EMPLOYEE SELECTION AND PLACEMENT & ASSESSMENT METHODS SUNDAS SABA GILL MARYAM YAQUB SUMERA MALIK AYESHA MEHBOOB FIZZA RAJA
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1. SUNDAS SABA GILLMARYAM YAQUBSUMERA MALIKAYESHA MEHBOOBFIZZA
RAJA
2. By :MARYAM YAQUBSUNDAS GILL
3. Meaning of selection and placement. Outlines selection
processes Conception of objectives specific human
resourcesAbstract:
4. Selection must be done in a professional
mannerQualities,which a successful manager will look for and
instruct allemployees.
5. Finding the right employees to help you with yourbusiness
can be stressful. The right decision in hiring can lead to an
efficientproduction and profit for everyone. The wrong choice can
result in misunderstanding, acompromised business and messy
separations.Employee selection andplacement
6. Human Resource: The organization or individuals who make up
theworkforce of an organization or the PEOPLE. People constitute an
organizations most important andvital factor in its success or
failure. The people who supply the organization with their
work,talent, creativity and drive.The Importance of
HumanResources
7. Mainly they will concentrate on your academic projectand
your technical skills mainly which you arementioned in your resume
. They will concentrate on the communication skillsand your
behavior as well as attitude.HR interview
8. The methodological placement of individuals into jobs. To
collect the information about an individual in order todetermine if
that individual should be employed. The methodology used should not
violate any lawsregarding personnel selection.Selection and
placement :Overview
9. Should applicants be hired for the needs of the organization
orto their highest potential? At what pay rate should the applicant
be started at? Should job advancement be considered as the main
concern forhiring? Should unqualified applicants be considered if
they arequalifiable?Objectives of personnelselection :
10. Do you consider applicants that are overqualified? Managers
also must consider what approach to usein selection new
employees.
11. It is conducted prior to the development of the
selectionprocedures. However, a selection procedure may be
"validatedafter it has been implemented by conducting a
jobanalysis.Job Analysis:
12. The process of personnel selection involvescollecting
information about individuals forthe purpose of determining
suitability foremployment in a particular job.
13. Before filling a job, it is wise to analyze the job to
determine whatsrequired for optimal performance. Different factors
should be analyzed, such as: Job performance . Specific job
requirements (education, experience, skills) Company requirements
(cultural fit, values) Co-workers (manager, peers) BehaviorsJOB
REQUIREMENTS
14. An employer is mostly interested in what an applicantcan do
and will do. The can do factors consist of knowledge and skills,
alsothe aptitude to acquire new knowledge and skills. The will do
factors consist of motivation, interests, andother personality
characteristics.Job Requirements
15. Nature of a job specification is a statement ofknowledge,
skills, and abilities needed to performthe job. These are are
minimum acceptable qualificationsto perform a particular job. It is
the same job criteria.Job specifications
16. 1. job specifications for human resources positions
(director,manager, specialist , coordinator etc)2. Administrative
job specification (admin manager,secretary, admin assistant).3. job
specifications for sales positions (are sales director,
nationalSales manager).4. Marketing (marketing director , manager
,officer ) etc.5. Accountant job specification6. Financial job
specification7. IT job specification (software, data bases
etc).Example of job specificationsas follows
17. Preliminary Interviews- It is used to eliminate those
candidates who do not meet theminimum eligibility criteria laid
down by the organization. The skills, academic and family
background, competenciesand interests of the candidate are
examined. The candidates are given a brief up about the company
andthe job profile. Preliminary interviews are also called
screening interviews.Employee selection Process
18. Application blanks- The candidates who clear the
preliminary intervieware required to fill application blank. It
contains data record of the candidates such as details about
age,qualifications, reason for leaving previous job, experience,
etc. Written Tests- Various written tests conducted during
selection procedureare aptitude test, intelligence test, reasoning
test, personality test, etc. These tests are used to objectively
assess the potential candidate. They should not be biased.Employee
selection Process
19. Employment Interviews- It is a one to one interaction
betweenthe interviewer and the potential candidate. It is used to
find whether the candidate is best suited for the requiredjob or
not. But such interviews consume time and money both. Moreover the
competencies of the candidate cannot be judged. Suchinterviews may
be biased at times. There should be an honest communication between
candidate andinterviewer.Employee selection Process
20. Appointment Letter-A reference check is made about the
candidateselected and then finally he is appointed by giving
aformal appointment letter.Employee selection Process
21. An employee that has the ability but lack motivation
isbetter than an employee that lacks the ability toperformCommon
concept
22. BY: SUMERA MALIK
23. HR consulting specialists recognize the
increasingimportance of assessments and aspire to simplifythis
process for recruiters and hiring managers inthe workplaceWHO
RECOGNIZE THEASSESSMENT NEED?
24. Assessment interventions are:o tests,o exercises oro
questionnaires. Measure:It measure cognitive, behavioral and
personalityconstructs of an individual together withabilities,
values, interests and preferencesWHAT IS AN ASSESSMENT?
25.
26. Informative decisions can be made: regarding a persons
compatibility to a position. career direction the need for
development and how well the person will fit within a companyand
its culture.Once assessment has beendone.
27. One of the first requirements for a successfulassessment
model is :innovative approach and sound methodology. In the fast
paced world of work tests need to beapplicable, pragmatic and
objective(un biased) . Instruments should be credible and
administered byexperienced professionals. The focus should be on
valid applications, reliableresultsRequirements for Assessment
28. Assessment workshops should be managed byqualified
practitioners who can facilitateindividuals or groups.
29. Assessment interventions operate on a differentplane and
aim to contribute long-term value to yourbusiness, your people, and
your occupational setting. Assessment is seen as a fundamental
feature in thehiring process for many progressive organizations.
More than 70% of employers use some form ofassessment in their
hiring practices. From footballteams to international banks are
using assessmentsto hire candidates, conduct performanceappraisals,
identify training needs and developexisting personnelImportance of
Assessment
30. Recruiters who make use of assessments in theirselection
procedures add considerable value to theirhiring processes. with
the initial screening and assessment resultsprovide the objective
information needed tocomplete the picture on a candidates
suitability forthe correct job-person fit.Point to remember
31. Employers know that assessment is one of thesmartest
investments they can make in theirbusiness as effective recruiting
and selectionmethods supply them the extra edge to:1. Evaluate a
candidates talent and skill2. Ascertain a candidates behavioral
style3. Measure intellectual capacity4. Determine or confirm a
candidates competencefor a particular jobWhy do Employers insist on
using SelectionAssessments?
32. 5 Predict how well a candidate is likely to perform6
Objectively compare candidates performance7. Develop detailed job
analysis to highlight relevantskills8. Save time and money. For re
hiring and training tonew employee.
33. BY:AYESHA MEHBOOB
34. Assessing human capital is both an art and a scienceand
there are several ways to discover an individualsinherent worth.
One end of the continuum consists of practicalevaluations that take
place in assessment centers. Theother end of the continuum includes
batteries ofpsychometric tests that build a picture of a
personspersonality, ability and interests.
Competency-basedprofiling is a feasible person/job-related
assessmentmethod that lies somewhere in the middle of thisspectrum
and is gaining increased momentum inrelevance and application
value.ASSESSMENT
36. Psychometric testing provides employers with aninsight into
an applicants psychology that couldotherwise take years to uncover.
Psychometric tests aim to help the employer buildan overall profile
of a candidate and depict howthis person will fit within the
workplace1. Psychometric Assessment
37. Psychometric literally means measurement of themind and
psychometric tests are intended to do justthat. Such tests were
originally developed at thebeginning of the last century the first
intelligence test was introduced by Binet &Simon in 1905. Yet
it was not until the 1970s thatthey were adapted for recruitment
purposes andsince then, many new forms of recruitment testshave
been introduced.What is Psychometric Assessment?
38. the scientific measurement of psychologicalattributes such
as: ability, interest, personality and intelligence.In particular
it is a process aimed at gathering objectiveevidence to be able to
make an informed decisionregarding an individual, group or
organization.Psychometric assessment refersto
39. Ability Peoples aptitude or ability to work with
variousconcepts, such as words, information, systems. General
mental abilities - verbal, numerical andabstract reasoning. More
specific job-related abilities -clerical, mechanical and spatial
reasoningWhat do Psychometric Assessmentsmeasure?
40. InterestPeoples specific style and approach to life. Their
level of motivation, The direction and strength of their
intereststogether with their values, attitudes andopinions.
PersonalityPeoples typical way ofbehaving, thinking, feeling or
perceiving inparticular situations. The type of role they take up
in teams, and the way they interact with their environmentand with
other people.
41. Benchmarking tool to evaluate peoples suitabilityfor a job.
Psychometric assessment is a dependable way ofprobing a candidates
true worth and usedcorrectly, it benefits both employer and
candidate. Honest responses to questions on the part of
thecandidate, together with intelligent interpretation oftests
results by the employer, can deliver a close job-person
match.Benefits : why employersuse this test
42. get to the candidates who have the right combinationof
personality and skills for the job. When well administered and
interpreted, theyprovide useful information about how successful
acandidate might typically perform in a job
43. Some employers, usually large organizations, preferto
submit potential candidates to assessment centersfor further
screening and assessment. Assessment centers are collections of:
tests and exercises designed to simulate anemployers business
environment generating objective, and observable information about
the candidate.2. Assessment Centers
44. work-typical exercises group discussions role-plays in some
instances psychometric testing. Assessment centers testing last
from half a day tothree days and is usually held at the offices of
theemployer or recruitment company.Common activities
45. To uncover the candidates who have the mostsuitable:
personal attributes, problem solving skills and general aptitude to
equip them to excel within theorganizations structure and
culture.Objective
46. covers a broad range of concepts . It is the objective
profiling and evaluation of anindividuals:talent, skills,
knowledge, abilities, interests, attitudes,values and behaviors .
Competence-based assessment is not seen as a passor fail
measurement. It is an instrument used to determine a
personsstrengths and challenges.3. Competency-basedAssessment
47. It is one of the most effective measures by whichselection,
management, and development ofemployees can be administered.
Recruiters and hiring managers find this a powerfultool for
assessing and selecting the right candidatesfor the right
jobs.
48. Personal Effectiveness Competencies:Competencies needed for
a successful career or rolein the workplace Academic Competencies:
cognitive functions andthinking styles Workplace Competencies:
represented by thoseskills and abilities Management
Competencies:specific to supervisoryand managerial
occupations.Categories of Competencies
49. They enable assessors to make sound judgmentssuch as:
Recruitment, Selection and Placement Performance Appraisal Training
Development Behavior Modification Change ManagementApplication
Value of Assessments
50. BYFIZZA RAJA
51. Five kinds of tests in particular are useful inassessing
candidates potential.TESTS
52. Aptitude tests measure an individuals ability tolearn, or
suitability for, a new skill. They measure acandidates ability to
apply skills in a number ofareas from typing and listening, to
reasoning andmathematics. Aptitude tests may be the most common
type ofassessment test given to potential employees.Aptitude
tests
53. Cognitive ability tests measure a candidates existingskill
in analyzing, solving problems, and drawingconclusions.Cognitive
ability tests -
54. person, who is applying for a computerprogramming job,
might be asked to write aprogram that will enable a computer to
perform aparticular function.example
55. Personality tests attempt to measure how well acandidate
might mesh with a particular position ororganization by assessing
the individuals behaviorpatterns and social skills.Personality
tests
56. Integrity tests, also know as honesty tests, evaluate
acandidates honesty by assessing their attitudestoward generally
negative work behaviors, such aslaziness, theft, and drug
abuse.Integrity tests
57. Physical assessment tests determine how well acandidate
will be able to handle the physicaldemands of a job.Physical
assessmenttests
58. Increased efficiency Time Savings Cost Savings Validation
of Information Increased Objectivity Improved CredibilityBenefits
of Assessment
59. Detailed Job Profiles Comprehensive Analysis Attracts
Motivated Staff Increased Self-Awareness Enhanced Team Building
Improved Management and Development.