Process of Recruiting, Selecting and Training of Employees Flashcards
when a business or organization intends to fill a vacancy from within its existing workforce.
Internal Recruitment
when an organization looks to fill vacancies from applicants outside of the company.
External Recruitment
type of internal recruitment where in when the company is in need of human resources, the records of supervisors are reviewed and the most hardworking or potential employees are referred for the vacant posts.
Employee Referral
the act of advancement of employee’s post in the company
Promotion
Under this method, human resource need at any branch is identified at first. Information about vacancy is then distributed in all the branches, following which, interested and suitable candidates are transferred.
Transfer
most widely used method for external recruitment. Companies announce vacancies through electronic and print media such as newspaper, magazines, television, radio and internet.
Advertisement
method of external recruitment applicable for unskilled and semi-skilled posts.
Walk-ins
work as middlemen between prospective employees and companies.
Private Employment Agencies
keep regular contact with laborers and industries, and provide the industries with laborers whenever required.
Labor Contractors
process of selection and shortlisting of the right candidates with the necessary qualifications and skill set to fill the vacancies in an organisation
Selection
pre-planned interview and more carefully designed to have a high degree of accuracy, precision and exacted.
Patterned, Structured or Guided Interview
pre-planned interview and more carefully designed to have a high degree of accuracy, precision and exacted.
Patterned, Structured or Guided Interview
pre-planned interview and more carefully designed to have a high degree of accuracy, precision and exacted.
Patterned, Structured or Guided Interview
main purpose of this type of interview is factfinding; it measures personality, motivation and interest of the candidate.
Patterned, Structured or Guided Interview
type of interview that is useful in selection of semi-skilled employees
Patterned, Structured or Guided Interview
also called as directed or standardized interview
Patterned, Structured or Guided Interview
also called as directed or standardized interview
Patterned, Structured or Guided Interview
called as “non-directed interview”
Unstructured or Unguided Interview
called as “non-directed interview”
Unstructured or Unguided Interview
designed to let the interviewee speak his mind freely
Unstructured or Unguided Interview
basic objectives of this type of interview are to find out the feeling, desire or problems of the candidate.
Unstructured or Unguided Interview
one interviewer is speaking with one candidate.
One-to-One Interview
goal is to establish rapport with the interviewer and show how your qualifications will benefit the company.
One-to-one Interview
goal is to establish rapport with the interviewer and show how your qualifications will benefit the company.
One-to-One Interview
candidate is screened by a group of interviewers who are specialists in their respective fields.
Panel or Board Interview
A candidate is interviewed by a number of interviewers, and the questions are asked by them in serial or in random order.
Group Interview
tests used to judge the mental capacity of the applicants.
Intelligence Tests
measure the individual learning abilities, i.e., ability to catch or understand instructions and also ability to make decision and judgment.
Intelligence Tests
measure an applicant’s capacity and his potential for development
Aptitude Tests
designed to measure the skills already acquired by the individuals
Proficiency Tests
also known as performance, occupational or trade tests.
Proficiency Test
identify patterns of interests, i.e., areas in which the individual shows special concern, fascination and involvement.
Interest Tests
probe the qualities of an individual’s personality as a whole, the combination of aptitude, interest and usual mood and temperament.
Personality Tests
process of enhancing the skills, capabilities and knowledge of employees for doing a particular job.
Training
employees are trained in actual working scenario
On the job training
motto of such training is “learning by doing.”
On the job training
training is provided away from the actual working condition.
Off the job training
also called as vestibule training, i.e., the employees are trained in a separate area
Off the job training
joint initiative of the employee as well as the employer to upgrade the existing skills and knowledge of an individual.
Employee development
helps in developing and nurturing employees for them to become reliable resources and eventually benefit the organization.
Employee Development
universally recognized as a strategic tool for an organization’s continuing growth, productivity and ability to retain valuable employees.
Employee Development
