Recruitment Selection Training Development-1

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SKU: AMSEQ-230 Category:

SECTION A:

Q1. What is a quality circle? Describe the advantages and limitations of quality circles.

Q2. Discuss the role of psychological tests in the selection procedure? Work out a classification of psychological tests and describe each category keeping in view their utility.

 

Q3. Explain the emerging trends in training and development. Discuss the importance of technology on training and development. Illustrate your answer with examples.

 

Q4. Distinguish between training, education and development. Explain the essential prerequisites of a good training programme.

 

Q5. “What are some of the traditional and current sources of recruitment used by organizations? What are their pros and cons?

 

SECTION B:

 

Q1. “Selection is a highly subjective and inexact process”. Examine this statement citing examples you are familiar with. In your opinion, what steps can be taken to minimize selection errors?

 

Q2. Training and retraining of employees is a non-recoverable expenditure or is it a productive investment. Discuss.

 

Q3. “The logical approach to staffing begins with a careful assessment and planning of current and prospective requirements.” Comment.

 

CASE STUDY:

 

XYZ Limited is a public sector undertaking with staff strength of around 1,200 including 300 officers. As per the recruitment policy of the company, most employees join as trainees and after successful completion of training, are absorbed at the lowest intake level. Thus, in the case of workers, most start as Technician / Operator Trainees, and officers, as Management Trainees. The company expects the higher posts to be filled by promotions and therefore, as far as possible, direct recruitment to higher positions is avoided. Only when there is an urgent requirement of a person to full a higher post and no candidates from within the organization are eligible, is an open advertisement released.

 

In 1982, the company urgently needed on Junior Engineer (Instrumentation) to take charge of one of its plants. At that time, the company had four Junior Engineers (JEs) in position who had joined as Management Trainees in 1980 and had been regularizes in 1981. Immediately above them was an Assistant Engineer, who in turn reported to the Project Manage. The company released an advertisement of the post of JE, seeking applications from those with at least two years’ experience in the field. One Mr. Ramesh Chaudhari, who had four years’ experience in a private concern applied and was selected. He found the terms of appointment lucrative and joined the company in May 1982. As four JEs were already working in the company Chaudhary became the junior-most JE as per the promotion policy of the company; the four JEs would become eligible for promotion to the post of ‘Assistant Engineer’ in 1985 (on completion of four years’ service) and Chaudhari in 1986.

 

In July 1983, the Assistant Engineer left his job and hence, the company decided to full the vacancy by direct recruitment. In the advertisement it was stipulated that the applicants should have a minimum of five years’ experience. Chaudhari met the specification since he had four years previous experience plus one year in XYZ Ltd. therefore, he applied for the post through proper channel. The company decided to call the eligible candidates for interview. Accordingly, Chaudhari was also called along with external candidates. He performed exceedingly well in the interview and was found congratulated Chaudhari and told him that he had been selected.

 

However, the GM changed his mind subsequently and asked the Personnel Officer not to issue the appointment letter to Chaudhari. He gave the following reasons for reverting his decision:

Mr. Chaudhari would get a higher post after completion of just over one year’s service in the organization as against the normal requirement of four years.

When Mr. Chaudhari joined, he was junior to the four JEs by about one year. If he was offered the higher post, he would suddenly become their boss. This would demoralize The JEs-in fact they had already decided to seek job elsewhere if Chaudhari become Assistant Engineer.

 

The GM was convinced that he could not afford to lose four JEs therefore, he chose to disappointment Chaudhari.

 

Questions

 

  1. If Chaudhari had been an external candidate, would he have got the job? As an internal candidate, did he deserve to be treated in a different fashion?
  2. Did the management make a mistake in calling Chaudhari for an interview and selecting him, when he was “too junior” in the organisation?
  3. Are there any drawbacks in the recruitment / promotion policies of the company? If yes, elaborate them.

 

 

 

SECTION – C

 

1. The best medium for recruiting blue-collar and entry-level workers is generally:

a. the local newspaper.

b. nationally distributed newspapers.

c. trade journals.

d. the Internet.

 

2. In regard to employee recruiting, the term “head hunter” generally refers to:

a. candidates who are over-qualified for the job.

b. executive recruiters.

c. former employees who wish to return to the company.

d. entry-level candidates who demand large salaries

 

3. Tests that measure traits, temperament, or disposition are examples of:

a. manual dexterity tests.

b. personality tests.

c. intelligence tests.

d. work sample tests

 

4. Standardized instrument designed to measure objectively one or more aspects of a total personality by means of a behaviour

a.Personality theory

b.Selection device

c. Psychological test

d. None of the above

 

5. Consistency or uniformity of the conditions and procedures for administering a test

a. reliability

b. validity

c. psychological test

d. standardization

 

6. Technique which is used to intensively examine the candidate’s background and thinking and to go into considerable detail

a) Application Blank

b) Situational Interviews

c) Psychological Testing

d) Depth Interview

 

7. Reliability refers to

a) Consistency

b) Stability

c) Objectivity

d) (a) & (b) above

 

8. In- basket test is

a) Role-play exercise

b) Group exercise

c) Individual exercise

d) All of the above

 

9. The success of a recruitment program can be judged based on a number of criteria. Which of the following is/are not the criterion to judge a recruitment program?

I. The number of successful placements and hiring.

II. The quantity and quality of the recruiters.

III. The cost involved and time taken for filling up the position.

IV. The number of offers made and the number of applicants.

 

(a) Only (I) above

(b) Only (II) above

(c) Both (I) and (III) above

(d) Both (II) and (III) above

(e) (I), (III) and (IV) above.

 

10. A specialized category of private agencies, who cater mostly to top management level recruitment needs is known as

(a) Employee referrals

(b) Head hunters

(c) Unsolicited applications

(d) Employment exchange

(e) Public agencies.

 

11. Changing market situations and business demands also impact the effectiveness and relevance of a recruitment program. Therefore it is important for an organization to have

I. Rigid recruitment policy.

II. Flexible recruitment policy.

III. Proactive recruitment policy.

 

(a) Only (I) above

(b) Only (II) above

(c) Both (I) and (III) above

(d) Both (II) and (III) above

 

12. Different types of tests are used as selection methods to evaluate an applicant. Situational tests include which of the following tests?

I. In basket exercises.

II. Simulated business games.

III. Work sampling tests.

IV. Group discussions.

 

(a) Both (I) and (II) above

(b) Both (I) and (III) above

(c) Both (II) and (III) above

(d) (I), (II) and (IV) above

 

13. The process of choosing the most suitable candidate for a job among the available applicants is called

(a) Selection

(b) Recruitment

(c) Human resource planning

(d) Job analysis

14. Which of the following helps in identifying the knowledge, skill and attitude set that enables the individual to deliver the best performance in his/her job?

(a) Job evaluation

(b) Computer modeling

(c) Skill variety

(d) Competency modelling

 

15.The process of selection starts with a review of the applications. Which of the following steps follows the review of the application?

(a) Analysis of the application blank

(b) Preliminary interview

(c) Conducting test

(d) Initial screening interview.

16. A selection method is considered to be reliable, if it produces consistent results across different situations and times. Which of the following statements is/are true regarding the alternate-form method?

I. A group of candidates take the same test twice.

II. A test is divided into two parts and given to the candidates.

III. Two similar but separate forms are given at the same time to the candidates.

 

(a) Only (I) above

(b) Only (II) above

(c) Only (III) above

(d) Both (II) and (III) above

 

17. Once the interviewer has decided on the format, he can start formulating specific questions. The question “Tell me about yourself” belongs to which of the following type of questions?

(a) Open-ended question

(b) Closed-ended question

(c) Critical question

(d) Casual question

18. Different types of tests are used as selection methods to evaluate an applicant. Situational tests include which of the following tests?

I. In basket exercises.

II. Simulated business games.

III. Work sampling tests.

IV. Group discussions.

 

(a) Both (I) and (II) above

(b) Both (I) and (III) above

(c) Both (II) and (III) above

(d) (I), (II) and (IV) above

 

19. A step-by-step self-learning method that consists of presenting the information, allowing a response, and providing feedback on the response is:

a. computer based (programmed) training.

b. on-the-job training.

c. apprenticeship training.

d. simulated training.

 

20. Which one of the following is not a personality dimension used for personnel testing?

a. Maturity

b. Agreeableness

c. Conscientiousness

d. Extroversion

 

21. Which one of the following is not an on-the-job training method:

a. Action learning

b. Management Games

c. Understudy

d. Job rotation

 

22. Sensitivity training is also known as:

a. T-group training

b. Operative training

c. In basket exercise

d. Problem solving training

 

23. A stress interview is also known as:

a. Patterned interview

b. Directive interview

c. Non-directive interview

d. None of these

 

24. Graphology is done for:

a. Behaviour analysis

b. Knowledge analysis

c. Handwriting analysis

d. Psychological analysis

 

25. Which one of the following level of analysis is not taken into consideration while determining the training needs?

a. Division analysis

b. Organizational analysis

c. Operation analysis

d. Individual analysis

 

26.”Employment Exchange” used in recruitment of candidates is ……. source of recruitment.

a. Internal

b. Inter-firm

c. External

d. International

 

27. MBTI is used to assess:

a. Personality

b. Training needs

c. Knowledge

d. Potential

 

 

28. Role playing, method of training was introduced by:

a. Max Weber

b. Moreno

c. John Davidson

d. Karl Rogers

 

29. Which one of the following does not contribute to the growth of HRD in organization?

a. Rapid technological changes

b. Changing needs of people

c. Stagnation

d. Lack of suitable manpower

 

30. The focus of HRD is on:

a. Developing HRD processes

b. Developing HRD climate

c. Developing human subsystems in the organization

d. All of the above

 

31. Which of the following methods is not a method used for training of employees in an organization?

a. Role play

b. Business games

c. Time study

d. Case study

 

32. Thematic Appreciation Test (TAT) was developed by:

a. Goldberg and Morgan

b. Murray and Morgan

c. Murray and Hanlon

d. Morgan and Hanlon

 

33. Stereotyping occurs when the interviewers judge a candidate on the basis of the characteristics of the———

a. Job

b. Group

c. Individual

d. Organization

 

34. Human Resource Development is needed for:

a. To develop competencies

b. Performance evaluation

c. Commitment of entire workforce

d. Compensation

 

35. Individual differences can be caused by:

a. Individual variables

b. Socio-Psychological variables

c. Situational variables

d. All of the above

 

36. Development

a. Is short term in nature

b. Is an informal activity

c. Aims at improving the total personality of a manager

d. Focuses on the employee’s current job

 

37. Interviewing mistakes include all except

a. Halo effects

b. Personal bias

c. Leniency

d. Realising that foreign national may have different customs.

 

38. Training evaluation criteria include all except:

a. Reactions

b. Learning

c. Results

d. Relevance

 

39. The use of predetermined outline characterized the ———– interview.

a. Panel

b. Stress

c. Group

d. Structured

 

40. Trainers acquire job knowledge through:

a. On-the-job experience

b. Behaviour modelling

c. Understudy

d. All of the above

 

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