Selection
In the words of Dale Yoder, (1972), “Selection is the process by which candidates are divided into two classes-those who will be offered employment and those who will not?”
According to Koontz and Donnell (1972), "Selection is the process of choosing from among the candidates, from within the organization or from the outside, the most suitable person for the current position or for the future position."
The selection practices will determine who is hired. If properly designed, it will identify competent candidates and accurately match them to the job. The use of the proper selection device will increase the probability that the right person is chosen to fill a slot. When the best people are selected for the job, productivity increases. (Gamage, 2014)
Terpstra and Rozell (2006) reported a positive association between the extensiveness of recruiting, selection test validation, and the use of formal selection procedures and firm profits. Similarly, Rauf (2007) found that sophisticated recruitment and selection procedures are positively related to labor productivity.
Selection is a choice few of them from a pool of applicants. The human resource department is taken responsibility for choosing the right applicant from the selected candidates. This is a crucial step to identify qualified and matched with the vacant position.
The aim of selection is to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully. It involves deciding on the degree to which the characteristics of applicants in terms of their KSAs, competencies, experience, qualifications, education, and training match the person specification and then using this assessment to make a choice between candidates. The so-called ‘classic trio’ of selection methods consists of application forms, interviews, and references. To these should be added selection tests and assessment centers. (Armstrong and Taylor, 2014)
This selection process is the most difficult, most important, and business decision. This stage determines the applicant, as well as the suitability of the applicant, the skills, abilities, and other requirements for the job.
This procedure can vary from company to company. That means, any company can follow some steps, as well as another company, can skip. This is the methodical method of individuals into the vacant position. The organization will realize the impact of this process when employees achieve it after one or more years.
Sri Lanka’s pharmaceutical market is estimated to be worth USD $ 400 million per year (National Medicine Regulatory Authority (NMRA), 2016). This industry is growing day by day. Hence, the organization must concern about select the most talented applicant. They have a big competition in the market.
Sometimes the selection process in India is illogical as well as in Sri Lanka. Because large organizations are continuously developing and standardizing a careful selection process to choose the best possible employees for their organizations and the other hand small organization mostly satisfy them with an ordinary process to select their employees. In fact, quite a few small organizations appoint employees for unskilled cadres without putting them into any of the formal steps in the selection process. (Srimannarayana, 2006)
Furthermore, Through the selection procedure, pharmaceutical companies must concern about this point also. Asking the candidate to complete an application form is generally done early in the selection process. Despite the widespread use of application forms for employee selection, research demonstrates that illegal (or inappropriate) application items are still quite common. Questionable items are those that request information on gender, race, national origin, education dates, and disabilities (Gusdorf, 2008). However, there may in some cases need to be a better balance of fairness and operating a
quick and effective process. Careful consideration of policies and procedures may identify
unnecessarily bureaucratic practices (Ferdous, 2014).
Although the
majority of applications do not explicitly ask about age, many include inquires about an
applicant’s education dates (year of high school graduation), which can be used to infer
an applicant’s age. Citizenship information is not appropriate on the application and
can be discriminatory if used as a factor in the hiring decision. (Gusdorf, 2008)
References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. 13th ed. London: Kogan Page, pp.236.
Dale Yoder (1972) - Personnel Management and Industrial
Relations, Prentice Hall of India, New Delhi.p.229
Ferdous, A., 2014. REPORT ON THE RECRUITMENT AND SELECTION PROCESS OF SQUARE PHARMACEUTICAL LTD. p.27.
Gamage, A., 2014. Recruitment and Selection Practices in Manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), p.42.
Gusdorf, M., 2008. Recruitment and Selection: Hiring the Right Person. Alexandria: SHRM Academic Initiatives, p.7.
M.Srimannarayana (2006) – Human Resource Management in Small Business,” Indian Journal of industrial relation,41,no.3, pp. 318-322.
TERPSTRA, D. and ROZELL, E., 2006. The relationship of staffing practices to organizational level measures of performance. Personnel Psychology, 46(1), pp.46(1). 27– 48.
Agreed. Furthermore, according to Chaudhuri (2010), the main assumption of selection is "the right person for the right position," which can only be achieved through scientific recruiting and selection. This is because an organization's ability is mostly determined by its people' abilities. Employers all across the world have begun to believe that a competent workforce is the key to an organization's success, displacing the traditional idea that money was required for growth.
ReplyDeleteYes Sampath. The most valuable asset of any large organization is high caliber employees. Finding the right people and putting them at right jobs is the most important challenge for any organization (Mahapathro 2010).
DeleteAgree the same been a difficult task and according to Torrington & Hall (1998), HR and Line management utilize various imperfect methods to predict the most suitable employee and on their expertise they recommend the most suitable method for each particular job role.
ReplyDeleteThanks for the comment. Further, They focus on the results individuals are expected to achieve and how they contribute to the attainment of team, departmental and corporate goals and to upholding the organization’s core values (Armstrong 2009).
DeleteYes. The selection process changes from association to association and even from department to another department inside of the same association (Anwar, 2017). Like in a few associations therapeutic examination is done after definite choice while in other it might be done before conclusive choice (Ali, 2016). However, every association plans the choice procedure according to its need.
ReplyDeleteYes Chandana. Additionally, this procedure can vary from company to company. That means, any company can follow some steps, as well as another company, can skip. This is the methodical method of individuals into the vacant position. The organization will realize the impact of this process when employees achieve it after one or more years (Terpstra and Rozell, (2006))
DeleteAgreed. Further, selection is not only the just choosing the right candidate to the organization but also strike a happy balance between applicant competencies and organizational requires. Effective selection process is important for every organization as for three main reasons such as performance, cost and legal obligations (Kumar & Gupta, 2014).
ReplyDeleteThank you for the comment. An effective recruitment and selection policy ensures that the overall recruitment process is being conducted in a fair and legitimate manner. It makes sure that discriminatory behavior is avoided at any stage of the overall recruitment process – a candidate should never be discriminated on the basis of his gender, race, age, religion, or nationality. A fair and authentic policy allows a candidate to take legal action if they feel they’re being discriminated against any factor. Moreover, every job application should be should be treated in a confidential manner (Scarellt Erin, 2018)
Delete.
In the world before the web good employee selection was seen as the sine qua non of rational business; yet not all employees were selected in systematic or smart ways. Increasingly, careful and efficient selection of employees is seen as a critical task for organizations (Hough et al., 2000). Although some selection aspects such as the employment interview have attracted much research attention (Huffcutt et al., 2001), the management of requirements for digital resumes has received little academic scrutiny (Furtmueller et al., 2010).
ReplyDeleteYes Khalid. I agreed. However, during the pandemic situation, the hiring dynamics have changed a lot in recent times. For example, it is now easier than ever to work remotely for a company. Many times, a test is required for applicants to demonstrate certain attitudes, and this test is usually done online. Video call interviews, conferences with shared
Deletescreens. The Internet provided many tools necessary for professional recruitment (Gabriela, 2020).
In addition to the definition given by Harold Koontz and Dale Yoder, Selection is choosing an individuals whom are more appropriate to perform job by narrowing down the candidates (Saviour et al, 2016)
ReplyDeleteYes Udaya. On other hand , according to Koontz and Donnell (1972), "Selection is the process of choosing from among the candidates, from within the organization or from the outside, the most suitable person for the current position or for the future position."
DeleteYes. Selection is much more than just choosing the best candidate.It is an attempt to strike happy balance between what the applicant can and wants to do and what the organization requires.(Kumari, 2112).
ReplyDeleteThank you for the comment. Recruitment is the
Deleteprocess of generating a pool of capable people to apply for employment to an organization whiles selection is the process by which specific instruments are employed to choose from a pool of applicants’ most suitable for the job taking into consideration, management goals and legal requirements.(Bratton and Gold, 2007)
Yes Agree and adding to that , Recruitment and selection are not different from each other but are intertwined (Kossek and Block, 2000). However, they can be differentiated saying that recruitment involves finding or attracting candidates for a particular job whereas selection consists forecasting or estimating which candidate will prove to be most valuable to the organization in the present and in the long-term (Wright and Storey, 1997).
ReplyDeleteYes Nadeeka. Cole (2002), Armstrong (2008) and Dessller (2006) pinpoint the
Deletefact that employees need to have a fit-in culture in order to survive in a new job environment puts pressure on the recruitment team to cultivate the organization culture that enhances good performance