• Dr. Vivek Singh Sachan
• Arpana Katiyar

Scientific selection, an evidence-based approach to recruitment and promotion, is pivotal in modern human resource management. This method involves systematically evaluating candidates' abilities, skills, and potential through objective data and structured processes. This review paper investigates the influence of scientific selection on employee performance, analyzing various studies conducted. The findings indicate that scientific selection methods markedly improve employee performance, decrease turnover rates, and enhance overall organizational efficiency. The paper deal the key components of scientific selection, including psychometric testing, structured interviews, and assessment centers. Psychometric tests measure cognitive abilities, personality traits, and job-related skills, providing reliable predictions of job performance. Structured interviews, with their standardized questions and scoring criteria, offer higher validity and reliability than unstructured interviews, reducing interviewer bias and ensuring fair assessments. Assessment centers employ multiple evaluation techniques like simulations and group exercises to provide a comprehensive evaluation of candidates' skills and potential. Historical perspectives trace the roots of scientific selection back to the early 20th century, highlighting Frederick Taylor's principles of scientific management, which laid the foundation for systematic employee selection and training. Since then, the field has evolved, integrating advanced statistical techniques and psychological theories to refine selection processes. The implementation of scientific selection methods has consistently shown a positive impact on employee performance. Meta-analyses reveal strong correlations between the validity of selection methods and job performance. Organizations utilizing these methods experience higher employee productivity, lower turnover rates, and overall enhanced performance. For instance, Schmidt and Hunter (1998) found that psychometric testing and structured interviews significantly predict job performance, while Huselid (1995) demonstrated the positive effects of robust human resource management practices on turnover and productivity. Despite the evident benefits, challenges exist. The initial costs of implementing scientific selection methods can be substantial, and ethical considerations regarding bias and fairness must be addressed. Continuous validation and updating of selection tools are essential to adapt to changing job requirements and market conditions. In conclusion, scientific selection is a critical strategy for improving employee performance and organizational success. By utilizing psychometric tests, structured interviews, and assessment centers, organizations can make informed, objective hiring decisions. Although associated with certain costs and challenges, the long-term benefits of enhanced employee performance, reduced turnover, and increased organizational efficiency underscore the value of scientific selection.

Scientific Selection, Employee Performance, Psychometric Testing, Structured Interviews

"Impact of Scientific Selection on Employees' Performance", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.6, Issue 2, page no.583-592, February-2019, Available :http://www.jetir.org/papers/JETIR1902G80.pdf

"Impact of Scientific Selection on Employees' Performance", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.6, Issue 2, page no. pp583-592, February-2019, Available at : http://www.jetir.org/papers/JETIR1902G80.pdf