Recruitment Selection Retention-1

$10.00

SKU: AMSEQ-229 Category:

Assignment – A

Question 1. What is ‘job analysis’? As an HR Manager, how can you make use of the information it provides? Also discuss, in brief, the process of conducting a job analysis?

Question 2. Distinguish between ‘job description’ and ‘job specification’? What items are typically included in the job description?

Question 3. Do you agree that selection is a negative process? Yes or No, Why? Give your comments and also explain the process of selection you would prefer to follow if you were to select an HR Manager for your organization.

Question 4. Discuss in brief, the various techniques used for forecasting the demand for and supply of human resources in the corporate organizations.

Question 5. How do firms make use of information technology to facilitate its recruitment process? Quote some examples also.

Assignment – B

Question 1. How does psychological testing help in the selection process? Also explain the role of Myers Brief Type Indicator (MBTI) in this regard.

Question 2. Write short notes on the following:
(a) FIRO
(b) The structured interview
(c) The Global talent search

Question 3. Identify the main methods of performance appraisal and give a detailed account of 360 degree feedback.

Case Study

“You call this Selection Interview”!

Suresh Kumar was production manager for Singer Industries Limited, a Noida based electrical appliance company near Delhi. Suresh had to approve the hiring of new supervisors in the plant. The HR manager performed the initial screening.

On Friday afternoon, Suresh got a call from Anil Dhavan, Singer’s HR Director. ‘Suresh’ Anil said, “I have just talked to a young engineering graduate from a regional engineering college who may be just who you’re looking for to fill that supervisor job you asked me about. He has some good work experience in a multinational firm located in Pune, but at a lower salary level. He wants to come over to Noida where his parents live”. Suresh replied, well, Anilji, “I would take care of the boy”. Anil continued, “He is here right now in my office, I am sending him to you, if you are free”. Suresh hesitated a moment before replying, “Great Sir”, I am certainly busy today but I can’t afford to displease your either. Sir, send him immediately”.

A moment later, Ranga Rao, the new applicant arrived at Suresh’s office and introduced himself. “Come on in Rao”, said Suresh. “I’ll be right with you after I make a few urgent phone calls”. Fifteen minutes later, Suresh finished the calls and began interviewing Rao. Suresh was quite impressed. The merit certificates, the best suggestion award from previous multinational firm and Rao’s quick responses revealed the candidate’s potential. Meanwhile, Suresh’s door opened and a supervisor yelled, “we have a small problem on line number 5 and need your help”.

“Sure”, Suresh replied, “Excuse me a minute, Rao”. Fifteen minutes later, Suresh returned and the dialogue continued for another few minutes before a series of phone calls again interrupted him.

The same pattern of interruption continues for the next forty minutes. Rao looked at the watch embarrassingly and said, “I am sorry. Suresh, I have to go now. I have to catch the train to Pune at 9 P. M.”.

“Sure thing, Rao, “Suresh said as the phone rang again. “Call me after a week”.

Questions
01. What specific policies might a company follow to avoid interviews like this one?
02. Explain why Suresh and not Anil should make the selection decision.
03. Is it a food policy to pick up candidates through ’employees referral method? Why and why not? Explain keeping the case in the background.

Assignment – C

1. Once is job analysis undertaken, the data reviewed is:
(a) Job specification
(b) Job description
(c) Both a & b
(d) None of the above

2. Data cannot be collected through:
(a) Personal observation
(b) Personal interviews
(c) Written narratives
(d) Haggling

3. Who of the following is not the sources of job information?
(a) State
(b) Job holders
(c) Interview
(d) Independent observers

4. Job analysis is not useful in:
(a) Selection
(b) Dismissal
(c) Human resource planning
(d) Maintaining good industrial relations

5. Job specification does not includes:
(a) Mental requirements
(b) Educational requirements
(c) Behavioral requirements
(d) Material requirements

6. Job description does not include:
(a) Compensation to be paid
(b) Hazards summary
(c) Physical disability permitted
(d) Job summary

7. Which of the following statements regarding job description is not true?
(a) It describes the contents of a job.
(b) It tells us, how it is done and why?
(c) It is a broad statement about the scope of a job
(d) None of the above

8. Which of the following is not a step in the process of job analysis?
(a) Data collection
(b) Filling job description
(c) Selection of the best alternative
(d) Getting find approval

9. Job analysis does not provide information regarding:
(a) Job identification
(b) Job relationship
(c) Motivation
(d) Required personal attributes

10. Recruitment is
(a) A negative concept
(b) A positive concept
(c) Concerned with the integration in the organisation
(d) Concerned with the performance appraisal

11. Which of the following is not a psychological test?
(a) Achievement test
(b) Interest test
(c) Academic test
(d) Rorscach Bolt Test

12. Which of the following is not an external source of human resource supply?
(a) Advertising
(b) Recommendation of the present employees
(c) Leasing
(d) Demotion

13. Which of the following statements regarding internal sources of human resources supply is not true?
(a) They reduce rate of labour turnover
(b) They motivate the present employees to prepare themselves for higher posts
(c) They create the problem of people coming in by one door of the organization while highly si talent leaves by another.
(d) They do not avoid the disadvantages of inbreeding.

14. Which of the following is not a method of recruitment?
(a) Individual method
(b) Direct method
(c) Third party method
(d) Indirect method

15. Direct method of recruitment does not include:
(a) Intermediates
(b) Sending recruiters to conference & seminars
(c) Recruiting at the gate of factory
(d) Campus interviews

16. Which of the following is not a third party of recruitment method.
(a) Advertising through television
(b) Public employment agency
(c) Casual applicants
(d) Leasing

17. Selection is a:
(a) Subjective concept
(b) Negative concept
(c) Positive concept
(d) Static concept

18. Which of the following is not a step in the process of selection?
(a) Screening of applications
(b) Advertisement
(c) Preliminary interview
(d) Application Blank

19. Psychological tests are not useful in:
(a) Recruitment
(b) Placement
(c) Training & Development
(d) Vocational guidance

20. Which of the following is not a reliability method?
(a) Test-Retest method
(b) Upward tests method
(c) Parallel tests method
(d) Sub-divided test method

21. Which of the following is not a correct term in the context of validity?
(a) Predictive validity
(b) Context validity
(c) Synthetic validity
(d) Constraint validity

22. To which of the following areas, Schutz had not extended the FIRO-B’s interpersonal-relationship components?
(a) Behaviour
(b) Self-concept
(c) Job
(d) Training and development

23. Which of the following is not one of five basic personality dimensions (5 factor model of personality which underline all others)?
(a) Extraversion
(b) Agreeableness
(c) Consciousness
(d) Openness to experience
(e) Straightforwardness

24. Which of the following is not a characteristic features of Type A personality?
(a) Feel impatient with the rate at which most events take place.
(b) Can cope with leisure time
(c) Strive to think or do two arrange things simultaneously
(d) Is obsessed with numbers

25. Where of the following is not a characteristic feature of Type B personality?
(a) Can relax without guilt
(b) Feel no need to display their achievement
(c) Suffer from a sense of time urgency
(d) Play for fun and relaxation.

26. Which of the following statements is correct in respect of performance appraisal?
(a) Performance appraisal and potential appraisal are one and the same thing
(b) Reference appraisal and potential appraisal are two different things
(c) The objective of performance appraisal and potential appraisal are common
(d) Performance appraisal necessarily leads to immediate rise in the output of the

27. Performance appraisal is not done for the purpose of
(a) Determining promotion
(b) Reviewing the employees work related behaviour
(c) Determining the potentially of the employee
(d) Doing the career planning

28. Graphic rating scale
(a) Aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring a quantified SCALE with specific narrative examples of good and poor performance
(b) Is similar to grading on a curve; pre-determined percentage of ratees are placed in various performance categories.
(c) Lists a number of traits and a range of performance for each. The employee is then related by identifying the score that best describes his level of performance for each trait.
(d) Ranks employees by making a check of all possible pairs of the employees for each trait and indicating which is the better employee of the pair.

29. Which of the following is not performance appraisal method?
(a) Forced distribution method
(b) Factor comparison method
(c) Point system
(d) Check-list method

30. In the process of BARS, which of the following steps is not included?
(a) Generating of critical incidents
(b) Developing performance dimension
(c) Scaling incidents
(d) Re-allocating performance dimension
(e) Developing final instrument

31. Which of the following is not a step in the process of MBO programme?
(a) Setting the organizations goals
(b) Setting the departmental goals
(c) Defining the expected results
(d) Comparing the compensation paid for work
(e) Measuring the results

32. Which of the following types of questions are not the types of questions commonly used in structured interviews.
(a) Situational questions
(b) Worker requirements questions
(c) Job knowledge questions
(d) Physique concerned questions

33. Performance appraisal does not includes:
(a) Identification of the work area
(b) Measurement of the actual performance
(c) Rewarding the performance
(d) Managing the performance appraisal

34. On which of the following types of performance data, performance measurement systems are not classified?
(a) Trait data
(b) Socio-economic data
(c) Outcome data
(d) Behavioural data

35. Which of the following statements with regard to performance appraisal from employee perspective is not correct
(a) Improvement in performance does not require assessment
(b) Performance feedback is needed and desired
(c) Fairness requires that differences in performance levels across worker be measured
(d) Evaluation and recognition of performance levels can be instrumental in making the workers more productive

36. Which of the following is not a challenge to effective performance?
(a) Rate error and bias
(b) Organizations politics
(c) Legal issues
(d) Economic issues

37. Which of the following is not a form of range restriction?
(a) Leniency errors
(b) Central tendency errors
(c) Flexi errors
(d) Severity errors

38. In performance appraisal, feedback of whom of the following is less or not impartant?
(a) Peers
(b) Subordinates
(c) Clients
(d) Self

39. Which of the following types of employees should be retained by an organization
(a) Employees having a retributory or get-even attitude
(b) Employees having loner tendencies
(c) Employees having paranoid tendencies
(d) Employees having tendency not to over react to criticism

40. Job analysis is the procedure through which you do not determine:
(a) What the job entails?
(b) What kind of people to hire for the job?
(c) What are the duties of the job and the characteristics of the people who should be hired for the job?
(d) What will be the required output?

 

%d bloggers like this: