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SELECTION

SELECTION. Courtsey Mohita Lamba Neha Kushwaha Mukta Chatterjee. To select means to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. SELECTION - MEANING. Purpose of Selection.

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SELECTION

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  1. SELECTION Courtsey MohitaLamba NehaKushwaha MuktaChatterjee WWW.PPTMART.COM

  2. To select means to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organisation. SELECTION - MEANING WWW.PPTMART.COM

  3. Purpose of Selection • The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates. • To meet the goal of company suitable applicant. • Elimination of unsuitable applicant through successive stages of selection. WWW.PPTMART.COM

  4. NEED OF SELECTION • Performance interdependence • Skilled employees • Heavy cost include in recruitment and hiring employees • Reduce discrimination as per EEO Law WWW.PPTMART.COM

  5. Steps in the Selection Process WWW.PPTMART.COM

  6. Steps in the Selection Process • Reception: Create a favourable impression on the applicant’s right from the stage of reception. • Screening Interview: Large organisations planned this to cut the costs by allowing only eligible candidates. WWW.PPTMART.COM

  7. Contd……. • Application Form: Most common form of Selection. • Selection Testing:A standardised test because the environment and the score obtained by individual is uniformly applied WWW.PPTMART.COM

  8. Some Employment tests Intelligence test Mental ability test for positions in banking, Eg: insurance and financial services Aptitude tests To check the potential to learn certain skills eg:clerical,mechnical Personality tests To judge the relationship between personality factors and actual job. Achievement tests To measure what the applicant can do in the current job for which applicant claims to know WWW.PPTMART.COM

  9. Test which duplicates many of the activities and problems an employee faces at work. Simulation tests Assessment centre These exercises are designed to stimulate the type of work which the candidate will be expected to do . Graphology test To examine the lines ,loops ,hooks,strokes ,curves in the person’s personality WWW.PPTMART.COM

  10. It records physical changes in the body as the test subject answers a series of questions. Polygraph test Integrity tests To measure employee’s honesty to predict those who are more likely to steal from an employer WWW.PPTMART.COM

  11. Steps Contd. • Selection Interview:The interviewer matches the information obtained about the candidate for the job and through his own observations during the interview. • Medical examination: Certain jobs require physical qualities like;perfect hearing,unusual stamina,tolerance of hard working conditions,clear tone etc. WWW.PPTMART.COM

  12. Contd…. • Reference Checks: After qualifying interview and medical examination the department engage in cheking references. • Hiring decisions: The final decision is taken –whether to select or reject a candidate after soliciting the required information. WWW.PPTMART.COM

  13. Selection Practices Siemens India: It uses extensive psychometric instruments to evaluate short listed candidates. The company uses occupational personality questionnaire to understand the candidate’s personal attributes and occupational testing to measure competencies. WWW.PPTMART.COM

  14. Selection Practices • LG Electronics India: LG Electronics uses 3 psychometric tests to measure a person’s ability as a team player, to check personality types and to find a person’s responsiveness and assertiveness. • Arthur Anderson: The company conducts critical behavioral interviewing which evaluates the suitability of the candidate for the position ,largely based on his past experience. WWW.PPTMART.COM

  15. Selection Practices • Pepsi Co India: The company uses India as a global recruitment resource .To select professionals company uses –interviewing technique that looks as the candidates abilities in terms of- Lateral thinking Problem solving Managing the environment Functional knowledge WWW.PPTMART.COM

  16. Selection Practices • Arthur Anderson:The company conducts critical behavioral interviewing which evaluates the suitability of the candidate for the position ,largely based on his past experience . WWW.PPTMART.COM

  17. SELECTION PRACTICES OF INFOSYS TECHNOLOGIES Infosys Technologies has got the most structured recruitment process among all IT companies in India. First of all, Whatever be the branch, you can sit up for the selection process if you qualify their other eligibility criteria like marks and time gap. i.e Once you had appeared for any test at Infosys, you will have to wait for 9 months until you appear for any of their recruitment process. For Off-campus, send in your resumes to the mail Id mentioned and you are sure to get a call latter if you meet their academic criteria. Hence once you send the resume, start preparing for the exam, because you are sure to get a call. You may get call through e-mail invitation and further the admit card will be send to your postal address through courier/post. WWW.PPTMART.COM

  18. Latest selection process of Infosys • The duration of the selection process is 2.5 hrs which includes filling in an application form, an Aptitude Test ( Analytical Thinking and Arithmetic Reasoning) and a test of Communicative English Language. The duration of the tests alone will be 90 minutes. • The Aptitude Test will be generally of Puzzles type and the no. of questions will vary between 9 – 15. WWW.PPTMART.COM

  19. Barriers to effective Selection • Perception • Fairness • Validity • Reliability • Pressure WWW.PPTMART.COM

  20. Technology • IT is being leveraged by HR to benefit almost every aspect of its day-to-day operations. With HR technology constantly improving and costs continuing to decline in many instances, it is inevitable that implementation of these applications will continue to rise. WWW.PPTMART.COM

  21. Industry trends The Society for Human Resource Management’s new HR Technology Survey highlights the following key findings for the industry: • Expanded use of the web for delivery and utilization of HR applications on a service basis • The majority of HR professionals surveyed said their organization did not have an employee self-service component built into its HR technology system. WWW.PPTMART.COM

  22. Contd…. • This is likely to change according to HR technology experts, however, as Internet-based self-service applications are improved and are better integrated into other work processes • Most organizations are not measuring the ROI for HR technology systems, and thus some are finding making the case for HR technology problematic. WWW.PPTMART.COM

  23. Contd. • Significant growth in the use of e-learning • Heightened awareness of HR data privacy – an increasingly important issue given the rise of identity theft using employee information • Increasing outsourcing of human resource information technology system. WWW.PPTMART.COM

  24. Top HR technologies The technologies making the biggest impact in the HR market at present are: • Workflow technologies • Applicant tracking systems • Hiring management systems • E-recruitment software • Internal mobility software WWW.PPTMART.COM

  25. CONCLUSION Employer WWW.PPTMART.COM

  26. THANKYOU WWW.PPTMART.COM

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