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undefined undefined undefined undefined undefined undefined undefined undefined undefined undefined undefined undefined as the basis for employee performance. human resource hiring and selection of importance of out the it point Thus of organisation. involvement programs, customer friendly approaches, other means such as psychological training on soft skills, team works etc are used. But all of this performance enhancement programs are done on the assumption that employees in the organisation have the capacity, ability and skills to do the task and would put necessary effort for the betterment employee programs, employee assistance programs, development management as organisation. Such in and schemes strategies of new the adoption to have lead and give competitive advantage competitors their employee may differentiate them from other of are quite interested in increasing the performance of their employees. The hope of employers that the increased and distinguishable performance in organizations competition, managers global business environment and increased competitive functional skills, psychological skills, and technical skills demanded by an organisation have changed and managers are looking for an employee who is rightly fit for the job. Personnel selection and assessment remains a very important issue during the life-span of every small or large organization. Companies not only invest millions in choosing the appropriate people for filling in their vacancies, but also spend valuable working hours of current employees acting as interviewers, or test administrators (Schmitt and Chan, 1998). In today’s well before selection. The the job applicant to assess have prompted also tasks and From the employee’s perspective, a poor hiring decision may result in a loss of motivation, increased stress leading to depression and anxiety, and perhaps loss of opportunity to make progress in his or her career. Although personally people might never administer, score, or interpret a test, it is very likely that someone may have a life-altering decision made about him or her based on test scores. Therefore, it is important for Human Resource Professionals to consider these issues while selecting employees. Even though employers are looking for good technical skills in their employees, they are also looking for strong soft skills, often called ” people skills, “which are typically hard to observe, quantify, and measure (Coates, 2006). Examples of soft skills include problem solving, team work, collaboration, planning, leadership, and presentation skills, as well as knowledge of transferable information technology (IT) and adaptability. Human Resource Selection is the process of collecting and evaluating information about an individual in order to extend an offer of employment. Such employment could be either a first position for a new employee or a different position for a current employee. The selection process is performed under legal and environmental constraints and addresses the future interests of the organization and of the individual. HUMAN RESOURCE SELECTION As it is known to business professionals that use of proper selection tools are not effective in our country, there is always a person and job unfit complaints, job dissatisfaction, absenteeism, accidents, violence and misconduct in work place and ineffective performances even if all other management support is given. Such problems the human resource department face today is basically because of the inappropriate selection of job applicants. Thus the investigator has decided to address these issues by providing a selection device, more over tries to create awareness of the psychological traits which all employers seek for employees in particular jobs and in common. Which would helpful for both employers and employee to develop themselves for employee selection. The present research is intended to As already mentioned about changes in current management philosophy and strategies like continues improvement appraisal system, employee involvement in decision process, autonomous work team, work sharing assignments within teams interactive work system has increased the need of psychological functional skills in the job which has to be assessed as part of selection. Recent changes in the way of work done in organizations, increased number of professions, specializations revenue. and other staff, and lost productivity even a clerk is a costly affair. The total cost of hiring a manager could easily be 10 times as high once employers add search fees, interviewing time, reference checking, and travel and moving expenses. It’s important because of two legal implications of incompetent hiring. First, equal employment laws require nondiscriminatory selection procedures for protected groups. Second, courts will find the employer liable when employees with criminal records or other problems use access to customers’ homes (or similar opportunities) to commit crimes. Lawyers call hiring workers with such backgrounds, without proper safeguards. 1.1.1 Why careful selection is important? The consequences of bad decisions can be significant. For example, a poor hiring decision can dramatically affect both the person being hired and the hiring organization. From the organization’s perspective, a poor hiring decision can result in increased absenteeism, reduced morale of Hiring and training employees. recruit and hire costly to is important because it’s it to screen out undesirables is before they are in the door, not after. Then, The time effectively, and employers’ own performance and the firm’s will suffer. perform abrasive or obstructionist won’t are without these skills or who Employees the company. for their supervisor and job do a better will right skills subordinates. Employees with the depends in part their own always costs, and legal obligations. The employers’ performance performance, reasons: important for three main is employees an organization. It cannot possibly afford to test and evaluate all applicants using all the instruments in the selection program, nor can it take the time to do so. So employer can guess or know from their own experience, the number of applicants has to be reduced dramatically at the very beginning of the selection program. This reduction is frequently done by using selection instruments that do not cost very much to administer, such as application forms. The irony of this is that these instruments are somewhat limited in the amount of information that can be collected. Most application forms don’t allow for more than job titles, brief descriptions of activities and accomplishments, limited education summary, and minimal job history. So many people are rejected by the company based on little information. As investigator discuss later in the study, the information collected at the initial stage of a selection program should be job-relevant because so many people are negatively affected. Once employers have a pool of applicants, the next step is to select the best candidates for the job. This usually means whittling down the applicant pool by using the screening tools like tests, assessment centers, and background and reference checks. Then the prospective supervisor can interview likely candidates and decide who to hire. Selecting the right for an important factor selection become of costs the applicants, of large numberWhen there are a


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