It can vary from a very comprehensive examination and matching of an applicant’s physical capabilities to job requirements, to a general physical appearance and well-being. Aptitude tests can be used to screen out the applicants. “Reasons for leaving last job” may tell something about an applicant’s aspirations and truthfulness as well as about factors beyond an individual’s control, e.g. Companies have now started taking interest in employee health and welfare by conducting periodic health camps, providing insurance cover, conducting safety programmes, designing safety equipment and providing a safer working environment. It attracts a large number of candidates from various areas. It measures the candidates’ interest in outdoor activities, mechanical, computational, scientific, persuasive, artistic, literary, musical, clerical, social services and skills. (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. Staffs play an important function in the achieve… Learn what HR Policy is and how to write Human Resource Policies and Procedures of Companies with Examples. The items included are those which a person, who conducts an analysis, believes to have some potential as predictors. Accordingly, aptitude tests are designed to measure the hidden qualities of the candidates. Minimum qualifications and experience of the candidate, his age, etc., are ascertained. Further, it provides information regarding the enterprise, its personnel policies and the specific jobs to the applicants. The procedure for selection should be systematic so that it does not leave any scope for confusions and doubts about the choice of the selected candidate. There is a difference between practical knowledge test and dexterity test. The candidate is then evaluated by the decisions he took, during the test. Main steps of selection process adopted by large organisations are as under: First of all, the applications received during recruitment process are scrutinised. It is important to get more than two viewpoints. are known by way of this test. According to Dale Yoder, “Selection is the process in which candidates for employment are divided into two classes those who are to be offered employment and those who are not. In some organisations, the procedure for the physical examination and selection is a farce. Recruitment and Selection Policy ... advice should be sought from the HR Business Partner in advance of formal appointment. As this has placed the DPSA at the centre of HR policy, it is selected for this study (Republic of South Africa 2007:63). Its objectives are to see the looks of the candidate, his way of talking, his conduct and temperament, his interest, presence of mind, and maturity, etc. The information should be relevant to the post he has applied for. It also serves as a convenient device for circulating information about the applicant to appropriate members of management and as a useful device for storing information. Personality tests seek to determine characteristics of the candidate such as co-cooperativeness as against dominance or to judge emotional balance and temperamental qualities of the candidate. The whole exercise might be called a rejection exercise but it has a positive outcome in terms of the appropriate personnel selected. The employment interview is easily the most pervasive personnel practice, and it is a critical part of the employment process. Six biographical items have been suggested as knock-out factors in the preliminary screening programme for salesmen. These tests inform about the conduct and efficiency of the candidate. However, care should be taken that this process does not lead to elimination of desirable candidates. Because of this legislation, there is only one valid basis for criterion on which to select new employees – actual job performance. There are mainly two types of aptitude tests. i. 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. Interviews usually are conducted at the beginning and in the end of the selection process. Prepare your browser. Finding the interested candidates who have submitted their profiles for a particular job is the process of recruitment, and choosing the best and most suitable candidates among them is the process of selection. 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. These do not contain questions that discriminate unfairly. Sometimes biographical inventors are specially constructed for the purpose of predicting success in a given type of work. Content Guidelines 2. The law requiring equal opportunity of employment has placed specific limitations on virtually all selection devices. Several organizations treat reference checking very casually, take it as a matter of routine, or omit it entirely. They can get adjusted to the job and perform well in future with all capacities and strengths. Find list of company HR Practices Sample such as Leave, Promotion, Travel, Transfer, Medical Policy and more Template in ready to use ppt and pdf format … Public policy has compelled management to demonstrate the effectiveness of selection practices. Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as it is a question of getting the most suitable candidates for which various tests are to be done and interviews to be taken. It is t… It protects the organization against unwarranted claims under workers compensation laws. This can save considerable time and consequently costs in the later stages of the selection process. Used properly as an aid to selection, the application blank can be and sometimes is one of the better selection devices at the disposal of the personnel technician. Aptitude and Trade tests are aimed at measuring the applicant’s potential rather than past achievement; these are useful for entrance level clerical and trade positions. Main information’s gathered during the course of interview are – (i) physical quality, (ii) verification of academic degrees as filled in the application forms, (iii) interest in work, (iv) quick-wittedness, (v) general intelligence, (vi) memory power, etc. An interesting and potentially useful way of checking references involves the forced – Choice Questionnaire. All the stages between first and last step seem to be successive hurdles or barriers for candidates. This process is useful when the number of applicants is large. Recruitment and Selection Process in HRM refers to the locating and encouraging the potential applicants so as to pick that one who has relevant qualifications and skills to fit for a job role in the organization. Privacy Policy 9. Everything you need to learn about the selection process adopted in HRM ! HR and the hiring manager will also decide on the deadlines for accepting applications (usually minimum 14 days internally and 4 weeks externally). Such a weighted application form may quicken the process of recruitment and selection. Make best use of Employment policy. Screening of Applicants 4. When a large number of applicants are available, the preliminary interview is desirable both from the company’s point of view and that of the applicant seeking employment. Generally, a physical test includes measurement of height, weight etc. Once the candidates interview is over, the reference he had mentioned are checked by the personnel department. The forms are required to be filled in by the candidates in their own handwriting. An interview means testing on the basis of face to face interaction between the interviewer(s) and the applicant with a view to finding the suitability of candidate(s) as per the job requirements. All job applicants, regardless of race, religion, sex, or national origin, must be given equal opportunities for employment. Many organisations conduct employment tests to know more about the candidates’ capabilities and skills. 3 Topic: Selection 4. and examination of vital organs like eyes, ears, heart, lungs, etc. Following Hanman, physical – demands analysis can be conducted by three methods; (i) the disability method, (ii) the rating method, and (iii) specific method. However, it most commonly refers to the selection of workers. The specific method stresses what the employee can do. The questions included in an application blank should be such as are valid and necessary. (iv) It gives the job-seeker the assurance that his desire for work and some of his special qualifications are on record with the organization. Written tests are usually conducted when the number of applicants is very large for limited posts and their academic level is different. vii. X-ray examination of chest and other parts of the body. It follows scientific techniques for the appropriate choice of a person for the job. Stages in Selection Process (Selecting the Right Candidate): Selecting the right candidate is very crucial for the organization. (b) Our Valuing Diversity and Promoting Equality policy is a feature of all recruitment advertising. General examination – skin, musculature and joints. Similarly, past personal life history items have been found to be associated with turnover. It can be used as a good test device for the expression, handwriting and other abilities of the candidates. This test is conducted for understanding the technical knowledge, attitude and interest of the candidates. There are several employment tests considered by organisations depending upon the nature of industry or customer segment they cater to. Exceptions to these timeframes will have to be duly justified by the hiring manager and be approved by HR, and the Works Council will be informed. Most organisations in India ask candidates to provide names of referees from whom more information about the candidates can be implored. An application form is required to be filled in where recruitment is made through external sources. Dexterity test – Dexterity tests are considered for jobs requiring physical work. This is one of the most common devices for getting factual information. Capacity and his selection policy in hrm to do a job according to the screening ) check-up of blood pressure and heart report! 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