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RECRUITMENT, SELECTION AND TRAINING – II

It involves a number of activities which may be performed either by the owner-manager himself or with the assistance of specialists. Following is the process of selection.

• Application Blank
  It contains a written record of candidates qualifications, name, experience, references etc. from a perusal of the record, a broad idea can be formed about the applicant’ potential.
• Personal Interview
  The purpose of this interview is to ascertain technical competence of the candidate and his capacity to meet the requirements of the position. The fundamental mistakes committed in interviewing are;
  1. Not spending enough time analyzing the requirements of the job to be filled.
  2. Failing to ask right questions to test strengths and weaknesses of the candidate,
  3. Relying too much on gut reaction instead of making an objective analysis.
• Checking References
  References listed by the applicant should be cross – checked through telephone and preferably through a written letter.
• Employment Tests
  Though not a sole criterion of selection, these tests are making the employee selection more efficient. These are;-
  1. Aptitude test to measure mechanical, electrical, manual dexterity and other potential talent.
  2. Achievement test to measure performance (skill proficiency)
  3. Intelligence test to measure general mental abilities e.g. verbal ability, reasoning, comprehension etc.
  4. Personality test to select managers.
• Final Interview
  It is designed to final impression based on earlier assessments and particularly to ascertain interpersonal competence (capability to go along well with others), whether he has autocratic/democratic disposition, cooperativeness, rigidity flexibility. The interviewer should do well to adopt a balanced approach. He should guard against “Halo effect” i.e. forming rational judgment on the basis of first impression. What happens is that the interviewer forms a favorable or unfavorable impression of the applicant very early and searches for confirmation. To guard against it, the interviewer should withhold judgement until after the interview.



Read more: MGT601 - SME Management - Lecture Handout 27

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WORKING CAPITAL

Working capital management or current asset management is one of the most important aspects of overall financial management in an enterprise. It is basically concerned with the management of current assets and current liabilities and inter relationship between them.

Meaning of Working Capital

Working capital is the amount of funds needed by an enterprise to finance its day to day operation. It is the part of capital employed in short-term operation such as raw materials, semi finished products, sundry debtors. Because of its variable nature, the working capital is also referred to as circulating capital. It may be pointed out that the total working capital is composed of two parts.

1. Regular Capital
2. Variable Capital

Regular Working capital is required for permanent investment in any business for holing certain minimum quantity of raw material, finished product or cash. Such investment is irreducible minimum and remains permanently sunk into business.

The remaining portion of working capital is variable. The variable portion first gets tied up into raw materials which are then converted into finished goods. On the sale of goods it gets converted into account receivables or cash and circle is then completed. It is depicted in following figure.

Different Senses of “Working Capital”

The term working capital is usually used in two different senses namely.

1. Gross Working Capital
2. Net Working Capital



Read more: MGT601 - SME Management - Lecture Handout 25