Hassan KhokharRoll # 18
Group # 02
What is HRM ???HRM PROCESS:
SELECTION
SELECTING PROCESS
COMPLETE APPLICATION
INITIAL SCREENING
BACKGROUND INFORMATION
EMPLOYMENT TEST
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 unexplained 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 RafiqRoll # 33
Group # 02
BASIC TESTING CONCEPT:
There are basically two basic testing concepts..
1) Reliability.
2) Validity.
BASIC TESTING CONCEPT: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:
BASIC TESTING CONCEPT:
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.
Relation b/w Reliability And
Validity:
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 RazaRoll # 34
TYPES OF TESTSTests measure the following abilities of candidate:
Cognitive abilities
Motor and physical
abilities
Personality
Interest or
Achievements
TESTS OF COGNITIVE ABILITIES
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 100I.Q = 100
EXAMPLES
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 ww
w.inte
lligence
test.
com
/
OTHER INTELLIGENCE TESTS
Kaufman adolecent and adult intelligence
Slosson intelligence test
Wide range intelligence test
Comprehensive test of nonverbal intelligence
SPECIFIC COGNITIVE ABILITIES
Inductive reasoning
Deductive reasoning
Verbal comprehensive
Memory
Numerical abilities
SPECIFIC COGNITIVE 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
SAMPLES
TESTS MOTOR AND PHYSICAL ABILITIES
Stromberg Dexterity testMinnesota 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 PilotsLifeguards are hired after
testing their swimming ability
MEASURING PERSONALITY AND INTRESTS
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
For online personality test there is website www.phychtests.com
I always say my mom that……….
When I was in school I was very……….
I have regret of………….
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 discussionManagement gamesIndividuals presentationsThe interview
Pakistan Army Selection Process
Screening criteria
60% marks in
intermediate
(about 10000
candidate apply)
About 7000 candidate remains
Verbal test (100)
Nonverbal test (100)
General knowledge test
(30)
About 3000 candidate remains
Interview
ISSB
Physical & Medical
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
Verbal test Nonverbal test
Sentence completion Picture story
Word to sentence
Group discussingIndividual
presentationGroup planning
Psychiatrist interview
2nd interview
Command task Group task
Half-group taskIndividual obstacle
Day O2Day O1 Day O3
Recommended or Not-Recommended (only 500)
THANKS
Waqar ahmedRoll # 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
Background investigation and Reference check:
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 applicants.
To uncover damaging information.
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 licenses
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.
Husnain Roll # 19 Group # 02
Medical/physical examination
An examination indicating an applicant is physically fit for essential job performance. Example: ISSB ( Inter service selection board ) & firefighter medical test.
InterviewFormal, 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
THANKS
THANKS
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