Jyoslides 120322045024-phpapp01
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Human resource refers to the quantitative and qualitative assessment of human beings within an organization, including their skills, knowledge, abilities, and more. The recruitment process involves 9 key steps: preliminary interviews to screen applicants, selection tests to assess abilities, employment interviews, reference and background checks, making a selection decision, physical examinations, a job offer, establishing an employment contract, and evaluating the effectiveness of the selection program. The goal is to procure and recruit the most efficient and capable employees in order to determine the success or failure of the organization.
Jyoslides 120322045024-phpapp01
- 1. Presented by: Wajeeha Ijaz Amna Bashir Umber Fatima Sajid Tanveer
- 2. “The Company is known by the people and its employees.” Human Resource is the combination of quantitative and qualitative assessment of human beings in the society. It does not mean only the number of people working in the organization; but it is the aggregate of employees, employee skills, knowledge, ability, talents, aptitude, and creativity. The success and failure of an organization depends to an extent as to how much efficient, experienced, and capable employees are procured and recruited.
- 3. Meaning and Definition: The Process of generating a pool of qualified candidates for a particular job.
- 4. 1. Preliminary Interview 2. Selection Tests 3. Employment Interview 4. Reference and Background Checks 5. Selection Decision: 6. Physical Examinations 7. Job Offer 8. Contract Of Employment 9. Evaluation of Selection program
- 5. 1. Preliminary Interview: The purpose of this interview is to scrutinize the applicants, i.e. elimination of unqualified applications. 2. Selection Tests: Different types of selection tests may be administrated, depending on the job and the company. Generally tests are used to determine the applicant’s ability, aptitude, and personality.
- 6. SELECTION METHODS Cont . . . Tests measure knowledge, skill, and ability, as well as other characteristics, such as personality traits. TESTING TESTING TYPES Cognitive Ability Test Integrity Test Personality Test Drug Test Physical Ability Test Work Sample Testing
- 7. It measures the learning, understanding, and ability to solve problems. e.g. Intelligence Tests. 1. Cognitive Ability Testing It measures the patterns of thought, emotion, and behavior. 3. Personality Testing It assesses muscular strength, cardiovascular endurance, and coordination. 2. Physical Ability Testing SELECTION METHODS Cont . . . TESTING TYPES
- 8. SELECTION METHODS Cont . . . It is designed to assess the likelihood that applicants will be dishonest or engage in illegal activity. 4. Integrity Testing Normally requires applicants to provide required sample that is tested for illegal substances. 6. Drug Testing Measures performance on some element of the job. 5. Work Sample Testing TESTING TYPES
- 9. 3. Employment Interview: The next step in the selection process is employment interview, an interview is conducted at the beginning, and at the selection process of the employment interview can be one- to-one interview or panel interview.
- 10. SELECTION METHODS Cont . . . Types of Interviews 2. Unstructured Interviews 1. Structured Interviews Situational Interview Behavioral Interview
- 11. SELECTION METHODS Cont . . . SITUATIONAL INTERVIEW • In which the interviewer asks questions about what the applicant would do in a hypothetical situation BEHAVIORAL INTERVIEW • In which the questions focus on the applicant’s behavior in past situations. Uses a list of predetermined questions. All applicants are asked the same set questions. There are two types of structured interviews. 1. Structured Interviews Interviews-open ended questions are used such as “Tell me about yourself” 2. Unstructured Interviews • This allows the interviewer to pose different sets of questions to different applicants.
- 12. 4. Reference and Background Checks: Many employers request names, address, telephone numbers or references for the purpose to verify information and gaining additional background information of an applicant.
- 13. 5. Selection Decision: Selection decision is the most critical of all steps in selection process. The final decision has to be made from the pool of individuals who pass the tests, interviews and references checks. 6. Physical Examinations: After selection decision and before the job offer is made, the candidate is required to undergo a physical fitness test.
- 14. 7. Job Offer: The next step in selection process is job offer. Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty 8. Contract Of Employment: Basic information is written in Contract of employment that varies according to the levels of job. After the offer and acceptance of the job certain document is the attestation form.
- 15. 9 Evaluation of Selection program: The broad test of effectiveness of the selection process is a systematic evaluation .a periodic audit is conducted in the HR department that outlines and highlights the areas which need to be evaluated in the selection process.