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Managing Human Element at Work

Notes • Enhanced communication through honesty and openness.

• Realistic job expectations.
The RJPs must be tailored to the needs of the organization and should include a balanced
presentation of positive and negative job information.

Ensure Long Term Employment Opportunities for Its Employees
A good recruitment policy should be so designed as to ensure career growth for its employees
on a long-term basis. It should help in developing the potentialities of employees.
Preferred Sources of Recruitment
A good recruitment policy should match the qualities of employees with the requirements
of the work for which they are employed. The preferred sources of recruitment, which would
be tapped by the organization for, such staff as skilled or semi-skilled workers, could be
internal sources or employment exchanges whereas for highly specialized managerial
personnel, external sources could be preferred.

3.4 Selection

Selection, either internal or external, is a deliberate effort of organizations to select a fixed
number of personnel from a large number of applicants. The primary aim of employee
selection is to choose those persons who are most likely to perform their jobs with maximum
effectiveness and to remain with the company. Thus, an attempt is made to find a suitable
candidate for the job. In doing so naturally many applicants are rejected. This makes
selection a negative function.

3.4.1 Definition of Selection
According to Yoder, “the hiring process is of one or many ‘go-no-go’ gauges. Candidates
are screened by the employer and the short-listed applicants go on to the next hurdle, while
the unqualified ones are eliminated”.

3.4.2 Steps in Selection Procedure
There is no shortcut to an accurate evaluation of a candidate. A variety of methods are used
to select personnel. The selection pattern, however, is not common for all organizations. It
varies from one to another, depending on the situation and needs of the organization.
Therefore, there is no standard selection procedure followed by all.
However, the steps commonly followed are as under:
Application Blank

In a sense the application blank is a highly structured interview in which the questions are
standardized and determined in advance. An application blank is a traditional, widely
accepted device for getting information from a prospective applicant. The application blank
provides preliminary information as well as aid in the interview by indicating areas of
interest that may be useful for discussion.
Initial Interview of the Candidate

Those who are selected for interviews on the basis of particulars furnished in the application
blank are called for initial interview by the organizations. This is meant to evaluate the
appearance of the candidate and to establish a friendly relationship between the candidate
and the company and for obtaining additional information or clarification on the information
already on the application bank. Preliminary interview becomes a necessity, when a large
number of candidates apply for a job.

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