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Unit 6: Human Resource Management

• analyzing the work duties, tasks, and responsibilities that need to be accomplished by Notes
the employee filling the position,
• researching and sharing with other companies that have similar jobs, and

• articulation of the most important outcomes or contributions needed from the position.

6.3.1 Selection

Selection is the process of evaluating the qualifications, experience, skill, knowledge, etc, of an
applicant in relation to the requirements of the job to determine his suitability for the job. The
selection procedure is concerned with securing relevant information from applicants and selecting
the most suitable among them, based on an assessment of how successful the employee would
be in the job, if he were placed in the vacant position. The selection process has two basic
objectives: (a) To predict which applicant would be the most successful if selected for the job,
and (b) To sell the organization and the job to the right candidate. The selection process is
based on the organizational objectives, the job specification and the recruitment policy of the
organization. The various selection processes are initial screening, application forms, selection
tests, group discussions, interviews and reference checks.
To facilitate a near accurate prediction of an applicant’s success on the job, the selection
methods should meet several generic standards of reliability, validity, generalizability, utility
and legality. The application form is a formal record of an individual’s application for employment.
It is usually used in the preliminary screening of job applicants. The filled-in application
forms provide pertinent information about the individual and are used in the job interview
and for reference checks to determine the applicant’s suitability for employment. There are
two methods of evaluating these forms the clinical method and the weighted method. Selection
tests, which are widely used, include intelligence tests, aptitude tests, achievement tests, situational
tests, interest tests, and personality tests.
Interviews help managers to fill the gaps in the information obtained through the application
blanks and tests. Interviews also enable the management to make an impact on the job applicant’s
view of the organization, apart from assessing his job-related behavior and attitude. Interviews
may be classified as preliminary, selection and decision-making, based on their timing and
purpose. The process of interviewing consists of several steps such as preparation for the
interview, ensuring a setting, and conducting, closing and evaluating. The selection process
also uses background investigation or reference checks to check the authenticity of the information
provided by the applicant. Finally, after an applicant is selected, the offer is made to him and
on acceptance, the placement process starts.

6.4 Recruitment

Recruitment is the process of seeking and attracting the right kind of people to apply for a
job in an organization. Recruitment in any organization is effected by various internal and
external factors. Internal factors include the recruitment policy, time and cost constraints
etc. External factors include the situation in the economy, the job market, the industry etc.
The recruitment policy of an organization effectively defines and determines the pattern, the
sources and the methods of recruitment of the firm. A good recruitment policy is based on
the organization’s objectives, complies with the government policy, and results in successful
placements in the organization at the minimum cost and time. It provides the basic framework
in the form of guidelines, procedures and sources for recruitment. A good recruitment policy
has to be flexible and proactively respond to the changing market situations.

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