Guideline to Selection Plan

What is a selection picture?


A selection plan establishes an understanding of the barter so you can hire the nearly qualified applicant. The plan lays out the major responsibilities of the assembly line, identifies what is needed to put to death the job, and identifies the most effective selection procedures to use


First step is the job analysis


Job analysis means developing job-related information. Its the beginning point in the selection plan and, for that matter, in the stainless recruitment and selection process. Its a study of the job to determine these parts:

major duties and responsibilities
their relative importance to the job
the competencies inevitable to perform them
the qualifications for the job.

The legal aspects of hiring demand that selection procedures relate all the substance the competencies needed to perform the job. A Job Analysis produces a written record. This record shows that you appropriately studied the duties of the job. It also shows you reached reasonable, job-related conclusions intimately KSBs and the procedures youll use to measure them.


Conducting a job analysis


1. Start by generally describing the purpose of the job. Define the major work processes the employee does. These are the duty statements.



Most jobs have three to five distinctive processes. Think about the main functions of the job. Dont puzzle hung up on details. Heres one way to figure out how to organize duties and responsibilities into major work processes â€" view about whether they all require similar knowledge, skills, and behaviors.

You can converge information in a number of ways interviewing the officeholder or supervisor (or both), directly observing performance, examining work products, apply questionnaires, using Behavior Event or Critical mishap interviews.


2. Decide which duties are essential. Essential duties are either comminuted to the job or they take up a self-aggrandizing percentage of time.


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