Organization & Management - Selection and Training

Selection

Selection is defined as the process of choosing and short-listing the right candidates with the necessary qualifications and skill set to fill vacancies in an organization. The selection process varies across industries, companies, and even departments within the same company.

• What does Steve Jobs mean when he said that “Every good product is because of a group of people who cared deeply about making something wonderful they and their friends wanted?”

• He also said that, “If you hire the right people, you do not have to always tell them what to do.” What does it mean?

Selection vs. Recruitment

Selection is a negative process that rejects unqualified applicants to hire the right candidate.
Recruitment is a positive process that attracts more candidates and stimulates them to apply for jobs.

Steps in the Selection Process

1. Receiving Applications: Potential employees apply for a job by sending applications to the organization. The application gives the interviewers information about the candidates like their bio-data, work experience, hobbies, and interests.

   • Bio-data: Includes personal data (position desired, name, address, contact details, date of birth, civil status, etc.), educational attainment (elementary, high school, college, degree received, special skills), employment records (company name, position, duration), and character references.

2. Screening Applications: Applications are screened by a special screening committee who choose candidates to call for an interview. Selection criteria include qualifications and work experience.

3. Preliminary Interview: A general and basic interview to eliminate candidates who are unfit to work in the organization. This creates a pool of potentially fit employees.

4. Employment Tests: These tests gauge the talents and skills of candidates. Examples include intelligence tests, aptitude tests, proficiency tests, and personality tests.

5. Employment Interview: Used to identify a candidate’s skill set and ability to work in an organization in detail. The purpose is to find out the suitability of the candidate and provide an idea about the work profile and expectations. It is critical for selecting the right people for the right jobs.

6. Checking References: References from previous employers can provide information about a candidate’s capabilities, experience, leadership, and managerial skills. This information is kept confidential within the HR department.

7. Medical Examination: Medical exams help employers determine if candidates are physically and mentally fit to perform their job duties. This ensures higher health standards and reduces absenteeism, accidents, and employee turnover.

8. Final Selection and Appointment Letter: The final step where a successful candidate receives an appointment letter, confirming their selection to the job. The letter contains job details like working hours, salary, and leave allowance. Employees may be hired on a conditional basis until their performance meets expectations.

Types of Job Interviews

1. Patterned, Structured, or Guided Interview: A pre-planned interview designed for accuracy and precision. A list of questions is prepared in advance based on job specifications to gather information from the candidate. It measures personality, motivation, and interest and is useful for selecting semi-skilled employees.

   • Example Questions:

     • “Tell me about a time you had to explain a difficult concept to a team member.”

     • “Describe your last three years of work experience.”

     • “What were your responsibilities?”

     • “What experience have you had that would qualify you to perform these tasks?”

2. Unstructured or Unguided Interview: A non-planned interview designed to allow the interviewee to speak freely. It gives the candidate complete freedom to sell themselves without interviewer questions. The interviewer aims to find out the feelings, desires, or problems of the candidate.

   • Example Questions:

     • “Tell me about yourself.”

     • “Describe your ideal job.”

     • “What accomplishment are you most proud of and why?”

3. One-to-One Interview: One interviewer speaks with one candidate. The interviewer assesses if the candidate fits in with the company and how their skills will complement the department.

   • The goal is to establish rapport and show how your qualifications will benefit the company.

4. Panel Interview: A candidate is screened by a group of interviewers who are specialists in their respective fields. Interviewers ask questions in serial or random order.

Pre-Employment Tests

Tests and questionnaires are used to assess candidates in terms of cognitive ability, critical thinking skills, personality, preferences, and motivation.

Types of Employment Tests

1. Intelligence Tests: These tests judge the mental capacity of applicants, measuring their learning abilities, understanding of instructions, and decision-making skills. They are used for various jobs from unskilled to skilled positions.

   • Examples:

     • Verbal: General Information, Similarities, Arithmetic Reasoning, Vocabulary, Comprehension, Digit Span.

     • Performance: Picture Completion, Digit-Symbol Substitution, Picture Arrangement, Block Design, Object Assembly.

2. Aptitude Tests: Aptitude tests measure an applicant’s capacity and potential for development. They are promising indices for predicting candidate success.

   • Examples:

     • Verbal Reasoning: “QUARREL is to HARMONY as ALOOF is to _.”

     • Mathematical Ability: “If Peter rides his bike at a rate of 7.5 miles in 30 minutes, how long will it take Peter to ride 30 miles?”

     • Abstract Reasoning: Choosing the correct figures to complete a sequence.

3. Proficiency Tests: These tests measure the skills already acquired by individuals. They test the level of knowledge and proficiency acquired by the applicants, also known as performance, occupational, or trade tests.

   • A trade test replicates the actual work situation, measuring the potential to learn skills required on the job.

4. Interest Tests: Interest tests identify patterns of interests, areas in which the individual shows special concern, fascination, and involvement. These tests suggest what types of jobs may be satisfying to the employees and are often used for vocational guidance.

5. Personality Tests: Personality tests probe the qualities of an individual’s personality as a whole, including aptitude, interest, mood, and temperament. These tests discover clues to an individual’s value system, emotional reactions, and maturity.

   • Example: Questions assessing agreement with statements like “I try not to draw attention to myself” or “I feel uncomfortable when I disagree with someone.”

Training of Employees

Training enhances the skills, capabilities, and knowledge of employees for doing a particular job. It molds the thinking of employees and leads to quality performance. It is continuous and never-ending.

Training is a program that helps employees learn specific knowledge or skills to improve performance in their current roles.
Development is more expansive, focusing on employee growth and future performance.

Importance of Training

Training is crucial for organizational development and success. It benefits both employers and employees, making employees more efficient and productive.

Grounds for Training

1. New Candidates: Training familiarizes new employees with the organizational mission, vision, rules, regulations, and working conditions.

2. Existing Employees: Training refreshes and enhances the knowledge of existing employees.

3. Technological Updates: Training is given to cope with changes in technology, such as new equipment or production techniques.

4. Promotion and Career Growth: Training prepares employees to share the responsibilities of higher-level jobs.

Benefits of Training

1. Improves Morale of Employees: Training helps employees gain job security and job satisfaction, leading to greater contribution to organizational success and reduced absenteeism and turnover.

2. Less Supervision: Well-trained employees are well-acquainted with their jobs and require less supervision, reducing wasted time and effort.

3. Fewer Accidents: Trained employees have fewer chances of committing accidents due to their enhanced knowledge and skills.

4. Chances of Promotion: Employees acquire skills and efficiency, making them more eligible for promotion and valuable to the organization.

Mandatory Training Programs

• BOSH for SO1: Basic Occupational Safety and Health for Safety Officer 1.

  • An 8-hour OSH orientation plus a 2-hour Training of Trainers to impart knowledge and skills on basic OSH concepts and principles.

• BOSH for SO2: Basic Occupational Safety and Health.

  • Aims to equip participants with basic knowledge and skills in identifying safety, health, and environmental hazards and determining appropriate control measures.

• COSH: Construction Safety and Health.

  • Aims to equip participants with basic knowledge and skills in performing safety audits, assessments, and analysis of hazards and risks in the construction industry.

Methods of Training

1. On-the-Job Training: Training given to employees within the everyday working of a concern. It is a simple and cost-effective method where employees are trained in actual working scenarios.

   • Motto: “Learning by doing.”

   • Examples: Job rotation, coaching, temporary promotions.

2. Off-the-Job Training: Training provided away from the actual working condition, generally used for new employees.

   • Examples: Workshops, seminars, conferences.

   • This method is costly and effective if a large number of employees need to be trained quickly. It is also called vestibule training, where employees are trained in a separate area that duplicates actual working conditions.