Placement agencies and management consultants:-There are several private management firms

that act as a middleman between job seekers and job providers. These firms maintain data of
all the job seekers and give their details to the companies who are looking for men. They also
change fee for providing such service.

Recommendation from present employees:- Many firms recruit employees by the help of
recommendation of existing employees. This also shows the trust of employer on existing
employees

Labour contractors:- labour contractors are the people who keep in touch with the labour in
villages and rural areas and whenever there is any vacancy of labour in a factory then
contractor will supply labour to businessman

Advertising on television:- Company telecast the job requirement and type of employees they
require on television

Web publishing:- In internet there are certain websites specially designed provide information
regarding job seekers and companies which have vacant job position these websites can be
visited by the job seekers as well as companies. These websites are Naukri.com, Monster.com,
google for job etc.

Advantages of External Source of recruitment

i) Fresh and new talent come to the organization

ii)There is a wider choice in external source

iii) By using external recruitment the management can get qualified

iv) Through campus placement organisation can get employees with latest technological
knowledge

v) When outsiders join the organisation then it develops a Competitive Spirit among existing
employees.

Disadvantages of External Source of recruitment

i) The morale of existing employees goes down

ii) It is expensive

iii) It new employees may not adjust in the role and regulations of the organization which
means more turnover

iv) Time consuming

v) Expense of training and orientation

1. Preliminary screening:- It is done to eliminate the unqualified candidates here basic
question about employees qualification, school & college, marital status, etc. are asked

2 Selection test-To find out the knowledge of the candidates a written test is conducted.
Following types of test are conducted

3. Employment interview:

Candidates who qualify the test are called for interviews. To conduct fine interview a panel
of experts is alled expert of different field ask their question from the candidates.
Confidence level of employees is also checked even employees can clear their doubts regarding
the job.

4. Checking references and background: Candidates has to give two reference and after
qualifying interview organization check the reference about the personal character of the
employees

5. Selection decision:- The

candidates who pass the test, interview and reference check are included in selection list

6. Medical examination:- Before giving appointment letter the candidates selected are sent
for medical examination some organization appoint their own doctors to do the test and some
sign contract with hospitals to do test.

1.Job offer:- Candidates who clear the medical test are given appointment letter. In the
letter the date of joining, terms and conditions of job, etc. are mentioned generally a
reasonable time is given to the candidates to join the organization.

8.Contract of employment:- when andidate accepts the job offer it refers to signing of
contract of mployment content of contract are the duty and responsibilities of the
employees towards the job, pay, allowances, term of the job leave rules, etc.

Training is a process of teaching the basic skills the new and old employees so that they can
effectively perform their jobs. It is an act of increasing the knowledge and skill of an
employee for doing his/her job.

Development refers to overall growth of the employee development is much wider in concept as
compared to training. Training is the part of development training focus on present
requirement of the organization but development focus on present as well as future
requirement of an organization.

Need for Training and Development/ Benefits

1)Reduce learning time:- Training and development reduced learning time as a trained employees
always takes less time in learning the job as compared to untrained employees
ii) Attitude formation:- Training helps to develop the positive attitude of employees.

iii) Better performance:- The performance of trained employees is always better than the
performance of untrained employees. Training and Development programme improve their quality

iv) Helps in solving operational problems:- Training and development helps to remove
operational problems like absenteeism, wastage of resources, lack of team work,
dissatisfaction of employees, etc.

v) Reduce Labour turnover:- Training and development helps employees to stay in business for
a long period

vi) Managing man power need:- Some organizations have machineries but operating staff is not
available is that case organization hire untrained people and train them with the required
skills

vii) Helps to adopt changes:- With the help of training any changes in the environment can
easily adopted.

Benefits of training and development to employees

i) It improve the skills and knowledge of employees which brings better career options for
them

ii) A trained employee can also earn more

iii) It increase satisfaction and morale of employees

iv) Job security

v) Chances of promotion

Method of training

On the job:-

Here employees are trained while they are performing their jobs.They learn by doing this
method is suitable only for technical jobs.This method of training is avoided when
organization deal with heavy and expensive machinery.

OFF the job training:-

It means training the employees by taking them away from their working position which means
employees are given a break from the job and sent training this is suitable for managerial job
position.

Common and popular techniques of training under on the job method are:
easily adopted.

Benefits of training and development to employees

i) It improve the skills and knowledge of employees which brings better career options for
them

ii) A trained employee can also earn more

iii) It increase satisfaction and morale of employees

iv) Job security

v) Chances of promotion

Method of training

On the job:-

Here employees are trained while they are performing their jobs.They learn by doing this
method is suitable only for technical jobs.This method of training is avoided when
organization deal with heavy and expensive

OFF the job training:-

It means training the employees by taking them away from their working position which means
employees are given a break from the job and sent training this is suitable for managerial job
position.

Common and popular techniques of training under on the job method are:

1. Apprenticeship programme:-in this programme a master worker is appointed who guide the
learner master perform the job and learner observe him performing when the learner learns all
the skills then learner performs the job and master observe him performing it is suitable for
plumbers, electricians, iron and steel workers, etc

2. Internship:- It is an agreement between professional institutes and the corporate sector

where professional institutes send their students to various companies so that they can
practice the theoretical knowledge here students get chance to practice under the real work
situation and also get stipend (less than salary

3. Induction or orientation training:- It is a process of receiving and welcoming an employee

when be first join the company and giving him the basic information he needs to settle down
quickly and happily start work it develops the feeling of belongingness in employees

Common and popular techniques of Training under off the job method is:

OFF THE JOB TRAINING METHOD

Vestibule school:- It means duplicate model of organization When machineries are heavy,
complex and expensive then on the job training method is generally avoided and a dummy model
of machinery is prepared and employees are getting training from that dummy model when
employees are trained then they can how work in original machinery ganization deal with heavy
and expensive machinery.

OFF the job training:-

It means training the employees by taking them away from their working position which means
employees are given a break from the job and sent training this is suitable for managerial job
position.

Common and popular techniques of training under on the job method are:

1. Apprenticeship programme:-in this programme a master worker is appointed who guide the
learner master perform the job and learner observe him performing when the learner learns all
the skills then learner performs the job and master observe him performing it is suitable for
plumbers, electricians, iron and steel workers, etc

2. Internship:- It is an agreement etween professional institutes and the corporate sector

where professional institutes send their students to various companies so that they can
practice the theoretical knowledge here students get chance to practice under the real work
situation and also get stipend (less than salary

3. Induction or orientation training:- It is a process of receiving and welcoming an employee

when be first join the company and giving him the basic information he needs to settle down
quickly and happily start work it develops the feeling of belongingness in employees

Common and popular techniques of Training under off the job method is:

OFF THE JOB TRAINING METHOD Vestibule school:- It means duplicate model of organization
When machineries are heavy, complex and expensive then on the job training method is
generally avoided and a dummy model of machinery is prepared and employees are getting
training from that dummy model when employees are trained then they can how work in original
machinery orkers, etc

2. Internship:- It is an agreement between professional institutes and the corporate sector

where professional institutes send their students to various companies so that they can
practice the theoretical knowledge here students get chance to practice under the real work
situation and also get stipend (less than salary

3. Induction or orientation training:- It is a process of receiving and welcoming an employee

when be first join the company and giving him the basic information he needs to settle down
quickly and happily start work it develops the feeling of belongingness in employees