Selection Termination

Human
Resource
Management
Ms. Carmina L. Castillo, JD.RN.REB

Learning Outcomes:
• After this chapter, the students should be
able to:
1. Define employee selection and
determine the steps in the selection
process;
2. Discuss the different forms of interview;
3. Cite the difference between just causes
and authorized causes of termination
EMPLOYEE SELECTION
It refers to the particular HRM process of

selecting the right person for the right job
based on certain specified criteria, such as
competencies, experience, and abilities;
Simply put, it is ruling out unqualified job

seekers and choosing only those
possessing the relevant qualifications
inventory;
SERIES OF STEPS
Steps may differ among organizations as well as
the kind and extent of the vacancy to be filled.
1. Completion of Application
Application form plays a primary role in the hiring
process because it introduces a jobseeker to the
company while giving the employer preliminary facts
about the job applicant;
2. Initial interview with the HRD
This is a preliminary interview which is done to eliminate
applicants who are clearly unqualified on the basis of
their apparent characteristics such as age, height,
physical condition, years of experience, educational
attainment, etc.
Cont…
3. Pre-employment testing
Enable an objective evaluation of applicants. These
tests are necessary to predict the quality of the job
candidate under certain circumstances.
4. Reference/Background check
Background checking is going beyond reference
checks. It is a process whereby employers check the
authenticity and accuracy of the information provided by
the applicant in his or her resume, or during an
interview.
cont….
5. Supervisor/Team interview
The most qualified candidate is endorsed to
the unit or department that sent notice
about vacancy and ultimately undergo a
final interview with the unit/department
manager.
6. Medical Exam / Drug Test
This is administered to ensure the company
that the potential hire is physically able, with
an overall excellent health condition that will
put him or her, and other employees at risk.
Cont…
7. Hiring Decision
The decision to hire should be based on
selection criteria and hiring standards.
8. Job offer
Verbal job offers are acceptable but it is smarter
to have a written one complete with the
provisions of the job such as working
conditions, compensation package,
relationships and even culture. Have it signed
by the candidate and then a deal is closed.
PRE-EMPLOYMENT TESTS
• Polygraph Tests
– Sometimes called a “truth verification exam”
and questions normally focus on use of
drugs and crimes.
• Honesty and Integrity Tests
– This is meant to identify and measure an
applicant’s honesty, dependability, and even
work ethics.
• Graphology
– It refers to the analysis of the handwriting of a
person and is now also used to interpret a
person’s character, personality, and emotional
and intellectual capacity.
• Physical Aptness
– This test gives emphasis on stamina, vigor,
height, and weight as essential job
requirements.
• Medical Exam
– Medical examination should only be performed after the job
offer has been made. This examination must be required for
all candidates offered the job.
• Drug Test
– This test determines drug use. Urine, saliva, hair and sweat
testing are commonly used to detect signs of drug use.
• Personality and Interest Inventories

– The aim of this pre-employment test is to gauge the person’s
overall personality and behavior traits.
JOB INTERVIEW
• It is a formal conversation between a job applicant
and the employer’s representative.
• It is the most widely used tool for selecting would-be
employees. It gives the employer a first-hand
opportunity to find out about job candidate’s work
history, academic qualifications, growth and
advancement experiences, and other personal
attributes that are seldom revealed in the resume or
curriculum vitae.
FORMS OF INTERVIEW
1. Unstructured interview
Questions are not ascertained ahead of time.
However, it can be viewed to be very
investigative. The interviewer asks open-ended
questions
2. Structured interview
All questions are prepared beforehand. Each
applicant being interviewed is asked the same
set of questions in precisely the same order and
in the same way
FORMS OF INTERVIEW
3. The Panel Interview
This involves a group of interviewers who
alternately pose questions to a certain job
applicant. Typically, there are three to five
interviewers.
4. The computer and Virtual Interviews

Virtual interviews, also known as digital or video
interview allows people to conduct an interview
in an automated manner by conducting it online.
TERMINATION & SEPARATION
• Article 285 of the Labor Code recognizes

two kinds of resignation:
– Without cause
• Employee is required to give a 30-day advance
written notice to the employer
– With cause
• Employee need not serve advance written notice.
 Forced resignation is not allowed and is considered

“constructive dismissal”, or a dismissal in disguise.
TERMINATION & SEPARATION
• Just and Authorized Causes of

Termination
– Just cause refers to a wrongdoing
committed by the employer or employee on
the basis of the aggrieved party may
terminate the Er-Ee relationship
– Authorized cause refers to a cause brought
about by changing economic or business
conditions of the employer.
Just Causes by the Employer
• Serious misconduct
• Willful disobedience of employer’s lawful
orders connected with work
• Gross and habitual neglect of duty
• Fraud or breach of trust
• Commission of a crime or offense against
the employer, employer’s family or
representative
• Other analogous causes
Just Causes by the Employee
• Serious insult by the employer or his or her
representative on the honor and person of the
employee
• Inhuman and unbearable treatment accorded
the employee by the employer or his or her
representative
• Commission of a crime by the employer or his
or her representative against the person of the
employee or any of the immediate members
of his or her family
• Other analogous causes
Authorized Causes
for termination
• Installation of labor-saving device
• Redundancy
• Retrenchment to prevent losses
• Closure or cessation of business
• Disease not curable within six months as
certified by competent public authority, and
continued employment is prejudicial to his
or her health or to the health of his or her
co-employees
“Life is never measured
by the years we lived,
but by the joys and love we shared”.
Thank you!!!

Selection Termination

Uploaded by

Copyright:

Available Formats

Selection Termination

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Selection Termination

Uploaded by

Copyright:

Available Formats

Human

Ms. Carmina L. Castillo, JD.RN.REB

It refers to the particular HRM process of

Simply put, it is ruling out unqualified job

• Personality and Interest Inventories

4. The computer and Virtual Interviews

• Article 285 of the Labor Code recognizes

 Forced resignation is not allowed and is considered

• Just and Authorized Causes of

You might also like