EMPLOYEE SELECTION
Employee selection is a major human resource function in a work organization. This refers to the process that employers use to make a decision concerning which individuals from a group of choices for a particular job or job roles within the organization (Fari and Nancy. 2010). In other words, the selection process choosing individuals with the correct qualifications needed to fill jobs in an organisation. Without a qualified workforce, an organization is for less likely to succeed (Mathis and Jackson 2010). Furthermore, Selection is the process of attracting individual who has appropriate qualifications to fill jobs in an organisation. The selection process is much more than choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires (Gupta and Jain 2014).
In the selection process, employers assess applicants characterises in an attempt to set on the “fit” between the job and applicant characterises. The most frequently used selection methods are the application form, Interviews, Employment test and assessment center. In general, the greater the skill requirements and work demands of an vacancy, the greater the number and variety of selection tools the organization will use. (Daft 2014).Guptha (2014),states selecting the right employees is important for three main reasons: performance, costs and legal obligations, and is as given below.
1) Performance
Workforce with right skills will do a better job for any organization and for the owner. Employees without these compulsory skills or who are abrasive would not perform effectively and the company performance will suffer to a great extent. So, there is a time to screen out unacceptable and to choose the better and perfect candidate that can effectively contribute to company success.
2) Cost
Cost is important because it is expensive to hire employees so cost-benefit ratio have to be considered while hiring of employees in order to avoid any unnecessary wastage of money and the valuable resources .The total value/cost of hiring a manager can easily be 10 times as high as once one add search fees, interviewing time, reference checking, and travel and moving expenses.
3) Legal
Obligations
Finally it is important because of the two legal implications of incompetent hiring. Firstly, equal employment law requires non-discriminatory selection process for selected groups. Secondly, courts will find the employer responsible when employees with criminal records or other problems use access to customers’ homes to commit crimes. Lawyers call hiring workers with such backgrounds, without proper protection, negligent hiring. So, the negligent hiring highlights the need to think through.
In Sri Lankan context, Jayasingha ( 2019 ) stated that , our country’s youth are trained to join the work force at various government and non-government tertiary education and training institution in a vast spectrum of skills, the annual output of trained or skilled labour joining our existing workforce is not prepared and adequately qualified to meet the demands of the current market requirement , especially in skilled labour , according to industrialists and other businessman.Sri lankan employment details on level of education in last 7 years as follows in figure 1.0.
Figure
1.0: Employment by level of Education (2013 – 2019)
(Source – Labour Force Survey – Annual Report
2019)
According to the Sri Lankan labour force survey (2019), level of education among employed has been increasing over the previous years. However, still considerable part of employment population has grade 05 0r below level of education and also major group shows in grade 6-10 group near to 48%. Furthermore some students continue their education at other professional institutes, and other follow diplomas and other skill based training, thousands of the students who leave the education system with basic academic qualifications enter our workforce , often without any formal training of skill ( Jayasinghe 2019).Hence considering the above indications of labour market , organisations should pay more attention to their selection process.
Selection
Process / Procedures
Referring the
Human resource management practices in Sri Lankan listed firms Serasingha and
Opatha (2007), followings are the seven steps of selection procedure.
1. Formality
of selection process
2. Inclusive
of general comprehensive strategy
3. Application
Evaluation
4. Holding
Interviews
5. Conduction
examinations where appropriate
6. Background
Investigation
7. Medical
Test
Also, Communication of selection policy to all concerned, training all relevant personals in selection, Use the different types and formats of interviews, use of different types of exams, Testing validation of selection tools, testing reliability of selection tools have mentioned as selection practices (Serasingha and Opatha 2007).
The practical application of above methods/Process, Singer Sri Lanka group are practicing and using it very successfully in past number of years referring their Human resource policy. Organization have 05 employee categories as Key & Senior Management, Middle Management, Junior Management, Executives and Non- Management employees. Organization HR policy includes the clear guild lines to selection process for mentioned categories considering the job role and employment group. Human resource department is following seven methods which mentioned in Human resource management practices in Sri Lankan listed firms journal done by Serasingha and Opatha (2007), with changing number of interviews. Basically, the Non-Management group have 03 interviews like as two face to face interviews and written interviews. Basically, management staff selection interviews have four or five steps, like two face to face interviews with middle management and senior management panel, report writing test after field visit, Lunch/Dinner interview and finally face to face discussion with Chief Exactive officer / Chairman. Also, organisation is following background investigation and medical test as mentioned by Serasingha and Opatha (2007). In the current Covid -19 pandemic situation, company conduct interviews through online platforms like Zoom, Hangout or WhatsApp.
References
Annual
Report (2019) – Sri Lanka Labour Force Servery, Department of Census &
Statistics.
Daft, R. (2014). New era of Management, 11th Edition, Cengage Learning India Private Limited.
Fari,L. & Nancy, T (2010). Hand Book of Employee Selection, Taylor and Franas Group, LLC, International Stranded Book No 978-0-8058-6437-3, p01.
Gunathilaka, R. Mayer, M.& Vodopiveo, M. (2010). The challenge of youth employment in Sri Lanka, The international bank for reconciliation and development, ISBM: 978-0-8213-8117-5 ,p84.
Gupta, R.& Jain, T. (2014). Role of Recruitment & Selection policies in Central Co-Operatives Banks: International Monthly Refereed Journal of Research in Management & Technology.
Jayasinghe, R. (2019). Bunding the Gap between employer expectations and Employee Skills, “bmd” The magazine for achievers. Bacopa Worldwide (pvt) Ltd, p25.
Mathis, L. & Jackson, J. (2010). Human Resource Management 13th Edition, p 214.
Serasingha, D.K. Opatha, H. (2007). Human Resource Management Practices in Listed Firms in Sri Lanka, Sri Lankan Journal of Human Resource Management Vol 01
It is interested to read your blog post. Agree with your applicant characterises ' Fit ' with the job. I have realized it in my construction field that employees not fit to the job make critical situations. When selection of the employees it should ensure that they possess the desired qualifications, skills and abilities
ReplyDeleteThis comment has been removed by the author.
DeleteInternational Labour Organization (2020) noted that ,Screening of applicants differs by sector. For both the domestic work and the male low-skilled sectors (cleaners, labourers) some agencies in the COD already have bulk CVs which are sent by Sri Lankan agencies. Potential employers will select migrants by screening these CVs. In the case of the construction and hospitality sectors, skills/trade tests are additionally conducted by the agency/employer to screen and select candidates. Construction sector drivers, for example, might undergo a skills test to assess their ability to drive different grades of heavy vehicles. In the case of highly-skilled jobs in the hospitality sector (chefs, restaurant managers), qualifications obtained from hotel schools and other professional qualifications pertaining to the trade are criteria considered in the recruitment process.
Delete"You must treat your employees with respect and dignity because in the most automated factory in the world, you need the power of human mind. That is what brings in innovation. If you want high quality minds to work for you, then you must protect the respect and dignity. " ---Mr N.R. Narayana Murthy, Chairman Emeritus, Infosys Ltd .
ReplyDeleteAgreed Malinga.Compensation and Reward can simply be explained as something which is used by employers in order to recompense their employees for a loss or to recognize their work/performance and efforts in relating to their job role (Huang & Kleiner 2005)2005). This compensation can be in the form of financial or Non financial benefits. This compensation
Deleteshould be aligned with organizational structure and, business strategy to achieve goals and objectives of the organization. According to Hsieh & Kleine r (2003) 2003), a general compensation system consists of three main components including a base compensation, indirect compensation and rewarding incentives.
issue for organizations that use selection procedures in other cultures deals with knowing whether a specific selection procedure is transportable to another culture and whether the criterion-related validity of the selection procedure is generalizable. So far, there is empirical evidence for validity generalization for cognitive ability tests
ReplyDelete(Salgado, Anderson, Moscoso, Bertua, & De Fruyt, 2003
Induction for new employees seems to be needed to ensure they understand and approach their corporate environmental culture in a serious way (Wehrmeyer, 1996).Organizations should ensure that new recruits understand their environmental responsibilities, become familiar with health and safety arrangements, appreciate the corporate environmental culture, adopt the company's environmental policy and practices, and know given relevant contact persons within the organization (Renwick et al, 2013)
DeleteHi Madura, further adding to your content, the aim of selection is to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully. It involves deciding on the degree to which the characteristics of applicants in terms of their knowledge, skills, abilities, competencies, experience, qualifications, education and training match the person specification and then using this assessment to make a choice between candidates. The so-called ‘classic trio’ of selection methods consists of application forms, interviews and references. (Armstrong,2014)
ReplyDeleteThanks and agreed to your comment.In other words,Recruitment and selection are linked with retention of employees and selecting the right talent is another way of reaching competitive advantage through employees and to reduce employee turnover (Kundu & Lata, 2017). The effectiveness of
Deleterecruitment practices of an organization can be measured through the extent which organization attract committed and well qualified employees who remain with the organization f or a longer period (Hughes & Rog, 2008)
Selection is the process of picking individuals who have relevant qualifications to fill the vacant post in an organization ( Istvan,J ( 2010). Selection is much more than just choosing the best candidates , is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires ( Fisher et al.,2004 ). /:: Istvan,J (2010) Selection Methods used in recruiting sales team members,Periodica Oeconomia. // Fisher,C.D.,Schoenfeldt,L.F.,& Shaw,J.B.,(2004) Human Resource Management,Néw Delhi: Biztantra
ReplyDeleteselection is the process by which companies decide who will
Deleteor will not be allowed into organizations (Noe et al, 2006). According to Khan (2008), the objective of selection is to pick
the right candidate(s) who meet the requirements of the job and the organization best. Mathis and Jackson (2005) pointed out that it ensures the person-job and person-organization
fit.
Hi Madura,employee selection and recruitment is a sensitive and controversial process for any organization. An accurate selection is stated as one of the key success factors and increasing progress for organizations. Moreover various factors that affect in selection is divided in to two parts which are called the internal environment and external environment . For internal factors such as company’s vision , company policy and cost of hiring can be stated while for external factors more significant “supply and demand of specific skill in labor market” has to be taken in to consideration(Aswathappa, 2005). Moreover he states that “it will help an organization avoid costs associated with both false positive error as well as false negative error".
ReplyDeleteThanks Bakhshi,Human Resource Practices refers to the management of people within the internal environment of organizations, comprising of activities, policies, and practices involved in planning, obtaining, developing, utilizing, evaluating, maintaining, and retaining the
Deleteappropriate numbers and skill mix of employees to achieve the organization’s objectives (Jeet & Sayeeduzzafar, 2014). HR practices are designed in a way to achieve organizational goals, to have positive employer employee relationship and to create value to the organization (Marescaux, De Winne, & Sels, 2012)
Selection tools available to organizations can be characterized along a continuum that ranges from the more traditional methods of interviews, application forms, and references, to the more sophisticated techniques that encapsulate biographical data, aptitude tests, assessment centres, work samples, psychological testing (Ntiamoah, 2014).
ReplyDeleteRecruitment and selection are vital functions of human resource management for any type of business organization. These are terms that refer to the process of attracting and choosing
Deletecandidates for employment. The quality of the human resource the firm has heavily depends on the effectiveness of these two functions. Recruiting and selecting the wrong candidates who
are not capable, do not fit the culture or vibes of the SME can be a huge negative cost which is something that most SMEs cannot afford. The overall aim of recruitment and selection within an SME is to obtain the number and quality of employees that are required to satisfy the strategic objectives of the organization, at minimal cost (Ofori & Aryeetey, 2011).
Selection is the process of making the decision of the most suitable applicant from the group of applicants recruited to fill the relevant job vacancy (Opatha, 2010).Selection includes the use of one or more techniques to evaluate applicant’s suitability in order to make the correct selection decision and on the other hand can be seen as a process of rejection as it rejects a number of applicants and select only a few applicants to fill the vacancy (Gamage, 2014).
ReplyDeleteThis comment has been removed by the author.
DeleteAccording to Khan (2008), the objective of selection is to pick
Deletethe right candidate(s) who meet the requirements of the job and the organization best. Mathis and Jackson (2005) pointed out that it ensures the person-job and person-organization fit. That’s why Fisher, Schoenfeldt and Shaw (2004) mentioned that a good employee selection system can add to overall effectiveness of the organization.
While managers’ embeddedness in local communities can provide recruitment-related benefits (Horak 2016; Jones and Stout 2015), the norms and obligations of these communities typically exert considerable pressure on recruiting managers to diverge from professional standards and engage in various forms of favoritism (Begley et al. 2010; Chen et al. 2015). What are the measures that can be taken to tackle this issue.
ReplyDeleteFavoritism in recruitment and selection remains a persistent challenge in societies where the effects of globalization are on the rise. Due to the rapid professionalization of local workplaces, managers in these societies are now commonly expected to base recruitment decisions exclusively on candidates’ qualifications and merit (Stahl et al. 2012).
DeleteThe methods for selecting and appointing candidates are different in various organizations. The procedures generally include the steps, such as, the selection of the candidate, verbal communication of his or her appointment, medical completed if appropriate, sending of appointment letters and signing the contract. Selecting and appointing candidates depend upon the urgency of getting the vacancy filled. When job vacancies are to be urgently filled, then selecting and appointing of candidates may take place immediately after the interviews. In some organizations, candidates are appointed on an immediate basis, after their selection and other formalities, such as giving appointment letters or signing the contract (Kapoor, 2018).
ReplyDeleteRecruiting and selecting the wrong candidates who are not capable, do not fit the culture or vibes of the SME can be a huge negative cost which is something that most SMEs cannot afford. The overall aim of recruitment and selection within an SME is to obtain the number and quality of employees that are required to satisfy the strategic objectives of the Organization, at minimal cost (Ofori & Aryeetey, 2011).
DeleteIt is further to mention that, according to Truesdell and Kelly (2017) discussed attracting candidates to the selection process, technology is playing an increasingly important role in recruiting. Electronic technology has also been used to reduce the number of potential candidates. In particular, using online recruiting can mean that employers receive a large number of applications from inappropriate candidates, so using technology to help manage the application form can also be helpful
ReplyDeleteAn increasing number of practitioners from the HR area recognize that their hard and often repetitive work can be supported or even completely replaced by tools from the area of modern technologies. A lot of companies use online knowledge management systems to hire employees, exploiting the advantages of the World Wide Web. These are termed as e-recruitment systems and automate the process of publishing positions and receiving CVs (Faliagka, 2012).
DeleteHi madura, addition to that the selection process and techniques applied should be able to recognize individual differences to make some form of candidate ranking. This should also provide some form of suggestion or prediction as to how the candidate is likely to perform in their future workplace (Bratton & Gold, 2007).
ReplyDeleteEmployee performance is one of the most factors that affect
Deleteon the performance of the organization. The successful
organization understands the importance of HR as a critical
factor directly affects and contributes on the performance. The success of any organization depend on its employees behavior and their decision, although there are many other factors contribute in that success, such as the organization size, the environment in what it operate and its activities. (Hamzah et al 2014)
Employee Selection can also be defined as the process of putting right men on right job and is a procedure of matching organizational requirements with the skills and qualifications of people(Highhouse, 2008).
ReplyDeleteThe main objective of Recruitment and Selection is related to strategic goals of the organization is to hire the right person to the right job the in the first attempt (Roselius & Kleiner, 2000)
DeleteThe aim of a selection process is to assess the suitability of candidates by predicting the extent to which they
ReplyDeletewill be able to carry out a role successfully.
It involves deciding on the degree to which
the characteristics of applicants match the
person specification and using this assessment to make a choice between candidates(Armstrong, 2014).
Human Resource Practices refers to the management of people within the internal environment of organizations, comprising of activities, policies, and practices involved in planning, obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate numbers and skill mix of employees to achieve the organization’s objectives (Jeet & Sayeeduzzafar, 2014)
DeleteAlthough the conditions are conducive to effective operations But new employees may not be able to meet the organization's standards of conduct. Wrong hiring is inevitable as there is no procedure or tool to recruit foolish people. The probation period allows managers to determine if the newcomer is fully competent and deserves contracted status. It is almost impossible for an organization to create and maintain a quality workforce unless these decisions are good (Hallinger and Bridges, 2007).
ReplyDelete2000). Recruitment and selection are linked with retention of employees and selecting the right talent is another way of reaching competitive advantage through employees and to reduce employee turnover (Kundu & Lata, 2017). The effectiveness of
Deleterecruitment practices of an organization can be measured through the extent which organization attract committed and well qualified employees who remain with the organization f or a longer period (Hughes & Rog, 2008 )
This comment has been removed by the author.
ReplyDeleteHannagan defines selection as the assessment of candidates for vacant jobs and the choice of most suitable people. Selection is the oldest function of public personnel administration (Shafritz, Russell and Borick, 2007).
ReplyDelete