Human Resources Management Chapter
It is a procedure of matching organizational requirements with the skills and qualifications of people.
Employee selection and placement timberdesignmag.com One very effective way to control workers’ compensation losses is to closely screen new employees so their pre-existing conditions. Effective selection and placement means finding and hiring the right employees for your organization and then putting them into the jobs for which they are best suited. Providing an accurate and complete job description is a key step in the selection process. Selection and Placement. Selection and placement is based on several factors including skill level, work and educational experience, interview results, references, and consultation between the hiring department and the Employment Services Department.
Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees.
Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money.
Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process.
Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants.
It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here.
Recruitment precedes selection in staffing process.
Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. The Employee selection Process takes place in following order- Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization.
The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews.
The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews.
Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc.
These tests are used to objectively assess the potential candidate. They should not be biased.
Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both.
Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer.
Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.
As a premium member, you get access to view complete course content online and download powerpoint presentations for more than courses in management and skills area.Employee selection and placement timberdesignmag.com One very effective way to control workers’ compensation losses is to closely screen new employees so their pre-existing conditions.
Each committee member is expected to be well versed in the recruitment and selection process and have an understanding of laws related to Affirmative Action and Equal Employment Opportunity.
The following training opportunities are available (registration through UC Learning Center). PART —RECRUITMENT, SELECTION, AND PLACEMENT (GENERAL) Define each quality category through job analysis conducted in accordance with the “Uniform Guidelines on Employee Selection Procedures” at 29 CFR part and part of this chapter.
Each quality category must have a clear definition that distinguishes it from other quality. In compliance with Federal regulations, the Internal Revenue Service Priority Placement Program (IRSPPP) was established to provide counseling and placement assistance leading to priority placement referral consideration for employees who have been demoted without cause.
a subfield of I/O psychology that focuses on employee recruitment, selection, placement, training, appraisal, and development organizational psychology a subfield of I/O psychology that examines organizational influences on worker satisfaction and productivity and facilitates organizational change.
Management Topic 2 – Recruitment and Selection of Employees Introduction Recruitment and Selection of Employees is one of the most fundamental processes an organisation can implement.
To be successful in business it is crucial to have the right people in the right job roles.