Also download collection of Download latest curriculum with important topics, chapter weightage, topic Useful Resources Free download latest Useful Resources like important concepts, sure shot questions, guess papers, exam notes and other study material for CBSE Class Read More. Selection Tests: this may be an online or an offline test.
In this test a wide range of questions may be asked to determine the intelligence in personality and manual skills of the person. Important tests used for the selection of employees are:. Intelligence test: It measures a candidate's ability to learn. Aptitude test: It measures the candidates ability to learn new skills. Personality test: It measures the overall personality of the candidate in terms of emotions, reactions, maturity, value systems etc.
Trade test: It measures the candidate's existing level of knowledge and proficiency. Interest test: It identifies the candidate's areas of interest.
Employment Interview: This is a formal and in-depth conversation with the candidate and it is conducted to test the suitability of the candidate. Reference and Background Check: This is done in order to verify the credibility of the information provided by the employees.
This is also done to gather additional information about the candidate. Selection Decision: At this stage all the members involved in the process of selection meet and take final decision regarding selection of candidates. Medical Examination: This examination is undertaken to check the fitness of the candidate before the job offer is made. Job offer : In this step of the selection process the applicants who have passed all the previous hurdles, a job offer is made to them through the letter of appointment or confirmation.
The letter contains a date from which the appointee must report on duty. Contract of Employment: After the job offer is made the duration of employment agreed upon by both the parties is executed.
Difference between Recruitment and Selection:. Basis of difference. The process of locating and enlisting the necessary personnel for a job is referred to as recruitment. The process of selecting the best candidate from a pool of candidates gathered during the recruitment process is referred to as selection. Recruitment is the second stage of the staffing process.
Selection is the third stage of the staffing process, following recruitment. Employment contract. The organization does not offer any employment contracts to the candidates gathered through recruitment. The organization offers an employment contract to candidates who successfully complete the selection process, which includes information such as the date of joining, terms and conditions, and so on. The recruitment process entails attracting as many candidates as possible for the job.
The selection process entails selecting only the best candidates and rejecting the rest. Training and Development. This is an attempt to improve the current and future performance of the employee by increasing the ability to perform through various training programs and introducing him or her with skills and knowledge.
Training is the process of improving an employee's skills and competence required to perform a specific job. The process of an employee's overall growth is referred to as development. Importance of Training and Development.
Training and Development is one of the most important parts of skill enhancement and is very important for career growth of the employees and objective fulfillment for the organization. Benefits to the organization. Providing training to the employees in a systematic manner is better than the hit and trial methods which generally leads to wastage of time and efforts of both the organization and the employee.
The productivity of the employees in both the terms quantity and quality leading to better profits. Training helps in catering to the fast changing needs of the environment and also reduces absenteeism and employee turnover.
It also equipped the future managers to take over in case of emergencies. Benefits To the Employee. It improves the skill set of the employees and knowledge which will lead to a better and a bright career of the individual. It makes the employees more efficient to handle machines which makes them less prone to accidents. It increases the performance of the individual and helps in burning more. Also it increases the satisfaction and morale of the employees.
Difference Between Training and Development:. Basis of Difference. Training is limited in scope and focuses on how to become more efficient in one's intended job. Development is broader in scope and focuses on the employee's overall personality development. Training is a component of development. The focus of training is on the specific job requirement, so it is job-oriented.
The focus of development is on overall growth and, as a result, is career oriented. Training, development and Education. Training: Training is the process of improving an employee's skills and competence required to perform a specific job.
Development: Development refers to the learning opportunities that are designed to help the employee's grow. Education: It is the method of increasing the knowledge and understanding of the employees. It helps in better interpretation of the knowledge. Training Methods. On the Job Methods. On-the-job training refers to the training where the subordinates learn by doing in the workplace, under the supervision of superiors.
It includes:. Apprenticeship Programmes: It is a method in which a trainee works under the guidance of a master worker for a prescribed period of time with an aim to acquire specific skills. Coaching: It is a method in which a superior acts as a coach and guides or instructs the employee trainee to learn skills and processes within a defined period of time.
Internship Training: It is a combined effort of educational institutions and business organisations to give work exposure to students and prepare them for real work culture. Job Rotation: It is a method of training where employees are trained with a full range of skills by shifting them from one job to another aur from one department to another.
Off the Job Methods. On-the-job training refers to the training where the subordinates learn by doing at a place away from the workplace.
Films: It is a method of training where important information or skills are demonstrated using films, televisions, videos or presentations. Case study: It is a method of training where actual work situations of the past are discussed to identify problems, analyse its causes, and develop alternative solutions to solve problems. Computer Modelling: It is a method of training where the actual work environment is imitated by programming a computer.
Job Offer: After a candidate has cleared all hurdles in the selection procedure, he is formally appointed by issuing him an Appointment Letter. The broad terms and conditions, pay scale are integral part of Appointment Letter.
Contract of Employment: After getting the job offer, the candidate has to give his acceptance. Nishant wants to set a unit in rural area where people have very few job opportunities and labour is available at a low cost.
For this he wants four different heads for Sales, Accounts, Purchase and Production. He gives an advertisement and shortlists some candidates after conducting selection tests.
Training: Training is the act of increasing the knowledge and technical skills of an employee for doing a particular job efficiently. Both existing employees and new employees get acquainted with their jobs and this increases job related skills.
A On the Job Method: It refers to the methods that are applied at the work place, where the employee is actually working. It means learning while doing. The following are the methods of On-the job training:. Apprenticeship Training: Under this, the trainee is placed under supervision of an experienced person master worker who imparts him necessary skills and regulates his performance. Internship Training: Under this method an educational institute enters into agreement with industrial enterprises for providing practical knowledge to its students by sending them to business organizations for gaining practical experience.
Induction training is a type of training given to help a new employee in settling down quickly into the job by becoming familiar with the people, the surroundings, the job and the business. The duration of such type of training may be from a few hours to a few days. If carefully done, it saves time and cost in terms of effectiveness or efficiency etc. Training is concerned with imparting technical knowledge in doing a particular job.
But development is a wider process concerned with growth of an individual in all respects. However, both are related processes; training helps the employees in learning job skills whereas development shapes attitude of the employees.
Staffing class 12 Notes Business Studies. The important aspects of staffing include a Selection b Training c Recruitment d All of the above. The various activities involved in the process of recruitment include a Identification and assessment of the different sources of recruitment b Selecting the most suitable source or sources c Inviting applications from the prospective candidates d All of the above.
It refers to the horizontal movement of employees along the organisational structure, a Transfer b Promotion c Training. Promotion leads to a Shifting an employee to a higher position b Entrusting higher responsibilities c Increase in status d All of the above. When the employees are given promotion, their a Motivation level improves b Loyalty increases c Job satisfaction level is higher d All of the above.
It is suitable for filling casual vacancies when work load is high or when certain number of permanent workers are absent. Under this method of recruitment, an organisation maintains a database of unsolicited applicants in their offices. This source of recruitment basically specialises in filling up the vacancies at the middle level and top level management. Many big organisations maintain a close liaison with the universities, vocational schools and management institutes to recruit qualified personnel for various jobs.
This is known as a Placement agencies and management consultants b Direct recruitment c Labour contractors d Campus recruitment. These tests measure the existing skills of the individual in terms of the level of knowledge and proficiency in the area of professions or technical training. These tests are used to know the pattern of interests or involvement of a person. Which of the following is not a benefit of training and development to an organisation?
Which of the following is not an on-the-job method of training? Under this method of training, a trainee is put under the guidance of a master worker, a Internship training b Vestibule training c Apprenticeship training d Induction training. This type of training method is adopted when employees have to handle sophisticated machinery and equipment at their workplace.
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