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    Download as PDF, TXT or read online from Scribd
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    354 views1 page

    Tna

    Uploaded by

    nikzafri

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 1

    TYPICAL SAMPLE OF RECRUITMENT, TRAINING AND

    EVALUATION/DEVELOPMENT PROGRAM
    BY : NIK ZAFRI ABDUL MAJID (1995-2006)
    (Intellectual Property Infringements of any forms without prior permission from the author is strictly prohibited)
    Process Action/Responsibility Reference/Forms/Checklist

    Manpower Expected competencies be specified Personnel Requisition Form


    Requisition by requesting HOD and the HR

    Expected competencies now Internal/External Ads –


    transferred here besides than the signages, tabloids/
    Advertising personal traits, qualifications and newspapers, electronic media
    experience required - HR – Internet Ad, etc. etc.

    Expected competencies now


    transferred here as part of criterions • Interview Evaluation Form
    Interview besides than personal traits, • Psychometric Test
    qualification, experience, strength, • Job Application Form
    weakness & other qualities - HR and
    HOD Expected Competencies now
    become part (s) of his/her Job
    Recruitment “Expected Ability” (competency – Description, MBO/Balance
    before interview) Minus “Current Scorecard Programs, Skill
    Ability” (after interview) = “Needs of Flexibility Matrix etc. – also to
    Training” tie back to ISO procedure
    responsibilities - generic

    Training Train only what is required & as a a. Training Application


    result of preliminary analysis b. Training Notification
    • Internal/In-House, External/ c. List of Names/
    Public Programme and Designation/Dept
    Legislative After being trained consider
    Trainees become in-house
    trainers

    Feedback,
    Feedback from both trainers and Analyse compatibility of both
    Follow-up &
    participants, follow-up and take trainers VS participant
    Verify Action
    approved corrective action and feedbacks.
    preventive action w/a

    • Performance
    In the performance evaluation, take Assessment
    into account final results of training(s) • Skills Flexibility Matrix
    “Expected Ability” (competency – • Achievement of Balance
    Evaluation before training) Minus “Current Ability” Scorecard, MBO or
    (After Training) = “Needs of Training” Structural Tree
    - Is further training (s) required?
    • Staff Satisfaction Survey
    Upgrade/Maintain?

    Staff Confirmed – promoted


    and upgraded or rotated.

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