Selection Procedure, Training and Development (ISC Class 12 Commerce)
Updated 18 October 2026 · Fact-checked
Selection is choosing the most suitable candidates and rejecting the rest. Its steps are preliminary screening, selection tests, employment interview, reference checks, selection decision, medical examination, job offer and contract of employment. Training raises knowledge and skills for the present job, by on-the-job or off-the-job methods; development is the wider, long-term growth of the individual for future roles.
Follow the arrows through the eight steps in order; selection is a negative process because each step rejects unsuitable candidates.
Illustration drawn for QuestionBuddy.
Understand Selection Procedure, Training and Development
1. Selection. The process of choosing the most suitable candidates from the applicants and rejecting the others; it is a negative process.
2. Procedure (in sequence)
1. Preliminary screening: scrutiny of applications and a preliminary interview to reject clearly unsuitable candidates.
2. Selection tests: intelligence, aptitude, personality, trade (skill) and interest tests.
3. Employment interview: in-depth conversation to judge suitability and to give information about the job.
4. Reference and background checks.
5. Selection decision: final choice among those who passed.
6. Medical examination: fitness for the job.
7. Job offer: appointment letter with terms and date of joining.
8. Contract of employment: written terms signed by both.
3. Recruitment versus selection
| Basis | Recruitment | Selection |
|---|---|---|
| Meaning | Searching for and encouraging prospective employees to apply | Choosing the most suitable from those who applied |
| Nature | Positive: attracts applicants | Negative: rejects unsuitable |
| Order | First | Follows recruitment |
| Process | Simple | Complex: tests, interviews, checks |
| Aim | A large pool of applicants | The best fit for the job |
| Contract | None | Ends in a contract of employment |
4. Training. Increasing the knowledge and skills of employees for doing a particular job.
*Types*: induction (orientation) for new employees; job training; apprenticeship (learning a craft under a master worker over a long period); internship (practical experience for students); refresher (updating existing employees in new methods and technology); safety; promotional (preparing for higher posts).
*Methods*
- On-the-job: apprenticeship, coaching, internship, job rotation. Merits: practical, cheap, no separate facility. Demerits: may disturb work; mistakes cost money.
- Off-the-job: classroom lectures, conferences, case studies, computer modelling, vestibule training (a replica of the work area), programmed instruction. Merits: specialist teachers, no disruption, risky skills practised safely. Demerits: costly; weak transfer to the job.
5. Training versus development
| Basis | Training | Development |
|---|---|---|
| Meaning | Knowledge and skills for a specific job | Overall growth for future roles |
| Focus | Present job | Future career |
| Scope | Narrow | Wide |
| Who | Mainly operatives | Mainly managers and executives |
| Duration | Short | Long and continuous |
| Initiative | Organisation | Individual, supported by the organisation |
6. Benefits of training. To the organisation: higher productivity and quality, less wastage and supervision, fewer accidents, lower turnover, adaptability. To employees: better skills and earnings, promotion chances, confidence and satisfaction, safety.
7. A cost-benefit view (imaginary). Training 40 operators costs Rs 800 each (Rs 32,000 in all). Wastage then falls by Rs 4,500 a month. Savings in a year = 4,500 x 12 = Rs 54,000, so net gain in the first year = 54,000 - 32,000 = Rs 22,000.
Selection Procedure, Training and Development: key facts
- Selection procedure
- Screening
- Tests
- Interview
- References
- Decision
- Medical
- Job offer
- Contract
- Eight steps in sequence.
- Training methods
- On-the-job: apprenticeship, coaching, internship, job rotation | Off-the-job: lectures, case studies, vestibule
- Know merits and demerits.
- Training versus development
- Present job
- Narrow
- Short term
- Operatives versus Future career
- Wide
- Long term
- Managers
- Table of bases.
How to answer Selection Procedure, Training and Development questions
Questions ask for the next step of selection, the type or method of training, or a distinction.
- 1For selection, locate the step in the eight-step sequence and name the next one.
- 2For training, decide whether the employee is new (induction), existing and needing new technology (refresher), or learning a craft (apprenticeship).
- 3For methods, ask whether learning happens at the workplace (on-the-job) or away from it (off-the-job).
- 4For distinctions give at least four bases.
Selection Procedure, Training and Development in real life
The idea, met in an everyday situation. Answer the question in your own words, then compare with the model answer. The one-line hook is what to remember.
Selection sequence
Suppose a bank has scrutinised the application forms for clerk posts and weeded out the clearly unsuitable ones.
Which step comes next and why?
Try it first, then show the solutionSolution
- Preliminary screening is done.
- Next come selection tests, which measure ability objectively before interviews.
Answer: Selection tests.
Memory hook: Screen, test, talk.
Refresher training
Imagine a hospital sends its experienced technicians to learn to use newly installed scanning machines.
Name the type of training.
Try it first, then show the solutionSolution
- Existing employees are updated for technological change.
Answer: Refresher training.
Memory hook: Refresh what you already know.
Tricks to remember Selection Procedure, Training and Development
Short memory aids. Say each one aloud once, then use it on a question the same day.
S-T-I-R-D-M-J-C
Screening, Tests, Interview, References, Decision, Medical, Job offer, Contract.
Use it when: Selection steps in order.
Training = now, development = next
Training is for the present job; development is for the future career.
Use it when: Training versus development.
Selection Procedure, Training and Development: solved examples
Ordered from board level to HOTS. Try each one before you open the solution.
Example 1: Next step in selection · 1 mark · MCQBoard level
After the employment interview in the selection procedure comes:
(a) selection tests
(b) reference and background checks
(c) job offer
(d) preliminary screening
Try it first, then show the solutionSolution
- Order: screening, tests, interview, reference checks.
Answer: (b)
Example 2: Recruitment versus selection · 3 marks · Short answerBoard level
Distinguish between recruitment and selection on three bases.
Try it first, then show the solutionSolution
- Nature: recruitment is positive as it attracts applicants; selection is negative as it rejects unsuitable ones.
- Order: recruitment comes first; selection follows.
- Contract: recruitment has no contract; selection ends in a contract of employment.
Answer: Differ in nature, order and contract.
Example 3: Training cost and benefit · 4 marks · Short answerHarder board level
A firm trains 40 operators at Rs 800 each. Wastage then falls by Rs 4,500 a month. Calculate the training cost, the yearly savings and the net gain in the first year, and name two methods of training it could use.
Try it first, then show the solutionSolution
- Training cost = 40 x 800 = Rs 32,000.
- Yearly saving = 4,500 x 12 = Rs 54,000.
- Net gain = 54,000 - 32,000 = Rs 22,000.
- Methods: on-the-job coaching or job rotation; off-the-job vestibule training.
Answer: Cost Rs 32,000; savings Rs 54,000; net gain Rs 22,000.
Example 4: Select the training · 4 marks · Short answerHarder board level
Name the type of training: (i) new employees are shown the rules and introduced to colleagues, (ii) a bank teller moves to learn credit work before promotion, (iii) a student works in a firm for two months, (iv) experienced workers learn new software introduced by the firm.
Try it first, then show the solutionSolution
- (i) Induction training.
- (ii) Promotional training.
- (iii) Internship training.
- (iv) Refresher training.
Answer: (i) induction, (ii) promotional, (iii) internship, (iv) refresher.
Example 5: Design a hiring and training plan · 8 marks · Long answerHOTS / competency
Suppose a call-centre firm must hire 30 agents and train them in two weeks, while also preparing five supervisors for team-leader posts over the next three years. Describe the selection steps it would follow, a training method for the agents, and the development approach for the supervisors, justifying your choices.
Try it first, then show the solutionSolution
- Selection: preliminary screening of applications; tests such as aptitude and trade tests; employment interview; reference checks; selection decision; medical examination; job offer; contract of employment.
- Training of agents: induction first, then job training using off-the-job vestibule training (a replica of the work area) with on-the-job coaching for practice.
- Merits of vestibule training here: errors are made without upsetting real customers.
- Development of supervisors: long-term, wide growth for future roles through job rotation, case studies and conferences, with individual initiative supported by the firm.
- Distinction: training of agents is short term and job specific; development of supervisors is long term and career oriented.
Answer: Eight selection steps; vestibule and on-the-job training; long-term development for supervisors.
Where students lose marks in Selection Procedure, Training and Development
The slips examiners see most often, and what to write instead.
Mistake: Wrong order in the selection procedure
The chapter stresses the logical sequence.
Wrong working
Interview before tests; medical before the decision.
Right working
Screening, tests, interview, references, decision, medical, job offer, contract.
Do this: Learn the mnemonic.
Usually costs: 1-2 marks.
Mistake: Refresher training described as induction
Refresher is for existing employees.
Wrong working
Training of existing staff on new technology is induction.
Right working
That is refresher training; induction is for new employees.
Do this: New employee means induction.
Usually costs: 1 mark.
Mistake: Writing development as short-term skills
Development is long term and wider.
Wrong working
Development improves skills for the present job.
Right working
Development is overall growth of the individual for future roles.
Do this: Future versus present.
Usually costs: 1 mark.
Exam tips
- Keep the selection steps in sequence in every answer.
- Link each training method with its merits and demerits.
- Training versus development needs four or more bases.
- Use the exact type of training from the chapter in cases.
Practice questions on Selection Procedure, Training and Development
Write each answer on paper first. Open the hint only if you are stuck, and the answer only when you have finished.
Q1 · 1 mark · Very short answerBoard level
Name the step of selection that checks the fitness of a candidate for the job.
Hint
Doctor.
Answer
Medical examination.
Q2 · 2 marks · Short answerBoard level
State two merits of on-the-job training.
Hint
Practical and cheap.
Answer
It is practical because learning happens in the real work setting, and it is cheap as no separate facility is needed.
Q3 · 2 marks · Short answerHarder board level
What is vestibule training and why is it used?
Hint
Replica.
Answer
Training in a replica of the work area away from the real workplace. It lets employees practise, including risky skills, without disturbing work or causing costly mistakes.
Q4 · 4 marks · Short answerHarder board level
A firm spends Rs 1,500 per employee to train 60 employees, and quality rejections fall, saving Rs 7,500 a month. Calculate the cost, the yearly saving and the payback period in months.
Hint
Cost divided by monthly saving.
Answer
Cost = 60 x 1,500 = Rs 90,000. Yearly saving = 7,500 x 12 = Rs 90,000. Payback = 90,000 / 7,500 = 12 months.
Q5 · 4 marks · Short answerHOTS / competency
A company skips reference checks to hire quickly and later finds a new accountant gave false details. Evaluate the decision using the selection procedure.
Hint
Purpose of checks.
Answer
Reference and background checks verify information and past conduct. Skipping them risked hiring on false claims. Although it saved time, selection is meant to reject unsuitable candidates, so every step including references should be followed, especially for a sensitive post like accountant.
Test your recall
Answer in your head or on paper first, then open the card. Pulling an answer out of memory makes it stick far better than re-reading.
1.Which selection step ends in a written agreement?Show answer
Contract of employment.
2.Name an on-the-job method.Show answer
Apprenticeship, coaching, internship or job rotation.
3.Name an off-the-job method.Show answer
Classroom lectures, case studies, vestibule training or programmed instruction.
4.Who mainly needs development?Show answer
Managers and executives.
Selection Procedure, Training and Development: frequently asked questions
Is selection positive or negative?
It is negative because it rejects unsuitable candidates.
What is induction?
Introducing new employees to the organisation, rules and colleagues.
Is apprenticeship on-the-job?
Yes, it is learning a craft under a master worker.