Recruitment

Agree Vacancy

Job Analysis

Job Description

Person Specification

Attract Candidates

Selection
Application Forms

Interviews

Testing

References

Induction
Process of familiarizing new employees to the orgn
Eg : Site maps, Introduction to employees, Payment methods

Appraisal
Systematic review and assessment of an employee’s

Performance, potential and training.

Identification of criteria for assessment

Appraisal report/form

Appraisal Interview Best practice of Appraisal

4F’s
Agreed Conclusion & Action Plan
*Firm *Factual

*Fair * Frequent
Learning
Education Training Development

Termination
Voluntary Involuntary
Unavoidable Avoidable
Eg: Eg:
Moving houses Due to Pay
Marriage Working conditions
Illness Relationships
Death
 SELECTION

Techniques used Methods of Selection References

Reliability  Selection Interviews (Letter from former
Validity One to one/Face to Face employer about
employee qualities)
Fairness Tandem
Info included 2 types
Cost Effectiveness Panel
*Straight Forward/
Sequential Factual Info-
Group Nature of the job

Problem Solving *Opinions – Personality

Stress
Problems with
References
 Selecting Testing
*Prejudice
* Intelligence Test * Personality
*Charity
*Proficiency (Simulation)
*Fear
*Aptitude *Medical Examination

*Assessment Centers

 Assessment Centers
*Simulation *Games *Speeches

*Peer rating *written tests

*Presentations *Questionnaires

LEARNING
*Group Discussions

* Role play exercise

 Theories of Learning

Kolb’s experiential learning cycle Honey & Mumford learning styles

Activist – Dynamic learner Reflector – Imaginative learner
(learn through experience) (learn through observing others)

Concrete
Experience

Accommodation
Divergent

REFLECTIVE
Active OBSERVATION
experimenentation

Assimilative
Convergent

Abstract
conceptalisation
Pragmatist- Common sense Theorist -Analytics learner (learn
learner (learn through theories through step by step or logical
or techniques or implementing) ways)
 LEARNING

Education Training Development

Focus in Current job Focus on Future job

Job oriented Person oriented

(Develop the person (Develop the person with
with skills & knowledge skills & knowledge to suit a
to suit the current job) future job)

Narrow Learning Board Learning

Planned & Systematic Growth & Realization of
modification of a person’s ability
behavior &potential

Approaches of Development
Domains of learning
*Mgt development
Skills
*Career development
Attitudes
*Professional development
Knowledge
*Personal development
Levels of Evaluation