Selection and metrics

Type :

Research papers

Pages :

33 pages

Format :

.doc

Published date :

04/21/2009

Category :

Business & market

Sub category :

Human resources

Oboulo.com selection criteria

$ 19.95 Add to cart

Summary :

Abstract
Introduction
Objectives of the study
Scope of the study
Methodology
Significance of the study
Need for the study
Review of literature
1. Selection process
2. Why short list?
3. How to shortlist?
4. Employee selection tests
5. Personality tests
6. Psychometric tools
7. Why test use is increasing
8. Pre interview preparatory phase
9. Post Interview assessment and decision
10. Background investigation
11. Background investigation
12. Reference checks
13. Final employment decision
What are metrics?
1. Why measure?
2. Importance of metrics
3. What to measure?
4. How to start?
5. Assessing your data
6. Creating meaningful measures
7. Levels of metrics
8. Effectiveness
9. Misconceptions regarding metrics
10. List of metrics
11. Metrics related to selection
The art and science of interviewing
1. Preparation and opening
2. Gathering information
3. Self evaluation
Data analysis and interpretation
Limitations
Suggestons and recommendations
Conclusion
Appendix
Bibliography

Abstract

selection is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. It is the processes of ascertain the need requirements for prospective candidates and finally identifying potential candidates for the vacant job. This is conducted with different tools at different stages to identify the suitability of the person to the job.
metrics is the generally used for measuring as a count or it determines the efficiency or effectiveness of the process being measured. This is the process of differentiating between applicants in order to identify those with greater likelihood of success in a job. Objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates.

Recruitment and selection are the two crucial steps in the HR process and are often used interchangeably. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs, selection is concerned with picking the right candidates from a pool of applicants.
Potential candidates may come from an internal trawl of the organization or from the external job market. The latter are reached through channels such as recruitment advertising, employment agencies, professional associations or word of mouth. The approach differs according to the organization's resourcing philosophy: