English, General Knowledge and rest 50% about the position applied for.

Sometimes multiple-
choice questions are added related to IQ.

Eligibility test: This method verifies whether the candidate has real qualifications for the job.
For example, before selecting a driver for a car, it is seen whether he is fit to drive a car.

Selection Interview: Usually the interview is taken twice. One before and after the written test
or one after the other.

1. A preliminary interview is conducted which follows the “elimination method”. For

example, initial viva with HR Department about candidate’s previous experiences
according to their CV.
2. Most of the time candidate who passed in written examination is called for the final
interview e.g. viva with the MD or the business head.

Employment Decision: If the candidate does not have any problem with the terms described
in the job and the company mentioned and discussed in the final interview, he / she will be given
an application blank. That is a standard format of employee-information that includes all the
information the organization needs regarding the personnel. The candidate has to fill this blank
and submit it to the company along with a CV.

References and background check: After completing all process check references whether
the given statement is relevant to the candidate and background check for violence record have or
not.

Offering the Role: When the above steps are done, the applicant is given an offer letter
indicating the compensation bundle, work liabilities, utilities that will be given by the association.
Indeed, even at this stage the selected applicant gets the opportunity to pull out her/himself from
the bid for employment. S/he is in every case allowed to talk about whatever trouble might emerge
with respect to pay structure/offices, and so on the entryway of HR is saved open for any kind of
significant conversation.

d. Training
Intangible assets including human capital (know what, know how, know why, and care why)
help companies gain competitive advantage. So, to gain completive advantage, formal training,
informal learning, and knowledge management are important for the development of human
capital.
 Needs Assessment: Usually, in Danish foods Limited (DFL) selected employees must have
gone through minimum 3 months provisional period where their performances are evaluated to
determine if training is necessary. Based on the results of the performance the manager does person
analysis which help the manager identify whether training is appropriate and which employees
need training. Then the manager does task analysis includes identifying the important tasks and
knowledge, skills, and behaviors that need to be emphasized in training for employees to complete
their tasks. The employees of DFL get only following one type of hands-on-training.
On the Job Training: Peers or managers training new or inexperienced employees who learn
the job by observation, understanding, and imitation. If they doing something wrong, then it is
supervisor who guides them with proper steps immediately.
Others Training that DFL conducts:
✓ Sales training for Sales Representatives: Provides necessary sales skills that is required in
the job field such as, how to communicate with shopkeepers, how to maintain good
relationship with shopkeepers, etc.
✓ Technical Trainings: Provides different types of technical knowledge such as, how to run
machine.
e. Performance Appraisal
DFL usually assessing the performance of the employees monthly, quarterly, half yearly and
yearly for sales department workforce and twice in a year for other departments. However, DFL
uses its own word Gap Assessment like Performance appraisal.
Gap Assessment: Through gap assessment DFL find out gap if there is any deficiency in the
current performance of the employee and provide necessary training if required any.
Appraisal methods: They are using Management by Objectives method for assessment of their
employee performance.
Assessment committee: DFL has assessment committee to their company. This committee
make a list of standards and collect performance information. Then start preparing the performance
appraisal document for the employees and evaluate performance against the standards.
f. Compensation
A) Cash Compensation
1. Base pay: It is the fixed amount of cash compensation that an employee will receive from
DFL. It is periodic; employees continue to receive base pay as long as they remain in their
jobs. Base pay does not change with level of productivity of employee. For example, if an
SR could not fulfill his target given for a certain month, he will receive his basic salary.