Page 92 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Unit 6: Selection, Induction and Placement

of information based on the size of the company, nature of business activity, type & level of job. Notes
They also formulate different application form for different job at level. It includes following
items:
1. Biographical Data: It includes name, present and permanent address, gender, date of
birth, marital status, nationality, height, weight and number of dependents. They provide
information regarding applicants socio-economic background, family status & its impact
on employee's behavior. This information can be used by the management to know the
suitability of the candidate.
2. Educational Attainments: Education (subjects offered and grades secured) training acquired
in special fields & knowledge gained from professional/technical institute or evening
classes or through correspondence courses.
3. Work Experience: Previous experience, number of job held, nature of duties &
responsibilities, duration of various assignments, reason for leaving the previous employer.
4. Salary: Demanded & other benefits expected.
5. Personal Items: Association membership, personal likes & dislikes, hobbies.

6. References: Name & address of previous employer & references.

Key Issues in Designing the Application Form

The questions included in an application form should be such as are valid & necessary. Superfluous
questions should be avoided. They should not by their wording or nature encourage dishonest
answers. In brief, an application form should be complete to relieve the interviewer of the
burden of recording considerate factual data.
From the analysis of the above, four type of information should be gathered from the application
form:
First, one can make judgments on substantive matters such as 'does the applicant have education
and experience to do the job?'
Second, one can draw conclusions about the applicants previous progress and growth.
Third, one can draw conclusions about the applicants stability based on his previous work
record.
Fourth, one may be able to use the data in the application to predict which candidate will
succeed on the job and which would not.

Evaluation of Application Form

Clinical Method: It takes the help of psychology. A properly designed form can provide clues to
a person's leadership ability, emotional stability, assertiveness, writing ability, attitude towards
his superiors' etc.

Weighted Method: Certain points or weights are given to the answer given by the applicants in
the application form. Generally, the items that have a strong relationship to job performance are
given high scores. The total score of each applicant is obtained by summing the weights of the
individual item responses. The resulting scores are then used in the selection decision. It is best
used for jobs where there are large number of workers such as sales & technical jobs & particularly
for jobs having high turnover rate. There are several problems associated with Weighted
Application Blank. The cost of developing Weighted Application Blank could be prohibitive if
they have several operating levels with unique features.

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