SELECTION PROCESS IN STAFFING CLASS 12 BST
Staffing basically means recruiting people to various jobs. The process of staffing includes various small steps such as recruitment, selection, training, and development. So, we can conclude from here that Staffing is one of the important topics of BST Class 12 which we have to understand. Keeping this in mind we discussed the main important step of staffing in this article which is the Selection process.
Let’s start with the understanding that what is selection;
WHAT IS SELECTION?
Selection is a process by which candidates are screened for choosing the most suitable candidates for jobs in the organization. Selection is described as a negative in nature because it aims at rejecting applicants who are found unsuitable and offering jobs to those who are found perfectly suitable.
Selection is an integral part of the staffing as it facilitates selection of applicant who possesses the ability and qualifications to perform the jobs required in the organization.
Now let’s understand what selection processs is;
WHAT IS SELECTION PROCESS?
Choosing a right type of candidates to fill various positions in the organization is difficult task. A well-organized selection process involves a series of steps. Every candidate for a job has to clear all stages before getting selected for the job. If he is not found suitable at any stage, he is not considered for the further stages, thus, applicant will be rejected.
Every organization creates its own selection process as per their requirements, but the main steps remain same. The major steps followed by any organization to get right type of persons are listed below.
- Receiving applications and Preliminary screening
- Selection test
- Employment interview
- Medical check up
- Reference checking
- Final approval
- Contract of employment
Browse the video Selection Process of Business studies Class 12
Now it’s time to understand in brief, the steps in Selection Process and how it works;
STEPS IN SELECTION PROCESS:
1. Receiving applications and Preliminary Screening –
This is an initial screening done by lower level managers to weed out unqualified applicants. An application form is designed to get a written record of candidate’s qualifications, experience and other details. After the applications have been received, they are properly checked as regards qualification, and experience by the screening committee. The candidate may be asked to attend preliminary interview to provide additional information not mentioned in the application form. Unsuitable candidates are rejected altogether.
2. Selection test –
After application screening, segregate candidates as per organisation requirements, Candidates are asked to appear for written or other tests. The aim of tests is to measure such skills and aptitudes which are necessary for performing the job efficiently. It includes various tests like:
i. Proficiency tests – proficiency test also named as occupational or trade tests. Proficiency tests are those which are designed to measure the skills already seized by the individuals.
ii. Aptitude tests – Aptitude means potential. Aptitude test measure an applicant’s capacity and his potential for development. Generally aptitude tests are of two types Cognitive test and motor test.
iii. Intelligence test – used to judge the mental abilities and capacity of an applicant. There are many verbal and non-verbal intelligence tests constructed by psychologists for different kinds of jobs.
iv. Personality tests– personality test are designed to observe how job applicants react to real life situations.
Employment tests are widely used for judging the applicants suitability for the job. They bring out the qualities and weaknesses of individuals which could be analyzed before offering those jobs. The tests must be designed properly.
3. Employee Interview –
Next step is employee interview. It involves face to face interaction between employer and candidate. The selectors ask job related and general questions. The way in which a candidate responds to the questions is evaluated. The main purpose of an employment interview is to secure more information about the candidate which does not received through application form and employee test. Through employee interview, communication skill of the candidate can be judged. And information contained in the application blank can be checked during the interview.
4. Medical Checkup –
A list of candidates who clear the employment test and interviewwill go for medical examination. A pre-employment medical or physical examination of a candidate is an essential step in the selection procedure. A panel of medical experts appointed by the organisation should certify whether the applicant is physically fit to the requirements of the job. The objectives of medical examination are –
- It serves to ascertain the applicant’s physical capabilities to meet the job requirements.
- It helps t prevent communicable diseases from entering the organisation.
- It serves to protect the organisation against unwarranted claims under worker’s compensation laws or against law suits for damages.
- It helps to reduce the rates of accidents, labor turnover and absenteeism.
5. Reference checking –
Prior to final selection, the prospective employer normally makes an investigation on the references supplied by the applicant. He undertakes a thorough search into the candidate’s family background, past experience, education, personal reputation, police record, etc. Generally, every candidate is required to state in the application form the names and addresses of at least of two persons who know him. These persons are contacted in writing or over the telephone to collect information about the background, abilities and character of the candidate.
6. Final approval/ Offer letter –
Once the applicant cleared all the stages of selection process, he formally appointed by issuing him an offer/appointment letter. The date of joining, terms and conditions of employment, nature of job, pay scale, etc are an integral part of the offer letter.
7. Contract of employment –
After accepting the offer letter, the candidate will have to submit his qualification certificates and experience certificates for verification by the personnel department. Employer and employee will sign a contract of employment. Contract of employment contains all important terms and conditions, job title and duties, work rules, leave rules, pay scale, benefits, disciplinary procedures and termination of contract.
Talented and hard working employees are the foundation and the main assets of any organization. Therefore, it is believed that an organization can achieve its goals only when it has the right people in the right positions which are achieved by staffing. Staffing provides a human element or instinct when choosing a person.
Hope you enjoyed reading the article and understand the selection process.
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