HRM

2. Sanket Vijaykumar Jagare.

3. Definition:-
 Select means to chose.
 It is the process of picking individuals who have
relevant qualifications to fill jobs in an organization.
 Select a person who is the best suit or fit to perform
the specific job from the pool of qualified candidates.
Purpose:-
 To pick up the most suitable candidate who would the
best suit for requirements of the job in an
organization.
 In other word to find which job applicant will be
successful, if hired in an organization.

5. Reception:

6. Screening Interview.

7. Application Blank(Form):
 Collect the information of applicant on various aspects.
Weighted Application Blank(WAB):
 Collect the information of applicant on different
weights to different criteria.

8. Selection Testing
Test is a standardize objective to measure a person’s
performance, behavior and attitude.
Standardize because its uniformly applied.
To measure individual’s differences in scientific way.
To check how well an applicant meets the job
requirements.

9. Employment Tests.
1) Intelligence Test.
 Mental Ability Test.
 Learning Ability.
 Ability to understand instructions.
 Ability to make judgments.
 Pick up employee who is alert and quick in learning.
2) Aptitude Test.
 Potential to certain skills.
 Ability to learn given job quickly and effectively.

10. 3) Personality Test.
Measuring Personality factors.
Basic aspects of personality such as motivation,
emotional balance, self confidence, interpersonal
behavior, introversion etc.
Three types of personality test
(a) Projective Tests.
(b) Interest Tests.
(c) Preference Tests

12. 3) Achievement Tests.
 What applicant can do on a job currently.
 Proficiency tests = work sampling tests.
 Work sampling = a small portion of job is tested.
4) Simulation Tests.
 Test duplicates many of the activities and
problems an employee faces while at work.
 Such exercise is generally used for hiring
managers at various levels in an organization.
 Is done to access potential of candidate for
managerial position.

13. 4) Assessment center
 The performance in situational exercise us observed and
evaluated by a team of 6 to 8 trained assessors.
 Simulated exercises:-
a) The in-basket
b) The leaderless group discussion (LGD)
c) Business games
d) Individual presentations
e) Structured interview

14. Evaluation of Assessment Center Technique
 Graphology Tests
 Polygraph (lie-detector) Tests
 Integrity Tests
a) Have u ever told a lie
b) Do u carry office stationery back to your home
c) Do u mark attendance for your colleagues also

15. Test as selection Tools
Standards for selection Tests
• Reliability
1) Test – retest reliability
2) Inner –rater reliability
3) Intra- rater reliability
• Validity

16.  Qualified people: Test require a high level of
professional skills in their administration &
interpretation.
 Preparation: Test should be well prepared.
 Usefulness: Excusive reliance on any single test should
be avoided, since the results in such a case are likely to
be criticized.

17. Selection Interview
 Size up the interviewee’s agreeableness
 Ask questions that are not covered in tests
 Obtain as much pertinent information as possible
 Make judgements on interviewee’s enthusiasm &
intelligence;
 Assess subjective aspects of candidate

18. Type of Interviews
 The non- directive interview
 The directive or structured interview
 The situational interview
 The behavioural interview
 Stress interview
 Panel interview

19. The interview process
a) Preparation
b) Reception
c) Information Exchange
d) Termination
e) Evaluation

20.  Medical Examination
 Reference Checks
 Hiring Decision