SELECTION PROCESS

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NATURE & PURPOSE OF SELECTION

Involves series of step for choosing most suitable candidate for vacant jobs. Helps to choose right type of candidate according to jobs. Involves many steps & at each step unsuitable candidates are rejected. Negative process because it aims at rejecting applicants who are unsuitable and offering jobs who are found fully suitable.
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SIGNIFICANCE OF SELECTION

Selection process requires heavy investment of money to get right types of people. Induction cost and training costs are also high. If the right type of person are not choosen, it will lead to huge loss of employer in terms of time, effort and money. Each step in the selection procedure should help in getting more and more information about the applicants. If the selections are done carefully it will reduce ABSENTISM & EMPLOYEE TURNOVER.
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BENEFITS OF SELECTING RIGHT KIND OF PEOPLE ON RIGHT JOB Proper selection and placement helps to built up a
suitable workforce,which also reduces the labour turnover and absenteeism. Competent employees show higher efficiency & enable the organization to achieve its objectives. The rate of industrial accidents reduces if suitable employees are placed on various jobs. The morale of employees are high who are satisfied for their jobs.
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SELECTION PROCEDURE

Vary from organization to organizationand evan from department to department according to the kinds of jobs. Selection procedure generally have 8 stages.

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1.Preliminary interview

Generally brief & does the job of eliminating unsuitable candidates. Consist a short exchange of information with respect to organization interest.

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2.RECEIVING APPLICATIONS

Applications are received from different candidates for the vacancy in the organization. Application form gives preliminary data to the interviewer and helps in formulating questions to ha get more information. The written information about age,qualification,experience etc. may prove to be greater value to the interviewer.

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3.SCREENING OF APPLICATIONS

The applications received are screened by a screening committee and the list is prepared of the candidates to be interviewed. Applicants may be called for interview on some specific criteria like sex,age groups,experience etc.

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4.EMPLOYMENT TEST

Employment tests are widely used for judging the applicants suitability for the job. It bring out the qualities and weaknesses of individuals which can be analyzed before offering them jobs. Some common tests are-

1 Intelligence test 2 Aptitude test 3 personality test 4 trade or proficiency test

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5. EMPLOYMENT INTERVIEW

To find out the suitability of the candidate. To ssk more information about the candidate. To give an accurate picture of the job with details of terms & conditions.

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6.CHECKING REFERENCES

Before the final selection, the prospective employer normally makes an investigation on the references supplied by the applicants and undertake more or less through search into the candidates past employment, education, personal reputation, police record etc.

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7.MEDICAL EXAMINATION

Physical examination and medical test of a candidate is an important step in the selection procedure.

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8. FINAL SELECTION AND APPOITMENT LETTER

After the candidate has cleared all hurdles in the selection procedure,he is formally appointed by issuing him an appoitment letter.

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THANK YOU

BY DEEPAK VATS BBA(MOM)4TH SEM

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