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SELECTION & Socialization
SELECTION
Objective
What are the “benefits” from a proper selection processWhat is the primary purpose of selection activitiesThe discrete selection process The comprehensive selection process Purpose of using certain selection devices
SELECTION - defined
Selection can be defined as the combination of processes that lead to the choice of one or more candidates over others for one or more jobs or roles.
Selection Decision Outcomes
Accept Reject
Successful
Unsuccessful
Objective: Accept the suitable candidate; Reject the unsuitable candidate Or, Reduce the Accept and Reject Errors.
Correct Decision
Reject Error
Accept Error
Correct DecisionLa
ter
job
perf
orm
ance
s
The Purpose of Selection
“Evaluate and Attract”
1. Predict which job applicant would be successful if hired
2. Inform and Sell the job and the organization to the candidate
Necessity for careful selection
Your own performance depends partly on the performance of your subordinatesCost implications (eg.hiring and training even a clerk can cost $5000or more in fees and supervisory time)
Legal implications (court will find employers liable when employees with criminal records take advantage of access to customers home /databases to commit crimes; negligent hiring is the term used by lawyers to refer to hiring workers with criminal backgrounds, without proper safeguards. )
How to safeguard against Negligent Hiring?
Carefully scrutinize all information supplied by applicant eg. Look for unexplained gaps in employment/education
Getting applicant’s written authorization for reference checks & carefully checking references
Saving all records of information obtained about the applicant
Rejecting applicants who make false statements of facts, criminal records for offences directly related and imp. to job in question
Balancing the applicant’s privacy rights with others’ i.e.. Any hint of damaging information should be clarified/investigated
Taking immediate disciplinary action if problem arises
The Discrete Selection Process
1. Initial Screening Interview
2. Completion of the application blank / form
3. Comprehensive interview
4. Background investigation
5. Physical examination
6. Final employment decision
Reception of applicants
Preliminary interview
Investigation of previous history
Employment tests
Application blank
Interview
Preliminary selection in employment department
REJECTION
Final selection by foreman or supervisor
Applicants exit process. Job or organization is not to their liking
Waiting list of desirable applicants
Physical Examination
PLACEMENT
Initial screening
Two-step process
Rejection at this stage due to inappropriate education/experience Helps the management to describe the job in enough detail Identify the a salary range
Screening of inquiries
Provision of screening interviews
Completion of the application form
Information requested here –
Name; address; telephone number; educational qualifications; work experience – organizations worked in previously, salary drawn, designation, skill sets; languages known; achievements – academic, work related; hobbies; references; any break in education or work experience – reasons etc.
Employment tests
Attempts to assess the intelligence, abilities and personality traits etc.
helps in effective selection
Comprehensive interview
Aimed at trying to assess the candidates fitment to the jobDone by potential supervisor, other executives within the organization, HR departmentProbe into areas like – motivation, ability to cope with pressure, ‘fit in’ with the organization
Background Investigation
Contacting former employers to confirm work recordContacting other job-related or personal references
Physical Examination
Essentially to meet the minimum standards for organization’s group life and medical insurance
Provide base data in case of future compensation claims by the employee.
Final Employment Decision
Offer of employment goes from the HR department
Hiring decision done by the department which had the position open
Importance of good ‘fit’ between boss and employeeIn case or incorrect decision – hiring manager (dept.) has no one else to blame
Final Employment Decision
The outcome of the selection exercise lies now in the hands of the employee – Accept or Reject the offer
Did we miss the candidates who were rejected ?
What about communication?
The rejected candidate does have the right to know about the reason for rejection…
“What and how communication happens does impact the image of the
organization”.
The Comprehensive Approach
Applicants go through the entire selection process (selection
decision based on comprehensive evaluation of the results in each stage)
Realistic : recognizes that applicants have strengths as well as weaknesses (eg. Need for certain no. of years of work exp. could be compensated by
educational qualifications or exceptional performance in written tests)
Could be time consuming (but, worthwhile if the job is important enough to
justify the cost or many qualities are needed for success in the job)
Key elements in successful predictors
ReliabilityValidityUtility
Socialization
ContentsWhat is socializationImportance of Orientation programsProcess of SocializationRole of managers in Employee Socialization
Socialization
Adapt, Acclimate, Adjust……to a new environment.
In organizations : a different group of co-workers, a new boss, different work
activities, work standards, new organizational culture etc…
Importance of Orientation Programs
Foster better understanding of the organization’s culture, job responsibilities and how they tie into company and departmental priorities
To help in building strong bonds between new hires and the organization
Process of Socialization
outcomes
Prearrival Encounter Metamorphosis
Productivity
Commitment
Turnover
Role of managers in Employee Socialization
Socialization programs could be… Formal or informal Individual or collective Fixed or variable time period Serial or disjunctive Investiture or divestiture
References
(Core reading)David A. DeCenzo – Personnel/Human Resource Management
(Additional ref.) Gary Dessler - Human Resource Management
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