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• Learning is a continuous process and every member of the organization need to undertake it. However, the need of learning and its output is different for different levels of people of the organization.
• Lower level people are those who actually execute the production and sales work. They are at the roots of the processes.
• Lower level employees are those who directly work on machines, or who directly sell the products of the company to the customers, etc. So, this class of people needs training on how to handle man and machine.
• On the other hand, the top level people are the ones who sets vision and mission of the organization, who sets goals and yearly targets, who designs the policies and adopts the right philosophy of work.
• The top level people do not run machine but manage men who run machine. So, they need to learn and adopt lessons of developing harmonious work culture, principles and policies that can boost morale and motivation of employees, etc. All these are a part of development.
• Hence, lower level is trained whereas top level is developed.

Publicity is the non-paid form of non personal communication.

Development is the process of imparting theoretical and practical knowledge to top level management and departmental heads.

Under this method, a trainee is put under supervision of an experienced experts.

External Sources:

Selection of employees from outside the enterprise is known as external recruitment.

The important external sources of recruitment are: 

(1) Direct Recruitment :

Under the direct ‘ recruitment, a notice is placed on the noticeboard of the enterprise specifying the details of the jobs available. Job seekers assemble outside the premises of the organisation on the’ specrfied date and selection is done on the spot. It is suitable for filling casual vacancies. 

(2) Casual callers :

Many reputed business organisations keep a database of unsolicited applicants in their office. These list can be used for recruitment.

(3) Advertisement :

Advertisement in newspapers or trade and professional journals is generally used when a wider choice is required.

(4) Employment Exchange :

Employment exchanges keep records of job seekers and will be supplied to business concern on the basis of their requisition.

(5) Placement Agencies and Management Consultants :

These agencies compile bio data of a large number of candidates and recommend suitable names to their clients. 

(6) Campus Recruitment :

Business enterprises may conduct campus recruitment in educational institutions for selecting young and talented candidates.

(7) Recommendations of Employees :

Applicants introduced by present employees, or their friends and relatives may prove to be a good source of recruitment.

(8) Labour Contractors :

Labour contractors maintain close contacts with labourers and they can provide the required number of unskilled workers at short notice.

(9) Labour Contractors :

Labour contractors maintain close contacts with labourers and they can provide the required number of unskilled workers at short notice.

The following are the important methods of off-the-job training: 

1. Classroom lecture: This method is well known to train white-collar or managerial executives in the organization. Under this method, the trainees are called to the room like that of a classroom, to get training in the form of a lecture. 

2. Case study: It is a written description of an actual situation in the past in the same organization and the trainees are supposed to analyze and give their conclusions. Case is later discussed by the instructor with all the pros and cons of each option. 

3.Vestibule training: This method is used mostly to train technical staff office employees who deal with tools, equipment, and machines. Here, the employees learn their jobs on the equipment or tool they will be using in their workplace.

4.Computer modeling: Computer simulation modeling is the technique of representing the real world by a computer program or software. It can assist in the design, creation, and evaluation of complex systems. It is useful when change to the actual system is: difficult to implement and impractical.

Importance of development:

1. Increase in technical knowledge:

• Although the officers do not have to work on the machines but, with changing business conditions, it is necessary for the officers to have technical knowledge because their functions are related with technical aspects.
• Developmental programmes provide guidance (knowledge) to use technical knowledge, machines and methods, so that correct and positive decisions can be taken for organizations.

2. Research and new ideology:

Training increases the efficiency of departmental heads to work at the administrative level by providing them knowledge about new researches and ideologies.

3. Development of the organization:

In present times, developmental programs are necessary to help the organization grow at national and even international levels by adopting new changes and strategies.

4. Optimum use of resources:

• Developmental programs help to make optimum use of available resources.
• Moreover, training reduces unnecessary expenses, controls the cost of production and hence increase the profit.

5. Solution to problems:

Development programs help in bringing speedy and successful solutions to newly arising, problems in the organization.

6. Effective supervision:

Development programs enhance the skill of officers involved in technical work. This makes their supervision more effective.

7. Reduces stress:

• Management and departmental heads often have to face many challenges and problems while managing the enterprise or business.
• Taking decisions and managing daily operations creates a lot of stress on them. Developmental programs help to reduce this stress.

Importance of Executive Development:

• Increase in technical Knowledge
• Research and New Ideology
• Development of the Organization
• Optimum use of Resources,
• Solution to Problems
• Effective Supervision
• Reduction of Stress and
• Development Programme

Is given training when he is on the job. It means learning while doing.

The important On the Job Methods are:

On the Job Method :

Under this method the employee is given training when he is on the job. It means learning while doing.

The important On the Job Methods are:

(a) Apprenticeship Programme :

Under apprenticeship training, a trainee is put under the supervision of a master worker.

(b) Coaching :

In this method, the superior guides and instructs the trainee as a coach.

(c) Internship Training :

It is a joint programme of training in which vocational and professional institutes enter into an agreement with business enterprises for providing practical knowledge to its students.

(d) Job Rotation :

Here the trainee is transferred from one job to another job or from one department to another department so that he can learn the working of various sections.

Some of the methods of on-the-job training are:

1. Apprenticeship training: It is the formalized method of training curriculum program that combines classroom education with on the job work under supervision. It is also called ‘Understudy’ in which a trainee is put under the supervision and guidance of an experienced expert. This method is best suited for training in crafts, trades and technical areas. 

2. Coaching: In this method, the trainee is placed under a particular supervisor, who functions as a coach in training the employee. This helps the learner to pick up the skill in speed. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvement. 

3. Internship Training: It is the system of on the job training that allows learners to gauge . their interest in their chosen professional area. This method is usually meant for such vocations, where advanced theoretical knowledge is to/be backed up by practical experience on the job.

4. Job – Rotation: It is the method of training that serves the purpose of employee development through the provision of diversified training. Here, an employee has to rotate . from one job to another, and from one section to another.

Some of the methods of off-the-job training are: 

1. Classroom lecture: Classroom lecture: This method is well known to train white-collar or managerial executives in the organization. Under this method, the trainees are called to the room like that of a classroom, to get training in the form lecture.

2. Case study: It is a written description of an actual situation in the past in the same organization and the trainees are supposed to analyze and give their conclusions. Case is later discussed by instructor with all the pros and cons of each option.

3. Vestibule training: This method is used mostly to train technical staff office employees who deal with tools, equipment, and machines. Here, the employees learn their jobs on the equipment or tool they will be using in their workplace.

4. Computer modeling: Computer simulation modeling is the technique of representing the real world by a computer program or software. It can assist in the design, creation and evaluation of complex systems. It is useful when change to the actual system is difficult to implement and impractical.

As contrast to training, development is an organized activity in which the manpower learns and grows through self-assessment. It is a type of educational process which develops the personnel over a period of time.

• The concept of development is more applicable to the higher level and top-level management.
• Top level management and departmental heads perform more of intellectual work than physical work. Like workers, they do not work on machines. They play roles of leaders who lead the workers, manage them, motivate them and take out work from them. So, their training needs are different. Hence, they need different kind of training or say development.
• The objective of this training is to increase their mental ability and their . efficiency in taking policy decisions and leading the organization in more
  and more efficient way. Such development trainings make them experts in technical knowledge which then help in them in making strategic plans and policies. This type of training is called officer development.
• The modern world industries are developing very fast. The managers need to remain in line with these developments so that they can stay well in the competition. So to enhance the ability of top level management, the organization undertakes development oriented programmes. .
• Development is the process of imparting theoretical and practical knowledge to top level management and departmental heads.
• The term development refers to a program which helps to achieve the predefined objectives of the organization by improving the capabilities of heads (officers).

Importance of development: 

1. Increase in technical knowledge:

• Although the officers do not have to work on the machines but, with changing business conditions, it is necessary for the officers to have technical knowledge because their functions are related with technical aspects.
• Developmental programmes provide guidance (knowledge) to use technical knowledge, machines and methods, so that correct and positive decisions can be taken for organizations.

2. Research and new ideology: Training increases the efficiency of departmental heads to work at the administrative level by providing them knowledge about new researches and ideologies.

3. Development of the organization: In present times, developmental programs are necessary to help the organization grow at national and even international levels by adopting new changes and strategies.

4. Optimum use of resources:

• Developmental programs help to make optimum use of available resources.
• Moreover, training reduces unnecessary expenses, controls the cost of production and hence increase the profit.

5. Solution to problems: Development programs help in bringing speedy and successful solutions to newly arising, problems in the organization.

6. Effective supervision: Development programs enhance the skill of officers involved in technical work. This makes their supervision more effective.

7. Reduces stress:

• Management and departmental heads often have to face many challenges and problems while managing the enterprise or business.
• Taking decisions and managing daily operations creates a lot of stress on them. Developmental programs help to reduce this stress.

Training: A process designed to maintain and improve current job performance is called training.

Development: A process designed to develop skills necessary for future work activities is called development.

Distinction: Difference between Training and Development

Meaning of training:

• “Training means providing theoretical and practical knowledge with reference to the work of the employees.”
• As stated by an expert, “Training means giving up-to-date information about the organization and also to increase efficiency, skill, aptitude, attitude and technical skill of the employees.”
• In short “Training means imparting knowledge and education with the objective of gaining proficiency in the business.”

Importance of training: 

1. To provide modern information: Training is necessary for providing information to the employees about modern technological changes and research.

2. Safety:

• It is extremely important to provide safety training.
• Safety related trainings are given to those workers who work on machines. The training modules include, safe operation, importance of safety equipment such as helmet, gloves, etc.
• Safety training improves the ability of machine handling, reduces fatigue and increases morale.

3. Increases job satisfaction:

• Training helps employees to understand their work better and ways to improve their efficiency and adopt new methods.
• This increases their enthusiasm which, in turn, increases their job satisfaction.

4. Reduces labour turnover rate:

• Training increases knowledge, skill and efficiency of the workers. This improves their chances of promotion and earning higher income.
• When the efficiency along with income rises, the employees do not think of changing their job and remain loyal to the companies. This reduces the rate of labour turnover.

5. Increase in profit: Training increases production and productivity. This reduces cost of production and increases profit.

6. Reduction in expenses:

• Training increases efficiency of the workers. This increases productivity as well as production and decreases wastage of raw material and time.
• It also reduces supervision cost.
• Thus training reduces production cost.

7. Growth and development of employees:

Training increases skills, knowledge, ability and intelligence of the employees. This also results in personal growth and development of the employees.

8. Other benefits:

• Training improves quality of production. Increased quality enhances prestige of the organization and reduces stress of sales and complaints.
• Training creates an environment of co-operation, loyalty, sincerity and enthusiasm.

The need of training can be clarified with the help of its advantages. They are given below:

A. Benefits to the Organisation: Main advantages of training to the organisation are as follows:

i. Most Economical and the best use of Material and Equipments: Each employee working at any level makes use of machine and material. For instance, at lower level machine and material are used, at middle and higher level, computers, typing machines and writing material are used. Trained employees use these machines and material properly and minimise wastage.

ii. Improvement in Quality and Quantity of Output: Training makes it possible to improve the quality and quantity of output. Consequently, cost of production per unit falls. It is important to note here that output does not mean goods manufactured by machines alone but it refers to all jobs performed at all managerial levels. It is, therefore, evident that training improves knowledge and skill of all levels of employees and their performance turns excellent.

iii. Less Requirement of Supervision: Trained employees are skilled in their jobs, so their work does not require much supervision. They can utilise the time thus saved in some other creative works.

B. Benefits to the Employees: Alongwith organisation, the employees are also benefitted by training. The advantages to them are cited below:

i. Increase in Capacity and Efficiency: Through training one learns the art of doing a special job methodically. It increases the skill and efficiency of the employee.

ii. Increase in Market Value: Trained employees have a better market value. Increased market value means that other organisations are always willing to employ trained personnel at higher remuneration. Consequently, if any employee is feeling uneasy in an organisation because of low remuneration, he can very easily join another organisation at higher remuneration.

iii. Fewer Accidents: Reduction of accidents is not only beneficial to the organisation it also protects the life of the worker. By learning the art of operating the machine, the rate of accidents can be minimised. This art can be learnt by training alone.

The process (steps) of selection:

1. Welcoming and primary meeting:

• When the candidate arrives at the enterprise, he is welcomed by the receptionist.
• The receptionist then makes the primary investigation. If the candidate is found suitable/eligible he is given an appointment of the recruitment officer.
• The recruitment officer then gathers information about the knowledge, education, skill and the working capability of the candidate.
• The main objective at this stage is to see that only proper candidates are sent further for applying for the job.
• If the candidate is found suitable in the primary meeting, he is asked to fill the application form. This saves the time of the recruitment officer and the process becomes simple too.

2. Receiving and screening of applications:

• The candidate, along with application submits various documents such as bio-data, copies of mark sheets, experience certificates and other certificates, etc.
• The enterprise screens these applications and documents. The ones that are found faulty or incorrect are rejected.

3. Taking necessary tests:

• After shortlisting the candidates based on their applications, the enterprise arranges various tests for these candidates.
• Every enterprise conducts tests in its own way. The number, difficulty level and way of conducting test vary among organization.
• These tests help the enterprise to identify mental ability, skill, aptitude, efficiency, etc. of the candidate.

The major types of tests are:

1. IQ test: IQ test assess the common sense, memory, smartness, power of decision making and thinking capacity, etc.
2. Aptitude test: Aptitude test assesses whether the candidate is interested in the work for which he is hired.
3. Trade test: Trade test decides if the candidate has the necessary skills to perform the expected job or not.
4. Psychological test: This test is meant to know about the nature, self-confidence, attitude and habits of the candidate.

4. Personal interview:

• Candidates who succeed in the above tests are called for personal interview.
• To remove any bias or preferences, the enterprise forms a selection cum recruitment committee for interviewing the candidates.
• The interviewing committee consists of representatives of the management, the departmental head, the personnel manager and experts from various fields.
• These people perform a proper work-related interview. They stick to this agenda and do not deviate.
• They also clarify the terms and conditions of the job to the candidate.

5. Checking references:

• To know the present and past work-related situation of the candidate, the business enterprise checks and enquires from candidate’s present and past employers.
• This is done to know whether the information provided by the candidate is correct or not.
• This also helps to obtain the right opinion about an employee before finalizing him.

6. Preliminary selection:

• If the matters gathered from personal interview and the past references are positive then the selection committee will make a list of selected candidates.
• This list usually includes more number of candidates than required. These candidates are also called short listed candidates.

7. Physical (Medical) examination:

• After preliminary selection of the required candidates they are sent to a specified hospital or doctor for medical examination.
• The main objective of this examination is to know whether the candidate is suffering from any serious illness or any other physical problem.
• Serious or major illness can decrease efficiency of the candidate and hence will affect the productivity of the organization.
• The other employees are kept in waiting list. In future, if the organization needs more candidates then it can select from this list.

8. Appointment letter:

• Once the candidate passes all the tests and interviews he is given the appointment letter.
• The appointment letter contains details regarding the nature of work, work place, designation, rights and responsibilities, remuneration and other financial and non-financial details.

9. Induction into the organization and allotment of work:

In modern organizations, after giving the appointment letter and before the allotment of duties, employees are given information regarding the policies of the organization, organization environment, superiors, colleagues and subordinates. In other words, the to-be employees are introduced to the organization. This is called induction.

Main steps of selection process adopted by large organisations are as under:

i. Preliminary Screening: First of all, the application forms received during recruitment process are scrutinised. Scrutiny of application forms is made to verify whether the candidates fulfil all the qualifications essential for the job.

ii. Selection Tests: Through these tests, ability and skill of the candidate are measured. These tests are divided into the following three categories:

a. Proficiency Tests: In proficiency test, candidate’s ability and skill manifested in an examination are verified. Here special attention is paid to see the correctness of the ability and skill as emphasised by the applicant.

b. Psychological Tests: Some selection tests are of psychological nature. Objective of psychological tests is to examine the mental ability, interest in work, maturity, etc. of the candidate.

c. Other Tests: Main objectives of these tests are to know the understanding of the candidate, his communication ability, his mental maturity, writing ability, alertness, etc.

iii. Employment Interview: Having successfully cleared all tests related to employment, the candidate is called for final interview. Its objectives are to see the looks of the candidate, his way of talking, his conduct and temperament, his interest, presence of mind, and maturity, etc.

iv. Reference and Background Checks: After a candidate is declared successful in the interview then some information about him is gathered from those persons whose names figure in the column of ‘References’.

v. Selection Decision: Applicants who clear Selection Tests, Employment Interview and Reference checks are selected.

vi. Medical Examination: At this stage, the candidate is put to medical examination.

vii. Job Offer: After successfully clearing the Medical Examination Test, job offer is given to the selected candidate. For job offer, the Appointment Letter is handed over. A date is mentioned in the Appointment Letter by when one has to report for the duty.

viii. Contract of Employment: After the acceptance of job offer by a selected candidate, he becomes an employee of the organisation. In this phase, the appointee signs various documents. Main document among them is the Attestation Form. It contains detailed description of the employee, which he himself attests. This can be used at the time of need in future.

• In general terms recruitment can be defined as, “The process of looking for probable employees and making them apply for the job.”
• In a broader sense “Recruitment is the process of acquiring at the right time, in the right number, in the right place, persons with the right qualifications.”
• Recruitment is not a one time job. It keeps on continuing in the organization.
• Recruitment takes place when a new enterprise is established, when an existing unit is expanded or when an employee resigns, dies or retires. Sources of Recruitment:

There are two sources of recruitment.

(A) Internal sources

1. Promotion
2. Transfer
3. Friends and relatives of employees
4. Recalling retrenched employees
5. Promotion with transfer
6. Waiting list

(B) External sources

1. Through advertisement
2. Through employment exchange
3. Through educational institutions
4. Through trade unions
5. Through contractors and jobbers
6. Recruitment at the gate
7. Modern methods

There are two main sources of recruitment,

(A) Internal sources arid
(B) External sources.

Depending upon the need of the organization and situation, recruitment is done from any of these sources.

(A) Internal sources:
1. Promotion:

• When a post in the organization becomes vacant, it can be filled by promoting an existing staff member after considering his work, ability, honesty, skill, loyalty and qualifications.
  Promotion of employees boosts morale and loyalty of the staff.
• Moreover, promotion also results in increased salaries, status, power and responsibility.

2. Transfer: In case of shortage of staff at a particular location or department, staff member from location or department having surplus staff can be transferred on the basis of his suitability and qualifications.

3. Friends and relatives of employees:

• Whenever a vacancy comes up in an organization, the management asks employees ask employees to recommend their qualified friends and relatives for the post.
• The applications are called from such interested candidates and are screened, interviewed and if all goes well, are recruited.
• This form of recruitment helps to boost the morale of the employees and make them feel proud to be a part of the recruitment process.

4. Recalling retrenched employees:

• Retrenchment of employees is the process of removing employees from the organization in case if they are surplus or to cut down organizational costs.
• The organization can invite former employees who were retrenched because of some or the other reasons or employees who have left the organization and joined elsewhere voluntarily to rejoin.

5. Promotion with transfer: Under this system, organization provides promotion along with transfer and transfers employees to a different location on the basis of their efficiency, experience and loyalty

For example, an employee can be transferred along with promotion to his native place or any other place of his choice. This will boost the morale and enthusiasm of the employees. Since, in many cases employees do not prefer transfer, giving them promotion and then transferring them is a way to keep their morale high.

6. Waiting list:

• Waiting list is the list of candidates who had applied in the past but were not appointed in the organization. Such a list is useful for future recruitment.
• Since, the applicant of the waiting list was thoroughly screened and tested, the organization can save time and money to spend again on advertisement and the entire recruitment procedure.
• The organization can pick the best candidates from the waiting list if they are still available and fill the vacant posts.

(B) External sources:

1. Through advertisement:

• Advertisement is an effective way for recruitment.
• The organization releases advertisements in newspapers, business journals and periodicals for specific posts and invites application from qualified candidates.
• The organizations also put such advertisements on internet, TV or websites. The candidates that come across such advertisements can apply online.
• Through advertisement, the organization can receive a very large number of applications that too from distant corners of the country.
• This helps to choose the right candidate form a large pool of applicants.

2. Through employment exchange:

• Unemployed people register themselves in public and private employment exchanges. These exchanges prepare a database of all such people.
• The database contains details such as name, address, qualifications, experience, skills, etc.
• The organizations can approach these employment exchanges and obtain the list of candidates that can fit into the job.
• The organizations then contact suitable candidates and calls for recruiting them.

3. Through educational institutes:

• In modern times many enterprises visit colleges and universities and ask them to arrange a campus interview.
• Campus interviews are held by colleges and universities themselves too wherein they invite various organizations to visit their campus and conduct interviews and select the student as a future candidate.
• Such placement camps are arranged every year at various institutes like Indian Institute of Management (IIM) and Indian Institute of Technology (NT) and also at several colleges and universities.

4. Through trade unions:

• Most of the workers are the members of trade unions. Trade unions maintain the list of these employees working in the organization.
• The organizations can contact these trade unions and take the list of such employees that are either removed or have left the organization. They can then contact them if they are available for the job.
• The concept of trade unions is quite popular in textile industries, mining industries, etc.

5. Through contractors:

• There are certain employment contractors who mainly supply unskilled labourers to the organizations.
• The business enterprise makes a contract with such contractors where in the contractor takes the responsibility to supply the workers to the enterprise.
• The contractor is in constant contact with various types of labourers. He recommends these workers to the enterprise as and when the enterprise asks for.
• This practice is quite popular for workers working in construction industries, mining industries, tea plantation, etc.
• This is an informal channel of recruitment and so there are chances that the contractor or the enterprise or both together exploit the worker.

6. Recruitment at the gate: Workers can be recruited by business enterprises by placing a notice at the factory gate. This method is more suitable for daily wages.

7. Modern method:

• Modern method is mostly suitable for recruitment of skilled employees.
• In modern times a very large amount of recruitment is done through the internet.
• Search portals such as naukri.com, monster.com, etc. are internet companies that provide a facility to candidates to register their bio-data on these web-portals.
• This database is then shared with the business enterprises worldwide. Whenever the enterprise needs to fill a post, it contacts the candidates registered on these websites.
• Moreover, the candidates can also directly apply to the company from the company’s website.
• This tool is very fast, quite effective and has very wide reach.
• Under the modern method, various procedures of recruitment such as application, exams (tests), results and appointments can be done.
• If the candidate is well-versed with the computers, he can take tremendous benefit from this source of recruitment.

To protect the business organisation from infectious diseases.

Staffing is considered to be a key function because it deals with human resource, which is regarded as one of the most valuable resource of any organisation. Once an organisation could place the right man at the right job, it is easy to plan, organise, co-ordinate, direct and control the human activities to get the desired results. It helps in discovering and obtaining competent personnel, ensures the continuous survival and growth, helps to ensure optimum utilisation of resources and improves job satisfaction as well.

To supervise work done by workers means supervision. The function of supervision is found more at the bottom level of management. One who executes the function of supervision is called supervisor.
According to R. C. Davis, “Supervision is the function of assuring that the work is being done in accordance with the plan and instructions.”

In modern times many enterprises visit colleges and universities and ask them to arrange a program for placement of students in their organizations. This is called campus interview. Campus interviews are held by colleges and universities themselves too wherein they invite various organizations.

The thing which inspires employees to work more is called Motivation. There are two types of Motivation:

Financial Incentives:

• Profit-Sharing,
• Co-partnership
• Promotion
• Bonus
• Commission
• Prizes and
• Suggestions and Advices.

Non-financial Incentives:

• Security of Employment
• Appreciation of Work and Reward
• Assignment of Responsibility,
• Adviser
• Welfare Activities and Amenities and
• Other Incentives.

Retrenchment of employees is the process of removing them from the organization in case if they are surplus or to cut down organizational costs.