Recruitment Selection & Retention

ART A (Descriptive Type) = 16

PART B (Case Study) = 2
PART C (Multiple Choice) = 80

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PART A
Descriptive Type Question

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: "Job analysis is basically a process of data collection", Discuss. Also point out the
sources of job information, and the seven basic areas in which job analysis provides
information.
Question 3: Distinguish between 'job description' and 'job specification'? What items are
typically included in the job description?
Question 4: 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 5: Discuss in brief, the various techniques used for forecasting the demand for and
supply of human resources in the corporate organizations.
Question 6: How do firms make use of information technology to facilitate its recruitment
process? Quote some examples also.
Question 7: How does psychological testing help in the selection process? Also explain the role
of Myers Brief Type Indicator (MBTI) in this regard.
Question 8: Write short notes on the following: (a) FIRO | (b) The structured interview | (c) The
Global talent search
Question 9: Identify the main methods of performance appraisal and give a detailed account of
360 degree feedback.
Question 10: "Job description" and 'job specification' are the twin products of job analysis".
Discuss. Also point out the process of job description.
Question 11: Do you agree that job specification is the statement of minimum acceptable human
qualities necessary to perform a job properly? Yes or no, why? Also throw light on the contents
of job specification for the posts of HR Manager to be recruited in an organization employing
5000 employees.
Question 12: Identify the main stages in the process of selection, especially if the candidates
have to be selected for the posts of Vice President (HR) and Sr. Vice President (HR).
Question 13: "In the present era of information technology, the role of internet in recruitment
hardly needs any elaboration." Justify the statement.
Question 14: "Interviews are the most used, misused and abused tool in the process of
selection". Discuss. Also point out the methods of interviewing.
Question 15: What is meant by 'Retention Management'? Also discuss in brief, the steps that
need to be taken to retain people in the organization.
Question 16: Short notes on three topics: | (a) Job analysis in a jobless world| (b) The Decision
Theory Approach| (c) FIRO-B| (d) Designing performance appraisal system.| (e) Application
Blank.
PART B
Case Study 1
"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.
Case Study 2
Growing Minds, Inc. is a national chain of retail outlets specializing in creative toys and
innovative learning materials for children. The company caters to the upper end of the
market and focuses on customer service for a competitive advantage. It provides
workshops for parents and children on topic such as learning with the computer and
indoor gardening and offers crafts classes ranging from papier-mch to pottery.
Growing Minds plans to expand and to open five new retail outlets in the coming
quarter. This may mean up to 200 new hires, and the executive team wants to make
sure that the best propel are hired and retained. It has issued a challenge to its retail
management personnel to design a staffing process that will accomplish these goals.
The children's market in which Growing Minds operates demands service personnel
who are endlessly patient; knowledgeable about children, toys, and learning; and,
perhaps most important, sociable, enthusiastic, and engaging. Excellent customer
service is the top priority at Growing Minds, and obtaining the desired performance from
personnel has meant a major investment in training. Unfortunately, new workers often
leave within a year of being hired. This means that the company barely gets an
adequate return of the training it has invested in its new hires. Apparently, turnover is
due (at least in part) to the demanding nature of the job. Recently, Growing Minds has
been emphasizing the establishment of work teams to improve the quality of its
services, identify and fix any problems in service delivery, and brainstorm new
opportunities. This approach has yielded better-than-anticipated results, so the team
concept will be central to the new outlets.
Questions:
1. How can Growing Minds attract the best applicants for job at its new retail outlets?
On what groups, if any, should the company's recruiting efforts focus? How should the
recruiting be done?
2. How should Growing Minds select the best candidates? What type of characteristics
and measures should be used? Why?
3. How might Growing Minds address its retention problem?
4. How might Growing Minds socialize its employees so that they are attuned to the
firm's culture and plans for the future?


PART C
Multiple Choice Question Set 1

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 source 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 organization
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 is 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-Bs
interpersonal-relationship components?
a) Behavior 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 underlines 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 behavior
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) Behavioral 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
important?
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?




Multiple Choice Question Set 2
1. Once job analysis is conducted, the data reviewed is:
(a) Job Description
(b) Job enlargement
(c) Job enrichment
(d) Downsizing

2. Which is not true regarding job analysis?
(a) It is a process of data collection
(b) It is a procedure through which facts are gathered for each job
(c) Information about the job is systematically discovered & noted
(d) It is a process of data dissemination

3. Job description does not consist of :
(a) Job summary
(b) Job evaluation
(c) Hazards involved
(d) Pay

4. Who of the following is not the source of job information in connection
with job analysis?
(a) Job holders
(b) Independent observers
(c) Interviews
(d) Pay Commission

5. Which is not true?
(a) HR planning is helpful in detailing the numbers and kind of
personnel required.
(b) It spells out the qualification, skills and expertise of personnel
required in all organizations.
(c) It gives lead time for recruitment, selection, training and
development of personnel.
(d) HR planning integrates the employees into the organization.

6. Which of the following is not a stage of the process of HR planning?
(a) Identifying objectives
(b) Developing manpower
(c) Assessing Business Plan
(d) Manpower audit

7. Which of the following is not the quantitative method of forecasting HR
demand?
(a) Moving Average
(b) Exponential smoothing
(c) Delphi Technique
(d) Trend projections

8. Which of the following is not involved in work-load analysis?
(a) Demand analysis
(b) Establishing work standards
(c) Nature and composition of existing workforce
(d) Turnover rate of employees

9. Which of the following is not a quantitative method of forecasting HR
demand?
(a) Nominal Group Technique
(b) Simulations
(d) Regression
(e) Probability Matrixes

10. Requirement is not:
(a) The process of searching for prospective candidates and
stimulating them to apply for job in the organization.
(b) Attracting lot of potential for the company
(c) A positive concept
(d) Selecting the best candidate
11. Which of the following is not a stage in the process of selection?
(a) Advertisement
(b) Initial contract
(c) Screening
(d) Physical Examination
12. Which is not a Psuedo way of selecting applicant?
(a) Astrology
(b) Phrenology
(c) Graphology
(d) Ecology
13. Which of the following is not a psychometric test?
(a) TAT
(b) MAT
(C) MBTI
(d) FIRO-B
14. Which of the following is not a psychological test?
(a) Intelligence Test
(b) Written Test
(c) Objective Test
(d) Situation Test
15. Which of the following statement with regard to scientific methods of
selection is not true?
(a) Scientific methods of selection reduce cost of selection, training &
development.
(b) Scientific methods of selection reduce the need of interviewing the
candidates.
(c) Scientific methods of selection boosts the image of the organization
in the
external environment.
(d) Scientific methods of selection reduce cost of counselling and
coaching.
16. Which of the following information is not sought through the Application
Blank?
(a) Identifying information
(b) Job contents
(c) Education
(d) Physical Characteristics
17. Psychological tests are not used in the field of :
(a) Placement of personnel
(b) Performance appraisal
(c) Testing an individuals socialibility.
(d) Selection of personnel
18. Which of the following is not an approach to staffing in International
Human Resource Management?
(a) Ethnocentric approach
(b) Multi-specific approach
(c) Polycentric Approach
(d) Geocentric Approach
19. In the paired comparison technique of performance appraisal, which of
the following formulae is applied?
(a) No. of comparison= N (N-1)
-----------
2
(b) No. of comparison= N (N-1)
-----------
1
(c) No. of comparison= N - (N-1)
-----------
2
(d) No. of comparison= N - (N-1)
----------
131
20. Which of the following is not one of the modern methods of performance
appraisal?
(a) 360
0
Technique
(b) Human resource accounting
(c) Descriptive evaluation
(d) BARS
21. Which of the following statements regarding MBO is not true?
(a) MBO has emerged as a reaction to the traditional management
practices
(b) MBO has a special provision for mutual goal setting
(c) There is no special provision in MBO for appraising of progress by
both the appraiser and the appraisee.
(d) MBO is based on behavioural value of fundamental trust in the
goodness of human beings.

22. Which of the following methods that have not contributed to the
weakening the meaning of job as a well defined and clearly delineated set of
responsibilities?
(a) Flatter Organizations
(b) Work Teams
(c) Boundary less organizations
(d) Vertical organizations
23. Decision theory is typically pursued by researchers who identify
themselves as:
(a) Statisticians
(b) Economists
(c) Politicians
(d) Monks
24. Which of the following is not a type of Internet Job Board?
(a) Resume Blaster
(b) Professional Association
(c) Target Applicants
(d) Weighted Application Blanks

25. Which of the following is not an intangible requirement of a job?
(a) Initiative
(b) Self confidence
(c) Physical Appearance
(d) Responsiveness

26. Which of the following is not one of the five stages of competency-based
interviews?
(a) Rapport Building
(b) Confirmation
(c) Core
(d) Defence



27. What percentage of Competency-based questions usually constitute an
interview (supplemented by other types of questions)?
(a) 40%
(b) 50%
(c) 70%
(d) 80%
28. Which of the following statement is not correct?
(a) A decision theory is falsified as a descriptive theory if a decision
problem can be found in which most human subjects perform in
contradiction to the theory.
(b) A decision theory is moderately falsified as a descriptive theory if a
decision problem can be found in which most human subjects perform in
accordance with the theory.
(c) A decision theory is weakly falsified as a normative theory if a
decision problem can be found in which an agent can perform in
contradiction with the theory without being irrational.
(d) A decision theory is strictly falsified as a normative theory if a
decision problem can be found in which an agent who performs in
accordance with the theory cannot be a rational agent.
29. Which, according to Simon, is not one of the phases in decision making?
(a) Designing
(b) Weaving
(c) Intelligence
(d) Choice
30. In which area FIRO-B does not measure your inter personal needs?
(a) Inclusion
(b) Exclusion
(c) Affection
(d) Control
31. Which of the following is not an alternative to recruitment?
(a) Overtime
(b) Outsourcing
(c) Inside Moonlighting
(d) Temporary employment
32. Which of the following is not a Big Five that describe behavioural traits
that may explain 75 per cent of an individuals personality?
(a) External appearance
(b) Extroversion
(c) Emotional stability
(d) Conscientiousness

33. Which of the following is not a type of validity (in the context of
Selection Criteria)?
(a) Content
(b) Phenomenon related
(c) Criterion-related
(d) Construct
34. Which of the following is not a type of interview?
(a) Situational interview
(b) Behavioural description interview
(c) Unstructured interview
(d) Diagonal interview
35. Which of the following is not a Cognitive Ability Test?
(a) Wechsler Adult Intelligence Scale
(b) OConnor and Tweezer Dexterity Test
(c) California Test of Mental Maturity (Adult Level)
(d) Wonderlic Personnel Test
36. Which of the following qualities of an individuals personality is not
measured by the Myers-Briggs Type indicator?
(a) Introversion/ Extroversion
(b) Sensing / Intuition
(c) Thinking / Feeling
(d) Arguing / Aggression
37. Some studies have not found strong support for:
(a) External consistency
(b) Construct validity
(c) Test-retest reliability
(d) Internal consistency
38. Briggs and Myers recognized that each of the cognitive functions cannot
operate in the external world of :
(a) Behaviour
(b) Action
(c) People
(d) Reward
39. TAT is not intended to evaluate a persons:
(a) Patterns of thought
(b) Attitudes
(c) Observational capacity
(d) Introversion
40. In the case of TAT, the subject is asked to tell the examiner a story
about each card that does not include:
(a) Event shown in the picture
(b) What has led upto it
(c) Merits and demerits of the event
(d) Outcome of event
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