Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Assignment - A
Question 1. "Job analysis is basically a process of data collection", Discuss.
Also point out the sources of job information, and the seven basic areas in
which job analysis provides information.
Question 2. "Job description" and 'job specification' are the twin products of
job analysis". Discuss. Also point out the process of job description.
Question 3. Do you agree that job specification is the statement of minimum
acceptable human qualities necessary to perform a job properly? Yes or no, why?
Also throw light on the contents of job specification for the posts of HR
Manager to be recruited in an organization employing 5000 employees.
Question 4. Identify the main stages in the process of selection, especially if
the candidates have to be selected for the posts of Vice President (HR) and Sr.
Vice President (HR).
Question 5. "In the present era of information technology, the role of internet
in recruitment hardly needs any elaboration." Justify the statement.
Assignment - B
Question 1. "Interviews are the most used, misused and abused tool in the
process of selection". Discuss. Also point out the methods of interviewing.
Question 2. What is meant by 'Retention Management'? Also discuss in brief, the
steps that need to be taken to retain people in the organization.
Question 3. Short notes on any three of the following:
a) Job analysis in a jobless world.
b) The Decision Theory Approach.
c) FIRO-B
d) Designing performance appraisal system.
e) Application Blank.
Case Study
Growing Minds, Inc. is a national chain of retail outlets specializing in
creative toys and innovative learning materials for children. The company caters
to the upper end of the market and focuses on customer service for a competitive
advantage. It provides workshops for parents and children on topic such as
learning with the computer and indoor gardening and offers crafts classes
ranging from papier-mch to pottery.
Growing Minds plans to expand and to open five new retail outlets in the coming
quarter. This may mean up to 200 new hires, and the executive team wants to make
sure that the best propel are hired and retained. It has issued a challenge to
its retail management personnel to design a staffing process that will
accomplish these goals.
The children's market in which Growing Minds operates demands service personnel
who are endlessly patient; knowledgeable about children, toys, and learning;
and, perhaps most important, sociable, enthusiastic, and engaging. Excellent
customer service is the top priority at Growing Minds, and obtaining the desired
performance from personnel has meant a major investment in training.
Unfortunately, new workers often leave within a year of being hired. This means
that the company barely gets an adequate return of the training it has invested
in its new hires. Apparently, turnover is due (at least in part) to the
demanding nature of the job. Recently, Growing Minds has been emphasizing the
establishment of work teams to improve the quality of its services, identify and
fix any problems in service delivery, and brainstorm new opportunities. This
approach has yielded better-than-anticipated results, so the team concept will
be central to the new outlets.
Questions:
1. How can Growing Minds attract the best applicants for job at its new
retail outlets? On what groups, if any, should the company's recruiting efforts
focus? How should the recruiting be done?
2. How should Growing Minds select the best candidates? What type of
characteristics and measures should be used? Why?
3. How might Growing Minds address its retention problem?
4. How might Growing Minds socialize its employees so that they are attuned
to the firm's culture and plans for the future?
Assignment - C
1. Once job analysis is conducted, the data reviewed is:
(a) Job Description
(b) Job enlargement
(c) Job enrichment
(d) Downsizing
2. Which is not true regarding job analysis?
(a) It is a process of data collection
(b) It is a procedure through which facts are gathered for each job
(c) Information about the job is systematically discovered & noted
(d) It is a process of data dissemination
3. Job description does not consist of :
(a) Job summary
(b) Job evaluation
(c) Hazards involved
(d) Pay
4. Who of the following is not the source of job information in connection with
job analysis?
(a) Job holders
(b) Independent observers
(c) Interviews
(d) Pay Commission
5. Which is not true?
(a) HR planning is helpful in detailing the numbers and kind of personnel
required.
(b) It spells out the qualification, skills and expertise of personnel required
in all organizations.
(c) It gives lead time for recruitment, selection, training and development of
personnel.
(d) HR planning integrates the employees into the organization.
6. Which of the following is not a stage of the process of HR planning?
(a) Identifying objectives
(b) Developing manpower
(c) Assessing Business Plan
(d) Manpower audit
7. Which of the following is not the quantitative method of forecasting HR
demand?
(a) Moving Average
(b) Exponential smoothing
(c) Delphi Technique
(d) Trend projections
8. Which of the following is not involved in work-load analysis?
(a) Demand analysis
(b) Establishing work standards
(c) Nature and composition of existing workforce
(d) Turnover rate of employees
9. Which of the following is not a quantitative method of forecasting HR demand?