Q. 1. State the steps in the selection procedure, after the employment interview and before the job offer.[Delhi, OD 2018]
Ans. Steps in the Selection procedure, after the employment interview and before the job offer are :
(i) Reference and background checks for the purpose of verifying the information and gaining additional information.
(ii) Selection decision from among the candidates who pass the tests, interviews and reference checks.
(iii) Medical Examination which includes a medical fitness test which the candidate is required to undergo.
Q. 2. After passing his secondary school examination, David left the school at the age of 15 years and started getting training under his father. His father, a renowned electrician, had worked for many companies. He everyday started accompanying his father on work and watched him carefully while working. David was a good learner and learnt the techniques of work quickly. Now his father started passing on the tricks of the trade to David. With the passage of time David acquired a high level skill and became a well-known electrician at Indore. Big business-houses started calling him for electrical -wiring.
(i) Name the method of training discussed in the above para.
(ii) State any three benefits which David could get on being trained.[Comptt. Delhi Set I, II, III 2018]
Ans. (i) Apprenticeship Training
(ii) Benefits which David could get on being trained :
(a) It may lead to his promotion and career growth due to improved skills and knowledge
(b) It will help him to earn more due to improved performance.
(c) It will reduce accidents as he will be more efficient to handle machines.
(d) It will increase his satisfaction and morale.
Q. 3. State any three merits of internal sources of recruitment.[Delhi Comptt. Set II 2017] [Outside Delhi Comptt. Set I, II, III 2017]
Ans. Merits of internal sources of recruitment :
(i) Employees are motivated as promotion at a higher level may lead to a chain of promotions at lower levels in the organisation.
(ii) Internal sources simplify the process of selection as the candidates are already known to the organisation.
(iii) People recruited from within the organisation do not need induction training as the employees are already familiar with the organisation.
(iv) These sources help in adjustment of surplus staff in those departments where there is shortage of staff.
(v) Filling of jobs internally is economical as compared to external sources of recruitment.
Q. 4. State any three merits of external sources of recruitment.[Delhi Comptt. Set I 2017]
OR
Explain the merits of external sources of recruitment.[Outside Delhi Comptt. Set III 2016]
Ans. Merits of external sources of recruitment :
(i) The management can attract qualified and trained people to apply for vacant jobs in the organisation.
(ii) The management has a wider choice while selecting the right candidate.
(iii) External sources bring fresh talent in the organisation.
(iv) External sources encourage competitive spirit among the existing staff.
Q. 5. Mr. Naresh recently completed his M.B.A. from one of the Indian Institutes of Management in Human Resource Management. He has been appointed as Human Resource Manager in a Truck Manufacturing Company. The Company has 1,500 employees and has an expansion plan in hand that may require additional 500 persons for various types of jobs. Mr. Naresh has been given the complete charge of the Company’s Human Resource Department. List out the specialised activities that Mr. Naresh is supposed to perform as the Human Resource Manager of the company.
Ans. Specialised activities that Mr. Naresh is supposed to perform as a human resource manager are :
(i) Analysing jobs.
(ii) Recruitment.
(iii) Selection.
(iv) Placement and orientation.
(v) Training and development of the employees.
(vi) Performance Appraisal.
(vii) Developing compensation and incentive plans.
(viii) Maintaining labour relations and union management relations.
(ix) Handling grievances and complaints.
(x) Providing for social security and welfare of the employees.
(xi) Defending the company in law suits and avoiding legal complications.
Q. 6. Explain any two internal sources of recruitment.
Ans. Two internal sources of recruitment are :
(i) Transfer : Vacancies in one branch or department may be filled by shifting people from some other branch or department of the company. staffing
(ii) Promotion : Vacancies at higher levels may be filled up by shifting a lower level employee. This may be done on the basis of merit and/or seniority.
Q. 7. Aakanksha, Nikita and Parishma are the owners of a handicraft unit in the urban area of Dibrugarh in Assam, which is involved in the manufacturing and marketing of Sital Pati, traditional mats and Jappi (the traditional headgear). They decided to shift this manufacturing unit to a rural area with an objective of reducing the cost and providing job opportunities to the locals.
They followed the functional structure in this organisation with a view to increasing managerial and operational efficiency. They assessed and analysed the type and number of employees required, keeping in mind that they had to encourage the women, and the people with special needs belonging to the rural area. State the next three steps that they will have to undertake, for obtaining satisfied workforce for their handicraft unit.
Ans. The next three steps in the process of staffing are as stated below :
(i) Recruitment is the process of searching for prospective employees and stimulating them to apply for the jobs in the organisation.
(ii) Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment.
(iii) Placement and Orientation refers to the employee occupying the position or post for which the person has been selected, introducing the selected employee to other employees and familiarising with the rules and policies of the organisation.
Q. 8. Ashish, the Marketing Head, Raman, the Assistant Manager and Jyoti, the Human Resource Manager of ‘Senor Enterprises Ltd.’ decided to leave the company. The Chief Executive Officer of the company called Jyoti, the Human Resource Manager, and requested her to fill up the vacancies before leaving the organisation. Informing that her subordinate Miss Alka Pandit was very competent and trustworthy, Jyoti suggested that if she could be moved up in the hierarchy, she would do the needful. The Chief Executive Officer agreed for the same. Miss Alka Pandit contacted ‘Keith Recruiters’, who advertised for the post of marketing head for ‘Senor Enterprises Ltd’. They were able to recruit a suitable candidate for the company. Raman’s vacancy was filled up by screening the database of unsolicited applications lying in the office.
(i) Name the internal/external sources of recruitment used by ‘Senor Enterprises Ltd.’ to fill up the above stated vacancies.
(ii) Also state any one merit of each of the above identified source of recruitment.
OR
Vinod – The Human Resource Manager, Umesh – The Assistant Manager and Ashok – The Marketing Head of Hitashi Enterprises Ltd. decided to leave the company.
The Chief Executive Officer of the company called the Human Resource Manager, Vinod and requested him to fill-up the vacancies before leaving the organisation. Vinod suggested that his subordinate Rajesh is very competent and trustworthy. If he could be moved up in the hierarchy, he would do the needful.
The Chief Executive Officer agreed for the same. Rajesh contacted ‘Zenith Recruiters’ who advertised for the post of marketing head for ‘Hitashi Enterprises Ltd’. They were able to recruit a suitable candidate for the company. Umesh’s vacancy was filled-up by screening the database of unsolicited applications lying in the office.
(i) Name the internal/external sources of recruitment used by ‘Hitashi Enterprises Ltd.’ to fill-up the above stated vacancies.
(ii) Also, state any one merit of each of the above identified source of recruitment.
OR
Atul – The Assistant Manager, Vikas – The Marketing Head and Leena – The Human Resource Manager of ‘Montac Enterprises Ltd.’ decided to leave the company. The Chief Executing officer of the company called the Human Resource Manager, Leena and requested her to fill up the vacancies before leaving the organisation. Leena suggested that her subordinate Miss Rama Wadhwa is very competent and trustworthy, if she could be moved up in the hierarchy, she would do the needful. The Chief Executive Officer agreed for the same. Miss Rama Wadhwa contacted ‘Smith Recruiters’ who advertised for the post of marketing head for ‘Montac Enterprises Ltd’. They were able to recruit a suitable candidate for the company. Atul’s vacancy was filled up by screening the database of unsolicited applications lying in the office.
(i) Name the internal/external sources of recruitment used by ‘Montac Enterprises Ltd’. to fill up the above stated vacancies.
(ii) Also state any one merit of each of the above identified source of recruitment.
Ans. (i) Sources of recruitment used to fill up the vacancies are :
(a) Promotion
(b) Placement Agencies and Management Consultants
(c) Casual Callers
(ii) Merit of each of the above identified source of recruitment :
Promotion :
(a) It helps to improve motivation, loyalty and satisfaction level of employees.
(b) It has a great psychological impact over the employees because a promotion at a higher level may lead to a chain of promotions at lower levels in the organisation.
(c) It is a more reliable way of recruitment since the candidates are known to the organisation.
(d) It is a cheaper source of recruitment.Placement Agencies and Management
Consultants :
(a) They recommend only suitable candidates to their clients.
(b) It helps in enticing the needed top executives from other companies by making the right offers.
Casual Callers :
(a) It reduces the cost of recruiting workforce in comparison to other sources.
(b) It saves time.
Q. 9. Name and define the process that helps in possible candidates for a job or a function.
Ans. Recruitment.
Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
Q. 10. Explain briefly ‘transfers’ and ‘promotions’ as internal sources of recruitment.
Ans. Transfers :
(i) Transfers involve shifting of an employee from one job to another, one department to another or from one shift to another, without a substantive change in the responsibilities and status of the employee.
(ii) It may lead to changes in duties and responsibilities, working condition etc., but not necessarily salary. Promotions :
(iii) Promotions involve shifting an employee to a higher position, carrying higher responsibilities, facilities, status and pay.
(iv) This practice helps to improve the motivation and increases loyalty and satisfaction level of employees.
Q. 11. Explain briefly ‘Casual Callers’ and ‘Labour Contractors’ as external sources of recruitment.[Outside Delhi Set I, II, III 2017]
Ans. Casual callers:
(i) It is an external source of recruitment in which a list of job seekers is prepared and screened to fill the vacancies as they arise, from the database of unsolicited applications kept in the office.
(ii) It reduces the cost of recruitment.
Labour Contractors:
(i) It is an external source of recruitment in which a Labour Contractor maintains close contacts with labourers and provides the required number of unskilled workers at short notice.
Q. 12. State any four advantages of external sources of recruitment.
Ans. Four advantages of external sources of recruitment are :
(i) Infusion of Fresh Blood :
Recruitment from external sources leads to infusion of new blood who may think in innovative ways. External recruitment brings talented candidates.
(ii) Wider Choice :
When vacancies are advertised widely, a large number of applicants from outside the organisation apply. The management has wider choice while selecting the people for job.
(iii) Qualified Personnel :
By using external source of recruitment, the management can attract qualified and trained people to apply for the vacant jobs in the organisation as through internal sources of recruitment, only existing employees can apply for vacant jobs who may not fulfill the job specifications.
(iv) Competitive Spirits :
If a company recruits through external sources, the existing staff will have to compete with the outsiders. They will work harder to show better performance. This develops a competitive spirit in existing employees of organisation as they feel insecure because of the outsiders.
Q. 13. Zenith Ltd. is a highly reputed company and many people wanted to join this company. The employees of this organisation are very happy and they discussed how they came in contact with this organisation.
Aman said that he was introduced by the present Sales Manager, Mr. John. Benu said that he had applied through the newspaper and was appointed as H. R. Manager. Vaibhav said that he was neither related to any of the employee of the organisation nor there was any advertisement in the newspaper even then he was directly called from IIM Ahmedabad from where he was about to complete his MBA.
(i) The above discussion is indicating an important function of management. Name the function of management.
(ii) The management function identified in part
(a) follows a particular process. Explain the step of this process which is being discussed in the above para.
Ans. (i) Staffing.
(ii) Recruitment : It is defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
Q. 14. Name and define the process in which candidates are eliminated at every stage and a few move on to the next stage till the right type of candidate is found.
Ans. Selection. Selection is the process of choosing from among the pool of prospective job candidates developed at the stage of recruitment.
Q. 15. Satnam Ltd. are the manufactures of ‘Gents Designer Suits’ with their own trade mark. During the year 2013-14, the company employed 30 senior technicians to work on machines imported from America for manufacturing ‘Gents Designer Suits’. The technicians were employed on probation of one year. They were put on their respective jobs after one month’s on the job training. Because of the faulty selection process, the technicians could not perform well. Ten of them left the job on their own and 12 had to be removed by the company during the probation period. Now the company is in the process of selecting new technicians. Advice the company about any three types of selection tests, describing each in about 20 words, that may be used for selecting the desired technicians.
Ans. Types of selection tests that may be used for selecting the desired technicians are :
(i) Trade test : Measures the level of knowledge and proficiency in the area of profession or technical training already possessed by the applicant.
(ii) Aptitude test : Measures individual’s potential for learning new skills.
(iii) Interest test : Used to know the pattern of interests or involvement of a person.
Q. 16. Mr. Murthy is the Human Resource Manager of Jai Hind Hospital in Vellore. He has to appoint nurses for the hospital. Since patients in the hospital are of different types, he wants to find out the candidates’ maturity and emotions in dealing with the patients. He also wants to know about the candidates’ ability to make decisions. Explain two types of tests that Mr. Murthy can use to meet his requirements.[Delhi Comptt. Set I, II, III 2017]
OR
Mr. Raman is the human resource manager of Shanti Hospital in Nellore. He has to appoint nurses for the hospital. For this he has conducted preliminary interviews. Since patients in the hospital are of different types, he has also conducted tests to find out the candidates’ maturity and emotions in dealing with the patients. He has also conducted tests to know about the candidates’ ability to take decisions. Explain the remaining steps that Mr. Raman should take to complete the selection process.[Outside Delhi Comptt. Set I, II, III 2017]
Ans. Two types of tests that Mr. Murthy can use to meet his requirements are :
(i) Personality Test
It provides clues to a person’s emotions, reactions, maturity, value systems etc. They probe the overall personality and are difficult to design and implement.
(ii) Intelligence Test
It measures the level of intelligence quotient of an individual. It is an indicator of a person’s learning ability or the ability to make decisions and judgments.
Q. 17. Describe briefly the following methods of training :
(i) Apprenticeship Training
(ii) Internship Training.[Delhi Comptt. Set I, II, III 2017]
Ans. (i) Apprenticeship Training
(a) Apprenticeship Training is a method of training in which the trainee is kept under guidance of a master worker for a prescribed period of time.
(b) It is designed to acquire a higher level of skill.
(c) People who want to enter skilled trades e.g. plumbers & electricians are often required to undergo such programme.
(ii) Internship Training
(a) Internship Training is a joint programme of training between educational institutions and business firms.
(b) Besides carrying out regular studies, the trainees also work in some factory or office to acquire practical knowledge and skills.
Q. 18. Explain the following methods of training :
(i) Vestibule Training
(ii) Internship Training.[Outside Delhi Comptt. Set I, II, III 2017]
Ans. (i) Vestibule Training :
(a) It is a method of training which is imparted with the help of equipment & machines identical to those at the place of work.
(b) The training is conducted away from actual work floor and is generally used where the employees are required to handle sophisticated machinery.
(ii) Internship Training :
(a) Internship Training is a joint programme of training between educational institutions and business firms.
(b) Besides carrying out regular studies, the trainees also work in some factory or office to acquire practical knowledge and skills.
Q. 19. Define ‘Training’ and ‘Development’.
Ans. Training : Training refers to the process of increasing the knowledge, skills and abilities of employees for doing a particular job. It is a systematic and continuous process for improving skills. Training aims to enable the employees to perform their job better. Development : Development refers to overall growth of the employees. It seeks to prepare employees for handling more responsible and challenging jobs by developing their hidden qualities and talents.
Q.20. Why is training important for the employees? State three reasons.
Ans. Training is important for the employees because :
(i) It improves skills and knowledge leading to better career.
(ii) It enhances the earning capacity because of better performance.
(iii) It increases efficiency of workers/employees.
(iv) It increases the satisfaction and morale of the employees.
(v) It reduces accidents.
Q. 21. Why is training important for an organisation? State any three reasons.
Ans. The reasons why training is important for an organisation are :
(i) It avoids wastage of efforts and money by systematic learning of skills.
(ii) It enhances employee’s productivity, leading to the higher profits.
(iii) It equips the future manager who can take over in case of an emergency.
(iv) It reduces absenteeism and employee turnover by increasing employee morale.
(v) It helps in obtaining an effective response to a fast changing environment.
Q. 22. The workers of ‘Vyam Ltd.’ are unable to work on new and hi-tech machines imported by the company to fulfill the increased demand. Therefore, the workers are seeking extra guidance from the supervisor. The supervisor is overburdened with the frequent calls of workers. Suggest how the supervisor, by increasing the skills and knowledge of workers, can make them handle their work independently? Also state any three benefits that the workers will derive by the decision of the supervisor.
OR
The workers of ‘Gargya Ltd.’ are unable to work on new computerised machines imported by the company to fulfil the increased demand. Therefore, the workers are seeking extra guidance from the supervisor and the supervisor is overburdened with the frequent calls of workers. Suggest how the supervisor, by increasing the skills and knowledge of workers, can make them handle their work independently. Also state any three benefits that the workers will derive by the decision of the supervisor.
Ans. Training of Employees/Vestibule Training/On the Job Training. The benefits that workers will derive by the decision of the supervisor are :
(i) It helps in promotion and career growth due to improved skills and knowledge.
(ii) It helps them to earn more due to the improved performance.
(iii) It reduces accidents as the employees are more efficient to handle machines.
(iv) It increases the morale of the employees as the employees are more satisfied.
Q. 23. A company manufactures very sophisticated switch gears used in automatic cars. For this, the company uses hi- tech machines. Most of the times, the workers of the factory remain idle because of lack of knowledge regarding the use of these hi-tech machines. The frequent visits by the engineers and constant supervision of the foreman result into high overhead charges. Explain the way by which this problem can be overcome. Also state how this will help the employees.
Ans. This problem can be overcome through training (Vestibule Training).
This will help the employees in :
(i) Improving their skills and knowledge leading to better career.
(ii) Enhancing the earning capacity because of better performance.
(iii) Increasing efficiency.
(iv) Increasing the satisfaction and morale of employees.
(v) Reducing accidents.
Q. 24. Manu, a Chief Manager in a company using highly sophisticated machines and equipment wants that every employee should be fully trained before using the machines and equipment. Suggest and describe the best method of training that Manu can use for training of employees.
Ans. Vestibule Training.
(i) Vestibule Training is a method of training which is imparted away from the work place with the help of equipment and machine identical to those at the place of work.
(ii) The training is conducted away from actual work floor.
(iii) It is generally used where the employees are required to handle sophisticated machinery.
Q. 25. State any three limitations of external sources of recruitment.[Delhi Comptt. Set III 2017]
Ans. Limitations of external source of recruitment :
(i) It may lead to dissatisfaction among existing employees as they may feel that their chances of promotion are reduced.
(ii) It is a lengthy process as the vacancies have to be notified and applications received before selection.
(iii) It is a costly process as a lot of money is spent on advertisement and processing of applications.
