41823, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS = Republic of the Philippines CAPIZ.STATE UNIVERSITY = PONTEVEDRA CAMPUS Bailan, Pontevedra, Capiz College of Education, Arts & Sciences (COEAS) TEACHER EDUCATION DEPARTMENT I, Module Title: Module IV- Selection of Human Resources II, Course Title: Human Resouree Management IIL. Course Number: Social Studies 122 IV. Course Description: This course familiaizes you with the foundation and theories in hhuman resources, its philosophical background, and relationship with the continuing development in human resource planning, training, development and human research, as well as the imricate management of human resource operations on daily basis. V. Total Learning Time: 6 hrs. VI. Pre-requisites: None VIL. Overview: In this module, the students will focus on the selection procedure and process ‘on how to get the most qualified applicants. Selection tries to match the personal qualities of the applicants with job requirements in all related personnel functions, VIII. Most Essential Learning Outcomes At the end of the lesson, the students must have: 1. familiarized themselves with the selection procedure on how to get the most qualified applicants; 2. identified the selection process; and 3. discussed the different types of employees. IX. Indicative Content: Chapter 4. Selection of Human Resources Selection Procedure Selection and Job Matching, ‘The Selection Process ‘Types of Employees vvvy X. Pre-assessment (optional) XI. Discussion tps ipnmi.comtrkayitgpnbaste ws418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS ‘Module IV- SELECTION OF HUMAN RESOURCES 1, Learning Outcomes: Atthe end of the lesson, the students must have 1. familiarized themselves with the selection procedure on how to get the most qualified applicants; 2. identified the selection process; and 3. discussed the different types of employees, TI. Content Selection - ean be defined as the process of determining from among the applications 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 petsonal requisitions to the HRD on their manpower requirement through a PERSONNEL, REQUIREMENT FORM (PRF) duly approved by the management concerned. ‘These are the following: + The positions and the number required. = 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 and knowledge not easily learned on the job. Its often wise to select candidates who already have these skills rather than hope & candidate will be able to learn them after hiring. = 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 any more than ‘good skills make up for a poor attitude, Selection Procedure to Get the Most Qualified Applicants Stage 1 Establishing selection procedure. Successful employee selection is independent on a clear understanding of job's components Stage2 Identify and choose selection criteria, predictors and instruments to be used. Weighting job duties can help the employer assess the qualifications of competing candidates. Each skill, knowledge area, and ability is rated according to its importance to the job. A skill may be given less importance, for instance, if it can be easily acquired or is seldom used. tps ipnmi.comtrkayitgpnbaste 23418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS Stage3 Gather and evaluate information about applicants. Applicant skills can be evaluate through applications, interviews, tests, reference checks, letters of recommendation, and physicals. Some selection tools are more effective than others, but a combination of tools is usually best. If possible, try to verify evidence of specific skills, knowledge, and abilities at more than one point in the selection process. Stages Make communication decisions whether to select or reject. It is worth starting over with the recruitment process if you are not satisfied with any of the applicants. Offering the job to someone “because we've come this far” could mean hiring the wrong person for the job. Unfortunately, too often, candidates who are not selected for a position never hear from the employer. In addition to common courtesy, a reason for promptly notifying all applicants is that firm employers may want to stay in touch with top contenders to fill future openings. Who makes the selection decisions? ‘The HRD is a staff department and has a functional authority to assist line managers in all, related personnel functions. The final decision to hire usually is left up to operating department executives. The final user of the human resources makes the decision on who is to be hired among the applicants screened by the HRD according to the PRF submitted by the department, It is the functional authority of the HRD to screen the applicants and to submit the names of those who passed the initial screening to the operating department for its final decision on whom to select and finally hire for the job. Selection and Job Matching Selection tries to match the personal qualities ofthe applicants with the job requirements. This matching procedure begins with and is based upon an evaluation ofthe applicant’ strengths and weaknesses. The results of this evaluation are then measured against the job standards of the Position. Inthe Selection process we eannot separate the person from his personal characteristics. ‘The applicant has positive and negative factors and the process of determining these factors requires a thorough analysis of the individual's qualifications. ‘Tests and interviews commonly focus on the applicant’s social abilities as well as his task abilities. Selection procedures seek to measure the ability of the applicant over the existing organizational structure. The assumption is that ability determines performance, While this, assumption may be true, it cannot assure that the result is one hundred percent accurate, as ‘motivation plays a great factor in productivity. ‘The Selection Process ¥ Preliminary Screening It is also called as initial interview. It deals with obvious factors such as voice, dress, physical appearance, personal grooming, educational background, professional training, and experience, ifthere is any. tps ipnmi.comtrkayitgpnbaste418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS a. Aptitude and interests indicate our natural abilities, capacity for learning, and desires to do certain jobs. 'b. Attitudes and needs indicate an applicant's frame of mind, emotional and mental ‘maturity, sense of responsibility and authority, and future motivations, ©. Analytical and manipulative abilities indicate our thinking process, intelligence level, and ability to use knowledge effectively in any assigned task. 4d. Skills and technical abilities indicate ability to perform specific operations and technical aspects of the job. This results from education, training and experience and tends to predict what one can do if properly placed, oriented, developed and motivated, fe. Health, energy and stamina indicate physical ability to perform the assigned task satisfactorily, especially those involving manual and managerial duties. The person's value system provides a clue to motivation, goals, objectives and work values and perseverance. ‘These are some styles of interview: a, Structured interview follows a set of procedures and the interviewer sets the lead, Directive interview is usually structured. Structured interviews are usually more effective in promoting equal opportunities for all applicants b. Unstructured interview is where the applicant takes the lead, Provides no specific reference and the applicant is given a free hand in talking about himself and the interviewer makes an assessment. Panel or round-table interview is usually done for managerial and supervisory employees. ‘The applicant meets a panel of interviewers and seeks to facilitate the polling of judgments with respect to the candidates and acquaint the applicant with prominent members of the working organization, Y. The Application Form ‘The applicant is required to fill out the company’s official application from after passing the preliminary interview. The company’s application forms contain more information that the Company need in MIS files or Some information that may be required during the in-depth interview. Application forms vary from company to company. Employment details are important during the interview proces, Graphology- Some companies would require the applicant to write in not less than 200 words about himself. This would reveal some personality analysis of the person’s characteristics. Graphology is the art and science of the analysis of the individual's traits through his handwriting. It can reveal the level of intelligence, emotional stability, imagination and ability to ‘work with others as well as discover talents and capabilities, Y Testing and Evaluation of Results Testing is the parlance of HRM, is commonly associated with the prediction and selection of subsequent performance on the job. Tests are still the commonly used instruments for determining the qualifications and talents of the applicant for a particular job. It is the most objective of all selection instruments in the selection process. tps ipnmi.comtrkayitgpnbaste418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS Tests 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. It is commonly associated with one’s personal capacity for leaming and doing things that he leas. The outstanding feature of this type of testis its ability to predict the general capacity for learning or problem-solving. Intelligence tests that are designed by the Psychological Society of the Philippines are adaptable to the local conditions. They are now available for use by practitioners of HRM. Examples: Culture Fair Intelligence Test Raven’s Progressive Matrices Test Test ‘Age. Variable Hem’ Time Raven's Gand Intelligence Set A-I2- [No time limit Progressive above SetB-12 | butcan be Matrices Test SetC-12 | finished Proponent: SetD-12 | — within 60 John C. Raven Set E-12 mins Total- 60 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. Examples: Differential Aptitude Test ‘Occupational Aptitude Survey and Interest (OASIS)- Aptitude Test Age Variable tem. Time Differential | 13nd | Verbal Reasoning 60 30 mins Aptitude Test | above | Numerical Ability 40 30 Abstract Reasoning. 30 25 Proponent: Clerical Speed and 100 3 George Benett ‘Accuracy 100 3 Clerical Speed and 68 30 ‘Accuracy 2 60 25 Mechanical Reasoning 100 10 Spatial Reasoning 60 25 Language Usage | Total-638 | Total- 181 (Spelling) Language Usage (Grammar) tps ipnmi.comtrkayitgpnbaste418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS Interest Test- It is derived from hereditary and environmental factors. It tries to predict the success in the job if the person’s interest and the job are properly matched. For example, ifthe person is interested in operating mechanical instruments he should be placed in situation where there are mechanical instruments he should be placed in a situation where there are mechanical operations. It is interest is in art, the nature of the job must be related to art works, Examples: Thrustone Interest Schedule Occupational Aptitude Survey and Interest (OASIS)- Interest Test Age Variable a Thrustone | Adults | Physical Sciences | 100 pairs of | 10.mins Interest Behavioral Sciences | Occupation Schedule ‘Computation Proponent: Business ‘Thrustone Executive Persuasive Linguistic Humanistic Artistic Musical |. 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. Practitioners of HRM believe that selected personality characteristics may be even more important than job knowledge or skill, as emotional maturity influences the ability to withstand stress and strain, 10 be objective and gain the respect and cooperation of others in the organization, Examples: 16 Personality Factor Questionnaire (16PF) ‘Comrey Personality Scale (CPS) Edwards Personal Preference Schedule Minnesota Multiphasic Personality Inventory California Test of Personality ‘The Hand Test House Tree Person Sach Sentence Completion Test Age Variable tem Time Comrey 16 | Trust vs. Defensiveness 20 No Time Personality | years | Orderliness vs. Lack of 20 Limit Scale (CPS) | old and Compulsion 20 Proponent: above | Social Conformity vs. Andrew L. Rebelliousness 20 Comrey Activity vs. Lack of 20 Energy 20 Emotional Stability vs. 20 tps ipnmi.comtrkayitgpnbaste418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS ‘Neurotisem Extraversion vs. Introversion Empathy vs. Egocentrism Masculinity vs. Feminity 20 Total- 180 ¢. Achievement or Proficiency Test- It tries to measure the applicant's knowledge of a rade bluffers” who profess to know a particular type of work, Trade bluffers are people who claim knowledge of a particular type of work or experience that they do not actually possess. Work sampling is commonly used to determine the individual ability to perform a certain type of work. A trade Tests part given job. It tries to eliminate * of this type of measuring the ability to perform a certain type of test. Example: Flanagan Industrial Test Test ‘Age Variable tem Time Flanagan Adults ‘Arithmetic 3 mins, Industrial Test Assembly 5 Proponent: Components 5 Dr. John Coordination 5 Flanagan Electronics Is Expression 5 Ingenuity 5 Judgment and Is Comprehension 15 Mathematics and 15 Reasoning 5 Mechanics 5 Memory Is Patterns 5 Planning 5 Precision 5 Seales Is Tables Vocabulary Tests that measure specific skills, knowledge, and abilities are the most useful selection tests, Intelligence and personality tests, on the other hand, are normally of limited utility. Intelligence tests may indicate a person’s potential to analyze and digest Oinformation quickly, bbut may do little to show a person’s practical skills, Neither will an intelligence test predict an ints motivation, confidence, or need for achievement, appl Personality and honesty are important, but fests provide little help in evaluating these characteristics ina selection setting. Applicants can easily fake answers, and these tests are often offensive, prying into people’s personal lives in areas that are not job related. tps ipnmi.comtrkayitgpnbaste m3418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS Interaction with applicants, especially during the interview, can be a more useful means of evaluating attitudes and personality. Honesty tests may be prohibited by law in some instances, and it is doubtful that they are very helpful. This trait may be measured, in part, by checking references, A test can be made more productive and rewarding if it conforms to the following: Itshould be properly tested and validated, Itshould be used with proper direction and used along with other instruments Use a battery of tests to determine the person's real worth, Set the critical cut-off score in advance. Don’t use raw scores: Interpret them. Y In-depth interview It is the most important part of selection process. After passing all tests required, the applicant is now ready to formally enter into the selection process. All the relevant information bout 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 employee’s productivity. ‘These subjects should be thoroughly discussed during the interview. Relatively important is the interviewer must be able to attempt to evaluate the person's ability to utilize available resources in solving problems and to search for the right attitude, knowledge and skills needed for successful performance on the job. Experiences valuable in interviewing techniques. Increased taining of interviewer is promising method for improvements as it is crucial factor in the interview process. Some types of significant information may surface during the interview that may not be available from other sources Important characteristics that the interviewer must possess: 1, Knowledge- Better understanding of the psychology of the person is an important factor in the interview. The interviewer must know the behavior of the person and must be able to determine and decipher the answers to questions as he may take down important details during the interview process, He must be able to relate the qualities and qualifications of the individual according to the needs and culture of the organization. 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. ‘The interviewer must be able to understand, anticipate, and infer what the interviewee is feeling and draw out a more accurate reflection of that person’s characteristics. It is establishing rapport and opening the communication channel that develops better ‘understanding, Ti0s requires tact and experience, tps ipnmi.comtrkayitgpnbaste41823, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS 3. Communications Skills- This refers to the use of language, gestures and voice inflection. Words must be carefully chosen to put the individual at ease during the interview and draw from him the inner self that is necessary to fully assess the individual's fitness to the job. The questions must be clearly stated and the interviewer must be a good listener in order to evaluate the desired personal characteristics of the individual Y Evaluating References 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 wit would like to join the organization. Kinds of References: 1. Academic Reference- This may be requested from applicants who are new graduates. ‘This may be addressed “to whom it may concern” which tells about the individual's academic performance, together with his transcript of records. Details may include co- curricular activities and the student's performance in college. 2. Character Reference- This reference may come from some persons in the community that are familiar with the individual in their place of residence, This may reveal records ‘on the applicant about this relations with people in the community. A barangay clearance is usually required from the applicant so that the organization will know that he has 10 adverse records in the community. While this may be of little significance to his, employment, as most would like to please the person concemed, the reference check could also work to the company’s advantage 3. Work or Experience Reference- To get the most valid information about the applicant, the work reference check must be mailed 10 the previous employer stating the confidentiality of the information. It must be in the form of checklist ofthe information. It must be in the form of a checklist for the convenience of the person giving the information. Sometimes the form is delivered personally for more confidential information especially for some critical positions where confidentiality is very strictly necessary. Policy guidelines in reference checking: 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, since the applicant may be reluctant to divulge significant information, 3. If face-to-face information is impractical, telephone inquiries should be used rather than mailed requests 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. Those ‘who supply information may have their own biases and peculiar standards. tps ipnmi.comtrkayitgpnbaste418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FipHTMLS Y Physical Examination This may be the last hurdle in the selection process. The applicants undergo physical examination at the company clinic or an authorized hospital cetermine the physical fitness of the applicant for the job. The applicant must pass the physical test as he is certified as being in good health. Purposes: a To screen out those physically incapable of doing the job. b. To prevent employment of those with high incidence of absentecism due to illness, or accidents. ©. To prevent hiring of people with communicable diseases or who are influenced by drugs. 4. Ward off unwarranted claims with worker's compensation laws, SSS, medical care and suits for damages. Y Placements ‘The applicant who clears all the hurdles 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. In practice the approval is usually arranged early in the selection process, Practice in placement has been generally more formal and usually covered by company policies and procedures in the hiring of employees, ‘The applicant is now formally introduced into the group and undergoes an intensive orientation and induction program, Some companies assign the buddy system to formalize the new employee with the workings of the department, He is given company manuals, rules and regulations and company brochures, and other company magazines to familiarize him with the work environment, ‘Types of Employees 1. Probationary. An employee is hired for a regular position based on an organizational staffing pattern, A probationary employee can be terminated if he does not pass the required reasonable standards in the performance of the job or there exists a just cause for his termination, The probationary period is for six months and after that period he is deemed a permanent or regular employee. 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 Employees- The employee is hired fir a fixed period or specific project of the company, the completion of which is specifically explained to the employee concemed. Direct hiring of contractual employees should not be more than six months or clse they may be converted to regular employces. Hiring of contractual is usually done through an employment agency to avoid regular employment. tps ipnmi.comtrkayitgpnbaste 101341823, 747 PM 1M Pages 1-12 -Flip PDF Download | FpHTMLS 4. Casual or Seasonal Employees- An employee is hired for a particular work or service that is seasonal in nature. Employment is temporary according to the volume of work. 5S. Apprenticeships- Is the development of the required skills for a particular type of work. It isa learner's job to familiarize himself with the requited skills. They may be regular or probationary employees after passing the trade skills test during the apprenticeship period, Some may come from on-the-job training required of students to graduate with certain degree. IIL. References: Cabbaro, D. (2016), Theory and Practice of Human Resource Management (A Modular Approach), Great Books Trading, Quezon City Noe, R. etal (2015), Human Resource Management, * Edition, MeGrawHill Education, 2 Penn Plaza, New York,NY 10121 |itps:/vww slideshare.net/umerkhalidhab b/recruitment-and-selection-24053909 Inps:/Avww slideshare netreadysetpresentreeruitment-and-selection-powerpoint-presentation IV. Student's Learning Activity tions: Having read and analyzed the contents of Module 4, Submit your outpt (thw google Classroonvfo messenger or any other social media platformmeans convenient for you) of of before ‘The Essay Rubric below will be utilized in the “grading” of your output. ‘The perfect score is 25 pois, Griteria Focus | The topic and main ideas | Ther i only one pic. | Theis one ler, well | There is one clea, wel Details | aronot clear Main ideas ae somewhat | focused topic. Main | focused ope. Main ideas ar ler ideas are clear bat re | clear and are well ppored rot well supported ty | by detailed and acute eile information, | information ‘Organization | There i no clear | The maroduston wes te | The Tamoducton sates |The laodoaion i ling, insodustion,stuctre or | waintopic. A concasion is | the main topic and | stites the main topic, end cancion. insted ‘roves an overview of | provides an overview of the the paper. A | paper, Information is conchsion is incided, | relevant and present in Topica nde. The conclusion issrong. Voice | The adeat's pape of [The wadeat's payee of | The sudon's purpose | The aea's purpose of writing i unc writing is somewhat chur, | of is somewhat clear, | writing is very clea, and td higher knowledge | and hiver knowledge |hisher extensive knowledge nur experience withthe | andar experience with | andor experience with the ‘epic iar limited ‘Me topic ivare evident. | topic are even. tps ipnmi.comtrkayitgpnbaste 13418123, 747 PM 1M Pages 1-12 -Flip PDF Download | FpHTMLS Word Choice The sent we Tied vocabulary. Jargon or elichis) may be present tnd detct from the meaning The den ies wor tat camnmuniate cll, but he writing lacks vari The eden wee od word and pases. The choice and placement, of words is inaccurate ft times andor sects ‘overdone. The dent wes wid worse nd pases. The choice and laement of words seems sccuate, satual, and nat feral Sentence Grammar, Mecanles, & Spelling Snes ond awkward, se AAsractingly repetitive or us dif 0 derstand. The student rakes numerous errs in rama, mechanics, andr speling ht imecere ith tncerstaning Moat seen ae wal ons, but they have a similar suctre andoe length. The student makes several eners in gram mechanics, and/or spelling that interes with certain Moat antsy are wall consiruted and Bane varied suture and Jeng, The student makes a few rors in ‘grammar, mechanics, snd speling, ut they do ot interere th sundersinding “Ail seenaes ae wall otstructed and have varied struct and length. The sudeat makes 20 mors ia grammar, mechanics, andlor speling tps ipnmi.comtrkayitgpnbaste 283418123, 747 PM tps ipnmi.comtrkayitgpnbaste 1M Pages 1-12 -Flip PDF Download | FpHTMLS 1383