Selection Techniques
Figure 1 – Selection Techniques
Above
Figure 1 shows the selection methods under two categories of Task-Based
assessments and KSA-Based assessments (knowledge, skills, and abilities). To
identify the appropriate selection method, Organization should first identify
what employee should perform and what competencies individual must possess to
perform the job which refers as Job analysis. Level of the competencies
required and the nature of task to be perform, selection method can be either
KSA oriented or Task oriented.
I
am working in a leading Logistic company in Sri Lanka where the Job Analysis is
done in the beginning of recruitment process. Manpower Requisition Form (MRF)
identify the duties to be perform and competencies required as Job Analysis
does. If the Job role is more task oriented like drivers, mechanics will be
selected through Task-Based assessment method. Job roles where competencies are
more important like sales managers, consultants will be selected through
KSA-Based assessment method.
Table
1.0 shows how selection methods evaluated under four criteria of validity,
Impartiality, scope of usage and cost. As per the table work probation test and
appraisal centres have high value in evaluation criteria’s of validity and
impartiality. But due to high-cost involvement most organizations are reluctant
to use these two methods.
Table 1.0 – Validity, impartiality, scope of usage and cost of some selection methods
(Source – Pearn, 1989, cited in Juhasz,
2010)
List
of Reference
Adu-Darkoh, M., (2012),
‘Employee Recruitment and Selection Practices in the Construction Industry in
Ashanti Region’, MBA thesis, University of Science and Technology, School of
Business KNUST.
Djabatey E. N. (2012),
‘Recruitment and selection practices of organizations: A case study of HFC Bank
(GH) Ltd’, MBA thesis, University of Science and Technology, Ghana.
Juhasz I., (2010), ‘Selection
Methods Used in Recruiting Sales Team Members’, Case Study, Institute of
Economic Science, Eszterházy Károly College.
Pulakos, E.D., (2005), Selection Assessment Methods. 1st edition. United States of America; SHRM Foundation.
Agreed with your view, in addition to this, selection is a process of deploying a suitable person hence in the competitive environment selection is very vital activity further proper selection would link with organization’s performance, improving employee retention, avoiding financial losses, enhancing the use of human capital and achieving competitive advantages (Robert Edenborough, 2005).
ReplyDeleteTrue Pernalla, any single recruitment of wrong employee will disrupt the entire system and the direction of the organization (Smerek).
DeleteAgree with your points, Selection is the process of selecting an appropriate candidate among the job applicants. The selection process starts after the completion of the recruitment process (Bhoganadam and Srinivasa Rao, 2014). The selection process will be lengthy for large organizations and the selection techniques are different for each industry (Venkatesh, 2008).
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DeleteYes selection process help organization to realize its strategic objectives and effectively face future challenges with strong workforce (Compton, Morrissey and Nankervis, 2009).
DeleteDefinitely, Ekwoaba (2015) discussed that the general purpose of recruitment is to provide the organization with a pool of potential qualified job candidates. The quality of human resource in an organization highly depends on the quality of applicants attached because organization is going to select employees from those who were attracted because organization is going to select employees from those who were attracted. Recruitment and selection in any organization is a serious business as the success of any organization or efficiency in service delivery depends on the quality of its workforce who was recruited in to the organization through recruitment and selection exercises.
ReplyDeleteAgreed with you Treva, Selection is not just replacing or adding employee to existing workforce but to improving the performance level and commitment of workforce (Ballantyne, 2009).
DeleteVery informative article Chanaka, Adding to your view, there is no doubt that employees' experience, qualities, educational background, attitudes, behaviors, and personality play a significant role in achieving organizational success goals. Failure to achieve those goals can be caused by a lack of qualified personnel (Memon, et al., 2018). Therefore the task of selection is one of the most important decisions that HR managers/specialists need to make (Yu-Ru, 1999).
ReplyDeleteAdding to your thoughts HR managers should play more of a collaborative and supportive role to line managers to get them a best talented workforce (Mullins, 2010).
DeleteI agree with your argument while utilizing the sophisticated selection methods i suggest to concern job description and job specification before starting the recruitment and selection process. A job description identifies the authority of the job, its location in the organization and the activities and major responsibilities that must be done to perform the job (Omisore & Okofu, 2014). According to Ejumudo (2012) a person specification, also known as job specification, defines the education, training, qualification and competencies required for the job. Candidate profile as it is sometimes called is to make explicit the attributes that are required candidates for the job in question.
ReplyDeleteI do agree with you Gagana. Job Analysis is important to detail the requirements of vacant job position and line managers should involve in the preparation of job description who has better knowledge on operational aspects (Dess and Jason, 2001).
DeleteAgree with you Chanaka, there are some companies still having some issues to follow the standards methods, Specially in private sector. more studies have looked at broadening the criterion space at the individual level. For example, predicting turnover with selection tools has been a greater focus (Barrick & Zimmerman 2009, Maltarich 2010).
ReplyDeleteAgreed Eranda. Adding to that psychometric approach can be use as effective selection tool which helps selectors to evaluate candidates step by step so their attributes can be objectively match with company requirement (Herriot and Anderson, 1997).
DeleteAgree to your views, further to the above it is important to highlight the significance of selection. The purpose of selection is to match the correct people to work and is the most important principal of the people management techniques of an organization. There are key elements of selection. They could be stated as: clear and precise specification, effective use of multiple techniques, elimination of redundant processes, measurement, evaluation and continuous improvement (Roberts, 2004).
ReplyDeleteIt is true Uddika. Effective selection process and techniques should place to hire the qualified skilled labor absence of having that effect the reputation of the organization (Henry and Temtime, 2009).
DeleteAgree with you chanaka, Organization use "Best Practice" method in selection process which fits the prevailing highly competitive business world. To achieve this goal, several selection techniques have been used to rate prospective applicants Knowledge, Skill and Ability to fulfillment of required vacancy (Bolander, 2013).
ReplyDeleteYes Sujeendran and adding to that selection of adequate number of employees with right caliber will have a better fit between job and candidate in departments (Dowling, 2002).
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