Meaning, sources and methods of recruitment.
Concept of selection, Difference between selection and recruitment.
The selection process, selectiontests, interviews and their types.
Reliability and Validity in selection test. Concept and processof socialization. Recruitment and SelectionPracticesin Nepalese Organization.
After being authorized to fill in a position, then an applicant pool has to be developed. When there are more applicants there will be more selection of applicants. It is a complex procedure in accordance with the company’s strategic plan and it determines the sources and finally uses the right recruitment method. The recruitment of internal sources is cheap as compared to the internal sources. However, the internal sources limit the recruitments of new and innovative candidate whereas external source does not.
The success of any company depends on upon its employees. If the employee is perfect for a job, then the whole organization will enjoy the benefits of its unbeatable success. Recruitment and selection help in choosing the right candidate for the right post. It helps in reducing losses of an organization.
The types of test such as ability and personality traits enhance the individual to be appointed or select in company for the given posts. Interview has become the essential aspect in the organization that all candidate must pass through before entering into the position offered by the company. Interview helps the company to select the highly talented and competent candidates who become the effective assets to the company and plays a core role in development and achievement of organizational goals.
Reliability measures the consistency of scores obtained by the same person when retested with identical or equivalent tests. Such as are test results stable over time? Validity indicates whether a test is measuring what it is supposed to be measuring such as does the test actually measure what it is intended to measure? Content validity extent to which the content of the test is relevant to job situations that are the determinant of performance. E.g.: IELTS test measures the candidate's English language proficiency which will be used frequently if they want to study abroad. Such as typing test for a secretary – content valid, typing test for a sales representative – probably content invalid. Criterion validity determines whether a test accurately predicts on-the-job performance. A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion). Such as are interview test score related to employees’ performance on his/her job? Candidate scoring high in IELTS test will perform better in his/her college abroad and will have the better understanding of the use of English language. An applicant gets 95 of out 100 in the selection process. He is hired. After a year he gets 92 of 100 in his performance appraisal. Conclusion – the selection device has criterion validity. He gets 50 out of 100 in his year-end evaluation.
In summary, we have looked at certain key points about primary and secondary socialisation such as when they occur and what they teach us and it is reasonable to conclude that there are some vast differences between the two. Although they follow the same structure in that they both have socialising agents and agencies, there is a vast difference between what these agents and agencies teach us and what their purpose is. However, they are both vitally important when it comes to making an individual who they become in later life. As such, it involves interactions between people. Socialisation, as noted in the distinction between primary and secondary, can take place in multiple contexts and as a result of contact with numerous groups. Some of the more significant contributors to the socialisation process are parents, guardians, friends, schools, siblings or other family members, social clubs (like religions or sports teams), life partners (romantic or platonic), and co-workers. Each of these groups includes a culture that must be learned and to some degree appropriated by the social in order to gain admittance to the group.
Recruitment and selection refer to the process of attracting, screening, selecting and on boarding people in accordance with the merit-selection rules. Recruitment is the process of having the right person, in the right place, at the right time. It's crucial to organizational performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. All those involved in recruitment activities should be equipped with the appropriate knowledge and skills. Once a pool of candidates has been identified through the recruitment process the most appropriate candidate or candidates are identified through a selection process including but not limited to interviewing, reference checking and testing. The purpose of the selection process is to ensure that the best person or people are appointed to the role or roles using effective, fair and equitable assessment activities.