According to Ullah (2010) stated selection is importance is given to select right workers for right position. Once a pool of candidates has been identified through the recruitment process the most appropriate candidate, or candidates are identified through a selection process including but not limited to interviewing, reference checking and testing. Workers make difference through their job performance because company is realizing the value of good employee. Hill (2005) stated the good workers of selection for MNCs who not only have the skill to perform particular jobs but also need to ‘fit’ the prevailing culture of the firm. Different of selection methods are used to identify the right worker. ‘Interview’ is a very useful tool to select right worker. Objective of selection process is to identify the candidates who are suitable for vacancy or wider requirement HR plan.
First step of selection process is preliminary interview. Interviewer is accepting the referees’ report even with telephone interview, checking primary sources, obtaining corroborative information from institutional and other source. Telephone interview is to cut down on waste time.(Bassett, Ramesy, chan, 2010)
Second step of selection process is review of applications and resumes. For example written or oral statement that addresses the selection criteria, referees’ reports and applicant’s resume/curriculum vitae to submit interviewer. (Patterson et al., 2005). Interviewer should review the application forms, resume, test scores (if any) and any correspondence that would be useful in understanding the candidate’s background. Resume of candidate is used as an attention- getter and a means for allowing to get his /her foot into the door. It can be considered as ...
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...n is corporate turnover. Internal employees familiar with organization procedures, policies and culture. For example, employees will know about projected are organized, use of consensus building in the decision making process and how to conducted the meeting. External employee have to fulfills the skills and experience needed for a position but not fit into company culture.
Contribution within the work organization is high efficiency and productivity. The workers choose through policy will perform their job very efficiency and effectively. Employee will increase the productivity to company.
Otherwise, contribution within the work organization is high morale. Workers get job satisfaction from organization. Workers feel the organization reward hard working by offering an opportunity to take new responsibilities or move to a department in which a worker an interest.
Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also
The very first thing is to select appropriate employee for proper place which is the most critical step. By selecting appropriate employee we can build a productive workforce. So we need to implement right process systematically to find people with right set of knowledge, abilities and skills. It is more important because of proper job fit between organization and that person. So selection is the process through which employers identify knowledgeable, skilled and perfect employees who can be the best fit for organizational values.
The issue that most organizations faced today is selecting the best candidate from a large pool of applicants. Employers need to review their hiring processes to ensure that they hire the best candidates for the job with the minimum amount of legal risk. Many organizations use the simple interview process to eliminate potentially poor fits. However, this process can be extensive if an organization is expanding to a new facility and trying to hire a large number of employees such as 1,200 in a short period of time. The Human Resources (HR) personnel does not have to spend lengthy hours interviewing candidates if other structured mechanisms for selecting candidates are put in place to make the process smoother and more efficient.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
Selection- This is the screening step in staffing in which the asked applications are screened out and right candidates are appointed according to the requirements.
Recruitment: The aim of such a policy is to ensure that a transparent and unbiased selection process is followed. Consistency is required in the recruitment processes by using a pre-determined process helps reduce the risk of discrimination and builds credibility. Unfortunately there are still too many employers who run unstructured interviews. I prefer recruitment interviews for key leadership positions to be behavioral based interviewing, competency based interviewing, and techniques assessments that focused on results. I encourage the best candidate based on merit and fits the organization values and goals.
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
The pressure can come from the need to make minimum wage money or a parent deciding on what their kids need to fulfill financially. When choosing something partaking interest in, they are content and adore what they do. Love for their work profession encourages a positive attitude and this is needed for productivity. When an employee loves what they do, they attain a constructive behavior. But, when productivity is sacrificed, it begins to suffer with negative employees who only work to make a piece of change. The only determination they pertain to is to increase their productivity in order to get more money, but in due time this makes them traumatic and hostile. Undesirable employees have no interest in the work, soon the satisfaction is hard for them to achieve, leading to insufficient motivation. The two major ways for employees to improve, productivity in their professional ranges is the choice of profession
The purpose of selection is to match people to work. It is the most important element in any organization’s management of people simply because it is not possible to optimize the effectiveness of human resources, by whatever method, if there is a less than adequate match. One o...
Once the process of recruiting has developed a pool of job seekers, the next step in the process of human resource management is to decide who is the best qualified for the position. Processing an applicant for a position needs a series of steps and divergent firms will have different processes for selection. Most organizations will judge the applicant through a series of devices, such as app...
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
When an applicant meets the five basic requirements the selection process begins. This selection process is lengthy and extensive and it is extremely competitive. The candidate is put through six test and required to pass all of them before he or she can move on to training. The first phase of the selection process is usually a written exam, which will evaluate the candidate’s basic reading and comprehension skills. Background...
Employee turnover in organization is one of the main issues that extensively affect the overall performance of a workplace (Tariq, Ramzan and Riaz, 2013). Various studies show that employee turnover negatively affect the overall efficiency at the organization (Tariq, Ramzan and Riaz, 2013). Xiancheng, (2013) mentioned the employee turnover is a method of personal issues who decided to stop associate with the company for better advantage. There are two types of turnover which are voluntary and involuntary turnover. Voluntary turnover can be defined as the termination of the official and the psychological contract between the employee and employer (Krausz, 2002; Macdonald, 1999; Mclean Parks et al, 1999; Rousseau, 1995) while involuntary turnover inescapably lead to direct negative results such as current job is insecurity, work difficulty, and status fluctuation (Gowan and Gatewood, 1997). However, other researchers such as Haven-Tang and Jones, (2012) concluded poor management, lack of salary, bad working environment and paucity of job opportunities could be the highest causes of turnover among organization. This statement was support by Kusluvan et al., (2010) where is they had stated that poor management, low payment of salary, work environment and lack of employees’ job opportunities on the organization will make employee want to quit from their job. Turnover intention situation will appear when labour had feeling that they want to quit from current job, so voluntary and involuntary turnover will become final stage for them as their decision (AlBattat and Mat Som, 2013) but it is different for researchers such as Mosadeghrad, Ferlie and Rosbenberg (2013) when they conclude that employee turno...
They are liable to design the jobs in the organization (Martin, 2009). They should design the jobs in such a way that motivates the employees. Designing the jobs in according to the needs of the organization would be too much conducive. Here the goals of the job will be mostly connective to the goals of the organization. The job condition would be of such that it demonstrates the needs and skills of the employees in the respective position. If the goals of job are aligned with the organizational objectives then there would be the creation of positive work environment (Gilmore, and Williams, 2009). The designing of the job should follow the ethical standards in the organization. If the jobs are designed according to the needs of the people as well as organization then at one side the organization will be benefitted and at another side the employees would be more willing to do the job and get motivated. Jobs must be designed to some specific areas. A single job should fill up a single goal. Functional areas should be separated (Chen, 2009). There should be designing of good feedback is successes are made in the given
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)