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    HRM Module 5 Edited

    Uploaded by

    FEIH LUNAG

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    HRM Module 5 Edited

    Uploaded by

    FEIH LUNAG
    7 views20 pages

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    Hrm Module 5 Edited

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    Copyright:

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    Download as pptx, pdf, or txt
    7 views20 pages

    HRM Module 5 Edited

    Uploaded by

    FEIH LUNAG

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 20

    Human Resource Management

    Module 5
    EMPLOYEE SELECTION
    I. WHAT IS EMPLOYEE SELECTION
    • Employee Selection is the process of interviewing and
    evaluating the candidates for a specific job and
    selecting an individual for employment based on
    certain criteria (qualifications, skills and Experience).

    • It is a procedure of matching organizational


    requirements with the skills and qualifications of
    people. A job analysis should also outline the tools
    needed to do the job, the environment and times at
    which it needs to done, with whom it needs to be
    done, and the outcome or performance level it should
    produce.
    I. WHAT IS EMPLOYEE SELECTION
    • The process through which
    organizations make decisions about
    who will or not be allowed to join the
    organization

    • This is the next process after


    recruitment.
    Employee Selection Process
    1. Screening Applications and resumes
    2. Conducting test of the applicants
    3. Interviewing
    4. Performing References Checking / Background
    Investigation
    5. Deciding whether to hire or not
    Conducting Tests of Applicants

    • Aptitude test
    • Ability test
    • Performance Test
    • Personality or Integrity Tests
    Ability Test
    • These tests are assessment instruments
    used to measure an individual's ability,
    mental or physical skills level.
    • They measure a variety of areas ranging
    from verbal reasoning, numerical ability,
    problem-solving, motor or spatial agility,
    mechanical ability, or finger dexterity.
    • https://www.tests.com/practice/cognitiv
    e-abilities-practice-test
    Aptitude Test
    • Standardized test designed to
    measure the ability of a person to
    develop skills or acquire
    knowledge.
    • This is especially important if an
    applicant is being considered for a
    supervisory or managerial position.
    • https://www.practiceaptitudetests.
    com/clerical-aptitude-tests/
    Performance Test

    • CAptitude test
    • Ability test
    • Performance Test
    • Personality or Integrity Tests
    • e.
    Honesty or Integrity Test

    • Are not common used in many


    companies
    • This could be more relevant in some
    retail store chains or positions that
    have fiduciary responsivity like tellers
    or cashier.
    The Stages of an Interview

    1. Preparing for Interview


    2. Making a Friend
    3. Eliciting information
    4. Observing Behavior
    5. Concluding the Interview
    6. Evaluating the Results of Interview
    The Interview
    • A job interview is an interview consisting of a
    conversation between a job applicant and a
    representative of an employer which is
    conducted to assess whether the applicant
    should be hired.
    • Interviews are one of the most popularly used
    devices for employee selection.
    • The interview is a cornerstone of the
    selection process.
    Preparing for Interview

    1. Preparation is the key to successful


    interviews
    2. The applicant is entitled to some privacy as
    they would reveal personal matters about
    their life and work.
    3. Interruptions like telephone calls, texts or
    somebody entering into the room can be
    dysfunctional as it disrupts the trend of
    question and answer in the interview
    Making Friend
    1. To make an applicant open, relax, and be
    straightforward in revealing himself.
    2. Show that you appreciate their interest in
    joining your company,
    3. Offer him a seat.
    4. Start with a small talk.
    5. Give him the parameters of the interview.
    Making Friend
    6. Provide the applicant with a realistic preview of
    the position and its responsibilities.
    7. Probing into the family background is
    admittedly treading into sensitive territory
    since is not everybody has wholesome
    experience in the family.
    8. The school background both in the academic
    and non-academic tells you about his basic
    intelligence and presence or absence of social
    intelligence.
    Eliciting Information
    Eliciting Information
    Observing Behavior
    Concluding the Interview
    Evaluating the Result of the Interview
    Criteria for Evaluation

    1. Intelligence
    2. Decisiveness
    3. Energy
    4. Result-Orientation
    5. Maturity
    6. Assertiveness
    7. Openness
    8. Tough-mindedness

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