RECRUITMENT AND SELECTION (PREFINAL)

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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.

SELECTION

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.

REDUCE APPLICANT NUMBERS Signup and view all the answers

Appropriate selection procedures applied in the recruitment process ensure that only the most qualified individual is chosen to fill a vacancy.

LOW EMPLOYEE TURNOVER Signup and view all the answers

Selection gives managers an opportunity to assess potential employees' character and personality.

ASSESS BEHAVIOR Signup and view all the answers

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.

THE TIME DIMENSION Signup and view all the answers

It is most commonly used to collect information from the applicants.

BLANK APPLICATION FORM Signup and view all the answers

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.

BLANK APPLICATION FORM Signup and view all the answers

It is the overall picture of the informant's or interviewee's life.

LIFE HISTORY Signup and view all the answers

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

TECHNIQUE Signup and view all the answers

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.

WORK HISTORY Signup and view all the answers

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.

WORK HISTORY Signup and view all the answers

Many jobs of a short duration and won't stay long if hired.

JOB HOPPER Signup and view all the answers

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

REFERENCES Signup and view all the answers

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''.

LETTERS OF RECOMMENDATION Signup and view all the answers

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

RECEPTION Signup and view all the answers

It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization.

PRELIMINARY INTERVIEWS Signup and view all the answers

The candidates who clear the preliminary interview are required to fill this.

BLANK APPLICATION FORM Signup and view all the answers

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.

BLANK APPLICATION FORM Signup and view all the answers

This are increasingly used by companies these days because they measure individual differences in a scientific way, leaving very little room forIndividual bias.

SELECTION TESTS Signup and view all the answers

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

TEST Signup and view all the answers

It test the mental ability of candidate.

INTELLIGENCE TEST Signup and view all the answers

These test measure the learning ability of candidate & their power to take quick decisions on crucial points

INTELLIGENCE TEST Signup and view all the answers

It test an individual’s capacity to learn a particular skill.

APTITUDE TESTS Signup and view all the answers

Which measure intellectual, mental aptitudes.

COGNITIVE TESTS Signup and view all the answers

These test check the hand-eye coordination of employees.

MOTOR TESTS Signup and view all the answers

These test are designed to measure the skills already by the individuals. They are used to test the level of knowledge.

PROFICIENCY TESTS Signup and view all the answers

These tests judge the psychological make-up of any person.

PERSONALITY TESTS Signup and view all the answers

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

PERSONALITY TESTS Signup and view all the answers

In this test a controversial situation is presented to the person

PERSONALITY TESTS Signup and view all the answers

These are designed to measure what the applicant can do on the job currently. These tests are also known as work sample test.

ACHIEVEMENT TEST Signup and view all the answers

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

SIMULATION TEST Signup and view all the answers

These test are used for hiring managers.

SIMULATION TEST Signup and view all the answers

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.

INTEGRITY TEST Signup and view all the answers

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

INTEGRITY TEST Signup and view all the answers

IMPORTANCE OF SELECTION

<ol> <li>REDUCE APPLICANT NUMBERS</li> <li>LOW EMPLOYEE TURNOVER</li> <li>ASSESS BEHAVIOR</li> <li>THE TIME DIMENSION</li> </ol> Signup and view all the answers

ASPECTS OF EMPLOYEE SELECTION

<ol> <li>APPLICATION BLANKS/BLANK APPLICATION FORM</li> <li>LIFE HISTORY</li> <li>WORK HISTORY</li> <li>REFERENCES</li> <li>RECOMMENDATION LETTERS/LETTERS OF RECOMMENDATION</li> </ol> Signup and view all the answers

TYPES OF INFORMATION

<ol> <li>PERSONAL DATA</li> <li>MARITAL DATA</li> <li>EDUCATIONAL DATA</li> <li>PHYSICAL DATA</li> <li>EMPLOYMENT DATA</li> <li>EXTRA-CURRICULAR DATA</li> <li>REFERENCES</li> </ol> Signup and view all the answers

SELECTION PROCESS

<ol> <li>RECEPTION</li> <li>SCREENING INTERVIEW</li> <li>BLANK APPLICATION FORM</li> </ol> Signup and view all the answers

SELECTION TEST

<ol> <li>INTELLIGENCE TEST</li> <li>APTITUDE TEST</li> <li>PERSONALITY TEST</li> <li>ACHIEVEMENT TEST</li> <li>SIMULATION TEST</li> <li>ASSESSMENT TEST</li> <li>GEOGRAPHY TEST</li> <li>POLYGRAPH TEST</li> <li>INTEGRITY TEST</li> </ol> Signup and view all the answers

BENEFITS OF TESTS

<ol> <li>It tends to eliminate biasness in the selection of personnel</li> <li>Tests can identify talents of individuals which might otherwise be overlooked</li> <li>These tests reduce the cost of selection because large on of people can be evaluated</li> <li>These tests measure the aptitude of candidates</li> <li>Tests provide a healthy basis for comparing applicants background.</li> </ol> Signup and view all the answers

LIMITATION OF TEST

<ol> <li>These test measure only a part of total information</li> <li>These test are far from perfection, it does not make perfect prediction of an individual’s ability.</li> <li>No test can measure with guarantee the complex combination of characteristics required in numerous positions.</li> </ol> Signup and view all the answers

It is a form of periodic payment from employer to an employee, which may be specified in an employment contract.

SALARY Signup and view all the answers

It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis.

SALARY Signup and view all the answers

This is an orderly scheme for determining rates of compensation of government personnel.

SALARY/COMPENSATION PLAN (CP) RA NO. 6758 Signup and view all the answers

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.

SALARY/COMPENSATION PLAN (CP) RA NO. 6758 Signup and view all the answers

POLICY OF THE STATE SECTION 2 OF RA NO. 6758

"It is hereby declared the policy of the State to provide equal pay for substantially equal work and to base differences in pay upon substantive differences in duties and responsibilities, and qualification requirements of the positions. In determining rate s of pay, due regard shall be given to, among others, prevailing rates in the private sector for comparable work." Signup and view all the answers

CP MIX OF COMPENSATION COMPONENTS

<ol> <li>BASIC PAY OR SALARIES</li> <li>FRINGE BENEFITS</li> <li>INCENTIVES</li> <li>NON-FINANCIAL REWARDS</li> </ol> Signup and view all the answers

GENERAL GUIDELINES ON GOVERNMENT COMPENSATION

<ol> <li>Each class of positions in the Position Classification Plan shall be assigned a salary grade. 2.Compensation for part-time services rendered shall be computed proportionately. 3.Across-the-board salary or wage adjustment shall be granted to all employees. 4.Salary and other compensation adjustments including the grant of new benefits shall be covered by appropriate legal basis or authority.</li> <li>As a general rule, no official or employee shall receive a salary equal to or higher than immediate supervisor, except the salary of his/her when otherwise authorized by law, rules and regulations</li> <li>Unless otherwise specifically approved by the President, no person shall be appointed in the government under the guise of voluntary service, with compensation below the hiring rate for the position, provided that, the application of this provision may be waived to authorize voluntary service in the Armed Forces of the Philippines or in connection with relief operations</li> </ol> Signup and view all the answers

These are cash compensation items which are either fixed or variable and are paid to an employee for the performance of work.

DIRECT COMPENSATION Signup and view all the answers

These include basic pay, cash allowances and fringe benefits

DIRECT COMPENSATION Signup and view all the answers

These include basic pay, cash allowances and fringe benefits

FIXED COMPENSATION Signup and view all the answers

EXAMPLE OF FIXED COMPENSATION

A. basic salaries, B. Personnel Economic Relief Allowance (PERA), and C. Additional Compensation (ADCOM) Signup and view all the answers

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

VARIABLE COMPENSATION Signup and view all the answers

EXAMPLE OF VARIABLE COMPENSATION

A. hazard pay, B. honoraria, C. nightshift differential pay, and D. overtime pay Signup and view all the answers

CONCEPT OF COMPENSATION

DIRECT COMPENSATION A. FIXED COMPENSATION B. VARIABLE COMPENSATION Signup and view all the answers

Budget Circular No. 2009-3 as of Dec. 31 2012

PERSONAL ECONOMIC RELIEF ALLOWANCE (PERA) Signup and view all the answers

)- The provision shall be computed based on the number of filled itemized positions as of December 31, 2012, multiplied by P5,000 per annum

UNIFORM/CLOTHING ALLOWANCE (U/CA) Signup and view all the answers

-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

PRODUCTIVITY INCENTIVE BENEFITS (PIB) Signup and view all the answers

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

LONGEVITY PAY Signup and view all the answers

This equivalent to P5,000 shall be computed based on the number of filled positions as of December 31, 2012

CASH GIFT Signup and view all the answers

-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

YEAR-END BONUS Signup and view all the answers

OTHER COMPENSATIONS

<ol> <li>Personal Economic Relief allowance (PERA)</li> <li>Representation Allowance (RA) and Transportation Allowance (TA)</li> <li>Uniform/Clothing Allowance (U/C)</li> <li>Productivity Incentive Benefits (PIB)</li> <li>Honoraria</li> <li>Hazard Duty Pay or Hazard Pay</li> <li>Longevity Pay</li> <li>Cash Gift</li> <li>Year-End Bonus</li> </ol> Signup and view all the answers

SUMMARY OF BENEFITS

HOLIDAYS <ol> <li>REGULAR</li> <li>SPECIAL VACATION HEALTHCARE</li> <li>DENTAL</li> <li>OUTPATIENT MEDICINE REIMBURSEMENT</li> <li>MATERNITY GRANT</li> </ol> Signup and view all the answers

INTRINSIC REWARDS

<ol> <li>JOB SATISFACTION</li> <li>PERSONAL/CAREER GROWTH</li> <li>QUALITY OF WORKLIFE</li> <li>SENSE OF BELONGING</li> </ol> Signup and view all the answers

EXTRINSIC REWARDS

<ol> <li>DIRECT COMPENSATION</li> <li>INDIRECT COMPENSATION</li> </ol> Signup and view all the answers

DIRECT COMPENSATION

<ol> <li>FIXED</li> <li>VARIABLE</li> </ol> Signup and view all the answers

FIXED

BASIC PAY -SALARY -WAGE FIXED FRINGE BENEFITS -PERA -ADCOM -UNIFORM ALLOWANCE Signup and view all the answers

VARIABLE FRINGE BENEFITS

<ol> <li>HAZARD PAY</li> <li>HONORARIA</li> <li>OVERTIME PAY</li> <li>NIGHT SHIFT DIFFERENTIAL PAY</li> <li>SUBSISTENCE ALLOWANCE</li> </ol> Signup and view all the answers

PROTECTIVE

<ol> <li>HEALTH INSURANCE</li> <li>RETIREMENT BENEFIR</li> <li>EMPLOYEE COMPENSATION INSURANCE</li> </ol> Signup and view all the answers

PAID LEAVE

<ol> <li>VACATION LEAVE</li> <li>SICK LEAVE</li> <li>SPECIAL PRIVILEGE LEAVE</li> <li>PATERNITY/MATERNITY LEAVE</li> <li>SINGLE PARENT'S LEAVE</li> <li>MONETIZATION OF LEAVE CREDITS</li> </ol> Signup and view all the answers

INDIRECT COMPENSATION

<ol> <li>PROTECTIVE</li> <li>PAID LEAVE</li> <li>ADDITIONAL SERVICES</li> <li>PERSONAL DEVELOPMENT</li> <li>PERQUISITES</li> <li>OTHERS</li> </ol> Signup and view all the answers

ADDITIONAL SERVICES

<ol> <li>FREE MEDICAL/DENTAL CLINIC</li> <li>SHUTTLE SERVICE</li> <li>FREE MEALS (HOSPITALS)</li> </ol> Signup and view all the answers

PERSONAL DEVELOPMENT

<ol> <li>SPORTS ACTIVITIES</li> <li>CULTURAL ACTIVITIES</li> <li>TRAINING PROGRAMS</li> <li>SCHOLARSHIP GRANTS</li> <li>INTERNSHIP PROGRAMS</li> </ol> Signup and view all the answers

PERQUISITES

<ol> <li>SERVICE CAR</li> <li>MOBILE/CELLPHONE</li> <li>ASSIGNED DRIVER/SECRETARY</li> <li>PREFFERED OFFICE FURNISHING</li> <li>ASSIGNED PARKING SPACE</li> <li>FREE QUARTERS</li> <li>NEWSPAPER SUBSCRIPTIONS</li> </ol> Signup and view all the answers

OTHERS

<ol> <li>HOUSING LOAN 2. PAG-IBIG FUND BENEFITS 3. PROVIDENT FUND BENEFITS</li> <li>QUARTERS PRIVILEGE 5, LAUNDRY ALLOWANCE</li> </ol> Signup and view all the answers

LEAVES

1.SICK LEAVE 2.PATERNITY LEAVE 3.BEREAVEMENT 4.SOLO PARENT LEAVE 5. CALAMITY LEAVE 6. MAGNA CARTA FOR WOMEN Signup and view all the answers

OTHER BENEFITS

<ol> <li>Pension Benefits</li> <li>Retirement Gratuity benefit</li> <li>Terminal leave benefits</li> <li>Mid Year Bonus</li> <li>Rice Allowance</li> <li>Meal Subsidy</li> <li>Kapwa Tulong Program</li> <li>Attendance Bonus</li> <li>Loyalty</li> </ol> Signup and view all the answers

PENSION BENEFITS CLASSIFIED INTO:

a. Pension - Civilian Personnel, b. Pension - Military and Uniformed Personnel Signup and view all the answers

DISADVANTAGES OF COMPENSATION PACKAGES FOR EMPLOYERS

<ol> <li>Costs</li> <li>Increased Operating Expenses</li> <li>Expectations for Performance:</li> <li>Pay Equity Issues</li> <li>Employee Turnover</li> <li>Incentive Structure:</li> <li>Lack of Flexibility</li> <li>Overhead and Administrative Costs</li> </ol> Signup and view all the answers

RECRUITMENT AND SELECTION (PREFINAL)

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Questions and Answers

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