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The process of picking who have relevant to fill jobs in an individuals qualifications organization.
The process of picking who have relevant to fill jobs in an individuals qualifications organization.
SELECTION
This is much more than just 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.
This is much more than just 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.
SELECTION
According to him "selecting manager is choosing among the candidates the one who best meet the position requirements."
According to him "selecting manager is choosing among the candidates the one who best meet the position requirements."
WEIHIRCH AND KOONTZ
Candidates who have applied for a job during the recruitmentstage are screened in the
selection stage. Those who prove suitable for the job are selected, and unsuitable ones
are rejected.
Candidates who have applied for a job during the recruitmentstage are screened in the selection stage. Those who prove suitable for the job are selected, and unsuitable ones are rejected.
Appropriate selection procedures applied in the recruitment process ensure that only the
most qualified individual is chosen to fill a vacancy.
Appropriate selection procedures applied in the recruitment process ensure that only the most qualified individual is chosen to fill a vacancy.
Selection gives managers an opportunity to assess potential employees' character and
personality.
Selection gives managers an opportunity to assess potential employees' character and personality.
A good selection procedure saves time in the recruitment and orientation processes because
the applicant is expected to have been introduced to some aspects of the organizational
culture, such as the dress code.
A good selection procedure saves time in the recruitment and orientation processes because the applicant is expected to have been introduced to some aspects of the organizational culture, such as the dress code.
It is most commonly used to collect information from the applicants.
It is most commonly used to collect information from the applicants.
The information sought and information provided will facilitate the selection
process. The information sought in application blanks may vary
according to the position and the organization.
The information sought and information provided will facilitate the selection process. The information sought in application blanks may vary according to the position and the organization.
It is the overall picture of the informant's or interviewee's life.
It is the overall picture of the informant's or interviewee's life.
The one doing the interview should be careful not to ask "yes or no"-
questions, but to get the subject to tell "the story of his or her life", in his
or her own words. This is called the "narrative" method
The one doing the interview should be careful not to ask "yes or no"- questions, but to get the subject to tell "the story of his or her life", in his or her own words. This is called the "narrative" method
Also known as your employment history, is a detailed report
of all the jobs you have held, including the company name, job title, and
dates of employment.
Also known as your employment history, is a detailed report of all the jobs you have held, including the company name, job title, and dates of employment.
Employers review employment history to determine whether the jobs the
applicant has held, and their experience is a good match for the
company's requirements.
Employers review employment history to determine whether the jobs the applicant has held, and their experience is a good match for the company's requirements.
Many jobs of a short duration and won't stay long if hired.
Many jobs of a short duration and won't stay long if hired.
It is a person who is willing to talk to potential employers about
your job skills, abilities, background, and general character—hopefully in a
positive light. Potential employers usually contact this by phone or
email
It is a person who is willing to talk to potential employers about your job skills, abilities, background, and general character—hopefully in a positive light. Potential employers usually contact this by phone or email
It is very specific in nature and normally
requested and always addressed to an individual, whereas a letter of
reference is more general in nature and usually addressed ``to whom it
may concern''.
It is very specific in nature and normally requested and always addressed to an individual, whereas a letter of reference is more general in nature and usually addressed ``to whom it may concern''.
A warm, friendly and courteous reception is extended to
candidates with a view to create a favorable impression.
Employment possibilities are also communicated honestly
and clearly
A warm, friendly and courteous reception is extended to candidates with a view to create a favorable impression. Employment possibilities are also communicated honestly and clearly
It is used to eliminate those candidates
who do not meet the minimum eligiblity criteria laid down by
the organization.
It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization.
The candidates who clear the preliminary interview are
required to fill this.
The candidates who clear the preliminary interview are required to fill this.
It contains data record of
the candidates such as details about age, qualifications,
reason for leaving previous job, experience, etc.It is a
printed form completed by job aspirants detailing their
educational background, previous work history and certain
personal data.
It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.It is a printed form completed by job aspirants detailing their educational background, previous work history and certain personal data.
This are increasingly used by companies these days
because they measure individual differences in a scientific
way, leaving very little room forIndividual bias.
This are increasingly used by companies these days because they measure individual differences in a scientific way, leaving very little room forIndividual bias.
This is a standardized, objective measure of a sample of
behavior.
This is a standardized, objective measure of a sample of behavior.
It test the mental ability of candidate.
It test the mental ability of candidate.
These test
measure the learning ability of candidate & their power to
take quick decisions on crucial points
These test measure the learning ability of candidate & their power to take quick decisions on crucial points
It test an individual’s capacity to learn a particular
skill.
It test an individual’s capacity to learn a particular skill.
Which measure intellectual, mental aptitudes.
Which measure intellectual, mental aptitudes.
These test check the hand-eye coordination
of employees.
These test check the hand-eye coordination of employees.
These test are designed to measure the skills already by the
individuals. They are used to test the level of knowledge.
These test are designed to measure the skills already by the individuals. They are used to test the level of knowledge.
These tests judge the psychological make-up of any person.
These tests judge the psychological make-up of any person.
These
tests check an individual’s motivational level, emotions, integrity,
sympathy, sensitivity, etc.
These tests check an individual’s motivational level, emotions, integrity, sympathy, sensitivity, etc.
In this test a controversial situation is presented to the
person
In this test a controversial situation is presented to the person
These are designed to measure what
the applicant can do on the job currently. These tests are also
known as work sample test.
These are designed to measure what the applicant can do on the job currently. These tests are also known as work sample test.
It measure the ability of the person to face
various problems while at work.
It measure the ability of the person to face various problems while at work.
These test are used for hiring
managers.
These test are used for hiring managers.
These test are designed to measure employee’s honestly to
predict those who are more likely to steal from an employer
or otherwise act in a manner unacceptable to the
organization.
These test are designed to measure employee’s honestly to predict those who are more likely to steal from an employer or otherwise act in a manner unacceptable to the organization.
In it many “yes” or “no” type question are asked.
In it many “yes” or “no” type question are asked.
IMPORTANCE OF SELECTION
IMPORTANCE OF SELECTION
ASPECTS OF EMPLOYEE SELECTION
ASPECTS OF EMPLOYEE SELECTION
TYPES OF INFORMATION
TYPES OF INFORMATION
SELECTION PROCESS
SELECTION PROCESS
SELECTION TEST
SELECTION TEST
BENEFITS OF TESTS
BENEFITS OF TESTS
LIMITATION OF TEST
LIMITATION OF TEST
It is a form of periodic payment from employer
to an employee, which may be specified in an
employment contract.
It is a form of periodic payment from employer to an employee, which may be specified in an employment contract.
It is contrasted with piece
wages, where each job, hour or other unit is paid
separately, rather than on a periodic basis.
It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis.
This is an orderly scheme for determining rates of compensation of
government personnel.
This is an orderly scheme for determining rates of compensation of government personnel.
It was crafted to attract, motivate and retain good and qualified
people to accomplish the Philippine Government’s mission and
mandates, to encourage personal and career growth, and to
reward good performance and length of service.
It was crafted to attract, motivate and retain good and qualified people to accomplish the Philippine Government’s mission and mandates, to encourage personal and career growth, and to reward good performance and length of service.
POLICY OF THE STATE SECTION 2 OF RA NO. 6758
POLICY OF THE STATE SECTION 2 OF RA NO. 6758
CP MIX OF COMPENSATION COMPONENTS
CP MIX OF COMPENSATION COMPONENTS
GENERAL GUIDELINES ON GOVERNMENT COMPENSATION
GENERAL GUIDELINES ON GOVERNMENT COMPENSATION
These are cash
compensation items which are either fixed
or variable and are paid to an employee for
the performance of work.
These are cash compensation items which are either fixed or variable and are paid to an employee for the performance of work.
These include
basic pay, cash allowances and fringe
benefits
These include basic pay, cash allowances and fringe benefits
These include
basic pay, cash allowances and fringe
benefits
These include basic pay, cash allowances and fringe benefits
EXAMPLE OF FIXED COMPENSATION
EXAMPLE OF FIXED COMPENSATION
These are cash
compensation items which are granted to
employees based on certain
qualifications or rendition of special
services.
These are cash compensation items which are granted to employees based on certain qualifications or rendition of special services.
EXAMPLE OF VARIABLE COMPENSATION
EXAMPLE OF VARIABLE COMPENSATION
CONCEPT OF COMPENSATION
CONCEPT OF COMPENSATION
Budget Circular No. 2009-3 as of Dec. 31 2012
Budget Circular No. 2009-3 as of Dec. 31 2012
)- The
provision shall be computed based on the
number of filled itemized positions as of
December 31, 2012, multiplied by P5,000 per
annum
)- The provision shall be computed based on the number of filled itemized positions as of December 31, 2012, multiplied by P5,000 per annum
-The
PIB shall be computed at an average amount
of P 2,000 multiplied by the number of filled
positions as of December 31, 2012 in
accordance with Section 4 of AO
No. 161 dated December 12, 1994
-The PIB shall be computed at an average amount of P 2,000 multiplied by the number of filled positions as of December 31, 2012 in accordance with Section 4 of AO No. 161 dated December 12, 1994
This is for specific
positions, equivalent to a percentage of basic
salary or base pay depending on length of
service, shall be computed based on existing
policies and guidelines. Those who are enjoying
this shall no longer be entitled to step
increment
This is for specific positions, equivalent to a percentage of basic salary or base pay depending on length of service, shall be computed based on existing policies and guidelines. Those who are enjoying this shall no longer be entitled to step increment
This equivalent to
P5,000 shall be computed based on the
number of filled positions as of
December 31, 2012
This equivalent to P5,000 shall be computed based on the number of filled positions as of December 31, 2012
-equivalent to one
(1)month basic salary or base pay shall
be computed based on the number of
filled positions as of December 31, 2012
-equivalent to one (1)month basic salary or base pay shall be computed based on the number of filled positions as of December 31, 2012
OTHER COMPENSATIONS
OTHER COMPENSATIONS
SUMMARY OF BENEFITS
SUMMARY OF BENEFITS
INTRINSIC REWARDS
INTRINSIC REWARDS
EXTRINSIC REWARDS
EXTRINSIC REWARDS
DIRECT COMPENSATION
DIRECT COMPENSATION
FIXED
FIXED
VARIABLE FRINGE BENEFITS
VARIABLE FRINGE BENEFITS
PROTECTIVE
PROTECTIVE
PAID LEAVE
PAID LEAVE
INDIRECT COMPENSATION
INDIRECT COMPENSATION
ADDITIONAL SERVICES
ADDITIONAL SERVICES
PERSONAL DEVELOPMENT
PERSONAL DEVELOPMENT
PERQUISITES
PERQUISITES
OTHERS
OTHERS
LEAVES
LEAVES
OTHER BENEFITS
OTHER BENEFITS
PENSION BENEFITS CLASSIFIED INTO:
PENSION BENEFITS CLASSIFIED INTO:
DISADVANTAGES OF COMPENSATION PACKAGES FOR EMPLOYERS
DISADVANTAGES OF COMPENSATION PACKAGES FOR EMPLOYERS
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