Large organizations have their own medical clinics while the small organizations refer to private clinics. Harold Stone and W. E. Kendall mention the following contents of physical examination: (i) Applicant’s medical history obtained through his interview with the medical officer; (ii) Physical measurements (height, weight, chest and abdominal circumferences); (iii) General examination including that of the skin, joints etc. Therefore, the selection procedure followed by different organizations, many times, becomes lengthy as it is a question of getting the most suitable candidates for which various tests are to be done and interviews to be taken. Fourth, steps should be taken to obtain feedback on the image of the programme among applicants and the employment agencies. The questions included in an application blank should be such as are valid and necessary. Despite the diversity, all application blanks essentially provide the following type of information: (i) Identifying Information relating to aspects such as age, sex, height and weight, name, address, telephone number etc. Such information is related to understanding the character, working approach, behavi­our and confidence about the potential candidates. Therefore, some people raise an ethical issue as to what right do the organizations have to seek that information. It brings out deficiencies, not as a basis of rejection but as a positive aid to selective placement and as indicating restrictions on his transfer to other positions. Suppose, if academic achievement is markedly associated with success in executive jobs, it is assigned a relatively high weight. They will also identify together the advertisement strategy. Who will Undertake the Exercise? (ii) They are designed to gather information about job applicants which the personnel officer feels pertinent to the hiring process. Considering the shortage of scientific validated scales to measure employee’s perceptions about HRM policies, the PPMPS is a good option to be used so far (e.g. Selection activities usually follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision. These days application forms of almost all organizations can be down­loaded from the website or may even be provided on request. In the selection process, selection tests have an important place. Brief details of the various steps in selection procedure are given as follows: The prospective candidates from within the organization or outside the organization are called for applying for the post. Usually, the former employer is asked to write a letter describing various aspects of the candidate, sometimes a questionnaire is used or a form is provided and the former employer is asked to give detailed information where known. It is t… Pre-employment testing can help ensure alignment between the employee selection process and desired outcomes such as lower turnover, increased sales, higher retention rates and satisfied customers. (d) Examination of special senses of the applicant — visual and auditory activity to be checked closely. However, it most commonly refers to the selection of workers. Physical strength and fitness of a candidate is must before they takes up the job. A skilful interviewer can obtain a more accurate and thorough evaluation of a candidate in this manner than with a questionnaire or letter. It is very difficult to design and use these tests as they are concerned with discovering clues to an individual’s emotional reactions, maturity, etc. General examination – skin, musculature and joints. – There should be a thoroughly prepared job description with a list of job duties, required knowledge, skills, abilities and other worker qualifica­tion. The value of tests should not be discounted, since they are objective and offer a broader sampling of behaviour. However, some employers are of the opinion that references are useless because a referee rarely gives an unfavourable opinion about the application. Employment tests are device to check the areal knowledge of candi­dates for the respective jobs. It shows the years of experience, nature of duties and responsibilities involved in the previous job. The candidates are generally told about job specifications and the skills required for it. These traits in an individual provide the manager with an overall picture of his personality. Minimum qualifications and experience of the candidate, his age, etc., are ascertained. Attempts may be made to make personal visits and telephone calls to procure objective responses. Interviewing is both an art and a science. Checking references and investigating background information is important in selection procedures. The main objective of such interviews is to screen out undesirable/unqualified candidates at the very outset. Proficiency tests seek to measure the skill and abilities which the candidate already possesses at the time of testing. Sometimes a few favourable references may be aimed at efforts to get rid of unsatisfactory employees or these replies may only tell part of the story; and thus organizations may realize that perhaps what is more important is what was not said. Aptitude tests measures an applicant’s capacity and his ability to learn a given job if given adequate training. 2. Under this test a portion of the actual work is given to the candidate as a test and the candidate is asked to do it. These informations relate to the character, social relations, background, etc. Companies have now started taking interest in employee health and welfare by conducting periodic health camps, providing insurance cover, conducting safety programmes, designing safety equipment and providing a safer working environment. As regards screening interviews, they should be conducted by skilled and trained interviewers instead of some lower cadre clerk in the personnel department. Selection Process. It serves to ascertain the applicant’s physical capabilities to perform the job. We are committed to our equal opportunity policy at every selection stage. The application blanks or application forms for jobs in various organizations vary in length, coverage and contents. The whole exercise might be called a rejection exercise but it has a positive outcome in terms of the appropriate personnel selected. This is basically a subjective process and therefore sometimes proves unreliable. Coverage of items included in a typical inventory is usually large and it revolves around experiences in early life, hobbies, activities, social relations, attitudes, values etc. Heart and lungs may also be thoroughly examined. Step 4 – Create benchmark answers and a rating scale for each – An ideal answer may be given the rating of 5 on a 5 point scale whereas, an average answer 3 marks and a poor one just 0 mark. Preliminary interview provides the first opportunity to exchange information about the job, the applicant, and the mutual expectations of the individual and the organization. How he puts his thoughts in black and white, what is his style of language, how is his handwriting and what is his speed of writing? Through this test, efforts are made to know the hidden qualities of the candidate, so that it is ensured if he can be taught by training or not. 5. Evaluation of the Selection Programme 10. Allows the organization to determine the important dimensions of job performance. Thus, application blanks are quite effective in the selection process. And, finally, the problem of providing equal employment opportunities offers a massive challenge to the use of tests as selection devices, a challenge severe that the use of testing in industry is experiencing a sharp decline for the first time in its long history. In case there is a problem with the fitness, the candidates are given reasons for rejection. Generally, a physical test includes measurement of height, weight etc. Although selection procedures change from one organization to another in terms of size, industry, location, and scalar levels of jobs being filled, the selection process depends upon effective job – analysis and recruitment. Selection process has several steps which are as follows: 1. New selection techniques for hiring are emerging in the market day by day, so one has to choose a right and suitable method while hiring the candidates. Following health examination and understanding of terms of employment by prospective employees, the organisations issue an approval letter and final placement in the specified job. References are letters of recommendation written by previous employers or teachers. Standardized tests are available for this purpose and their number is increasing. (ii) Educational Information regarding the applicant’s background, grade secured in school and college, and academic qualifications, knowledge gained from professional / technical courses, training acquired in special fields etc. i. If a candidate is found suitable, then an application form is given to him to fill it and submit otherwise he is eliminated at this stage only. ADVERTISEMENTS: Personnel Policies: Objectives, Principles, Sources and Other Information! ; (iv) Examination of special senses (check-up of visual and auditory activity); (v) Clinical examination of eyes, ears, nose, throat, teeth; (vii) Check-up of blood pressure and heart; (viii) Laboratory tests of urine, blood etc. (g) Check-up of blood pressure and heart. Application blanks are frequently used as selection devices. By this test it is seen how much ability a person has to interact with others, how much he can influence and motivate them. Still other critics, including the U.S. Congress, argue that testing constitutes an unwelcome and unwarranted invasion of privacy. Research also has proved this point time and again. The more we learn about what actually happens during an interview, the better chance there is of improving its usefulness. The purpose of employment interview is three-fold- obtaining information, giving information, and motivation. The rating method involves rating of jobs demanding “heavy lifting”, “moderate lifting”, “light lifting”, etc. Employment tests are the critical steps considered during the selection process and are explained as follows: 1. Selection criteria are developed from the knowledge, skills, and abilities identified in the job analysis and stated in the job description. (a) General knowledge test, which tests the candidates’ general knowledge on certain subjects and with openness to experience. These interviews also help potential candidates confirm whether they have applied for the job that is best suited as per their own expectations. The Selection Process 1. Job offer is made through appointment letter to those candidates who have passed all the earlier barriers. Although blue-collar and . In today’s job market with jobs relatively scarce and large numbers of available candidates, it is highly likely that employers will be inundated with applications that make efficient pre- screening even more critical. The interview is the most frequently used selection instrument, as it is one that provide an opportunity for a face-to-face interaction with the candidate, an opportunity to check out and clarify the data given in the application. Though these tests are accepted as useful ones, they are criticized to be against deprived sections of the community. Example: Step 3 – Create interview question – Some questions should be situational, while some should be behavioural They all should be based on actual job duties with more ques­tions on important duties. They include instability of residence, failure in business within two years, divorce or separation within two years, excessive personal indebtedness, too high a standard of living and unexplained gaps in the employment record. Account Disable 12. An application blank is a brief history sheet of an employee’s background and can be used for future reference whenever needed. For example, if the aptitude test has the highest correlation among all the selection devices with job success, it would be ranked first. Traditionally, there are four approaches to securing letters of reference. These tests are more useful to measure the value of specific achievement when an organization wishes to employ experienced candidates. It generally involves officers from the top management. Organizations must conduct a periodic audit by people who work independently of the HR department. Obviously, the chief purpose of a physical examination is to place individual applicants on jobs which they can handle without loss of their health. To select semi­skilled workers and workers for repetitive operations like packing, watch assembly, quality selection policy in hrm,.... 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