So, this is one of the reasons why the is essential through the interview process. Business owners already have enough on their plate, and there is no need to add fuel to the fire with bad signings. This emphasizes managing human and not material or financial resources. After going through such a lengthy task of recruiting the right person for the job, you will want to ensure that you keep this person for your organisation. On the other hand, a company that beats with one heart can take on any business challenge and surmount every obstacle on a long way to success. First, advertise only the essential requirements for the position. But, to ensure that a newcomer is up to the task, you can also.
Not all companies adhere to personal interviews, rather some also reach out to the , group interview etc. It improves the efficiency and productivity of the organization if right men are selected to right position but it creates the situation of organizational accident if wrong candidates are selected. Employee compensation was first introduced to America by Europe and imbedded in the colonies. It ensures the continuity and growth of the organization, through development managers. With experience in management and customer service, business is a primary focus of her writing. First, the development of meta-analysis, arguably one of the most influential methodological developments in recent decades, made it possible to cumulate quantitatively the results of large numbers of small-scale studies, resulting in a quasi-massive-scale study. The author of this paper will also share the tool that the author considers the most important and why the author feels this way.
Selection refers to the process of assessing candidates by various means and making a choice followed by an offer of employment Graham, 1998, p. Selection Process: Employee Selection is the process of putting right men on right job. The latest statistics show that to replace an existing member of staff it will cost you two and a half times the employee's salary. Merit rating is possible through performance appraisal. Some candidates who have lower performance, qualification and skills than organizational need; they are rejected from this step. It is a continuous function performed by every manager to ensure successful functioning of his department and to develop his successors. This step of selection process is concerned with a face-to-face interaction between interviewee and interviewers.
Moreover, organization will face less of absenteeism and employee turnover problems. Employee Selection: This crucial step involves using such techniques as would identify and isolate the suitable people -who would eventually be selected. These activities are performed by the chief executive, departmental managers and foremen in relation to their subordinates. This is because all around the world, it has been stated as the best and most used methods to get the job one wishes to join. He is actively associated with recruitment, selection, training and appraisal of his subordinates. She has a wide range of interests, including online writing, technology trends and marketing in general and likes to share her own experiences in those fields.
This step discusses such factors that are influential in maintaining the workforce. Interview can be structured, semi-structured or unstructured. The applicant should neither be over qualified nor under qualified for the post. Employee selection is the process of choosing most appropriate candidate for the specified position among the perspective candidates. Lastly there will be a discussion of any legal and or ethical concerns that may arise in the implementation of each training program.
There will be a discussion of methods used to measure the levels of success of each training program. Therefore, some companies take these things into consideration when recruiting efforts are initiated and selecting the best in class applicant may be the company's biggest challenge. Building Higher Morale: Right type of climate should be created for the workers to contribute to the achievement of the organisational objectives. Also read: Selection test is the scientific, systematic and standardized procedure of examining the job related skills, knowledge and expertise so that only best candidates can be selected for the post. Applied psychology, Assessment, Employment 1461 Words 5 Pages Employee Selection and Training Introduction There are many ways organizations use industrial organizational psychology to choose employees as well as train them.
These are the assessment criteria which needs to be known otherwise the non-efficient employees would take the lead leaving behind the efficient and deserving ones. On the contrary, the right candidate can enhance the winning mentality across the board, boost the morale, and support forward thinking and planning processes. Planning for manpower is necessary both when managerial talent is in abundance or in scarcity. For example, if the candidate starts out working as a senior manager and slowly shows progression to a less complex role, this could indicate that he is not as competent as he claims. This is a process of rejecting less qualified candidates to be selected to the position. Such candidates will now be informed to join their job from specific dates.
But such interviews consume time and money both. It in an integral part of management process. These tests are thus, measures of past achievement and performance of candidates. Also the interviewers can explain their job requirements: The process of interview is beneficial not only to the applicant but also to the interviewers as they are able to talk to the individual personally and ask what they wish to. Their obviously cannot be known through their writing, but through the way one utters. A wrong selection means a heavy loss to an organisation in terms of expenditure incurred on selection, induction, training and subsequent poor performance of an employee. It has also to train and develop the existing personnel for career advancement.
It forms a bridge between the sender and the receiver: The process of interview acts as a bridge as it conveys what the sender has to communicate while the receiver gets to know about the sender. While it may appear that technology and self service are up and coming. For this, a situation, a event is given to candidates describe. The costs to replace a bad hire are astronomical in many industries. While selection is a negative process as the inappropriate candidates are rejected here.