HUMAN RESOURCE MANAGEMENT

Selection

Recruitment function helps the organization to develop a pool of prospective human resources. It
is difficult for the HR manager to employ the suitable people out of the pool. Infact many
organizations face critical problems in choosing the people. Selection techniques and methods
reduce the complexities in choosing the right candidate for the job.

Dale Yoder defined Selection is the process by which candidates for employment are divided in
to two classes those who will be offered employment and those who will not.

Stone defined Selection is the process of differentiating between applicants in order to identify
and hire those with a greater likelihood of success in a job.

The selection process cannot be effective until and unless:

 The requirements of the job to be filled have been clearly specified (job analysis)
 Employee specifications (physical, mental social behavioral etc..,)
 Candidate for screening have been attracted (with salaries, working conditions, facilities,
allowances etc…)

Thus, the development of job analysis, HRP and recruitment are necessary prerequisites to the
selection process.

Significance of selection:

The ability of an organization to attain its goals effectively and to develop in a dynamic
environment largely depends upon the effectiveness of its selection programme. If right
personnel are selected the remaining functions of personnel management become easier, the
employee commitment and contribution will be at optimum level and employee-employer
relations will be congenial.

If the right person is selected he/she is a valuable asset to the organization and if faculty selection
is made the employee well become a liability to the organization.
 Selection Process

Development of basis for selection

Application /CV/Resume

JOB ANALYSIS
Written Examination

HRP
Preliminary Interview

RECRUITMENT

Business Games

Tests

Final Interview

Medical Examination
Assess the fit between
the job and the
candidate
Reference Checks

Job offer

Employment
Placement

Placement followed by selection, when once the candidate reports for duty the organization has
to place him initially in that job for which he is selected. Immediately the candidate will be
trained in various related jobs during the period of probation of training or trail.

Induction

Is followed by placement - Is the process of introducing the new employee who is designated as
a probationer to the job, job location surroundings, organization, organization surroundings and
various employees is the final step of employment process? Receiving and welcoming an
employee when he/ she first join a company and giving him/her the basic information because
he/she needs to settle down quickly and happily to start work.

Training
Training: Management has to develop the organization through HRD. Employee training is the
most important subsystem of human resources development.

Meaning: After an employee is selected, placed and introduced in an organization he/she must
be provided with training facilities in order to adjust him/her to the job. Training is the act of
increasing the knowledge and skill of an employee for doing a particular job. Training is a short
term educational process and utilizing a systematic and organized procedure by which employee
learn technical knowledge and skills for a definite purpose.

Dale S Beach “defined the training as the organized procedure by which people learn knowledge
and/or skill for a definite purpose”.

In other words training improves changes and moulds the employee’s knowledge, skill behavior
and aptitude and attitude towards the requirements of the job and the organization.

Training bridges differences between job requirements and employee present specifications

Training Methods:

On-the-job training/On-Job-Training: (OJT)

1. Job rotation
2. Coaching
3. Job instruction
4. Training through step by step
 5. Committee assignments
6. Internships

Off-the-job training:

1. Vestibule training
2. Role playing
3. Lecture Method
4. Conference
5. Programmed Instruction.

Kirk Patrick Pecuniary Utility Models of Training: This model acknowledges the approaches
which are used for evaluation of training and development:

1. Kirk Patrick Four-Level Approach

2. CIRO Approach- Context, Input, Reaction and Outcome
3. ROI- Return On Investment
4. Cost-Benefit Analysis
5. Break-Even Analysis

Management Development Programme (MDP): Development is a long-Term educational

process utilizing a systematic and organized procedure by which managerial personnel get
conceptual and theoretical knowledge. In refers not to technical knowledge and skills in
operation but to philosophical and theoretical education concepts. It involves broader education
and its purpose is long-term development.

According to Koontz and Donnell, “Manager Development concerns the means by which a
person cultivates those skills which application will improve the efficiency effectiveness with
which the anticipated results of particular organizational segment are achieved”