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Vestibule Training.

(i) Vestibule Training is a method of training which is imparted away from the work place with the help of equipment and machine identical to those at the place of work.

(ii) The training is conducted away actual work floor.

(iii) It is generally used where the employees are required to handle sophisticated machinery.

This problem can be overcome through training (Vestibule Training).

This will help the employees in:

(a) Improving their skills and knowledge leading to better career.

(b) Enhancing the earning capacity because of better performance.

(c) Increasing efficiency.

(d) Increasing the satisfaction and morale of employees.

(e) Reducing accidents.

(a) Sources of recruitment used to fill up the vacancies are:

(i) Promotion

(ii) Placement Agencies and Management Consultants

(iii) Casual Callers

(b) Merit of each of the above identified source of recruitment:

Promotion:

(i) It helps to improve motivation, loyalty and satisfaction level of employees.

(ii) It has a great psychological impact over the employees because a promotion at a higher level may lead to a chain of promotions at lower levels in the organisation.

(iii) It is a more reliable way of recruitment since the candidates are known to the organisation.

(iv) It is a cheaper source of recruitment.

Placement Agencies and Management Consultants:

(i) They recommend suitable names to their clients.

(ii) It helps in enticing the needed top executives from other companies by making the right offers.

Casual Callers:

(i) It reduces the cost of recruiting workforce in comparison to other sources.

(ii) It saves time.

(i) In the given case, organization must conduct ‘Personality Test’ during the selection process. 

(ii) Personality tests provide clues to a person’s emotions, her reactions, maturity and value system etc. 

(iii)These tests probe the overall personality. It aims to explore qualities of the personality as a whole.

 (i) In the given situation, the workers need training to work on hi-tech machines. The method of ‘Vestibule Training’ can be used. 

(ii) Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. Actual work environments are created in a classroom and employees use the same materials, files and equipment. 

(iii) This is usually done when employees are required to handle sophisticated machinery and equipment as in the given situation.

Correct option is (B) IQ test

(i) In the given case, there is a need for training of workers as they are not fully aware of the proper operation of the machinery.  

(ii) The most suitable method in this case is ‘Apprenticeship Programme’. 

(iii)Under apprenticeship programme the apprentices or trainees spends a prescribed amount of time working with an experienced guide, or trainer. 

(iv) A uniform period of training is offered to trainees, in which both fast and slow learners are placed together. Slow learners may require additional training. 

The next three steps in the process of staffing are stated below:

1. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.

2. Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment.

3. Placement and orientation refers to the employee occupying the position or post for which the person has been selected and introducing the selected employee to other employees and familiarising him with the rules and policies of the organisation.

The various sources of recruitment are classified into two broad categories:

Internal sources: 

• Promotions: It implies upgrading of an employee to a higher position carrying higher status, higher responsibility and higher salary. It is a vertical movement of an employee within the organization. 
• Transfers: It means lateral movement of employee in the same grade, from one job to another, without any change in his status, responsibility and’salary.

Workers should be provided off the job training methods where they can be taught how to maintain accuracy related to the proper operations of the machinery. Training makes the employee more efficient and results in high productivity.

1. IQ test,
2. aptitude test
3. trade test, and
4. psychological test.

• rade test: The trade test decides if the candidate has the necessary skills to perform the expected job or not.
• Psychological test: This test is meant to know about the nature, self-confidence, attitude and habits of the candidate.

Selection:

• Recruitment is the process of searching the candidates for employment and . asking them to apply for jobs in the organization, whereas selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.
• Selection is the process of selecting the candidates on the basis of the applications received. Selection is a part of the recruitment process.
• The selection process varies from organization to organization, on the basis of size, type of organization and kind of employees required. On the basis of these parameters, the selection can be simple process as well a complex process.
• There are three levels of management in all large enterprises, top, middle and bottom level management.
• These different levels of management are run by different types of qualified employees.
• So, the selection of non-managerial staff is short and simple whereas the selection procedure for top managerial positions is complex, of a special nature and well planned.

Staffing is a function which all managers need to perform. It is the responsibility of all managers to directly deal with and select people to work for the organisation. When the manager performs the staffing function his role is slightly limited. In small organisations, managers may perform all duties related to employees salaries, welfare and working conditions but as organisations grow and number of persons employed increases, a separate department called the Human Resource Department is formed which has specialists in managing people.

On the job training 

(b) 1) Apprenticeship Programme

(2) Coaching 

(3) Internship Training 

(4) Job Rotation

It is Apprenticeship Programme.

Apprenticeship Programme: This method is used in those cases where long-term training is required to attain complete proficiency to perform a particular job. The trainee is required to work with an expert for a specific period of time. The period of training may often vary from two to seven years. During the course of training, the expert imparts complete knowledge of both theoretical and practical aspects of the job.

i. ‘Some learning opportunities are designed and delivered to improve skills and abilities of employees.’ — This statement is related with Training.

Training: It refers to a process designed to maintain and improve current job performance. Under it, an effort is made to make an employee expert at doing a particular job.

ii. ‘Some others are designed to help in the growth of individuals in all respects.’ — This statement is related with Development.

Development: It refers to a process designed to develop skills necessary for future work activities. Under it, an effort is made to make the employee expert in all fields.

In this situation, the best method of training would be Vestibule Training.

Vestibule Training: Under this method, with a view to imparting training to new employees, a separate training centre is set up. An experienced and trained trainer is appointed as an incharge of the centre. Machines, tools and other equipments are so arranged in this centre as to present a look of a workshop. When the employees are trained they are put on the real job.

Reasons, why training is important for an organisation:

(a) It avoids wastage of efforts and money by systematic learning of skills.

(b) It enhances employee's productivity, leading to the higher profits.

(c) It equips the future manager who can take over in case of an emergency.

(d) It reduces absenteeism and employee turnover by increasing employee morale.

(e) It helps in obtaining an effective response to a fast changing environment.

(1) Training helps in securing promotion and career growth.

(2) Increased performance by the individual helps him to earn more. 

(3) Training helps to reduce the chances of accident and wast ages.

(4) Training increases the satisfaction of employees.

Job analysis

External source only. Internal source of recruitment is not possible because it is a new firm.

Development of the management is required because:

(i) It increases executive's professional talent.

(ii) Tackling the complex management working problem.

External sources of recruitment.

The process Selection

(b) Promotion

Human resource management is that branch of management which is concerned with the recruitment, selection, development and the optimum use of the employees. It ensures that every employee makes his maximum contribution to the achievement of business goals.

It refers to recruitment from educational institutions. Some big organisations remain in touch with the educational institutions with the purpose of recruiting young talented people. These persons come from colleges, universities, management institutes, technical institutes, etc. These institutions have a placement cell each with the purpose of helping their young students to find suitable jobs. The human resource managers of various companies get in touch with these placement cells and obtain the suitable persons for appointment.

i. Placement: It refers to the employee occupying the position or the post for which he/she has been selected.

ii. Orientation: It refers to introducing the selected employees to other employees and familiarising him/her with the policies and rules of the organisaton.

iii. Training: It refers to a process, designed to maintain and improve current job performance of an employee.

Estimating the manpower requirement.

It refers to all forms of pay and rewards to employees.

It refers to join the post for which a person has been selected.