9. -Is an intended process of attracting suitable people to
fill up vacant position in an organization in accordance with human
resource planning. -is the process of encouraging, inducing, or
influencing applicants to apply for a certain vacant
position.>> 0 >> 1 >> 2 >> 3 >> 4
>>
10. >> 0 >> 1 >> 2 >> 3 >> 4
>>
11. >> 0 >> 1 >> 2 >> 3 >> 4
>>
12. -Is the process of getting the most qualified applicant
from among different job seekers. - Is an important function as no
organization can achieve its goals without selecting right people,
where faulty in selection leads to wastage of time, money and
spoils the environment of an organization.>> 0 >> 1
>> 2 >> 3 >> 4 >>
13. >> 0 >> 1 >> 2 >> 3 >> 4
>>
14. >> 0 >> 1 >> 2 >> 3 >> 4
>>
15. highlight the need for systematic approach to employee
selection describe some of the major findings from research studies
on employee selection examine the use of psychological tests in the
employee selection review the factors that made for successful
employee selection interviewing. examine the importance of equal
opportunity in employee selection>> 0 >> 1 >> 2
>> 3 >> 4 >>
16. >> 0 >> 1 >> 2 >> 3 >> 4
>>
17. For an organization to achieve its human resource
objectives, selection decisions must comfort with corporate policy.
A good policy is essential as it communicates clearly what a
companys selection goals are:>> 0 >> 1 >> 2
>> 3 >> 4 >>
18. equal opportunity requirements quality of people source of
people roles of line managers and human resource specialist
selection techniques to be used use of consultants industrial
relations impact corporate objectives>> 0 >> 1 >>
2 >> 3 >> 4 >>
19. Step 8:ORIENTATION Step 7: HIRING Step 6: PHYSICAL AND
MEDICAL EXAMINATION Step 5: FINAL SELECTION BY IMMEDIATE SUPERVISOR
Step 4: EMPLOYMENT TEST Step 3: APPLICATION FORM Step 2:
PRELIMINARY INTERVIEW Step 1: RECEPTION OF APPLICANTS>> 0
>> 1 >> 2 >> 3 >> 4 >>
20. >> 0 >> 1 >> 2 >> 3 >> 4
>>
21. >> 0 >> 1 >> 2 >> 3 >> 4
>>
22. Not all applicants are allowed to go through the entire
process of selection. Some of them are limited by means of
preliminary screening or sight screening, whereby the undesirable
applicants are quickly eliminated on the basis of rapid appraisal
of their apparent characteristics, such as age, height, physical
condition, etc.>> 0 >> 1 >> 2 >> 3 >>
4 >>
23. It is the process by which the applicants are being
interviewed and classified under 2 categories: those to be given
examinations and further interviews those who should not be
considered at all.>> 0 >> 1 >> 2 >> 3
>> 4 >>
24. -This initial screening is intended to eliminate obvious
misfits in order to reduce the time and cost of actual
selection.>> 0 >> 1 >> 2 >> 3 >> 4
>>
25. >> 0 >> 1 >> 2 >> 3 >> 4
>>
26. The purposes of interview are: a) to find out how qualified
the applicant is for the vacancy b) to give the applicant the
information he needs in order to decide to take the job if offered
to him c) to create goodwill for the company>> 0 >> 1
>> 2 >> 3 >> 4 >>
27. SITUATIONAL It can be oral; Can the applicant handle
difficult situations likely to be encountered on the job? JOB
KNOWLEDGE It can be oral or written; Does the applicant possess the
knowledge required for successful job performance? JOB SAMPLE
SIMULATION Observation of actual or simulated performance. Can the
applicant actually do essential aspects of the job? WORKER
REQUIREMENTS it can be an oral; Is the applicant willing to
cope>> 0 >> 1 >> 2 >> 3 >> 4
>>
28. Know the job Know the personal attributes, experiences,
skills and qualifications Set specific objectives Provides the
proper setting to the interview review the application form Beware
of prejudices Dont make snap decisions Put the applicants at ease
Watch the body language Encourage the applicant to do most of the
talking>> 0 >> 1 >> 2 >> 3 >> 4
>>
29. keep control of the interview explain the job Close the
interview Write up the interview Check references Evaluate the
interview>> 0 >> 1 >> 2 >> 3 >> 4
>>
30. >> 0 >> 1 >> 2 >> 3 >> 4
>>
31. >> 0 >> 1 >> 2 >> 3 >> 4
>>
32. The application form is used: 1. as a guide when
interviewing the applicant 2. as a basis for eliminating applicants
with unfavorable personal data. 3. for matching the qualifications
of the applicant with the job requirements as indicated in the job
description and job specification. 4. for checking on the
applicants school records, references, and former employers. 5. as
part of the employees permanent record and for communicating with
the emloyee or his family>> 0 >> 1 >> 2 >>
3 >> 4 >>
33. >> 0 >> 1 >> 2 >> 3 >> 4
>>
34. >> 0 >> 1 >> 2 >> 3 >> 4
>>
35. - The employment officer goes over the application forms.
On the basis of the information it contains and from the impression
the officer gathers at the preliminary interview, he decides who
should be called in to take the employment test. The purpose of
testing is to measure the applicants abilities which cannot be
gauged through interviews. They also help make an objective
comparison among applicants.>> 0 >> 1 >> 2
>> 3 >> 4 >>
36. >> 0 >> 1 >> 2 >> 3 >> 4
>>
37. It measure how much the job- seeker already knows about the
job or how well he or she is able to do the job.>> 0 >>
1 >> 2 >> 3 >> 4 >>
38. It is an attempt to measure the individuals capacity or
overall ability to learn. Although such tests have been proven
valid for certain high-level jobs, they have often been misused to
screen applicants for jobs that should be measured with performance
or aptitude tests.>> 0 >> 1 >> 2 >> 3
>> 4 >>
39. It is an attempt to measure ability to learn specific jobs.
These tests may be multiaptitude or specific aptitude.
Multiaptitude tests measure a number of traits.>> 0 >>
1 >> 2 >> 3 >> 4 >>
40. It is an attempt to measure the applicants interest.
Although the test results may indicate whether a person likes a
particular job, the results are not necessarily related to job
success>> 0 >> 1 >> 2 >> 3 >> 4
>>
41. It is an attempt to measure different facets of the
personality such as achievement orientation, dominance, and
sociability.>> 0 >> 1 >> 2 >> 3 >> 4
>>
42. Pencil-and-paper psychological and Measure attitudes and
personality personality test characteristics such as emotional
stability, intelligence and ability to deal with stress. Pencil-and
paper honesty test (integrity Assess the degree of risk of a
candidates testing) engaging in dishonest behaviour. Job skill test
Assess competence in actual hands-on situations. Polygraph (lie
detector test) Measure physical signs of stress such as rapid pulse
and perspiration. Drug test Check for controlled substances through
urine, blood or hair samples submitted for chemical analysis
Handwriting analysis Infer personality characteristics and styles
from samples of handwriting. Aids/HIV anti-body test Find evidence
of aids virus through blood samples. Genetic/DNA screening Use
tissue of blood samples and family history data to identify those
at risk of costly diseases.>> 0 >> 1 >> 2
>> 3 >> 4 >>
43. >> 0 >> 1 >> 2 >> 3 >> 4
>>
44. Employment involves 3 decisions: 1. managements decision as
to whom among the applicants would best fit the job and should be
hired. 2. the applicants decision as to whether or not the job is
the right one for him after the supervisor has discussed the job
duties. Is he really interested in the job and does he want to work
for the company?>> 0 >> 1 >> 2 >> 3
>> 4 >>
45. 3. The supervisor must decide if the applicant is the kind
of man who can be at work with him in his team. The supervisor must
look into his personality and see if he is able to work well with
the members of his team.>> 0 >> 1 >> 2 >> 3
>> 4 >>
46. >> 0 >> 1 >> 2 >> 3 >> 4
>>
47. The selected applicant is required to pass a physical and
medical examination.>> 0 >> 1 >> 2 >> 3
>> 4 >>
48. The purpose of physical and medical examination are: 1. To
prevent contamination of contagious disease. 2. to prevent the
hiring of liability which may result in absenteeism ,
hospitalization expenses, etc.>> 0 >> 1 >> 2
>> 3 >> 4 >>
49. >> 0 >> 1 >> 2 >> 3 >> 4
>>
50. When a candidate has passed the selection requirements and
is chosen, he is finally sent to the personnel department for the
completion of the hiring process.>> 0 >> 1 >> 2
>> 3 >> 4 >>
51. >> 0 >> 1 >> 2 >> 3 >> 4
>>
52. New employees are oriented on the company policies, rules
and regulations, and inducted or briefed about his job by the
immediate supervisor or by the training officer.>> 0 >>
1 >> 2 >> 3 >> 4 >>
53. >> 0 >> 1 >> 2 >> 3 >> 4
>>
54. Companies can have the most qualified applicants when they
follow the said selection process coz if one fails, there will be a
poor employee.>> 0 >> 1 >> 2 >> 3 >>
4 >>