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Recruitment Selection & Retention
ART A (Descriptive Type) = 16
PART B (Case Study) = 2 PART C (Multiple Choice) = 80
Instant Downloadable Solution from AiDLo.com
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 Instant Downloadable Solution from AiDLo.com