Selection process HRM

INITIAL SCREENING

COMPLETE APPLICATION

EMPLOYMENT TEST

BACKGROUND INFORMATION

MEDICAL EXAM

INTERVIEW JOB

WHY CAREFUL SELECTION ???

PERFORMANCE

Employee with the right skills and
attributes will you a better job for
you and company

COST

Hiring an employee can cost too much for a
company so it is much important to carefully
Select an employee

LEGAL OBLIGATION

The employee selected should not
have any criminal record

NEGLIGENT HIRING
To avoid negligent hiring following step may
be undertaking :
• Making a systematic effort to gain relevant information about the
applicants and verifying all documentation.

• Scrutinizing all information supplied by the applicant, and following up on unexplaine
gaps in employment.

• Keeping a detailed log of all attempts to obtain information, including names
and dates for phone calls or other requests

• Rejecting applicants who make false statements of material facts or who have
conviction records for offenses directly related and important to the job on question

ASI

M.Waqas Rafiq
Roll # 33
Group # 02

BASIC TESTING CONCEPT:
There are basically two basic testing concepts..

1) Reliability.
2) Validity.


Reliability:

The consistency of scores obtained
by the same person when retested
with the identical test or with
alternate forms of the same test.


validity:
The accuracy with which a
test, interview and so on measures
what it purpose to measure or fulfills
the function it was designed to fill.

How to Validate A
Test:

 Step 1: Analyze the job

 Step 2: Choose the test

 Step 3 : Administer the test.

 Step 4 : Relate your test score and
criteria.

 Step 5 : Cross-Validate and Revalidate.

Muhammad Waqas Raza
Roll # 34

Tests measure the following abilities of
candidate:
 Cognitive abilities
Motor and physical abilities
Personality
Interest or Achievements

Intelligence Tests

IQ (Intelligence Quotient) test:
• Memory
• Vocabulary
• Verbal fluency
• Numerical

Formula… I.Q.= MA / CA x 100
MA - mental age , CA - caldendar age
So, in our example, I.Q. = 10 / 10 x 100
I.Q = 100

www.intelligencetest.com/
IQ Range Classification
Above 145 Genius or near genius
130-145 Very superior
115-130 Superior
85-115 Normal
70-85 Dullness
Below 70 Borderline deficiency

Kaufman adolecent and
adult intelligence
Slosson intelligence test
Wide range intelligence test
Comprehensive test of
nonverbal intelligence

Inductive reasoning
Deductive reasoning
Verbal comprehensive
Memory
Numerical abilities

Its also called Aptitude test
Its check the candidate basic mechanical abilities
It use for machinist or engineer
Its include mechanical reasoning test
This test include 64 two dimensional diagrams
Its can use for screening applicants for jobs such as
designers, draftpeoples or engineers

Stromberg Dexterity test
Minnesota rate of manipulation test
Purdue peg board
These tests check static strength,
dynamic test, body coordination and stamina

EXAMPLES

Finger and manual dexterity
test at the time of hiring the
Pilots
Lifeguards are hired after
testing their swimming ability

Most people are hired on qualification and
but most are fired for non performance

These tests are conduct to check the inner factors or
of applicants Like Motivation and interpersonal skills

This tests also tell us the personal characteristics
such as attitude ,motivation and temperament

WHAT PERSONALITY TEST MEASURE ???

•Introversion
•Stability
•motivation
FORMATE OF TESTS

Picture of Anything
Make A Picture Story (MAPS)
House-Tree-Person (HTP)
Forer Structured Sentence Completion Test

EXAMPLES

I always say my mom that……….
When I was in school I was very……….
I have regret of………….

For online personality test there is website
www.phychtests.com

MANAGEMENT ASSESSMENT CENTERS

Two or three day simulation
10 to 12 candidate
Perform realistic management task
Under the observation of experts
Who judge each candidate individually

MANAGEMENT ASSESSMENT CENTERS

The in-Basket
Leaderless group discussion
Management games
Individuals presentations
The interview

Pakistan Army Selection Process

Screening Verbal test (100) Physical &
Medical
criteria
60% marks in Nonverbal test (100)
intermediate
(about 10000
Interview
General knowledge
candidate About 3000
test (30)
apply) candidate
About 7000 candidate remains remains

ISSB

Day O1 Day O2 Day O3
Verbal test Group discussing
Nonverbal test Individual presentation Command task
Sentence completion Group planning Group task
Picture story Psychiatrist interview Half-group task
Word to sentence 2nd interview Individual obstacle

Recommended or Not-Recommended (only 500)

Every body part Medical check up by its specialist
Only ( about 450 candidate)

Only 300 candidate become part of Pakistan army as a commission
officer and go for 02 years training in PMA kakul Abbottabad

Waqar ahmed
Roll # 55
Group # 02

Background investigation

Background investigation Is
the process of looking up and
compiling the criminal record,
financial record and
commercial
record of an individual
or organization

Extent of investigations and check
Reference checks (87%)
Background employment checks (69%)
Criminal records (61%)
Driving records (56%)
Credit checks (35%)
Reasons for investigations and
checks
To verify factual information provided by

Included in Background
Checks:
 Driving Records
 Bankruptcy
 Property Ownership
 Past Employers
 Education Records
 Personal References
 Court Records
 Sex Offender List

Aims of background
investigation
To verify factual information

The main reason of checking background
investigation is to verify factual information
To uncover damaging information

The reason of background investigation is to
uncover the damaging information such as
criminal records and suspended driving license

Types of background check :
•Verification of applicants current position and
salary
•Try to discover about the person’s motivation,
technical competence and ability to work with
other.
•Provide information about credit standing
indeptedness, reputation ,character and life
style.

EFFECTIVENESS:
The background check is an
inexpensive and straight
forward way to verify factual
information about the applicant
such as current and previous
job title, current salary
range, date of employment and
educational background.

Medical/physical
examination
An examination indicating an
applicant is physically fit for
essential job performance.
Example: ISSB ( Inter service
selection board ) & firefighter
medical test.

Interview
Formal, in depth
conversation conducted to
evaluate the applicant’s
acceptability

Two way exchange of the
information, the interviewer
learn about the applicant’s,
and applicant learn about
organization.

Types of interview
 Structured Interview

 Unstructured Interview

 Group Interview

 Exit Interview

 Depth Interview

 Stress Interview

 Individual Interview

 Informal Interview

 Formal Interview

 Panel Interview

Job offer

Those individual who
perform successfully in
the preceding step are
now considered to be
eligible to receive the
employment offer.

ENDING WITH REVISION
Topic was Selection process
Intoduction by hassan khokher

Basic testing concept by Muhammad Waqas Rafiq

Types of tests by Muhammad Waqas Raza

Background investigation by Waqar Ahmed

And physical examination and interview by hasnain

Selection process HRM

Selection process HRM

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