5 important Steps in the training programme are given below:
Training needs can be identified by assessing the current and future, business conditions and by matching with the skills and resources available and by evaluation of the performance of the people with specific emphasis' on areas of improvement.
This method is the most widely used method and it simply means putting the worker on the job under close supervision of a trained instructor and of training aids and techniques, such as procedure charts, lecture etc.
It is important that employees be induced into training programmes to improve their job knowledge, skills and future performance. The need for proper training is emphasised as follows:-
Training is needed for fresher as well as staff with previous experience. Training is a continuous process and it is imported at all levels. To keep the employees abreast with the latest trends training is needed.
Patterned interviews are a combination of direct and indirect questioning of the applicant in conjunction with the application blank and are considered to be much more accurate than less standardised interviews.
Tests should have validity, that is, they should actually measure what they purport to measure. A perfectly valid test would prospective employees in exactly the same relationship to one another as they would stand after trial on the job.
The simplest and perhaps most obvious type of testing procedure is the performance test in which the applicant is asked to demonstrate his ability to do the job. The performance tests have limitations and cannot be developed for each and every job.
A job description is a written statement of job analysis containing duties and responsibilities pertinent to the job. It contains the following information:-
The first step, for the management, is to be thoroughly familiar with the requirements of the job as well as the expectations of the candidate. This would include any leadership qualities or decision making authority inherent in the job.
These are the resumes of the candidates who had earlier applied but not selected. Similarly unsolicited applications may also be used.