Page 42 - DMGT507_SALES AND PROMOTIONS MANAGEMENT

Sales and Promotions Management

Notes Two further considerations that the manager must take into account in arriving at his decision
are the compatibility of the man with his future colleagues and superiors and the future
management needs of the company.
How well a man fits into a team can often determine his success. It is usually fatal to put a
dynamic, aggressive, ambitious twenty six year old into a sales force consisting of security
minded senior citizens hanging on for their pensions. It is likewise dangerous to have a man
who is over-compatible with his superior. This often comes about by "mirror-image" selection,
a common fault of many inexperienced managers. Because a candidate happens to have a similar
background to the manager, that is, comes from the same part of the country, went to the same
school, shares an interest in water-polo and the like, it may be tempting to assume that he
possesses similar business abilities but if a manager is prone to such temptations, it is better for
him to ask a colleague to take over the interviewing.

Task Ask your father that what selection process he went through for his first
job. What selection process you went through for admission into your
college? Is there any difference in the two selection processes?

Case Study Process of Recruitment and Selection in ABN AMRO
and AXIS Bank

ABN AMRO Bank
It's carried in 9 steps:
1. Basic interview: Interviews are designed to probe into areas that cannot be addressed
by the application form or tests. These areas usually consist of assessing candidates'
motivation, ability to work under stress, interpersonal skills and ability to fit-in the
organization.
2. Aptitude test: These tests measure whether an individual has the capacity of latent
ability to learn a given job if given adequate training.
3. Typing test: It may or may not occur
4. Operation Round: It includes
(a) Job Specifications

(b) Person specifications
5. HR rounds: Assess the skills/competencies required in each area based on the various
factors.

6. Selection: Once the recruiting effort has developed a pool of candidates, the next
step in the HRM process is to determine who is best qualified for the job. This step
is called the selection process. Selection involves mutual decision and prediction.
The enterprise decides whether to make a job offer and how attractive the offer
should be. The job candidate decides whether the enterprise and the job offer fit his
or her needs and personal goals.

Contd...

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