netrashetty
Netra Shetty
Storage Technology Corporation (StorageTek or STK), aka STC until about 1983, is a data storage technology company. Current StorageTek products focus on tape backup equipment and software to manage storage systems. New products include data retention systems, which they call information lifecycle management, or ILM. Competitors include EMC and Veritas.[1] Now a subsidiary of Sun Microsystems, Inc. and referred to as Sun StorageTek, StorageTek was headquartered in Louisville, Colorado, United States with manufacturing facilities in Ponce, Puerto Rico.
Creating a strong relationship between the customer and the service firm might be the best attribute of the entire organization. It can also be one of the signs in the success of the business. The rate of return of the customers or the repeating customers is a good reason for a business to continue its initiatives in emphasizing the factors that might affect the decision of the customers to repeat its business transactions (Mattila, 2001). Based on the demand for comfort and high quality of service which is popular in the hospitality industry, most of the organizations thought that the high quality of services can be achieved through the interaction of the latest technology. This demand transformed the airline industry maintaining the idea to meet the demands of the customers, delivering them safely to their right destinations in the fastest and comfortable way yet remain affordable (Draper, et al., 2009).
In the hospitality or travel industry, the main factor that affects the return of the customers is the services being offered to the passengers. The increase rate or patronage of the customers can influence the other projects to support the long-run operation of the business. In addition, the main service that the travel industry as well as in airline can offer is to make the passenger be comfortable while flying. Most of the airlines offer the pampering services which are also accompanied with service charge. If the service augmentation became an appealing factor to the passengers,
Selection
1.0 Introduction
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process. selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment
2.0 Factors (Conditions) for Selection Process
The basic idea in a selection process is to solicit maximum possible information
about the candidates to ascertain their suitability for employment, and given the fact that, there are factors which affect the seeking of such information(Prasad, 2005, p. 246), he proposed the following factors which determine the steps involved in a selection process;
Firstly, various steps involved in a selection process depend on the type of personnel to be selected. For example, more information is required for the selection of managerial personnel as compared to subordinate workers.
Secondly, selection process depends on the sources of recruitment and the method that is adopted for making contact with prospective candidates
e.g. In advertisement, selection process is more comprehensive and time-consuming, where as in the case of campus recruitment; the process is shortened and may be completed in a day.
Thirdly, selection process depends on the number of candidates that are available for selection. If the number is large enough, there is a need for creating various filtering points and reducing the number of applicants at each successive point. However, where the number of applicants is small, lesser number of filtering points are required.
3.0 Steps in Selection Process
The strategy and method used for selecting employees
varies from firm to firm and from one job to another.
Scholars of Human Resource Management such as Gupta, Prasad, and Armstrong6 suggested the following steps to be involved in employees’ selections process, though not necessary to be implemented chronologically:-
4.0.1 Preliminary Interview (screening applications)
Initial screening is done to weed out totally undesirable/unqualified
candidates at the outset. It is essentially a sorting process in which prospective candidates are given the necessary information about the nature of the job and the organisation, at the same time, the necessary information is also elicited from the candidates about their education, skills, experience, salary expected and the like.
It helps to determine whether it is worthwhile for a candidate to fill up the application form. At this juncture, test of authenticity for candidate’s relevant certificates is done.
4.0.2 Application Form
Application form is a traditional and widely used device for collecting
information from candidates. It should provide all the information relevant to selection, where reference for caste, religion, birth place, may be avoided as it may be regarded an evidence of discrimination.
4.0.3 Selection Test
Psychological tests are being increasingly used in employee selection, where a test may involve some aspect of an individual’s attitudes, behavior and performance.
Tests are useful when the number of applicants is large, as at best it
reveals that the candidates who scored above the predetermined cutoff points are likely to be more successful than those scoring below the cutoff point.
4.0.4 Employment Interview
Interview is an essential element of selection and no selection procedure is complete without one or more personal interviews, where the information collected through application letter or application forms and tests can be cross-checked in the
interview, where candidates demonstrates their capabilities and strength in relevant to their academic credentials.
4.0.5 Medical Examination
Applicants who have crossed the above stages are sent for a physical examination either to the company’s physician or to a medical officer approved for the purpose.
Such examination serves the following purposes:-
a) It determines whether the candidate is physically fit to perform the job, where those who are physically unfit are rejected.
b) It reveals existing disabilities and provides a record of the employee’s health at the time of selection. This record will help in settling company’s liability under the workmen compensation Act for claim for any injury.
c) It prevents the employment of people suffering from contagious diseases.
d) It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and allergies.
4.0.6 Reference Checks
The applicant is asked to mention in his application form, the names and addresses of two or more persons who know him well. These may be his previous employers, heads of education institutions or public figures. These people are requested to provide their frank
opinion about the candidate without incurring any liability. In government and public sector
.
4.0.7 Final Approval
In most of the organizations, selection process is carried out by the human resource department, where the decisions of the department are recommendatory. The candidates shortlisted by the department are finally approved by the executive of concerned departments or units.
4.0.8 Selection
Appointment is generally made on probation of one or two years, where upon satisfactory performance during this period, the candidate is finally confirmed in the job on the terms employed with, whether permanent or contractual basis.
Placement
. Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate.
The significances of placement are as follows: -
* It improves employee morale.
* It helps in reducing employee turnover.
* It helps in reducing absenteeism.
* It helps in reducing accident rates.
* It avoids misfit between the candidate and the job.
* It helps the candidate to work as per the predetermined
objectives of the organization.
Creating a strong relationship between the customer and the service firm might be the best attribute of the entire organization. It can also be one of the signs in the success of the business. The rate of return of the customers or the repeating customers is a good reason for a business to continue its initiatives in emphasizing the factors that might affect the decision of the customers to repeat its business transactions (Mattila, 2001). Based on the demand for comfort and high quality of service which is popular in the hospitality industry, most of the organizations thought that the high quality of services can be achieved through the interaction of the latest technology. This demand transformed the airline industry maintaining the idea to meet the demands of the customers, delivering them safely to their right destinations in the fastest and comfortable way yet remain affordable (Draper, et al., 2009).
In the hospitality or travel industry, the main factor that affects the return of the customers is the services being offered to the passengers. The increase rate or patronage of the customers can influence the other projects to support the long-run operation of the business. In addition, the main service that the travel industry as well as in airline can offer is to make the passenger be comfortable while flying. Most of the airlines offer the pampering services which are also accompanied with service charge. If the service augmentation became an appealing factor to the passengers,
Selection
1.0 Introduction
Selection can be conceptualized in terms of either choosing the fit candidates, or rejecting the unfit candidates, or a combination of both. So, selection process assumes rightly that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process. selection is a process of choosing the most suitable persons out of all the participants. In this process, relevant information about applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment
2.0 Factors (Conditions) for Selection Process
The basic idea in a selection process is to solicit maximum possible information
about the candidates to ascertain their suitability for employment, and given the fact that, there are factors which affect the seeking of such information(Prasad, 2005, p. 246), he proposed the following factors which determine the steps involved in a selection process;
Firstly, various steps involved in a selection process depend on the type of personnel to be selected. For example, more information is required for the selection of managerial personnel as compared to subordinate workers.
Secondly, selection process depends on the sources of recruitment and the method that is adopted for making contact with prospective candidates
e.g. In advertisement, selection process is more comprehensive and time-consuming, where as in the case of campus recruitment; the process is shortened and may be completed in a day.
Thirdly, selection process depends on the number of candidates that are available for selection. If the number is large enough, there is a need for creating various filtering points and reducing the number of applicants at each successive point. However, where the number of applicants is small, lesser number of filtering points are required.
3.0 Steps in Selection Process
The strategy and method used for selecting employees
varies from firm to firm and from one job to another.
Scholars of Human Resource Management such as Gupta, Prasad, and Armstrong6 suggested the following steps to be involved in employees’ selections process, though not necessary to be implemented chronologically:-
4.0.1 Preliminary Interview (screening applications)
Initial screening is done to weed out totally undesirable/unqualified
candidates at the outset. It is essentially a sorting process in which prospective candidates are given the necessary information about the nature of the job and the organisation, at the same time, the necessary information is also elicited from the candidates about their education, skills, experience, salary expected and the like.
It helps to determine whether it is worthwhile for a candidate to fill up the application form. At this juncture, test of authenticity for candidate’s relevant certificates is done.
4.0.2 Application Form
Application form is a traditional and widely used device for collecting
information from candidates. It should provide all the information relevant to selection, where reference for caste, religion, birth place, may be avoided as it may be regarded an evidence of discrimination.
4.0.3 Selection Test
Psychological tests are being increasingly used in employee selection, where a test may involve some aspect of an individual’s attitudes, behavior and performance.
Tests are useful when the number of applicants is large, as at best it
reveals that the candidates who scored above the predetermined cutoff points are likely to be more successful than those scoring below the cutoff point.
4.0.4 Employment Interview
Interview is an essential element of selection and no selection procedure is complete without one or more personal interviews, where the information collected through application letter or application forms and tests can be cross-checked in the
interview, where candidates demonstrates their capabilities and strength in relevant to their academic credentials.
4.0.5 Medical Examination
Applicants who have crossed the above stages are sent for a physical examination either to the company’s physician or to a medical officer approved for the purpose.
Such examination serves the following purposes:-
a) It determines whether the candidate is physically fit to perform the job, where those who are physically unfit are rejected.
b) It reveals existing disabilities and provides a record of the employee’s health at the time of selection. This record will help in settling company’s liability under the workmen compensation Act for claim for any injury.
c) It prevents the employment of people suffering from contagious diseases.
d) It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and allergies.
4.0.6 Reference Checks
The applicant is asked to mention in his application form, the names and addresses of two or more persons who know him well. These may be his previous employers, heads of education institutions or public figures. These people are requested to provide their frank
opinion about the candidate without incurring any liability. In government and public sector
.
4.0.7 Final Approval
In most of the organizations, selection process is carried out by the human resource department, where the decisions of the department are recommendatory. The candidates shortlisted by the department are finally approved by the executive of concerned departments or units.
4.0.8 Selection
Appointment is generally made on probation of one or two years, where upon satisfactory performance during this period, the candidate is finally confirmed in the job on the terms employed with, whether permanent or contractual basis.
Placement
. Placement is a process of assigning a specific job to each of the selected candidates. It involves assigning a specific rank and responsibility to an individual. It implies matching the requirements of a job with the qualifications of the candidate.
The significances of placement are as follows: -
* It improves employee morale.
* It helps in reducing employee turnover.
* It helps in reducing absenteeism.
* It helps in reducing accident rates.
* It avoids misfit between the candidate and the job.
* It helps the candidate to work as per the predetermined
objectives of the organization.
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