Selection Tools and Techniques

1. Selection Tools and Techniques Human Resource Management

2. Highlights • What is Selection • What are selection techniques • Which selection tool should I use? • Helpful Websites

3. Human Resources Management

4. Selection

5. Selection • Choosing from a pool of applicants the person or persons who offer the greatest performance potential • A series of steps from initial applicant screening to final hiring of the new employee. • Process of determining the skills, abilities, and other attributes a person needs to perform a particular job. • Selection decisions also include transfers, terminations, promotions, demotions, and decisions about who gets training

6. Selection Techniques • Interviews • work samples • reference checks • curriculum vitae • application forms • personality tests • intelligence quotient tests

7. Introduction to The Coca-Cola Company • The Coca-Cola Company is the world’s largest beverage company • generating $22.0 billion in net operating revenues in 2004 • The Coca-Cola Company markets four of the world’s top-five soft-drink brands—Coca-Cola, diet Coke, Sprite and Fanta • Their beverage offerings encompass nearly 400 brands, including coffees and teas, juices and juice drinks, sports drinks and waters as well as carbonated soft drinks. • With operations in more than 200 countries, they have a diverse workforce of approximately 50,000 individuals.

8. Introduction (Cont…) • The Coca-Cola Company is the world's leading manufacturer, marketer, and distributor of nonalcoholic beverage concentrates and syrups, with world headquarters in Atlanta, Georgia. • The Coca-Cola system has more than 16 million customers around the world that sell or serve their products directly to consumers. • The ultimate objectives of their business strategy are to increase volume, expand their share of worldwide nonalcoholic ready-to-drink beverage sales, maximize their long-term cash flows and create economic-value-added by improving economic profit.

9. Famous Brands

10. Introduction to CCBPL • CCBPL is responsible for all operations about production and sale of coca-cola brands in Pakistan • There are eight units in Pakistan for production and selling of coca-cola brands. These units are situated in eight cities of Pakistan. • Karachi • Rahim Yar Khan • Multan • Lahore • Faisalabad • Gujranwala • Rawalpindi • Peshawar

11. CCBPL Management Structure • CCBPL has divided the whole Pakistan in two regions named as southern business unit (SBU) and Central business unit (CBU).

12. Mission of CCBPL CCBPL mission is to create value for their shareholders. They are committed to • Building preference & market leadership for their brands • Achieve quality excellence and serve their customers with quality products • Maximizing profits • Developing their people • Optimum utilization of assets

13. History of CCBPL Multan Plant • was established in 1964, with the wish or struggle to make it easy to distribute Coke in different areas and to make it No. 1 in the market • Mr. Haider Zeman was the owner of this Plant • After 20 years Mr. Haider sold this plant to Mr. Akbar in 1984 who is one of the famous industrial in Multan city. • Mr. Akbar couldn’t give his proper attention to this beverage business because he is more interested in Textile business. For that reason Multan plant couldn’t get a big market share in Multan territory. • CCBPL purchase and take over Multan Plant on 18 January, 2000

14. Structure of Multan Plant • Mr. Usman Butt is GM of Multan Plant • Whole Plant has five department these are: • Sale and Marketing Dept • HRIR Department • Finance Department • Logistic Department • Technical Department Asst. HR Manager Mr. Ali Kamran GM Mr. Usman Butt Logistics Manager Mr. Amjad Malik Sales & Marketing Manager Mr. Irfan Butt

15. Human Resource Industrial Relation (HRIR) Department • The responsibility of HRIR department is the administration of all sort of employee related activities • On the whole HRIR Department is consisting of eleven employees. • The basic task of HRIR is • Maintenance of attendance sheet • Hiring and firing of employees • Arrange training session

16. Interviews • Structured Interview • An interview in which a set of standardized questions having an established set of answers is used. • Situational Interview • An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it.

17. Interviews (cont’d) • Behavioral Description Interview (BDI) • An interview in which an applicant is asked questions about what he or she actually did in a given situation. • Panel Interview • An interview in which a board of interviewers questions and observes a single candidate.

18. Interviews (cont’d) • Computer Interview • Using a computer program that requires candidates to answer a series of questions tailored to the job. Answers are compared either with an ideal profile or with profiles developed on the basis of other candidates’ responses. • Video interviews • Using video conference technologies to evaluate job candidates’ technical abilities, energy level, appearance, and the like before incurring the costs of a face-to-face meeting.

19. Interviews In CCBPL Selection • At CCBPL, they believe on applicant and conduct interview on the basis of given information • Mostly they use Panel and Structure interview methods but sometime they use situational interview method • Firstly HR manager conduct structured interview and refer selected employees to Line manager • Line manager conduct situational interview and then refer selected employees to GM • GM and HR manager conduct panel interview and make final decision

20. Work samples • Work samples involve getting an applicant to do a task related to what they will be doing in the job. • For example if someone is hiring an office administrator they may give applicants the task of formatting a report for a meeting and organizing files on the computer. This is a way of testing their competency and also identifying areas for training if they are successful.

21. Work samples at CCBPL • After selection they give probation time to the employees • Probation time usually consist of 3-6 months • After probation time they check performance of employee and on the basis of this information they make decision • If employee performance is satisfactory then he/she can become permanent otherwise management hire other candidate.

22. Reference checks • It is important to note that you must get permission from the prospective employee to contact their referees.

23. Reference checks (Cont..) • They can be used to provide three types of information 1. evidence of training and education qualifications 2. past work experience and competence as described by an employer 3. character reference.

24. Reference checks in CCBPL Multan • CCBPL management believe that provided information from applicant is correct therefore • They didn’t check reference of fresh graduate • But in case of experienced employee sometime they ask about conduct of employee from previous organization. It happened hardly ever…..

25. Curriculum vitae (CV) • The concern with CVs is that it is often hard to determine the skill level and management responsibility of a candidate • A CV can indicate how stable or how ambitious applicants are by their work movements

26. Application forms • An alternative to CVs is application forms. An application form is in a set format and the applicant fills it in. • It can be used to ask specific questions such as health, criminal convictions, qualifications, last three positions etc.

27. Personality tests • Personality tests are not really tests, but indicators of personality preference or trait.

28. Intelligence quotient (IQ) testing (cognitive ability testing) • The idea behind IQ testing is that all jobs require some amount of intelligence. • Common measured mental abilities include - general intelligence - verbal reasoning - numerical ability - problem solving - visualising spatial relations.

29. Which selection tool should I use? • To use only one tool reduces the chance of selecting the best applicant. By using a range of selection tools you will have a greater chance of success. This may take extra time, but can you afford to pick the wrong person? The four main selection tools you should use are:

30. Cont.. 1. Application forms. A written record that gives an overview of the person and enables questions to be answered that may be uncomfortable to ask. Also, under ‘good faith’ the applicant has to be honest with the answers that they give. 2. Reference checks. In today’s society, answers may not be as clear as they were in the past. Structure reference checks so that you are asking the same questions to each referee.

31. Cont.. 3. Work samples. With the hands-on nature of dairy farming there are countless opportunities to have people perform work samples as part of the selection process. The more senior the position the more complex the tasks can be. 4. Structured interview. A structured interview will reduce the stress of the employer doing the interview. By using both behavioral and situational questions you can clearly examine how well the person fits within the specifications of the job.

32. Helpful Websites • http://atwork.harvard.edu/ed-job_hunt.html • http://www.hotjobs.com/htdocs/tools/interviews/index.html • http://www.careerbuilder.com/JobSeeker/CareerBytes/Archives.htm?lr=cbnh_over&siteid=overture&#interviewing • http://interview.monster.ca/ • http://www.employmentguide.com/site/interviewtips.html • http://www.careerperfect.com/