IMG_4404.jpeg

## Selection Selection can be defined as the process of determining from among the applicants who can meet the job requirements and can be offered the vacant position in the organization. It is the deciding point, which determines who among the applicants has the personal qualities that match the r...

## Selection Selection can be defined as the process of determining from among the applicants who can meet the job requirements and can be offered the vacant position in the organization. It is the deciding point, which determines who among the applicants has the personal qualities that match the requirements for the position. The different departments of the organization make personal requisitions to the HRD on their manpower requirement through a PERSONNEL REQUIREMENT FORM (PRF) duly approved by the management concerned. This PRF specifies the following: 1. The positions and the number required. 2. The job specifications - What is required to do the job. This tool consolidates the necessary employee qualifications identified in the job analysis schedule and lists them in terms of knowledge, abilities, skills, or licenses. The employee selection requirements may emphasize skills and knowledge not easily learned on the job. It is often wise to select candidates who already have these skills rather than hope a candidate will be able to learn them after hiring. 3. The personal qualities needed for a worker to do the job successfully. A frequent sentiment among employers is that a good attitude and a lack of bad habits are the most important ingredients in the personal makeup of personnel. It is indisputable that a good attitude is essential, but attitude alone does not make up for poor skills anymore than good skills make up for a poor attitude. The HRD determines the selection procedure on how to get the most qualified applicants. Managers and top executives must approve these standard operating procedures. The following stages may be implemented: | Stage | Description | |---|---| | Stage 1 | Establishing selection procedure | | Stage 2 | Identifying and choosing selection criteria, predictors and instruments to be used. | | Stage 3 | Gathering and evaluating information about applicants | | Stage 4 | Making communication decisions to select or reject. |