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SELECTION,PLACEMENT AND

INDUCTION
MODULE- 4
DEFINITION
• Selection
– The process of choosing individuals who have
relevant qualifications to fill existing or projected
job openings.
• Selection Considerations/ Essentials
– Person-job fit: job analysis identifies required
individual competencies for job success.
– Person-organization fit: the degree to which
individuals are matched to the culture and values of
the organization.
APPROACHES TO SELECTION
• 1) Ethnocentric Selection :-
• Staffing decisions are made at the
organization's headquarters
• Subsidiaries have limited autonomy
• Key jobs at home and abroad are filled by
employees from headquarters
• Nationals from parent country dominate the
organization at home and abroad
• 2) Polycentric Selection:-
• Each subsidiary is treated as a distinct
national entity with local control over
operations
• Headquarters controls key financial
targets and investment decisions
• Subsidiaries managed by locals but key
jobs with the staff from headquarters
• 3) Regiocentric selection:-
• Control within the group and the
movement of staff are managed on
a regional basis reflecting the
particular disposition of businesses
and operations within the group
• Regional managers have greater
discretion in decisions
• 4) geocentric selection:-
• Business strategy is integrated
thoroughly on global basis
• Staff development and promotion
are based on ability not nationality
• The top management structure is
thoroughly international in
composition
Significance of Selection
Process
• Significant in two ways:
• - Work performance which is
dependant on individuals( hire
people who have competence and
willingness to work)
• - cost incurred in recruiting and
hiring personnel speaks volumes
about the role of selection
The selection Process
External environment Internal environment

Preliminary interview

Selection tests

Employment interviews
Reference and background
analysis

Selection decision
st nacil ppa det cej e R

Physical examination

Job offer

Employment contract
Evaluation
• I. Environmental Factors :-

• Is influenced by several factors

• Supply and demand of specific skills,


unemployment rate, labor market
conditions, legal and political
considerations, company’s image,
company’s policy, HRP, and cost of
hiring etc
• II. Preliminary Interview:-
• Purpose is to scrutiny the applications and
eliminate the unqualified jobseekers based on
the information in the application from
• III. Selection Tests:-
• Those passing the preliminary are called for
tests
• Different types of tests are conducted
depending on the job and company like…
• a) ability tests:- determines how well an
individual can perform tasks related to job
• b) aptitude test:- helps determine a
person’s potential to learn in a given
area

• c) personality test:- conducted to


measure a prospective employee’s
motivation to function in a particular
working environment to measure
one’s self sufficiency, neurotic
tendency, sociability, introversion,
extroversion, locus of control, and self
confidence
• d) interest tests:- used to measure an
individual’s activity preferences
• useful for students considering career
changes
• e) graphology:- designed to analyze the
handwriting of an individual
• Suggests the degree of energy,
inhibitions and spontaneity and also
discloses the elements of balance and
control
• f) polygraphic tests :- are designed to
ensure accuracy of the information
given in the applications
• IV. Employment Interviews:-
• Is a formal , in-depth conversion conducted
to evaluate the applicant’s acceptability
• It can be …
• a) one-to-one:- only two participants
• b) sequential:- involves a series of
interviews usually related to the subject
area and is based on he strength and
knowledge base of interviewer
• c) panel:- consists of two or more
interviewers and can be an experience with
a wealth of information shared between
them
• Objectives of interview:-
• i) helps obtain additional information
• ii) facilitates giving general to the
candidate about the company policies,
product, nature of job etc
• iii) helps build the company’s image
among applicants
Types of Interviews
• a) Structured:-
• A predetermined checklist of questions,
usually asked of all applicants
• Useful for valid results, especially when
dealing with large number of applicants
• b) Unstructured:-
• Few planned questions and are made up
during the interview
• Used to probe personal details of candidate
to analyze why they are not right for the job
• c) Mixed:-
• A combination of structured and
unstructured questions
• A realistic approach that yields comparable
answers plus in depth insights
• d) Behavioral:-
• Questions limited to hypothetical situations
• Evaluation based on the solution and
approach of the applicant
• Useful to understand the reasoning and
analytical abilities under modest stress
• e) Stress:-
• A series of harsh, rapid fire questions
intended to upset the applicant
• Useful for stressful jobs, such as
handling complaints
• Some other type are---- counseling,
merit rating, grievance and exit
interviews
Barriers to Effective Selection
• Perception
• Fairness
• Validity
• Reliability
• Pressure

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