Analyse the strengths and weakness of the business. Application blanks are frequently used as selection devices. Share Your PPT File, Employee Selection Process in Human Resource Management. These tests are useful for selecting apprentices, skilled mechanical employees, technicians, etc. The line managers are then asked to give final decision after all technical and medical tests are cleared by the candidate. There are perhaps four major reasons for a letter of reference to be inaccurate in content: Many times employers are asked to provide letters of reference to terminating employees of whom they have little or no direct knowledge. But, it needs to be remembered that the medical examination is an aid to selecting employees who, besides fulfilling the requirements as to abilities and skills, also possess necessary physical characteristics. An interesting and potentially useful way of checking references involves the forced – Choice Questionnaire. Most of the recruitment agencies and the human resource departments of many companies have individuals who are well equipped and provide the much needed support and expert help of employment specialists who help the hiring managers and recruiters to assist them in finding the right kind of talent in the recruitment selection process.. Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as it is a question of getting the most suitable candidates for which various tests are to be done and interviews to be taken. Screening of Job Applications. Selection is the process of finding and appointing the best and most qualified candidate for a job opening, in a timely and cost-effective manner.. The candidate, in this test, is supplied with actual letters, telephone and telegraphic message, reports and requirements by various officers of the organization. 2330. These tests deal with the ability of the candidate to do mechanical work. Step 5 – Appoint the interview panel and conduct interviews – Employers conduct interview generally with a panel consisting of talented and skilful interviewers from the company. x. Neuro – psychiatric examination, particularly when medical history or a physician’s observations indicate an adjustment problem. If you want to requite staff or executive employees, get help from our HRM experts. It is an effective practice to send a brief questionnaire involving checking answers instead of requiring a great deal of writing. Placement. Employment tests are device to check the areal knowledge of candidates for the respective jobs. Step 2 – Rate the job’s main duties – Identify job’s main duties. The following figure outlines the important steps involved in the recruitment process. However, it is always a good idea to carry out a preliminary stidy on the factors that are likely to attract/repel potential employees. Proper selection and placement of personnel is of utmost importance in ensuring the efficiency and success of an organization. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management (HRM) is to define and guide managers in this process. Recruitment is the process of searching for potential employees and inspiring or attracting them to apply for vacant jobs in an organization.. Step # 2. It results in elimination of unsuitable candidates. Requirement plan originates from the formal HR or workforce plans that highlights the number and categories of people required. 3. Selection tests are classified into six types. Welcome to EconomicsDiscussion.net! Recruitment and Selection Process in HRM – Important Steps in Recruitment and Selection Process Step # 1. No selection procedure is fool proof and the best way to judge a person is by observing him working on the job. However, this exercise may not always produce the desired results because (i) no candidate will cite the name of a referee who might speak unfavourably about him; (ii) the referee may not always respond; and (iii) due to a prejudice the referee may deliberately speak against the candidate. Rate each job duty based on its importance to job success and on the time required to perform it compared to other tasks. They indicate where the answers of the candidate fall marginally short of bench mark and where they are ideal or good. In smaller organizations, one person might represent more than one function. Alternative Sources for employees and their tapping. ix. Reference check is a type of crosscheck for the information provided by the candidate through their application form and during the interviews. Psychological tests are used in organizations for several purposes including selection and placement of employees, transfer and promotion of employees, determining training needs and evaluation of training programmes, and counselling. It has been alleged that some of the selection procedures used by employing organizations discriminate against educationally and culturally deprived individuals. Situational test is also administered through ‘in basket’. The whole exercise might be called a rejection exercise but it has a positive outcome in terms of the appropriate personnel selected. A suitable job is allocated to the appointed candidate so that they can get the whole idea about the nature of the job. It is the fine screening that is not too easy to deal with, as judgments, based on informed opinion, have to be made. References are generally required to enquire about the conduct of those candidates who have been found suitable in the interviews and tests. The goal is to eliminate the applicants who definitely don't fit the profile you are ⦠Many times job applicants are required to produce some sort of documentary evidence that they performed satisfactorily in one or more of their past positions. Recruitment is the process of searching for potential employees and inspiring or attracting them to apply for vacant jobs in an organization.. Step 3 – Create interview question – Some questions should be situational, while some should be behavioural They all should be based on actual job duties with more questions on important duties. Recruitment is the first step in building an organization's human capital. Identify the Recruitment Needs through Job analysis. Words. recruitment, selection, process, methods and steps, ... hrm read more rajeevgupta ... selection procedure/steps 1 preliminary screening 2 sending application forms 3 trade test 4 written test 5 psychological test 6 interview 7 physical test 8 on the job test 9 reference 10 orientation 11 final selection … Final Selection and Appointment Letter. Selection Tests 5. PLan for conducting the recruitment programme. The specific method stresses what the employee can do. Put yourself into the new hireâs shoes. At a high level, the goals are to locate and hire the best candidates, on time, and on budget. Third, attempts should be made to ascertain how adequately the programme has been implemented. (ii) It discovers existing disabilities and obtains a record thereof, which may be helpful later in deciding the company’s responsibility in the event of a workman’s compensation claim. The first step in the recruitment process is acknowledgment of a job opening. Each individual is unique and therefore, each interview should be tailored to tap that ‘uniqueness’ and relate the data to the job competency requirements. Selection is the process of finding and appointing the best and most qualified candidate for a job opening, in a timely and cost-effective manner.. They are supposed to describe their expectations from the said job. This method also involves development of specific physical and environmental demands of a job through job analysis, enabling the personnel manager to assess specific abilities and demands for specific applicants for several specific jobs. The requisites help in putting forward advertisements, announcing vaccancies through mediums like internet, agencies or consultants and aid in assessing candidates against the jobs using varied methods. X-ray examination of chest and other parts of the body. A physical examination serves the following purposes: (i) It gives an indication regarding fitness of a candidate for the job concerned. They may follow-up the panel discussion with interview for some good candidates. This is a highly subjective method. To increase the efficiency of hiring, it is recommended that the HR team of an organization follows the five best practices (as shown in the following image). Rather, attempts should be made to prepare weighted application for specific jobs and specific organizations. This is a highly arbitrary method having only a chance validity.
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