A leading Human Resource Consultancy group has received a number of applications for the post of an analyst for its Hyderabad office. But the person finally selected had no prior experience for work in the same industry. The administrative manager feels that with proper training the selected person will turn out to be an asset to the organisation. Although he feels that on-the-job training will be the most appropriate, other members of the selection committee recommended Internship training and Role Playing methods of training.

(a) What is employee selection? Mention any three benefits of employee selection.

(b) Explain Internship training and Role Playing methods of training.

(c) Explain any two internal sources of recruitment.

(a) Employee Selection:

Selection means the process of judging the suitability of applicants in the light of job requirements to decide which recruits should be hired or employed. Selection is said to be a negative process because the number of candidates rejected is much higher than that of selected persons. It is an elimination process where unsuitable candidates are eliminated at every stage so that the most suitable candidates may be identified.

Three benefits of employee selection:

1. Improved Work Performance — Careful selection helps to match the employees and job requirements, which improves their work performance and productivity.
2. Job Satisfaction — Properly selected employees experience higher job satisfaction as the job matches their skills, abilities, and interests.
3. Reduced Labour Turnover and Absenteeism — Suitable selection helps to minimise labour absenteeism and labour turnover, ensuring workforce stability.

(b) Internship Training and Role Playing methods of training:

Internship Training — This is a joint programme of training in which business houses collaborate with technical institutions. Internship training involves a balance between theory and practice. The trainees are given theoretical instructions in technical institutions, and after completing theoretical learning, they receive practical training in factories and offices. This method is used in medical, accountancy, and legal professions.

Role Playing — Under this method, the trainee is assigned a role. He learns to deal with the interactions and complexities involved in various roles. For example, an employee may be asked to play the role of a labour officer and negotiate with another trainee who plays the role of a union leader. This method develops interpersonal skills, problem-solving ability, and confidence.

(c) Two internal sources of recruitment:

1. Transfers — A transfer means shifting of an employee from one place to another without any change in rank, responsibility, and remuneration. It is a horizontal movement of the employee. Job vacancies in one factory, branch, or office of the organisation may be filled by transferring surplus staff from another location.

2. Promotions — A promotion means shifting an employee from a lower post to a higher post. It leads to an increase in pay, status, and responsibility of the employee. Therefore, promotions are considered as rewards. Promotions may be made on the basis of merit or seniority of employees. A promotion involves a vertical movement or advancement of an employee.