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HND in Business Management: Module: Human Resource Management - Unit Lesson: Selection Lecturer
HND in Business Management: Module: Human Resource Management - Unit Lesson: Selection Lecturer
Management
Module: Human Resource Management Unit
21
Lesson: Selection
Lecturer:
Prepared By: Eranda
Bandara
Selection
systematic identification of
candidates who are suitable for the
vacancy or wider requirement of the
HR plan. This is a two way process
Systematic Approach Of
Selecting
Initial Step Deal with responses to job advertisements
Set applications against key criteria- Age , Qualifications , experience
etc..
Sort Applications: As Possible , Unsuitable & Marginal .
Short list for the interview : Possible only
Invitation for the Interview : by post , telegrams , e-mail or telephone .
Interview & short list the best : Selecting testing & other mechanisms
are used
Check references : Short listed only
Follow-up Procedures : Offer the employment , negotiations with terms
& conditions , preparing contacts , arrange work permits , Plan induction
Review un-interviewed : Possible & Marginal
Letters to unsuccessful applicants
Keep records : Information of criteria & process used in decision making
Prepared By: Eranda
Bandara
Selection Methods
Interviews
Evaluation of education & experiences
Selection tests
Back Ground & reference test
Bio data analysis
Handwriting Analysis
Group selection methods
Physical & medical tests
Selection
- Preliminary Screening
Selection
- Employment Interview
Structured Interview
Prepare a list of questions when interviewing
many applications for one position
Provides uniform information for each applicant
Remind the applicant to cover each question
Where do you want to be in five years?
What are your strengths in working with
others?
Selection
- Employment Interview
Unstructured Interview
A conversation between employer and applicant in a relaxed
environment
Ask open-ended questions
Why did you leave your previous job?
Tell me about yourself
Applicant has the opportunity to ask questions about the
organization
Not always reliable interviews
Pertinent questions may not be covered and bias is a possibility
First Impressions on personal attributes can be taken into
consideration
Single characteristic dominates the interviewers impression of the
applicant
(I.E.) - Pleasant Personality dominates the perception of the
applicant and other concerns are overlooked
Doesnt indicate if the candidate is qualified
Applicant with a pleasant personality in an interview is common
10
Types of interviews
Individual
This is the most common interview
method which enable the both
parties to have an individual face to
face discussion .
11
One-One/Individual Interview
Advantages
Direct Face to Face communication
Establish rapport between candidate & the
interviewer
Individual Attention on each
Relax atmosphere
Disadvantages
Individual biasness
12
13
Types of interviews
Selection Boards
A large formal panels
A large number of individuals or
groups with an interest
14
Selection Boards
Advantages
Allow a number of people to see the candidate
Sharing information at a single meeting
Can compare the assessments on the spot
Effective communication of information
Disadvantages
15
& manner of
16
17
Multiple Question
Two or more questions are asked at once
E.g.. Tell me about your last job ? How did
your knowledge of HRM help you there ?
Situational Questions
Present a situation and ask them to explain
how they have dealt with it.
Leading Questions
Lead the interviewee to give a certain reply .
E.g.. Dont you agree with that ?
Opportunity o ask questions
Prepared By: Eranda
Bandara
18
Limitations Of Interviews
Inaccurate predictions : Do not
provide accurate predictions on how a
person will perform in the job.
Limited Scope : Interview is too
brief .
Limited Relevance : Lack of focus
the interview structure .
Artificiality : Candidates are in their
best behavior.
Prepared By: Eranda
Bandara
19
Errors of judgment.
Halo effect: Making initial general
judgment ( nicely dressed )
Contagious bias: Interviewer changes
the behavior or responses of the
applicant
Logical error: Making unnecessary
conclusions.
20
Selection Boards
Advantages
Allow a number of people to see the candidate
Sharing information at a single meeting
Can compare the assessments on the spot
Effective communication of information
Disadvantages
21
22
Selection - Testing
23
Psychomotor Test
Job Knowledge
Test
Proficiency Test
Interest Test
Psychological
Test
Polygraph Test
24
Limitations Of Psychometric
Testing
No direct relationship
ability in the test & the
Interpretation of test
skilled
task,
need
experience.
Additional difficulties
Difficult to exclude
and bias from tests.
Prepared By: Eranda
Bandara
between the
job.
results is a
training
&
discrimination
25
Assessment Centers
26
27
Role Play
Case Studies
In-Tray exercises
Discussions
28
Follow-Up Procedures
1) Reference checking:
Checking the accurate information about the
previous job
Opinions about the applicants personality &
other attributes.
Providing confidential information of the
candidate.
Telephone reference is time serving &
accurate
Will you re-employee this person?
Prepared By: Eranda
Bandara
29
30
Contract Of Employment
Offer need to be accepted
Contract offer is a mixture of oral &
written
Senior personal need to approve the
contract
31
Written Particulars Of
Employment
32
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