RECRUITMENT AND SELECTION (PREFINAL)

The process of picking who have relevant to fill jobs in an individuals qualifications organization.

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.

According to him "selecting manager is choosing among the candidates the one who best meet the position requirements."

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.

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.

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.

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

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.

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 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

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.

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 is a standardized, objective measure of a sample of behavior.

It test the mental ability of candidate.

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.

Which measure intellectual, mental aptitudes.

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 tests judge the psychological make-up of any person.

These tests check an individual’s motivational level, emotions, integrity, sympathy, sensitivity, etc.

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.

It measure the ability of the person to face various problems while at work.

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.

In it many “yes” or “no” type question are asked.

IMPORTANCE OF SELECTION

ASPECTS OF EMPLOYEE SELECTION

TYPES OF INFORMATION

SELECTION PROCESS

SELECTION TEST

BENEFITS OF TESTS

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 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.

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

CP MIX OF COMPENSATION COMPONENTS

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 include basic pay, cash allowances and fringe benefits

These include basic pay, cash allowances and fringe benefits

EXAMPLE OF FIXED COMPENSATION

These are cash compensation items which are granted to employees based on certain qualifications or rendition of special services.

EXAMPLE OF VARIABLE COMPENSATION

CONCEPT OF COMPENSATION

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 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 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

OTHER COMPENSATIONS

SUMMARY OF BENEFITS

INTRINSIC REWARDS

EXTRINSIC REWARDS

DIRECT COMPENSATION

FIXED

VARIABLE FRINGE BENEFITS

PROTECTIVE

PAID LEAVE

INDIRECT COMPENSATION

ADDITIONAL SERVICES

PERSONAL DEVELOPMENT

PERQUISITES

OTHERS

LEAVES

OTHER BENEFITS

PENSION BENEFITS CLASSIFIED INTO:

DISADVANTAGES OF COMPENSATION PACKAGES FOR EMPLOYERS