Employee Guide

Top 10 Things to Consider When Selecting Employee (Explained)

Last Modified: 1 June, 2020 Leave a Comment

The selection of employees is an important activity to be performed in a company because the success of the company depends to a large extent the success of the company. Therefore, some important points must be considered while selecting an employee. These things or points are also known as the principles related to the selection of employees.

Things to Consider When Selecting Employee

The important things or points to be considered while selecting employee may be explained as under:

1. Education

The employee to be selected must be educated according to the requirements of the company and according to the requirements of nature of products.

The employee must have complete knowledge of the products dealt with by the company.

2. Age

Company work by an employee is also affected by the age of employees also.

For example, products meant for fashion can be sold by young employees only.

Therefore, the employee must be selected of the age according to the nature of products.

3. Health

The employee to be selected must possess good health so that they may contribute their labor and they may work hard to satisfy the consumers. Template for hiring an employee.

4. Nature

The nature of the employee to be selected must be very accommodating and cooperative among the employee.

Boldness, enthusiasm, courage, and determination must also be the parts of the nature of employment.

5. Character

The character of the employee to be selected must be very high and reliable because the employee only of strong character may attract the consumers.

6. Aptitude

Employment is an art. Everybody can no work.

what do you think are the most important things to consider when selecting an employee — What do you think are the most important things to consider when selecting an employee

Therefore, only those persons should be selected as an employee who has an aptitude for employment and who take it as their hobby.

This quality may be judged with the help of psychological tests and interviews.

7. Self Confidence

The employee to be appointed must have among self-confidence because they have a deal with a large number of customers who have different tastes, different hobbies, and different preferences.

The employee who has a high degree of employment can be successful in company work.

8. Knowledge of Regional Language

The employee to be selected must have a reasonable working knowledge of the language of that particular region in which they will be posted because if they do not know this regional language, they cannot be successful in attracting the consumers, convincing the customers and selling the products or doing work.

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9. Psychology

An employee has to deal with a large number of customers daily. Every customer has a different psychology, different from all others.

So, an employee, who deals with them, must be able to know their psychology.

Therefore, the employee to be selected must have some practical knowledge of psychology..

10. Habits

An inquiry must be made into the habits of the employee before selecting them finally because if the employee possesses some objectionable habits, they cannot convince their customers and they cannot impress them.

Thus, now you know the major things to consider when selecting an employee.

9 Important Steps of Employee Selection Process (Explained)

Last Modified: 1 June, 2020 Leave a Comment

At the very first, the nature of employees, the number of employees, and the essential qualification and experience of the employee to be appointed are decided.

Employee Selection Process

Following the procedure or process is adopted for the selection of employee:

1. Advertisement or Requirement

The first stage of the process of selection of employees is to give an advertisement or requirement in a newspaper or a magazine for the purpose of selecting employees.

Such employee requirements may be classified or non classified. Such an advertisement must specify complete details regarding the number of vacancies; essential educational qualification, technical qualification, and experience; the scale of pay, service conditions, etc.

The message of advertisement or requirement must be prepared in the manner that it may attract the Talent only.

2. To Collect Applications

Candidates fulfilling the requirements of the advertisement and to whom the conditions of the enterprise or company suit, send their applications to the enterprise or company.

“The candidates give full details regarding their name, the name of their father, mailing address, date of birth, age, marital status, education, experience, knowledge of the language, names, and addresses of some references, etc.”

Some companies or Enterprises get their application forms printed and the candidates are required to apply on these prescribed forms only.

Such enterprises make it clear in their advertisement and direct the candidates to get these forms from a particular office.

Some of the companies give a format of application in the advertisement message and the candidates are required to apply in this format only.

3. Sorting of Application Forms

When all the application forms of the requirement are received in the company or enterprise, these forms are sorted out.

Incomplete application forms are rejected. Application not fulfilling the requirements of the enterprise are also rejected.

Accepted applications are arranged in order of merit according to the qualifications and experiences.

4. Selection Test

Candidates whose applications have been accepted are called for the selection test.

The test varies from company to company and post to post.

These tests are meant to test the ability and testes of the candidates.

5. Interview

The candidates selected in the written test are called for interview.

The main object of the interview is to verify the information furnished by the candidates in their applications and to have a talk in person with the candidates so that their attributes, psychology, appearance tc., may be tested.

6. Reference Checking

Generally, the candidates are required to give the names and addresses of two or three respectable persons, known to them, from whom the company may enquire about the suitability of their candidates.

recruitment and selection process of employees

These references are consulted to enquire into such suitability of the candidates who qualify the stage of the interview also.

Information collected from such persons is kept secret.

7. Medical Test

At the and, the successful candidates are called for the medical test so that the suitability of their health may be tested according to the needs and requirements of the company.

The candidates with fitness certificates are selected for the post of the employee. What is a pre-employment medical check-up?.

8. Final Selection

After completing the above process, a merit list is prepared for the successful candidates and the employees are finally selected.

All of these employees are issued selection letters.

Selection letters specify the terms and conditions of appointment scale of pay, allowances, total emoluments, place of working, etc.

9. Work Introduction

When the candidates join the company, they are introduced by the senior officials of the company with their company, products of the company, their job, their duty, rights, and responsibilities.

Thus, now you know the all essential steps of the employee selection process.

25 Advantages and Disadvantages of Employee Training (Explained)

Last Modified: 14 November, 2020 Leave a Comment

Good employees are not born but made by properly organized and directed employee training programs. A newly appointed employee is neither aware of the work or products not knows the techniques of attracting and presenting the product before the prospective customer.

advantages and disadvantages of employee training — Advantages and disadvantages of employee training

The employee training program is an organized activity involving fact-finding, planning, coaching, practice, criticism, and accommodation in a purposive attempt to develop employees’ skills, and to add these skills, selected native ability, and casually acquired knowledge and experience.

The employee training programs make the employee aware of all these.

Advantages or Benefits of Employee Training

Following are the important advantages or benefits or importance of employee training:

A Significantly designed training program results in increased sales.
Trained employees can see opportunities in the market or company which has been previously overlooked.
The employee is necessary not only to those who are dealing in specialty goods but also to others. An employee, even though he be a born employee, requires to be trained in connection with the policy and views of the Enterprise.
Employee training motivates employees to remain in the Enterprises. He sees better promotion chances and better remuneration in the near future.
With an increase in sales, the cost of selling per unit is reduced considerably.
Training enables the employee to gain a deeper understanding of customers’ problems and, as such, can help in solving such problems more efficiently and quickly.
Trained employees know his job quite well and therefore, need less supervision and control resulting in a smaller supervision cost.
A trained employee acquires a deeper insight into customers’ needs and wants.
Properly trained employees are in a better position to face the keen competition that may exist in the business.
Credit losses are considerably reduced in cash of trained employees.
Employee training helps to lessen the time that a newly selected person takes in picking up his job.
Employee training relieves the Enterprises from the inefficient employee who may be a burden on the enterprise.
Training help the employee in building congenial relations with customers. A trained employee is in a position to secure a high degree of understanding and cooperation with customers.
The increased volume of business resulting from training is not only advantageous to the enterprise but is also in the interest of the employee who may expect better remuneration, promotion, salary, etc.

Disadvantages or Limitations of Employee Training

Following are the disadvantages or limitations of employee training:

Some of the experts are of the opinion that “employees are found in made.” just as a poet or a good dancer is born and not made, similarly a good employee is born. He is gifted with the natural qualities of an employee and hence training is uncalled for.
Taking into consideration the indefinite results secured, the cost of training is too high. Particularly small Enterprises cannot dare establish their own training center.
Tempting offers are made by competitors to trained and goods employees. As such, it becomes difficult to retain such employees. As such the expenditure incurred on the training of an employee proves a waste.
Training is a means and not an end. It is not essential that a trained employee may come up to the level as required.
Even admitted that training is necessary, the process of training is too slow. The employee might become impatient and hence it is likely that he may leave the job even before completing the training.
Employment is a matter of personality and cannot be acquired through training.
Every employee has his own way of doing work, and that to impose a system of training upon him, will simply spoil his successful methods without eradicating is faults.
If a person desires to learn swimming, the best way is to get into the water and swim and he will learn swimming himself. Similar is the case with the training of an employee. All the theoretical knowledge imparted to an employee is of no use if not accompanied by practical training. Top 12 Benefits of International Expansion of Business.
Different types of employees are required for different types of jobs. However, it is not possible to provide all types of training under one roof.
Some hiring managers do not consider training to an employee desirable as they do not have either sufficient time or requisite skill and talent to provide training to employees. They feel that is it will adversely affect their duties.

Conclusion

The employee training program is the intentional and sound application of ordinary human sense to the problem of helping the employees to make the most of its talents.

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7 Famous Individual Training Methods for Employees (Explain)

Last Modified: 1 June, 2020 Leave a Comment

Since the work of employees is of varied nature and differs widely from industry to industry, it is not possible to suggest or prescribe any single method of training to employees which may suit all types of employees. That is why different types of employees are given different kinds of training.

The employees’ individual training methods include: on the job training, training through correspondence, internship training, training through study courses, training through individual coaching, training through special assignments, observation posts, etc.

Individual Training Methods for Employees

Following are the individual training methods for employees:

1. Training on the Job

It is a practical method of training in which the trainee gets actual experience by working along with some senior supervisor on the job.

It is the most popular method of training. It is also called ‘training within the industry’ or ‘cost and pupil training‘.

Employees work along with senior supervisor until the senior supervisors are fully satisfied that the trainee is competent to work individually.

Under this method of employee training, process charts, manuals, demonstrations, tape records, etc. are also used.

2. Training Through Correspondence

Under this employee’s training method, training is provided to the trainees through correspondence.

The special study courses are supplied to the trainees through post by a recognized institution regularly at the residence of the trainees, the trainee is required to answer questions.

These answers duly examined by the panel of the institution regularly.

The trainee is intimated about the mistakes committed by them.

After a certain period, the trainees are required to appear in the formal examination.

As soon as they pass the prescribed examination, degree or certificates to the trainees are awarded.

3. Internship Training

This method of training refers to a joint program of training in which the Technical Institution and business house corporate.

The object of such a corporation is to provide theoretical and practical training both side by side to the trainee.

As soon as the trainees or employees complete their training they are taken in the regular service of the concerned business house.

4. Training Through Study Courses

Under this method of employee training, study courses are prepared under the direct supervision and guidance of the experts.

The necessary illustration is done through photos and videos.

These study courses are supplied to the trainee who is required to have a detailed study of the same.

These study courses are supplied at different intervals.

The idea behind this method of training is to refresh the trainee with the latest and up-to-date techniques and the methods of entrepreneurship.

5. Training through Individual Coaching

Under this method of training, coaching is provided by the supervisor to the trainees or employees on a continuous and regularly scheduled basis.

It is essential that the supervisor should consider the training of the trainee placed under him, as part of this job.

6. Training Through Special Assignments

Under this method of employee training, the trainees are provided with special assignments with complete freedom to handle the affairs as they please.

This method of training aims to create confidence in the trainee who may do the task to the best of his ability.

7. Observation Posts

This employees training method stresses learning by observation. ‘assistant to‘ position makes good observation posts in the development of the trainee or employee.

Training holding assistant posts are likely to grasp and assimilate problems pertaining to a particular post most effectively.

Thus, now you know the individual training methods for employees.

15 Methods & Techniques of Employee Group Training (Explained)

Last Modified: 1 June, 2020 Leave a Comment

The employee training enables the employee to gain a deeper understanding of the customer’s problems and, as such, can help in solving such problems more efficiently and quickly. and lot’s of benefits of group training in business.

Methods & Techniques of Employee Group Training

A properly trained employee is in a better position to face the keen composition that may exist in the business.

Under this employee group method, training is provided in groups.

The main advantage of this method is that training is provided to several employees or trainees at a time.

Methods & Techniques of Employee Group Training

The most methods under group training are as follows:

1. The Lecture Method

This is the easiest, quickest, simplest and cheapest method of providing training to the Employees.

Under this method, lectures are delivered by Senior supervisors and leading experts to a group of employees consisting of 20-25 trainees who are sitting in a room.

This is a sort of classroom lecture method. Visual aids are also used so as to make the lecture most effective.

After the lecture, questions are asked so as to have a conception.

As soon as the desired sires of lectures are completed, written and oral examinations may be arranged.

2. Conference and Seminar Method

Under this method, conferences and seminars are arranged under the leadership of experts’ and the trainees are required to participate in the same.

All those present, acquire the latest and up to date information on the basis of actual experiences of others.

Problems are analyzed and everybody contributes in one way or the other.

This method can create greater degree of interest, gives a chance to each one to participate, develops group morale and stimulate analytical thinking. 17 Powerful Consumer Sales Promotion Techniques (Explain).

3. Committee Method

Under this method, committees are formed under the leadership of a senior supervisor.

The trainees or employees are the members of the committees.

The idea behind this method is to teach the employees about the organisational relationship and help the member (Trainees) to visualize the operations to each major organizational unit of the enterprise.

The trainee thus gets wider perspective having to adjust and accommodate others, viewpoints and thereby gain practice in reaching decisions.

4. Case Method

Under this method, an actual or hypothetical case of sale is discussed by the employees in the presence and guidance of a senior supervisor.

This method was developed by the Harvard Business School of America in 1922 – 1925.

There are open and Frank discussions amongst the members (employees).

5. Round Table Method

Under this method, the employees are required to sit around a table under the leadership of senior supervisors or experts.

They discuss and Express their ideas to a particular subject.

It is the best method of having a mutual exchange of Ideas amongst the employees on a particular subject.

6. The Panel Method

Under this panel method, a discussion is presented by a certain number of experts on the panel who take the trouble to prepare and present the facts and discussions.

The same further follows the general discussion in which the active participation of the employees takes place.

7. Role-Playing Method

Under this method, training is provided to the employees by presenting a sales drama before the employees.

In this method, an employee is required to face the problems, criticism, and objections of a number of customers.

He solves their problems and replies to the criticism and objections in a very skillful, pleasing and convincing manner.

It is an interesting and effective method of learning training.

8. Job Rotation Method

In this method, the employees are required to work on different types of jobs in the same organization.

It provides boarding, balancing and enriching experience to the Employees.

However, in order to make the system more effective, the number and sequences of the jobs used for training should be carefully selected.

9. The Brainstorming Method

Under this method, any particular problem is thrown at the persons (employees) sitting around the table, and the participants throw out whatever comes into their minds. No one is permitted to contradict.

Some good ideas are selected and the rest (useless ideas) find their way into the waste paper basket.

10. The Each One Train One Method

Under this method, employees are divided into terms of two, like, one of them is an old (experienced) employees while the other is a new trainee.

The old employee teaches the new one all the techniques which he has acquired through his experience.

11. Miscellaneous Methods

Visual training.
Sensitivity training.
Multiple table method.
‘You tell it’ method.
Taskforce method.

Thus, now you know the Methods & Techniques of Employee Group Training.

13 Factors to Consider When Hiring Employees

Last Modified: 15 April, 2022 Leave a Comment

Every entrepreneur works hard to make your startup a success. And goes on the path of success, though on this path everyone has time in front of him when he can not do all his work alone. At this point they need employees.

factors to consider when hiring employees

If you are also at such a juncture and you are unable to manage everything alone, then you should hire the first set of employees for your company.

While hiring employees, you should take special care of certain things, otherwise, you may find it difficult.

Do you know what things should be taken at the time of hiring?

A successful entrepreneur is that, who carefully researches and investigates his first employees. He hires Employees according to the right time and need, and increases success.

Factors to Consider When Hiring Employees

Following are the factors to consider when hiring employees:

1. Personal Assessment

Before hiring an employee, you should assess whether this is the right time for hiring for your startup? You should always remember that by doing very quick hiring, your expenses increase.

Similarly, if you are late by hiring, it will affect your startup growth, and you tend to fall behind in the market.

Therefore, it is important that you do the right thing at the right time when you feel that you have at least 3-6 months’ work to give to a person.

Then by doing the hiring, you will surely get success. And your startup growth will also increase.

2. Understand Legal Needs

You need to understand your legal obligation as an employee while hiring.

Some things you need to think about include employment, employment contract, tax, minimum hours, salary, overtime, etc.

You should spend some time researching Employee policies.

And understand that you are really ready to take up all these responsibilities at the current stage of business. After this, you decide on Employee Hiring.

3. Hire Innovative Employee

When you are hiring Employee for your startup, you should first know some work clearly. After this, you should hire people in your company who are different from you.

They have different skills. If you hire people like you, the company will not be diversified. And all the work will not be done properly. With this, you can get away from success.

So you should do the employee, then you should do an employee that is capable of doing it.

And they want to do something new then only a new thing will come in your work and your startup. Take care of this thing when you hire your Employee.

4. Cost To Company

Keep the CTC in mind while hiring. For each position, fix the salary band. And pay the fixed salaries to every employee of that post that remains on it.

Considering General Expenditure as part of CTC, there will be no additional burden in the future.

And your expenses will also be in Limits. Otherwise, your startup may increase the cost which will not be correct, so you can fix the Employee’s salary already.

5. Unlearning Skill

For your startup, you should hire people who are ready to unlearn or that they are ready to learn new ways by forgetting what they have learned.

If your employees continue to work only on older methods, then not learn things, then your startup can fall back into the market.

Therefore, note the quality of unlearning during the hiring process.

6. Branding Concept

When hiring for the first time for your startup, do not choose those people who have worked with a brand or have only worked with big companies.

While working for the startup, such people are needed, who have the courage to face the failure, and who have the ability to do great work with limited resources.

Give priority to those people who do not have the greed to work with big names for their startup.

Take along with people who want to do great work and not run behind the big brand. Hire you for an employer who can help you in a difficult time.

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7. Also, be Know applicants Interest

Many times people just work in compulsion. However, for a startup, it is important to see if the applicant is interested in job profiles and company goals.

13 Tips For Hire Employees Effectively — Tips For Hire Employees Effectively

If Employees are not interested in work, then they will not do the work productively, nor will they make significant contributions to the company. It is, therefore, necessary that you must ask an applicant about his interest, passion, etc. before giving him a job in his company.

Only hire those people who are excited about their work, so that your company can take it forward.

8. Proper Job Planning

Before enterprise hiring, you should know about the work that is done for each employee. What work should be done after firing and what will be his salary.

Every work should be distributed in different parts so that your employer knows that he has to do this work and do such work.

Otherwise, he will become confused about how to do that work.

So, keep track of your schedule and after ensuring the full information about your work, then you do the hiring.

9. Open Discussion

When you have to be hiring for your startup, then you should have an Open Discussion with your employee.

There should be a connection between your employees and you that you need something or something between each other.

Both need to be negligent of each other. You should tell your employees about the details of your company. Do not hide anything from him or else after joining him, if he gets some information then he will quit the job.

Therefore, there should be an open discussion between you, even after you hire your employee

10. Workplace Display

Before you start hiring an employee for your startup, it is important to make your work environment work-friendly.

You should apply related posters to each Employee or their job, to make notifications.

So that they get the directions on working time.

So that they could work well. Your workplace display should make the work-friendly So that each employee can work with the mind.

11. Make Your Reward Program

You should make an award program for your startup company.

Encourage your employees to work and be eager to move forward. Every employee will do his work best with the reward program.

You should also give bonuses to employees and also give the reward product. So that he treats your company as a family and works for it.

12. Better Working Condition

Before hiring employees for any company, it is important that you have a working condition for those employees.

Will they be able to work at your company? Will he get facilities to the employees? Will those employees be encouraged to work in your company?

To answer all these questions, it is necessary that your company should have a good working condition so that employees are able to focus on work.

13. Interview Papers

When you hire employees for your company, you should prepare an interview paper that contains all the things that your company needs from an employee.

You should also include things that your employer is ready to work in the opposite condition and work with every company in every situation and help the company move forward.

Therefore, you should prepare your interview questions well so that you can know your candidate well.

Thus, now you know the factors to consider when hiring employees.

Employee Guide

Things to Consider When Selecting Employee

1. Education

2. Age

3. Health

4. Nature

5. Character

6. Aptitude

7. Self Confidence

8. Knowledge of Regional Language

9. Psychology

10. Habits

Employee Selection Process

1. Advertisement or Requirement

2. To Collect Applications

3. Sorting of Application Forms

4. Selection Test

5. Interview

6. Reference Checking

7. Medical Test

8. Final Selection

9. Work Introduction

Advantages or Benefits of Employee Training

Disadvantages or Limitations of Employee Training

Individual Training Methods for Employees

1. Training on the Job

2. Training Through Correspondence

3. Internship Training

4. Training Through Study Courses

5. Training through Individual Coaching

6. Training Through Special Assignments

7. Observation Posts

Methods & Techniques of Employee Group Training

1. The Lecture Method

2. Conference and Seminar Method

3. Committee Method

4. Case Method

5. Round Table Method

6. The Panel Method

7. Role-Playing Method

8. Job Rotation Method

9. The Brainstorming Method

10. The Each One Train One Method

11. Miscellaneous Methods

Factors to Consider When Hiring Employees

1. Personal Assessment

2. Understand Legal Needs

3. Hire Innovative Employee

4. Cost To Company

5. Unlearning Skill

6. Branding Concept

7. Also, be Know applicants Interest

8. Proper Job Planning

9. Open Discussion

10. Workplace Display

11. Make Your Reward Program

12. Better Working Condition

13. Interview Papers

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