THE SELECTION PROCESS IN HRM

The Selection Process in HRM

Table of Contents

INTRODUCTION3

SELECTION PROCESS4

INFORMATION TECHNOLOGY AND THE SELECTION PROCESS5

RISK MANAGEMENT AND HRM7

1) Job analysis and writing job descriptions:8

2) Hiring:9

3) Orientation and training:9

4) Employer/employee interactions:9

5) Performance appraisal, compensation and discipline:10

SYSTEM THINKING AND HRM12

TQM AND SELECTION PROCESS14

ENGINEERING AND SELECTION PROCESS17

CONCLUSION22

REFERENCES23

The Selection Process in HRM

Introduction

In every organization, recruitment and selection of qualified management candidates is crucial to efficient and strategic management. As Lester L. Tobias (1990) notes, “To achieve excellence, organizations must start with excellent people…It is easier and more cost-effective to approach excellence through better selection than through any other method” (p. 23). The process of figuring out in advance what kinds of people and skills will be needed in the future is one of the major strategic steps an organization can take to successfully recruit management executives, and it should actually take place prior to the need for recruitment for any particular position (Pynes, 1997).

Regardless of whether a recruitment plan has been put in place as part of a strategic plan, when the time comes to fill an executive position, as Ram Charan (2000) discusses, the search committee or board of directors will need to approach the search strategically by examining three areas. They should look at the organization's needs and set priorities for those needs, they should determine if there is an insider who is qualified for the position or if it will be necessary to look outside the organization, and they should evaluate the candidate as a total person, not just in terms of education and experience but in terms of personality and temperament as well.

Selection Process

The selection process consists of various steps. At each stage facts may come to light which may lead to rejection of the applicant. Steps involved in the selection are:

Preliminary interview: - Initial screening is done to weed out totally undesirable/unqualified candidates at the outset. It is essentially a sorting process in which prospective candidates are given necessary information about the nature of the job and the organization.

Application blank: - Application form is a traditional and widely used device for collecting information from candidates. The application form should provide all the information relevant to selection.Selection test: - Psychological are being increasingly used in employee selection. A test is sample of some aspects of an individual's attitude, behavior and performance. It also provides systematic basis fro comparing the behavior, performance and attitudes of two persons.

Employment interview: - An interview is a conversation between two persons. In selection it involves a personal, observational and face to face appraisal of candidates for employment.

Medical examination: - Applicants who have crossed the above stages are sent for a physical examination either to the company's physician or to a medical officer approved for the purpose.

Reference checks: - The applicant is asked to mention in his application form the names and addresses of two or three persons who know him well.

Final approval: - The short listed candidates by the department are finally approved by the executives of the concerned ...