Chapter 4 BAC

Chapter 4
SELECTION OF
HUMAN
RESOURCES
OBJECTIVES:
After this lesson, you should be able to:
• Familiarize future Human Resource Managers / Personnel with

the basic and necessary procedure in selecting the most
qualified employee for the vacant position in a company;
• Help manager / personnel with the appropriate planning
strategies in preparing up-to-date procedures for hiring;
• Design interview questions that will yield information about
future employees;
• Design up-to-date testing procedure to further measure the
applicant’s qualifications; and
• Be aware of the importance of checking the references of
applicants.
SELECTION
- It 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.
The different department 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.
3. The personal qualities needed for a worker to do the job
successfully.
The HRD determines the selection procedure on how to get the
most qualified applicants. The following stages may be
implemented:
Stage 4: Making communication

decisions to select or reject.
Stage 3: Gathering and evaluating

information about applicants.
Stage 2: Identifying and choosing

selection criteria, predictors and
instruments to be used.
Stage 1: Establishing Selection

Procedure
Sample of a Rejection Letter:
Date:
Dear Applicant:
Thank you for your interest in the position with our

company. We regret to inform you are not selected. There were over
applicants, and we could choose only one of the several well-qualified
candidates. We enjoyed meeting you and were particularly impressed with
your . Please keep us in mind in the future. Thank you for
your time and interest. We wish you well in your career.
1st; CHRO ( Chief Human Resource Officer)

2nd; Qualified
3rd; Confidence and Skills
Who Makes the Selection Decisions?
The final decision to hire usually left up to operating department

executives. The final user of the human resource makes decision
of who is to be hired among the applicants screened by the HRD
according to PRF submitted by the department.
Selection and Job Matching
Selection tries to match the personal qualities of the applicants

with the requirements. This matching procedure begins with and
is based upon an evaluation of the applicant’s strengths and
weaknesses. The results of the evaluation are then measured
against the job standards of the position.
The Selection Process
-The purpose of selection process is to pick up the most suitable

candidate who would meet the requirements of the job in an
organization best, to find out which job applicant will be
successful, if hired.
1. Preliminary Screening
- The first step in the assessment of an applicant for the job is the
initial interview or preliminary screening.
Important things to consider in the preliminary screening

processes:
a. Aptitude and interest e. Health, energy and stamina

b. Attitudes and needs f. The person's value system
c. Analytical and manipulative
abilities
d. Skills and technical abilities
These are some styles of interview:
a. Structured Interview- follows a set of procedure and the

interviewer sets the lead.
b. Unstructured Interview- is where the applicant takes the lead.
c. Panel or round-table interview- is usually done for managerial
and supervisory employees.
2. The Application Form
- The applicant is required to fill out the company's official

application form after passing the preliminary interview. The
company's application forms contain more information that the
company may need some information that may be required
during the in-depth interview.
3. Testing and Evaluation Results
- Testing in the parlance of HRM, is commonly associated with the

prediction and selection of subsequent performance on the job. Test
are still the commonly used instruments for determining the
qualifications and talents of the application for a particular job. It is
the most objective of all selection instruments in the selection
process.
Test can be classified on the bases of personal characteristics sought

from the applicant. They are the following;
A. Intelligence test- It is widely used to measure mental ability or

general learning ability.
B. Aptitude Test- It measures the person's capacity to learn a given

job, provided there is adequate training. This type of test is usually
administered for mechanical and clerical positions.
C. Interest Test- It is derived from hereditary and environment factors.

It tries to predict the success in the job if the person's interest and the
job one properly matched.
D. Personality Test- It is considered as an important instrument to
test the personality of the applicant especially for supervisory
and managerial positions, as they have to relate with their co-
workers in the industry.
E. Achievement or proficiency Test- It tries to measure the

applicant's knowledge of a given job. It tries to eliminate " trade
bluffers " who profess to know a particular type of work.
Test that measure specific skills, knowledge and abilities are the
most useful selection test.
What are the requirements for effective testing? A test can be

made more productive and rewarding if it conforms to the
following;
a. It should be properly tested and validated.

b. It should be used with proper discretion and used along with
other instruments.
c. Use a battery of tests to determine the person's real worth.
d. Set the critical out-off score in advance.
e. Do not use raw scores, interpret them.
4. In-depth Interview
- The in-depth Interview is the most important part of the

selection process. After passing all tests required, the applicant is
now ready to formally enter into the selection process. All the
relevant information about the applicant is brought into focus at this
point as the final decision to hire the individual is made during this
interview.
- The factors of aptitude, proficiency and personality as
measured by the energy, drives, social adaptability, emotional,
control and conscience are related to the employees productivity.
- Experience is valuable in interviewing techniques.
3 important characteristic that the interviewer must passes.
1.) Knowledge - better understanding of the psychology of the

person is an important factor in the interview.
2.) Empathy - the interviewer must be able to discover the inner
behavior of the individual by understanding his own personality
and relate this with the feelings of the applicant.
3.) Communication Skills - the interviewer must have facility of

communication.
5. Evaluating References
Evaluating references are important in finally assessing the

applicant’s worth for the position. References to be credible must
be checked with utmost confidentiality if one would like to get a
true picture of the individual who would like to join the
organization.
Generally there are three kinds of references:
1. Academic Reference - This maybe requested to applicants who

are new graduates.
2. Character Reference - This reference may come from some
persons in the community that are familiar with the individual in their
place of residence.
3. Work or Experience Reference - To get the most valid information

about the applicant, the work reference check must be mailed to the
previous employer stating the confidentiality of the information.
Here are some policy guidelines in reference checking:
1. The reference should be used to develop the integrity of the

whole selection process.
2. For very important confidential positions, reference should be
conducted on a face-to-face basis.
3. If face-to-face information is impractical, telephone inquiries
should be used rather than mailed request for information.
4. In any kind of follow-up, inquiries should be in structured form to
relate information to job and career requirement.
5. Inquiries should discover the “why” behind whatever impressions
are disclosed.
6. Physical Examination
The applicants undergo physical examination at the company clinic

or an authorized hospital to determine the physical fitness of the
applicant for the job.
Medical Examination are important for the following reasons:
a. To screen out those physically incapable of doing the job.

b. To prevent employment of those with high incidence of
absenteeism due to illness or accidents.
c. To prevent of hiring of people with communicable or who are
influenced by drugs.
d. Ward off unwanted claims with worker’s compensation laws,
SSS, medical care and suits for damages.
7. Placements
The applicants who is cleared in all requirements is finally offered

the job. Final acceptance for production workers is usually
dependent on the approval of the immediate manager or supervisor
of the department where the applicant will be assigned.
Types of Employees
1. Probationary- An employee is hired for regular position based on

an organizational staffing pattern.
2. Regular or Permanent Employee - An employee who passed the

probationary period and is performing a regular activity in the
business of the company covered in the regular company staffing
system.
3. Contractual Employee- The employee is hired for a fixed period or

specific project of a company. Direct hiring of contractual
employees should not be more than 6 months or else they may be
converted to regular employees.
4. Casual or Seasonal Employee- An employee is hired for a

particular work or service that is seasonal in nature. Employment is
temporary according to the volume of work.
5. Apprenticeships- The development of the required skills for a

particular type of work.
THANK YOU!
Presented by: Group 11
EDAÑO, ALBERT
TINAPAY, PRESCILDA
ESTEMAR, FRITZ ROTHY

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Chapter 4

After this lesson, you should be able to:

• Familiarize future Human Resource Managers / Personnel with

- It can be defined as the process of determining from among the

The different department of the organization make personal

1. The positions and the number required.

Stage 4: Making communication

Stage 3: Gathering and evaluating

Stage 2: Identifying and choosing

Stage 1: Establishing Selection

Thank you for your interest in the position with our

1st; CHRO ( Chief Human Resource Officer)

The final decision to hire usually left up to operating department

Selection and Job Matching

Selection tries to match the personal qualities of the applicants

-The purpose of selection process is to pick up the most suitable

Important things to consider in the preliminary screening

a. Aptitude and interest e. Health, energy and stamina

a. Structured Interview- follows a set of procedure and the

2. The Application Form

- The applicant is required to fill out the company's official

- Testing in the parlance of HRM, is commonly associated with the

Test can be classified on the bases of personal characteristics sought

A. Intelligence test- It is widely used to measure mental ability or

B. Aptitude Test- It measures the person's capacity to learn a given

C. Interest Test- It is derived from hereditary and environment factors.

E. Achievement or proficiency Test- It tries to measure the

What are the requirements for effective testing? A test can be

a. It should be properly tested and validated.

- The in-depth Interview is the most important part of the

3 important characteristic that the interviewer must passes.

1.) Knowledge - better understanding of the psychology of the

3.) Communication Skills - the interviewer must have facility of

Evaluating references are important in finally assessing the

Generally there are three kinds of references:

1. Academic Reference - This maybe requested to applicants who

3. Work or Experience Reference - To get the most valid information

Here are some policy guidelines in reference checking:

1. The reference should be used to develop the integrity of the

The applicants undergo physical examination at the company clinic

Medical Examination are important for the following reasons:

a. To screen out those physically incapable of doing the job.

The applicants who is cleared in all requirements is finally offered

1. Probationary- An employee is hired for regular position based on

2. Regular or Permanent Employee - An employee who passed the

3. Contractual Employee- The employee is hired for a fixed period or

4. Casual or Seasonal Employee- An employee is hired for a

5. Apprenticeships- The development of the required skills for a

Presented by: Group 11

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