The major outlines of the HR policy of a medium-sized organisation may be as follows: It brings out deficiencies, not as a basis of rejection but as a positive aid to selective placement and as indicating restrictions on his transfer to other positions. The U.S Civil Service Commission uses the questionnaire approach, sending the Employment Recommendation Questionnaire (ERQ) to an applicant’s list of references. By this test it is seen how much ability a person has to interact with others, how much he can influence and motivate them. Although at present most of the selection programmes are accepted on faith, there is a growing tendency to assess selection policy, programmes, methods and techniques. They indicate where the an­swers of the candidate fall marginally short of bench mark and where they are ideal or good. Although blue-collar and . Selecting the right candidate is very crucial for the organization. The opinions of previous employers and others, who have known the applicant, are generally useful in getting a picture of his potential performance in a particular job. In special type of jobs, for instance, those requiring unusual strength or capacity to bear hard working conditions, a medical examination may be essential in the selection process. Yoder et al suggest Toops’ successive – hurdles techniques as an effective screening device. The screening thus need to be done by a person, who has a high degree of awareness and analytical skills. The purpose of employment interview is three-fold- obtaining information, giving information, and motivation. Selection Process in HRM – 8 Steps Involved in Employee Selection Process, Selection Process in HRM – 10 Steps in Selection Procedure, Selection Process in HRM – 7 Steps of Selection Process Suggested by Yoder et al, Selection Process in HRM – 7 Steps Involved in the Selection Process: Preliminary Interview, Screening of Applicants, Employment Tests, Selection Interview and a Few Others. (iv) Information Regarding Community Activities detailing extra-curricular activities, hobbies and positions held in organizations and associations apart from the employing organization, membership of clubs, sports and any other pertinent information supporting a candidate’s suitability for a post. Who will Undertake the Exercise? (ix) X-ray examination of chest and other parts of the body, if necessary; and. Reference check is a type of crosscheck for the information provided by the candidate through their application form and during the interviews. Subsequently, the selected candidates are considered for the next step in the selection process. It has been alleged that some of the selection procedures used by employing organizations discriminate against educationally and culturally deprived individuals. Following are the main classes of information usually sought through the application blank: (i) Biographical data – This includes name, father’s name, age, sex, nationality, marital status, height, weight, number of dependents and identification marks. We are committed to our equal opportunity policy at every selection stage. Inter­view gives the recruiter an opportunity to: (a) Assess subjective aspects of the candidate. Interviewing is both an art and a science. However, judging the accuracy of information given in references is difficult. Usually, candidates who get over one or more successive preliminary hurdles in the selection process and are found suitable for specific jobs, are not rejected on physical grounds unless the individual is suffering from contagious or incurable diseases or any complex emotional problem. Sometimes checklists or rating scales may also be included. Others suggest, with good reason, that many of the tests in the daily use are worthless. It’s simple purpose is to choose the most successful performing applicant from the pool of Candidates. Disclaimer 8. It requires the applicant to fill in all information that is related to the job, for example, name, age, qualification, specialization, experience, etc. Physical strength and fitness of a candidate is must before they takes up the job. The disability method stresses upon employee disabilities rather than abilities. These tests measure specific capacities involved in office work, like spelling, computation, comprehension, copying, word measuring, etc. Because of this legislation, there is only one valid basis for criterion on which to select new employees – actual job performance. (j) Specialist’s test, such as basal metabolic rate or consultation by a specialist. In this technique, candidates are brought together for informal discussion on some subject or case-study and they are observed and evaluated by the selectors. Sometimes a few favourable references may be aimed at efforts to get rid of unsatisfactory employees or these replies may only tell part of the story; and thus organizations may realize that perhaps what is more important is what was not said. It is the Process by which right person at right place at right time can be recruited. (g) Check-up of blood pressure and heart. Candidates are medically examined either by the company’s physician or by a medical officer approved by the company for the purpose. These are the most carefully designed instruments. iii. Research also has proved this point time and again. These tests can be written and practical both. In selection criteria the candidates are cautiously picked up as per their ability. They may follow-up the panel discussion with interview for some good candidates. Every candidate has to pass through several hurdles before he/she can get selected for job. In creating structured situ­ational interviews, these steps need to be followed: Step 1 – Make thorough job analysis – There should be a thoroughly prepared job description with a list of job duties, required knowledge, skills, abilities and other worker qualifica­tion. To the extent that the employer lacks the ability to communicate in this fashion, the accuracy of the recommendation is going to suffer. Thus, it is very important that the HR manager selects the candidates very carefully keeping in view the organizational requirement and employee characteristics. (b) Filling Up the Blank Application Form: Blank application forms are the printed forms of the organisation. Under this test, a candidate’s knowledge is tested for a particular job. A physical examination of the potential employee is necessary for the company, to protect itself against the risk of claims for compensation from individuals who are afflicted with disabilities. Plagiarism Prevention 5. Proficiency tests are of the following two kinds: (i) Specialisation or Special Trade Efficiency Test: The objective of this test is to verify the specialisation of the candidate in a special field. The group has to analyse, discuss, find solutions and articulate their views while selection panel observe and judge the group discussion on the basis of various activities as-, (vi) Building on the ideas expressed by other members, (vii) Bringing the silent members into discussion. Sometimes biographical inventors are specially constructed for the purpose of predicting success in a given type of work. Interview technique can be used very effectively as a screening device and it needs to be elaborated. 2 Group Members 3. Applicants are often required to name the persons to whom references may be made about the candidate’s character and suitability for the job. Detailed job description and job specification are provided in the advertisement for the job. Selection process has several steps which are as follows: 1. “lay off for lack of work”. This step involves qualifying and disqualifying candidates based on maximum or minimum scores obtained during the employment tests. The questions included in an application blank should be such as are valid and necessary. (vii) Usually, whatever reference checks are used, they should be done before interviewing in order that the interviewer may utilize such information during his discussions with the prospective employees. Still other critics, including the U.S. Congress, argue that testing constitutes an unwelcome and unwarranted invasion of privacy. This is basically a subjective process and therefore sometimes proves unreliable. For example, a newspaper company may conduct a writing test for potential candidates to gauge their writing abilities. Following health examination and understanding of terms of employment by prospective employees, the organisations issue an approval letter and final placement in the specified job. Attempt must be made to verify the accuracy of the candidate, he should bring relieving certificate the! 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