Chapter 4 - Recruitment, Selection and Socialization - Human Resourse Management (HRM) BBS 2nd Year

Recruitment, Selection and Socialization

Recruitment.

Define recruitment and mention the factor affecting the recruitment.

Recruitment is the process of finding qualified people and encouraging them to apply for the jobs in the organization. It finds out right people for the right position at the right time, it is the major aspects of acquisition which brings employee and employers close to each other. The goal to recruit is to receive enough qualified candidates from whome the desired people may be selected. The quality of HR depends upon the quality of recruit.

According to Decenzo and Robbins: “ Recruitment is the discovering of potential candidates for ..........
actual or anticipated organizational vacancies.”

Factor Affecting Recuritment

i) Image of the organization.

ii) Image of the job.

iii) size and Growth of the organization

iv) Organizational policies

v) Government and Union Restriction

vi) demand and Supply

vii) Unemployment rate

viii) Cost

Selection

Selection is the process of choosing qualified personnel for a particular position from the applicants. It involves various steps by which the candidates are short listed and finally selected to the most suitable candidates for vacant post. It is concerned with both hiring as well as rejecting the applicants. It is ultimately leads to employment of person who posses the ability and qualification to perform the jobs.

According to French “ selection is the process of choosing among people who apply for work with an organization.”

Selection Tests

Define selection tests and describes the various types of selection test.

A selection tests is a device that uncovers the information about the candidates, which are not known through application blank. These tests are used to screen the best qualified candidates which can measure certain abilities, aptitudes, and skills that provides objectives information on how well the applicant can be expected to perform the job. It is the deep evaluation of a candidate.

There are several types of test which are in practice they are given below:

i) Achievement Test: Achievement tests are there to determine how well an individual can perform tasks related to the job. These test measure a person’s potential in a given area of job. These are also known as proficiency test and work simple test. This types of skill are already achieved by candidates through their education and experience. For example, a typing tests may measure the typing performance of a typist in terms of speed, accuracy and efficiency.

ii) Personality Test:  This test tend to get certain personality factor of a candidates to the organization. The personality dimension include emotional maturity, self confidence, tact, decisiveness, sociability, objectivity, patience, initiative etc, of the candidates. This test leads the organization whether the candidate have good personality or sick personality.

iii) Aptitude Test: Aptitude test means the potential which an individual has for learning the skill required to do a job efficiently. It measure the learning capacity of the candidates. It determines whether the candidates will be capable of learning the job or not. Example of such test are Machanical aptitude test, clerical aptitude test and differential aptitude test.

iv) Intelligence Test: These tests measure capacity for comprehensive, reasoning, word fluency, verbal comprehension, number, memory  and space. Such tests are generally quite good indicators of a candidate’s ability to learn quickly those jobs that involves conceptual thinking and problem solving.

v) Interest Test: This test are used to identify the likes and dislikes of candidates in relation to work, job, occupation, hobbies, and recreational activities. This test measure the correlation between the interest of candidates in a job and job success.

vi) Situational Test:  These test evaluate a candidates in terms of facing the situation and condition that may arise during the job. In such test the candidates are asked to solve critical situation of the job. The examiners observe the candidates in the areas of initiating, leading, proposing valuable ideas, oral communication skills, coordinating and concluding skills.

Selection Interviews

Define interviews and describes the various types of selection interview.

Interview can be defined as a communication, conversation or verbal interaction between two or more people in order to capture the inner capabilities, communication skill and psychological factor of the candidates. It provides the better tools for the HR selection process. The factual data of the applicant given in the application blank can be checked and more information may be obtained from the candidates.

There are several types of selection interviews they are given below:

a) Structured Interview: The structured interview uses a set of standardized question that are asked to all applicants. It is also called direct approach because it has comprehensive questionnaire structure. Some types of question are asked to all the candidates, so that comparisons among applic ants can easily be made. This types of interview is preplanned and structured which has high validity and reliability because standardized evaluation forms are used to rate the candidate.

b) Situation Interview:  This types of structured interview are taken to evaluate, how applicants might handle specific job situation. The situation are far more particular. The candidates are asked what his or her behavior would be in a given situation. This types of interview has great advantages to the interviewer to select the candidates. The question asked in situation interview may be hypothetical, related to job knowledge or work sample test.

c) Behavioral Interview:  In behavioral interviews, applicants are required to give specific example of how they have performed a certain procedure or handled a problem in the past.

d) Unstructured Interviews: It is also known as nondirective interview on which, no any form to follow, no preplanned question, so interview can be taken in various direction as per interviewers wish. It is the conversation between interviewer and candidates, the question are arises as per the response of candidate and candidate are also free to expose their idea in the given subject matter. The question may be different for different  candidates, so that comparison may be difficult among the participators.

Socialization

Define socialization with its purpose.

Socialization can be defined as the process of adoption of  a selected candidate into organization culture and work environment. For a new employee they feel unfamiliar, anxious and insecure. To reduce this types of problem the organization needs socialization. It is the ongoing process of instilling in all employees the prevailing attitudes, standards, values and pattern of behavior that are expected by the organization and its department. It is designed to provide new employees with the information needed to function comfortably and effectively in the organization. Socialization process provide the information to the employee about the daily work routine, a review of the organization history, purpose, operation, product and service and a detailed presentation of the organization policies, work rules and employee benefit.

According to Decenzo and Robbins: “ Socialization is a process of adoption that takes place as individual attempt to learn values and norms of work roles.”

Purpose of socialization

i) Familiarizing with the organization.

ii) Creating Favorable attitude: Through socialization program, management seeks to create favorable attitudes towards the organization, its policies, and its personnel. Socialization creates the fitting environment to the employee and organization rules, norms and policies.

iii) Reducing anxiety : A new employee generally feel anxious while joining he organization. They worry about how well they will perform on the new job. Through a effective socialization process the anxiety of new employee can be throughout by giving the right information about organization policies, history, norms, values and working environment.

iv) To increase employee’s performance: The work performance depends on knowing what to do or not to do. Understanding the right way to do a job indicates proper socialization. As a result employee performance and quality of work improve.

v) To screen out unsuitable employee

vi) To increase organizational stability.