Selection

1. Selection
Course: BBA
Subject: Principles of Management
Unit: IV

2. Topics
Definition
Process

3. Definition
Process of choosing the most suitable person out of
all applicants
Qualification,
skills of
candidate
Job
requirement
Process of
matching
with

4. Selection process
1. Preliminary interview
- Screening the undesirable candidates
- Taking info of education, skills, experience, salary
expected
- Saves time and efforts for further processing
- Taken by junior exe.
- To leave the first impression, first interview should
be receptive, courteous

5. Selection process
2. Application Blank
- Filling application form containing:
last salary, references, extra curricular activities,
hobbies, memberships etc.
- To sort out/eliminate candidates acc. To education,
exp.
- Helps to frame the q. for interview
- For future ref.

6. Selection process
3. Selection Test:
- To check individual’s attitudes, behaviors and
performance
- Dr. Terry: ‘ Tests are best criteria of personnel selection
which reduce the errors of human judgment to the
minimum’
1. Intelligence test: To check the intellectual capacity
for accountant , advocate, professor, editor, secretary,
manager
2. Trade Test: to check the skills/practical knowledge
ex. Typing test for data entry operator, Lecturer- Demo
lecture

7. Selection process
3. Aptitude test: to check latent capacity/ potential
ability
4. Employment Interview:
- Interviewer has to be prepared in advance- privacy
- Obtaining all info of candidate
- Giving info of org.
- Establishing relationship

8. Selection process
5. Reference check:
- Ref of the person who know him well- may be
employers, heads of educational institutions
- To check the past records, performance

9. Selection process
6. Final approval:
- Approval from top management
- Employment is offered as appointment letter giving
post, salary grade, date of joining, terms and
conditions

10. Selection tests
Aptitude tests
Achievement tests
Situational tests
Interest test
Personality test
Intelligence test
Polygraph test

11. Selection Tests
Aptitude(capacity) /potential ability tests:
- To find latent ability to learn new skill
- Reasoning, learning, mechanical skills
a. Mental/ intelligence tests: to find I.Q., capacity to find new
problems, word fluency, memory, understanding,
visualization, etc.
b. Mechanical aptitude tests: specific type of mechanical work,
problem solving ability, technical vocabulary. For
apprentices, mechanics, maintenance empl.
c. Psycho- motor/ skill test: ability to perform specific job i.e,
mental precision/skill involving muscular movement,
control, coordination. For workers/semiskilled for assembly
work, packing, testing etc.

12. Selection Tests
Achievement / proficiency tests:
- To measure what a person can do for job
- To determine the skill required through training
a. Job knowledge tests: to know proficiency in typing,
calculating, operating machines. For stenographers,
typists, office workers
b. Work sample tests: given a piece of work. Ex. Typing
test to check time and mistakes
c. Personality test: to check attitude, psychology,
emotional value system, motivation and interest, self
confidence, ambition, emotional control, fear, initiative,
judgment, dominance, sympathy etc.

13. Situational test: For middle and senior level
management selection
- To test applicant’s responses to real life business
situations
- Simulation exercises
- ‘In Basket exercise’: candidate is exposed to a
simulated office situation. Includes respond to
letters, clear imp. Documents, schedule meetings etc.
- ‘Business Games’: candidate play role of a simulated
character and evaluated within a group

14. Interest tests:
- To identify the degree of interest. Ex. A candidate
who looks for variety in his job might not be
interested in doing a mechanical and monotonous
job.
Personality tests:
- Helps in assessing emotions, maturity, value system,
job related personality traits (self confidence, tact,
decisiveness, objectivity, judgment, dominance,
stability etc.

15. Polygraph test:
- To test validity and truthfulness of answer by
monitoring the physical changes in body
- Used in defense and high profile security jobs where
employee should be trustworthy

16. Graphology:
- Examining individual’s handwriting to assess his
personality, emotional characteristics and honesty.
- Tests lines, loops, strokes and curves

17. Thank You