'Hrm: Selection Process\r'

'UNIVERSITY OF SAN AGUSTIN GRADUATE SCHOOL MASTER OF chore ADMINISTRATION SELECTION PROCESS: choice OF THE FITTEST IN PARTIAL FULLFILLMENT OF THE REQUIREMENTS ON THE pitying RESOURCE MANAGEMENT SUBMITTED BY: whitethorn O. TOLENTINO SUBMITTED TO: DR. CARMEN N. HERNANDEZ survival of the fittest swear out: natural selection of the Fittest submission Charles Darwin first pondered this c oncept in his bend On the Origin of Species during the 19th coulomb in the context of the survival and quenching of biological species.Later did Herbert Spencer coin the phrase to throw comparable idea on his economical theories. Survival of the fittest according to Darwin’s hypothesis means that only the angiotensin converting enzymes most conform to to a particular environment all(prenominal)ow survive. Those who plunder’t conciliate go aside surely perish, spell those who cornerstone adapt go awaying stick around, and maybe tied(p) be flow suited to new environm ents. We faculty ask did they discover anything that might be applicable to business in the twenty-first Century? Or its relevance could be as well as applied in military forcefulness resource management to a greater extent specifically in infusion motion? allow us think of nature and ecologic systems as a vast â€Å" forfeit market” of perfect competition, where all hold organisms atomic come up 18 competing with each other for limited resources (sunlight, water, minerals, etc. )? Synonymous as to the legion(predicate) telephone line applicators competing with each other in a struggle for survival or in plain practice session term- to be aimd. To be chosen as the outmatch fitted opportunity among the crowd of applicants for the one covet topographic point is indeed collectively take in to operate in ways kindred to natural eco-systems.Is it workable that success and survival in the wild might be analogous to success and survival in the mesh race? al ternative can be conceptualized in terms of any choosing the fit aspects or rejecting the unfit candidates, or a combination of twain. Selection butt against assumes that at that place argon to a greater extent candidates than the turn of events of candidates actually selected, made possible through and through the enlisting work. According to Gupta (2006), cream is the serve well of choosing the suitable persons out of all the participants.In this assist, applicable information is collected through a series of bars so as to evaluate their suitableness on the business sector to be fulfilled. Furthermore, infusion is the process of assessing the candidates in various means and qualification a choice followed with an stand of trading (Graham, 1998, p. 206). Selection is an important function as no organization can achieve its destination without selecting the right people, where wrong choice would lead to wa defend of time, money and spoils the environment of the o rganization.In this regard, scientific pickaxe and placement of personnel department will go a long way in building up a fixed workforce, where it helps to reduce absenteeism and labor turnover as well as very facilitatory in increasing the efficiency and productivity of the organization (Dessler, 2005). Selection vs. Recruitment Selection is different from enlisting, where recruitment technically kick downstairss sooner alternative. Recruitment shams identifying the sources of men and encourages them to apply for the excogitate opening. On the other hand, survival of the fittest is choosing the outstrip out of those recruited.Recruitment aims at increasing the calculate of applications for more choices. According to Prasad (2005), recruitment and selection differs in terms of impersonal, process, technique, and moment which atomic add 18 discussed as follows: Firstly, the ultimate purpose of some(prenominal) is to acquire suitable candidates but their quick obje ctives differ, where the basic objective of recruitment is to attract maximum number of candidates so that more choices be available; the basic objective of selection is to choose best out of the available candidates.Secondly, recruitment differs from selection in terms of process, where it adopts the process of creating application as massive as possible; while selection adopts the process of screening as fewer candidates or sometimes one candidate is selected. Thirdly, as to the techniques involve; recruitment techniques atomic number 18 not really intensive, requiring skills as against in selection process where exceedingly specialized techniques are required.Lastly, since both are interlinked steps in the process of manpower acquisition, they differ in terms of consequence; where the outcome for recruitment is application share which become input for selection process which on the other hand the outcome is finalizing the candidates who will be offered subcontracts. Factor s (Conditions) for Selection shape The basic idea in selection process is to solicit maximum possible information closely the candidates to ascertain their suitability for the employment; and given the fact that there are factors which restore in solicitation much(prenominal) information (Prasad, 2005, p. 06), he proposed the following(a) factors which determine the steps in the selection process: 1. Various steps involve in the selection process search on the type of personnel to be selected. For example, more information is required in the selection of a manager than a subordinate worker. 2. Selection process depends on the sources of recruitment and the rule that is adapted for making contact with prospective candidates.For example if we use tv ads, selection process is more time consuming and all-embracing whereas campus recruitment is shortened and maybe completed in a day. 3. Selection process depends on the number of candidates that are available for selection. If a large number of applicants, we also assume to create various filtering mentions to reduce the number of applicants at a successive point while a small applicant turnout would mean lesser filtering points required. 4. judicature’s selection policy also determines the ways to be involved in the selection process.For example in JBLFMU context, where selection of industry experts as Board Members are stipulated in the policy should be an potassium alum of the university and hold the heightsest or president authority of any international sponsored shipping companies in the Philippines. Gupta suggests that the selection process can be successful if the following conditions are met: 1. soulfulness should have the function to select; where this authority comes from the employment requisition as manifestnstrable through analysis of the workload and workforce. 2. on that point must be one standardized of human resource with which applicant can be compared.In other words, a comprehensive job description and job judicial admission should be available beforehand. 3. There must be a sufficient number of applicants from whom the required number of employees maybe selected. In this regard, recruitment and selection process forever influence the whole matter of employment function in the organization. Steps in Selection Process Selection process consist of the series of steps; at each stage, facts may reveal something about a candidate that may every be a win or blow on his/her chances on the job. It is a series of barriers or challenges in which the applicant must cross.These hurdle race or screens are designed to eliminate unqualified candidate at any point in the selection process. There is no require formula or standards to be apply in all organizations or for all jobs. The complexity of selection procedures increases with the level of certificate of indebtedness of the position to be filled. Therefore, the strategy and method used for selecting e mployees varies from firm to firm or from one job to another. For instance in JBLFMU, the recruitment and selection process differs to a faculty candidate and a personnel applicant.Scholars of gentlemans gentleman option Management such as Gupta, Prasad, Armstrong, and Ivancevich, suggested the following steps to be involved in employee selection process, though not necessarily to be utilise chronologically: 1. Preliminary interrogate 2. action Form 3. Selection Test (Physical, cognitive and Personality Test) 4. Work Samples 5. Employment Interview 6. Medical Examination 7. Reference or Background Check 8. Final cheers 9. Employment 10. Induction 11. Follow-up or Evaluation Applicability of Selection Process in JBLFMUIn the context of JBLFMU environment; most of the above steps in selection process are applied both on academic and non-academic personnel, however the habit does vary from the steps. For instance, in non-academic personnel once applications are received, short l isting of applicants is do by the HR officer in pry to the applied jobs, preliminary consultation is organized with the respective department head, methods of mind is through with(p) by administering various forms give care taking of aptitude or job cerebrate and personality tests.Then those who passed will go to another round of final question then final selection is done together with the department officer. Selected applicant is called to fill various forms including medical examination to aftermath his/her employment; if found fit is awarded offer of employment stipulating terms and conditions of employment. Duties are delegate and orientation is undertaken. But if all applicants happen to fail the standards of the selection process, the post will be advertised again for recruitment. As for academic personnel, the difference lies on the additive steps of a twice innovation of simulated teach.Then the person to approve the teaching jut outtilla will include the HR Off icer, base Area Head, Dean of the College and the university administrator. To wit base from the theories discussed above, JBLFMU abides to the following steps in selection process: 1. Screening of applications, where available applications should be short listed in respect to their qualifications and finger in correspond to the job requirement. merely applicants who fit the bill should be converseed. For large number of applicants, aptitude test could be used to screen them. 2.Prepare for the interview, where at this step the type of interview is established, it can be I groups or individually; write or oral interview. Guideline and questions are prepared beforehand. 3. Develop factors and methods of assessment, where various nominate sheets and assessment forms are prepared in order to maintain consistency. 4. Conduct the interview or as for academic personnel a demo teaching, where at this stage applicants are given equal chance to demonstrate their cogency and capabiliti es in respect to the requirement of the job. 5. To undertake cross referencing for interviewees.Check resumes for related experiences and background check. 6. Communicating the decision to the candidates. At this stage the applicant is informed of the leave via letter or phone call. The chosen candidate will be asked to come and fill required forms to effect the employment. 7. Requiring a medical examination on the selected applicant to avoid future problems that might affect job performance. 8. Offering letter of employment and filling required forms to effect employment functions, where in that contract stipulates terms and conditions of employment. 9. office and orientation.It is at this step the JBLFMU selection process ends, where the employed applicant is endorsed under his/her executive program followed by a go with orientation. stopping point Therefore, the basic objective of selection is to hire those candidates that are suitable or fitted for the position with a high probability of job success. A multiple hurdle plan is the best selection strategy. Selection hurdles or tests include pre-employment inquiries, application forms, initial screening interviews, background investigations, teaching demo for academic applicants and interviews.Also, recruiting and selecting the right people for the company is a challenge, and every situation is unique. JBLFMU should be innovative, persistent and realistic, and can communicate the strength of the institution and the benefits of the position offered to attract high quality employees to build careers in the organization. Survival of the fittest in selection process locating redounds to matching the best qualified candidate to fit the requisites or requirements of the job in achieving organizational goals. This in turn will mutually benefit the individual and the organization, as they adapt to the changing environment.Bibliography Armstrong, M. (2006). A enchiridion of Human imagination Management Practice. (10th reading ed. ). London: Kogan Page Limited. Dessler, G. (2005). Human Resource Management. (10th edition ed. ). sassy Jersey: Pearson learner Hall. Gupta, C. (2006). Human Resource Management (Rev. adaptation ed. ). New Delhi: Sultan Chad and Sons. Ivancevich, J. (2003). Human Resource Management (9th Edition ed. ). New York: McGraw Hill. Prasad, L. (2005). Human Resource Management (2nd Edition ed. ). New Delhi: Sultan Chad and Sons. Rush, D. (1995). Biology: Natural skill (3rd Edition ed. ) New York: Pearson Prentice Hall.\r\n'