Match List – I with List – II on the basis of meaning and name of the concept:

Choose the correct answer from the options given below:

(A)-(I), (B)-(II), (C)-(IV), (D)-(III)

The correct answer is Option (3) → (A)-(I), (B)-(II), (C)-(IV), (D)-(III)

* Choosing the most appropriate candidate- Selection. Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment. Even in the case of highly specialised jobs where the choice space is very narrow, the rigour of the selection process serves two important purposes: (i) it ensures that the organisation gets the best among the available, and (ii) it enhances the self-esteem and prestige of those selected and conveys to them the seriousness with which the things are done in the organisation.

* Candidate is given an introduction to superior- Orientation. Joining a job marks the beginning of socialisation of the employee at the workplace. The employee is given a brief presentation about the company and is introduced to his superiors, subordinates and colleagues. He is taken around the workplace and given the charge of the job for which he has been selected. This process of familiarisation is very crucial and may have a lasting impact on his decision to stay and on his job performance. Orientation is, thus, introducing the selected employee to other employees and familiarising him with the rules and policies of the organisation, occupying the position or post for which the person has been selected.

* Learning the skills related to a job- Training. Training is any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. There are various methods of training. These are broadly categorised into two groups: On-the-Job and Off-the-Job methods.

* Searching for prospective employees- Recruitment. Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. The information generated in the process of writing the job description and the candidate profile may be used for developing the ‘situations vacant’ advertisement. The advertisement may be displayed on the factory/ office gate or else it may be published in print media or flashed in electronic media. This step involves locating the potential candidate or determining the sources of potential candidates. In fact, there are a large number of recruitment avenues available to a firm. The essential objective is to create a pool of prospective job candidates.