Week 11: Personnel Selection Process

Question 1

It refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening.

Answer 1

Selection Process

Question 2

True or false: Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management (HRM) is to define and guide managers in this process.

Answer 2

True

Question 3

The root of any employment decision is a?

Answer 3

need

Question 4

Requirement and Selection of employees?

Answer 4

1. Initial Screening - First step in the selection process.
2. Minimum Criteria - Education, Experience, Licensure examination.

Question 5

Includes Education, Experience, Licensure examination.

Answer 5

Minimum Criteria

Question 6

First step in the selection process.

Answer 6

Initial Screening

Question 7

The process by which a job vacancy is identified and potential employees are notified.

Answer 7

Recruitment

Question 8

Recruitment involves?

Answer 8

• Job description
• Person specification

Question 9

Steps in the Selection Process?

Answer 9

1. Posting or advertising job vacancies.
2. Reception of applications/applicants either in person or in writing.
3. Preliminary interview.
4. Applicant reports to the personnel manager or his assistant who briefs him on opportunities in the organization.
5. If acceptable, applicant is made to take employment tests.
6. The applicant is interviewed by the personnel manager to check the veracity of information.
7. Investigation of applicant’s background
8. Introduction of the qualified applicant to his immediate boss
9. Medical examination
10. Induction and placement of the new employee.

Question 10

Examples of employment tests?

Answer 10

1. Performance tests
2. Intelligence Tests
3. Aptitude Tests
4. Interest Tests
5. Test for emotional reaction and adjustments
6. Test for Attitudes

Question 11

The types of interviews used?

Answer 11

1. Planned and patterned interviews
2. Non-directive interview
3. Depth interviews
4. Group interviews

Question 12

Pointers in Personnel Selection?

Answer 12

1. An applicant who has held 3 to 4 jobs within the past five years is a high risk (Chance are this person is job hopper).
2. Recent emotional crises in an individual may lead to emotional instability for a period of time.
3. If the writing is sloppy, it may indicate a generally careless attitude. Unanswered items in the application
4. Over qualification is about as bad as under qualification.
5. Check if the reference is a close friend or relative of the applicant.
6. If the medical history is lengthy or ambiguous, there is a good chance that the applicant is either in poor health or somewhat neurotic.
7. Hiring relatives or close personal friends must be discouraged.
8. If other things are equal, hire people you instinctively like.
9. Generally, the person who works for financial reasons is likely to be a more stable employee than is the person who is economically independent.

Question 13

It consists of periodic written reports on employees’ performance.

Answer 13

Personnel Evaluation

Question 14

Serves as a basis for counseling interviews.

Answer 14

Personnel Evaluation

Question 15

Serves as a resource documents for promotion, transfer, separation and references.

Answer 15

Personnel Evaluation

Question 16

Serves as a summary of day-today and weekly evaluation.

Answer 16

Personnel Evaluation

Question 17

Is the advancement of an employer to better job- better in terms of greater responsibilities, more prestige or “status,” greater skill, and specialty, increase rate of pay or salary.

Answer 17

Promotion

Question 18

For the protection of both employee and employer.

Answer 18

Discipline and Dismissals (Discharging)

Question 19

__________ requires documented facts sufficient to support the contemplated action.

Answer 19

Disciplinary action

Question 20

Documentation for Discipline and Dismissals (Discharging) should include the following?

Answer 20

1. Specific instances of poor performances or misconduct.
2. Circumstances surrounding performances or misconduct.
   a. dates, times, places and names and titles of persons involved in the situation.
   b. whether the employee knew what he was supposed to do.
3. Evidence of warning that the misconduct should not be repeated or that the poor performance could not continue.
4. Records the definite time limit was set for improvement and follow-up.

Question 21

It provides a ready reference to an employee, job description, education, experience, qualifications, length of employment, job references, written reprimands, comments and personal list.

Answer 21

Personnel record

Question 22

Functions of Personnel Manager?

Answer 22

1. Recruit and interview job applicant.
2. Administer employment tests to job applicants.
3. Indoctrinate new employees on laboratory.
4. Introduce the new employee to his supervisor.
5. Motivates employees to do better.
6. Keep employment records of all employees.
7. Assist in transferring, promoting, demoting, discharging, or retiring employees.
8. Handle complaints.
9. Negotiate with the labor unions or union officials.
10. Provide personnel services.