unit 4 recruitment and selection and socialization.pptx

recruitment, selection and socialization of human resource acquisition in the organization.

1. Talent Concept : By birth or inbuild special ability which is higher than the average people have. Decent characteristics from the child hood. parent or teacher may have such experience. one can show it when get opportunity to present Talent is not exposed itself until talented person get chance. proper environment help talent to exposed off. Meaning : In psychology talent and genius are different. talent limited to specific activity but genus does not limited to a particular area. genus flourish in any activity wet get environment. so genus is superior to talent. In HRM talent is not limited to special skill, education or training. talent is useful only when talented person have ability to use other people to expose hir/her talent. Definition : A special ability that allows someone to do something well. Britannica Dictionary People who are creative, adaptable, ambitious for themselves: who are courageous and assertive. People who take initiative and sensible risks.

2. Talent Management Concept: organizational success if the outcome of talent inside. organizations are required to appeal, retain and use talented people. talent deserving people continuously seek to use of their tenancy organization should make environment to use talent. outgoing of a single talent employee strike overall performance of the organization. Meaning : sometime mean as overall talent of the organization. but talent management specifically mean use of talent of the person inside organization. managing talent people and use of their Talent Talent management is strategic in nature (assess required talent people, acquire, retain and use) Definition : The systematic identification of key positions which deferentially contribute to the organization's sustainable competitive advantage, the development of a talent pool of high-potential and high-performing incumbents to fill these roles, and the development of a differentiated human resource architecture to facilitate filling these positions with competent incumbents and to ensure their continued commitment to the organization." (Collings and Mellahi's 2009; 304

3. Importance Attract top talent Keep employee motivation Retention of skill employees Continuity of critical role Development of talent Development of human capital Development of work culture Improvement in productivity

4. Talent Development Concept: Human talent - according to phycology -explores in an appropriate environment. TD is to provide proper environment to learn, use of knowledge and skill learned Training, development, succession planning and opportunity to exercise are the ingredients of talent development. Practically TD is the process of identifying talent gap, develop talent deficit, make environment to use talent and keep retention of talent people. it’s a succession plan . Importance : Talent can only Compete with market retaining talent people is the challenge Modern business if knowledge based Fill talent gap

5. Recruitment Meaning : Realizing the HR as Human capital the first step is to acquire people as needed by the organization. completive strength of the organization build from the beginning of the acquisition of the people. Recruitment is the primary gate to initial entry of HR. HR plan according to job description and specification assess HR need and make a plan of recruitment. Recruitment is the seeking qualified people and motivate them to apply for the job in the organization. labor law states equal opportunity for all. to comply the rule every qualified person willing to apply must be provided with necessary information. At the same time for the ease of selection non qualified should not apply. Meaning : Recruitment is to build up a pool of qualified applicants. Dessler Recruitment is the process of discovering potential job candidates. Decenzo and Robbins Recruitment is a process of searching for prospective employees and stimulating them to apply for fobs. Edwin B Flippo .

6. Sources and Methods of Recruitment Internal Promotion Transfer Job Rotation Job posting Rehire or Recall Others Acting overtime External Advertisement Employee referee Management consultants Employment agencies Educational institutions Labor contractors Casual workers Professional associations Walk-ins Voluntary organizations Internet portal Advantages Career development Motivation Retention Cost effective Disadvantages Source of dissatisfaction Tigidity in org. culture Advantages Comply labor act Wide source Less conflicting than internal Change agent in organization Disadvantages Time consuming Costly Sense of less importance by existing employee Conflict of new and existing

7. Selection Concept : Recruitment ends as applications are formally received Applicants go through appropriate test for selection Recruitment encourage as many as applicants, selection narrow down the number to the required Selection is highly technical Meaning : Choosing highly qualified from the applicant list through series of test. Testing knowledge and ability by test and understanding intention and other phycological aspects by interview process. Recommendation process for appointment. ends after appointment. Definition : Selection activities predict which job applicant will be successful if hired . Decenzo and Robbins. Hiring process is one or many 'go, no-go' gauges (measure). Candidates are screened by the application to these tools. Qualified applicants go on to the next hurdle, while the unqualified are eliminated . Yoder

8. Difference between Recruitment and Selection recruitment selection Making list for selection Starts after recruitment process ends Search for deserving candidates. Identify ability, latency and intention of candidate Encourage potential candidates to apply determine candidates merit list and recommend for appointment Ends after job application Ends after appointment

9. Selection Process

10. Selection Test Concept : Employer seeks eligibility of people expected to be hired. selection test is to mix up the eligibility with personal characteristics to be a best eligible. Every effort to identify best eligibility before interview is selection test. Similarly every step in selection process is a selection test. even an examination of application form e.g. past experience, job tract record etc. Theoretically it is to determine (1) performance predication (1) diagnosis of traits (situational behavior) It’s the marching personality and work environment.

11. Validity and Reliability of Test The quality and suitability of test Effectiveness of test depends upon method, process, personal approach of test conductor etc. Test of test is validity and reliability. Validity : measure of what actually to be measured. e.g. in typing test whether typist efficiently perform type job or not. there are four validities. Content : that the subject matters of test related to job description Predictive : that the merit list of the test result match with the merit of the performance. Constructive : that the expected behavior by test method match with the actual behavior. e.g. candidate with hinger IQ score show higher intelligence in his job. Concurrent : that the test result of the past correlates with the another test currently conducted.

12. Reliability That the results of tests conducted in a candidate repeatedly result almost same. Change in environment, personnel biasness, psychological state of candidate and examiner etc. affects the result of the consecutive tests It is too difficult to expect same result in the two or more tests carried out in the time interval because of change in the environment of tests over the time. 70 or more % matching is supposed to be good. Techniques of reliability can be verified by: retest, test by other examiners, test again with similar other test, consistency of subject matter in the subsequent test.

13. Types of Test Tests are of different types: written, oral, practical, individual or group presentation. Different tests have different objective to find out. e.g. written test examine knowledge, practical test examine skill, interview to identify psychology etc. Written test is traditionally most popular but interview and other tests have growing in their use. Classification As per the method devised As per the objective As per the degree of aptitude Written Verbal Practical task Computer-interactive Assessment centers Video based situational testing job training approach Polygraph testing Graphology Physical examination Interest Intelligence Personality Objective Projective Situation Attitude Honesty Achievement Job knowledge Work sample Mental (intelligence) Mechanical Psychomotor

14. Written Test Most traditional widely used method. computer now a days is also use in writing Knowledge test is the main objective but communication skill, intellectual ability, problem solving ability, personal philosophy are some other objectives. There are questions about the validity because of Less correlation between test merit and the performance merit after selection. Lack of technical skill test Dissatisfaction of indigenous communities Interview and practical tests are supposed to be controller of written test drawbacks

15. Verbal test : Interview in most popular Verbal reasoning test is another example : a small paragraph is given to read or listen and the candidate is to answer question verbally. useful for communicative professionals like teacher, presenter, social worker, front desk officer, lawyer etc. Practical : Skill and aptitude test in a particular task. Typing test, work sample test (to make a proto type) Computer interaction : Use of computer for even written, oral, practical test Special model of test is also design. Online tests are increasingly popular.

16. Assessment center : Use for assessing managerial skill Group presentation, management game, group discussion, paper presentation and comment of candidates are some example Test of personability, leadership skill, skill, knowledge etc. Video based test : Use of computer game Simulation Test of problem solving skill, ability, attitude etc. Job training approach : For industrial worker to perform specific tasks e.g. repair of advance machine, machine operation. Use for the recruitment of interested candidate and training is given before selection. Construction worker training, powerhouse operating training in Nepal.

17. Polygraph test : Known as lie defector test Heart best, respiration rate, skin response, facial expression etc. are recorded in a device and data are analysis for testing unnasty. Useful for security personnel, data base manager, cash manager etc. There are some legal issue in its use. Graphology test : Test of manually written text, letter structure or any figure Size, height, straightness, of letter, flatness, skewness of written letters represent some special personal characteristics of an individual. For example psychologist assume that uptown structure of letters and words in text writing represents persons degree of self control. Care should be taken that writing practice enhance person's test structure. Physical examination : Final test of employment but in some profession e.g. security personal it may be primary test. Primary health check also provide record of personal health which can be referred for state of health at work. employee health insurance, job posting etc. Some type of health checks (sizableness for example) are not allowed as per equal opportunity act

18. Test Classification based on Objectives of Test Interest test : Test of hobby or special interest Like unlike questions prepared based on the personal characteristics of existing employees Positive interest inventory of best performing employees and negative interest inventory of low performing employees may be the referred to prepare like unlike question. intelligence test : known as IQ test Numerical, Logical, memory ability etc. test IQ level highly depends upon age. IQ level less than average is not good for employees. Emotional intelligence test is newly developed alternative to IQ test.

19. Personality Test Employee performance not only depends upon knowledge and physical ability. personality has very greater role. Personality test is too difficult. practically it can be measured by some personal traits. The big five personality test for example classified personal traits as openness, conscientiousness, extraversion, agreeableness and neuroticism. For example openness traits are helpful for imitativeness, neuroticism represents more frustrating. Person job fit test is another personality test Personality test may be of following types. (CB Memoria and SV Gankar ) Objective test : Test of mental traits like confidence, conformity, tolerance, rationality etc. Can be measured by takin explanation to some event or meaningful paint picture etc. Situation test : Emotional intelligence test Response to a particular situation. Projective test : Test of best performing situation of an individual. Inspiring events for an individual, performance preference may be used for the test.

20. Attitude test : Positive or negative approach to any event or object is attitude Attitude about the job determines individual performance and job satisfaction Test identify candidate's attitude to the job, organization, authority, supervisor etc. Honesty test : Polygraphy test Previous track record on job, policy report Ethical question in face to face interview. Achievement test : proficiency test. Test of previous achievements in academic study, training, job performance etc. Two types of proficiency tests are: 1. job knowledge test and 2. work sample test.

21. Tests based on Aptitude Aptitude tests are for identification of ability to gain skill Composition of physical and mental characteristics determines persons ability to learn particular job. For example a machine operator require eye and hand balance including mental stability state of ability. There are three such tests : Mental or intelligence test : useful for high skill worker, IQ and emotional intelligence test Mechanical aptitude test : useful for skill worker. hand, leg and other part movement (spatial visualization), speed of movement, eye hand balance, etc. Psychomotor test : useful for semi skill worker where similar tools are generally used at work. skill in playing musical instrument is an example. the timing and speed of machine operation is as a playing of musical instrument.

22. Interview Concept ; Most effective test Face to face test Not only the test but also negotiation for employment Except biasness of the interviewer it is fount to be most effective. meaning : A way of knowing opinion by asking verbal question face to face. e.g. TV Radio interview. Employment interview is a kind of test to understand candidates knowledge, skill, personality, intention by face to face reading. Exchange of views between employer and candidate where employer also puts about terms of condition of employment and try to understand candidate's view. Definition : "An interview is a purposeful exchange of ideas, the answering of questions and communication between two or more persons (Scott)" Memoria and Gankar , PM, 22 nd edition p. 224. "An interview is a procedure designed to obtain information from a person through oral responses to oral inquiries" (Gary Dessler HRM 10th edition p.236 ).

23. Objectives Real verification of eligibility of the candidate: compare the academic and other experience in the face of the candidate. Identify personal traits : Personality, interest, attitude. intelligence. emotional intelligence. Communicate candidate about the characteristics of the job : the nature of the job, its difficulties, expectation from the candidate. Negotiate with candidate about the job and its terms and conditions: understand candidates view about the job and expectation, intention etc. from the job.

24. Types

25. Unstructured : Specific questions, specific person for specific question to ask are not set out. Interviewer or interviewers are free to ask any question as it is relevant during the interview. Possibility of interviewers biasness. Structured : Organized and set up specific questions, specific person for specific question to ask, the objective of interview etc. Even a specific question and their marking scheme is also fixed Reduce interviewers biasness but time taking. Situational : Try to understand candidate's reaction on the imaginary or actual events of the past. Helpful to understand candidates problem solving skill, attitude, interest ect .

26. Job related : Questions are asked only job related and relevant subject matter. Test the wideness of the job knowledge. Specific personal characteristics required for the job are set up and the interviewer try to understand whether candidate deserve those. Interview should be an expert about the job. Stress interview : Test the degree and state of stress with the candidate. Even irritate questions may also be asked The critical events relevant to job may be told to the candidate is observe his/her response. Observing the level of tolerance and human relation skill is test objective. Sequential interview : Series of interviews so as to reduce personal biasness of the interviewer or interviewers. Both structured or unstructured

27. Panel interview: Interview by group of interviewers to a single candidate An individual interviewer asks specific questions Average on all interviewers mark is taken for final decision. Useful for higher level job but not for lower level. Mass interview : Interview of tow or more (6 is modest) candidate at a time. Interviewer may be also one or few. Case type of problem solving type questions are put. Test leadership quality. Computerized interview : Use of computer. Programmed, visual or oral only . Programmed may be computer aid interview which is structured.

28. Socialization Concept : Every organization have its unique culture which is the norms of behavior known as organizational culture New intrant initially do not familiar with the organizational culture. New intrant on the other hand carry their own culture of behavior Unmatched culture may have conflicts Socialization process is the adaptation of organizational culture by the new intrants Meaning : Adaptation of social norms, of behavior by modification of own behavior. In the organization it is understanding organizational rules, process, norms of behavior which is unique. Definition : "…. a process of adaptation that takes place as individuals attempt to learn the values and norms of work roles" Decenzo and Robbins …… …….. ongoing process through which an employee begins to understand and accept the values, norms and beliefs held by others in the organization" Werther and Davis .

29. Purposes Understanding organization : purpose, strategies , policies, completion with outsiders etc. understanding rules : rules like terms of reference of employment, work procedures. work manuals, directives etc. Employee benefits : salary and fringe benefits, long term benefits, retirement benefits, employment tax. organization culture : norms of time, discipline, internal control. decision process, authority responsibility, quality, customer relation etc. Group affiliation : different groups, relevant group and relationship, expectation of group from him etc. Developing Positive thought : what is organization, what is he himself, what are the mutual benefits.

30. Process Pre arrival : study of organization during application process, selection process. Encounter : after selection face the newness in the organization. conflicting behavior. Metamorphosis : adopting the organization culture.

31. Learning Concept : People learn by observation, study, experience and practice. it is life long process. Man is always curious because of human intelligence. want to understand anything new and exercise to learn. it is cognitive learning. Surrounding environment for the person is always learning prone. it is environment perspective of learning. Leaning change behavior. otherwise is is only understanding. Meaning : Permanent change in behavior Understanding, knowing, and learning is the sequential process. understanding is realizing what it is, knowing is how it can be and leaning developing skill. From HR perspective it is change in behavior in the organization by cognitive process or by environment perspective.

32. Definition "Learning is any relatively permanent change in behavior that occurs as a result of experience". Stephen P. Robbins. "Process of acquiring, assimilating and internalizing cognitive, motor or behavioral inputs for their effective and varied use when required, and leading to enhanced capability of further self-monitored learning". (Pareek 1981, Designing and managing HR system.

33. Process of Learning Classical conditioning (SR model), Cognitive theorist's Operant conditioning (RS model), combination of two ( Stimulus – Organism– Behavior– Consequence SOBC Model) Stimulus : inspiring object, event or any phenomena for the individual For child chocolate is stimulus for homework. Reward in the work place is for performance. Response : Action generated by stimulus. it is the initiation of human organ that drive towards the stimulus. Motivation : Repetition of response for learning, developing skill. the environment for repetition should play positive role. Reward : Reward which is consequence by motivation may be positive or negative. for learning it must be positive to work as reinforcement. Stimulus Response Motivation Reward

34. Learning Theories Learning and motivation principle : learning needs motivation. coercion can't be an effective learning. Feed back and learning : feed back about the result helps Lerner to learn faster. Reinforcement and learning : Reinforcement environment makes learning effective. Practice and learning : Practice makes perfection. Learning curve : speedy learning initially, slower latter on but more advance.