Human Resources Management - Selection And Induction
Selection process - Selection And Induction
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Following are the steps involved in a standard selection process:
Selection
process
Following are the steps involved in a standard selection process:
1. Preliminary Interview
2. Application Blank
3. Selection Tests
4. Selection Interview
5. Reference checks
6. Physical Examination
7. Final selection
After screening the applications, preliminary interview will be conducted. The purpose of preliminary interview is to eliminate unsuitable or unqualified candidates from the selection process. In screening unqualified candidates are eliminated on the basis of information given in the application form, whereas preliminary interview rejects misfits for reasons, which did not appear in the application forms.
This is a method for getting information from a prospective candidate. This serves as a personal record of the candidate bearing personal history profile, detailed personal activities, skills and accomplishments. Almost all organizations require job seekers to fill up the application. Usual contents are as follows:
1. Biographical information – Age, father’s name, sex, nationality, height, marital status.
2. Educational information - Name of the institutions where the candidate studied – marks – Divisions – Distinctions.
3. Work Experience – previous experience – nature of job – salary – duration – reason for quitting.
4. Salary – last drawn salary – minimum salary acceptable.
5. Extra-curricular information – NSS – NCC – hobbies etc.
6. References – Name and address.
2. Career guidance
3. Research on human behaviour and personality
4. Employment selection for placement
5. For appraising employees promotional potentials
Following are the steps involved in a standard selection process:
1. Preliminary Interview
2. Application Blank
3. Selection Tests
4. Selection Interview
5. Reference checks
6. Physical Examination
7. Final selection
Preliminary Interview
After screening the applications, preliminary interview will be conducted. The purpose of preliminary interview is to eliminate unsuitable or unqualified candidates from the selection process. In screening unqualified candidates are eliminated on the basis of information given in the application form, whereas preliminary interview rejects misfits for reasons, which did not appear in the application forms.
Application Blanks
This is a method for getting information from a prospective candidate. This serves as a personal record of the candidate bearing personal history profile, detailed personal activities, skills and accomplishments. Almost all organizations require job seekers to fill up the application. Usual contents are as follows:
1. Biographical information – Age, father’s name, sex, nationality, height, marital status.
2. Educational information - Name of the institutions where the candidate studied – marks – Divisions – Distinctions.
3. Work Experience – previous experience – nature of job – salary – duration – reason for quitting.
4. Salary – last drawn salary – minimum salary acceptable.
5. Extra-curricular information – NSS – NCC – hobbies etc.
6. References – Name and address.
Selection Tests
Individuals
differ in many respects including job related abilities and skills. In order to
select a right person for the job, individual differences in abilities and
skills are to be adequately and accurately measured for comparison.
According to Lee J. Groobach, “A test is a systematic procedure for comparing the behaviour of two or more persons.”
Milton M. Blum defines test as “a sample of an aspect of individual’s behaviour, performance and attitude.”
In simple words, test is a systematic procedure for sampling human behaviour.
Tests may be for psychological testing and for testing specific abilities and skills. Psychological tests may be conducted for various purposes:
1. Guiding and counseling
According to Lee J. Groobach, “A test is a systematic procedure for comparing the behaviour of two or more persons.”
Milton M. Blum defines test as “a sample of an aspect of individual’s behaviour, performance and attitude.”
In simple words, test is a systematic procedure for sampling human behaviour.
Tests may be for psychological testing and for testing specific abilities and skills. Psychological tests may be conducted for various purposes:
1. Guiding and counseling
2. Career guidance
3. Research on human behaviour and personality
4. Employment selection for placement
5. For appraising employees promotional potentials
6. For counseling to perform better in their jobs.
Tags : Human Resources Management - Selection And Induction
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