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It means introducing the selected employee to the other employees and familiarizing him with the rules & regulation of the organization

Training: Training is the organized procedure in which people learn knowledge & skill for definite purpose. 

Development: It refers to the process of not only building up the skills and abilities for a specific purpose but to undertake more difficult & challenging tasks

Developing compensation and incentive plans.

Correct option is (D) Administrative

Yes.

Transfer: It involves shifting of an employee from one job to another without change in responsibility or compensation.

It means introducing the selected employee to the other employees and familiarizing him with the rules & regulation of the organization

Placement refers to placing the right person on the right job.

Staffing is concerned with determining the manpower requirement of enterprise and includes functions like recruitment, selection, placement, promotion, training, growth and development and performance appraisal of employees in the organization.

Correct option is (D) Psychological test

(d) None of the above

Selection starts where ends Recruitment 

A process designed to develop skills necessary for future activities is called development. Its objective is to prepare those types of managers who not only perform well in the present but are also able to handle more responsibility at higher posts in the future.

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.

It is the third function of management.

It means assigning the jobs to the selected candidate. Thus it may include initial assignment of job to new employee & on transfer promotion or demotion of the employee.

a → b 

b → c 

c → a

Main features of Employee Development are as follows:

i. Related to managers.

ii. More focused on future.

iii. Emphasis on all round development.

Steps in Selection 

(1) Preliminary Screening 

(2) Selection tests 

(3) Interview

(4) Reference & Background Check 

(5) Final Selection 

(6) Medical Examination 

(7) Job offer 

(8) Signing of Employment Contract

These are Promotion policy and Transfer policy.

It can be the policy of the Government that in a particular enterprise employee should be recruited only through employment exchange.

It is procedure of matching organizational requirement with the skills & qualification of the people. It is the process of selecting the best & eliminating the rest.

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.

i. Preliminary Screening

ii. Selection Tests

iii. Employment Interview

iv. Reference and Background Checks

v. Selection Decision

vi. Medical Examination

vii. Job Offer

viii. Contract of Employment.

Recruitment is the process of searching candidates for employment. And encouraging them to for jobs in an organization.

Specialized activities that Mr. Naresh is supposed to perform as a human resource manager are:

(i) Analysing jobs.

(ii) Recruitment.

(iii) Selection.

(iv) Placement and orientation.

(v) Training and development of the employees.

(vi) Performance Appraisal.

(vii) Developing compensation and incentive plans.

(viii) Maintaining labour relations and union management relations.

(ix) Handling grievances and complaints.

(x) Providing for social security and welfare of the employees.

(xi) Defending the company in law suits and avoiding legal complications.

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.

It refers to the process of estimating the man power requirement of an organization.

External sources of recruitment:

(i) Recommendation of Employees: Many firms encourage their employees to recommend the names of their relatives, friends for employment. Such applicants are likely to be good employees because their background is sufficiently known.

(ii) Labour Contractors: Labour contractors keep in touch with labourers in the villages and bring them to the places where they are needed. On payment of commission, they are ready to supply required number of workers.

Correct option is (D) Shareholder of the company

The interview committee consists of representatives of the management, the departmental head, the personal manager, experts of various fields.

Training methods: 

There are two methods of training 

(1) On the job training. 

(2) Off the job training

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.

Off the Job Method :

It refers to those methods under which an individual is provided training away from the work place. It means learning before doing.

The important O the Job Methods are: 

(a) Class room Lectures/Conferences :

The lecture approach is well adapted to convey specific information such as rules, procedures or methods. The use of audiovisuals can often make a formal classroom. 

(b) Films :

They can provide information and demonstrate skills.

(c) Case Study :

Trainee studies the cases to determine problems, analyses causes, develop alternative solutions and select the best solution to implement.

(d) Computer Modelling :

It stimulate the work environment by programming a computer to imitate the realities of the job and allows learning to take place without the risk or high cost.

(e) Vestibule Training :

Under this method, separate training centres are setup to give training to the new employees. Actual work environment is created in that centre and employees used the same material, equipment, etc. which they use while doing the actual job.

(f) Programmed Instruction :

Here information is broken into meaningful units and these units are arranged in a proper way to form a logical and sequential learning package.

Man Power Planning & Recruitment.

i. Where number of trainees is more.

ii. Where it is possible to create Artificial Environment.

iii. Where both fundamental and behavioural training are provided.

Two internal sources of recruitment are:

(i) Transfer: Vacancies in one branch or plant may be filled by shifting people from some other branch or plant of the company.

(ii) Promotion: Vacancies at higher levels may be filled up by shifting a lower level employee. This may be done on the basis of merit and/or seniority.

Training: Training refers to the process of increasing the knowledge, skills and abilities of employees for doing a particular job. It is a systematic and continuous process for improving skills. Training aims to enable the employees to perform their job better.

Development: Development refers to overall growth of the employees. It seeks to prepare employees for handling more responsible and challenging jobs by developing their hidden qualities and talents.

Training & Development, Human Resource Planning.

Internship training.

Four advantages of external sources of recruitment are:

(a) Infusion of Fresh Blood: Recruitment from external sources leads to infusion of new blood who may think in innovative ways. External recruitment provides wider choice and brings talented candidates.

(b) Wider Choice: When vacancies are advertised widely, a large number of applicants from outside the organisation apply. The management has wider choice while selecting the people for job.

(c) Qualified Personnel: By using external source of recruitment the management can attract qualified and trained people to apply for the vacant jobs in the organisation as through internal sources of recruitment only existing employees can apply for vacant jobs who may not fulfill the job specifications.

(d) Competitive Spirits: If a company recruits through external sources, the existing staff will have to compete with the outsiders. They will work harder to show better performance. This develops a competitive spirit in existing employees of organisation as they feel insecured because of the outsiders.

Induction Training refers to the process of introducing the selected employees to other employees and familiarising them with the rules and policies of the organisation.

Correct option is (C) Both (A) and (B)

On the job the training is a method, where workers learn by doing the work. Workers work under the guidance & supervision of supervision or certain trained employees.

On the job training & off the job training.

It is a written description of an actual situation in the past in the same organization. Trainees are supported to analyze and give their conclusion..