The Effectiveness of Employee's Selection Process
TITLE: THE EFFECTIVENESS OF EMPLOYEES’S SELECTION PROCESS AT REGISTRAR OFFICE, UNIVERSITI UTARA MALAYSIA, SINTOK, KEDAH.
CHAPTER 1
INTRODUCTION
1. Background of the study
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process (Prasad, 2005, p.242). Selection is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job.
It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. Selecting the right employee involves identifying the accountability, skills, motivation and behaviors that will make the person successful on the job and finding that individual who matches those requirements.
But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves
CHAPTER 1
INTRODUCTION
1. Background of the study
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process (Prasad, 2005, p.242). Selection is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job.
It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. Selecting the right employee involves identifying the accountability, skills, motivation and behaviors that will make the person successful on the job and finding that individual who matches those requirements.
But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves