EMPLOYEE SELECTION
Employee selection made by a modern company, if both the principal on top has been set. So, first of all assigned personnel qualification is needed and then have determined the sources of the necessary personnel. Power-workers available from various sources that employees do not necessarily match the manpower needed by enterprises. Employee selection therefore should be implemented, so there is really appropriate to the needs of staff positions dipangkunya. In general pross Employee selection is as follows.
a. filling in forms,
b. psychological tests,
c. interviews, and
d. reference
In the first phase, prospective employees are provided by various sources of employees said, by the company (the employees) were asked to fill a form field provided by the company. It contains the entry form to fill in details about the following things.
a. Description identifiers, such as name, address and telephone number.
b. Description of individuals, such as married, unmarried, age, dependents, number of siblings, place, and parents address.
c. Physical description, such as height, weight, health, disability, and so forth.
d. Education
e. Experience
f. Other Info crate hobby, membership in organizations, and so forth.
After the first phase of the above, then the selection process was followed by the next phase of the selection of employees with psychological selection. This psychological selection, even when applied to modern companies in countries that have developed, yet still limited pemakainnya in countries that are developing. This is mainly due to the following matters.
a. Reality shows that it is the psychological selection of high technical tool, which is only valuable to those who are trained / expert.
b. Unavailability of experts to implement it, particularly in small companies.
c. Generally, prospective employees look at it with a full psychological test suspicion.
d. Prove it has yet to be clearly beneficial.
The limited use that psychological selection, associated with various types of tests are manifold, more than 32 types. Nevertheless, in broad outline it all could be classified into five groups, ie.
a. achievements tests
b. aptitude tests
c. Intelligence tests
d. interest tests
e. personality tests
Each class is intended to measure one of the qualifications of prospective employees. Achievement tests, intended to measure what can be done by an applicant at the time he proposed. Aptitude tests intended to measure the ability or aptitude of a prospective employee. Intelligence tests, could also be called by the term mental ABILITY tests, intended to measure aspects of intelligence a person. Interest tests are all kinds of psychological tests that aims to determine which activities attract the most prospective employees, whereas personality tests are all kinds of tests intended to determine the nature of a prospective employee's personality.
After completion of selection with a psychological test, then on the next phase of officer candidates interviewed, ie, held an interview between a trained penginterviu with prospective employees. Interviewer asks questions that have been prepared beforehand, in order to know whether the prospective employee has qualifications listed in job analysis of positions that will be held at.
In an interview the main thing to note is how to interpret the facts collected from prospective employees so earnestly assured objectivity.
Modern interviews often also called the interview plan, which contains four basic things as follows.
a. The person in charge of interviewing work on the basis of qualifications listed in job analysis.
b. The interviewer knows what questions will be submitted, meaning that had been planned in advance what will be asked of prospective employees.
c. The person in charge of interviewing, have properties objectively interpret and assess the particulars obtained from prospective employees.
d. The person in charge of interviewing is an expert in the matter of interviews.
After the three phases mentioned above, the last phase in the selection that is asked for references from prospective employees. By this we mean that the prospective employee to show some people, both employees of companies or individuals outside the company that can provide information about applicants, both about his personal experiences, and others. Such information can be oral, but preferably in written form.
Such references can also be obtained from business entities in which the prospective employee had previously worked. Use of reference for employees must be completely checked the truth because in general it is easier to give good information rather than information otherwise.
The selection process as described above, in many companies often begin or end with a selection of prospective employees health. Some argue that health selection should take precedence, with reason waste of time and cost reduction. In this phase, the statement should be distinguished from healthy and handicapped. A candidate who defect do not always mean unhealthy. Moreover the current level of progress, a candidate who can diperkejakan defects at certain positions within the company. This is closely related to qualifications of staff positions included in the analysis things.
When it passed the officer candidates in the selection process is concerned, this means that candidates can be accepted into a company employee, in other words those who had graduated in the employee selection process, means you've earned as an employee of the company.
Employee selection made by a modern company, if both the principal on top has been set. So, first of all assigned personnel qualification is needed and then have determined the sources of the necessary personnel. Power-workers available from various sources that employees do not necessarily match the manpower needed by enterprises. Employee selection therefore should be implemented, so there is really appropriate to the needs of staff positions dipangkunya. In general pross Employee selection is as follows.
a. filling in forms,
b. psychological tests,
c. interviews, and
d. reference
In the first phase, prospective employees are provided by various sources of employees said, by the company (the employees) were asked to fill a form field provided by the company. It contains the entry form to fill in details about the following things.
a. Description identifiers, such as name, address and telephone number.
b. Description of individuals, such as married, unmarried, age, dependents, number of siblings, place, and parents address.
c. Physical description, such as height, weight, health, disability, and so forth.
d. Education
e. Experience
f. Other Info crate hobby, membership in organizations, and so forth.
After the first phase of the above, then the selection process was followed by the next phase of the selection of employees with psychological selection. This psychological selection, even when applied to modern companies in countries that have developed, yet still limited pemakainnya in countries that are developing. This is mainly due to the following matters.
a. Reality shows that it is the psychological selection of high technical tool, which is only valuable to those who are trained / expert.
b. Unavailability of experts to implement it, particularly in small companies.
c. Generally, prospective employees look at it with a full psychological test suspicion.
d. Prove it has yet to be clearly beneficial.
The limited use that psychological selection, associated with various types of tests are manifold, more than 32 types. Nevertheless, in broad outline it all could be classified into five groups, ie.
a. achievements tests
b. aptitude tests
c. Intelligence tests
d. interest tests
e. personality tests
Each class is intended to measure one of the qualifications of prospective employees. Achievement tests, intended to measure what can be done by an applicant at the time he proposed. Aptitude tests intended to measure the ability or aptitude of a prospective employee. Intelligence tests, could also be called by the term mental ABILITY tests, intended to measure aspects of intelligence a person. Interest tests are all kinds of psychological tests that aims to determine which activities attract the most prospective employees, whereas personality tests are all kinds of tests intended to determine the nature of a prospective employee's personality.
After completion of selection with a psychological test, then on the next phase of officer candidates interviewed, ie, held an interview between a trained penginterviu with prospective employees. Interviewer asks questions that have been prepared beforehand, in order to know whether the prospective employee has qualifications listed in job analysis of positions that will be held at.
In an interview the main thing to note is how to interpret the facts collected from prospective employees so earnestly assured objectivity.
Modern interviews often also called the interview plan, which contains four basic things as follows.
a. The person in charge of interviewing work on the basis of qualifications listed in job analysis.
b. The interviewer knows what questions will be submitted, meaning that had been planned in advance what will be asked of prospective employees.
c. The person in charge of interviewing, have properties objectively interpret and assess the particulars obtained from prospective employees.
d. The person in charge of interviewing is an expert in the matter of interviews.
After the three phases mentioned above, the last phase in the selection that is asked for references from prospective employees. By this we mean that the prospective employee to show some people, both employees of companies or individuals outside the company that can provide information about applicants, both about his personal experiences, and others. Such information can be oral, but preferably in written form.
Such references can also be obtained from business entities in which the prospective employee had previously worked. Use of reference for employees must be completely checked the truth because in general it is easier to give good information rather than information otherwise.
The selection process as described above, in many companies often begin or end with a selection of prospective employees health. Some argue that health selection should take precedence, with reason waste of time and cost reduction. In this phase, the statement should be distinguished from healthy and handicapped. A candidate who defect do not always mean unhealthy. Moreover the current level of progress, a candidate who can diperkejakan defects at certain positions within the company. This is closely related to qualifications of staff positions included in the analysis things.
When it passed the officer candidates in the selection process is concerned, this means that candidates can be accepted into a company employee, in other words those who had graduated in the employee selection process, means you've earned as an employee of the company.