Professional Documents
Culture Documents
Submitted to:
Dr. Aman Agarwal
Submitted by:
Md.Afzal Azam
Md. Imran
Nancy Bhandari
Nikhil Agarwal
Three Important Themes in
The HRM Literature
Increased Heterogenity in the
Workforce and Effective Management
of Diversity
Willingness to Learn , Adaptability
and Ability to Work as Part of a Team
Two-Way Relationship Between
Business Planning and HRM Planning
Strategic Selection in three Concerns are Particularly
Prominent
The design of a selection system that
supports the overall organizational strategy
The monitoring of the internal flow of
personnel to match emerging business
strategies
The need to match key executives to business
strategies
Planning For Recruitment
• The forecasting of ‘human resource’ needs
• The specification of individual job
requirements
• The use of appropriate recruitment channels
Choice of Recruitment
Channels
• Emphasis on Internal Labour Market
Arrangements
• Different Channels for Different Grade and
levels
• Various Channels Yields Different Sorts of
Information
• Various Channels can be Assessed by :
1.cost to their yield
2.retention ratio
Assessing the Selection
Process
Minimization of ‘false positive’ and ‘false
negative’
The concept of Validity
a. Criterion related validity
b. Construct validity
c. Content validity
The concept of Reliability
Limitation of Selection
Interview process
First Impression , favourability and order of
information
Stereotypes
Trait Attributions
Other Effects and Biases
Interview : Possible Changes
Multiple Interviews
Training Interviewers in the Necessary skills
The use of Standardized or Common
Interviewing format and Assessment
Measures
Psychological Testing :
The Answer
PT includes Intelligence tests , Ability , and Aptitude
tests and Interest and Personality test.
Cattels 16 PF tests
i. Gives useful descriptions on personality traits
ii. Helps predict individual’s job preferences ,
satisfaction , style of operation , team working skills
iii. Combining with other test gives better results
iv. Pattern consistent over time
v. Highlights traits other then “typical personality
profile”
Limitation of Personality
and Interest tests
Possibility of Applicants Faking the Answers
Issues concerning the potential for
discrimination & ethical concerns
Adverse impact on selection of ‘women’
Ethical concerns of selection testing
Tests and Exercises in
Management Assessment Centre
1. In-basket simulation
2. The leaderless group discussion
3. Management games
4. Individual presentations
5. Objective tests
6. Projective tests
7. Interview
8. Other techniques
Key processes in establishing
and operating an assessment
centre
1. Organization-wide commitment to the importance of
the centre.
2. A determination of the different types of exercises to
measure particular dimension or behavior.
3. The selection and training of assessors.
4. The standardization of assessment procedure to ensure
reliability and validity.
5. Establishment and development of administrative
procedures for ensuring a controlled , confidential
dissemination and usage of assessment information.
..
In pursuing research into the “why of assessment
centre success” it is likely that individuals will need
to take on board the following suggestions.
1. There may be a pronounced opportunity for
criterion contamination with assessment centre
evaluation.
2. Higher evaluation to those individuals who are
most likely to fit and get on in the organization
concerned.
3. Assessment centre evaluation predicts
promotability more accurately rather than more
objective criteria
Overall Effectiveness And
Strategic Selection
The concluding section has two fold aspect:
• Firstly to summarize briefly some of the leading findings
concerning the effectiveness of individual selection instruments
F and devices.
1. Out of eleven different selection methods like (work samples
,biographical information ,peer assessment, interviewing,
personality test, assessment centers and etc) there was no one
method was high on validity ,fairness and applicability, and low
on cost.
2. The single methods that came closest to meeting the stated
standards was biographical information, which was high on
validity and applicability and low on cost, but only moderate on
fairness.
• Secondly to highlight some possible development for the
organization adopting more of a strategic approach
towards employee selection.
1. The need for competitive strategies and long-term
human resource planning should be injected into the
selection decision-making process.
2. The pace should be accelerated by senior line managers
viewing the selection process much more than simply
achieving an individual person-job fit at a point in time.