On-the-Job Training: This type of training involves learning by doing, where employees acquire new skills and knowledge while performing their job duties. It can be done through coaching, mentoring, job rotation, or apprenticeships.
Classroom
Training: Classroom training involves formal instruction by an instructor in a
classroom or training facility. It can be in the form of lectures,
presentations, discussions, or simulations.
Describe the various
steps in the recruitment process
E-Learning:
E-Learning involves online training using digital platforms such as webinars,
podcasts, video tutorials, and e-books. It allows employees to learn at their
own pace and convenience.
Role-Playing:
Role-playing involves simulating real-life scenarios in a controlled
environment. It helps employees to practice and improve their interpersonal and
communication skills.
Experiential
Training: Experiential training involves learning by experiencing or observing
events or situations. It can be in the form of outdoor activities, games, or
simulations that help employees to develop their problem-solving and
decision-making skills.
Job Aids: Job
aids are tools or resources that employees can use to help them perform their
job tasks. It can be in the form of checklists, flowcharts, or job manuals.
Cross-Training:
Cross-training involves training employees in different areas or departments
within the organization. It helps to develop their skills and knowledge and
improves their versatility.
Coaching and
Mentoring: Coaching and mentoring involve one-on-one instruction by a
supervisor or a more experienced employee. It provides employees with
individualized feedback and guidance to help them improve their skills and
performance..
The
recruitment process refers to a series of steps that organizations take to
identify, attract, and hire the most suitable candidates for their job
openings. Here are the various steps involved in the recruitment process:
1.
Job Analysis: The first step in recruitment is to
identify the need for hiring new employees. This involves analyzing the job
requirements, skills, qualifications, and experience required for the role.
2.
Sourcing: Once the job requirements are clear, the next
step is to attract potential candidates. This can be done through various means
such as job portals, employee referrals, social media, campus recruitment, and
job fairs.
3.
Screening: After receiving the applications, the
recruiters need to screen them to shortlist the most suitable candidates for
the job. This involves reviewing the resumes, cover letters, and other relevant
documents to evaluate the candidate's qualifications, skills, and experience.
4.
Interviews: Shortlisted candidates are then invited for
an interview to assess their suitability for the job. This can be done through
various types of interviews such as telephonic, video, or face-to-face
interviews.
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5.
Assessment: Candidates who clear the interview round
may be asked to undergo an assessment, which could be in the form of a test,
group discussion, or a case study.
6.
Background Verification: Once the assessment is
completed, the next step is to conduct a background verification of the
candidate, which includes checking their references, criminal records, and
other relevant information.
7.
Job Offer: Finally, if the candidate clears all the
above steps, they are given a job offer, which includes details such as job
responsibilities, compensation, benefits, and other terms and conditions.
8.
Onboarding: Once the candidate accepts the job offer,
they need to be onboarded, which involves completing the necessary paperwork,
orientation, and training to help them get started with their new job.