5 MANAGING PEOPLE Employee Selection MATHISHA HEWAVITHARANA - - PowerPoint PPT Presentation

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5 MANAGING PEOPLE Employee Selection MATHISHA HEWAVITHARANA - - PowerPoint PPT Presentation

5 MANAGING PEOPLE Employee Selection MATHISHA HEWAVITHARANA Managing Human Resources MBA (Col),BBA Sp.Mktng (Col), PPG DIP. In Mktng (UK), MCIM (UK), Chartered Marketer 14 th edition (UK), Practicing Marketer (SL), ACMA, CGMA CIMA (UK), DBF


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PowerPoint Presentation by Charlie Cook The University of West Alabama

Managing Human Resources

Bohlander • Snell

14th edition

MANAGING PEOPLE

Employee Selection

MATHISHA HEWAVITHARANA

MBA (Col),BBA Sp.Mktng (Col), PPG DIP. In Mktng (UK), MCIM (UK), Chartered Marketer (UK), Practicing Marketer (SL), ACMA, CGMA CIMA (UK), DBF (IBSL), AIB (IBSL), MSLIM(SL),

Head of Branches - Siyapatha Finance PLC

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Chapter Contents

Summarized Chapter Contents:

1. What is Selection 2. Selection process 3. Alternative Selection Methods

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  • Selection is the process of choosing individuals who have relevant

qualifications to fill existing or projected job openings.

  • Selection is the process of picking up individuals (out of the pool of job

applicants) with requisite qualifications and competence to fill jobs in the organization.

  • “Selection is the process of differentiating between applicants in order

to identify and hire those with a greater likelihood of success in a job.”

Employee Selection

What is Selection:

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Chapter Contents

Summarized Chapter Contents:

1. What is Selection 2. Selection process 3. Alternative Selection Methods

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i. Preliminary Interview / Initial Screening ii. Employment Interview iii. Selection Tests iv. Reference & Background Checks v. Selection Decision vi. Physical Examination

  • vii. Job Offer
  • viii. Final Selection

Employee Selection

Selection Process:

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i. Preliminary Interview / Initial Screening

Employee Selection

Selection Process:

The purpose of preliminary interviews is basically to eliminate unqualified applications based on information supplied in application forms. The basic objective is to reject misfits. On the other hands preliminary interviews is often called a courtesy interview and

  • rganization will continue with the next step of Selection Process
  • nly with the successful candidates in the preliminary interview.
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i. Preliminary Interview / Initial Screening

Employee Selection

Selection Process:

  • Cover letters & Resumes
  • Internet Checks & Phone Screening
  • Application Forms
  • Online Application
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  • ii. Employment Interview

Employee Selection

Selection Process:

Here interview is a formal and in-depth conversation between applicant’s acceptability. It is considered to be an excellent selection

  • device. Interviews can be One-to-One, Panel Interview, or

Sequential Interviews. Besides there can be different types of Interviews. Following Attributes will be evaluated in an interview;

  • Personal qualities
  • Academic achievements
  • Occupational experience
  • Interpersonal competences
  • Career orientation
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  • ii. Employment Interview

Employee Selection

Selection Process:

Different Interview Styles / Types a) Non Directive Interview / unstructured b) Structured Interview c) Situational Interview (Hypothetical) d) Behavioral Description Interview (Real) e) Panel Interview f) Phone Interviews g) Computer Interviews h) Video Interviews i) Stress Interviews

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  • ii. Employment Interview

Employee Selection

Selection Process:

Factors to be Considered by an Interviewer

  • A suitable location will have to be selected prior to the interview.
  • A standard interview guide line will have to be developed.
  • Interviewer must have a clear idea about the profile of the job.
  • Interviewer must continue the interview without Stereotypes or Bias.
  • Interviewer must be a good listener.
  • Interviewer must be a practical person with intelligence.
  • Interviewer must be a matured personality
  • Non-Verbal Communication must be identified.
  • Honesty & Accurate Information
  • Avoid Halo Error.
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  • ii. Employment Interview

Employee Selection

Selection Process:

Problems in the Interviewing Process

  • Immediately jumping in to judgments.
  • Personal bias.
  • Disturbing Interviewing environment
  • Different value systems of the interviewing panel.
  • Interviews done without a clear guide line.
  • Identify inappropriate candidates for the interview
  • Physical appearance & behavior may influence the final decision.
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  • iii. Selection Tests

Employee Selection

Selection Process:

Jobseekers who pass the preliminary interviews are called for

  • tests. There are various types of tests conducted depending upon

the jobs and the company.

  • Performance test (Job Knowledge / Work Sample)
  • Intelligent test
  • Aptitude / Ability test
  • Personality test
  • Situational test
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Employee Selection

Selection Process:

After the Interview / selection tests following Post-Interview Screening initiatives may be applied;

  • Reference Checks
  • Background Checks
  • Behavior / Credit Checks
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iv. Reference & Background Checks

Employee Selection

Selection Process:

Reference checks and background checks are conducted to verify the information provided by the candidates. Reference checks can be through formal letters, telephone conversations or e-mails. However it is merely a formality and selections decisions are not completely affected by it.

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v. Selection Decision

Employee Selection

Selection Process:

After obtaining all the information, the most critical step is the selection decision to be made. The final decision has to be made out

  • f applicants who have passed preliminary interviews, tests, final

interviews and reference checks. The views of line managers are considered generally because it is the line manager who is responsible for the performance of the new employee.

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vi. Physical / Medical Examination

Employee Selection

Selection Process:

After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical examination. To perform certain job functions physical stability is very important.

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  • vii. Job Offer

Employee Selection

Selection Process:

The next step in selection process is the job offer to those applicants who have got successful in all the previous stages in the recruitment & Selection process. It is formerly made by the way of letter of appointment.

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Chapter Contents

Summarized Chapter Contents:

1. What is Selection 2. Selection process 3. Alternative Selection Methods

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  • Assessment Centres
  • Psychological Testing
  • Work Simulation
  • References

Employee Selection

Alternative Selection Methods to Interview:

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  • Assessment Centres

Employee Selection

Alternative Selection Methods to Interview:

Assessment Centres assemble a group of candidates and use a range of assessment techniques over a specific period of time. An assessment center typically involves the use of methods like social/informal events, tests and exercises, assignments being given to a group of selected candidates to assess their competencies similar to the job they would be expected to be given. The trained evaluators observe and evaluate candidates as they perform the assigned tasks.

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  • Psychological Testing

Employee Selection

Alternative Selection Methods to Interview:

Psychological feasibility of the candidate will be assessed through these technique hence a more qualitative evaluation is expected. This can be done by using several tools such as;

  • Aptitude Tests
  • Intelligence Tests
  • Personality tests
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  • Work Simulation

Employee Selection

Alternative Selection Methods to Interview:

This type of exercise can range from something as simple as having the candidate design and deliver a presentation (to assess presentation skills for a training position) to having candidates complete an elaborate, highly structured computerized simulation (to be used to assess ones ability to operate expensive, potentially dangerous equipment). Two common simulations are;

  • In-Basket exercise (Administrative Capacity)
  • Role-Play. (Interpersonal Capacity)
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References The preferred referees are typically:

  • (a) A former employer, senior manager or supervisor that the

applicant has worked for in the past, or the applicant's current employer.

  • (b) If the applicant has not had a job before, a senior teacher or

course tutor who has taught the individual.

  • (c) An eminent person who knows the applicant socially, such as a

religious leader, a solicitor, a doctor or an accountant.

Employee Selection

Alternative Selection Methods to Interview:

The main purpose of referencing is to obtain confidence about a prospective candidate from independent third parties prior to take the final decision on appointing.

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PowerPoint Presentation by Charlie Cook The University of West Alabama

Managing Human Resources

Bohlander • Snell

14th edition

THANK YOU !

0773 – 29 20 29 mathihewa@yahoo.com