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Three main elements of induction of worker

A good induction programme has three main elements

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Induction of worker

When a candidate is finally selected, he is issued the appointment letter and is asked to join the organisation up to a specified date.

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Principles of placement of a worker

A few basic principles should be followed at the time of placement of a worker on the job. These maybe enumerated below

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Placement of workers

An applicant who clears all the hurdles in the selection procedure is presumably offered a job. The main problem after final selection of the candidate is to place the worker on some suitable job. The act of offering the job to a finally selected candidate is called 'Placement'.

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Achievements Tests of psychological tests

Whereas the Aptitude tests are conducted to assess the ability of the candidate to learn in future, the achievement test is concerned with what one has accomplished or achieved or learnt.

Click to read - Achievements Tests of psychological tests

Personality Tests of psychological tests

The importance of personality traits in selection procedure cannot b denied. It may be possible that a person possesses the intelligence, aptitude, interest an experience for a job but fails in getting along with and motivate other people.

Click to read - Personality Tests of psychological tests

Interest Tests of psychological tests

These tests are designed to discover the patterns of individual interest so that that e may be placed on a suitable job satisfying him,. To know what type of work, an employee can do is the purpose of this type of tests.

Click to read - Interest Tests of psychological tests

Aptitude Tests of psychological tests

'Aptitude Tests' measure the potentialities and latent abilities of an individual to a job. These tests are designed to assess whether an individual has the capacity or latent ability to learn a given task, if proper facilities of training are provided.

Click to read - Aptitude Tests of psychological tests

Intelligence Tests of psychological tests

Intelligence is defined as a general trait, a capacity for comprehension and reasoning. In Indian philosophy it is described as an adjustment of an individual in a given situation by means which individual in a given situation by means which come from within.

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Psychological Tests of various methods of testing

Psychological tests are the best judge of the psychological behaviour in selecting an employee and is superior to the traditional interview procedure.

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Trade Tests of various methods of testing

Trade tests are those tests which are designed to measure proficiency and skills already acquired by the candidate through training and experience.

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Psychological Tests of categories

Psychological tests may fuhrer be classified in the following categories

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Various Methods of Testing

Testing of a candidate is a recently developed technique in the selection procedure. Each individual differs from each other and these individual differences may be best judged by the use of different types of psychological tests.

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Exist Interview of Various Methods of Interview

This type of interview is generally conducted at the time when an employee is leaving the organisation.

Click to read - Exist Interview of Various Methods of Interview

Board Interview of Various Methods of Interview

This method of interview is just opposite to the group interview. In board interview, candidate is screened by a group of interviewers who are specialist in their respective fields.

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Group Interview of Various Methods of Interview

In group interview, a problem for discussion is given to a group of candidates. No leader is nominated at the beginning.

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Stress Interview of Various Methods of Interview

The purpose of this type of interview is to put strain purposely on the candidate.

Click to read - Stress Interview of Various Methods of Interview

Non-directive Interview or Unguided Interview of Various Methods of Interview

This type of interview is largely unplanned and the interview is allowed to talk about himself

Click to read - Non-directive Interview or Unguided Interview of Various Methods of Interview

Patterned or Directive Interview or Guided Interview of Various Methods of Interview

In this type of interview, a list of questions to be asked by the interviewer is prepared on an analysis of job specification and guides him in determining what the applicant will do with almost as much certainly as the can do.

Click to read - Patterned or Directive Interview or Guided Interview of Various Methods of Interview

Various Methods of Interview

Broadly, we can classify interviewing techniques under the following categories

Click to read - Various Methods of Interview

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