The document discusses selection, training, and development in organizations. It describes the selection process as choosing the most suitable candidates through initial screening, tests, interviews, examinations, references, and final selection. Training is defined as activities that provide opportunities to improve job skills, while development means overall improvement in performance and abilities. The document outlines different training methods like on-the-job and off-the-job training as well as steps in training and evaluation techniques.

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