Plant, equipment, materials, and people do not make a business any more than airplanes, tanks, ships, and people make an effective military force. One other element is indispensable: effective managers. The quality of managers is one of the most important factors determining the continuing success of any organization.
It necessarily follows, therefore, that the selection of managers is one of the most critical steps in the entire process of managing. Selection is the process of choosing from among candidates, from within the organization or from the outside, the most suitable person for the current position or for future positions.
Since qualified managers are critical to the success of an enterprise, a systematic is essential to manager selection and to the assessment of present and future needs for managerial personnel.
The variables that are closely related to selection, but are not discussed in this article, are marked with broken lines in the model. The position requirements plan is based on the firmâ€™s objectives, forecasts, plans, and strategies. This plan is translated into position and job design requirements which are matched with such individual characteristics as intelligence, knowledge, managers recruit, select, place, and promote people.
This, of course, must be done with due consideration for the internal environment like company policies, supply and demand of managers and the organizational climate and the external environment of laws, regulations, availability of managers etc., After people have been selected and placed in positions, they must be introduced to the new job. This orientation involves learning about the company, its operation, and its social aspects.
The newly placed managers then carry out their managerial and non-managerial functions (such as marketing), resulting in managerial performance, which eventually determines enterprise performance. Subsequently, managerial performance is appraised, and managers are rewarded. On the basis of this evaluation, manager and organization development is initiated. Finally, appraisal may also become the basis for promotion, demotion, replacement, and retirement decisions. That is the selection model in brief.