Human Resource Management

Graduate Diploma in Management

Session 3

Sharuga Rajeswara
Senior Lecturer, BMS.
MBA in Management (Scotland),
BSc (Hons) HRM and Leadership (UK).
Content Outline
❑ Re‐Cap from last week

❑ Employee Selection (sources and process)

❑ Employee Relations

▪ Concept
▪ Aspects

❑ Assignment Briefing
 Selection

The Selection is the process of

choosing the most suitable
candidate for the vacant position
by evaluating based on certain
criteria in the organisation.
Selection Process
 Screening

Screening resumes is the process of

sorting resumes to disqualify candidates
using successively more detailed
examinations of the resumes.

The objective is to locate the most qualified

candidates for an open job.
Shortlisting

Shortlisting is the process of identifying the

candidates from your applicant pool who best meet

the required and desired criteria for the open

position and who wants to move forward onto the

next step of your recruitment process.

52% of talent acquisition leaders say the most

difficult part of their job is shortlisting the right

candidates from a large applicant pool.

 Selection Methods

• Interviews

• Tests

• Assessment centers

• Work sample and stimulation methods

 Selection Methods
• Interviews – This is the most frequently used methods where a candidate is
questioned by an interviewer or by a panel. It is relatively cheap and allows a
variety of information to be gathered on the interviewee. However, the final
decision may be biased.

• Testing & profiling – Aptitude test measures the level of intelligence within the
candidates (numerical skills, language, logical reasoning and commonsense)

• Assessment centers – This allows a deep assessment of the candidates

suitability by understanding them in real life example. Such methods are
reserved for senior management position because it is considered as an
effective selection method. However, it is an expensive and time consuming
methods.

• Work sample and simulation – Demonstrating or temporarily creating a job life

work sample tests require applicants to perform tasks or work activities that
mirror the task employees perform on the job. Such realistic work simulations are
becoming a more prominent part of the hiring landscape worldwide.
 Selection Methods

• Interviews

• Tests

• Assessment centers

• Work sample and stimulation methods

 Methods of Employment Interviews
• Nondirective Interview

• Structural Interview

• Situational Interview

• Behavioral Description Interviews

• Panel Interview

• Sequential Interview

• Phone Interview

• Computer Interview

• Video interview
 Nondirective Interview

The applicant determines the source of the discussions,

while the interviewer refrains from influencing the applicants
remarks.
 Structural Interview

An interview in which a set

of standardized questions
having an established set
of answers is used.
 Situational Interview

An interview in which an applicant is given a hypothetical incident and asked

how he or she would respond to it.

1) If you had two important deadlines coming up, how

would you prioritise your tasks?

2) What steps would you take to make an important

decision on the job?

3) You realise that an early mistake in a project is going

to put you behind deadline. What do you do?

4) How would you handle working closely with a

colleague who has a different working style to you?

5) What would you do if you made a strong

recommendation in a meeting, but your colleagues
decided against it?
 Behavioral Description Interviews

An interview in which an
applicant is asked questions
about what he or she actually
did in a given situation
 Panel Interview

An interview in which a board

of interviews questions and
observe a single candidate
 Sequential Interview

A format in which a candidate is interviewed by multiple

people, one right after another
 Phone Interview

This kind of interview method is usually before the face to face

interview where basic information can be judged
 Methods of Employment Interviews

• Video interview – Using video conferencing technologies to evaluate job

candidates technical ability, energy levels, appearance and the like before

incurring the costs of a face-to-face meeting

 Selection Methods

• Interviews

• Tests

• Assessment centers

• Work sample and stimulation methods

 Types of Employment Test

• Job knowledge test – A type of achievement test designed to measure a

person’s level of understanding about a particular job

• Work sample tests – Required the applicant to perform tasks that are
actually a part of the work required on the job

• Cognitive ability tests – Cognitive ability tests measures mental capability

such as general intelligence, verbal fluency, numerical ability and reasoning
ability.

• Bio data tests – Collects biographical information about candidates that

has shown to concentrates with on the job success
 Types of Employment Test

• Physical ability tests – This test is taken when job profiles require extensive
body movements and strong physical abilities to test endurance and strength

Eg – Firefighters

• Medical Examination – One of the last test to be done only after an

employees is offered a conditional employment offer

Refer core-text pages – 171-178

 Selection Methods

• Interviews

• Tests

• Assessment centers

• Work sample and stimulation methods

 In-basket Exercise

• Realistic situation and problems encountered in the job are written on

individuals sheets of paper and set in the in-basket. The applicant is then
asked to arrange the papers by priority
● Occasionally the applicant many need to write on action response. The
problems or situations described to the applicants involve different
groups of people, peers, subordinates and those outside the
organizations.

● The applicant is usually given a set time limit to take the test and is often
interrupted by phone calls meant to create more tension and pressure
 The leaderless group discussion

A leaderless group is given a

discussion question and told to
arrive at a group decision the
rates then evaluate each group
member’s interpersonal skills,
acceptance by the group,
leadership ability and individual
influence
 Question for the day!
Srilankan Airlines operations require employees with extremely varied talents
and capability with diverse skill sets. Airlines is limiting the external recruitments,
whilst focusing on fulfilling the talent needs through home grown talent engaging
with the line managers and working on the cadre optimisation initiatives.
Selection is basically done through interviews by selecting candidates according
to the required qualifications. Also they have set talent pipelines from state
universities through means of internship and also through career fair mediums,
Aviation college which offers entry level school leavers and to take them through
a leadership development and mentoring to create a long terms process for
managing the talent across the organisation.

Discuss One (1) method of interview and One (1)

type of employment test suitable for Sri Lankan
Airline. [10 Marks]
Contact Details
Name: Sharuga Rajeswara
Email: sharuga@bms.ac.lk
Phone: Call BMS general line – Extension 605
Meeting: Business Academic Department (Wednesdays – Sundays)