HUMAN RESOURCE SELECTION

Presented by:PANKAJ KUMAR (1102427)

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Selection
Selection
The process that managers use to determine the

qualifications and potential of job applicants for performing well in a particular job.

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Selection Approaches
External Recruiting
Looking outside the organization for people who

have not worked at the firm previously.

Newspapers advertisements, on-campus recruiting, employee referrals, and through the Internet.

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External Recruitment
Advantages of External Recruiting
Having access to a potentially large applicant pool Being able to attract people who have the skills,

knowledge, and abilities an organization needs Bringing in newcomers who may have a fresh approach.

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External Recruitment
Disadvantages of External Recruiting
Relatively high costs Candidates may lack knowledge about the inner

workings of the organization May need to receive more training

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Internal Recruitment
Internal Recruiting
Managers turn to existing employees to fill open

positions Benefits of internal recruiting:

Internal applicants are already familiar with the organization Managers already know candidates so ,can help boost levels of employee motivation and morale

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Skill And Characteristics Needed In Managers

Analytical And Problem-Solving Abilities
Personal Characteristics Communication skills And Empathy Integrity And Honesty

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Analytical And Problem-Solving Abilities.

A Manager must be able to identify problem , analyze complex situation, and by solving the problems encountered , exploit the opportunities presented.

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Personal Characteristics
Personal characteristics includes:-

a)a desire to manage b)past performance

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Communication skills And Empathy

Ability to communicate through written

reports , letters , speeches and discussions.

Empathy is the ability to understand the

feelings of another person and to deal with the emotional aspects of communication.

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Integrity And Honesty

Managers must be morally sound and worthy of trust.
Integrity includes honesty in money matter

and in dealing with others.

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Tests
1. Intelligence Tests:- are designed to measure

mental capacity and to test memory , speed of thought.

2. Proficiency and Aptitude tests:- are constructed to discover interests , existing skills , and potential for acquiring skills.

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3. Vocational Tests:- are designed to show a candidate most suitable occupation or the areas in which the candidates interests match the interests of people working in those areas. 4. Personality Tests:- are designed to reveal candidates personal characteristics and the way candidates may interact with others.

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Assessment Centers
Is not a location but a technique for selecting

and promoting managers. This approach may be used in combination with training. Assessment centers were 1st used for selecting and promoting lower-level manager but now they are applied to middle-level managers as well. However it seems to be inappropriate for top executives.
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A Typical assessment center will have the candidate do the following: Take various psychological tests

Engage in management games in small groups

Participate in a leaderless group discussion of

some problem Give a brief oral presentation on a particular topic or theme Engage in various other exercises such as preparing a written report

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Thank you.
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