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Commerce > Selection > Flashcards

Selection Flashcards

1
Q

What is the meaning of selection?

A

It is the process of judging the suitability of applicants in the light of job requirements to decide which recruits should be hired

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2
Q

Selection is a negative process. Justify

A

Selection is a negative process because the no. of candidates rejected is much higher than the no. of selected persons. It is an elimination process

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3
Q

Define selection.

A

” Selection is the process in which candidates for employment are divided into two categories , those who r to be employed and those who r to be rejected” - DALE YODER.

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4
Q

What does selection involve?

A

It involves comparing job requirement and qualification of candidates

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5
Q

Purpose of selection

A

To choose the right person for the right job

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6
Q

Benefits or importance of employee selection

A
  1. It helps to improve efficiency and profitability
  2. It ensures job satisfaction
  3. It helps to minimise labour turnover and absenteeism
  4. It facilitates higher quantity and quality of performance
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7
Q

How does selection provide job satisfaction

A

By matching the candidates with their suitable jobs

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8
Q

How does selection improve efficiency?

A

By choosing qualified person for every job

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9
Q

What r the consequences of faulty selection?

A

low efficiency
high labour turnover,
poor quality and quantity
Waste of time and money.

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10
Q

List the steps involved in selection of employees

A
  1. Preliminary interview
  2. Application form
  3. Employment tests
  4. Selection interview
  5. Checking references
  6. Medical examination
  7. Final approval
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11
Q

Explain PRELIMINARY INTERVIEW

A
  1. first occasion when candidates come in contact with company’s officials.
  2. Job seekers r received by an official who conducts brief interview to determine whether it is worthwhile for candidate to fill application form
  3. Purpose is to ascertain minimum qualification, age, experience of the candidates
  4. Obviously unfit people are rejected.
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12
Q

Explain APPLICATION FORM

A
  1. Candidates who succeed the PI are asked to fill the application form
  2. It provides a written record of name, age, qualifications , work experience of the candidate
  3. It reflects handwriting and expression of candidates and serves as the basis for interview
  4. It should be designed to secure all relevant info of candidate
  5. There is no standard application form for all jobs or firms
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13
Q

Explain EMPLOYMENT TESTS

A
  1. Tests r becoming popular in employee selection
  2. based on the assumption that work behaviour of a person can be predicted by sampling it.
  3. several types of test r there so right one should be used.
  4. Tests r more useful for identifying unsuitable candidates than for selecting appropriate candidates
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14
Q

Explain SELECTION INTERVIEW

A
  1. An interview is purposeful exchange of ideas and info between two or more persons
  2. Means of checking the info obtained through step 2 and 3
  3. Opportunity to candidate to get info about job and company
  4. Manager can judge personality, communication skill, face to face contact
  5. Atmosphere free from noise disturbance and interruption
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15
Q

Explain CHECKING REFERENCES

A
  1. Candidates r required to give names and addresses of 2 to 3 persons from whom info abt candidate may be obtained
  2. people are called “references”
  3. head of educational institution attended by candidate or pervious employers
  4. references r requested to provide info in confidence abt candidates character and competence
  5. may not provide reliable info becoz no candidate will enter name of reference who may speak unfavourably or reference may deliberately speak against candidate due to prejudice or reference may not respond
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16
Q

Explain MEDICAL EXAMINATION

A
  1. A physical exam is necessary to ensure they r physically fit for job
  2. It also helps to protect employer form risk of claims for compensation from individual suffering from disability or disease
  3. Medical exam should record complete medical history, current physical status, and nature of disability,
  4. But it should not be used to reject an otherwise suitable candidate
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17
Q

Explain FINAL APPROVAL

A
  1. Candidates short listed after medical exam are finally approved by head of department in which they r to work
  2. They r issued appointment letters and service agreements are made with them
  3. no selection procedure is fool proof and best way to judge a person is to observe him working on the job
  4. candidates r therefore appointed on probation for 1 or 2 yrs after which they r made permanent if satisfactory performance is given
  5. after selection, they r assigned specific jobs and work places the process of which is called placement .
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18
Q

What is a test ?

A

A systematic comparison of the work behaviour of candidates on sample basis.

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19
Q

What does a selection test assess?

A

It assesses the attitude and performance of candidate with the help of psychological techniques

20
Q

The two major divisions of tests

A

Proficiency tests and Aptitude tests

21
Q

Types of Proficiency tests

A

Achievement tests
Dexterity tests
Intelligence tests

22
Q

Types of Aptitude tests

A

Personality test

Interest test

23
Q

Explain Dexterity tests

A
  1. Designed to ascertain how swiftly and efficiently a candidate uses his body parts
  2. useful for judging candidates for a job requiring use of different body parts in a coordinated manner
24
Q

Explain Intelligence tests

A
  1. measure person’s capacity in terms of vocabulary, mental alertness, memory, reasoning, etc
  2. used to judge IQ of candidates
25
Q

Explain Achievement tests

A
  1. measure the skills and knowledge already possessed by the candidate
  2. help to determine whether claims made by candidate abt his skills and knowledge r true
  3. candidate is asked to perform his job and his actual test performance indicates his proficiency
26
Q

What is APTITUDE?

A

Individual’s potential for learning the skills required for a job.

27
Q

What does an aptitude test do?

A

It measures the candidate’s capacity and his potential for development

28
Q

Personality test

A

Judge the emotional balance, temperament and maturity .
reveal ability of applicant to adjust to new situation and new persons
helpful for selecting people for managerial jobs

29
Q

Interest test

A
  1. assessing type of work in which candidate shows special interest and involvement
  2. the type of job which will be satisfying is determined using interest tests
30
Q

Advantages of tests

A
  1. Uniformity - test provide a uniform basis for comparing the performance of candidates
  2. Objectivity - provide an objective criteria for assessing capability og candidate
  3. Suitability - helps to judge the suitability of candidate in terms of intelligence, dexterity and temperament
31
Q

Disadvantages of tests

A
  1. Unreliable - conclusions drawn may not be fully reliable in some cases as only a sample of skills and behaviour is tested
  2. Misuse - if person administering the test is biased , they may falsify the results ; if persona administering is incompetent wrong result may be given
  3. Fear of Exposure -some competent people may not like to be judged via tests and company may be deprived of services of people who r suitable but won’t attend tests
32
Q

Essential requirements of a good selection test

A
  1. Reliability - test should give the same result when applied to a person at different times
  2. Objectivity - should be applicable to different persons in the same manner. should be designed such that two or more people can respond to question in same way
  3. Consistency - should give consistent result when carried out on different people at different times
  4. Standardisation - administered under standardised conditions. method of conducting also must be standardised
33
Q

What is an interview

A

A formal conversation between candidate and employer to judge the candidate’s suitability for a job.
It is a purposeful exchange of ideas and info between two or more persons.
It is a face to face encounter with the purpose of judging candidate’s face to face contact personality and communication skills.
Its other purpose is for candidate to get info abt job and company

34
Q

Types of interview

A
  1. Structured or patterned
  2. Unstructured or non-directive
  3. Group interview
  4. Panel or Board interview
  5. Stress interview
35
Q

Patterned interview

A
  1. systematically planned in advance and conducted in a pre planned manner
  2. question to be asked and time allotted is decided in advance
  3. most common type of interview
36
Q

Non directive interview

A
  1. Interview is not planned in advance
  2. questions to be asked and expected reactions r not decided
  3. candidates r asked their views on relevant matters
  4. requires experienced interviewers
37
Q

Group interview

A
  1. A group of candidates r interviewed at the same time
  2. They r given a problem for discussion and candidates express their views on it
  3. interviewers judge the views and initiatives taken by candidates
38
Q

Panel / Board interview

A
  1. candidate is interviewed by a board of selectors
  2. Different interviewers asked questions on different topics
  3. candidate is judged on basis of combined rating by panel
39
Q

List the guideline for conducting an effective interview

A
  1. Selection of interviewers
  2. Information about candidates
  3. Preparation for interview
  4. Putting the candidate at ease
  5. Drawing the best
  6. Concluding the interview
40
Q

Selection of interviewers

A
  1. Person who is to conduct the interview must be knowledgeable and experienced
  2. He should understand requirement of vacancy, standard expected from candidate and technique of conducting the interview
41
Q

Info abt candidates

A
  1. Interviewer should get a detailed info abt candidates before the interview
  2. info like background, qualification, experience
  3. info is obtained from application form, preliminary interview , employment tests
42
Q

Preparation for interview

A

Type of info to be obtained
question to be asked
time to be given to each candidate
MUST be decided in advance unless interview is UNSTRUCTURED

43
Q

Putting the candidate at ease

A
  1. Interviewer should make candidate comfortable
  2. after candidate is at ease only he should start asking questions
  3. help in judging correctly knowledge and understanding of candidate
44
Q

Drawing the best

A
  1. attempt of interviewer should be to obtain best possible info from candidate
  2. should tackle each according to personality traits, attitude, communication skills
45
Q

Concluding the interview

A
  1. should close at a friendly note
  2. candidate should not feel neglected
  3. interviewer should write conclusion as soon as candidate leaves the room
  4. only after noting assessment the next candidate should be called
46
Q

BOD for difference between recruitment and selection

A
46
Q

BOD for difference between recruitment and selection

A
  1. Meaning
  2. Nature of process
  3. Beginning and end
  4. Stage
  5. Objective
  6. way of approach

Commerce (3 decks)

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