This presentation discusses about selection, training and development in Principles of Management

1. SELECTION, TRAINING AND
DEVELOPMENT
R.ArunKumar,AP/Mech,RIT

2. SELECTION:
 Selection is the process of choosing the most suitable persons
out of all applicants.
 According to O’Donnell, selection is the process of choosing
candidates within or outside the organization, for the current
position or for the future position.
R.ArunKumar,AP/Mech,RIT

3. SELECTION:
 In this process, relevant information about the applicant is
collected and deserving candidates are provided with job
opportunity.
R.ArunKumar,AP/Mech,RIT

4. SELECTION PROCESS:
1. Scrutinizing the application / Initial screening:
 A large number of applications are scrutinized and unqualified
applicants are filtered.
 This stage reduces unwanted work load and cost.
R.ArunKumar,AP/Mech,RIT

5. SELECTION PROCESS:
2. Selection tests:
 Tests are being conducted in this process to evaluate qualities
of scrutinized applicants.
 It is the systematic procedure for comparing the behavior of
applicants.
 e.g.: Ability test, Personality test.
R.ArunKumar,AP/Mech,RIT

6. SELECTION PROCESS:
3. Interview process:
 Interview is face to face interaction between interviewer and
the candidate.
 Types: Preliminary, Structured, Unstructured, Stress, Panel,
Telephonic, Online.
R.ArunKumar,AP/Mech,RIT

7. SELECTION PROCESS:
4. Physical examination:
 Stage where the medical fitness of the candidates is examined.
R.ArunKumar,AP/Mech,RIT

8. SELECTION PROCESS:
5. Reference check:
 Getting feedback from the referees.
R.ArunKumar,AP/Mech,RIT

9. SELECTION PROCESS:
6. Final Selection:
 Offering formal appointment order for the shortlisted
candidate.
R.ArunKumar,AP/Mech,RIT

10. R.ArunKumar,AP/Mech,RIT

11. TRAINING AND DEVELOPMENT:
 Training is a set of activities that provide opportunity to
acquire and improve job – related skills.
 Development means all round improvement on the
performance, personality growth in proficiency, advancement
and progress in all other traits.
R.ArunKumar,AP/Mech,RIT

12. NEEDS:
 Orientation to new hires.
 Orientation to potential promotes.
 Refreshing knowledge of existing employees.
 Awareness against risk factors.
 Human relations.
 Complexity in organization.
 Upgrading the knowledge.
R.ArunKumar,AP/Mech,RIT

13. IMPORTANCE:
 A trained worker can contribute more towards output of the
organization.
 Trained employees will make better use of resources.
 Helps the employees to be loyal to the organization.
 Helps to attain promotions.
 Eliminates risk and accidents.
 Helps in standardizing the system.
 Reduces the time to learn the system.
R.ArunKumar,AP/Mech,RIT

14. TRAINING METHODS:
 Employee training and development should be guided by
principles of motivation, progressive information, practice,
individual ability enhancement.
 The types of training are:
1. On job training
2. Off job training
R.ArunKumar,AP/Mech,RIT

15. ON JOB TRAINING:
1. Apprenticeship training:
 Individuals those learns trade skills like plumbing, carpentry,
machining, etc are imparted theoretical knowledge.
 Then they have to go for hands on training practice.
R.ArunKumar,AP/Mech,RIT

16. ON JOB TRAINING:
2. Job rotation:
 Movement of employee from one job to another.
R.ArunKumar,AP/Mech,RIT

17. ON JOB TRAINING:
3. Coaching / under study:
 Newly hired employees are trained under the section head /
divisional manager.
R.ArunKumar,AP/Mech,RIT

18. ON JOB TRAINING:
4. Syndicate training:
 Newly hired employees are divided into small groups and are
trained under various trainers.
R.ArunKumar,AP/Mech,RIT

19. ON JOB TRAINING:
5. Temporary promotion:
 In absence of manager, his subordinate will be taking charge.
R.ArunKumar,AP/Mech,RIT

20. OFF JOB TRAINING:
1. Lecture method:
 Trainees are exposed to concepts, theories, etc.
R.ArunKumar,AP/Mech,RIT

21. OFF JOB TRAINING:
2. Simulation training:
 Duplication of organization training environment.
R.ArunKumar,AP/Mech,RIT

22. OFF JOB TRAINING:
3. Role playing:
 Trainees must play their role without rehearsal and prepared
dialogues.
R.ArunKumar,AP/Mech,RIT

23. OFF JOB TRAINING:
4. Case studies:
 Real time problem will be given to the trainees. They must come
up with solution for those problems.
R.ArunKumar,AP/Mech,RIT

24. STEPS IN TRAINING:
 Identification of needs.
 Establish objectives of the training process.
 Methodology selection.
 Preparation of schedule and resources.
 Implementation.
 Evaluation.
 Feedback.
R.ArunKumar,AP/Mech,RIT

25. EVALUATION TECHNIQUES OF TRAINING:
 Productivity of the organization.
 Quality of the product and process.
 Feedback from supervisor.
 Evaluation test.
 Behavioral test.
R.ArunKumar,AP/Mech,RIT