HR PRESENTATION

MEANING OF
SELECTION



Selection is the process of picking individuals

with requisite qualification and competence
to fill jobs in organization


ESSENTIAL OF SELECTION
Selection is concerned with picking the right
candidate from the pool of applicants
Selection, on the other hand, is negative in its
application in as much as it seeks to
eliminate as many unqualified applicants
As possible to identify the right candidate
The role of selection in an organization
effectiveness is crucial for at least, two
reason.
1.
2.Work performance depends on individuals.

Ø The best way to improve performance is to hire
people who have the competence and the
willingness to work
2.
2. Cost incurred in recruiting and hiring

personnel speaks volumes about the role of

selection


Ø In U.S the cost of searching for and training a

Top-level executive may run into $2,50,000

 OUTCOMES OF THE
SELECTION DECESION

S u cce s True Negative

False Negative(Error
“Low False
True Positive
Positive(Error
“High
Hit”) Hit”)
s
Fa ilu re

Failure Success
predicted Predicted
FALSE NEGATIVE ERROR:
 Rejection of an applicant who would have
succeeded


FALSE POSITIVE ERROR:

 Applicant is selected expecting success, but
failure occurs



TRUE POSSITIVE:
 Candidate is hired expecting success and
success occurs


TRUE NEGATIVE:
 Failure is predicted and it happens




Of this the “true positive” and “true negative” are
right selection decision


The “false Positive error” and “false negative error”

are wrong selection decision

A careful selection will help a firm avoid costs
associated with both “false Positive error” and
“false negative error” of decision
ORGANISATION FOR
SELECTION
Until recently, the basic hiring process was
performed in unplanned manner
In some companies each department screened
and hired its own employees
Many managers insisted upon selecting their
own people
Because no one could choose employees for
them as efficiently as they themselves could.

But now the selection is centralized and it is
handled by the human resource department

This arrangement is preferable because of the
following advantages
1.It is easier for the applicant because they can
send the application to a single centralized
department
2.It facilitates contact with applicants because
issues pertaining to employment can be
cleared through one central location
3.It helps operating managers to concentrate on
their operating responsibilities
4.It can provide better selection because
selection is done by trained professionals



 5. The applicant is better assured of

consideration for a greater variety of jobs


 6. Hiring costs may be cut because duplication

of effort is minimized.

SELECTION
PROCEDURE
SELECTION
PROCESS
Preliminary Interview

It explains that the applications received from

the job seekers would be subjected to
eliminate unqualified applicants
It enables the HR specialists to eliminate
unqualified job seekers based on the
information supplied on the application forms
Selection Test

Job seekers who pass the screening and the

preliminary interview are called for selection
test
These test are used to detriment the applicants
ability, aptitude, and personality
There are different types of test which have
been conducted to see the applicants ability
1.Ability test
2.Aptitude test
3.General management aptitude (GMAT)
4.Personality test
5.Thematic apperception test (TAT)
6.Thurstone temperament survey (TTS)
7.Intrest test
8.Graphology test
9.Intresting test
10.Choosing test


1.
Employment interview

Interview is a formal, in-depth conservation

conducted to evaluate the applicant’s
acceptability
The employment interview can be of different
types, they are
1.One on one interview
2.Sequential interview
3.Panel interview




¤ One on one interview

C a n d id a t In te rvie w e
¤ e r

¤
¤
¤ Sequential interview
 1. 2. 3.



C a n d id a t In te rvie w e C a n d id a t In te rvie w e C a n d id a t In te rvie w e
e r e r e r



¤ Panel interview

C a n d id a t In te rvie w e
e r
ence and Background checks

Knowing details about the employers name,

address, and telephone numbers for
reference for the purpose verifying the
information
Previous employees, known public figures,
neibours or friends can act as reference
Previous employees can preferable because
they can already aware of the applicants
performance

Selection Decision

After getting information through preceding

steps, selection decision, the most critical of
all steps
The final decision has to be made from the
pool of individuals who pass the test,
interview and reference checks
The HR manager plays the crucial role in the
final selection
Physical Examination

After the selection decision and before the job

offer is made, the candidate is made to
undergo a physical fitness
The reason for the physical fitness is to detect
if the person carries any infectious disease
And to make sure whether the person is
physically fit to perform the work
Job offer


The job offer is made through a letter of
appointment


Which contains a date by which the appointee

must report on duty

Evaluation

The final step in the selection process is the

Evaluation of selection
Usually the feedback is got from the people
who have been selected.
Than
k
you
????