selection procces

8/3/2019 Selection Procces

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SELECTIONPROCESS


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Presentedby..


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MEANING OF SELECTIONSelection is the process of picking individuals(out of the pool of job applicants)

Qualifications and`competence tofill jobsin the organisation.

DEFINITION

It is the process of differentiating betweenapplicants in order to identify (and here)

those with a greater likelihood of success in job


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SELECTION PROCESS

Selection is a long process, commencing from

the preliminary intreview of the applications anEnding with the contract of employment

THE FOLLOWING FIGURE SHOW A GENERALISED SELECTION PROCESS


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Preliminary interviewInitial screening or preliminary interview(this is a sorting process in which prospective

Applicants are give thre necessary informationAbout the nature of the job and also necessaryInformation is elicited from the candidates


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Selection testJob seekers who pass the screening and the

preliminary interview are called for tests

There are four types of selection test

1. Aptitudue test

2. Interllgence test3. proficiency test4. Interest test

5. Personality test


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Employment interview

The next setp of the selection process is

employment interview it is conducated at thebeginning and at the endof the selection process.

Types of Employment interview

1. Informal interview 6. Depth interview

2.Formal interview 7. Stress interview3. Planned interview 8. Group interview

4.Patterned interview 9. Panel interview

5.Non-Directive interview


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candidate Interviewer

One to-One interview


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Sequential interviwe

candidateInterviewers


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candidate Interviewers

Panel Interview


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Reference and Background Checks

Many employers request name ,addresses,

and telephone numbers of reference forthe Purpose of varifying information andperhapes, ganing additional background

informations on an Applicant.


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Selection Decision

The selection process have been used

to narrow the number of candidates.The final decision has to be madefrom the pool of indiviuals who pass

the test


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Physical Examination

The results of the medical fitness testare recorded in a statement and arepreserved in the personnel records

The physical examination informationmay be used to determine if there arecertain physical capabilities which

Diffrerntiate sucessful and loss suessfulEmployees.


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Job Offer Job offer made throught a letter of appointment .

Such a letter generally contains a date by which

The appointee must report on duty.

The company may also want the individual to

delary the date of the reporting on duty .If the new employees first job upon joining

the company is to go on tranning.


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Contract of Employment

The basic information that should be inculded

in a written conteract of employementWill varyaccording to the level of the job

Following checklist set out the typical headings.

1. Job title

2. Duties inculding a pharse such as The employee will performsuch duties and responsible company may from time totime direct.


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3.Date when continuous employment

starts and the basic for calculating service.

4.Rate of pay, allowances , overtime andshift ratemethod of payments.

5.Hours of work inculding lunch break andovertime and shift arrangements.


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6.Holiday arrangement.

1. Paid holidays per year.2. Calculation of holiday pay

3. Qualifying period.4. Details of holiday year.5. Dates when holidays can be taken.6. Maximum holidays can be taken.

7. Maximum holiday that can be taken at any one time.8. Public holidays.


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7. Sickness

1.Pay for time lost.2.Duration of sickness payments.

3.Deducations of national insurance benefits.4.Termination due to continuded illness.5.Notification of illness (medical certificate)


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Concluding the selection process

There is the another step a more sensitiveone reassuring those candidates who have notbeen selected.

The candidates must be selected to serious

deficiencies in their personslities.


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selection procces

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