selection sujeet (2).pptx

7/23/2019 selection sujeet (2).pptx

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PERSONNEL SELECTION

Group MembersKawish ShresthaSujeet Regmi

Samikshya SinghSweta Dahal





SELECTION: WHAT IS IT ?

• Selection is the process of choosing suitable candidates (out of the poo

applicants) who posses the required qualifications and competence fo

• The process helps to identify and hire candidates with a greater likelih

success in a job.



SELECTION VS RECRUITMENTRecruitment

• Purpose is to create a talent pool of candidates by attractingmore and more employees to apply in the organization

• Recruitment is a positie process i!e! encouraging more

applicants to apply

• Recruitment is concerned with tapping the sources of humanresources!

Selection

• Purpose is to choose the right candidate to "ll positions in the or

• selection is a negatie process as it inoles rejecunsuitable c

• selection is concerned with selecting the mocandidate through arious interiew



SELECTION PROCESS STEPS

•

Screening applications and resumes

• Testing and reviewing work samples

• Interviewing candidates

• !amining background and references

• "aking a selection



SELECTION METHODS:

• #enerally $ types used

#! Testing

%. #athering Information

$.Interview



TESTING:• &llows to measure knowledge' skill' and ability and

characteristics.

• Types

• ognitive ability test

• *ersonality test

• *hysical ability test

• Integrity test• +ork sample test ,- Simulation.



• ses questions or problems to measure ability to learn quickly'logic' reason' comprehend

• &ssess a person/s aptitude or potential to solve job0related problems e.g. I1 test

• &dvantages• 2ave been demonstrated to predict job performance particularly

for more comple! jobs.• 3isadvantage

• an be time0consuming to develop if not purchased off0the0shelf.

ognitive ability test



• !amines the patterns of thought' emotion' and behavior. e.g.

"yers 4riggs• Typically measure traits related to behavior at work' interpersonal

interactions' and satisfaction with different aspects of work

• &dvantages• -educes costs by identifying suitable individuals for hiring.

• 3isadvantages•

"ay lead to individuals responding in a way to positivelymanage their impression or even fake their response

*ersonality test



• ses tasks or e!ercises that require physical ability to perform.• Typically measure physical attributes and capabilities' such as

strength' balance' and speed. .g. muscular endurance test• &dvantages

• $an identify applicants who are physically unableto perform essential job functions!

• 3isadvantages• More likely to di%er in results by gender than other

types of tests

*hysical ability test



• !amines the likelihood that applicants will be dishonest orengage in illegal activity.

• &sks 'uestions about preious e(periences related to

ethics and integrity )R about preferences andinterests

• &dvantages• Proides alid eidence for a number of

organizational outcomes e!g! performance• 3isadvantages

• "ay lead to individuals responding in a way to positively

manage their impression or even fake their response

Integrity test



• Measures speci"c job skills or job knowledge• Re'uire candidates to perform tasks similar to those

performed on the job to assess their leel of skill orcompetence! +!g! Debugging a piece of code!

• &dvantages• Proides alid inferences regarding ability to

perform the job• 3isadvantages

• "ay not be able to assess aptitude to perform morecomple( tasks that may be encountered on the

job

+ork sample test ,-Simulation



SELECTION METHOD:

ARE THEY EFFECTIVE?

•Three key terms related to effectiveness

VALIDITY

RELIABILI

TY UTILITY





RELIABILITY

• Refers to the consistency of measurement (across time and jud

• Shows uniformity of the score when retested with same test

• Reliable methods have correlation coefficient 0. or higher (!R"#

• Sat# *R% and *"'T considered highly reliable test

• Test retest# s+lit halves test etc. used to measure reliability



VALIDITY

• "ost im+ortant criterion for a selection method

• %,tent to which scores on a selection method +redict the actual

+erformance (-ob Relatedness)

• %,amines relationshi+ between selection method and work beh

• Statistical relationshi+ given by coefficient correlation (/ to /)

• 'bility test (0.1/)# structured interview (0.2) (!R"# $ernardin)

• 3ontent validation and criterion validation used to measure valid



UTILITY

• 4tility formula converts correlation into +rofits to a +articular sel

• 5alid selection method have high utility

• TaylorRussel table estimates success rate of hired em+loyee o



SELECTION APPROACHES

• "ethod used for the selection criterion

• Two major a++roaches

Singlepredictor

,se any one of the selectionmethod

Multiplepredictor

Multiple hurdle

$ompensatory

-ybrid



MULTIPLE PREDICTOR

•6iltering of candidates at each test

• 4seful incase of high no. of a++licants• 7racticed by 7ublic Service 3ommissio

Multiple hurdle

(discrete)

• 3andidates +ass through all the tests• Selection based on aggregate score•

4seful incase of less no. of a++licants• Tata consultancy ndia hires engineers

Compensatory

(com+rehensive)

• 3ombination of discrete and com+rehen• Si+radi Trading 7vt. 8td hires engineer

hybrid a++roachHybrid

selection sujeet (2).pptx

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