Faulty selection leads to wastage of time and money

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organization can achieve its goals without selecting the right people. Faulty selection leads to wastage of time and money and spoil the environment of the organization. The significant of employee selection Effective selection is highly important for an organization’s future success because; 1. Selection is more powerful way of improving productivity. Selecting qualified and competent employees improves the benefits an organization reaps. 2. Selection decision is a long lasting decision. Once the decision is made reversing it is very difficult .If an organization hires poor performers, it cannot be successful long, even if it has a perfect plan and good control system s. In today’s organizations what makes the kind of success is mainly the human resource you have, not technology or financial resource. 3. Selection affects other HR functions. If less qualified people are selected, then it will be necessary to budget funds for training them. 4.2.1. Selection Criteria At the core of any effective selection system is an understanding of what characteristics are essential for high performance. This is where the critical role of job analysis in selection becomes most apparent, because that list of characteristics should have been identified during the process of job analysis and should now be accurately reflected in job specification. Thus, from a performance perspective, the goal of any selection system is to accurately determine which applicant’s posses the skill, knowledge, ability and other characteristics required by the job. Different selection criteria may, indeed, be needed to assess these qualitatively different
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requirements. Categories of criteria The criteria typically used by organizations for making selection decision can be summarized in several broad categories: education, experience, physical characteristics, and other personal characteristics. A. Formal education An employer selecting from a pool of job applicants wants to find the person who has the right abilities and attitudes to be successful. A large number of cognitive, motor, physical, and interpersonal attributes are present because of genetic predispositions and because they were learned at home, at school, on the job and so on. One of the more common cost- effective ways to screen of many of these abilities is by using educational accomplishment as a surrogate form of summary of the measures of those abilities. Rather than using a selection test to measure each of these, the organization might simply require that applicants have proof that they have completed the specified level of education. For certain jobs, the employer might go one or more steps further than simply requiring that certain educational level has been achieved; the employer may stipulate that the education (especially for college-level requirements) is in a particular area of expertise, such as accounting or management. The employer might also prefer that the degree be from certain institutions that the grade point average is higher than some minimum, and those certain honors have been achieved.
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