Name the concept related to:<br>(a) Searching for prospective candidates<br>(b) Stremlining the attributes of a person required for doing a job.

a)- Recruitment- The process of finding and hiring the best-qualified candidate for a job opening, in a timely and cost-effective manner.<br/><div>b)- selection- the action or fact of carefully choosing someone or something as being the best or most suitable.</div>

Which source of recruitment has the disadvantage of  increase in labour turnover?

External  source of recruitment has the disadvantage of  increase in labor turnover

Class 12 Commerce Business Studies - Staffing

Q: What is the pre-requisite of selection?

Recruitment is pre- requisite of selection,&#160;because in recruitment company receives large number of applications and then only selection process starts.

Q: Zenil 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.<br/>Aman said that he was introduced by the present Sales manager, Mr. John.<br/>Benu said that he had applied through the newspaper and was appointed as HR Manager.<br/>Vaibhav said that he was neither related to any of the employee of the organisations 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 Masters.<br/>(a) The above discussion is indicating an important function of management. Name the function of management.<br/>(b) 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.

(a) Staffing-&#160;The selection and training of individuals for specific job functions, and charging them with the associated responsibilities.<div>(b) Recruitment. It is defined as the process of researching for prospective employees and stimulating them to apply for jobs in the organisation.</div>

What are the things which you will consider while recruiting a fresher?

I will assess his/ her subject knowledge, communication skills, attitude, and of course summer/winter training project.

Is expense on training a waste?

Training is an integral part of any organization; it equips the employees with skills required to perform the job. Every organization invests in training their employees that are responsible for giving results. Most organizations/businesses consider training as an expense when it is actually an investment.

State one objective of preliminary screening/ interviews

Preliminary interview follows screening. Like screening, the purpose of the preliminary interview is to eliminate unsuitable or unqualified candidates from the selection process.

Give any two methods of external recruitment.

1.Employment Exchanges:

An employment exchange is an office set up by the government for bringing together as quickly as possible those men who are in search of employment and those employers who are looking for men. Employment exchanges register unemployed people and maintain the records of their names, qualifications, etc.

2.Educational Institutions:

Sometimes recruiters are sent to educational institutions where they meet the members of the faculty and persons in charge of placement services who recommend suitable candidates. Some companies send representatives to professional meetings and conventions to recruit employees.

Under which source of recruitment do employees get motivated?

Under internal source of recruitment motivates employees as it provide chance to grow and occupy higher job position for employee.

What is the pre-requisite of selection?

Recruitment is pre- requisite of selection, because in recruitment company receives large number of applications and then only selection process starts.

Blue Heavens Ltd. purchased a new hi-tech machine from Germany for manufacturing high quality auto components in a cost effective manner. But during the production process, the manager observed that the quality of production was not as per standard. On investigation it was found that there was lack of knowledge amongst the employees about using these hi-tech machines. So, frequent visits of engineers were required from Germany. This resulted in high overhead charges.
Suggest what can be done to develop the skills and abilities of employees for producing high quality products by using these hi-tech machines. Also state how the employees or the organisation will be benefited from the suggestion.

Training of employees can be done to enhance the skills and abilities of employees

Benefits to the organization or employees:
(i) Avoid wastage of effort and money
(ii) Enhances employee productivity
(iii) Equips future managers
(iv) Increases employee morale and reduces absenteeism
(v) Obtaining an effective response to a fast-changing environment

Mr. Murthy is the Human Resource Manager of Jai Hind Hospital in Vellore. He has to appoint nurses for the hosiptal. 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.

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 implements.
(ii) Intelligent Test: It measures the level of the intelligence quotient of an individual. It is an indicator of a person's learning ability or the ability to make decisions and judgments.

Name the concept which related to forecasting and assessing manpower needs.

Manpower Planning.

Manpower Planning. Manpower Planning which is also called as Human Resource Planning consists of putting right number of people, right kind of people at the right place, right time, doing the right things for which they are suited for the achievement of goals of the organization.

Zenil 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 HR Manager.
Vaibhav said that he was neither related to any of the employee of the organisations 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 Masters.
(a) The above discussion is indicating an important function of management. Name the function of management.
(b) 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.

(a) Staffing- The selection and training of individuals for specific job functions, and charging them with the associated responsibilities.

(b) Recruitment. It is defined as the process of researching for prospective employees and stimulating them to apply for jobs in the organisation.

Why is 'employment interview' conducted in the process of selection?

Employment Interview is conducted to evaluate the applicant's suitability for the job, so as to understand the caliber of an employee and to find how much that particular person will be fruitful for company.

Bhagwati Enterprises is a company engaged in the marketing of air-conditioners of a famous brand. The company has a functional structure with four main functions - Purchase, Sales, Finance and Staffing. As the demand for the product grew, the company decided to recruit more employees.
Identify the concept which will help the Human Resource Manager to find out the number and type of personnel available so that he could decide and recruit the required number of persons for each department.

Company can't plan in human resources if it doesn't have the information on which to base its actions. Workforce analysis involves identifying current and anticipated future supply of labor and skills, identifying what you need and will need in the future in terms of labor, skills and competencies, and then identifying the gaps between the current and future supply and current and future demands.

"A newly appointed personnel manager is of the view that there is no need for training the workers." Do you agree with his views? Give reasons to your answer.

The statement is not justifiable. There is great need for training due to following reasons:

(i) Reduced learning time

(ii) Improved performance

(iii) Attitude formation

(iv) Aids in solving operational problems

(v) Managing manpower needs

(vi) Benefits to employees themselves

Alpha Enterprises is a company manufacturing water geysers. The company has a functional structure with four main functions- Production, Marketing, Finance and Human Resource. As the demand for the product grew, the company decided to hire more employees.
Identify the concept which will help the Human Resource Manager in deciding the actual number of persons required in each department.

Job analysis-

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgement are made about data collected on a job.

Name the concept related to:
(a) Searching for prospective candidates
(b) Stremlining the attributes of a person required for doing a job.

a)- Recruitment- The process of finding and hiring the best-qualified candidate for a job opening, in a timely and cost-effective manner.

b)- selection- the action or fact of carefully choosing someone or something as being the best or most suitable.

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 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 a satisfied workforce for their handicraft unit.

Following are the next three steps in the process of staffing :-
1. Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisations
2. Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment.
3. Placement and orientation refers to the employee occupying the position or post for which the person has been selected and introducing the selected employee to other employees and familiarizing him with the rules and policies of the organisation.

Define job specification.

A statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function. Job specification is derived from job analysis.

"Our assets walk out of the door each evening, we have to make sure that they come back the next morning". This statement related to which function of management. Explain the importance of this function.

Staffing.

Importance of Staffing:

1. Efficient Performance of Other Functions: Staffing is the key to the efficient performance of other functions of management. If an organisation does not have competent personnel, it can’t perform planning, organisation and control functions properly.

2. Effective Use of Technology and Other Resources: It is the human factor that is instrumental in the effective utilization of latest technology, capital, material, etc. the management can ensure right kinds of personnel by performing the staffing function.

3. Optimum Utilization of Human Resources: The wage bill of big concerns is quite high. They also spend money on recruitment, selection, training and development of employees. In order to get the optimum output from the personnel, the staffing function should be performed in an efficient manner.

Which source of recruitment has the disadvantage of increase in labour turnover?

External source of recruitment has the disadvantage of increase in labor turnover

Which source of recruitment has the disadvantages of increase in labour turnover.

External source of recruitment -

In terms of this part of the course, we are more concerned with the loss of staff for reasons other than above. You might call this voluntary staff turnover – employees who leave of their own accord.

Define job analysis.

Job analysis refers to the process of collecting information about a job. In other words, it refers to the anatomy of the job. Job analysis is performed upon ongoing jobs only. It contains job contents.

Why is recruitment called positive process?

Recruitment is a positive process because it involves searching for prospective employees and stimulating them to apply for the job. here, the company is making all candidates to apply for the job, hence it is a positive action.

An accountant is sent to learn the new software for accounting to prepare the books of accounts faster and accurately. He was further sent to orientation to improve his motivational and conceptual skills.
(i) Identify and explain the two concepts explained above.
(ii) Differentiate these concepts on the basis of suitability, method used and nature.

(i) Training and Development are the two concepts explained above.

(ii)

On the basis of	Training	Development
suitability	Present/ immediate need	Future role
method used	performance or capabilities of an employee.	To prepare individuals for future challenges.
nature	Training is usually a short-term process.	Development is a long-term process

Name the Training Method in which:
(i) A newly appointed employee is acquainted with the organisation.
(ii) Trainee learns under the guidance of a master worker.
(iii) Trainee learns on the dummy equipments he/she will be using

(i) Induction-is a procedure or ceremony for introducing someone to a new job, organization
(ii) Apprenticeship- is a kind of job training that involves following and studying a master of the trade on the job instead of in school. Carpenters, masons, doctors, and many other professionals often learn their trade through apprenticeship
(iii) Vestibule School- is one of the methods of training, where the technical staff, especially those who deal with the tools and machinery, are given the job education training in the workplace other than the main production plant

Some learning opportunities are designed and delivered to improve skills and abilities of employees whereas some others are designed to help in the growth of individuals in all respects. Identify and explain the two concepts explained above

The two concepts explained are:
(1) Training- Training is the process of teaching the new and/or present employees the basic skills they need to effectively perform their jobs. Alternatively speaking, training is the act of increasing the knowledge and skill of an employee for doing his/her job.
(2) Development- Concept development refers to the basic understanding that is necessary to make sense of one's world. This includes ideas about the self and others, objects, and the environment. This basic understanding is crucial to communication, travel, and independence.

Name the concept which involves growth of individuals in all respects.

Development is the concept involves growth of individuals in all aspects.

A company is manufacturing paper plates and bowls. It prodcues 1,00,000 plates and bowls each day. Due to local festival it got an urgent order of extra 50,000 plates. Advise how will company fulfill its order and which method of recruitment would you suggest?

To complete the order on time company needs to recruit more people immediately and the most suitable method in this case is labour contractors as they maintain close contracts with labourers and they can provide the required number of unskilled workers at a short notice.

An organisation provides security services. It requires such candidates who are reliable and don't leak out the secret of their clients. What steps should be incorporated in selection process? State next two steps of selection process.

In this case during the selection process the organisation must conduct personality test as this test provides clues to a person, so emotions, maturity and value system.
The next two steps of selecting process after this.
(1) Interview
(2) Checking references

The workers of a factory are unable to work on new machines and always demand for the help of supervisor. The supervisor is overburdened with their frequent calls.
Suggest the remedy.

The workers needed to be given on the job training and the most suitable method on the job method, ie apprenticeship

The workers of a factory reman idle because of lack of knowledge of hi-tech machines. Frequent visit of engineer is made which causes high overhead changes. How can this problem be removed?

In this case workers need training to learn the use of machine that is hi-tech and sophisticated so the suitable method of training in this case is vestibule school, where a dummy model of machine is created and workers can learn on that duplicate machine. They are allowed to work on real machine when they become perfect.

'Pure Energy Ltd' imported a new hi-tch machine from Japan for manufacturing high quality and low cost solar panels in India. After a month, the report of Production Manager reflected a decline in quantity and quality of production. On investigation, it was found that there was lack of techincal knowledge and skills amongst the employees for using these hi-tech machines. This resulted in high-overhead charges as well as frequency visits of engineers was required from Japan.
(i) Suggest what should be done to increase the quality and quantity of production.
(ii) Also, state, how the employees will be benefited from your suggestion
(iii) State any value which 'Pure Energy Ltd" is following.
(iv) Identify the functions of management discussed above.

(i) Training-Vestibule School- A vestibule is a large entrance or reception room or area. Vestibule Training is a term for near-the-job training, as it offers access to something new (learning)

(ii) As new things which will be taught to employees will help to grow the productivity of the employee.
(iii) Employees Growth and Development, Eco-friendliness
(iv) Staffing

In order to decrease the cost of production and increase the quality of work XYZ Ltd decided to modernize their plant. Now it is necessary to provide the knowledge of new technology to workers.
Suggest the supervisor of company how to help workers to learn technology and the benefits derived from it.

Supervisor should insure proper training to employee regarding new technology and employee should be given adequate knowledge of that technology.

The quality of production is not as per standard. On investigation, it was observed that most of the workers were not fully aware of the proper operation of the machinery. What could be the way to improve the accuracy?

adequate training and apprentice training are two methods which can improve the accuracy.

The General Manager of 'Indemnity Ltd.' was addressing employees during 'employee recognition program function. He stressed: "employees should make all efforts to increase their capacity, and efficiency. They should also make such endeavour as to get job satisfaction. Not only that it is equally essential that they should concentrate on minimizing the accidents".
(i) Which concept of management was the General Manager stressing in the function?
(ii) Identify and explain the type of incentive discussed above.

(i) Training-the action of teaching a person or animal a particular skill or type of behaviour.

(ii) Non-monetary-Recognition Compensation given in a transaction which does not involve cash. A non-monetary reward can consist of almost any material object such as jewelry, precious metals or an automobile for example. In business, a non-monetary reward can also be a service such as improvements made on a property or repairs done on a car.

Resolutions Pvt. Ltd is a publishing company. Its book on Business Studies for class XII is in great demand. As a result, the employees in the marketing department are always racing against time. The employees have to work overtime and on holidays to cater to the demand.
Managers in the marketing department are under stress as they have to handle more than two territories. The work stress has led to dissatisfaction among the employees and managers.
(a) Name and explain the step of staffing process which has not been performed properly.
(b) State the next two stages immediately following the step identified in part 'a'.

(a) Estimation of manpower requirement. It involves determining the number and type of employees required. It would necessitate workload analysis and workforce analysis.
(b) (1) Recruitment: Process of searching for prospective employees and stimulating them to apply for the job
(2) Selection: Process of choosing the most suitable candidate and rejecting the unsuitable ones.

A Company AB Let started a New plant for manufacturing solar based Motor Bikes in India. India is highly competitive and has cost-effective production base in this sector. AB Ltd. is planning to capture 30% of the market in India and also aims to Export Motor Bikes worth Rs. 5 crore in next two years. To achieve these targets, it requires highly trained and motivated work force. Mr.X is appointed by the company to advise in this matter
(i) Briefly explain the process of staffing which the company has to follow.
(ii) Identify the value followed by the Company.

Following are the process of staffing-

1. Estimating Manpower requirement

Before starting the work, the manpower requirement of the organization is assessed. Here, two aspects need to be taken into account while determining the requirement of manpower i.e. Type of Employees & Number of Employees.

2. Recruitment:

Recruitment is the process of searching and motivating a large number of prospective employees for a particular job in an organization.

3. Selection:

Under the process of selection, better applicants are selected out of a large number of them. It must be kept in mind that the ability of the applicant & the nature of work must match. It means that the right man should be selected for the right job. This will lead to better performance on all fronts i.e. quality, quantity, time, cost etc.

4. Placement and orientation:

Placement involves putting the selected man in the right place considering his aptitude and ability. It is the actual posting of an employee to a particular job for which he/she has been chosen.

5. Training and Development:

The term training implies a systematic procedure of imparting knowledge and skills for a specific job. It benefits both the enterprise & the employee. Training increases the skills and abilities of employees to perform specific jobs.

6. Performance Appraisal:

At this step, the capability of the employee is judged and for that, his actual work performance is compared with the work assigned to him. If the results are unfavorable, he is again given training and after that also if results are again unfavorable, the employee is put on some other work.

7. Promotion:

It is a process through which employees get a better salary, status, position, more responsibility etc. In this step, employees earn their promotion to higher posts on the basis of their performance.

8. Compensation:

The organization should have a fair salary or wage structure and should give incentives to those who deserve it. This means that jobs must be evaluated and ranked in a manner that contributes to that contribution.

9. Separation:

It is the last step in the process of staffing. It means separating the employees from their job. This takes place in four ways i.e. through retirement, termination, retrenchment or death.

ii) Value of environment friendliness.

Ms Jayshree recently completed her Postgraduate Diploma in Human Resource Management. A few months from now a large steel manufacturing company employs 800 persons and has an expansion plan in hand which may require another 200 persons, for various types of additional requirements. Ms. Jayshree has been given complete charge of the company's human resource department
(i) Point out, what function does she suppose to perform?
(ii) What problems do you forsee in her job?
(iii) What steps is she going to take to perform her job efficiently?
(iv) How significant is her role in the organisation?

(i) She is supposed to perform following functions:
(a) Human resource planning (b) Employing people
(c) Carrier growth (d) Performance appraisal
(e) Motivate employees (f) Fixing compensation
(g) Providing social security
(h) Review and Audit of personnel policies and procedure.
(ii) The common problems she must be facing are
(a) Finding out basic skill necessary to perform job.
(b) Recruiting and selecting right person at right job
(c) Preparing written document explaining the job, job description
(d) Selecting right training method
(e) Fixing adequate compensation for employees
(f) Selecting incentives to motivate employees
(iii) The steps she must take to carry on her job
(a) Prior to staffing deciding who will perform the job
(b) Staffing plan:
(i) Estimating the current requirement of human resources
(ii) Anticipating future requirement
(c) Job specification: Deciding qualification necessary for performing job
(d) Developing assessment test
(e) Locating potential applicants
(f) Advertising the job
(g) Selection test/interview
(h) Final selection
(iv) Her role is very significant in the organisation. Give importance of staffing

Bhuvan Ltd. is highly reputed company. The employees of this organisation discussed how they came in contact with this organisation. Reena said she was introduced by the Purchase manager (Mr.Raju, John, Neetu said she applied through newspaper and was appointed as Finance manager).
Indu said she was directly called by the company from her IIM institute after completing MBA
(i) Identify the different sources of recruitment
(ii) Name the function of management discussed in above para.

(i) (a) Reena's source of recruitment recommendation from existing staff
(b) Neetu's source Media advertising
(c) Indu's source: Campus recruitment
(ii) Function discussed in is above para is staffing.

Define training. How is it different from education?

Training refers to an act of inculcating specific skills in a person. Education is all about gaining theoretical knowledge in the classroom or any institution. Training is a way to develop specific skills, whereas education is a typical system of learning.

A company X Ltd. is setting up a new plant in India for manufacturing auto components. India is highly competitive and cost effective production base in this sector, X Ltd. is planning to capture about 40% of the market share in India and also export to the tune of at least $5 million in about 2 years of its planned operations. To achieve these targets it requires a highly trained and motivated work force. You had been retained by the company to advise it in this matter
(i) Outline the process of staffing the company should flow
(ii) Which sources of recruitment should the company rely upon? Give reasons for your recommendation
(iii) Outline the process of selection the company should follow with reasons.
(iv) Which methods of training and development should company initiate? Explain giving reasons.

(i) The steps involved in the staffing process:
(a) Estimating manpower requirement (b) Recruitment
(c) Selection (d) Placement and orientation
(e) Training and development
(ii) Compant should rely upon external source of recruitment as companies require to set up a new plant and large number of manpower with latest technology.
(iiii) The stpes in the process of selection
(a) Preliminary screening (b) Selection test
(c) Interview (d) References
(e) Selection decisions (f) Medical examination
(g) Job offer (h) Contract of employment.
(iv) Company should prefer following methods of training and development:
(a) Apprenticeship programme (b) Vestibule school
(c) Internship training

Teja Ltd. received 22,495 applications for the post fifty supervisors. Preliminary, screening was done and 3,545 applications were filtered. Varies steps of selection process were taken and finally fifty candidate as supervisor were selected. They were directly posted to their respective posts. After one-month performance appraisal of these candidates conducted. It was found that out of 50, eight were not able to perform as per standards as they are facing practical problems while handling machines.
(i) In you opinion, what should be done to performance of these eight supervisors.
(ii) How an organisation can benefited by improving the skill level of employees.

i) Training should be done to increase in performance of these employees.

ii) Training courses are ways of improving the effectiveness of your current workforce, but they are also attractive benefits for ambitious people.

Training isn't just important to any company, it is vital. Although there are many categories of training such as management training and or sales training, there are general benefits to be realised from virtually any type of education program or policy a company undertakes.

Benefits both your company and your employees will realise include:

Improved productivity and adherence to quality standards.
Employees develop skill sets that allow them to undertake a greater variety of work.
Improved ability to implement and realise specific goals outlined in a company's business plan.
Increased ability to respond effectively to change.

Productivity usually increases when a company implements training courses. Training across the workforce, from the shop floor to executive level and in any discipline, improves:

Competitiveness

Morale

Profitability

Customer satisfaction

Market share

Company reputation and profile

It can also lead to reductions in:

Inefficient use of time and materials

Workplace accidents

Maintenance costs of equipment

Staff turnover and absenteeism

Recruitment expenses

Training also makes a company more attractive to potential new recruits who seek to improve their skills and the opportunities associated with those new skills.

Briefly enumerate the important sources of recruitment.

When the firm arranges for manpower from within the organisation then it is known as an internal source. These are of two types.

(a) Transfer When we move an employee from one department to the other, from one branch to the other, from one division to another which leads to a change in his/her working environment it is known as a transfer. There is hardly any change in his authority and responsibility.

(b) Promotion When we move an employee to a higher level in the same department, branch, division or different department, branch or division which increases his authority, responsibility and status, it is known as a promotion.

What is meant by recruitment? How is it different from selection?

Basis for comparison	RECRUITMENT	SELECTION
Meaning	Recruitment is an activity of searching candidates and encouraging them to apply for it.	Selection refers to the process of selecting the best candidates and offering them a job.
Approach	Positive	Negative
Objective	Inviting more and more candidates to apply for the vacant post.	Picking up the most suitable candidate and rejecting the rest.
Sequence	First	Second

Recruitment is the process of searching for prospective employees and encouraging them to apply for jobs in the organization.

A company has its own recruitment policy to fill the vacant posts with suitable employee.
(i) Topmost positions are being filled by contacting specialised agencies so as to attract the most capable workforce competitive organisation
(a) Identify the sources of recruitment referred above?
(b) Also, give any one method of each source

(i) Placement Agency
(a) Internal Recruitment-Promotion are the sources of recruitment

The workers of 'Vyann Ltd.' are unable to work on new and hi-tech machines imported by the company to fulfil 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.

Training constitutes a basic concept in human resource development. It is concerned with developing a particular skill to a desired standard by instruction and practice. Training is a highly useful tool that can bring an employee into a position where they can do their job correctly, effectively, and conscientiously

Greater Productivity:

A well-trained employee usually shows greater productivity and higher quality of work-output than an untrained employee. Training increases the skills of the employees in the performance of a particular job. An increase in the skills usually helps to increase both the quantity and quality of output.

Uniformity of Procedures:

With the help of training, the best available methods of work can be standardized and made available to all employees. Standardization will make high levels of performance rule rather than the exception.

Less Supervision:

If the employees are given proper training, the responsibility of supervision is lessened. Training does not eliminate the need for supervision, but it reduces the need for detailed and constant supervision.

In a company all recruiting, screening and training process for data entry, etc, are done by one officer only. Their competitor was attracting most qualified employees. As a result, this company had to choose from candidates who have soft skills and fewer qualifications. On the basis of above case answer the following questions:
(i) What problem do you see company is facing?
(ii) How can this problem be solved?

(i) The company has failed to recoginse the human resource approach. This approach considers human resources as most important factor. They are dependent on personnel officer for all the activities whereas they have failed to recognise the importance of human resource management.
(ii) This problem can be solved by setting up a human resource management department which performs functions.

Explain why is staffing taken as a part of human resource management?

Staffing as a part of Human Resource Management. Staffing is considered a function which all managers need to perform. It is a specialized function and many aspects of human relations are included in it. It is the responsibility of all managers to directly deal and select people to work for the organization.

Why are internal sources of recruitment considered to be more economical?

It has an advantage of being more economical than the other sources of recruitment. Filling the jobs through internal sources is cheaper in terms of time as well as money. Thus, in contrast to other sources, the internal sources of recruitment are more economical in nature.

Explain briefly any four purposes of training.

The purpose of training and development can be explained as follows.

Improving quality of work force :–Training and development help companies to improve the quality of work done by their employees. Training programs concentrate on specific areas. There by improving the quality of work in that area.
Enhance employee growth :-Every employee who takes development program becomes better at his job. Training provides perfection and required practice, therefore employee’s area able to develop them professionally.
Prevents obsolescence :-Through training and development the employee is up to date with new technology and the fear of being thrown out of the job is reduced.
Assisting new comer :-Training and development programs greatly help new employees to get accustomed to new methods of working, new technology, the work culture of the company etc.

Explain briefly sources of recruitment

Following are the sources of recruitment-

1) The Internal Sources of Recruitment mean hiring people from within the organization. In other words, seeking applicants for the job positions from those who are currently employed with the firm.

a) Transfer: Transfer means shifting an employee from one job to another, typically of a similar nature, without any change in his rank and responsibility. The purpose of an employee transfer is to enable him to get well-versed with the broad-based view of the organization which is essential for the promotions in the future.

b) Promotion: Promotions are the most common form of internal recruitment wherein the employees are moved to the upper levels of the organization with more responsibility and prestige. When the higher level positions fall vacant companies recruit from within the organization

c) Employee Referrals: The present employees can refer their friends and family to the job. They are well aware of the organizational culture, working conditions and job requirements. If they find their friends or family suitable for such a position can recommend their names to the management for recruitment.

The organizations encourage employee referrals as the cost and time could be saved than from hiring people from the external sources. Some organizations, in order to motivate employees to pay “finders fees” in the form of incentives for each successful hire.

2) The External Sources of Recruitment mean hiring people from outside the organization. In other words, seeking applicants from those who are external to the organization.

a) Media Advertisement: The advertisement is the most common and preferred source of external recruiting. The ads in newspapers, professional journals, give a comprehensive detail about the organization, type, and nature of job position, skills required, qualification and experience expected, etc. This helps an individual to self-evaluate himself against the job requirements and apply for the jobs which best suits him.

b) Employment Exchange: The employment exchange is the office run by the government wherein the details about the job seekers such as name, qualification, experience, etc. is stored and is given to the employers who are searching for men for their organizations.

For certain job vacancies, it is mandatory for every organization to provide details about it to the employment exchange. It is the most common source of external recruitment that offers jobs to unskilled, semi-skilled and skilled workers.

c) Direct Recruitment: The direct recruitment also called as factory gate recruitment is an important source of hiring, especially the unskilled workers who are paid on a daily-wage basis. Here, the company puts up a notice on a notice board or on the factory gate regarding the jobs available, such that the applicant sees it and apply for the job directly.

d) Casual Callers: The casual callers, also called as unsolicited applications are the job seekers who come to the well-renowned organizations casually and either mail or drop in their job applications seeking the job opportunity.

This could be considered as an important source of external recruitment as the personnel department maintains the folder of unsolicited applications and call those who fulfill the job requirements, whenever the vacancy arises.

e) Educational Institutions or Campus Placement: Creating a close liaison with the educational institutes for the recruitment of students with technical and professional qualifications has become a common practice of external recruitment. Here, the companies, visit the technical, management and professional colleges to recruit the students directly for the job positions. The recruitment from educational institutions is also termed as campus recruitment.

f) Labor Contractors: This is the most common form of external recruitment wherein the labor contractors who are either employed with the firm or have an agreement to supply workers to the firm for the completion of a specific type of a task. This method is again used for hiring the unskilled and semi-skilled workers. The contractor keeps in touch with the workers and sends them to the places where their need arises. In doing so, the contractors get the commission for each worker supplied.

g) Walk-Ins: This is again a direct form of recruitment wherein the prospective candidates are invited through an advertisement to come and apply for the job vacancy. Here, the specified date, venue, and time are mentioned, and the candidates are requested to come and give interviews directly without submitting their applications in advance.

h) E-recruiting: The e-recruiting means searching and screening the prospective candidates electronically. There are several online job portals that enable the job seekers to upload their resume online which are then forwarded to the potential hirers. Such as naukri.com, monster.com, shine.com, etc. are some of the well renowned online job portals.

i)Management Consultants: There are several private management firms that act as a middleman between the recruiter and the recruit. These firms help the organization to hire professional, technical and managerial personnel, and they specialize in recruiting middle level and top level executives.

What is meant by job specification?

What are the advantages of training to the individual and to the organization?

General Benefits from Employee Training and Development

Increased job satisfaction and morale among employees.
Increased employee motivation.
Increased efficiencies in processes, resulting in financial gain.
Increased capacity to adopt new technologies and methods.
Increased innovation in strategies and products.

A newly appointed personnel manager is of the view that there is no need for training the workers. Do you agree with his views? Give reasons in support of your answer.

Manager's views are not justifiable because training has much importance such as-

a) Improved employee performance – the employee who receives the necessary training is more able to perform in their job. The training will give the employee a greater understanding of their responsibilities within their role, and in turn, build their confidence. This confidence will enhance their overall performance and this can only benefit the company. Employees who are competent and on top of changing industry standards help your company hold a position as a leader and a strong competitor within the industry.

b) Improved employee satisfaction and morale – the investment in training that a company makes shows employees that they are valued. The training creates a supportive workplace. Employees may gain access to the training they wouldn’t have otherwise known about or sought out themselves. Employees who feel appreciated and challenged through training opportunities may feel more satisfied with their jobs.

c) Addressing weaknesses – Most employees will have some weaknesses in their workplace skills. A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge. This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks. Providing the necessary training creates an overall knowledgeable staff with employees who can take over for one another as needed, work on teams or work independently without constant help and supervision from others.

d) Consistency – A robust training and development program ensures that employees have a consistent experience and background knowledge. The consistency is particularly relevant for the company’s basic policies and procedures. All employees need to be aware of the expectations and procedures within the company. Increased efficiencies in processes result in financial gain for the company.

e) Increased productivity and adherence to quality standards – Productivity usually increases when a company implements training courses. Increased efficiency in processes will ensure project success which in turn will improve the company turnover and potential market share.

f) Increased innovation in new strategies and products – Ongoing training and up-skilling of the workforce can encourage creativity. New ideas can be formed as a direct result of training and development.

g) Reduced employee turnover – staff are more likely to feel valued if they are invested in and therefore, less likely to change employers. Training and development are seen as an additional company benefit. Recruitment costs, therefore, go down due to staff retention.

State how does recruitment takes place through employment exchange?

Employment Exchanges are good source of recruiting employees. The services rendered by them are free of cost. Employment Exchanges are established under Act of Parliament. The vacancies are notified to them on their prescribed Performa. The Employment Exchanges are everywhere in India. Any one can notify vacancies to any Employment Exchange of India. The Employment Exchange sent interview letters to eligible candidates at its on cost.

DIstinguish between training and development.

On the basis of	Training	Development
Meaning	Training is a learning process in which employees get an opportunity to develop skill, competency, and knowledge as per the job requirement.	Development is an educational process which is concerned with the overall growth of the employees.
Term	Short Term	Long term
Orientation	Job oriented	Career oriented

With the help of a suitable example bring out any four differences between training and development.

1. Short term vs Long term

Some human resource experts explain the differences between training and development very simply: the first thinks about the present and the second about the future.

On the other hand, development focuses on the long term. Human resource managers propose a strategy to put in place over several months or years, comprising a set of initiatives that are expected to bear fruit over a long period of time. It is a continuous process in which you are trying to develop professionals in their next step or their next position of responsibility.

2. Job position vs Professional career

Due to its precision and commitment to the short term, training is designed for a specific job position. It seeks to provide professionals with tools and skills, taking into account the work that they will be doing at the company.

However, development focuses on the person: its objective is to get the best out of each professional in the company, identifying their interests and the fields in which they can more easily progress. If training focuses on a job position, development puts the emphasis on building a successful professional career.

3. Specific objectives vs Open objectives

In training, the objectives are specific and well defined: learning how to use a program, obtaining a certain personal skill or teaching the new protocols put in place by the company.

4. Group vs Individual

Training tends to be an initiative designed by a company and taught by a tutor or expert. The company pays for the expenses and organizes the courses, decides what sort of tools its employees should use, and sets the guidelines to follow in all the training activities. These initiatives are often taught in a group (a department, people who have recently joined the company, etc.).

Give any one advantage of external sources of recruitment.

Element of Competition—Internal candidates have to compete with outside candidates for the vacancies. This is a healthy feature from the point of view of the enterprise.

Manu, a chief manager in a company using highly sophisticated machines and equipment, wants that every employee should be thoroughly trained before using the machines and equipment. Suggest and describe the best method of training that Manu can use for training of his employees.

The best method of training that Manu can use for training of his employees is vestibule training.

Vestibule training is called, “near the job training”, which means the simulated setup is established, proximate to the main production plant, wherein the technical staff learns how to operate the tools and machinery, that may be exactly similar, to what they will be using at the actual work floor.

There are special trainers or the specialists, who impart this training to the technical staff, thereby reducing the burden on the line supervisor, who has to supervise the entire production process

Name and state the 'on the job method of training' that is used to give training to the electricians.

Apprentice programmes It is on-the-job training method. Under this, a master worker as a trainer is appointed, who guides the workers regarding the skill of job. Electricians and plumbers require this type of training.

How does staffing help to ensure optimum utilization of human resources?

It helps in discovering and obtaining competent personnel for various jobs. It also ensures the optimum utilization of the human resources and prevents under-utilization of high labor costs and personnel. With the help of objective assessment, it improves job satisfaction as well as morale of the employees.

What is meant by 'Estimating man-power requirements' as a step in the process of 'Staffing'?

Estimating manpower requirement: Staffing process begins with the estimation of manpower requirement which means finding out number and type of employees needed by the organisation in near future

Name the method of training which trainees learn on the equipment they will be using.

In vestibule training, employees learn their jobs on the equipment they will be using and actual work environments are created in a classroom, which is away from the actual work floor.

Name the method of training in which the trainee learns under the guidance of a master worker.

Apprenticeship-

Give any one advantage of internal sources of recruitment.

Reduce time to hire

When recruiting externally, hiring teams find candidates (either through sourcing or job posting), evaluate them and, if all goes well, persuade them to join their company. All of which takes time. Conversely, internal candidates are already part of your workplace, so the time you need to find and engage those candidates is much less.

Give the meaning of 'Placement' as a step in the process of staffing.

Placement involves putting the selected man at the right place considering his aptitude and ability. It is the actual posting of an employee to a particular job for which he/she has been chosen.

Briefly explain the different methods of training.

On-the-job Training (OJT) Methods:

This is the most common method of training in which a trainee is placed on a specific job and taught the skills and knowledge necessary to perform it.

Off-the-job Methods:

On the job training methods have their own limitations, and in order to have the overall development of employee’s off-the-job training can also be imparted. The methods of training which are adopted for the development of employees away from the field of the job are known as off-the-job methods.

State any three limitations of external sources of recruitment.

Limitations of External Source of Recruitment

Frustration among existing employees-Recruitment from outside may cause dissatisfaction and frustration among the existing employees who aspire for the jobs by promotion or transfer. This is likely to strain the relations between management and the employees.

High expense—The process of recruitment of candidates from outside involves considerable expense in the form of advertising for vacancies, screening and selection.

Time consuming-External recruitment takes more time than the internal recruitment since the enterprise has to publicize about the vacancies, or otherwise contact the sources and wait for their response.

Lack of certainty—The prospective candidates from outside may or may not be good for the enterprise. There is no guarantee that the enterprise will be able to attract suitable applicants even after advertisement, and other steps.

Himesh is working as a supervisor in a company. Due to his hard work he is promoted to the post of Production Manager. Now the post of supervisor is vacant and no one can be transferred or promoted to this post. State any three advantages of using this source of recruitment.

Company should use external source of recruitment-

Advantages of External Recruitment Process:

Increased chances

Fresher skill and input

Qualified candidates

Better competition

Generation of creative ideas

Lesser internal politics

Better growth

Competitive spirit

A newly appointed Personnel Manager is of the view that training is beneficial only for the organisation and not for the workers. Do you agree with his view?
Give any four reasons in support of you answer.

No, as per my opinion, the manager’s viewpoint is not correct. Training is beneficial for both, viz organization and for workers.

Training is important for an organization because of the following reasons;

(i) Training of the workers leads to increase in productivity and reduction of wastages.

(ii) It reduces absenteeism and labour turnover as trained workers become more confident and thus, they become regular and stick to their job and place.

(iii) It is required to teach technology and work methods to employees.

Training is important for the employees

(iv) Systematic learning Training is systematic learning, always better than hit and trial method which leads to reduction of wastage of efforts and money.

(v) Increase in productivity A trained worker is more efficient in his work. He has better knowledge, skills, and speed for his job. This leads to increase output which is profitable for the enterprise.

(vi) Fewer accidents Trained employees are proficient in handling machinery and equipment. Thus, less prone to accidents.

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 the employees.

Vestibule method of training should be imparted in the given situation.

Vestibule training Under this method, employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. Actual work environment is created in a classroom and employees use the same materials, files and equipment. This is usually done when employees are required to handle sophisticated machinery and equipment. Vestibule training is suitable where a large number of persons are to be trained at the same time for the same kind of work. The main emphasis is on learning rather than on production.

"Some learning opportunities are designed and delivered to improve skills and abilities of employees whereas some others are designed to help in the growth of individuals in all respects." Identify and explain the two concepts explained above.

Training Some learning opportunities designed and delivered to improve skills and abilities of employees are referred to as training.

It is the systematic development of knowledge, skills and attitudes required by an individual to perform adequately a given task or job.

Development Opportunities designed to he in the growth of individuals in all respects are referred to as development.

It denotes the process by which the employees acquire skills and competence to do their present job and increase their capabilities for handling higher jobs in the future.

Define 'staffing' as a function of management and state its importance.

After planning and selection of the organization structure, the next step in the management process is to fill the various posts provided in the organization.

This is termed as the management of staffing function. In the simplest terms, staffing is ‘putting people to jobs’. It begins with workforce planning and includes different other function like recruitment, selection, training, development, promotion, compensation and performance appraisal of work force. In other words, staffing is that part of the process of management which is concerned with obtaining, utilizing and maintaining a satisfactory and satisfied work force.

State how staffing ensures 'continuous survival and growth of the enterprise'.

Staffing function is described as filling and keeping filled the positions in the organisation. Staffing is a continuous process because new jobs may be created and some of the existing employees may leave the organisation.

Why is staffing considered as an important function of management in all types of organisations? State any three reasons.

Importance of Staffing:

1. Staffing function help in discovering of qualified and obtaining competent personnel for various jobs in the organisation.

2. Since the right person is recruited for the right jobs, it leads for maximum productivity and higher performance.

3. It promotes optimum utilization of human resources.

4. It increases job satisfaction and morale of the workers through adequate remuneration for each job.

5. Since the staffing helps to ensure maximum utilization of human resources exist the labour costs per unit or production will be reduced.

"Internal sources of recruitment are better than external sources of recruitment." How?
Explain by giving any four reasons.

Internal sources of recruitment are better than external sources in the following respects:

(i) Economical sources Internal sources are less time consuming and less expensive because the organisation and the employees are already known to each other.

(ii) Simplifies the process of selection Since, the employees are already known to the organisation, therefore, the process of selection and placement gets simplified.

(iii) Motivates employees Filling higher level jobs through promotion helps to improve the motivation and morale of employees as they know that they can be promoted to senior position in the organisation if they work harder for the organisation.

(iv) Sense of security Internal recruitment creates a sense of security among the staff.

(v) No problem in adjustment As the organisation and the employees are familiar with each other, this leads to smooth functioning of the enterprise without any problem in adjustment on the part of the new employees or the organisation.

Name the function of management that recognises the importance of every single person employed by an organisation.

The function of management that recognizes the importance of every single person employed by an organisation is directing.

"Filling vacancies from within the organisation has some advantages as well as limitations."
Explain any three such advantages and any three limitations?

Under internal source of recruitment, the vacant job positions are filled by inducing the existing employees of the organisation. It implies shifting of the existing employees from one place/post to another place/post. This is called transfer. It also implies shifting an employee to a higher position carrying higher responsibilities, facilities, status and pay, through promotions.

Internal sources of recruitment are:

(i) Transfer It means shifting of employees from one job position to other at the same level of authority. Only the working place is changed. Therefore, it refers to horizontal movement of the workers. Transfer does not involve any drastic change in the responsibilities and status of the employee.

(ii) Promotion It refers to shifting of employees from one job position to the other with higher level of authority. Here, employees move in, upward direction within an organisational structure. There is also an increase in compensation or salary, e.g. promotion of a clerk to the post of an accountant.

Internal sources of recruitment are better than external sources in the following respects:

(i) Economical sources Internal sources are less time consuming and less expensive because the organisation and the employees are already known to each other.

(ii) Simplifies the process of selection Since, the employees are already known to the organisation, therefore, the process of selection and placement gets simplified.

(iv) Sense of security Internal recruitment creates a sense of security among the staff.

Limitations of internal sources of recruitment are as follows:

(i) No scope for fresh talent Internal sources may not be able to bring new competent fresh talent, ideas and latest technical know-how.

(ii) Not suitable for new organisation A new enterprise cannot use internal sources of recruitment. No organisation can fill all its vacancies from internal sources.

(iii) Limited choice The choice is limited as the recruitment can be made only out of the candidates available within the organisation.

(iv) Employees become lethargic The employees may become lethargic if they are sure of time bound promotions.

How is training of employees beneficial for the organisations? State by giving any four reasons.

Reasons for why training is important for an organisation are:

(a) It avoids wastage of efforts and money by systematic learning of skills.

(b) It enhances employee's productivity, leading to the higher profits.

(d) It reduces absenteeism and employee turnover by increasing employee morale.

(e) It helps in obtaining an effective response to a fast-changing environment

What are the internal sources of recruitment? State any four advantages and four limitations of internal sources of recruitment.

The internal sources of recruitment are:-

1. Promotions

2. Transfers

3. Internal Advertisements

4. Retired Managers

The benefits/advantages/merits of using internal sources of recruitment:-

It is time-saving, economical, simple, and reliable.
There is no need for induction training because the candidate already knows everything about the organization, the work, the employee, the rules and regulations, etc.
It motivates the employees to work hard in order to get higher jobs in the same organization.
It increases the morale of the employees and it improves the relations in the organization

The limitations/demerits of using internal sources of recruitment:-

It prevents new blood from entering the organization. New blood brings innovative ideas, fresh thinking, and dynamism into the organization.
It has limited scope because it is not possible to fill up all types of vacancies from within the organization.
The position of the person who is promoted or transferred will be vacant.
There may be bias or partiality in promoting or transferring persons from within the organization.

You are the Personnel Manager of Kapila and Company Ltd. You have been directed by the Directors of the company to select a Chartered Accountant for the company.
Explain the selection procedure you will follow for the same?

Following steps are involved in the selection process:

(i) Scrutiny of applications Applications are received in response to the advertisement or from other sources. They are scrutinised in the light of requirement and suitability and those found unsuitable are dropped or rejected.

(ii) Selection/Employment tests These tests are developed by psychologists and other experts to assess candidate’s nature, abilities and characteristics. There are several tests such as aptitude test, Intelligence test, Interest test, personality test, trade test, etc.

(iii) Employment interview In this interview, the ability and suitability of a candidate for a specific job is directly judged by experts or specialists in the board of selection.

(iv) Selection decision Candidates who are considered suitable are selected after taking the opinion of all the selectors, especially the manager of the concerned department.

(v) Medical or physical test Selected candidates may be asked to get themselves thoroughly examined by a prescribed doctor within or outside the organisation.

(vi) Job offer After satisfying, a job offer is being given to the applicant so that within a reasonable time an applicant would be able to report.

(vii) Contract of employment Than after the acceptance of job offer a contract if employment is being given to the employees that includes terms and conditions employment such as job title, job description, pay, working hours etc

Ramesh is working under the guidance of Harish, a carpenter, for the last three years to learn the different skills of this job.
Name and explain the method of training Ramesh is undergoing.

Apprenticeship training- The Apprenticeship Training programme is the combination of on-the-job training and the classroom training, wherein the workers earn while learning the skills required for performing the specialized job

Which function of management helps in obtaining right poeple and putting them on the right jobs? Explain any five points of importance of function.

Staffing helps in improving job satisfaction and morale of the employees by employing the right people at the right job, training them and developing their abilities, evaluating their performance, and promoting them.

The staffing function of management helps in obtaining the right people and putting them on the right jobs.

Proper staffing ensures the following benefits to the organization: (Any four)

(i) Obtaining competent personnel In all organizations, there is a need for people to perform work.

The staffing function helps in discovering and obtaining competent personnel for various jobs.

(ii) Higher performance Staffing finds the right person for the right job. It ensures the higher performance of the employees as work is assigned according to their capabilities and at the same time, organizational objectives are achieved in the most efficient and effective manner.

(iii) Survival and growth By appointing efficient staff, staffing ensures the continued survival and growth of an enterprise. An organization grows with the sincere efforts of its employees only.

(iv) Optimum utilization of human resources Through manpower planning and job analysis, we can find out the number and types of employees required in the organization. So, there are no chances of overmanning, shortage, or under-utilization of personnel.

(v) Motivation and morale Staffing as a separate function, is needed to motivate employees for better performance, incentive plans, staff welfare, and for other personnel activities. If there is a separate personnel department in the organization, it motivates employees and develops higher morale in them.

What is meant by 'Recruitment'? state any five limitations of internal sources of recruitment.

The Recruitment is the process of analyzing the job requirements and then finding the prospective candidates who are then encouraged and stimulated to apply for the job in the organization.

The limitations / demerits of using internal sources of recruitment:-

It prevents new blood from entering the organisation. New blood brings innovative ideas, fresh thinking and dynamism into the organisation.
It has limited scope because it is not possible to fill up all types of vacancies from within the organisation.
The position of the person who is promoted or transferred will be vacant.
There may be bias or partiality in promoting or transferring persons from within the organisation.
Those who are not promoted will be unhappy.
The right person may be promoted or transferred only if proper confidential reports of all employees are maintained. This involves a lot of time, money and energy.

Which source of recruitment is needed to bring new blood in the organization?
Explain any three advantages and any two limitations of this source.

External source of recruitment bring new blood in the organisation.

The benefits / merits / advantages of using external sources of recruitment:-

It encourages young blood with new ideas to enter the organisation.
It offers wide scope for selection. This is because a large number of suitable candidates will come for the selection process.
There are less chances of bias or partiality.

Here there is no need to maintain confidential records.

The demerits / limitations of using external sources of recruitment:-

It is very costly. This is because advertisements, test, medical examination etc., has to be conducted.
It is very time consuming. This is because the selection process is very lengthy.

Explain briefly 'transfers' and 'promotions' as internal sources of recruitment.

1. Promotions:The promotion policy is followed as a motivational technique for the employees who work hard and show good performance. Promotion results in enhancements in pay, position, responsibility and authority. The important requirement for implementation of the promotion policy is that the terms, conditions, rules and regulations should be well-defined.

2.Transfer:Employees may be transferred from one department to another wherever the post becomes vacant.

"The process of selection involves judgement about the performance potential of the candidate and thus involves a number of steps." State the steps in the process of selection.

Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job.

A well organised selection process of personnel involves the following steps:

(i) Preliminary screening It helps the manager to eliminate unqualified or unfit job seekers, based on the information supplied in the application forms.

(ii) Selection tests an employment test is a mechanism that attempts to measure certain characteristics of individuals. These characteristics range from aptitudes, such as manual dexterity, to intelligence, to personality, etc.

(iii) Employment interview Interview is a formal, in-depth conversation, conducted to evaluate the applicant’s suitability for the job, Through an interview, an interviewer seeks to obtain maximum information about the interviewee and the interviewee seeks information about the job and the company.

(iv) Reference and background checks Many employers request names, addresses and telephone numbers of references for the purpose of verifying information and gaining additional information of an applicant.

(v) Selection decision The final decision has to be made from among the candidates, who pass the tests,interviews and reference checks.

(vi) Medical examination After the selection decision and before the job offer, the candidate is required to undergo a medical fitness test. The job offer is given to the candidate, who is physically and mentally fit for the job.

(vii) Job offer The next step in the selection process is issuing job offer to those applicants, who have passed all the previous hurdles. It is made through a letter of appointment to confirm his acceptance, and communicating to him the reporting date and time.

(viii) Contract of employment When a candidate accepts the job offer, the contract of employment is made, which 'is in a written form and includes job title, duties, responsibilities, date when continuous employment starts and the basis for calculating service, rates of pay, allowances, hours of work, leave rules, sickness, grievance procedure, etc.

Define Workload Analysis.

Workload analysis would enable an assessment of the number and types of human resources necessary for the performance of various jobs and the accomplishment of organizational objectives.

In order to expand the business the directors of unique Ltd. called the meeting of all the sales department employees and welcome their suggestions and idea. Some employees from sales departments. Suggested to him more sales executives in ten more districts. The company gave an advertisement in Times of India and many people applied. Company gave preference to woman and reserved 10% jobs for women.
(a) State the functions mentioned is above para.
(b) State the type of leadership style used by directors of unique Ltd.
(c) State the source & method of recruitment.
(d) Suggest the value emphasized by the company.

(a) Staffing and directing.
(b) Demonstratic

Participative leader
(c) External source - media advertisement
(d) Value of women empowerment

In Manik Ltd., selection process is very fair, scientific and standardised. Competent, laborious employees with good work culture are selected. As a result, subordinates are efficient, responsible and take initiative in every activity. Which kind of leadership style would be suitable in Manik Ltd.

Free Rein or Laissez Fair.

Define 'Recruitment'. State any five merits of internal sources of recruitment.

The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.

The benefits / advantages / merits of using internal sources of recruitment:-

It is time saving, economical, simple and reliable.
There is no need of induction training because the candidate already knows everything about the organisation, the work, the employee, the rules and regulations, etc.
It motivates the employees of work hard in order to get higher jobs in the same organisation.
It increases the morale of the employees and it improves the relations in the organisation.
It reduce executive turnover.

Explain any four external sources of recruitment. Which of these sources is ideal for a manufacturing organisation?

1. Advertisement: It is a method of recruitment frequently used for skilled workers, clerical and higher staff. Advertisements can be given in newspapers and professional journals. These advertisements attract applicants in large numbers of highly variable quality.

2. Employment Exchanges: Employment exchanges in India are run by the Government. For unskilled, semi-skilled, skilled, clerical posts, etc., it is often used as a source of recruitment. In certain cases, it has been made obligatory for the business concerns to notify their vacancies to the employment exchange

3. Schools, Colleges, and Universities: Direct recruitment from educational institutions for certain jobs (i.e. placement) which require technical or professional qualification has become a common practice. A close liaison between the company and educational institutions helps in getting suitable candidates. The students are spotted during the course of their studies. Junior level executives or managerial trainees may be recruited in this way.

4. Factory Gates: Certain workers present themselves at the factory gate every day for employment. This method of recruitment is very popular in India for unskilled or semi-skilled labour. The desirable candidates are selected by the first-line supervisors. The major disadvantage of this system is that the person selected may not be suitable for the vacancy.

The ideal source for manufacturing organizations is labour contractors.

Which step in staffing act as one of the measures of controlling to improve the efficiency of employees? Give the importance of that concept.

Training and Development is a structured program with different methods designed by professionals in particular job. It has become most common and continuous task in any organisation for updating skills and knowledge of employees in accordance with changing environment. Optimisation of cost with available resources has become pressing need for every organisation which will be possible only by way of improving efficiency and productivity of employees, possible only by way of providing proper employee training and development conditioned to that it should be provided by professionals.

Which source of recruitment motivate existing employees?

Internal sources include promotion, transfer and in certain cases demotion. When a higher post is given to a deserving employee, it motivates all other employees of the organisation to work hard. The employees can be informed of such a vacancy by internal advertisement.

Match the following

On the job training is when the workers are trained while doing the job by the supervisors. It tells them the use of machines and procedure of doing things. It is done mostly for unskilled and semi-skilled works.
Vestibule training is when the employees are trained with the machine and equipment to be used but not at the actual work field. A separate work environment is created with all the requirements. This is done when the employees have to deal with sophisticated machines.
Apprenticeship training is when a trainee works under the supervision and guidance of a master worker and learn the skills required for a specialised job. It is for the long run of the employee in that job.
Internship training is done when new talents are placed at job who do not have any knowledge and experience of work. The theoretical knowledge of the interns is applied into practical job.

Explain briefly 'Casual Callers' and 'Labour Contractors' as external sources of recruitment.

(i) Casual callers: An organisation maintains a list of probable applicants along with their contact information. As and when vacancies arise; it contacts them and persuades them to apply for the jobs available.
(ii) Labour contractors: Organisations approach labour contractors for engaging low-skilled workers or labourers. Labour contractors maintain a close contact with labourers and other workers and call them for work when the need arises.

Bhagwati enterprises is a company engaged in the marketing of air-conditioners of a famous brand. The company has a functional structure with four main functions - Purchase, Sale, Finance and Staffing. As the demand for the product grew, the company decided to recruit more employees.

Identify the concept which will help the Human Resource Manager to find out the number and type of personnel available so that he could decide and recruit the required number of person for each department.

The concept of staffing states that right people should be placed at the right job. Staffing also helps the human resource manager to analyse the skills,knowledge and efficiency of the person to so that he can be placed at the job suitable for him. Hence, the concept of staffing will help the human resource manager to find the number and type of peraonnel available for each department.

State the benefits of the action to 'Moga Industries Ltd.'

The process of staffing and training has various benefits such as,

(1) Growth of employee: Training and development helps int the growth of an employee as they learn new techniques of trade of the organization

(2) Boost Morale : Training and development programs helps to boost the morale of employees and giving them confidence and a pathway to to their jobs efficiently

(3) Less wastage: Training and guidance helps the employees to work efficiently and reduce the wastage of resources used by the company.

(4) Aids in solving organizational problems: Training helps the employee as well as the organization to solve organizational problems and carry out effective solution to the same

Name the step of the staffing process regarding which the company decided to take action.

Training and development of the staff is the staffing process undertaken by the company. Training and development of the staff is essential as it can flourish the working potential of a staff as well as teach them trade of the business due to which the staff can work efficiently and bring more profits to the organization

State the steps in the selection procedure, after the employment interview and before the job offer.

(1) Employment interview - Interview is a formal, in-depth conversation, conducted to evaluate the applicant’s suitability for the job.
(2) Reference and background checks - Many employers request names, addresses and telephone numbers of references for the purpose of verifying information and gaining additional information of an applicant.
(3) Selection decision - The final decision has to be made from among the candidates, who pass the tests,interviews and reference checks.
(4) Medical examination - After the selection decision and before the job offer, the candidate is required to undergo a medical fitness test. The job offer is given to the candidate, who is physically and mentally fit for the job.

Distinguish between the following.
Organizing and Staffing.

Organizing: It is the process of bringing together all the resources and activities of an organization into a system. It involves identification and grouping of related activities. It considers both the internal and external factors.

Staffing: It refers to the process of recruitment which involves selection of competent employees, training, promotion, transfer, etc. of employees. It considers only the internal factors and deals with human resource management.

What are your strengths and weaknesses? How should an interviewee tackle such a scenario?

The question seems an easy one to answer, but mostly it has been seen that when this question is put before an interviewee, he/she is not very clear about their strengths and weaknesses.

Strength should define your skills. Your skills can be knowledge based or your personal attributes like punctuality, honesty, good communication skill, judgment power, leadership skill, hard-working, friendly, etc.

Weaknesses is the most dreaded part of the question. Everyone possesses some weaknesses, but who wants to admit to them. The best way to handle this question is to select a trait and come up with a solution to overcome your weakness. Then let the interviewer know that although you may not be perfect, you are working on any shortcomings you have.

How will you get satisfied with our company if you are being selected?

There are various criteria for satisfaction. Like package should be according to industry's norms, work culture of organization, promotion policy, job location.

What is your salary expectation?

There are various criteria for satisfaction. Like package should be according to industry's norms so that the employee can focus on the work rather than searching for another one. The interviewee should focus more of experience rather than salary as if he/she will work sincerely, their salary will increase accordingly.

For example: Since, I am a fresher, I need experience more than money. I hope your company always treats the fresher with a handsome package. I think I will fit into it.

Explain job analysis, job description and job specialization?

Job Analysis :-Assessment of a Job and finding out the abilities or skills required to do the job effectively and efficiently is called Job Analysis.

Job description :- The factual statement of the duties and responsibilities of a specific job in an organization that defines superior and subordinate relationship is known as job description.

Job Specification :-Job specification provides information on the human attributes in terms of education, skills, aptitudes, and experience necessary to perform a job effectively.

Tell us about your family?

It is a very common question in an interview and such a question should be answered very boldly. The answer should consist of details of family and their achievements. Be confident. Feel proud in answering such questions. Even if your father or parents is not in a good job, do not hesitate to share,

Why have you taken HR as your major and Marketing as your minor subject?

HR is the back bone of any organisation as land, labor, capital etc are used effectively with the help of HR activities only. HR develops skill and sharps hidden caliber of workforce in order to achieve the objectives of employees as well as the organisation together. Moreover, HR deals with recruitment, selection, motivation, training and such other activities that has a major impact on the development of an organisation. Marketing instead is associated with skills like convincing power, narrating, innovative, think out of the box, solve real time problem which can be linked with Hr as major subject and marketing as minor.

Why should we hire you?

In such a question you should describe your strengths and how that will help the company to progress.

Strength should define your skills. Your skills can be knowledge based or your personal attributes like punctuality, honesty, good communication skill, judgment power, leadership skill, hard-working, friendly, etc.

Show the interviewer your interest in the company. Share what you learned about the job, company and industry through your own research and experience. You should talk about how your professional skill will be an asset for the company.

Can you work under pressure?

Working under pressure must be considered as an opportunity to explore the hidden potentials and must work in summing up our task most efficiently. You should answer such question very boldly and with examples.

For instance, I have remembered my student day we got project work and within hours we have to submit it, I accomplished it under pressure. Even at college time, I used to make presentation and assignments with deadlines. So, I think that I can definitely work under pressure as it would help to enhance my working skills.

How will you satisfy us with your work?

In such a question, you have to define your strengths and commitment towards the company.

For instance, I will work very sincerely and smartly so that you can see output of my work and to get my work accomplish at time. I will always consider work policy and the ethics of the company. Every company needs value addition from employee, profits and that I am going to make it for the company.

What is the difference between recruitment and selection?

Recruitment is defined as the process of searching prospective workers stimulating them to apply for jobs in the organization

Selection is the process of choosing the right candidate for the job from the applications received in the recruitment process.

Right candidate is the person has minimum educational qualification, skills and experience to perform a job in well manner.

Recruitment is a positive approach, whereas Selection is a negative approach.

If we select you, how long would you like to work with us?

This is a tricky question. Through this question, interviewer judge your commitment with the organization and its goals. So you may answer this question like this- As long as I get satisfied with the company and the company get satisfied with my work.

Why do you want to work for us?

The answer to this question should be very technical one with facts and figures. Show the interviewer your interest in the company. Share what you learned about the job, company and industry through your own research and experience. You should talk about how your professional skill will be an asset for the company.

What good books have you read lately?

This kind of question are very common in an interview so the interviewee should make a habit of reading few good books. Being a management student you should go through books that are beneficial for you as well as your organisation.
Consider it part of the work of your job search to read up on a few of these leading books. But make sure they are quality books that reflect favorably upon you.

Are you applying for other jobs as well?

This is very genuine question for an interviewee. the interviewee should not panic in answering this question. He/she should answer it honestly as it is obvious and an interviewer knows this. The honest answer gives a positive impact.

What has been the toughest decision you have had to make so far?

This is yet another tricky question as it is very irrelevant. In such a question, the interviewee should be ready with a sound story. Explain why it was a difficult decision and the thought process you followed in reaching with the decision. Also demonstrate the courage and determination you showed in implementing the decision and what benefits it yielded.

Describe your ideal company, location and job.

In such a question, the only right answer is to describe what this company is offering, being sure to make your answer believable with specific reasons, stated with sincerity, state why each quality represented by this opportunity is attractive to you.

What makes you want to work hard?

In such type of question, the interviewer wants to know about the motivators of the interviewee for example material rewards such as perks, salary and benefits come into play. But again, focus more on achievement and the satisfaction you derive from it.

How do you handle pressure and stress?

In such type of question, the interviewer wants to know about the motivators of the interviewee for example listening to music Is immensely helpful in handling stress and pressure or watching a good movie. Sometimes exercising, socializing with friends also helps in turning stress into positive energy.

Which adjectives would you use to describe yourself?

When such type of question is asked the interviewee should answer optimistically with positive, work-oriented adjectives, such as conscientious, hard-working, honest, leadership and courteous, plus a brief description or example of why each fits the interviewee well.

Where do you see yourself after 5 years from now?

In such a type of question Interviewer wants to know your commitment with the organisation whether it is for long term or short term. As an answer you should assure the interviewer that you are going for long term commitment.

For Example- This position entails exactly what I am looking up to and what I do extremely well. Since I am a fresher, after 5 years I must have satisfactory salary, a good position in the corporate world and of course I can see myself few steps ahead of my dream job that is CEO of a MNC.

What past accomplishments gave you satisfaction?

In such type of question the interviewee should focus more on achievement than reward. Achievement that you have earned either individually or in group. Here you can mention your short term project in which your team has won "Special Achievement Letter" or presentation in which you have scored the highest or any other competition that you have won.

Why are you looking for a change?

This is a very tricky question. While answering this type of question, the interviewee should always keep in his/her mind that he/she doesn't have to use negative words for your current company, colleagues and culture. If the interviewee do so its going to leave a negative impact on interviewer. Some logical reason should be given in order to justify the answer.

If a company doesn't want to recruit new employee then what are the other alternatives to get work done?

Followings are alternatives to recruitment:-
Overtime
Subcontracting
Temporary employees
Employee leasing
Outsourcing

On a scale of one to ten, rate me as an interviewer.

This question may be the turning point of interviewer's perspective towards you. The interviewer will only resent criticism coming from you. This is the time to show your optimism. However, don't give a numerical rating. Simply praise whatever interview style he/ she has been using. In other words, pay him a sincere compliment that he can believe.

I'm concerned that you don't have as much experience as we'd like in.

Before going into any interview, try to identify the weakest aspects of yourself from thie company's point of view. Then prepare the best answer you possibly can to shore up your defenses. To tackle this question you need to uncover the employer's greatest wants and needs and then matching them with your strengths. Show the interviewer your interest in the company. Share what you learned about the job, company and industry through your own research and experience. You should talk about how your professional skill will be an asset for the company.

Explain selection process.

There is no any hard and fast rule for selection. Each establishment is unique in its own way so it's totally depended on the establishment how they select their candidate. But if we talk about general procedure of selection it might be like this:-
Selection Process: Preliminary Process (Interview) Receiving of Application Forms Screening of Application Forms Employment Test Interview Reference check Physical Examination.

Why did you leave your last job?

The interviewer may want to know if you had any problems in your last job. If you had any problem with boss or peers, do not criticize them. If you did not have any problems, state politely what opportunity you are looking for.

What is the minimum number of workers required for the appointment of a Safety officer in a Factory, under Factory Act, 1948?

The minimum number of workers required for the appointment of a Safety officer in a Factory, under Factory Act, 1948 is 1000 or more.

What are the different sources of recruitment?

There are majorly two sources of recruitment, namely:-

1. Internal sources:- Best employees can be found out within the organizations. They are well-trained and skill oriented. When a higher post is given to a skilled employee, it motivates the other employees to work much efficiently. Some ways of internal sources are:- Transfers, Promotions etc.

2. External Sources:- External sources helps the organization in getting new innovative talents that are not available within the organization. The ways of external sources are:-

Advertisement:- By posting advertisements in newspaper and other job boards, eligible candidates can be called on interview platform.

3. Employment Exchanges:- By registering the requirements with reputed employment exchanges about the position available and eligibility of the candidate, the company can recruit some talents.

4. Campus Hiring:- Company according to their needs can approach various schools, colleges and universities can hire some young and emerging talents.

5. Referrals:- Existing employees working in the organization can be asked for some recommendations of the eligible candidates they have in their circle for any open positions.

What are the functions of Human Resource Management?

Functions of Human Resource Management Includes:-

· Managerial Functions

· Operative Functions

Managerial function includes:

a) Planning

b) Organizing

c) Directing

d) Controlling

Operative function includes:

a) Recruiting

b) Job analysis and design

c) Performance appraisal

d)Training and development

e) Salary administration

f) Employee welfare

g) Maintenance

h) Labor relation

i) Personal research

j) Personal record

Is Human Resource Management and Personnel Management the same thing?

1. Personnel Management views labour as a tool, the behaviour of which could be manipulated for the benefit of the organisation and replaced when it has worn out. where as HRM views people as an important source or asset to be used for: the benefit of the organisation, employees and society.

2. Personnel management includes manpower planning, recruitment, job-analysis, job-evaluation, payroll administration, performance appraisal, training administration and related tasks. Where as HR management includes all these activities plus organisational development activities such as leadership, motivation, developing organisational culture and communication of shared values.

3. Personnel management is considered to be reactive, Human Resources Management is stated to be proactive.

4. Personnel management is independent from an organisation, the Human Resources Management is, an integral part of a company or an organisation.

5. Personnel management focuses on administrating people. On the contrary, the prime focus of Human Resources Development is to build a dynamic culture.

Write a short note on the following:
Coordination, as the essence of management.

Coordination is known as the essence of management because:

1. It is needed in all the functions of management namely planning, organizing, staffing, directing and controlling .

2. Coordination is required at all levels, it is needed at top level to integrate the activities and helps to lead the work of all individuals in one direction to achieve organisational objectives. Coordination is needed at middle level to maintain a balance between the lower level and top level management. The lower level needs coordination to integrate the activities of the workforce to achieve organisational objectives.

3. A company where there is no coordination would strive to succeed in long run.

Hence, coordination is known as the essence of management.

Answer briefly the following question.
State any two conditions where demotion can be justified.

Demotion can be justified under the following circumstances:

a) An employee must consider demotion as an alternative since even if the employee will earn less, he will be having the job.

b) When an employee is not meeting the company's requirement. It is believed that he will be performing better in the lower position than the current position.

Answer briefly the following question.
How does performance appraisal differ from potential appraisal?

Performance appraisal	Potential appraisal
Performance appraisal evaluates and determines the performance of the employees.	Potential appraisal is related to future-oriented appraisal. Its objective is to determine the potential of the employees for a greater role.

Explain the method of of on-the-job training.

The method of of on-the-job training are:

a) Coaching: Coaching is a one-to-one training. It helps in quickly identifying the weak areas and tries to focus on them.

b) Mentoring: The focus in this training is on the development of attitude. It is used for managerial employees.

c) Job rotation: It is the process of training employees by rotating them through a series of related jobs.

d) Apprenticeship: The trainees serve as apprentices to experts for long periods. They have to work in direct association with and also under the direct supervision of their masters.

Discuss any three types of recruitment interviews.

Three types of recruitment interviews:

a) Individual interview: In this type of interview, an employee is asked questions individually by the interviewers.

b) Task oriented interview: A candidate is given one task to test the ability of him/her for the job position.

c) Telephone interview: Interview of the candidate is taken through telephone.

Answer briefly the following question.
Explain any one distinction between suspension and termination with reference to staff dismissal.

Suspension	Termination
In suspension, an employee is barred from the workplace but he is paid a subsistence allowance during the pending period.	In termination the employer-employee relation comes to an end.Hence the employee is not entitled to any payment affter termination.

Answer briefly of the following questions.
State any two hindrances to staff training.

Two hindrances to staff training:

a) Cost involved: Training of staff involved a huge amount of cost. The cost related to offer training service possessed as a hindrance to staff training.

b) Machinery involved: Proper machinery are to be provided to conduct staff training in most of the cases.

Answer briefly of the following question.
What are the benefits of Campus recruitment?

The benefits of Campus recruitment are: fresh graduates can be obtained. They generally try to give their best. Moreover they are mostly aware about the latest technology and the creative ideas required for achieving the organizational goal.

Explain any three types of training that can be given to an employee.

Any three types of training that is given to an employee are:

1. Apprenticeship training- In this kind of training workers are sent to learn skilled jobs from the masters and once they learn those skills they are themselves called masters.

2. Internship- It is an agreement between the professional institutes and the corporate sectors wherein the professional institutes send their students to the corporate sectors to acquire practical knowledge.

3. Induction- Induction is the process of receiving and welcoming an employee when he first joins the company and giving him the basic information which he needs to understand to start the work.

Answer briefly the question:
Differentiate between upgrading and dry promotion.

Upgrading means the employee's position remains same but the situation of the job condition got improved. For example, higher pay for the same work. While promotion refers to the process of shifting an employee to a higher position. For example, when a clerk is given an accountant position, it is known as promotion.

List any four factors the influence morale. Clearly explain how they boost or lower the morale.

Four factors that influence staff morale are explained below:

(i) Office environment Surroundings play an important role in developing attitude of an individual. Employee morale is definitely affected by office environment,so it is important to keep it transparent and clean.

(ii)Nature of work: The nature of work an employee is supposed to perform influences his attitude towards it. Many jobs of a routine nature create boredom and encourages a feeling of alienation and stress among the employees

.(iii)Appreciation: If an employee is doing well, he needs appreciation for it.Employees feel happy when they are appreciated or rewarded.This gives a sense of belongingness towards the company and in the lack of such benefits,employee's morale is badly affected.

(iv)Teamwork: Employees feel happy, if they work in a team. When teams are contributing and working well together, then morale becomes high. If there is lack of teamwork, the morale of employees is badly affected.

Explain any three points of difference between training and education.

Basis	Training	Education
Method	Its a method of skill development.	It is a typical way of learning.
Based on	Practical application	Theoretical orientation
Perspective	Narrow	Wide.

Name and explain any three types of interviews.

Three types of recruitment interviews are discussed below:

(i)Informal interview:

This type of interview is not planned and may be conducted anywhere. It is used when staff is required urgently. In this type of interview,only general questions are asked, such as candidate's name,date of birth,previous experience, etc.

(ii)Formal interview:

This type of interview is planned beforehand and is held in a formal atmosphere. The date, time, venue and panel of interviewers are all decided in advance.

(iii)Patterned or structured interview:

This type of interview is pre-planned with a high degree of depth and accuracy. A list of questions is prepared and the questions are asked in a predetermined sequence. The time allowed for each interview is also fixed. The candidate is only required to answer the questions put forth in a direct manner. This interview is also referred to as directed or guided interview.

Answer briefly the question:
Give one benefit each of voluntary retirement scheme to the employee and to the employer

One benefit of voluntary retirement scheme to the employee is that the employee receives a lump sum of money at the time of the retirement and the benefit availed by the employer side is that it increases the overall productivity and efficiency in the organization. By increasing the effectiveness and efficiency, organizational goal can be achieved at a much faster rate.

With reference to selection process, explain the significance of the following:
Preliminary Interview

Preliminary interview is the first step of the selection process. It is known as the initial meeting. It is mainly conducted to find out the knowledge, skill and ability of the personnel which will be required to achieve the organizational goal.

What is staff transfer? Explain any four types of transfers

Transfer implies movement of an employee from one job to another without any increase in pay, status or responsibilities:-

A) Production transfer: In order to stabilize the employment in the company and avoidance of lay off, an employee may be transferred from one department to another department. Such a transfer is known as production transfer.

B) Replacement transfers: An employee with a long service may be transferred in some other department to replace a person with a shorter service.

C) Versatility transfer: The versatility transfers are made for the purpose of preparing the employees for production and replacement transfer. An employee is trained on different jobs so as adjust him on a different job when there is no work at his seat or job.

D) Shift transfers: In case of manufacturing concerns, there are normally three shifts. Usually these shifts are rotating. In case shift assignments are not rotating, an employee may be transferred from one sift to another shift.

Discuss any four purposes of performance appraisal.

Four purposes of performance appraisal are:-

a) to provide adequate feedback to each person on his or her performance.b) to serve as a basis for modifying or changing behavior toward more effective working habits.

c) to provide data to managers with which they may judge future job assignments.

d) It helps the employees to get a promotion depending on their performance.

Answer briefly the question:
State the significance of conducting refresher training.

The Refresher Training or Retraining is a training programme designed for the old or existing employees of an organization, with a purpose to acquaint them with the new skills, methods, and processes required to improve their performance on the jobs.

With reference to selection process, explain the significance of the following:
Application Bank

Application Bank Refers to a bank where all applications for the job of a vacancy is submitted and it is their duty to select and reject these application for the further selection process according to the job qualification.

The written information about age, qualifications, experience,etc my prove to be of greater value to the interviewers.

With reference to on-the-job-training, answer the following:
Give any two major distinctions between off the job training and on the job training.

Basis	Off-the job training	On-the job training
Principle	Learning before doing	Learning while doing.
Place of training	Conducted away from the workplace.	Conducted in the workplace.

With reference to selection process, explain the significance of the following:
Final interview

Final interview is the last interview conducted by the organization which determines that whether a person will get the job or not. After this interview, if the candidate is selected, he is handed over the job decription.

Explain any four factors that influence staff morale.

Four factors that influence staff morale are explained below:-

a) Office environment:
Surroundings play an important role in developing attitude of an individual. Employee morale is definitely affected by office environment,so it is important to keep it transparent and clean.

b) Nature of work:
The nature of work an employee is supposed to perform influences his attitude towards it. Many jobs of a routine nature create boredom and encourages a feeling of alienation and stress among the employees.

c) Appreciation:

If an employee is doing well, he needs appreciation for it.Employees feel happy when they are appreciated or rewarded.This gives a sense of belonging towards the company and in the lack of such benefits,employee's morale is badly affected.

d) Team work:
Employees feel happy, if they work in a team. When teams are contributing and working well together, then morale becomes high. If there is lack of teamwork, the morale of employees is badly affected.

With reference to on-the-job-training, answer the following:
State any two disadvantages of this method.

Two disadvantages of on-the-job-training method are :-

(a) The trainee may damage expensive machines and equipment in the course of training.

(b) The trainee might not be able to concentrate due to the noise at the workplace.

With regard to promotion of employees, explain the following:
Upgrading

Upgrading means that an employee's salary has been increased without improvement in status and responsibility. It simply means that the employee is drawing higher salary for his current job. It is also referred to as 'dry promotion.’

Why is 'Aptitude Test' conducted in the process of selection?

Aptitude test is conducted to measure an s potential for learning new skills.

Define promotion of an employee.

Promotion is an upward/vertical advancement of an employee in an organization to another job which gives him better pay, higher status and more opportunities with greater challenges and responsibilities. It basically means a change from a lower level job to a higher level job.

Write short note on the following:
Importance of staffing.

Functions of Staffing. The first and foremost function of staffing is to obtain qualified personnel for different jobs position in the organization. Staffing helps to ensure better utilization of human resources. It ensures the continuity and growth of the organization, through development managers.

Staffing Function. Staffing is an important managerial function-Staffing function is the most important managerial act along with planning, organizing, directing and controlling. The operations of these four functions depend upon the manpower which is available through staffing function.

Human Resource Management includes many specialized activities and duties which the human resource personnel must perform. In the light of this statement, explain any four such duties performed by Human Resource Manager.

Duties of human resource manger:

Recruiting and hiring talent to fill team positions
Providing training and support to new hires
Cross-training employees to ensure job rotation and minimize assignment coverage gaps
Providing coaching and performance feedback to all team members
Communicating and ensuring understanding of functional or departmental goals

Out of training and development which one is wider in scope?

Training has a limited scope; it is specific job oriented. On the other hand, development is career oriented and hence its scope is comparatively wider than training.

Which test helps the company to know about the qualities and the moral values of the candidate?

A personality test is an assessment used by employers to help find a candidate whose character traits are best suited for a specific position. The pre-employment testing is designed to reveal particular aspects of a candidate's personality and estimate the likelihood that he or she will excel in such a position.

What information do we get through aptitude test?

Aptitude Test helps the organisation to know whether the employee has capacity and talent to learn in future.

Aptitude tests may be used by some companies to analyze how skilled a candidate is at performing tasks and roles in general or specific to a particular domain. They can be used to evaluate the intelligence of the candidate, their power of perception, comprehension, analysis, and decision-making capabilities. Different individuals usually have different skills and these tests may help identify which candidate is specialized in which sector. The skill level of a candidate may be inborn or may have been acquired and developed over time with practice and learning.

One of the functions of management injects life in the organisation. Name that function.

The function which injects life in the organisation is known as staffing.

Staffing: The selection and training of individuals for specific job functions, and charging them with the associated responsibilities.

Define training.

Dale S. Beach defines training as the organized procedure by which people learn knowledge and/or skill for a definite purpose. Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular job and organization.

Which function of management fills the jobs created by organising function?

Staffing,

The managerial function of staffing involves manning the organization structure through proper and effective selection, appraisal and development of the personnels to fill the roles assigned to the employers/workforce.

According to Theo Haimann, “Staffing pertains to recruitment, selection, development and compensation of subordinates.”

Why is selection called negative process?

Selection is called a negative process in Business as more candidates who apply for employment are rejected than employed. That is why Selection is called a negative process.

What is the prime concern of staffing functions?

Prime concern of staffing function is placing right person at the right job having the right qualification at the right time.

Staffing helps in placing right men at the right job. It can be done effectively through proper recruitment procedures and then finally selecting the most suitable candidate as per the job requirements.

Which test helps the company to know about the qualities and the moral values and other attributes of the candidate.

Personality test helps the company to know the moral values and other attributes of the candidate.

Name the concept related to searching for prospective candidates

Recruitment

Name the method of training suitable for plumbers, electricians and ironworkers. Explain that method.

Apprenticeship.

An apprenticeship is a system of training a new generation of practitioners of a trade or profession with on-the-job training

Nishant, the director of a garments company, is planning to manufacture bags for the utilisation of waste material from one of his garments unit. He has decided that this manufacturing unit will be set up in a rural area of Odisha where people have very few job oppotunities and labour is available at very low rates. He also thought of giving equal opportunities to men and women. For this he wants four different heads for Sales, Accounts, Purchase and Production. He gives an advertisement and shortlists ten candidates per post after conducting different selection tests.
(i) Identify and state the next three steps for choosing the best candidate out of the candidates shortlisted
(ii) Also identify two values which Nishant wants to communicate to the society by setting up this manufacturing unit.

(i) The next three steps for choosing the best candidate out of the candidates shortlisted are:-
(a) Employment Interview

(b) Checking References

(ii)Two values which Nishant wants to communicate to the society by setting up this manufacturing unit are :-

1. Equality among men & womens.

2.Creation of job opportunities & using waste material i.e. recycling resources.

What is the importance of staffing function in today's environment?

Staffing is important to a business in multiple ways and some of them are as follows:

Workforce is Life Force

As elaborated upon above the workforce of a business is its life force. Without the requisite human involvement working in a motivated fashion for the betterment and benefit of the business organisation, the business will always be far from success.

Ensures Competency and Efficiency

Staffing as a process is not just about finding a person for the job, it is about finding the right person for the job. Staffing involves identifying competent and skilled people who will be able to fit directly into the position and perform the functions it entails in an efficient and successful manner. Staffing is not about making a layman a CEO, it is about making a, CEO a CEO.

Optimum Utilization of Resources

Resources are scarce in today’s world and all the resources including human resources need to be optimally utilized. Staffing as a process ensures that only the right amount of people are staffed in the business and are functioning in it.

Training and Development of Employees

Staffing is also not just about finding the right person and putting him in a position, but is also about helping him through the process of training and development to adapt to the changing needs and requirements of that position. It involves the process of improving the skill of the employee to allow him to discharge the functions now and also in developing his overall ability to facilitate him to discharge more complicated functions in the future. Thus staffing involves preparing for the future as well as allowing for the achievement of business goals now.

Motivation

By allowing for Training and Development staffing also creates a system of motivation. The training provided by the business helps in boosting the confidence level of the employees and is usually provided in order to teach them efficient ways of discharging their functions. When the employees understand that the business is willing to take such effort for improving their skills for now and for the future, they will be motivated in working harder for the business.

Improves Employee Satisfaction and Morale

The process of staffing also involves appraising the work done by the employees and rewarding the employees for their hard work. Such appreciation of the work so performed by the employees apart from being a important source of motivation also plays huge role in satisfying them and boosting their morale. This thereby ensures that the business does not see huge labor shortages or the employees wanting to go to another enterprise.

Joseph Bros. was a firm manufacturing jute lamp shades. It uses left over jute pieces from various jute factories to manufacture economical lamp shades which are supplied to various hotels in nearby towns. It employs men and women from nearby villages as workers for creating good lamp shade designs.
Joseph Bros. is not able to meet its targes. Namish, the supervisor of the company was told to analyse the reasons for the poor performance. NAmesh found following problems and suggested certain solutions in the working of the business. The number of workers employed was less than what was required for the work. As a result, the existing workers employed was less than what was required for the work. As a result, the existing workers were overburdened. The firm decided to search for new workers and it asked the present employees to introduce candidates or recommend their friends and relatives to the firm. This enabled the firm in "putting people to jobs" and assured attainment of objectives according to plans.
(a) Identify the functions of management being performed by the firm in the above situation
(b) Name the concept and its source used by the firm to attract more workers for the firm.
(c) State any two values being followed by Jacob Bros.

(a) The functions of management performed in the above situation are staffing and controlling.
(b) The concept utilized above is recruitment and the source used by the firm to attract more workers for the firm is an external source of Recruitment. (Recommendations of employees)
(c) Values being followed by Joseph Bros are:
(i) Creating employment opportunities
(ii) Utilizing resources efficiently by using leftover clothes.

Name the source of recruitment in which newspaper, employment exchange, TV etc, are used.

External source of Recruitment.

All organisations have to use external sources for recruitment to higher positions when existing employees are not suitable. More persons are needed when expansions are undertaken.

Orient Ltd. expanding its business operations. All the departments heads were asked to fill up "Manpower Requisition form and estimate the annual requirement of -skilled and unskilled workers".
All the departmental heads submitted the requisition forms to HR manager, HR Manager, compiled all such requisition forms as:
Requirement of skilled workers- 89
Requirement of unskilled workers- 265
after this, recruitment and further selection procedure was followed.
Name and explain the methods of recruitment which would be most appropriate in the above case.

Skilled Workers
(i) Placement Agencies (ii) Advertisement
(ii) Campus recruitment

Sahil the director of the garments company, is planning to manufacture bags for the utilization of waste material of one of his garments units. He decided that this manufacturing unit will be set up in a rural area of Odisha where people have very few job opportunities and labour is available at a very low rate. He also thought of giving equal opportunities to men and women. For this, he selected S.Chatterjee, Indrajeet Kaur, Aslam, and Sarabjeet as heads of the Sales, Accounts, Purchase, and Production departments.
(i) Identify and state the next two steps that Sahil has to follow in the staffing process after selecting the above heads
(ii) Also identify two values that Sahil wants of communicating to the society by setting up this manufacturing unit.

(i) The next two steps that Sahil has to follow in the staffing process after selecting the above heads are:
(a) Placement and orientation

(b) Training and development
(ii) The values which Sahil wants of communicating to society by setting up this manufacturing unit are:
(a) Employment opportunities

(b) Gender equality

Explain the procedure for selection of employees.

Manpower Planning- The very first step in staffing is to plan the manpower inventory required by a concern in order to match them with the job requirements and demands. Therefore, it involves forecasting and determining the future manpower needs of the concern.
Recruitment- Once the requirements are notified, the concern invites and solicits applications according to the invitations made to the desirable candidates.
Selection- This is the screening step of staffing in which the solicited applications are screened out and suitable candidates are appointed as per the requirements.
Orientation and Placement- Once screening takes place, the appointed candidates are made familiar to the work units and work environment through the orientation programmes. Placement takes place by putting right man on the right job.
Training and Development- Training is a part of incentives given to the workers in order to develop and grow them within the concern. Training is generally given according to the nature of activities and scope of expansion in it. Along with it, the workers are developed by providing them extra benefits of in-depth knowledge of their functional areas. Development also includes giving them key and important jobs as a test or examination in order to analyse their performances.
Remuneration- It is a kind of compensation provided monetarily to the employees for their work performances. This is given according to the nature of job- skilled or unskilled, physical or mental, etc. Remuneration forms an important monetary incentive for the employees.
Performance Evaluation- In order to keep a track or record of the behavior, attitudes as well as opinions of the workers towards their jobs. For this regular assessment is done to evaluate and supervise different work units in a concern. It is basically concerning to know the development cycle and growth patterns of the employees in a concern.
Promotion and transfer- Promotion is said to be a non- monetary incentive in which the worker is shifted from a higher job demanding bigger responsibilities as well as shifting the workers and transferring them to different work units and branches of the same organization.

What do you mean by on-the-job training?

On the job training- On the job training methods are those which are given to the employees within the everyday working of a concern. It is a simple and cost-effective training method. The in-proficient as well as semi- proficient employees can be well trained by using such training method. The employees are trained in actual working scenario. The motto of such training is “learning by doing.” Instances of such on-job training methods are job-rotation, coaching, temporary promotions, etc.

What is an interview?

Interview refers to a formal, in-depth conversation between two or more persons, wherein exchange of information takes place, with a view of checking candidate’s acceptability for the job.

It is an effective tool for selection. It is a two way communication between interviewer and interviewee, wherein the former seeks information, by way of questions and the latter provides the same, through his/her verbal responses. However, the information flows in both directions. In this way, the hirer learns about the applicant and the applicant also get a chance to know about the employer.

State the meaning of placement in staffing.

Placement involves putting the selected man at the right place considering his aptitude and ability. It is the actual posting of an employee to a particular job for which he/she has been chosen.

Name the concepts which relate to the following:
(a) Something for prospective candidate
(b) Streamlining the attributes of a person required for doing a job.

a) Recruitment may be defined as searching for respective candidate.

b) Selection is the process to attribute a person required for doing job.

What is meant by the recruitment of employees?

Define the staffing process and the various steps involved to it?

Manpower Planning- The very first step in staffing is to plan the manpower inventory required by a concern in order to match them with the job requirements and demands. Therefore, it involves forecasting and determining the future manpower needs of the concern.
Recruitment- Once the requirements are notified, the concern invites and solicits applications according to the invitations made to the desirable candidates.
Selection- This is the screening step of staffing in which the solicited applications are screened out and suitable candidates are appointed as per the requirements.
Orientation and Placement- Once screening takes place, the appointed candidates are made familiar to the work units and work environment through the orientation programmes. Placement takes place by putting right man on the right job.
Training and Development- Training is a part of incentives given to the workers in order to develop and grow them within the concern. Training is generally given according to the nature of activities and scope of expansion in it. Along with it, the workers are developed by providing them extra benefits of in-depth knowledge of their functional areas. Development also includes giving them key and important jobs as a test or examination in order to analyse their performances.
Remuneration- It is a kind of compensation provided monetarily to the employees for their work performances. This is given according to the nature of job- skilled or unskilled, physical or mental, etc. Remuneration forms an important monetary incentive for the employees.
Performance Evaluation- In order to keep a track or record of the behavior, attitudes as well as opinions of the workers towards their jobs. For this regular assessment is done to evaluate and supervise different work units in a concern. It is basically concerning to know the development cycle and growth patterns of the employees in a concern.
Promotion and transfer- Promotion is said to be a non- monetary incentive in which the worker is shifted from a higher job demanding bigger responsibilities as well as shifting the workers and transferring them to different work units and branches of the same organization.

Give any two objectives of personnel management.

Objective of personnel management

(i) Maximum individual development:The employer should always be careful in developing the personality of each individual. Each individual differs in nature and therefore management should recognise their individual ability and make use of such ability in an effective and make use of such ability in an effective manner.

(ii) Desirable working relationship between employer and employees:It is the main objective of personnel management to have a desirable working relationship between employee and employees so that they may co-operate the management.

What is meant by the orientation of employees?

After accepting the job offer, it is important that individual’s expectations from the organisation and organisation’s expectations from the individual match each other. On joining, employees want to know their superiors, co-workers, organisation structure, basis of departmentation, framework of authority-responsibility structure etc. Induction and orientation programmes enable trainees know about the organisation. They introduce the trainees to the organisation and help them carry out their work effectively.This is called orientation.

List different types of tests used in the selection process?

Job knowledge tests. Job knowledge tests measure a candidate's technical or theoretical expertise in a particular field.
Integrity tests.
Cognitive ability tests.
Personality tests.
Emotional Intelligence tests.
Skills assessment tests.
Physical ability tests.

Explain the importance of staffing as a function of management.

The importance of Staffing are:

4. Development of Human Capital: The management is required to determine the manpower requirements well in advance. It has also to train and develop the existing personnel for career advancement. This will meet the requirements of the company in future.

5. Motivation of Human Resources: The behavior of individuals is shaped by many factors such as education level, needs, socio-cultural factors, etc. that is why, the human aspect of organisation has become very important. The workers can be motivated through financial and non-financial incentives.

Explain any four techniques of training.

1. Vestibule Training: Here training takes place away from the work place but uses all the equipments, materials and methods that resembles the actually ones used in job performance. In this method the actual work conditions are simulated in classroom. A special space is set aside from the actual production area and is equipped with furnishings similar to the actual work place.

2. Internship: It involves training the colleges or universities pass outs about the practical aspects of their study. This method of training provides a chance to the students to implement the theoretical concepts that they have learnt during their study.

3. Class room training: It is provided in company class rooms or educational institution through lectures audio visual aids, case studies and group discussion. It is very helpful and teaching problems solving skills and new concepts. It is also useful in orientations and safety training programs. For teaching new technologies to software professionals, class room training is often used.

4. On the job training (OJT): In this method a trainee is placed on the job and then taught the necessary skills to perform his job. Thus in this method the trainee learns by observing and handling the job under the guidance and supervision of instructor or a supervisor. Thus it is also called the learning by doing method.

What is meant by employee's developments?

Employee development is a joint initiative of the employee as well as the employer to upgrade the existing skills and knowledge of an individual. It is of utmost importance for employees to keep themselves abreast with the latest developments in the industry to survive the fierce competition.

Employee development goes a long way in training, sharpening the skills of an employee and upgrading his/her existing knowledge and abilities. In a layman’s language, employee development helps in developing and nurturing employees for them to become reliable resources and eventually benefit the organization. Employees also develop a sense of attachment towards the organization as a result of employee development activities.

What is meant by job analysis?

Job analysis is the process of gathering and analyzing information about the content and the human requirements of jobs, as well as, the context in which jobs are performed. This process is used to determine placement of jobs.

Job analysis defines the organization of jobs within a job family. It allows units to identify paths of job progression for employees interested in improving their opportunities for career advancement and increasing compensation.

Describe briefly the difference between training development and education.

In general sense, the term training implies the act of imparting a special skill or behavior to a person, which is commonly offered to employees of operational level. It is not exactly same as education, which is a process of systematic learning something in an institution that develops a sense of judgment and reasoning in employees. It is offered to all employees equally, irrespective of their grades or level in the corporate ladder.

What is job rotation?

Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization. It is a pre-planned approach with an objective to test the employee skills and competencies in order to place him or her at the right place. In addition to it, it reduces the monotony of the job and gives them a wider experience and helps them gain more insights.

Distinguish between external and internal source of recruitment.

The points given below explain the difference between internal and external sources of finance:

When the cash flows are generated from sources inside the organization, it is known as internal sources of finance. On the other hand, when the funds are raised from the sources external to the organization, whether from private sources or from the financial market, it is known as external sources of finance.
Internal sources of finance include Sale of Stock, Sale of Fixed Assets, Retained Earnings and Debt Collection. In contrast, external sources of finance include Financial Institutions, Loan from banks, Preference Shares, Debenture, Public Deposits, Lease financing, Commercial paper, Trade Credit, Factoring, etc.
While internal sources of finance are economical, external sources of finance are expensive.
Internal sources of finance do not require collateral, for raising funds. Conversely, assets are sometimes mortgaged as security, so as to raise funds from external sources.

Give any one limitation of internal sources of recruitment.

Create resentment among employees and managers

Employees who were considered for a role could feel resentful if a colleague or external candidate is eventually hired. Also, managers are often uncomfortable losing good team members and may even go so far as to hinder the transfer or promotion process.

Explain vestibule school, job rotation and internship as methods of training.

Vestibule training- vestibule means a passage or room between the outer door and the interior of a building, in order to reach the inner of a house, one must pass from vestibule. Under vestibule training, workers are trained on special machines in a separate location i.e., classrooms.
Internship-In this method of training students get practical training while they study. A proper liaison is established between the technical institutions and business houses where students are sent during their vacations. Thus, there is a balance between theory and practice and students get practical Knowledge while studying.
Job Rotation is a management approach where employees are shifted between two or more assignments or jobs at regular intervals of time in order to expose them to all verticals of an organization.

Distinguish between training and development on the basis of:
(a) Depth of knowledge imported
(b) Initiative in learning
(c) Level of trainees.

Basis	Training	Development
Depth of knowledge imported	Vocationally oriented and on the job and so it is short term	A long term process for developing conceptual skills
Initiative in learning	It is imparting of technical and mechanical knowledge	It is theoretical and conceptual idea implementation.
Level of trainees.	It is generally for non managerial personnel	It is generally for managerial personnel

'Recruitment' is one of the specialised activity performed by human resource management. Mention any two specialised activities of human resource management.

Two other specialized activities of Human Resource Management are:

(i) Handling grievances (ii) Training and development of employees

Explain 'Management Consultants', 'Employment Exchange' and 'Media Advertising' as external sources of recruitment.

Employment Exchanges: Employment exchanges in India are run by the Government. For unskilled, semi-skilled, skilled, clerical posts etc., it is often used as a source of recruitment. In certain cases it has been made obligatory for the business concerns to notify their vacancies to the employment exchange.
Advertisement: It is a method of recruitment frequently used for skilled workers, clerical and higher staff. Advertisement can be given in newspapers and professional journals. These advertisements attract applicants in large number of highly variable quality.
Management Consultants: Management consultancy agencies are specialists in the recruitment of middle and top level executives required for organisations. Companies hire the services of these consultancy agencies for recruitment of senior executives. They, on behalf of the client organisation, give an advertisement in the newspapers and applications received, screened and interviewed if so desired by the organisation.

State any three merits of external sources of recruitment.

The benefits / merits / advantages of using external sources of recruitment:-

It encourages young blood with new ideas to enter the organisation.
It offers wide scope for selection. This is because a large number of suitable candidates will come for the selection process.
There are less chances of bias or partiality.
Here there is no need to maintain confidential records.

State the meaning by 'Selection of employees'?

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested.

"External sources of recruitment are considered better than internal sources. " Give any four reasons in support of this statement.

Wider Choice

When an organization recruits externally, it opens the organization up to a larger pool of applicants, which increases its chance of finding the right person for the job. With the availability of large pool of qualified candidates, the selection process becomes more competitive in choosing the best-suited candidate.

2.Qualified Personnel

External sources of recruitment provide a pool of talented candidates for selection purpose.With an external recruitment advertising, the company can find a variety of qualified candidates for the post offered. With the large pool of potential candidates, it introduces new blood in the organization. And eventually, this process helps to identify the best candidates in a lot of skilled candidates.

3.Fresh Talent

External recruitment facilitates the entry of fresh talents in an organization. Bringing in fresh talent from the outside can help motivate the current employees to produce and achieve more in hopes of obtaining the next promotional opportunity. It encourages the inflow of new ideas, knowledge, and skills required to perform the tasks.

Describe briefly the following methods of training:
(i) Apprenticeship Training and
(ii) Internship Training

Apprenticeship Training:

In many industries such as metal, printing and building construction, etc., this method of training is widely in use. The apprenticeship training may go on for four to five years. The worker is usually absorbed by the concerned industry after training period is over.

They get practical knowledge while working on the job and theoretical knowledge in the class room lecture. The workers get some stipend during their training period. It is the oldest and traditional method of training in crafts, trades and technical areas.

Internship Training:In this method of training students get practical training while they study. A proper liaison is established between the technical institutions and business houses where students are sent during their vacations. Thus, there is a balance between theory and practice and students get practical Knowledge while studying.

Define 'Training' and 'Development'.

Training and Development- Training is a part of incentives given to the workers in order to develop and grow them within the concern. Training is generally given according to the nature of activities and scope of expansion in it. Along with it, the workers are developed by providing them extra benefits of indepth knowledge of their functional areas. Development also includes giving them key and important jobsas a test or examination in order to analyse their performances.

Give the meaning of 'Performance Appraisal' as a step in the process of 'Staffing'

Performance Appraisal:

At this step, the capability of the employee is judged and for that, his actual work performance is compared with the work assigned to him. If the results are unfavourable, he is again given training and after that also if results are again unfavourable, the employee is put on some other work.

What is meant by Recruitment?

Whenever there is a vacancy in the organization, generally it is to be filled. To make the candidate available for filling those vacancies, their selection procedure and placement on a proper job comes under the purview of recruitment.

As soon as the available vacancies are known, they are advertised through different media and accordingly the applications are collected for the vacant posts. A group of candidates interested in doing the job and are eligible to do, it is created through recruitment.

Define "Recruitment"

The Recruitment is the process of analyzing the job requirements and then finding the prospective candidates who are then encouraged and stimulated to apply for the job in the organization.The Recruitment programme is designed to attract more and more applicants such that the pool of candidates applies for the job, and the organization has more options to select the best out of them.

"Human Resource Management includes many specialised activities and duties." State any four such activities.

Major HR Management Activities

1. Strategic HR Planning and Analysis

a) HR Planning : Human resource planning is the continuous process of systematic planning to achieve optimum use of an organization’s most valuable asset — its human resources. The objective of HRP is to ensure the best fit between employees and jobs while avoiding manpower shortages or surpluses. The four key steps of the HRP process are analyzing present labor supply, forecasting labor demand, balancing projected labor demand with supply and supporting organizational goals.

b) Job Analysis : Information is the basic material used by an industry for many kinds of job related planning. Nature of job information varies from industry to industry, from department to department and from purpose to purpose. Information used for job analysis must be accurate, timely and tailor made. According to N.R Chatterjee, job analysis is the process of determining by observation and study and reporting pertinent information related to the nature of a specific job. Dale Yoder defined as the method used to determine what types of manpower are needed to perform the jobs of the organization.

c) HRIS

2. Equal Employment Opportunity (EEO)

a) Compliance

b) Diversity

c) Affirmative Action

3. Selecting and Hiring Employees

a) Job Analysis : Job analysis is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information of organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully.

The process of job analysis involves the analyst describing the duties of the incumbent, then the nature and conditions of work, and finally some basic qualifications. After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis.

4) Recruiting : Recruiting is a ‘linking function’ joining together those with jobs to fill and those seeking jobs. It is a joining process in that it tries to bring together job seekers and employer with a view to encourages the former to apply for a job with the latter. The objective of recruitment is to develop a group of potentially qualified people. To this end, the organization must project the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for non qualified persons to self select themselves out.

c) Selection : To select is to choose. Selection is a screening process. It is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individuals who can most successfully perform the job from the pool of qualified candidates. Selection starts after the recruitment process is over and job application has been received.

State any three merits of internal sources of recruitment.

The benefits / advantages / merits of using internal sources of recruitment:-

It is time saving, economical, simple and reliable.
There is no need of induction training because the candidate already knows everything about the organisation, the work, the employee, the rules and regulations, etc.
It motivates the employees of work hard in order to get higher jobs in the same organisation

Explain why staffing is considered as the most important part of 'Human Resource Management.'

Staffing is the most important part of Human Resource Management as it develops and manages the human elements of the enterprise considering their knowledge, skill, creativity, talents and potentials for contributing towards organisational objectives. It functions within the scope of human resource department.

Human Resource Management involves determining the organisation’s need of human resources, recruiting and selecting the best employees, developing, providing compensation and rewarding the employees. It also includes activities related to liaison with government, trade unions, etc. Staffing is the inherent part of Human Resource Management which can be made more clear by analysing this example, when the above stated functions are carried out at small scale in small organisations by every manager, we call it as staffing function and when these functions are performed at large scale in a big organisation, there is a need to create a separate department called human resource department.

Mr Raghunath is production manager of Zaku Ltd. At factory level, supervisors found that a number of workers were not taking interest in work. They were not able to achieve individual standard target of 50 units a day. Due to piece rate system, their actual wages were decreasing. Supervisors as middle men, conveyed it to the Production Manager. Mr. Raghunath coordinated with General Manager, Human Resource Manager and Finance Manager. The team recommended - 'Minimum wages + monetary incentives as per performance of concerned employee' to Mr. Raghunath.
The scheme was implemented. Results were remarkable. Now, workers were satisfied with their jobs. They were producing more than standard output and getting good wages.
(i) Which functions of management are discussed above?
(ii) Name he element of Direction initiated by Mr. Raghunath.
(iii) Quoting the lines from above mentioned paragraph, state the benefits of such implementation.

(i)- Staffing- The selection and training of individuals for specific job functions, and charging them with the associated responsibilities.

controlling- The basic management function of

(1) establishing benchmarks or standards,

(2) comparing actual performance against them, and

(3) taking corrective action, if required.

(ii)-The element of Direction initiated by Mr. Raghunath is motivation.

(iii)- 'Minimum wages + monetary incentives as per the performance of concerned employee' .

State the various steps involved in the process of staffing.

The steps involved in the staffing process are:

Estimating manpower requirement: Staffing process begins with the estimation of manpower requirement which means finding out number and type of employees needed by the organisation in near future

Recruitment

Selection

Placement and Orientation

Training and Development

Which source of recruitment requires less controlling? Explain merits of that source of recruitment.

Internal source of recruitment.

The benefits / advantages / merits of using internal sources of recruitment:-

It is time saving, economical, simple and reliable.
There is no need of induction training because the candidate already knows everything about the organisation, the work, the employee, the rules and regulations, etc.
It motivates the employees of work hard in order to get higher jobs in the same organisation.
It increases the morale of the employees and it improves the relations in the organisation.
It reduce executive turnover.
It develops loyalty and a sense of responsibility.

Explain 'Transfers and Promotions' as the internal sources of recruitment.

Transfer : Employees may be transferred from one department to another wherever the post becomes vacant.
Promotion : The promotion policy is followed as a motivational technique for the employees who work hard and show good performance. Promotion results in enhancements in pay, position, responsibility and authority. The important requirement for implementation of the promotion policy is that the terms & conditions, rules and regulations should be well-defined.

The workers of 'Gargya Ltd'. are unable to work on a new computerized machine imported by the company to fulfill 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 worker will derive by the decision of the supervisor

The supervisor can provide technical training to the workers regarding the use of machines. With increased and improved knowledge, the workers will be able to work independently. The benefits that the workers will derive from the decision of the supervisor are as follows:
(i) Better Career Opportunities: Training enhances the skills and knowledge of the employees, thereby helping them in improving their career prospects.
(ii) Improving Efficiency: By helping an individual in learning more, training assists him in earning more. Training enhances the individual's understanding and knowledge, thereby improving his efficiency and performance, which, in turn, gives him a chance to earn more.
(iii) Self-Confidence: The process of training and development directs the individuals to work more efficiently that, in turn, builds up required morale within them. It increases their self-confidence and self-reliance, thereby, contributing to higher job satisfaction.

What is meant by 'Recruitment'? Explain any five external sources of recruitment of employees.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel and making out selection of requisite manpower both in their quantitative and qualitative aspect. It is the development and maintenance of adequate man- power resources. This is the first stage of the process of selection and is completed with placement.

The external sources of recruitment are:-

1.Management Consultants : Management consultants are used for selecting higher-level staff. They act as a representative of the employer. They make all the necessary arrangements for recruitment and selection. In return for their services, they take a service charge or commission.

2.Public Advertisements : The Personnel department of a company advertises the vacancy in newspapers, the internet, etc. This advertisement gives information about the company, the job and the required qualities of the candidate. It invites applications from suitable candidates. This source is the most popular source of recruitment. This is because it gives a very wide choice. However, it is very costly and time consuming.

3.Campus Recruitment : The organisation conducts interviews in the campuses of Management institutes and Engineering Colleges. Final year students, who're soon to get graduate, are interviewed. Suitable candidates are selected by the organisation based on their academic record, communication skills, intelligence, etc.

4.Recommendations : The organisation may also recruit candidates based on the recommendations received from existing managers or from sister companies.

5.Deputation Personnel : The organisation may also recruit candidates who are sent on deputation by the Government or Financial institutions or by holding or subsidiary companies.

Answer the following question in $$15$$ to $$20$$ sentences.
Explain the different types of selection test.

Types of Tests:

The history of tests, as cited by Saiyadain, can be traced back to the efforts of Francies Galton who developed a variety of tests of sensory determination to measure person’s intellect as far back as 1883. Since then, there is no looking back with regard to the use of selection tests. As a result, a large number of general aptitude tests and specific skill tests for the purpose of selecting employees are available today.

All the tests so far developed for the selection of employees can broadly be divided into two categories:

(i) Ability Tests and

(ii) Personality Tests.

Ability Tests:

Though a number of ability tests have been developed so far for the use of employee selection, important among these are the following:

1. Aptitude Tests:

Aptitude tests measure ability and skills of the testee. These tests measure and indicate how well a person would be able to perform after training and not what he/she has done^. Thus, aptitude tests are used to predict the future ability/performance of a person.

There are two objectives of the aptitude tests. One to advise youth or jobseekers regarding field of activities in which they are likely to succeed. This is called ‘vocational guidance’. Second, to select best persons for jobs where, they may succeed. This test is called ‘vocational selection’.

Specific aptitude tests have been designed to measure special abilities to perform a job. Examples of such tests are Mechanical Aptitude Test, Clerical Aptitude Test, Artistic Aptitude Test, Musical Aptitude Test, Management Aptitude Test, Differential Aptitude Test, etc.

2. Achievement Tests:

Achievement tests measure a person’s potential in a given area/job. In other words, these tests measure what a person can do based on skill or knowledge already acquired by him/her. Achievement tests are usually used for admission to specific courses in the academic institutions.

In these tests, grades in previous examinations are often used as indicators of achievement and potential for learning. Indian industries have now started conducting these tests to judge for themselves the level of proficiency attained rather than believing their scores in academic examinations. Achievement tests are also known by the names, proficiency tests, performance, occupational or trade tests.

3. Intelligence Tests:

Intelligence tests measure general ability for intellectual performance. The core concept underlying in intelligence test is mental age. It is presumed that with physical age, intelligence also grows. Exceptions to this may be there. So to say, if a five year old child does the test, for six years or above his/her mental age would be determined accordingly

4. Judgment Tests:

These tests are designed to know the ability to apply knowledge in solving a problem.

Personality Tests:

Personality tests are also called personality inventories. These tests measure predispositions, motivations and lasting interests of the people.

Personality tests are subsumed under four broad categories as given below:

1. Interest Tests:

These tests are designed to discover a person’s area of interest, and to identify the kind of work that will satisfy him. Interest is a prerequisite to successfully perform some task. These tests owe their origin to the vocational efforts. The most widely used interest test is Kuder Reference Record. It consists of three forms.

2. Personality Tests:

These tests are also known as ‘personality inventories’. These tests are designed to measure the dimensions of personality i.e., personality traits such as interpersonal competence, dominance- submission, extroversions-introversions, self-confidence, ability to lead and ambition. The most well known names of personality tests are the Minnesota Multiphasic Personality Inventory (MMPI), FIRO, and California Personality Inventory.

3.Projective tests:

These tests are based on pictures or incomplete items. The testee is asked to narrate or project his own interpretation on these. The way the testee responds reflects his /her own values, motives, attitude, apprehensions, personality, etc. These tests are called projective because they induce the testee to put himself/herself into the situation to project or narrate the test situation.

4.Attitude Tests:

These tests are designed to know the testee’s tendencies towards favouring or otherwise to people, situations, actions, and a host of such other things. Attitudes are known from the responses of the testees / respondents because emotional overtones involved make it difficult to directly observe or measure attitude of the testee. Test of social desirability, authoritarianism, study of values, Machiavellianism and employees morale are the well-known examples of attitude tests.

Other Tests:

There are some other tests also used for personnel selection. These are briefly discussed here under:

Graphology:

The origin of graphology is traced back to the eleventh century when the Chinese drew attention to the relationship between handwriting and personality. It has been said that an individual’s handwriting can suggest the degree of energy, inhibitions, and spontaneity to be found in the writer, disclosing idiosyncrasies and elements of balance and control from which many personality characteristics can be inferred.

Polygraph Tests:

This test is designed to confirm the accuracy of information given on the application blank. Hence, it is considered as a form of employment test. Polygraph is a lie detector. Polygraph tests are found useful for the organisations that are highly vulnerable to theft or swindling. Examples of such organisations are departmental stores, banks, jewellery shops, etc. Physiognomy Tests:

These tests suggest a definite correlation between facial features and physiological functions and behaviour. According to these tests, structures of features are reflective of personality traits and characteristics. For example, thin lips indicate determination; broad jaws signify tenacity, and so on and so forth.

Answer the following question in $$20$$ to $$30$$ sentences.
"Selecting is the process of elimination". Justify this statement by explaining different steps in selection process.

The main selection process steps are:

1. Preliminary interview: the selection process generally starts with this step where the totally unsuitable applicant is eliminated. Thus the organization is saved from the expenses of processing the applicant through the remaining steps of selection. The candidates who pass this step are only asked to fill the application form.

2. Receiving applications: after passing the preliminary interview the candidate is asked to fill the standard application form. The application form generally consists the information about the age, qualification, experience etc. of the candidate on the basis of which the interviewer gets the idea about the candidate and this information also helps in formulating questions.

3. Screening of applications: after receiving the applications the screening committee screens the applications. Only the candidates who qualify the criteria of the screening committee are called for the interview. Usually the candidates selected for interview are four to six times than the number of posts. Interview letter is sent to them or they are called telephonically.

4. Employment test: after getting the interview letter and before going to the interview there is one more step and that is the employment tests. These tests are done to check the ability of the candidate. These tests vary from organization to organization and change as per the need of the particular job. these tests are intelligence tests, aptitude tests, trade tests, interest test, personality tests etc. these tests must be designed properly otherwise they will not good indicator of one knowledge.

5. Employment interview: the candidates who qualify the above tests are called for the employment interview. This interview is done to get more information about the candidate, to give him the actual picture of what is required from him, to check the communication skill of the candidate etc. for senior position post; a panel is prepared who take the interview. At the end of interview of each candidate the members of panel discuss about the candidate and give him the grades.

There may be direct interview or indirect interview. The interview should be conducted in a room free from the noise and disturbance only than the candidates will be able to speak freely and frankly.

6. Checking references: before selecting the employ the prospective employee generally look out for the referees given by the candidate. To check about the candidate’s past record, reputation, police record etc.

7. Physical examination: The organizations generally prefer medical examination to be incurred of the person to avoid time and expenditure spend on the medically unfit person. Sometimes the organization may ask the candidate to get them examined from the medical expert.

8. Final selection: after all these steps the candidate is selected finally. He is appointed by issuing appointment letter. Initially he is appointed on probation basis after finding his work satisfactory he is appointed as permanent employee of the organization or otherwise he may be terminated.

Thus, all the above said steps of selection are important for the appointment of right kind of person for the right job

Answer the following question.
Assuming that you are the H.R. Manager of a firm, state any ten sources you would look into while recruiting employees.

10 key steps to help ensure you get it right, first time

Step 1: Understand your need – job analysis.

Ok so you have decided you need to take on more staff because you have got more business, need to spend more time on sales or whatever. Great. But do you really know what you need?

Critically evaluate your existing resources. How does that measure up to what you need going forward.

This gap, which might be described in functional terms like tasks, responsibilities, skills is the basis of defining the role.

It is important to go one step further though and consider what would someone who is doing the job well look like. Always aim for a high performance level not an average one.

Step 2: Understand what you want

It isn’t just about what you need for the business but about the type of person you want, or more precisely the type of organisation you want to create or maintain. Broadly speaking what I am talking about is culture – “the way we do things around here”.

It is about the values and ethos you want your business and the people in your business to promote.

It is about how you communicate with each other, the level of engagement and involvement, the way customers and suppliers are dealt with, the degree of flexibility and “we’re all in this together” that you need, the image your business portrays and so on.

It is a fundamental part of your brand. It is important therefore that each person you bring into the business reflects and buys into that culture.

Step 3: Write a job description

By now you should know the following:

Broadly what the role entails (definition)

The tasks, responsibilities and accountabilities involved

What a good performer looks like and what competencies i.e. skills, knowledge and attitudes are necessary to achieve that

What challenges and opportunities will be involved

What type of person will fit your organisation – the personal characteristics

These elements basically make up your Job Description or Job profile and shouldn’t just be used for the recruitment process, but form the basis of your selection criteria, your training plans, goal / target setting and performance review.

Related: Six Great Employee Hiring Ideas For The New Economy

Step 4: Decide on your selection process and criteria

Once you have decided what you need and want and have written your job description you should figure out how you are going to receive applications and assess and select candidates. Applications are typically by CV and perhaps cover letter or by application form. Some organisations opt for online processes. It really depends on what you prefer.

Interviewing is the most common form of assessment, with competency-based interviewing being the most robust interview method (it is proven to be the best in terms of predicting or assessing future performance capability).

In addition you might want to consider shortlisting as a first step – this is a CV screening process and is usually based on some limited essential criteria. Given the high volumes of CVs being received currently this is a sensible addition to the process.

You should also consider aptitude tests and / or psychometric tests. These should never be used as the only selection method but rather as an additional aid.

Step 5: Identify sources and launch search

Now that you have all the ground work done think about where you can find suitably qualified candidates.

You can of course resort to newspaper adverts and recruitment agencies.

More likely though you will go the route of Jobs Boards / websites.

But please don’t forget your networks and contacts.

LinkedIn, Twitter and Facebook are all valid (and increasingly popular) sources.

The more targeted you can be, the better the outcome. Networks are probably the most cost effective way of targeting new employees but may not always be the most efficient.

Related: 6 Ways Companies Can Motivate Smarter

Step 6: Shortlist candidates

Using the criteria you have already set and taking pen and paper sift through all of the CVs and identify those that meet the requirements. You may want to have a marking system for particular criteria – this will make life easier if you have a large number who meet this first stage but only want to progress a small number to the next stage of the process.

Step 7: Make your selection – Interview, assessment, reference check, medical – dig deep

Once you have your shortlist of candidates you will move to the next stage. We have already mentioned the value of psychometric testing.

In terms of interview you may decide to do one, two or several.

You can conduct telephone interviews, one-to-one or panel.

In any case what is most important is that you know in advance what you are going to ask, that it is based on assessing the extent to which the person meets the criteria and that you dig beyond the surface.

Step 8: Offer

You should now have a top preferred candidate so time to make an offer. The offer should include:

details of salary,

job role

and responsibilities etc.

You should never make an offer before completing Step 7 but if you do, please ensure it is conditional on a satisfactory outcome to checks and medical. The offer should also be subject to the candidate having provided you with accurate and honest information.

Step 9: Onboarding and Training

So the offer has been made and accepted and the person is ready to go. What next? All too often a new employee arrives to a “damp” welcome. The manager / boss is too busy to meet with him / her or isn’t even on-site. No one is quite sure what the “newbie” is supposed to be doing so they all just get on with their own work. I know this sounds exaggerated but you get the point I’m sure.

So what should happen?

Well there should be some form of induction – rules, regulations, health and safety and other policies should be explained, introductions made, arrangements made to ensure the “newbie” has a buddy for lunch.

Step 10: Review

There are two elements of review needed.

Firstly look back over the recruitment and selection process. Did it go as well as you had hoped? What could have been improved upon.

More importantly is the review of the new employee’s performance. You should always include a probationary period in your contract (and offer) – at least six months.

Answer the following question in a sentence or a word.
What is Training?

Training is teaching, or developing in oneself or others, any skills and knowledge or fitness that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, productivity and performance.

Answer the following question in $$20$$ to $$30$$ sentences.
Explain the various steps followed in staffing process.

Efficient staffing involves the following activities or steps:

1. Manpower Planning – This is the first step in the process of staffing. It is concerned with determining the number and types of staff required for the organisation.

2. Employment of Personnel – It involves recruitment and selection of personnel as needed in the organisation. Recruitment refers to identification of the sources of manpower availability and making of efforts to secure applicants for the various job positions in the organisation.

Selection is the process of choosing and appointing the right candidates for various jobs in the organisation. It includes receiving and screening of applications, employment tests, interview and medical examination of candidates.

3. Placement – When a new employee reports for duty, he is to be placed on the job for which he is best suited. Placement is a very important process as it can ensure ‘right person doing the right job’. If a new employee is not able to adjust on his job, he may be given some training or transferred to some other job.

4. Induction – Induction is concerned with the process of introducing or orienting a new employee to the organisation. The new employees are familiarised with their units, supervisors and fellow employees. They are also to be informed about the working hours, tea or coffee breaks, lunch period, procedure for availing leaves, safety precautions, medical facilities, transport facilities, etc.

5. Training – Systematic training helps in increasing the skills and knowledge of employees in doing their job. Various methods of training can be used to enhance the knowledge and skills of the employees. On-the-job methods are more useful for the operative employees and off-the-job methods can also be employed for the supervisory personnel.

6. Compensation – Remuneration of workers involves fixation of their wages and salaries depending upon their level, nature of work, degree of risk involved, etc.

7. Performance Appraisal – It is concerned with the rating or evaluation of the performance of the employees. Transfer and promotion of the staff are based on performance appraisal.

Answer the following question in $$2$$ or $$3$$ sentences.
State any two importance of staffing.

Importance of staffing :

1. Staffing function help in discovering of qualified and obtaining competent personnel for various jobs in the organisation.

2. Since the right person is recruited for the right jobs, it leads for maximum productivity and higher performance.

3. It promotes optimum utilization of human resources.

4. It increases job satisfaction and morale of the workers through adequate remuneration for each job.

5. Since the staffing helps to ensure maximum utilization of human resources exist the labour costs per unit or production will be reduced.

Answer the following question in a sentence or a word.
What is manpower planning?

Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning.

Mohit Gupta is working with 'Yellow Security Services Ltd.' He is also recruiting security guards for the company. The company provide security services in Delhi and Noida at short notice to various companies. The guards are recruited on temporary basis. The guards provided by this company are known for their honesty and punctuality. Mohit Gupta is well known in his village for providing employment to unskilled people.
(a) Name the source of recruitment used by 'Yellow Security Services Ltd.'
(b) State any one disadvantage of this source of recruitment.
(c) Identify the need of 'Security Guards' which is being fulfilled by the company as per Maslow's need hierarchy.
(d) Identify any two values communicated to the society in the above stated case.

(a) 'Yellow Security Services Ltd.' is using 'External sources' for recruitment.

(b) One of the disadvantages of an external source of recruitment is that it is a costly process. In order to recruit people from outside, the company is required to invest a lot of money in advertising and processing of applications. Thus, it is said to be a costly process of recruitment.

(c) The 'Security Guards' are fulfilling the 'Basic Physiological Needs' as per Maslow's need hierarchy. This kind of need implies meeting the essential requirements for the sustenance of life. For example, food, clothing, and shelter.
(d) The following are the two values communicated to the society:
i. To promote honesty and punctuality among people
ii. To provide employment opportunities to unskilled people

Anwser the following question in $$2$$ or $$3$$ sentences.
State any two types of interview.

1. The Telephone Interview.

Telephone interviews are hugely valuable because they speed up the interview process and minimise time-wasting, whilst culling your weaker candidates earlier on.

A face-to-face interview will take up your time as well as your candidate’s, so having a quick chat to suss out whether they’re suitable, before meeting up, will benefit both of you.

A CV only tells part of the story; hearing the candidate’s tone of voice and assessing their direct answers will provide a much more detailed insight into their personality.

2. The Video Interview.

Video interviews (Skype, Google Hangouts, FaceTime) are a great alternative to telephone interviews.

The fact that you can actually see each other adds a certain level of importance and professionalism to the ‘call’ and removes the temptation for either party to multi-task or lose focus.

Of course, you could still face similar issues to those that plague the telephone interview.

Background distractions could still occur, other calls could come through, bad signal could distort the conversation and, as you can both see each other, there’s no hiding from them!

Answer the following question in $$15$$ to $$20$$ sentences.
What is training? Explain the different types of "Off-The-Job" training.

The following are some of the off-the-job techniques:

1. Case study method:

Usually case study deals with any problem confronted by a business which can be solved by an employee. The trainee is given an opportunity to analyse the case and come out with all possible solutions. This method can enhance analytic and critical thinking of an employee.

2. Incident method:

Incidents are prepared on the basis of actual situations which happened in different organizations and each employee in the training group is asked to make decisions as if it is a real-life situation. Later on, the entire group discusses the incident and takes decisions related to the incident on the basis of individual and group decisions.

3. Role play:

In this case also a problem situation is simulated asking the employee to assume the role of a particular person in the situation. The participant interacts with other participants assuming different roles. The whole play will be recorded and trainee gets an opportunity to examine their own performance.

4. In-basket method:

The employees are given information about an imaginary company, its activities and products, HR employed and all data related to the firm. The trainee (employee under training) has to make notes, delegate tasks and prepare schedules within a specified time. This can develop situational judgments and quick decision making skills of employees.

5. Business games:

According to this method the trainees are divided into groups and each group has to discuss about various activities and functions of an imaginary organization. They will discuss and decide about various subjects like production, promotion, pricing etc. This gives result in co-operative decision making process.

6. Grid training:

It is a continuous and phased programme lasting for six years. It includes phases of planning development, implementation and evaluation. The grid takes into consideration parameters like concern for people and concern for people.

7. Lectures:

This will be a suitable method when the numbers of trainees are quite large. Lectures can be very much helpful in explaining the concepts and principles very clearly, and face to face interaction is very much possible.

8. Simulation:

Under this method an imaginary situation is created and trainees are asked to act on it. For e.g., assuming the role of a marketing manager solving the marketing problems or creating a new strategy etc.

9. Management education:

At present universities and management institutes gives great emphasis on management education. For e.g., Mumbai University has started bachelors and postgraduate degree in Management. Many management Institutes provide not only degrees but also hands on experience having collaboration with business concerns.

10. Conferences:

A meeting of several people to discuss any subject is called conference. Each participant contributes by analyzing and discussing various issues related to the topic. Everyone can express their own view point.

Answer the following question in $$10$$ to $$12$$ sentences.
Explain the four methods of "on the job" training.

Methods of On the Job Training :-

Method 1. Coaching and Mentoring:

Coaching and mentoring constitutes the most commonly used method to train the employees while they are on their jobs. Coaching involves the development of one-to-one relationship between the employees and supervisors, which ensures continued guidance and feedback of the employees on how well they are handling their tasks. Mentoring is a particular form of coaching used by experienced executives to groom the junior employees. Normally, mentoring involves one-to-one coaching for a period of several years until the employee is eventually capable enough to replace the mentor itself.

Method 2. Understudy:

Understudy refers to the method in which trainees are prepared to perform the work or fill the position of their superiors. In this technique, a trainee who is likely to assume the full duties and responsibilities of the position currently held by his/her superior is called as an understudy. The understudy fills the position of his/her superior that is about to leave the job due to promotion, retirement, or transfer.

Method 3. Job Rotation:

Job rotation involves the movement of employees from one job to another, so that they can attain the understanding of different functions and processes of an organization. In addition, to release boredom, it allows employees to build a rapport with a wide range of individuals within the organization, which further facilitates cooperation among the departments. The cross-trained workforce provides the organization a great amount of flexibility when transfers, promotions, or replacements become inevitable.

Method 4. Special Projects Assignments:

Special project assignments denote a highly useful training technique, under which trainees are assigned a project that is closely related to their jobs. Sometimes, a number of trainee executives are put together to work on a project directly related to their functional areas. Trainees analyze the problems and submit the written recommendations, which provide them with a valuable experience in tackling the problem.

Explain the steps involved in Staffing Process?

Following are the steps in Staffing Process:
(i) Estimating the Manpower Requirements: understanding manpower requirements is not merely a matter of knowing how many persons we need but also of what type.
(ii) Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
(iii) Selection: Selection is the process of choosing from among the pool of prospective job candidates developed at the stage of recruitment.
(iv) Placement and Orientation: The employee is given a brief presentation about the company and is introduced to his superiors, subordinates, and colleagues.
(v) Training and Development: Organisations have either in-house training centers or have forged alliances with training and educational institutes to ensure continuous learning of their employees.
(vi) Performance Appraisal: Performance appraisal means evaluating an employee's current and/or past performance as against certain predetermined standards.
(vii) Promotion and career planning: Promotions are an integral part of people's careers. They refer to being placed in positions of increased responsibility.
(viii) Compensation: Compensation refers to all forms of pay or rewards going to employees. It may be in the form of direct financial payments like wages, salaries, incentives, commissions, and bonuses and indirect payments like employer-paid insurance and vacations.

'Entertainment India Ltd. has been incorporated with the objective of entertaining people by organising festivals, programmes and other similar events depicting the rich cultural heritage of the country. The company management has renowned personalities from the field of art, literature and culture. They decided to give a platform to young budding musicians, poets and artists. The company decided its organisational structure by grouping similar jobs together. Thereafter, the heads of different departments were also appointed. Nisha, one of the heads, did an analysis of the number, type and qualification necessary for people to be appointed. The information generated in the process of writing the job description and the candidate profile was used to develop Situations vacant advertisement. This was published in print media and flashed in electronic media. This brought in a flood of response. Explain the other steps which Nisha has to perform to complete the process being discussed above.

Nisha as one of the heads should conduct manpower planning, analyse the workload and the workforce, and analyse and initiate the “Staffing Process”.
Staffing process includes the following steps:
(i) Estimating Manpower Requirement: Staffing process begin with the estimation of manpower requirement which means finding out number and type (as per educational qualification) of the employees needed by the organization. While estimating possibilities regarding internal promotions, retirements, resignation etc are also taken into consideration, estimation of manpower requirement should be based on the organization’s strategic plan and not merely organization’s structure.
(ii) Recruitment: It refers to the process of inducing the potential candidates to apply for the job. So that more options are available at selection step that is why it is also known as positive process. In other words, recruitment means making available the efficient employees in order to fill various post. Sources for the recruitment of employees are of two types: Internal (through transfers and promotions) and External (through advertisements, placement agencies etc.)
(iii) Selection: It refers to choosing the most suitable and competent candidate to fill the vacant job in the organizational structure. It is important to keep in mind that the ability of the applicant and the nature of work must match. The selection is done through a process which involves test, interviews etc. Selection is considered a negative process because more candidates are rejected than selected through this process.
(iv) Placement and Orientation: Placement refers to occupying of post by the candidate for which he is selected. After selection the employees is given appointment letter and is asked to occupy the vacant job position. Before they start working in the organization orientation Program is organized by the organization. Orientation is the process of introducing a new employee to the organization and organization to the employee by providing relevant information such as working of organization, it human resources policy, employment benefits, introduction of superior, co-workers and subordinate it is also known as induction.
(v) Training and Development: The last step in the process of staffing is imparting training and development facilities to the employees so that their efficiency and effectiveness is increased. Training refers to a process designed to maintain and improve current job performance. On the other hand, development refers to a process designed to develop skills necessary for future activities.

Answer the following question in $$20$$ to $$25$$ sentences.
Explain the external source of recruitment.

The personnel department may use the following external sources of recruitment :-

External Source

1. Direct Recruitment:

The unemployed persons may contact the employment section of various enterprises to ascertain if they can be casually employed. Many firms follow the practice of recruitment at factory gate to fill casual vacancies. Such workers are known as Budli Workers. This method is very useful for recruiting unskilled workers. It does not involve cost of advertising the vacancies. Whenever the regular workers absent themselves in large number or whenever there is rush of work, this source of recruitment may be used.

2. Casual Callers:

In case of reputed organisations, many qualified people apply for employment on their own initiative. Such applications are known as unsolicited applications or casual callers. They serve as a good source of manpower. A proper file may be kept of such applications and the candidates may be called whenever the need arises.

3. Advertising:

Advertising a job has become the fashion of the day with the large companies particularly when the vacancy is for a higher post or when there are a large number of vacancies. This helps in approaching the candidates spread over different parts of the country. Information about the job descriptions and job specifications can be given in the advertisement so that only the candidates who think themselves to be suitable may apply only. This method also increases the choice of the management.

4. Employment Exchange:

There is a network of employment exchanges in the country which is run by the Government has also made it compulsory for the employers to fill some vacancies through the employment exchanges. Thus, employment exchanges play an important role.

5. Placement Agencies:

Professional bodies have come into existence which provides their services to the enterprises for recruitment and selection of employees. These agencies specialize in the supply of particular categories of workers.

6. Management Consultants or Head Hunters:

Management consultancy firms help the organisations to recruit technical, professional and managerial personnel. They specialize in middle level and top level executive placements. They maintain data bank of persons with different qualification and skills and even advertise the jobs on behalf of their clients to recruit right type of personnel.

7. Campus Recruitment:

Colleges and institutes of management and technology have become a popular source of recruitment for technical, professional and managerial jobs. Many big organisations maintain a close liaison with the universities, vocational schools and management institutes to recruit qualified personnel for various jobs. Recruitment from educational institutions is the well-established practice of business and other organisations. This is referred to as ‘campus recruitment’.

Answer the following question in a word or a sentence.
State any one internal source of recruitment.

Internal Sources:

1. Present Employees:

Promotions and transfers from among the present employees can be a good source of recruitment. Promotion implies upgrading of an employee to a higher position carrying higher status, pay and responsibilities. Promotion from among the present employees is advantageous because the employees promoted are well acquainted with the organisational culture, they get motivated, and it is cheaper also.

Promotion from among present employees also reduces the requirement for job training. However, the disadvantage lies in limiting the choice to a few people and denying hiring of outsiders who may be better qualified and skilled. Furthermore, promotion from among present employees also results in inbreeding which creates frustration among those not promoted.

Transfer refers to shifting an employee from one job to another without any change in the position/post, status and responsibilities. The need for transfer is felt to provide employees a broader and varied base which is considered necessary for promotions. Job rotation, involves transfer of employees from one job to another on the lateral basis.

What are the various forms of Tests in Selection Process?

Important Tests Used for Selection of Employees:
(a) Intelligence Tests: This is one of the important psychological tests used to measure 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.
(b) Aptitude Test: It is a measure of an individual's potential for learning new skills. It indicates the person's capacity to develop. Such tests are good indices of a person's future success score.
(c) Personality Tests: Personality tests provide clues to a person's emotions, reactions, maturity and value system, etc. These tests probe the overall personality. Hence, these are difficult to design and implement.
(d) Trade Test: These tests measure the existing skills of the individual. They measure the level of knowledge and proficiency in the area of professions or technical training.
(e) Interest Tests: Every individual has a fascination for some job than the other. Interest tests are used to know the pattern of interests or involvement of a person.

Explain Vestibule Training and Apprenticeship Programme as methods of training.

Vestibule training: In vestibule training, an attempt is made to duplicate, as close as possible the method, material, equipment and condition as found in a real work situation. Vestibule school is operated as a special effort by the personnel department. It is particularly suitable when a large number of employees are to be trained at the same time for the same kind of work.

Apprenticeship programme: Apprenticeship programme is designed for higher levels of skill. It ensures on the job training and is explained with classroom instruction is a particular subject. The period of training Apprenticeship training is offered to a wide range of job – mechanics, electricians, computer operators. Each apprentice is given a programme with a predetermined schedule which provides for efficient training acquisition of trade skills.

Explain the Selection Process.

The important steps in the process of selection are as follows:
(i) Preliminary Screening: Preliminary screening helps the manager eliminate unqualified or unfit job seekers based on the information supplied in the application forms.
(ii) Selection Tests: An employment test is a mechanism (either a paper and pencil test or an exercise) that attempts to measure certain characteristics of individuals.
(iii) Employment Interview: An interview is a formal, in-depth conversation conducted to evaluate the applicant's suitability for the job.
(iv) Reference and Background Checks: Many employers request names, addresses, and telephone numbers of references for the purpose of verifying information and, gaining additional information of an applicant.
(v) Selection Decision: The final decision has to be made among the candidates who pass the tests, interviews, and reference checks.
(vi) Medical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a medical fitness test.
(vii) Job Offer: The next step in the selection process is a job offer to those applicants who have passed all the previous hurdles. Job offer is made through a letter of appointment/confirm his acceptance.
(viii) Contract of Employment: After the job offer has been made and the candidate accepts the offer, certain documents need to be executed by the employer and the candidate.

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 Executive 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 trust worthy, if she could be moved up in the hierarchy, she would do the needful. The Chief Executive Officer agreed for the same. Mina 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.
(a) Name the internal/external sources of recruitment used by 'Montac Enterprises Ltd'. to fill up the above stated vacancies.
(b) Also state any one merit of each of the above identified source of recruitment.

(a) The following are the internal/external sources of recruitment used to fill up the vacancies are:
(i) Human Resource Manager: Promotion;
(ii) Marketing Head: Placement Agencies and Management Consultants;
(iii) Assistant Manager: Casual Callers.

(b) The merits of each of the above-mentioned sources of recruitment are:
Promotion: It helps to improve motivation, loyalty and satisfaction level of employees.
Placement Agencies and Management Consultants: They help in enticing the needed top executives from other companies by making the right offers.
Casual Callers: It reduces the cost of recruiting workforce in comparison to other sources.

Staffing - Class 12 Commerce Business Studies - Extra Questions

What are the things which you will consider while recruiting a fresher?

Is expense on training a waste?

State one objective of preliminary screening/ interviews

Give any two methods of external recruitment.

Under which source of recruitment do employees get motivated?

What is the pre-requisite of selection?

Name the concept which related to forecasting and assessing manpower needs.

Why is 'employment interview' conducted in the process of selection?

"A newly appointed personnel manager is of the view that there is no need for training the workers." Do you agree with his views? Give reasons to your answer.

Name the concept related to:(a) Searching for prospective candidates(b) Stremlining the attributes of a person required for doing a job.

Define job specification.

"Our assets walk out of the door each evening, we have to make sure that they come back the next morning". This statement related to which function of management. Explain the importance of this function.

Which source of recruitment has the disadvantage of increase in labour turnover?

Which source of recruitment has the disadvantages of increase in labour turnover.

Define job analysis.

Why is recruitment called positive process?

Name the Training Method in which:(i) A newly appointed employee is acquainted with the organisation.(ii) Trainee learns under the guidance of a master worker.(iii) Trainee learns on the dummy equipments he/she will be using

Some learning opportunities are designed and delivered to improve skills and abilities of employees whereas some others are designed to help in the growth of individuals in all respects. Identify and explain the two concepts explained above

Name the concept which involves growth of individuals in all respects.

A company is manufacturing paper plates and bowls. It prodcues 1,00,000 plates and bowls each day. Due to local festival it got an urgent order of extra 50,000 plates. Advise how will company fulfill its order and which method of recruitment would you suggest?

An organisation provides security services. It requires such candidates who are reliable and don't leak out the secret of their clients. What steps should be incorporated in selection process? State next two steps of selection process.

The workers of a factory are unable to work on new machines and always demand for the help of supervisor. The supervisor is overburdened with their frequent calls.Suggest the remedy.

The workers of a factory reman idle because of lack of knowledge of hi-tech machines. Frequent visit of engineer is made which causes high overhead changes. How can this problem be removed?

The quality of production is not as per standard. On investigation, it was observed that most of the workers were not fully aware of the proper operation of the machinery. What could be the way to improve the accuracy?

Define training. How is it different from education?

Briefly enumerate the important sources of recruitment.

What is meant by recruitment? How is it different from selection?

Explain why is staffing taken as a part of human resource management?

Why are internal sources of recruitment considered to be more economical?

Explain briefly any four purposes of training.

Explain briefly sources of recruitment

What is meant by job specification?

What are the advantages of training to the individual and to the organization?

A newly appointed personnel manager is of the view that there is no need for training the workers. Do you agree with his views? Give reasons in support of your answer.

State how does recruitment takes place through employment exchange?

DIstinguish between training and development.

With the help of a suitable example bring out any four differences between training and development.

Give any one advantage of external sources of recruitment.

Manu, a chief manager in a company using highly sophisticated machines and equipment, wants that every employee should be thoroughly trained before using the machines and equipment. Suggest and describe the best method of training that Manu can use for training of his employees.

Name and state the 'on the job method of training' that is used to give training to the electricians.

How does staffing help to ensure optimum utilization of human resources?

What is meant by 'Estimating man-power requirements' as a step in the process of 'Staffing'?

Name the method of training which trainees learn on the equipment they will be using.

Name the method of training in which the trainee learns under the guidance of a master worker.

Give any one advantage of internal sources of recruitment.

Give the meaning of 'Placement' as a step in the process of staffing.

Briefly explain the different methods of training.

On-the-job Training (OJT) Methods:

State any three limitations of external sources of recruitment.

Himesh is working as a supervisor in a company. Due to his hard work he is promoted to the post of Production Manager. Now the post of supervisor is vacant and no one can be transferred or promoted to this post. State any three advantages of using this source of recruitment.

A newly appointed Personnel Manager is of the view that training is beneficial only for the organisation and not for the workers. Do you agree with his view? Give any four reasons in support of you answer.

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 the employees.

"Some learning opportunities are designed and delivered to improve skills and abilities of employees whereas some others are designed to help in the growth of individuals in all respects." Identify and explain the two concepts explained above.

Define 'staffing' as a function of management and state its importance.

State how staffing ensures 'continuous survival and growth of the enterprise'.

Why is staffing considered as an important function of management in all types of organisations? State any three reasons.

"Internal sources of recruitment are better than external sources of recruitment." How? Explain by giving any four reasons.

Name the function of management that recognises the importance of every single person employed by an organisation.

"Filling vacancies from within the organisation has some advantages as well as limitations." Explain any three such advantages and any three limitations?

How is training of employees beneficial for the organisations? State by giving any four reasons.

What are the internal sources of recruitment? State any four advantages and four limitations of internal sources of recruitment.

You are the Personnel Manager of Kapila and Company Ltd. You have been directed by the Directors of the company to select a Chartered Accountant for the company. Explain the selection procedure you will follow for the same?

Ramesh is working under the guidance of Harish, a carpenter, for the last three years to learn the different skills of this job.Name and explain the method of training Ramesh is undergoing.

Which function of management helps in obtaining right poeple and putting them on the right jobs? Explain any five points of importance of function.

What is meant by 'Recruitment'? state any five limitations of internal sources of recruitment.

Which source of recruitment is needed to bring new blood in the organization? Explain any three advantages and any two limitations of this source.

Explain briefly 'transfers' and 'promotions' as internal sources of recruitment.

"The process of selection involves judgement about the performance potential of the candidate and thus involves a number of steps." State the steps in the process of selection.

Define Workload Analysis.

In Manik Ltd., selection process is very fair, scientific and standardised. Competent, laborious employees with good work culture are selected. As a result, subordinates are efficient, responsible and take initiative in every activity. Which kind of leadership style would be suitable in Manik Ltd.

Define 'Recruitment'. State any five merits of internal sources of recruitment.

Explain any four external sources of recruitment. Which of these sources is ideal for a manufacturing organisation?

Which step in staffing act as one of the measures of controlling to improve the efficiency of employees? Give the importance of that concept.

Which source of recruitment motivate existing employees?

Match the following

Explain briefly 'Casual Callers' and 'Labour Contractors' as external sources of recruitment.

State the benefits of the action to 'Moga Industries Ltd.'

Name the step of the staffing process regarding which the company decided to take action.

State the steps in the selection procedure, after the employment interview and before the job offer.

Name the concept related to:
(a) Searching for prospective candidates
(b) Stremlining the attributes of a person required for doing a job.

Name the Training Method in which:
(i) A newly appointed employee is acquainted with the organisation.
(ii) Trainee learns under the guidance of a master worker.
(iii) Trainee learns on the dummy equipments he/she will be using

The workers of a factory are unable to work on new machines and always demand for the help of supervisor. The supervisor is overburdened with their frequent calls.
Suggest the remedy.

A newly appointed Personnel Manager is of the view that training is beneficial only for the organisation and not for the workers. Do you agree with his view?
Give any four reasons in support of you answer.

"Internal sources of recruitment are better than external sources of recruitment." How?
Explain by giving any four reasons.

"Filling vacancies from within the organisation has some advantages as well as limitations."
Explain any three such advantages and any three limitations?

You are the Personnel Manager of Kapila and Company Ltd. You have been directed by the Directors of the company to select a Chartered Accountant for the company.
Explain the selection procedure you will follow for the same?

Ramesh is working under the guidance of Harish, a carpenter, for the last three years to learn the different skills of this job.
Name and explain the method of training Ramesh is undergoing.

Which source of recruitment is needed to bring new blood in the organization?
Explain any three advantages and any two limitations of this source.

Distinguish between the following.
Organizing and Staffing.

Write a short note on the following:
Coordination, as the essence of management.

Answer briefly the following question.
State any two conditions where demotion can be justified.

Answer briefly the following question.
How does performance appraisal differ from potential appraisal?

Answer briefly the following question.
Explain any one distinction between suspension and termination with reference to staff dismissal.

Answer briefly of the following questions.
State any two hindrances to staff training.

Answer briefly of the following question.
What are the benefits of Campus recruitment?

Answer briefly the question:
Differentiate between upgrading and dry promotion.

Answer briefly the question:
Give one benefit each of voluntary retirement scheme to the employee and to the employer

With reference to selection process, explain the significance of the following:
Preliminary Interview