1. SELECTING EMPLOYEES

2. HUMAN RESOURCE PLANNING
JOB ANALYSIS
HUMAN RESOURCE PLANNING
Nature and requirements of specific jobs.
JOB DESCRIPTION
Number of specific jobs to be filed.
RECRUITMENT
Sources?
How are qualified candidates to be recruited?
Recruiters ?
Inducements?
Relationship among job analysis, Human Resource Planning, Recruitment, and Selection.
SELECTION
Pool of qualified applicants

3. STEPS IN THE SELECTION PROCESS
Completion & screening of the application
STEPS IN THE SELECTION PROCESS
Preliminary interview
Selection process is to choose the individuals who can successfully perform the job from the pool of the qualified candidates.
Employment testing
Diagnostic interview
Reference checking
Physical examination
Final decision

4. Weighted application forms
The application form provides basic employment information for use in later steps of the selection process and can be used to screen out unqualified applicants.
Processing
Weighted application forms

5. Accuracy of information
“I hereby certify that the answers given by me to the foregoing questions and statements made are true and correct, without reservations of any kind whatsoever, and that no attempt has been made by me to conceal pertinent information. Falsification of any information on this application can lead to immediate discharge at the time of disclosure”.

6. Screens out unqualified or uninterested applicants.
Questions must be job related and are subject to demonstration of validity.
Screens out unqualified or uninterested applicants.
Preliminary Interview
The preliminary interview is used to determine whether the applicant’s skills, abilities, and job preferences match any of the available jobs and their requirements and to answer any questions the applicant has about the available jobs or the employer.

7. Formal Testing Psycho meter test Aptitude test Interest tests
Job knowledge tests
Polygraph
Personality tests
Graphology

8. Perception speed Tests
Aptitude test measure a person’s capacity or potential ability to learn and perform a job.
Verbal Ability
Reasoning tests
Measures a person’s ability to use words in thinking, planning, and communicating.
Measures ability to add, subtract, multiply, and divide.
Numerical tests
Measures ability to analyze oral or written facts and make correct judgments concerning these facts on the basis of logical implications.
Measures ability to recognize similarities and differences.
Perception speed Tests
Measures ability to visualize objects in space and determine their relationships.
Spatial Tests

9. Aptitude test
5 M's of Aptitude test
Measures a person’s ability to use words in thinking, planning, and communicating. Measures ability to add, subtract, multiply, and divide. Measures ability to recognize similarities and differences. Measures ability to visualize objects in space and determine their relationships. Measures ability to analyze oral or written facts and make correct judgments concerning these facts on the basis of logical implications.

10. Psycho meter test
Measure person’s strength, dexterity, and coordination.
Finger dexterity, manual dexterity, wrist-finger speed, and speed of arm movement.
People to fill assembly –line jobs.

11. Measures the job related knowledge possessed by a job applicant.
Job knowledge tests
Proficiency tests measures how well the applicant can do a sample of work to be performed.
Measures the job related knowledge possessed by a job applicant.
Experienced & skilled
Less experienced

12. Tests are designed to determine how a person’s interests compare with the interests of successful people in a specific job.
Interest tests

13. It attempts to measure personality characteristics.
Personality tests
It attempts to measure personality characteristics.
THEMATIC APPERCEPTION TEST (TAT)
RORSCHACH INKBLOT TESTS.

14. Polygraph
It is a device that records physical changes in the body as the test subject answers a series of questions.

15. Graphology
It involves using an analyst to examine the lines, loops, hooks, strokes, curves and flourishes in a person’s handwriting to assess the person’s personality, performance, and emotional problems.
It involves using an analyst to examine the lines, loops, hooks, strokes, curves and flourishes in a person’s handwriting to assess the person’s personality, performance, and emotional problems.

16. PERSONALITY Psycho meter test Aptitude test Interest tests
Job knowledge tests
Polygraph
Personality tests
Graphology

17. DIAGNOSTIC INTERVIEW
Halo effect occurs when the interviewer allows as single prominent characteristic to dominate judgment of all other traits.
UNSTRUCTURED INTERVIEW
GROUP INTERVIEWS
STRUCTURED INTERVIEW
STRESS INTERVIEW
BOARD OR PANEL INTERVIEW

18. STEPS IN THE SELECTION PROCESS
Completion & screening of the application
Preliminary interview
STEPS IN THE SELECTION PROCESS
Employment testing
Diagnostic interview
Reference checking
Physical examination
Final decision

19. VALIDATION OF SELECTION PROCEDURES
Forecast persons future performance in that job
SUCCESSFUL PERFORMANCE
SELECTION DECISION
UNSUCCESSFUL PERFORMANCE
DIFFERENTIATE

20. Criteria of job success
SUCCESSFUL PERFORMANCE
Job analysis
JOB SPECIFICATION
JOB DESCRIPTION
VALIDITY refers to how accurately a predictor actually predicts the criteria of job success.
Criteria of job success
How successful performance of the job is to be measured.
Criterion predictors
Factors that can be used to predict successful performance of the job.

21. PREDICTIVE VALIDITY
JOB APPLICANTS
Test administered to all job applicants.
Job applicants are hired without regard to test scores.
New employees receive basic orientation and training
New employees perform the job
DETERMINE THE VALIDITY OF A TEST PREDICTING THE FUTURE PERFORMANCE OF WORKERS.
Test scores are determined
Correlation analysis
Performance evaluations used as criterion of job success
Degree of correlation

22. Concurrent Validity Process
Present employees
Test is administered to all present employees holding a particular job.
Job performance of present employees
Present evaluation of employees are used as the criterion of job success.
Test scores are determined
Correlation analysis
Degree of correlation

23. Reliability refers to the reproducibility of results with a predictor.
TEST RETEST
PARALLEL FORMS
SPLIT HALVES