seminar on the topic "selection and training" by Dheeraj kumar. currently pursuing mechanical engg. at cochin university.

1. SELECTION
&
TRAINING
SUBIMITTED BY:
DHEERAJ KUMAR
ROLL NO- 17
BRANCH-ME(S5)

2. RECRUITMENT &
SELECTION
 RECRUITMEMT
The process of getting potential employees willing
to apply for a job with the concern or firm.
It is a positive process as it increases the number of
candidates aspiring to take up a job with the
organization.
SELECTION
It is a negative process as it picks out a few suitable
persons from amongst a number of applicants and
thus eliminate many candidates aspiring for the same
post.
Selection divides the applicants approaching for
employment into the classes –those who will be
offered employment and those who will not.

3. QUALITIES OF A GOOD
AND EFFECTIVE
SELECTION
 Raises output
 Improves product quality
 Reduces total product cost
 Minimizes disputes and grievances
 Lowers the labor turn-over rate
THE APPLICANT SELECTED
SHOULD:
 Be willing to work
 Be able to handle the job
 Be stable
 Be able to fit in the work
situations
 Have development and
growth potential.

4. JOB DESCRIPTION
 Describes both the work to be performed and the
essential requirement of a particular job.
APPLICATION BLANK
 It is the most universal mechanism used to screen the
applicants to be called for interview .
EMPLOYMENT TEST
 Means of scaling applicants in terms of their innate
abilities.
INTERVIEWING
 A conversation between an applicant and the
interviewer and much of interaction b/w two is carried
out by gestures,postures,facial expression etc.
PHYSICAL EXAMINATION
 It revels weather or not an applicant is fit for a
particular job.
INDUCTION AND
ORIENTATION
 Induction implies introducing or orientating a new
employee to the organization.
SELECTION PROCESS

5.  It is an ever-continuing process in all
organization and it is employed as a
technique of control as well as of imparting
information and developing new skills.
TRAINING
OBJECTIVES ,AIMS OR NEED FOR
TRAINING:
• To ensure supply of properly trained
employees at all levels of industry.
• To improve performance of each
employee to highest attainable
level.
• To attain precision and increase
productivity .
• To reduce scrap rate
• To minimize over-time
• To reduce labor turn-over

6.  INDIVIDUAL INSTRUCTION
 GROUP INSTRUCTION
 LECTURE METHOD
 DEMONSTRATION METHOD
 WRITTEN INSTRUCTION METHOD
 ORAL INSTRUCTIONS
 CONFERENCES
 MEETING
METHODS OF
TRAINING

7.  Make the instructor ready to teach.
 The instructor should know the job thoroughly
 Break up the job into logical steps
 Know at which stage of training which training
method is to be used
 Get the trainee ready to learn
 Because a person who is interested in learning is
easiest to teach,
 Demonstrate the method of doing the job
 Explain the sequence of the entire job
 Demonstrate each step using best motion
 Repeat if necessary
 Let the trainee try the operation himself
 correct the trainee when he is wrong
 Encourage him when he is working right
 Gradually put the trainee on his own
 When the instructor feels that the trainee can do
work reasonably well in his presence he may allow
the trainee to work on his own
 Follow up
 The trainee should be checked from time to time
I order to find whether he is doing correctly and
working satisfactorily or not
 Any deviation should be noticed and corrected
TRAINING PROCEDURE

8. FORMS OF TARINING FOR
DIFFERENT LEVELS OF
STAFF
STAFF
 Workers or operators
training
 Foreman or supervisor
training
 Executive training and
development
TYPE OF TRAINING
1. Induction & orientation
2. By skilled & old
workers
3. On-the-job training
4. Apprentice training
5. Vestibule schools
 Induction
 Lectures
 Instructions
 Conferences
 Management induction
 On-job-experience
 Special projects
 Committee assignments