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HUMAN RESOURCE

MANAGEMENT

SELECTION

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LEARNING OBJECTIVES

Understand and explain:The concept of selection

The purpose of selection

The selection processApplication and shortlisting

Testing

Interviews

Reference checking

Physical Examination

Job offer/ Hiring new employee

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WHAT IS SELECTION?

Selection is the process of choosingindividuals who have the necessaryqualification to perform a particular job well

(Anthony et al, 1999).

It is a process of choosing individuals whohave relevant qualifications to fill existing

or projected job openings (Bohlander,Snell & Sherman, 2001).

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WHAT IS SELECTION?...CONT.

Simply put, selection is choosing whom tohire from a list of qualified applicants, thuschoosing of an individual from a pool of

selected applicants.

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PURPOSE OF SELECTION

To pick up the most suitable candidatewho would best meet the requirements ofthe job in an organization.

To find out which job applicant will besuccessful, if hired.

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SELECTION PROCESS

Selection processes mostly differ fromorganization to organization. Somegeneric processes include;

Application and short listingTesting

Interviews

Reference ChecksPhysical examination

Job offer/Hiring new employee

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APPLICATION AND SHORT

LISTING

Jobs are advertised so interested personsapply after which they are short-listed

Applications are the formal way a potential

employee shows his interest in anadvertised job.

Short-listing applications is the process of

deciding which applicants should befollowed up with an interview and whichapplicants can be immediately ruled out.

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FACTORS TO CONSIDER WHEN

SHORT-LISTING

Assess if each applicant in relation to theposition description (job description) andperson description (job specification).

Employers should be open minded.

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TESTING

It is a means of obtaining objective andstandardized information from potentialemployees by measuring the persons

knowledge, skills, abilities, as well as othercharacteristics.

Tests should be standardized; thus tests

should reliableand valid.

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TESTING CONT.

Reliability:means that the selectionmethods are expected to consistentlyproduce a similar score over time for a given

person or group of persons.

Validity:it is the degree to which a testmeasures the attributes that are of interest. It

being valid means the test should accuratelyand consistently measure what it purport tomeasure.

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EXAMPLES OF TESTS

Mental ability test; to check ones mental abilityand aptitude. They are mostly paper and penciltests.

Work samples;to test ones ability to do ratherthan know something. For instance a driver wouldneed to pass a driving test before he is employed.

Trainability test;used when the skill requirementof the job is constantly changing or complex. Hereemployers perform a task and allow theprospective employees to undertake the sametask.

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EXAMPLES CONT.

Personality and general test inventory;measures traits such as self esteem, selfconfidence, temperament and disposition

but psychologist warn that these tests arenot usually predictable of performance.

Honesty test;to check honesty level ofapplicants.

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INTERVIEWS

A job interview is a process in which apotential employee is evaluated forprospective employment by an employer.

During the process, the employer hopes todetermine whether or not the applicant issuitable for the job.

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TYPES OF INTERVIEWS

Structured interviews: are based on aprepared list of questions which theinterviewer does not deviate from them.

There are two types; Behavioral Description Interview;

applicants are asked about how theyperformed in the past in order to predict how

they would perform in the future. Situational Interviews;interviewees are

asked to describe how they might act in a

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TYPES OF INTERVIEW CONT.

Semi-structured interviews; majorquestions are prepared in advance butflexibility is allowed regarding exactly what

and how questions are asked.

Unstructured interviews; there is little or

no planning on the part of the interviewer.Important job related issues may be leftout. It is not recommended as a selectiondevice

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CRITICISMS OF INTERVIEWS

Perceptual errors:has to do with thehallow effect, where one is rated high orlow on a number of characteristics simply

because he or she possesses onecharacteristic.

Judgmental errors:a contrast effect

where an applicant is evaluated as higheror lower based solely on the perceivedquality of previous applicants.

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REFERENCE CHECKING

This is the process of looking up andcompiling criminal, commercial andfinancial records of a prospective

applicant.

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BENEFITS OF REFERENCE

CHECKING

Successful reference checking gives youthe ability to:

Verify information gathered from interviews.

Gain additional insight into candidates fromexperiences and perceptions of others.

Obtain indebt information about applicants

past job performance and work habit.

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PHYSICAL EXAMINATION

It is done to know whether one isphysically able to perform the job.

It also helps in placement purposes.

To ensure that worker compensationclaims may not be filed against anorganization for a pre-existing condition.

Find out about the drug and alcohol levelof the applicant.

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JOB OFFER/ HIRING OF NEW

EMPLOYEE

After an applicant has successfully gonethrough all the previous steps, he or she ishired. The hired applicant is briefed on the

following;Duties and responsibilities

Salary and other allowances

Benefits, promotion and sick leave.

Organization policies

Employment contract and benefit forms whichshould be signed by both the employer and

employee 20GROUP 13 - SELECTION

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THANK YOU

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GROUP 13

MEMBERS

LARBIE ANTOINETTE ADJOE SB/COM/09/0004

WILSON SEY JUSTICE SB/COM/09/0007 ADUNAH BARBARA ANUWE SB/COM/09/0023 ADALETEY JENNIFER ELLAH SB/COM/09/0043 ADU-DAAKO RUTH SB/COM/09/0063 AIDOO JOSEPHINE ABOTAR SB/COM/09/0073

CANN DAVID VINCENT SB/COM/09/0083 ADOTEY GIFTY AKU SB/COM/09/0122 DJARBENG RACHEL NAA AFARLEY SB/COM/09/0129 OPOKU KWAME NYAMEKYE SB/COM/09/0189

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