Class Notes (839,460)
Canada (511,348)
Management (142)
MANA 298 (46)
All (31)
Lecture

Unit 5.doc

19 Pages
67 Views

Department
Management
Course Code
MANA 298
Professor
All

This preview shows pages 1,2,3,4. Sign up to view the full 19 pages of the document.
Description
Employee Resourcing – LLC 4124 UNIT 5 SELECTION Unit Structure 5.0 Overview 5.1 Learning Outcomes 5.2 Introduction 5.3 Definitions 5.4 The Importance of Employee Selection 5.5 Factors Influencing Selection Decisions 5.5.1 Internal Environmental Factors 5.5.2 External Environmental Factors 5.6 The Selection Process 5.7 Preliminary Screening 5.8 Selection Methods 5.8.1 Selection Tests 5.8.2 Interviews 5.8.2.1 Types of Interview 5.8.2.2 Methods of Interviewing 5.8.2.3 Problems of Interviews 5.8.3 Bio-data 5.8.4 Group Methods 5.8.4.1 Roles 5.8.4.2 Problem Solving 5.8.5 In-trays 5.8.6 Presentation 5.8.7 Work Simulation 5.8.8 Assessment Centres 5.8.9 Reference and Background Checks 5.8.10 Medical Examination 5.9 Selection Decisions 5.10 Summary Unit 5 1 Employee Resourcing – LLC 4124 5.0 OVERVIEW This Unit discusses one of the most important Human Resource Management practice tool, that is, selection which is a continuation of the previous unit on recruitment. This unit will define the process of selection and the factors influencing selection decisions. 5.1 LEARNING OUTCOMES By the end of this Unit, you should be able to do the following:- 1. Explain the importance of employee selection. 2. Describe the factors influencing selection decisions. 3. Explain, in details, the selection process. 4. Describe the types, methods and problems of interviews. 5.2 INTRODUCTION Human resource is the most important asset of an organisation. Therefore, any organisation which intends to compete through people must be very careful of how it chooses organisational members. Selecting the best employees is one of management’s top priorities and such decisions are instrumental to the ability to survive, adapt, and grow in this competitive environment. In order to make sound selection decisions, managers must be able to evaluate reliable data from candidates. The competitive aspects of selection decisions become especially critical when organisations are faced with tight labour markets or when competitors tap the same labour markets. Unit 5 2 Employee Resourcing – LLC 4124 5.3 DEFINITIONS Selection may be defined as “... the process of choosing individuals who have relevant qualifications to fill existing or projected job openings.” (Snell & Bohlander, 2007: 234). In simple terms, selection “involves choosing the best applicant to fill a position” (Grobler et al, 2006: 182). 5.4 THE IMPORTANCE OF EMPLOYEE SELECTION The importance of the selection process is to obtain and retain the best qualified candidate. Selection is the process of choosing from a group of applicants the best suited individual for a significant impact on the quality of the selection decisions. An organisation that invests in high quality employees reap substantial returns in terms of better productivity and greater profit. A bad hire can affect the morale of the whole workforce, especially in a situation where teamwork is essential. The hiring process, itself, can be complicated, time consuming and costly to an employer. Selecting the wrong person for any job can be even more costly to the firm and may cause irreparable damage. Unit 5 3 Employee Resourcing – LLC 4124 Michael J. Lotito (2001) former chair of the SHRM board of directors, declared, “HR has traditionally been seen as the soft side of business, but I submit that attracting and retaining the right people for your organisation is the hard side of business because that is the foundation upon which everything is based”. Activity 1 (i) What importance is given to the selection process in your organisation? 5.5 FACTORS INFLUENCING SELECTION DECISIONS Nel et al. (2008: 239) identify both internal and external environmental factors which influence selection decisions. 5.5.1 Internal Environmental Factors Internal Environmental factors which influence selection decisions include: • The size of the organisation: the bigger the organisation, the more formal the selection process. • The type of the organisation: Greater complexity requires more sophiscated selection. Unit 5 4 Employee Resourcing – LLC 4124 • The nature of social pressure: Such pressure may emerge from ethnic groups, social and religious groups, trade unions and even legislation. • Speed of decision making: A slow selection decision-making process may bring production to a stand still. • Selection methods : Those selection methods which are determined by a number of factors including the abilities of the staff involved in the selection process, the cost of various selection assessment and the complexities of the administration. 5.5.2 External Environmental Factors External Environmental factors which impact on selection decisions include: • The nature of the labour market: in the instance there are few individuals with the skills required, the selection process would be unsophisticated and short. • Trade unions: where employees who belong to a trade union can make certain demands. • Social groups: employees of a particular social group can put pressure to have their members be selected to fill certain vacancies • Government regulations: where legislation may affect the manner in which the selection process is executed. (Nel et al. 2008: 239). Grobler et al. labour legislation has a significant impact on the manner in which organisations conduct selection activities. Indeed, the legislation stipulates that an organisation that either directly or indirectly discriminates against a job applicant will be regarded to have committed an unfair labour practice. Activity 2 Describe the internal and external factors that affect the selection decisions in your organisation. Unit 5 5 Employee Resourcing – LLC 4124 5.6 THE SELECTION PROCESS The Human Resouce (HR) activity of selection may be understood as a process. There is no standard selection process for all organisations. A diagrammatic representation of the selection process is provided below: PRELIMINARY SCREENING • Provisional Selection Interview • Evaluation of Application Forms SELECTION METHODS • Selection Tests • Interviews • Biodata • Group Methods (roles and problem solving) • In trays • Presentations • Work Simulations • Assessment Centres • Reference and Background check • Medical Examination SELECTION DECISIONS • Appointment • Induction Figure 1: The Selection Process Unit 5 6 Employee Resourcing – LLC 4124 5.7 PRELIMINARY SCREENING This is the first phase of the selection process and involves the Provisional Selection Interview and the evaluation of the company’s application form. i. The provisional selection interview usually lasts for about ten minutes and is used to determine whether the applicant meets the minimum requirements (Nel et al. 2008: 242). Also, this initial screening of applicants is to eliminate those who obviously do not meet the position’s requirements. ii. Evaluation of Application Form(s) Application forms set out the information on a candidate in a fair number of replies that have been received. It is important to sift the application forms. A standard acknowledgement letter has to be sent to each applicant. If the application has been done electronically, the applicant may be asked to complete and return an application form. Compare the applications with the key criteria in the job specification and sort them into three categories: possible, marginal and unsuitable. Scrutinise the possible again and draw up a short list for interview. Activity 3 (i) Describe the preliminary screening selection process of a post in your organisation or an organisation well known to you. Unit 5 7 Employee Resourcing – LLC 4124 5.8 SELECTION METHODS During this phase of the selection phase of the selection process, various selection methods are applied including selection tests, interviews, biodata, group methods, in trays, presentation, work simulations, personality assessment, assessment centres, reference and background checks and medical examination. 5.8.1 Selection Tests The selection tests are conducted to assess the individual’s potential for success and his/her analytical mind. In many organisations, written examinations are conducted to assess the individual’s potential, whereas assessment tests can also be in the form of IQ tests or technical tests. The main objective of these tests as a screening method, will aim at testing the potentials of candidates and thus eliminate all those who are not to the expected standards. 5.8.2 Interviews One of the most widely used selection tools is the Interview. (Nel et al. 2008: 244). It is important that the interviewers are well trained and be conversant with the objectives of the interview so as to get the relevant information following the interview. It is equally important for interviewers to know the questions that should not be asked during the interview stage of employee selection. It is illegal to discriminate against anyone based on race, national origin, religion, sex, colour or marital status. • Face to Face Interview The most common interview is the face to face communication which allows the interviewers to gain considerable information about the applicant’s background, experience, attitude, value and interest. It also gives the interviewers the opportunity to Unit 5 8 Employee Resourcing – LLC 4124 observe the non verbal cues and dress code of the applicant. It is an opportunity for job applicant to find out more about the job and the organisation. • Telephone Interview Organisation are always struggling to reduce selection costs. Telephone interviews, which is not a new method, lacks the advantage of face to face contact. Nevertherless, the telephone may be the most economically feasible way to exchange information with applicants in distant locations. In addition, an employer can screen a larger number of candidates using this method. Many Mauritians apply for posts in international organisations such as the United Nations (UN), International Labour Organisation (ILO) and the Southern African Development Community,(SADC). Those who are short listed are interviewed by telephone. 5.8.2.1 Types of Interview There are different types of interviews that may be carried out by the employer and latter needs to consider which type of interview will be more appropriate. The different types of interview include: • Structured Interview The structured interview is a guided conversation with sp
More Less
Unlock Document

Only pages 1,2,3,4 are available for preview. Some parts have been intentionally blurred.

Unlock Document
You're Reading a Preview

Unlock to view full version

Unlock Document

Log In


OR

Join OneClass

Access over 10 million pages of study
documents for 1.3 million courses.

Sign up

Join to view


OR

By registering, I agree to the Terms and Privacy Policies
Already have an account?
Just a few more details

So we can recommend you notes for your school.

Reset Password

Please enter below the email address you registered with and we will send you a link to reset your password.

Add your courses

Get notes from the top students in your class.


Submit