Differences between recruitment selection and placement
Aptitude tests measure ability and skills. They enable us to find out whether a candidate would be suitable for the job. An interest test only indicates the interest of a candidate for a particular job. It does not reveal his ability to do it. Achievement test measures the skill of knowledge which is acquired as a result of previous experience or training obtained by a candidate.
Employment Interview: The next step in selection is employment interview. It is considered to be an excellent selection device. Reference checks can be through formal letters, telephone conversations. However it is merely a formality and selections decisions are seldom affected by it. Selection Decision: After obtaining all the information, the most critical step is the selection decision is to be made. The final decision has to be made out of applicants who have passed preliminary interviews, tests, final interviews and reference checks.
The views of line managers are considered generally because it is the line manager who is responsible for the performance of the new employee. Physical Examination: After the selection decision is made, the candidate is required to undergo a physical fitness test. A job offer is often contingent upon the candidate passing the physical examination. Job Offer: The next step in selection process is job offer to those applicants who have crossed all the previous hurdles.
It is made by way of letter of appointment. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate. Placement is understood as the allocation of people to the job. It is assignment or re-assignment of an employee to a new or different job. Placement includes initial assignment of new employees and promotion, transfer or demotion of present employees. The placement is arising out of promotion, transfer, demotion.
Assignment of new employee to a job apparently seems to be simple task. The employer advertises inviting applications from candidates for a specific post. The advertisement contains job description and job specifications in detail. When a candidate has selected, it is logical that individual is placed in a position that was advertised earlier.
But the task of placement is not that simple it appears. Times are changing. Changes in the work ethics reflecting the demand for meaningful work. All these factors are causing organizations and individuals to determine the placement process more closely. We are entering the age when applicants must be considered for several jobs rather than one.
Once we establish the unique profile for each individual, people and jobs can be matched optimally within the constraints set by available jobs and available people. If the number of individuals is large in relation to the available jobs, only the best qualified persons can be selected and placed.
On the other hand, when more jobs are available, optimal placement is possible. Thus the number of people and the number of jobs determine the placement process in any organization. Principles of Placement A few basic principles should be followed at the time of placement of a workers on the job. This is elaborated below: 1. Man should be placed on the job according to the requirements of the job. The job should not be adjusted according to the qualifications or requirements of the man.
Job first, man next, should be the principle of the placement. The job should be offered to the person according to his qualification. This should neither the higher nor the lower than the qualification. The employee should be made conversant with the working conditions prevailing in the organization and all things relating to the job.
He should also be made aware of the penalties if he commits the wrong. While introducing the job to the new employees, an effort should be made to develop a sense of loyalty and cooperation in him so that he may realize his responsibility better towards the job and the organization. The placement should be ready before the joining date of the newly selected person. The placement in the initial period may be temporary as changes are likely after the completion of training.
The employee may be later transferred to the job where he can do better. The capacity of the employees can be utilized fully. The right placement also reduces labour turnover, absenteeism and also the accident rate. Than the employee can adjust to the required environment of the organization effectively and the performance of the employee will not be hampered.
Define Selection Selection can be defined as process of choosing the right person for the right job from a pool of different candidates who applied for a certain job. Process of Selection The process of selection is not the same in all organizations; it can be different in many organizations depending upon the nature of that organization. Selection and Placement Selection is a process of gathering information for the purposes of evalvating and deciding who should be employed or hired for the short and Long-term interests of the individual and the organisation.
In otherwords it is the process of getting the best of most qualified condidates from the pool of job seekers adjudged to have potentialfor job performance. The importance of selection and placement The importance of selection and placement ; To fairly and without any element of discriminiation evalvate job applicants in view of individual differnces and capabilities.
To empploy qualified and competent hands that can meet the job requirenment of the organisation To place job applicants in the best interest of the organisation and the individual. To help in human resources manpower planning purposes in organisation. To reduce recruitment cost that may arise as a result of poor selection and placement exercises. Summary of some problems of employees selection and placement in Nigeria: Bias and prejudice.
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Selection and Placement
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