Human Resource Management Subject by: Art Christian V. Dimla Master of Arts in Education, major in Education Management

1. PALARIS COLLEGES
San Carlos City, Pangasinan
Graduate School
Summer 2017
Art Christian V. Dimla Dr. Emilio C. Naungayam
Discussant Professor
Educ 210 – Human Resource Management
Topic: SELECTION OF EMPLOYEES
I. Introduction
Job analysis, human resource planning, and recruitment are necessary prerequisites in
selecting employees. Before the selection process begins, a profile of characteristics required for
successful performance should be developed for the job specification. These includes the technical,
interpersonal and personal requirements of the job. The selection process begins when recruiting
programs have developed a number of applicants for available job openings.
II. Body
Why Selection Process is Important
1. Performance always depends in part on employees. Those who do not have the right skills
will not perform effectively and the overall performance in turn will suffer. The time to
screen out undesirable performers is before they become part of the organization, not after.
2. It is costly to recruit and hire employees.
3. Company objectives are better achieved by workers who have been properly selected based
on their qualifications.
4. An incompetent worker is a liability to the company causing direct losses in terms of
substandard performance and low productivity, and sometimes a potential source of
problems to management, his/her co-workers, and customers.
5. Applicants have varying degree of intelligence, aptitudes, and abilities.
6. Labor laws protect employees making it difficult to terminate or dismiss an incompetent
employee.
Selection Process
1. Define the job before hiring an employee.
2. Review application form and credentials carefully.
a. Employment gaps
b. Spelling, grammars, and punctuations.
c. Evidence that a career has gone backwards or plateaued.
d. Failure to follow directions.
e. Failing to include a cover letter.
Resume – reviewing a resume starts with a job description or role profile so you know
broadly what the job entails. It should show details about the qualifications and experience
of the candidate you seek to fill the job.
Cover Letters – job searching specialists and career counsellors recommend that job
applicants should write a customized cover letter to accompany each resume sent to an
employer. A cover letter saves you time, connects the candidate’s relevant experience to
the advertised job, and provides insight into the candidate’s skills, characteristics, and
experience.
Employment Application – employers use the employment application to gather consistent
data about prospective employees. While the format for resumes and cover letters changes
from person to person, the employment applicant collects consistent information in a
uniform format from every applicant. On the other hand, other company prefer to require
and give uniform format for employment application. See the example on the next page.

2. 3. Employment Interview – this provides the hiring supervisor the opportunity to review
candidates’ qualifications and determine their suitability for the position. It also provides
candidates with the chance to learn about the position and its requirements and present
information on their skills and experience.
Interview Format
a. Basic questions relating to the job should be asked.
b. Candidates should be allowed to see the workplace if that is relevant.
c. The essential functions and other requirements for the position should be describe
to each candidate; candidate should be asked if they can perform those functions.
d. If at all possible, all candidates should be interviewed by the same people.
4. Employment Testing – employers often use tests and other selection procedures to screen
applicants for hiring and employees for promotion. There are many different types of tests
and selection procedure:
a. Cognitive test – reasoning, memory, perceptual speed, accuracy, arithmetic,
reading comprehension, knowledge with the job.
b. Physical ability – test of motor and physical abilities, or strength and stamina in
general.
c. Sample job tasks – simulation of sample realistic job situation.
d. Medical inquiries and physical examination – which assess physical and mental
health.
e. Personality test – assess the degree to which the person has certain trait or
disposition.
f. English Proficiency test – determine English fluency.
5. Background Investigation/ Reference Checking – this is done to verify the accuracy of
factual information previously provided by the applicant to uncover damaging background
information such as criminal records and violent behaviour. Employers get the information
to the following:
a. Personal references
b. School records
c. Previous employment records
6. Final Interview
7. Selection decision

3. 8. Physical Examination – to discover any medical limitation that should be taken into
account in placing applicant.
9. Final employment/ placement on the job – this is the time whether the application of an
applicant will accept or reject based on the physical examination and all the information
gathered from the previous steps.
III. Conclusion
To wrap up this lesson, I just want to share with you this excerpt for you to reflect with.
Mission or a Job
An Excerpt
If you are doing it only because you are paid for it, it’s a job;
If you are doing it not only for the pay but for the service, it’s a mission.
If you quit because your boss or colleagues criticized you, it’s a job;
If you keep on working out of love, it’s a mission.
If you work because it does not interfere with your other activities, it’s a job;
If you are committed even if it means letting go of other activities, it’s a mission.
If you quit because no one praises you or give thanks to you for what you do, it’s a job;
If you remain working even though nobody recognizes your efforts, it’s a mission.
It’s hard to get excited about a job;
It’s almost impossible not to get excited about a mission.
If your concern is success, it’s a job;
If your concern is success plus faithfulness, it’s a mission.
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Always remember, love you profession the way you love and value yourself. Because it is
a reflection of yourself and all the efforts you did during the time that you’re still dreaming to
become who you are right not – that’s you price and gift to God – profession.
IV. References
Human Resource Management book
Mission or a job, an excerpt

4. Palaris Colleges
San Carlos City, Pangasinan
Graduate School
Summer 2017
Submitted by:
MR. ART CHRISTIAN V. DIMLA
Submitted to:
DR. EMILIO C. NAUNGAYAM