Job offers and contract.

SELECTION FROM A
GLOBAL PERSPECTIVE.
Selecting individuals for various roles with consideration
of;

 Diverse culture.

 Backgrounds.

 Experiences.

 Perspective of candidates from different countries and regions.

Why do we need to adopt a global perspective
in the selection process?
• To ensure that the best candidates are
selected, and that diversity and inclusion are
promoted.
 ASPECTS TO LOOK AT AS AN HR IN THE SELECTION
PROCESS.

Consideration of cross-cultural differences in communication styles.

Recognition and appreciation of cultural diversity.

Consider the global market when selecting candidates for certain roles.
 Human Resource Management (HRM)

o A critical function in managing human capital and supporting

organizational success.

o Increasingly viewed as a strategic function that aligns human

resource practices with organizational goals and objectives.

o Perceived as a critical function in promoting diversity and inclusion in the

workplace.

o Seen as an essential function in managing the legal and regulatory requirements

related to employment practices. HR professionals are responsible for ensuring

compliance with employment laws and regulations, including issues related to

compensation, benefits, labor relations, and health and safety.

 PRESSING ISSUES THAT HR PROFESSIONALS
SHOULD PAY ATTENTION TO.

• Talent Acquisition and Retention:

- Attracting and retaining talented employees.

- developing effective recruitment strategies

- creating a positive employer brand,

- and implementing employee retention programs.

• Diversity, Equity, and Inclusion (DEI)

• Employee Engagement.
- Employee engagement is critical for organizational success.

- HR professionals should develop strategies that promote employee

motivation, satisfaction, and well-being, such as offering competitive

benefits and compensation, providing opportunities for career

development, and fostering a positive work environment.

• Workplace Culture and Employee Relations

- HR professionals need to foster a positive workplace culture

that supports collaboration, teamwork, and respect.

Learning and Development.

- HR professionals should promote continuous learning and development for

employees, providing opportunities for skills training, career development, and

personal growth.

This is crucial for maintaining a skilled and engaged workforce and promoting

organizational growth.
Technology and Data Management.

- HR professionals need to leverage technology to streamline HR

processes, improve data management, and support decision-making.

This includes implementing HR information systems, data analytics

tools, and other digital solutions to support HR operations.

Health and Safety.

- HR professionals need to ensure that employees work in safe and

healthy environments complying with safety regulations, and

promoting employee well-being. This involves developing safety

policies, promoting wellness programs, and providing employee

assistance programs.
 In summary, HR professionals need to be aware of a wide range of issues that

affect the workplace and employees, including talent acquisition and retention,

diversity, equity, and inclusion, employee engagement, workplace culture, learning

and development, technology and data management, and health and safety. By

addressing these issues proactively, HR professionals can promote organizational

success and create a positive workplace culture that supports employee well-being

and productivity.
THANK YOU.
 GROUP7 MEMBERS.
NAMES. INDEX NUMBERS.
DEDE QUAYE LYDIA 10280126
OSEI KWAME PHILIP 10280486
NYANTAKYI TWUM BARIMA AKWASI 10279860
BERNARD FRIMPONG 10279938
AMOAH ABENA KUMA 10280125
MAALE DADA LARRY NII ADJEI 10280232
KOTEY GRACE ADJEI 10280114
NAMES. INDEX NUMBERS.
ESINAM ADZO GOVINA 10280134
GAMOR ENYONAM SANDRA 10279754
SALIFU NURIDEEN 10279938
ADJETEY LONDON KELVIN 10108702
YOOSI NHYIRA QUARGRAINE 10280388
YVONNE NYARKO 10280383
JOSHUA OWUSU 10280136
NKETIA EMMANUELLA AKO 10280225.