Week 11: Personnel Selection Process Flashcards
It refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening.
Selection Process
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.
True
The root of any employment decision is a?
need
Requirement and Selection of employees?
- Initial Screening - First step in the selection process.
- Minimum Criteria - Education, Experience, Licensure examination.
Includes Education, Experience, Licensure examination.
Minimum Criteria
First step in the selection process.
Initial Screening
The process by which a job vacancy is identified and potential employees are notified.
Recruitment
Recruitment involves?
- Job description
- Person specification
Steps in the Selection Process?
- Posting or advertising job vacancies.
- Reception of applications/applicants either in person or in writing.
- Preliminary interview.
- Applicant reports to the personnel manager or his assistant who briefs him on opportunities in the organization.
- If acceptable, applicant is made to take employment tests.
- The applicant is interviewed by the personnel manager to check the veracity of information.
- Investigation of applicant’s background
- Introduction of the qualified applicant to his immediate boss
- Medical examination
- Induction and placement of the new employee.
Examples of employment tests?
- Performance tests
- Intelligence Tests
- Aptitude Tests
- Interest Tests
- Test for emotional reaction and adjustments
- Test for Attitudes
The types of interviews used?
- Planned and patterned interviews
- Non-directive interview
- Depth interviews
- Group interviews
Pointers in Personnel Selection?
- 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).
- Recent emotional crises in an individual may lead to emotional instability for a period of time.
- If the writing is sloppy, it may indicate a generally careless attitude. Unanswered items in the application
- Over qualification is about as bad as under qualification.
- Check if the reference is a close friend or relative of the applicant.
- If the medical history is lengthy or ambiguous, there is a good chance that the applicant is either in poor health or somewhat neurotic.
- Hiring relatives or close personal friends must be discouraged.
- If other things are equal, hire people you instinctively like.
- Generally, the person who works for financial reasons is likely to be a more stable employee than is the person who is economically independent.
It consists of periodic written reports on employees’ performance.
Personnel Evaluation
Serves as a basis for counseling interviews.
Personnel Evaluation
Serves as a resource documents for promotion, transfer, separation and references.
Personnel Evaluation
Serves as a summary of day-today and weekly evaluation.
Personnel Evaluation
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.
Promotion
For the protection of both employee and employer.
Discipline and Dismissals (Discharging)
__________ requires documented facts sufficient to support the contemplated action.
Disciplinary action
Documentation for Discipline and Dismissals (Discharging) should include the following?
- Specific instances of poor performances or misconduct.
- 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. - Evidence of warning that the misconduct should not be repeated or that the poor performance could not continue.
- Records the definite time limit was set for improvement and follow-up.
It provides a ready reference to an employee, job description, education, experience, qualifications, length of employment, job references, written reprimands, comments and personal list.
Personnel record
Functions of Personnel Manager?
- Recruit and interview job applicant.
- Administer employment tests to job applicants.
- Indoctrinate new employees on laboratory.
- Introduce the new employee to his supervisor.
- Motivates employees to do better.
- Keep employment records of all employees.
- Assist in transferring, promoting, demoting, discharging, or retiring employees.
- Handle complaints.
- Negotiate with the labor unions or union officials.
- Provide personnel services.
