Funtamentals of Human Resource Management: Unit-I 9

Namma Kalvi
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UNIT-I FUNTAMENTALS OF HUMAN

CHAPTER
9 RESOURCE MANAGEMENT
INTRODUCTION
The human resource is the important component in any organization. It is thescarcest and most crucial
productive resource that creates the largest and long lasting reward for an organization. Human resource r esides
in the knowledge, skill and motivation of people. The Success, growth and developments of organizations
depend on the quality of work force they possess. It only through the human resource all other resources are
actively utilized leading to the efficient and effective running of an establishment. This chapter clearly examines
the Fundamentals of Human Resource Management.
I. Choose the Correct Answers II. Very Short Answer Questions:

1. Human resource is a _____ asset.
a) Tangible b) Intangible 1. Give the meaning of Human Resource.
c) Fixed d) Current Human resources are the people who make up
the workforce of an organization, business sec-
2. Human Resource management is both tor, or economy.
_________and ________ Human Capital is sometimes known as Human
a) Science and art Resources.
b) Theory and practice
c) History and Geography 2. What is human resource management?
d) None of the above The branch of management that deals with
managing human resource is known as Human
3. Planning is a _________ function. Resource Management.
a) Selective b) Pervasive Human Resource Management is a function of
c) Both a and b d) None of the above management concerned with hiring, motivating
and maintaining people in an organization.
4. Human resource management determines
If focuses on people in an organization.
the_______relationship.
a) Internal, external 3. State two features of HRM.
b) Employer, employee Universally relevant:
c) Owner, Servant Human Resource Management has universal
d) Principal, agency relevance.
The approach and style varies depending the
5. Labour turnover is the rate which employ-
nature of organization structure and is applica-
ees _________ the organization.
ble at all levels.
a) Enter b) Leave
Goal oriented:
c) Salary d) None of the above
The accomplishment of organizational goals is
made possible through best utilization of human
ANSWERS resource is an organization.
1 b 2 a 3 b 4 b 5 b
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XII Std - Commerce Chapter - 9 Funtamentals of Human Resource Management
4. Mention two characteristics of Human the procurement, development, compensation,
Resource. integration and maintenance of personnel of

Human resource is the only factor of production an organization for the purpose of contributing
that lives. towards the accomplishment of that organization’s
Human resource created all other resources major goals or objectives”
It is only the labour of employees that is hired
2. What are the features of Human resources?
and not employee himself.
The following are the features of Human Resources
5. List the functions of HRM. Human resource is the only factor of production
The functions of human resource management may that lives
be classified as under: Human resource created all other resources
Managerial function – Planning, Organising, It is only the labour of employees that is hired
Directing, Controlling and not the employee himself
Operative function - Procurement, Development, Human resource exhibits innovation and
Compensation, Retention, Intergration, creativity
Maintenance Human resource alone can think, act, analyse
and interpret
III. Short Answer Questions: Human resource are emotional beings
Human resources can be motivated either
1. Define the term Human Resource financially or non-financially
Management. The behaviour of human resources are
According to Dale Yoder Human Resource unpredictable
Management as “ the effective process of planning Over years human resources gains value and
and directing the application, development and appreciates
utilization of human resource in employment”. Human resource are movable
Flippo defines Human Resource Management Human resource can work as a team
as “the personal function that is concerned with
3. Give two points of differences between HR and HRM.
Sl.No Basis of Human Resource Human Resource Management

Difference
1. Nature It is a wing of HRM that It is a branch of management, which is concerned
keeps focusing on the growth with making the best possible use of enterprise’s
and development part of the human resources, by providing better working
organizations man power conditions, to the employees
2. Time It is not a continuous process. It is a continuous process. The HR manager has
Depends upon the attitude of the to deal with different kind of people
employees it may vary.
4. What is the importance of Human r esources?

Thevital resource namely human resource is s ignificant because of the following reason:
It is only through human resource all other r esources are effectively used
The sustainable growth of an organization depends on the important resource human resource
Industrial relations depend on human resource
Human relations is possible only through human resource
Human resource manages all other factors of production
The skill sets of the human resources can be improved through training and development programmes
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Chapter - 9 Funtamentals of Human Resource Management XII Std - Commerce
Human resources are well protected by D) Controlling-
legislative frame works. It is comparing the actuals with the
standards and to check whether activities
5. State the functions of Human Resource
are going on as per plan and rectify
Management.
deviations.
The functions of human resource management may
The control process includes fixing of
be classified as under:
standards, measuring actual performance,
comparing actual with standard laid down,
Managerial Function Operative Function
measuring deviations and taking corrective
actions. Supervision, reports, records and
Planning Procurement audit.
II. Operating Function
Organising Development A) Procurement
Acquisition deals with job analysis, human
Directing Compensation resource planning, recruitment, selection,
placement, transfer and promotion
Controlling Retention B) Development
Development includes performance
Integration
appraisal, training, executive d evelopment,
career planning and development,
Maintenance
organizational development
C) Compensation
1. Managerial Functions. It deals with job evaluation, wage and
A) Planning- salary administration, incentives, bonus,
Planning is deciding in advance what to fringe benefits and social security schemes
do, how to do and who is to do it. It helps D) Retention
in the systematic operation of business. This is made possible through health
It involves determination objectives, and safety, welfare, social security, job
policies, procedures, rules,
strategies, satisfaction and quality of work life.
programs and budgets, It ensures
E) Integration –
maintenance of correct number of
It is concerned with the those activities that
employees to carry out activities and also aim to bring about reconciliation between
to formulate timely employee policies. personal interest and organizational
B) Organising interest
It includes division of work among F) Maintenance
employees by assigning each employee
Thisencourage employees to work with
their duties, delegation of authority as job satisfaction, reducing labour turnover,
required and creation of accountability to accounting for human resource and

make employees responsible. carrying out audit and research.
C) Directing
It involves issue of orders and instructions IV. Long Answer Questions:
along with supervision, guidance and
motivation to get the best out of employees.
1. Explain the unique features of Human
This reduce waste of time energy
Resource.
The unique, peculiar and distinctive features of
and money and early attainment of
human resources are as under
organizational objectives.
Human resource is the only factor of production
that lives
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Human resource created all other resources which is made possible through human re-
It is only the labour of employees that is hired source management.
and not the employee himself Managing human resource plays a
Human resource exhibits innovation and significant role in the process of employee
creativity skill and knowledge enhancement to
Human resource alone can think, act, analyse enable the employees to remain up to
and interpret date through training and development
Human resource are emotional beings programmes.
Human resources can be motivated either 6. To appraise the performance of employees:
financially or non-financially Periodical appraisal of performance of
The behaviour of human resources are employees through human resource

unpredictable anagement activities boosts up good

Over years human resources gains value and performers and motivates slow performers.
appreciates It helps the workforce to identify their level
Human resource are movable of performance.
Human resource can work as a team 7. To improve competitive advantage:
Organizations with capable and competent
2. Describe the significance of human
employees can truly gain competitive
resource management.
advantage can truly gain competitive

The important of Human Resource Management
dvantage in the globalized market.
are as follows:
Higher the level of good performers greater
1. To identify manpower needs:
the possibility of fast paced growth of the
Determination of manpower needs in
enterprise.
organization of manpower needs in an
8. To provide incentives and bonus to best
organization is very important as it is a

performers:
form of investment.
It is the role of human resource management
The number of men required are to be
to recognize the best performers and to
identified accurately optimize the cost.
provide them with bonus and incentives as
2. To incorporate change:
a form of a ppreciation for their work.
Change is constant in any organization
This motivation can be either financial or
and this change has to be introduced
non-financial
in such a way that the human resource
9. To determine employee commitment:
management acts as an agent to make the
Human resource management determines
change effective.
the level of commitment of employees
3.
To ensure the correct requirement of
to their work either work either through
manpower:
interview or questionnaire.
At any time the organization should
The higher the possibility of the
not suffer from shortage or surplus
organization to be successful.
manpowerwhich
is made possible
This can be carried out through appropriate
throughhuman resource management.
policies.
4. To select right man for right job:
10. To emphasizesocialization:
Human resource management ensures the
Human beings are social animals and
right talent available for the right job, so
they are comfortable in the work place
that no employee is either under qualified
by maintaining cordial relationship with
or over qualified.
peers, subordinates and managers so as to
5. To update the skill and knowledge:
contribute maximum to the organization.
At any time the organization should not
suffer from shortage or surplus manpower
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11. To promote favorable employee attitude: F) Organising
Organizations are expected to provide It includes division of work among
a good work environment to secure employees by assigning each employee

favorable employee attitude towards the
their duties, delegation of authority as
management. required and creation of accountability to
This can be accomplished through conflict res- make employees responsible.
olution, counseling, grievance reprisals etc. G) Directing
12. To provide scope for collective bargaining: It involves issue of orders and instructions
Human resource management encourages along with supervision, guidance and
workforce to form a union to represent
motivation to get the best out of employees.
their grievances and find early solution for This reduce waste of time energy
their problems by collective representation. and money and early attainment of
organizational objectives.
2. Elaborate on the managerial functions of
H) Controlling-
Human Resource Management.
It is comparing the actuals with the
3. Managerial Functions.
standards and to check whether activi-

E) Planning-
ties are going on as per plan and rectify
Planning is deciding in advance what to
deviations.
do, how to do and who is to do it. It helps
The control process includes fixing of
in the systematic operation of business.
standards, measuring actual performance,
It involves determination objectives,
comparing actual with standard laid down,
policies, procedures, rules, strategies,

measuring deviations and taking correc-
programmes and budgets, It e
nsures
tive actions. Supervision, reports, records
maintenance of correct number of

and audit.
employees to carry out activities and also
to formulate timely employee policies.
4. Differentiate HR from HRM
Sl.No Basis of Difference Human Resource Human Resource Management

1. Nature It is a wing of HRM that It is a branch of management, which is con-
keeps focusing on the growth cerned with making the best possible use of
and development part of the enterprise’s human resources, by providing
organizations man power better working conditions, to the employees
2. Time It is not a continuous process. It is a continuous process. The HR manager
Depends upon the attitude of has to deal with different kind of people
the employees it may vary.
5. Discuss the operating functions HRM. evaluation, wage and salary administra-
Operating Function tion, incentives, bonus, fringe benefits and
Procurement - Acquisition deals with job social security schemes
analysis, human resource planning, re- Retention – this is made possible through
cruitment, selection, placement, transfer health and safety, welfare, social security,
and promotion job satisfaction and quality of work life
Development- Development includes per- Integration – It is concerned with the
formance appraisal, training, executive those activities that aim to bring about
development, career planning and devel- reconciliation between personal interest
opment, organizational development and organizational interest
Compensation – It deals with job Maintenance – This encourage employees
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to work with job satisfaction, reducing la- 9. HRM is the systematic approach to
bour turnover, accounting for human re- accomplish organizational goal through

source and carrying out audit and research. most advantageous use of __________.
a) Technology b) Machines
Additional Questions: c) Skilled Employees d) Funds
10. The HR manager focuses his attention in

I. Choose the Correct Answers: providing and improving welfare facilities
for ____________.
1. The features of human resources are a) Customers b) Stake Holders
___________ in nature. c) Employees d) All of the above
a) Hetrogeneous b) Homogeneous
c) Compliance d) None 11. Assertion (A): One can not be sure about
the quality of appraisal on the basis of
2. Identify the managerial function out of the length of service.
following functions of HR managers. Reasoning (R): Initial appraisal and
a) Procurement b) Development promotional appraisal are done separately
c) Organizing d) None and differently since the length of service
is different.
3. Human resource management is normally
(A) (R) is correct but (A) is not correct.
__________ in nature.
(B) (A) is correct but (R) is not correct.
a) Combative b) Reactive
(C) (A) and (R) both are correct.
c) Proactive d) None
(D) (A) and (R) both are not correct.
4. Human Resource process includes
12. Statement (i): Labour always get a major
___________.
share of productivity gains.
a) Role clarity b) Work Planning
Statement (ii): Partial stoppage of work by
c) Better Communication d) All of the above
workers amounts to strike.
5. Mr.X a manager of the company (A) Statement (i) is true but (ii) is false.
delegates the responsibility of a project
(B) Statement (ii) is true but (i) is false.
to Mr.Y his subordinate. Mr.X involved (C) Both statements are true.
in _________________ function of the (D) Both statements are false.
management process
13. Statement (I): Job evaluation is a
a) Planning b) Organising
technique of assessing the worth of each
c) Controlling d) All of the above
job in c omparison with others throughout
6. ___________ refers to the management of an organization.
people in an organization. Statement (II): Job evaluation and job
a) HR b) HRM rating are one and the same for employees’
c) HRD d) All the above appraisal purposes.
Codes:
7. The Operative functions are known as (A) Statement (I) is correct, but Statement (II) is
____________ functions. incorrect.
a) Management b) Administrative (B) Statement (II) is correct, but Statement (I) is
c) Advisory d) None incorrect.
8. The human resource functions has social (C) Both the Statements (I) and (II) are correct.
and ___________ objectives. (D) Both the Statements (I) and (II) are incorrect.
a) Informative b) Customer oriented
c) Financial d) Ethical
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14. Assertion (A): Merit rating of an employee to check whether activities are going on as per
is the process of evaluating the e mployees plan and rectify deviations.
performance on the job in terms of the The control process includes fixing of standards,
requirements of the job. measuring actual performance, comparing actual
Reason (R): Employees’ merit rating is a with standard laid down, measuring deviations
technique for fair and systematic evaluation and taking corrective actions.
of an employee’s capacities and abilities This is made possible through observation,
and performance on the specific job. supervision, reports, records and audit.
Codes:
(A) Both (A) and (R) are correct, and (R) is the right IV. Long Answer Questions:
explanation of (A).
(B) Both (A) and (R) are correct, but (R) is not the 1. What are the Features of Human Resource
right explanation of (A). Management
(C) Both (A) and (R) are incorrect. The following are the characteristics of human re-
(D) (R) is correct, but (A) is incorrect. source management :
15. Statement I : It is no better to pay i. Universally relevant :
employees for little than to pay too much. Human Resource Management has universal
Statement II. Competent employees will relevance.
remain competent forever. The approach and style varies depending the na-
(A) Statement I is true, but II is false, ture of organisation structure and is applicable
(B) Statement II is true, but I is false. at all levels.
(C) Both the Statements I and II are true ii. Goal oriented :
(D) Both Statement I and II are false. The accomplishment of organisational goals is
made possible through best utilisation of human
resource in an organisation.
ANSWERS
iii. A systematic approach :
1 a 2 c 3 c 4 d 5 b
Human resource management lays emphasis on
6 b 7 c 8 d 9 c 10 c a systematic approach in managing the tasks per-
11 d 12 b 13 a 14 b 15 a formed by human resource of an organisation.
The two sets of functions performed are mana-
II. Very Short Answer Questions: gerial and operative functions.
iv. It is all pervasive :
1. What is meant by development in the con-
Wherever there is existence of human resource
cept of HRM?
the effective management of the available hu-
Development in the concept of HRM includes the
man resource is very important especially in
following:
functional areas.
Performance appraisal
v. It is a continuous process :
Training
As long as there is human resource in the run-
Executive development
ning of an organisation, the activities relating to
Career planning and development
managing human resource exists.
Organizational development
vi. It is a dynamic activity :
Human resource management is not the same
III. Short Answer Questions: as that of other factors of production, as they
have feelings and emotions which are to be
1. Write a note on the Controlling function of handled with care and diligence to maximise its
a HR. utilisation.
It is comparing the actual with the standards and
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vii. It is an integrative tool : xi. It is intangible :
The main idea behind managing the human re- Human resource management is a intangible
source is to motivate, participate and coordinate unction which can be measured only by results.
the available work force.
2. What are the Difference Between HRM and
viii. Focuses on development :
HRD
Human resource management focuses on the
Human Resource Management (HRM) is a
development of manpower through training and
branch of management; that is concerned with
development programmes.
making best possible use of the enterprise’s
Honing of skills through training increases the
human resources, by providing better working
effective use of the resource procured.
conditions, to the employees.
ix.
Human resource management is both
science as well as art :
It involves those activities that arrange and
As it relies on experiments and observations as
coordinates the human resources of an entity.
well as effective handling of manpower it is both
Further, it aims at maintaining good relations at
science and art.
various levels of management.
x. It is interdisciplinary :
Human resource management makes use
On the other extreme, Human Resource
of concepts of different disciplines like
Development (HRD) is a wing of HRM that
sociology, psychology, economics etc. making it
keeps focusing on the growth and development
interdisciplinary.
part of the organisation’s manpower
BASIS FOR
HRM HRD
COMPARISON
Meaning Human Resource Management refers to Human Resource Development means a

the application of principles of manage- continuous development function that in-
ment to manage the people working in tends to improve the performance of people
the organization. working in the organization.
What is it? Management function. Subset of Human Resource Management.
Function Reactive Proactive
To improve the performance of the em- To develop the skills, knowledge and com-
Objective
ployees. petency of employees.
Process Routine Ongoing
Dependency Independent It is a subsystem.
Concerned with People only Development of the entire organization.
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UNIT-IV
CHAPTER RECRUITMENT METHODS
10
INTRODUCTION
Recruitment refers to the overall process of attracting, short listing, selecting and appointing suitable candidates
for jobs, either may be permanent or temporary within an organization. Recruitment can also refer to processes
involved in choosing individuals for unpaid roles. Recruitment is the process of finding and attracting capable
applicants for employment. It is a linking activity that brings together to those offering jobs and those seeking
jobs. This chapter envisaged on the various recruitment methods in HRM.
II. Very Short Answer Questions:

I. Choose the Correct Answers
1. Recruitment is the process of identifying 1. Give the meaning of recruitment.
_____________ Recruitment is the process of finding suit-
a) Right man for right job b) Good performer able candidates for the various posts in an
c) Right job d) All the above organization.
It acts as a link between job provider and job
2. Recruitment bridges gap between seeker. It encourages the prospective employees
__________and ______________ to apply for the job.
a) Job seeker and job provider Then the organization scrutinizes the a
pplications
b) Job seeker and agent received and the suitable candidates are

c) Job provider and owner shortlisted for selection.
d) Owner and servant
2. What is promotion?
3. Advertisement is a _______________ Promotion means the movement of an employee
source of recruitment from his level to the top level.
a) Internal b) External Promotions take place based on seniority and
c) Agent d) Outsourcing merits of the employees.
The employees are given up an opportunity to
4. Transfer is an_______________ source of
move up in the organization hierarchy.
recruitment.
a) Internal b) External 3. State two benefits of internal source of
c) Outsourcing d) None of the above recruitment.
The following are the benefits of internal source
5. e recruitment is possible only through
of recruitment.
______________ facility.
Internal source of recruitment helps in increas-
a) Computer b) Internet
ing morale and retention.
c) Broadband d) 4G
It helps in continuity of operations.
ANSWERS 4. Mentionany two features of campus

1 a 2 a 3 b 4 a 5 b recruitment.
Campus recruitment system manages the online
details of the students.
It manages the information of the students.
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XII Std - Commerce Chapter - 10 Recruitment Methods
5. List the benefits of external source of 3. Give two points of differences between
recruitment. advertisement and unsolicited application.
Highly qualified and experience employees may Advertising is where the person present a program,
help the organization to come up with better product, or service to a viewer and it is at their
performance. liberty to accept it.
External sources are economical because Unsolicited application is where the person is force-
potential employees do not need extra training fully walking into an environment and introduce a
for developing their skills. product, program or service to prospects that may
or may not be interested in the offer.
III. Short Answer Questions:
4. What is the importance of job portals?
The job portals helps in catering job seekers and
1. Define the term Recruitment. employers from a variety of different educational
According to Edwin B.Flippo, “It is a process background.
of searching for prospective employees and From the perspective of employers, job portals
stimulating and encouraging them to apply for jobs are a quicker and more efficient way to fill a
in an o
rganization.” vacancy.
2. What are features of internal source of Job portals helps in managing the company
recruitment? profile.
It helps in building the image and reputation of 5. State the steps in recruitmentprocess.
the firm as a preferred employer. Recruitment process includes the following steps :
Targeted the top performers who can create Planning recruitment
growth for the firm. Determining vacancies.
Ensure extensiveness and multiplicity in the work Identifying the sources
place. Drafting information for advertisement
Minimize the time and cost. Selecting the suitable mode of advertisement
Ensure a convenient and candidate friendly Facilitating selection process
hiring approach. Evaluation and control
IV. Long Answer Questions:
1. Explain the different methods of recruitment

The following are the methods of recruitment sources:
DIRECT INDIRECT
METHOD METHOD
1. Advertisemnts 1. Employee referral

2. Unsolicited applicants 2. Goverment/Public
3. Walk ins Employment Exchanges
4. Campus Recruitment 3. Employmnet Agencies
5. Recruiment at Factory Gate 4. Employment Consultancies
6. Rival firms 5. Professional Associations
7. E-Recruitment 6. Deputation
7. Word of mouth
8. Labour Contractors
9. Job Portals
10. Outsourcing
11. Poaching
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Chapter - 10 Recruitment Methods XII Std - Commerce
A. Direct Method: ii. Government/Public Employment
i. Advertisements – Exchanges –
The employer can advertise in dailies, These are exchanges established by
journals, magazines etc. about the vacancies Government which facilitates recruitment
in the organisation specifying the nature of throughout the country. It makes available
work, nature of vacancy, qualification and the information required through the data
experience required, salary offered, mode base for the employer as well as the job
of applying and the time limit within which seeker by bridging the gap between them.
the candidate has to apply. iii. Private Employment Agencies –
ii. Unsolicited applicants – These are similar to Public employment ex-
These are the applications of job seekers changes except that the ownership is the
who voluntarily apply for the vacancies not hands of Private parties. It connects the job
yet notified by the organisations. provider and the job seeker by providing
iii. Walkins– the relevant and required information.
Walk-in applicants with suitable qualification iv. Employment Consultancies –
and requirement can be another source of These types of firms facilitate recruitment on
requirement behalf of client companies at cost. Usually
iv. CampusRecruitment – they provide data relating to executives and
The organisations visit the educational in- top level personnel for which service they
stitutions to identify and recruit suitable charge consultation fees also known as
candidates. Recruitment Process Outsourcing.
v. Recruitment at Factory gate – v. Professional Associations –
Usually casual or temporary unskilled employees Organisations seeking applicants of high
are recruited by this way. They are recruited at calibre and repute with technical knowledge
factory gate and paid on hourly or daily basis. approach professional associations like
vi. Rival firms – Institute of Chartered Accounts, The
This is also called poaching where the Indian Medical Association, The Institute
efficient employees of rival companies of Training and Development, The Institute
are drawn to the organisations by higher of Engineers, All India Management
pay and benefits. For example Salesmen, Association etc. to identify the right person.
Chartered Accountants, Management vi. Deputation –
professionals etc. A person who is already an employee of an
vii. e-Recruitment – organisation can be deputed for a specific
The organisations which carry out job for a specified period as a short term
recruitment online methods is said to
solution.
follow e recruitment. The advancement in vii. Word of mouth –
technology and communication has made it The information relating to job seekers is
possible to reach out prospective applicants collected through people of repute who
globally online. It has become inevitable pass on the message about the vacancy to
external source of recruitment. their known people.
B. Indirect Method viii. Labour Contractors –
i. Employee referral – Organisations recruit unskilled and manual
The existing employees of the organisation labourers through these contractors.
may recommend some of their relatives ix. Job Portals –
or known people who will be suitable for Using internet job portals organisations can
the existing vacancies. Based on the cred- screen for the prospective candidates and
ibility of the employee the referrals will be fill up their vacancies.
considered.
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x. Outsourcing – Generation of creative ideas
There are outsourcing firms that help in the Lesser internal politics
process of recruiting through screening of Better growth
applications and finding the right person for Competitive Spirit
the job for which job they are paid service Being fair
charges. Ideas from other industries
xi.Poaching –
3. Elaborate on the factors affecting
Organisations instead of training and devel-
recruitment.
oping their own employees hire employees
The following are the factors affecting recruitment:
of other competitive companies by paying
Size of the organization
those more both financial and non financial
Recruitment policy of the organization
benefits. It is also called raiding.
Salary structure of the organization
2. Describe the significance of External source Employment condition of the organization
of recruitment. Reputation of the employer
Following are the importance of External source of Growth level of the firm
recruitment; Environmental factors
Increased Chances Human Resource planning
Fresher skill and input Cost of Recruitment
Qualified candidates Nature of the job
Better competition
4. Differentiate Recruitment and selection.
Sl.No Basis of Difference Recruitment Selection

1. Meaning Process of sourcing, screening, Finding the best candidates among
selecting people for a job in the eh applications based on their

company resumes
2. Objective It encourages large number of It attempts at rejecting unsuitable
candidates for a job candidates
3. Process Simple Process Complicated process
4. Sequence It preceded selection It follows recruitment
5. Time & Cost Less time required and it is a Expensive and more time is required.
economical method
5. Discuss the importance of Recruitment. Additional Questions:

The following are the importance of recruitment:
Successful recruitment is a direct reflection of
I. Choose the Correct Answers:
the validity and professionalism in the business.
The recruitment process should be cost effective
and time effective. 1. The primary aim of recruitment is to
The good recruitment process can streamline the ______________.
processes and make the search for viable candi- a) High labour turn over
dates more efficient. b) Hire the best individual
A good recruitment process helps in building a c) both a & b
positive image among the customers, peers and d) None of the above
competitors. 2. Recruitment is widely viewed as a _____
process.
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a) Positive b) Negative 11. Which among the following are parts of job
c) Both a & b d) None of the above description?
i. Duties performed
3. The Recruitment process aimed at right
ii. Job summary
kind of people_____________.
iii. Job identification
a) at right place b) at right time
iv. Supervision given
c) to do right things d) all of the above
v. Delegation of authority
4. Recruitment process is the first step in the
employment of ____________. (a) i ,ii,iii and iv (b) ii,iii,iv and v
a) Labour b) Management (c) i,iii,iv and v (d) I,ii,iii and v
c) Both a & b d) None of the above
12. Statement ‘A’ : Semi- skilled employees are
5. Sources used for internal recruiting selected amongst the unskilled employees.
includes______________. Statement ‘B’ : In the telling method,
a) Organisational data base lectures are delivered similar to the

b) Job posting classroom session.
c) Job transfers Code:
d) All of the above (A) Statement ‘A’ and statement ‘B’ both are true
(B) Statement ‘A’ and statement ‘B’ both are untrue
6. ____________ is a process of searching (C) Statement ‘A’ is true but statement ‘B’ is not true
for prospective employees and stimulating (D) Statement ‘A’ is partially true but statement ‘B’
them to apply for jobs. is true
a) Selection b) Induction
c) Recruitment d) Orientation 13. Statement ‘A’ : The Apprentice Act started
from 1961.
7. Promotion is the _______ source of Statement ‘B’ : This Act is meant to regulate
recruitment. and control the training of apprentices in
a) Suitable b) Internal trades and matters connected therewith.
c) External d) Hierarchy level Code:
(A) Statement ‘A’ and statement ‘B’ both are true
8. Speed of Hiring is an advantage of
(B)
Statement ‘A’ and statement ‘B’ both are not
_________.
true
a) Internal Source of recruitment
(C) Statement ‘A’ and ‘B’ both are true but statement
b) External Source of recruitment
‘B’ is reason of the statement ‘A’
c) Both a & b
(D) Statement ‘A’ and ‘B’ both are true but statement
d) None of the above
‘B’ is not reason of the statement ‘A’
9. ________ refers to the process of
14.
Statement ‘A’ : Human Resource
identifying and attracting job seekers so as
Management is a Line Responsibility
to build a pool of qualified job applicant.
Statement ‘B’ : Human Resource
a) Selection b) Training
Management
is a line manager’s
c) Recruitment d) Induction
Responsibility but a staff function.
10. How may stages does the recruitment Code:
process comprise of? (A) Statement ‘A’ and statement ‘B’ both are true
a) 2 b) 6 (B) Statement ‘A’ and statement ‘B’ both are false
c) 9 d) 5 (C) Statement ‘A’ is true but statement ‘B’ is false
(D) Statement ‘A’ is false but statement ‘B’ is true
72 SURYA
15. Statement (I): Job evaluation is a
technique of assessing the worth of each IV. Long Answer Questions:
job in c omparison with others throughout
an organization. 1. Explain the internal sources of
Statement (II): Job evaluation and job recruitment
rating are one and the same for employees’ The following are the internal sources of Recruitment
appraisal purposes. i. Transfer - The simplest way by which an
Codes: employee requirement can be filled is through
(A) Statement (I) is correct, but Statement (II) is transfer of employee from one department with
incorrect. surplus staff to that of another with deficit staff.
(B) Statement (II) is correct, but Statement (I) is
incorrect. ii. Upgrading – Performance appraisal helps in the
(C) Both the Statements (I) and (II) are correct. process of moving employees from a lower position
(D) Both the Statements (I) and (II) are incorrect. to a higher position
ANSWERS iii. Promotion – Based on seniority and merits of

1. a 2. a 3. d 4. a 5. d the employees they are given opportunity to move
6. c 7. b 8. a 9. c 10. d up in the organisational hierarchy
11. a 12. a 13. c 14. a 15. a
iv. Demotion – Movement of employee from a
II. Very Short Answer Questions: higher position to a lower position because of poor
performance continuously to make him realise the
significance of performance
1. What is meant by Poaching?
‘Organizations’ instead of training and developing
v. Recommendation by existing Employees –
their own employees hire employees of other
A family member, relative or friend of an existing
competitive companies by payingthose more both
employee can be recruited and placed
financial and non financial benefits. It is also called
raiding.
vi. Job rotation – One single employee managing
to learn how to perform in more than one job on ro-
III. Short Answer Questions: tation. This familiarises the employees with all kind
of jobs performed and becomes a source.
1. What are the reasons for arising vacancies
in employment? vii. Retention – The retiring employees can be
The following are the reasons for arising vacancies used to meet the requirement after superannuation
in employment. as per management discretion
Retirement of an employee viii. Retired employees - The employees
Death of an employee who have already retired can be called to fill the
Resignation of job by an employee vacancy as they have the required qualification and
Disablement of an employee experience
Dismissal of an employee
ix. Dependants – The legal heir or the dependent
2. What is meant by Outsourcing?
employee may be given a chance to replace the
There are outsourcing firms that help in the process
deceased.
of recruiting through screening of applications and
finding the right person for the job for which job
x. Previous applicants – The applicants who
they are paid service charges.
have already applied for any job advertised in the
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past whose name appears in the data base but not xi. Acquisitions and Mergers – This is another
selected at that point of time can be utilised way by which the organisation acquires another
business unit or merging with another e
stablishment
2. Draw the Recruitment process.
Drafting
Planning Determining Identifying the
information for
Recruitment vacancies Sources
advertisement
Selecting
Evaluation and Facilitating
suitable mode of
Control selection process
advertisement
3. Reasons Why Internal Recruitment is the saving. A modest increase is often enough, when
Best Place to Start? combined with the prestige of being promoted to
1. Saves time and money a new position with new responsibilities.
Advertising on job boards or in the press, 2. Reduces training time
pre-screening candidates and conducting The average organisation spends over $1,000
interviews are all activities with a price tag a year on training for each employee; a cost
attached to them. And for an organisation with that includes the time spent by managers and
a high staff turnover, this can be a very costly experienced co-workers in teaching and
business indeed. It also consumes valuable HR demonstrating the requirements of the job.
time and resources which could be better spent An internal recruit would need no orientation and
focussing on improving morale and productivity far less training, as they are already familiar with
among existing staff. the company processes, goals, vision and ‘way
If at first you decide to look internally, the posi- of doing things’. They may even be familiar with
tion really only needs to be posted on a notice- and have performed some of the tasks in their
board or on a company intranet site and only previous role (i.e. an assistant manager being
a handful of suitable candidates need to be in- promoted to manager).
terviewed. There’s no need for extra reference 3. Improves productivity
checks, personality profile testing or extensive Organisations with a policy of promoting from
interviews since these would have been carried within tend to have more highly motivated
out when the staff members initially joined the staff. If a person feels they will be rewarded for
organisation. dedication and hard work, they are far more
The candidate’s track record with the company likely to take ownership of their position and give
speaks for itself. After all past performance gives it their best efforts.
a much better indication of future performance Internal recruits are also more likely to have pre-
than any additional interview or psych tests ever vious knowledge of company policies and proce-
can. dures. This means they will pick up the require-
An internal recruit is also less likely to ments of the new job more easily than someone
demand a huge pay rise, which is another cost brought in from the outside and thus will be
74 SURYA
more productive from the outset. required to hire externally anyway from time to
4. Improves morale time. This creates the opportunity to introduce new
Rewarding talent and promoting from within people into entry-level positions, injecting new
engenders a culture of loyalty and stability. Staff ideas and attitudes into the organizational gene
absenteeism and retention rates are also likely to pool.
be better, which provides a greater return on the
4. What could you do to mitigate the
time and resources invested in each employee.
disadvantages of internal recruiting?
Staff are more likely to stay with the
To avoid resentment, cultivate trust and ensure
organisation if they are encouraged to improve
you hire effectively, you could:
their skills through further training and can see
Ensure promotions or job moves aren’t the
that there is a definite career path for them.
only ways to recognize employees or help them
People are always looking to better themselves,
advance their careers.
so if you offer them the opportunity to do so
Consider offering opportunities for training,
within the organisation, they are less likely to
job shadowing and job rotation. Also, lay the
look elsewhere and you avoid a costly ‘brain
foundation of rewarding employees frequently
drain’ on your manpower resources.
(for example, encourage supervisors to praise
5. Facilitates succession planning
their employees or give out performance-related
As well as filling existing positions, internal
bonuses.)
opportunities can also be created for
Have a transparent process.
employees who demonstrate potential. By
Ensure internal candidates understand your
grooming talented employees to move into
hiring process and why they weren’t selected.
higher positions as they become available, the
It’d be good to give them interview feedback
organisation can benefit from the skills and
or pointers on what skills they might need to
talent in its workforce.
develop to be successful in the future.
Succession planning aims to ensure that the right
Train managers to prepare their team members’
people are in the right position at the right time
career paths.
to achieve the organisation’s business goals.
Help managers think of possible career moves
Internal recruitment is only successful if all
for their team members and ask them to take
employees have equal access to information
part in formulating your business’ succession
about available positions and are all given the
plan. That way, if a position opens, you could
opportunity to apply. If a strict internal recruit-
immediately consult your plan to see which
ment procedure is not adhered to, there may be
employee may be a good fit.
resentment between employees and perceptions
Avoid communicating an opening if you already
of favoritism.
have a candidate in mind. Communicating an
Of course there are those who might argue
open role means that you give employees hope
that internal recruitment creates a resistance to
that they might be hired for this role. But if hiring
change amongst employees and perpetuates old
teams already prefer a particular candidate, it’s
ways of doing things. This is not in the interests of
best to reach out to them directly first, instead of
an organization that needs to be able to respond
encouraging others to apply.
rapidly to a changing business environment.
Use a balanced mix of internal and external
Promoting from within has definite advantages,
recruiting. Each time you want to fill a position,
but to avoid this possibility of becoming ‘stale’
decide whether to recruit internally, externally or
though lack of new blood, an organization
both. Base this decision on the job requirements
should ideally hire both internally and externally,
and the skills your current employees have as
depending on the kind of position and whether
well as your company’s needs for a culture add
there are sufficient internal candidates to fill it.
Every new position filled leaves an old
position vacant, so an organization will be
SURYA 75
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5. Explain the external sources of recruitment ii. G
overnment/Public Employment
by direct way? Exchanges
i. Advertisements These are exchanges established by Government
The employer can advertise in dailies, which facilitates recruitment throughout the
journals, magazines etc. about the vacancies in the country. It makes available the information
organisation specifying the nature of work, required through the data base for the employer
nature of vacancy, qualification and experience as well as the job seeker by bridging the gap
required, salary offered, mode of applying and between them.
the time limit within which the candidate has to iii. Private Employment Agencies
apply. These are similar to Public employment
ii. Unsolicited applicants exchanges except that the ownership is the
These are the applications of job seekers who hands of Private parties. It connects the job
voluntarily apply for the vacancies not yet provider and the job seeker by providing the
notified by the organisations. relevant and required information.
iii. Walkins iv. Employment Consultancies
Walk-in applicants with suitable qualification These types of firms facilitate recruitment on
and requirement can be another source of behalf of client companies at cost. Usually they
requirement provide data relating to executives and top
iv. Campus Recruitment level personnel for which service they charge
The organisations visit the educational consultation fees also known as Recruitment
institutions to identify and recruit suitable Process Outsourcing.
candidates. v. Professional Associations
v. Recruitment at Factory gate Organisations seeking applicants of high
Usually casual or temporary unskilled employees calibre and repute with technical knowledge
are recruited by this way. They are recruited at approach professional associations like Institute
factory gate and paid on hourly or daily basis. of Chartered Accounts, The Indian Medical
vi. Rival firms Association, The Institute of Training and
This is also called poaching where the efficient Development, The Institute of Engineers, All
employees of rival companies are drawn to the India Management Association etc. to identify
organisations by higher pay and benefits. For the right person.
example Salesmen, Chartered Accountants, vi. Deputation
Management professionals etc. A person who is already an employee of an
vii. e-Recruitment organisation can be deputed for a specific job for
The organisations which carry out a specified period as a short term solution.
recruitment online methods is said to follow e vii. Word of mouth
recruitment. The advancement in technology and The information relating to job seekers is
communication has made it possible to reach collected through people of repute who pass on
out prospective applicants globally online. It has the message about the vacancy to their known
become inevitable external source of recruitment. people.
viii. Labour Contractors
6. Explain the external sources of recruitment Organisations recruit unskilled and manual
by indirect way? labourers through these contractors.
i. Employee referral
ix. Job Portals
The existing employees of the organisation may
Using internet job portals organisations can
recommend some of their relatives or known
screen for the prospective candidates and fill up
people who will be suitable for the existing va-
their vacancies.
cancies. Based on the credibility of the employee
the referrals will be considered.
76 SURYA
UNIT-IV
CHAPTER EMPLOYEE SELECTION PROCESS
11
Introduction
Selection is the process of choosing the most suitable candidates from the applications received and rejecting
the others. Recruitment is a positive process, and Selection is a negative process. There is no universally
accepted selection process adopted by all the organizations. It depends upon the nature of the organizations
and the nature of job. Since there are so many factors affect selection process the same type cannot be applied
for all the organizations.
c) R
eference check, application form, test and
I. Choose the Correct Answers interview and physical examination
1. The recruitment and selection process d) Physical examination test and on interview
aimed at right kind of people. application term and reference check.
a) At right people b) At right time
7. The purpose of an application blank is to
c) To do right things d) All of the above
gather information about the
2. The poor quality of selection will mean ex- a) Company
tra cost on _______ and supervision. b) Candidate
a) Training b) Recruitment c) Questionnaire or interview Schedule
c) work Quality d) None of these d) Competitors
3. ___________ refers to the process of iden- 8. Identifying the test that acts as an
tifying and attracting job seekers so as to instrument to discover the inherent ability
build a pool of qualified job applicants. of a c
andidate.
a) Selection b) Training a) Aptitude Test b) Attitude Test
c) Recruitment d) Induction c) Proficiency Test d) Physical Test
4. Selection is usually considered as a 9. The process of eliminating unsuitable

_____________ process candidate is called
a) Positive b) Negative a) Selection b) Recruitment
c) Natural d) None of the above c) Interview d) Induction
5. Which of the following test is used to 10. Security of application process is the
measure the various characteristics of the a) Last step in selection process
candidate? b) First step in selection process
a) Physical Test b) Psychological Test c) Third step in selection process
c) Attitude Test d) Proficiency tests d) None of the above
6. Which of the following order is followed in 11. Selection process helps in

a typical selection process? a) Locating candidates
a) Application form test and or interview, references b) Determining the suitability of the candidates.
check and physical examination c) Preparing employees for training
b) Application form test and or interview, reference d) None of these
check, and physical examination
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Chapter - 11 Employee Selection Process XII Std - Commerce
12. The process of placing of the right man on 4. What do you mean by test?
the right job is called______ Test is a procedure intended to establish the quality,
a) Training b) Placement performance, or reliability of something, especially
c) Promotion d) Transfer before it is taken into widespread use.
13. Probation/Trial period signifies 5. What do you understand about bio data?
a) One year to two years A bio-data is the collection of information
b) one year to three years regarding the socio-economic profile, job, previous
c) Two years to four years experiences, the nature of the work done and

d) None of the above achievements of the person who prepared it.
14. Job first man next is one of the principles 6. What do you mean by placement?
of __________________ Placement is a process of assigning a specific job
a) Test b) Interview to each and every candidate selected.
c) Training d) Placement Placement signifies placing the rights person on
the right job in a good manner.
ANSWERS The term placement includes initial assignment
of new employees and promotion, transfer or de-
1 d 2 a 3 c 4 b 5 b
motion of present employees.
6 b 7 b 8 a 9 a 10 b
The process of placing the right man on the right
11 b 12 b 13 a 14 d job called placement.
II. Very Short Answer Questions: III. Short Answer Questions:
1. What is selection? 1. What is stress interview?

Selection is the process of differentiating between This type of interview is conducted to test the
applicants in order to identify and hire those with temperament and emotional balance of the
a greater likelihood of success in a job. candidate interviewed.
It is the process of choosing the most suitable Interviewer deliberately creates stressful situation
person for the vacant position in the organization. by directing the candidate to do irrational and
irritating activities.
2. What is an interview?
They assess the suitability of the candidate
The term ‘interview’ has been derived from
by observing the reaction and response of the
French word enter voir that means to glimpse or
candidate to the stressful situations.
to see each other.
Mostly this type of interview is conducted for
In other words interaction between the inter-
recruiting sales representative’s staff for defense
viewer and interviewee.
and law enforcement agencies.
According to Scott and others “an interview is a
purpose full exchange of ideas, the answering 2. What is structured interview?
of questions and communication between two or Under this method, a series of question to be
more persons.” asked by the interviewer are pre-prepared by the
interviewer and only these questions are asked
3. What is intelligence test?
in the interview.
Intelligence tests are one of the psychological
Ultimately interviewees are ranked on the basis
tests, that is designed to measure a variety of
of score earned by the candidate in the interview.
mental ability, individual capacity of a candidate.
The main aim of these tests is to obtain an idea 3. Name the types of selection test?
of the person intellectual potential. Several tests are conducted in the selection process
to ensure whether the candidate possesses the
78 SURYA
XII Std - Commerce Chapter - 11 Employee Selection Process
necessary qualification to fit into various positions It involves assigning a specific rank and
in the organization. responsibilities to an individual
It helps to avoid short term staff shortage.
Ability Test Personality Test
Aptitude Test Interest Test IV. Long Answer Questions:
Achievement Test Personality Test
Intelligence Test Projective Test 1. Briefly explain the various types of tests.
Judgment Test Attitude Test Several tests are conducted in the selection
process to ensure whether the candidate

7. How is panel interview conducted?
possesses the necessary qualification to fit into
Where a group of people interview the c andidate,
various position in the organization.
it is called panel interview.
SELECTION TEST
Usually panel comprises chair person, subject
ABILITY TESTS PERSONALITY TESTS
expert, psychological experts, representatives of
1. Aptitude 1. Interest
minorities/underprivileged groups, nominees of
2. Achievement 2. Personality
higher bodies and so on.
3. Intelligence 3. Projective
All panel members ask different types of
4. Judgement 4. Attitude
questions on general areas of specialization of
the candidate.
A) Ability Test
Each an every member awards marks for the
A test designed to measure an individual’s cognitive
candidate separately. At the end, the marks
function in a specific area,Such as variety of skills,
awarded by all the members are aggregated and
mental aptitude, problem solving, knowledge of
the candidates are ranked accordingly.
particular field, reasoning ability, intelligence etc.
This method eliminates bias in selection process.
This test is used to find the suitability of a candidate
It ensures more reliability in the selection of the
for a given job role.
candidate.
8. List out the various selection interviews. 1. Aptitude test

Preliminary Interview Aptitude test is a test to measure suitability
Structure Interview of the candidates for the post/role.
Unstructured Interview It actually measures whether the candidate
In Depth Interview possess a set of skills required to perform a
Pane Interview given job.
Stress Interview It helps in predicting the ability and future
Telephone Interview performance of the candidate. Aptitude test
Online Interview can be measured by the following ways.
Group Interview 2. Numerical Reasoning Test:
Video Conference Interview Numerical reasoning test provides information
about candidate numerical aptitude.
9. List out the significance of placement. In other words this test measures the
The significance of the placement is given below candidate’s ability to make correct decision
It improves employee morale from numerical data.
It helps in reducing employee turnover 3. Verbal Reasoning Test:
It helps in reducing conflict rates or accidents It measures the candidate’s ability to
It avoids misfit between the candidates and the comprehend the written text and ability to
job. arrive at factual conclusion from the written
It helps the candidate to work as per the text.
predetermined objectives of the organization
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4. Inductive Reasoning test: chievement test. It is also called proficiency
a
Inductive Test is one of the psychometric test.
tests conducted in the selection process to This test is conducted before, during or af-
measure the problem solving abilities and ter a learning experience. In short it is a test
ability to apply logical reasoning. conducted to find out candidates mastery
5. Mechanical Reasoning Test: over the subject.
This test measures the engineering student’s Example,
ability to apply engineering concepts in actual a) A driver may be asked to drive a vehicle
practice. to test his driving efficiency
6. Diagrammatic Reasoning Test: b) Music student may be asked to play a
This test measures the candidate ability given instrument
to understand the shapes, abstract ideas c) Teacher candidate may be asked to give a
and ability to observe and extract values demonstration
from illustrations and supply them to new 3. Intelligence Test:
samples Intelligence tests are one of the psychological
7. Spatial Reasoning Test: tests that is designed to measure a variety
The test measures the candidate ability to of mental ability, individual capacity of a
clearly manipulate and remember the shapes, candidate.
still image, and find out pattern which govern The main aim of these tests is to obtain an
the sequence. idea of the person’s intellectual potential.
8. Situational Judgment Test: 4. Judgment Test:
This test measures the candidate ability to This test is conducted to test the presence
choose the most desirable action in critical of mind and reasoning capacity of the
situations using his judging ability. candidates
9. Mental Arithmetic Test: B. Personality test:
It tests the candidate basic numerical ability Personality tests refer to the test conducted
like addition, subtraction, multiplication, to find out the non-intellectual traits of a
division and fraction. It tests the speed of
candidate name temperament, emotional
doing calculation. response, capability and stability.
10. Vocabulary test: There is no right wrong answer in the test.
The test measures candidate’s ability to It comprises of following tests.
recognize the relationship among the ideas, 1. Interest Test:
think methodically and fluency in English Interest test measure a candidate’s extent of
language. interest in a particular area chosen by him/
11.Number Sequence Test: her so that organization can assign the job
This measures the candidate ability to find suited to his/her in term.
logic in a series or pattern. 2. Personality Inventory Test:
Under this test, candidates have to find out Under this method standardized questionnaire
missing number in a sequence to determine is administered to the candidate to find out
the pattern. traits like interpersonal rapport, dominance,
2. Achievement Test: intravertness, extraverness, self-confidence,
This test measures candidate capacity to lower sign quality etc.
achieve in a particular field. This test assesses the reliability and innate
In other words this test measures a c andidate’s characters of the candidate concerned.
level of skill in certain accomplishment and 3.
Projective Test / Thematic Appreciation
knowledge in a particular subject. Test:
The regular examination conducted
This test measures the candidate values,
in educational
institution represents attitude apprehensive personality etc.
80 SURYA
Out of the interpretation or narration given towards the people, situation, action and
by the candidate to the pictures etc. related things.
Show to him in the situation. For example, morale study expresses attitude
4. Attitude Test: test and the like are conducted to measure
This test measures candidate’s tendencies the attitude of the candidate.
3. Explain the important methods of interview.
Planning
Recruitment
Video Structured
Conferencing Interview
Intervies
Group Unstructured
Interview Interview
Online Indepth
Interview Interview
Telephone Panel
Interview Interview
Stress
Interview
The term interview has been derived from French i) Preliminary interview:
word enter voir that means to glimpse or to see This interview is conducted to know the
each other. general suitability of the candidate to have

In other words interview represents a face to applied for the job.
face interaction between the interviewer and Team of experts conducts their interview
interviewee. preliminary to eliminate those who are

According to Scott and others “an interview a unqualified and unfit candidates.
purpose full exchange of ideas, the answering This helps the employer organization to cut
of questions and communication between two or cost and time in selection process.
more persons.” ii) Structure/Guide/Planned Interview:
Under this method, a series of question to be
asked by the interviewer are pre-prepared by
SURYA 81
the interviewer and only these questions are They assess the suitability of the candidate
asked in the interview. by observing the reaction and response of the
Ultimately interviewees are ranked on the candidate to the stressful situations.
basis of score earned by the candidate
Mostly this type of interview is conducted
interview. for recruiting sales representative’s staff for
iii) Unstructured Interview: defense and law enforcement agencies.
This is quite contrary to structured interview. vii) Telephone interview:
An atmosphere for free and frank interaction Where the candidates live far away from
is created in the interview environment. organization and find it difficult to attend
There is no pre-prepared question. preliminary interview for various reasons,
Interviewers determine the suitability of the telephone interview is conducted by some
candidate based on their response to the organization to eliminate unfit and unsuitable
random questions raised in the interview. candidate at the preliminary stage itself.
iv) In depth interview: viii) Online Interview:
This interview is conducted to test the level of Due to tremendous growth in information
knowledge of the interviewee in a particular and communication technology, these days
field intensively and extensively. interviews are conducted by means of internet
Thus interview helps the interviewers learn via Skype, We chat, Google duo, Viper,
about the candidate’s expertise and practical Whatsapp or video chat applications, this
exposure with respect to his/her area enables the interviewers to conduct interview
spcialization. with the candidates living in faraway places.
v) Panel Interview: They save lot of time, money and energy both
Where a group of people interview the for employer’s organization and candidate.
candidate, it is called panel interview. ix) Group Interview:
Usually panel comprises chair person, subject A group interview is a screening process
expert, psychological experts, representatives where multiple candidates are interviewed at
of minorities/underprivileged groups, the same time.
nominees of higher bodies and so on. Group interview is a good time saving type
All panel members ask different types of of interview. Instead of spending 5 hours
questions on general areas of specialization of interviewing 5 candidates individually, one

the candidate. hour can be spend interviewing them in a
Each an every member awards marks for the group.
candidate separately. Sometime particular topic is given to the
At the end, the marks awarded by all the group, and there is asked to discuss it.
members are aggregated and the candidates The competency of members of group is
are ranked accordingly. assessed by keenly observing the participation
This method eliminates bias in selection of members in the discussion.
process. x) Video conferencing Interview:
It ensures more reliability in the selection of Video conferences interview is similar to face
the candidate. to face interview.
vi) Stress Interview: Video conferencing interview is a kind of
This type of interview is conducted to test the conference call that connects the
candidate
temperament and emotional balance of the with companies located across various
candidate interviewed. Geographic like telephone call a video
Interviewer deliberately creates stressful conferencing interview has multi point

situation by directing the candidate to do
which allows two or more people in different
irrational and irritating activities. locations to participate in interview process.
82 SURYA
Interview can be conducted from a desktop b) B
oth A and R are individually true but R is not the
at work, a home computer or smart phone or correct explanation of A
a tablet. c) A is true but R is false
d) A is false but R is true
3. Explain the principles of placement.
Following principles are followed at the time of 2. The following is concerned with developing
placement of an employee: a pool of candidates in line with the human
1. Job First, Man Next : resources plan ___________.
Man should be placed on the job according to a) Development b)Training
the requirements of the job. c) Recruitment d) All of the above
There is no compromise on the requirements
3. Assertion (A): Coordination implies the
or qualifications of the man with respect to
avoidance of all breakage efforts.
job.
Reason (R): One of the four benefits of
“Job first Man next” should be principles of
co-ordination is unity of direction.
Placement.
a) Both A and R are individually true and R is the
2. Job Offer
correct explanation of A
The job should be offered to the man based
b) Both A and R are individually true but R is not the
on his qualification.
3. Terms and conditions
c) Ais true but R is false
The employee should be made conversant
d) A is false but R is true
with the conditions and culture prevailing in
the organization and all those things relating 4. Assertion(A): Everything which goes to
to the job. increase the importance of the subordinate’s role
4. Aware about the Penalties is delegation.
The employee should also be made aware of Reason(R) : Subordinates can be trained
the penalties if he / she commits a wrong or through delegating the work to them.
lapse. a) Both A and R are individually true and R is the
5. Loyalty and Co-operation correct explanation of A
When placing new recruit on the job, an effort b) Both A and R are individually true but R is not the
should be made to develop a sense of loyalty correct explanation of A
and co-operation in him, so that he/ she may c) A is true but R is false
realize his/her responsibilities better towards d) A is false but R is true
the job and the organization.
5. The emotional state of an employee or
Additional Questions: manager towards his work is called_____.
a) Motivation b) Leadership
c) Morale d) None of the above
I. Choose the Correct Answers:
6. “The key for us number one, has always
1. Assertion(A): A Director of a company in his been hiring very smart people” – said by
individual capacity can exercise powers conferred ________.
on him by the Companies Act, Memorandum and a) Bill Gates b) Mahatma Gandhi
the Article of Association of the company. c) Indira Noyee d) None
Reason (R): The Directors have the power to
7. Who said the following quote? “You cannot
enter into contract on behalf of the company with
push anyone up the ladder unless he is
other parties.
willing to climb it.
a) Both A and R are individually true and R is the
a) Bill Gates b) Mahatma Gandhi
c) Indira Noyee d) None
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Answers it helps in leading to improved productivity and

profitability of the organisation.
1. d 2. b 3. b 4. b 5. c
2. Better Efficiency
6. a 7. d
Selection of right person to the right job is
sure to produce better quality of work and may
II. Very Short Answer Questions: facilitate faster achievement of objectives.
This will help in greater measure to tone up
1. What is meant by attitude test? the overall efficiency of organisation.
Attitude test helps in measuring the candidates’ 3. Reduced Cost of Training and Development
tendencies toward the people,situation,action Better selection of candidates definitely
and related things. reduces the cost of training because qualified
Morale study, Values study, Social responsibility
personnel have better grasping power.
study expresses are some of the examples of
If they select suitable candidates for s uitable
attitude study.
job, they can easily understand the
2. Define Placement: techniques of the work better in quick time.
According to Dale Yoder, Placement is defined as Besides, the organization can develop different
“The determination of the job to which an accepted training programmes for different persons
candidate is to be assigned, and his assignment to on the basis of their individual differences,
that job” thus reducing the time and cost of training
considerably.
III. Short Answer Questions: 4. Reduced Turnover
Proper selection of candidates contributes to
1. What are all the information’s included in low labour turnover.
the written contract of employment? This will inturn help the organisation to mini-
The contract of employment generally contains the mize recruitment cost.
following information’s: 5. Job Motivation
Job Title If the right person is selected for the right job,
Duties & Responsibilities
it tends to motivate the person to work more
Scale of pay allowance, increments
effectively and efficiently.
Working hours
They feel that their skills are properly used
Date when continuous employment starts and
basis for calculating service. and they tend to contribute more attention to
Work rules the job.
Grievance procedure 6. Other Benefits
Disciplinary procedure Proper selection of candidates reduces
Special terms and conditions relating to rights absenteeism.
etc. They would pay better attention to their jobs
and take safety precautions on their own
IV. Long Answer Questions: accord would minimize the occurance of work
place accidents.
1. What are the significance of selection?
1. Good Talent
Proper selection system enables the
organization to appoint talented persons for

various activities.
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2. Differentiate Selection and Recruitment:
SL.No Basis of Comparison Recruitment Selection

1. Meaning Recruitment is an activity of Selection refers to the process of
searching candidates and encour- selecting the suitable candidates and
aging them to apply for it. offering them job.
2. Approach Approach under this is a positive Approach under this is a negative one
one
3. Objective Inviting large number of candi- Picking up the most suitable candidates
dates to apply for the vacant post and eliminating the rest
4. Sequence First Second
5. Method It is an economical method It is an expensive method
6. Contractual relation It involves the communication of It creates contractual relation between
vacancies. No contractual relation employer and employee
is established
7. Process Recruitment process is very sim- Selection process is very complex and
ple complicated
8. Time Less time is required More time is required
3. What are the factors influencing the s election process?

Factors influencing employee selection process are listed below
1. Nature of Post to spend a larger resource tend to shorten

The process of selection of employee varies selection process while organizations with

according to type of personnel to be recruited. sound financial condition can afford to adopt
For instance, selection process of probation- lengthier selection process.
ary officer of a bank differs from that of selec- 5. L evel of Educational Qualification and
tion of officer for Indian Police Service. Experienceand Exposure
2. Number of Candidates The process of selection depends on the
Selection process depends on the response of experience and educational qualification, and
candidates to the advertisement inviting appli- exposure required for the post.
cations for the post. For example for selection of finance officer,
For instance, for clerical and other physical treasurer, legal adviser, designer, architecture,
jobs, more candidate tend to apply. CEOs, scientist, chairman etc. selection
Hence short listing needs to be done. process is shorter as only few candidates

The selection process would be longer if the compete with higher educational qualification,
number of applicants is lesser and conse- and credentials
quently selection process becomes shorter.
3. Selection Policy 4. Define Aptitude test? What are ways
The selection policy and selection process are Aptitude test can be measured
inter-related. Aptitude test
For example some organizations put in place Aptitude test is a test to measure suitability
tougher selection process involving several of the candidates for the post/role. It actually
steps to identify the best fit while certain other measures whether the candidate possess a set
organizations just conduct straight interview of skills required to perform a given job.
and thus cutting short the selection procedure. It helps in predicting the ability and future
4. Cost factor / Budget performance of the candidate. Aptitude test can
The longer selection process entails higher be measured by the following ways:
cost.
Hence, organizations which cannot afford
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i) Numerical Reasoning Test 5. What is Personality test and its comprises ?
Numerical reasoning test provides information Personality test refers to the test conducted to find
about candidate’s numerical aptitude. out the non-intellectual traits of a candidate namely
In other words this test measure the candidate’s temperament, emotional response, capability and
ability to make correct decision from numerical stability. There is no right or wrong answer in the
data. test. It comprises of following tests.
ii) Verbal Reasoning Test 1. Interest Test
It measures the candidate’s ability to compre- Interest test measures a candidate’s extent of
hend the written text and ability to arrive at fac- interest in a particular area chosen by him/her
tual conclusion from the written text. so that organization can assign the job suited to
iii) Inductive Reasoning Test his/her in term.
Inductive Test is one of the psychometric tests 2. Personality Inventory Test
conducted in the selection process to measure Under this method standardised questionnaire
the problem solving abilities and ability to apply is administered to the candidate to find out
logical reasoning. traits like interpersonal rapport, dominance,
iv) Mechanical Reasoning Test intravertness, extravertness, self confidence,
This test measures the engineering student’s lower sign quality etc. This test assesses the
ability to apply engineering concepts in actual reliability and innate characters of the candidate
practice. concerned.
v) Diagrammatic Reasoning Test 3. Projective Test / Thematic Appreciation
This test measures the candidate’s ability to un- Test
derstand the shapes, abstract ideas and ability to This test measures the candidate’s values,
observe and extract values from illustrations and attitude apprehensive personality etc. out of
apply them to new samples. the interpretation or narration given by the
vi) Spatial Reasoning Test candidate to the pictures, figures etc. shown to
The test measures the candidate’s ability to him in the test situation.
clearly manipulate and remember the shapes, 4. Attitude Test
still images, and find out pattern which govern This test measures candidate’s tendencies to-
the sequence. wards the people, situation, action and related
vii) Situational Judgment Test things. For example, morale study, values study,
This test measures the candidate’s ability to social responsibility study expresses attitude test
choose the most desirable action in critical situa- and the like are conducted to measure the atti-
tions using his judging ability. tude of the candidate.
viii) Mental Arithmetic Test 5. Interview
It tests the candidate’s basic numerical ability like Next step in selection process is interview. The
addition, subtraction, multiplication, division and term ‘interview’ has been derived from French
fraction. It tests the speed of doing calculation. word enter voir that means to glimpse or to see
ix) Vocabulary Test each other .
The test measures candidate’s ability to recog- In other words interview represents a face to
nize the relationship among the ideas, think me- face interaction between the interviewer and
thodically and fluency in English language. interviewee. According to Scott and others “an
x) Number Sequence Test interview is a purpose full exchange of ideas, the
This measures the candidate’s ability to find a answering of questions and communication be-
logic in a series or pattern. tween two or more persons.”
Under this test, candidates have to find out
missing number in a sequence to determine the
pattern.
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UNIT-IV
CHAPTER EMPLOYEE TRAINING METHOD
12
Introduction
As organizations respond to the pressures for change from an increasing competitive environment, the
employees at all level need to develop new capabilities and new skills. Systematic training and development
is essential to make the human resources full effective. Though some of the employees already have some
previous knowledge regarding the jobs, others may be entirely new to the jobs. So training is essential acquaint
themselves with the jobs. Training is the act of increasing or enhancing the new skill of problem solving activity
and technical knowledge of an employee for doing the jobs themselves. This chapter deals clearly the employee
training methods.
b) On the Job and Off the Job

I. Choose the Correct Answers c) Job analysis and Job design
d) Physical and mental
1. Off the Job training is given ______.
a) In the class room 7. Case study method is _____ type of train-
b) On off days ee.
c) Outside the factory a) Only theoretical training
d) In the playground b) Both theory and practical training
c) Hands on training
2. Vestibule training is provided ________. d) Abservation Training
a) On the job
b) In the class room 8. Elaborate discussion on specific topic
c) In a situation similar to actual working comes under _____ method of training.
environment a) Under study b) Coaching
d) By the committee c) Conferences d) Counseling
3. Improves Skill Levels of employees to ensure II. Very Short Answer Questions:
better job performance ___________.
a) Training b) Selection 1. What is meant by training?
c) Recruitment d) Performance appraisal Training is the organized procedure by which people
learn knowledge and skill for a definite purpose.
4. When trainees are trained by supervisor or
2. What is Mentoring training method?
by superior at the job is called ______.
Mentoring is the process of sharing knowledge
a) Vestibule training b) Refresher training
and experience of an employee.
c) Role play d) Apprenticeship training
It is always done by senior person
5. _________ is useful to prevent skill It is a one-to-one interaction like coaching
obsolescence of employees The mentor is responsible for providing
a) Training b) Job analysis necessary support to trainees, and feedback on
c) Selection d) Recruitment the performance of the trainee.
3. What is Role play?
6. Training methods can be classified into Under this method the trainees are explained the
training _____ training situation and assigned roles.
a) Job rotation and Job enrichment
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Chapter - 12 Employee Training Method XII Std - Commerce
They have to act out the roles assigned to them What method will be used for training?
without any rehearsal. What should be the level of training?
There are no pre-prepared dialogues. Where to conduct the training programme?
The members have to assume role and play the
4. Write short note on trainer and trainee.
role without any preparation.
Trainer:
For example, the role of customer and salesman;
Trainer is the person who teaches skills to em-
management and union leader.
ployee and prepare them for the job activity.
4. State e-learning method? Trainers may be supervisor, coworkers, HR staffs,
The use of technological process to access of a In the other parts of the company the trainers
traditional classroom or office. may be outside consultants, industry associa-
E-Learning is also often referred to use online tion, faculty members of educational institutions
learning or web based training. like university etc.
It helps in reducing the cost. The trainers are also otherwise called as
It helps in giving training anywhere and any time Instructor, Coach, Teacher, Mentor, Advisors,
through internet. Counsellors, Guide, Guru, Manager, Handler,
Tutor and Educator etc.
III. Short Answer Questions: Trainee:
A person who is learning and practicing the skills
1. What is vestibule training? of particular job is called as trainee.
It is a training of employees in an environment Trainees should be selected on the basis of self
similar to actual work environment artificially interest and recommendation by the supervisor
created for training purpose. or by the human resource department itself.
This type of training is given to avoid any damage
or loss to machinery in the actual place. IV. Long Answer Questions:
It helps in avoiding the disturbance of normal
workflow in the actual workplace.
1. Define training. Discuss various types of
It is given to Drivers, Pilots, Space Scientists etc.
training.
2. What do you mean by on the job Training? According to Mathis and Jackson “Training is a
On – the – job training is a form of training learning process whereby people learn skills,
provided at the workplace. concepts, attitudes and knowledge to aid in the
During the training the employees are familiarized achievement of goals.
with the working environment.
Employees get a hands-on experience using I) On the Job Training:
machinery, equipment, tools, materials etc. O
n the job training refers to the training which is
An experienced employee or a manger are given to the employee at the work place by his
executing the role of the mentor. immediate supervisor.
It is an inexpensive method of training. The following are the on the job training methods.
Coaching, job rotation, mentoring, job instruction, i) Coaching Method
committee assignment are some of the avenues In the coaching method of training, the
of the on-the-job training. superior teaches or guides the new employee
about the knowledge and skills relevant to a
3. Write down various steps in a training given job.
programme. In this method superior plays the role of coach
Whom to train? or guide and an instructor.
Who is the trainee? Under this method the superior should
Who are trainers? point out mistakes/lapses committed by the
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XII Std - Commerce Chapter - 12 Employee Training Method
new worker and also advise the remedial pplication of knowledge in any particular
a
measures, to trainees. area.
The trainees can clear their doubts then and Trainer may be generally drawn from Colleges,
there. Universities, Consultancies, Institutions,
ii) Mentoring method: Manufacturing concern, Union etc.,
Mentoring is the process of sharing knowledge They impart training effectively by their
and experience of an employee. oratorical skill, knowledge and practical
The focus in this training is on the development knowledge using audio visual tools.
of attitude of trainees. ii) Group Discussion Method
It is mostly used for managerial employees. Under this method participants are divided
Mentoring is always done by senior person, it into various groups.
is also one-to-one interaction ,like coaching. They were provided a particular issue for
Besides the mentor is responsible for the deliberation. Each groups has to prepare
providing necessary support to trainees, and solution after deep discussion with their group
feedback on the performance of trainee. members.
iii) Job Rotation Method The group leader has to present the solution
Under this method a trainee is periodically to the audience,which will be discussed or
shifted from one work to another work and deliberated by other groups.
from one department / division to another Moderator will give final solution after
department / division for a particular period listening to divergent view points.
of time. iii) Case Study Method
The main aim of job rotation is to expose the Trainees are described a situations which
employee to various inter related jobs. stimulate their interest to find solution.
iv) Job Instruction Techniques (JIT) Method: They have to use their theoretical knowledge
In this method, a trainer at the supervisory and practical knowledge to find solution to
level gives some instructions to an the problem presented.
employees to how to perform his job and There is no single solution to the problem.
its purpose. It may vary depending upon view points of
v) Apprenticeship Training Method: trainees.
The apprentice or trainee learns the job In short, the purpose of case study method is,
knowledge and skills from the trainer or to make trainee apply their knowledge.
superior or senior worker. v) Role Play Method
Generally the apprenticeship training is given Under this method trainees are explained the
to the technical cader like that Mechanics, situation and assigned roles.
Electricians, Craftsmen, Welders, Fitter etc., They have to act out the roles assigned to
This duration of this training programme them without any rehearsal.
ranges from one to five years. There are no pre-prepared dialogues.
The trainee gets the stipend during the Thus they have to assume role and play the
training period. role without any preparation.
II) Off the Job Training: For example the role of customer and
Off the job training is the training method salesman, management and union leader,
where in the workers/employees learn the job foreman and worker etc. may be played in
role away from the actual work floor. In other the training arrangements.
words training which is carried out away from vi) Seminar/Conference Method
your normal place of work. This method enables the trainees to listen to
i) Lecture Method: the lectures / talk delivered on specific topics
Under this method trainees are educated and provides opportunities to participate, to
about concepts, theories, principles and interact with the speaker and get their doubts
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clarified or select participants may be allowed at the conference. e.g. Doctors conference,
to present papers with the audio visual aids Salesman Conference etc.,
as delegates. This is one of the oldest method, but still a
They share their rich experience at the favorite training method.
seminar through their papers.
Thus participants can widen and deepen
their knowledge by their active participation
2. What are the difference between on the job training and off the job training?
Sl.No Basis of Comparison On the Job Training Off the Job Training
1. Meaning The employee learns the job in the Off the job training involves the
actual work environment training of employees outside the
actual work location
2. Cost It is cheapest to carry out It requires expenses like separate
training rooms, specialist, resourc-
es like projectors
3. Location At the work place Away from the work place
4. Suitable for Generally imparted in case of Manu- Mostly imparted for managerial
facturing for production related jobs and non production related jobs
5. Approach Practical approach Theoretical approach
6. Principle Learning by performing Learning by acquiring knowledge
7. Carried out It is carried out b the experienced Training which is provided by ex-
employee perts
8. Deals with Training is very relevant and practical It can more easily deal with groups
dealing with day-to-day requirement of workers at the same time
of job
9. Work disturbance The scope for distractions is more, as There is no distraction because
there may be noise and disturbances trainees are away from the actual
because of working machines, tools working environment.
and gadgets.
10. Methods Coaching, job rotation, apprentice- Role-plays, seminars, lectures,
ship, mentoring, under study, job in- case studies, vestibule field trip
struction,committee assignment are programmed instruction demon-
some of the avenues of 0n-the job stration e-learning are the some of
training methods. the off-the job training methods.
3. Explain the benefits of training.

(i) Benefits to the Organization
It improves the skill of employees and enhances productivity and profitability of the entity.
It reduces wastages of materials and idle time
It exposes employees to latest trends.
It minimizes the time for supervision. It reduces the frequency of accidents at workplace and consequent
compensation payment.
It reduces labour turnover of employee
It improves union and management relation.
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(ii) Benefits to the Employees 6. Which of the following is a hindrance to
It adds to the knowledge skill and competency effective training?
of employee a) Career planning workshop
It enables him to gain promotion or achieve b) Aggregate spending on training is inadequate
career advancement in quick time. c) Mentoring
It improves the employees productivity d) Career counseling
It enhances the morale of the employee.
E mployees get higher earnings through
7. _____________ are variable rewards
incentives and rewards.
granted to employees according to
It builds up the confidence of employee by
variations in their performance.
a) Remuneration b) Perks
changing his attitude positively towards to
c) Fringe Benefits d) Incentives
work
It enables him to observe safety practices 8. Which one of the following is not the
voluntarily during his engagement in operative function of HRM?
dangerous operation a) Development b) Controlling
(iii) Benefits of Customer c) Compensation d) Integration
Customers get better quality of product/
service. 9. Which one of the following is not in
Customers get innovative products or value sequence of personnel training procedure?
added or feature rich products. 1. Instructor preparation 2. Present the task
3. Try out performance 4. Training performance
Additional Questions: 5. Follow up
a) 1,2,3,4,5 b) 2,1,4,3,5
I. Choose the Correct Answers: c)1,4,2,3,5 d) 3,1,2,5,4
10. Assertion(A): Inevitable the firm must go

1. Which of the following persons are known
to the external sources for lower entry
as trainers?
jobs.
a) Mentor b) Guide
Reason(R): For positions where required
c) Guru d) All of the above
qualification/experience are not met.
2. Sharing of knowledge and experience of an Codes:
employee is known as _______. a) Both A & B are not correct
a) Coaching b) Role play b) A is true, but B is false
c) Mentoring d) None of the above c) R is true, but A is false
d) Both A and R are correct.
3. The following are the benefits of training
a) Increased productivity b) Reduced accidents
d) Reduced supervision d) All of the above 11. Statement (A) : Training is for present jobs.
Statement (B) : Development is for future
4. _________ is widely used for human jobs.
relations and leadership training Statement (C) : Orientation is not enough
a) Business games b) Role playing for employee
c) Case Study method d) Job rotation Statement (D) : Training help employees to
5. __________ refers to the learning their present job
opportunities designed to help employees (A) Statement ‘A’, ‘B’ and ‘C’ are true
grow. (B) Statement ‘B’, ‘C’ and ‘D’ are true
a) Training b) Development (C) Statement ‘A’, ‘C’ and ‘D’ are true
c) Education d) All of the above (D) statement ‘A’, ‘B’ ,‘C,’,’D’ is true
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12. Assertion (A): Merit rating of an employee (A) Statement ‘A’ and statement ‘B’ both are true
is the process of evaluating the employees (B) Statement ‘A’ and statement ‘B’ both are untrue
performance on the job in terms of the (C) Statement ‘A’ true but statement ‘B’ is untrue
requirements of the job. (D) Statement ‘B’ is untrue but statement ‘A’ is true
Reason (R): Employees’ merit rating is a
technique for fair and systematic evaluation ANSWERS
of an employee’s capacities and abilities 1 d 2 c 3 d 4 b 5 b
and performance on the specific job. 6 b 7 d 8 b 9 c 10 d
Codes:
11 d 12 b 13 a 14 a 15 a
(A) B
oth (A) and (R) are correct, and (R) is the right
explanation of (A).
II. Very Short Answer Questions:
(B) B
oth (A) and (R) are correct, but (R) is not the
right explanation of (A).
(C) Both (A) and (R) are incorrect. 1. What is meant by coaching method?
(D) (R) is correct, but (A) is incorrect. The superior teaches or guides the new employee
about the knowledge and skills relevant to a
13. Assertion (A): In the coaching method given job.
of training, the superior teaches or In this method superior plays the role of coach or
guides the new employee. guide and an instructor.
Reason (): The superior plays the role of The trainees in this method can clear their doubts
coach or guide and an instructor. then and there.
(A) B
oth (A) and (R) are correct, and (R) is the right
explanation of (A). III. Short Answer Questions:
(B) B
oth (A) and (R) are correct, but (R) is not the
right explanation of (A).
1. Write short note on Programmed
(C) Both (A) and (R) are incorrect.
Instruction Method.
(D) (R) is correct, but (A) is incorrect
The subject matter to be learnt is presented in a
14. Assertion(A): There is no prepared series of units.
dialogues in Role –Play method. These units are arranged from simple to complex
Reason(R): Under Role play method level.
trainees are explained the situation and Trainee has to read the unit, understand the
assigned roles. concept and take part in self-evaluation exercises.
(A) B oth (A) and (R) are correct, and (R) is the right The system provides feedback on the accuracy
explanation of (A). of response given by trainee.
(B) B oth (A) and (R) are correct, but (R) is not the On the successful completion of each and every
right explanation of (A). unit, he/she will go to subsequent level.
(C) Both (A) and (R) are incorrect. If they forget they will go back to original and if
(D) (R) is correct, but (A) is incorrect they do not forget they will be move on to the
next level.
15. Statement (A) : Job analysis information
provides the foundation of an organization’s IV. Long Answer Questions:
hum resource information system.
Statement (B) : The job analysis information
1. What is the need for training? (Any five)
can be collected through interviews,
The purpose of Training can be explained as follows:
juries of experts, mail questionnaires,
i) Improved Quality of Work
employee logs, direct observation, or some
Training helps to focus on specific area and
combination of these techniques.
develop employee skills.
Code:
92 SURYA
It enables employee to increase the quality of The major purpose of training is to avoid
work carried out by them. obsolence.
ii) Enhance Employee Growth iv) Enlightening New Recruits
Employees who undergo training becomes New employee can learn the methods of
good at their job. working, techniques, reporting, related tools
Imparting new skills helps in performance and equipment used in the job, the work
enhancement of the employees. culture of the company etc. with the help of
iii) Prevention of Obsolence: training.
Training helps to learn more knowledge v) Improved Safety Measures:
regarding the latest technologies and Employees gain awareness about the risks
techniques. involved in job and safety measure to be
The employee gets updated with the latest adopted through a proper training program.
technology and trend. This helps to improve safety in the work place
and avoid accidents.
2. Explain the steps in designing a training programme.
Whom To Who is the Who are

Train Trainee Trainers
Where What Method

Facilitating
to conduct will be used for
What should be
the Training Training
the level Training
Programme
1. Whom to Train? HR staffs, specialists in the other parts of the

Training department has to determine the company, outside consultants, industry asso-
candidates for whom the training should be ciation, and faculty members of Educational
imparted. Institutions like University etc.
In other words it should identify whether it is The trainers is otherwise called Instructor,
needed for operational level employees or su- Coach, Teacher, Mentor, Adviser, Counsellor,
pervisory level employees or executive level. Guide, Guru, Manager, Handler, Tutor and
2. Who is the Trainee? Educator etc,.
A person who is learning and practising the 4. What Method will be used for Training?
skills of particular job is called trainee. Training segment should decide the
Trainees should be selected on the basis appropriate method of training among the
of self-interest and recommendation by various methods of training available.
the supervisor or by the human resource 5. What should be Level the Training?
department itself. Training department should decide the level
3. Who are Trainers? of training to be imparted to the employees.
Trainer is a person who teaches skills to Usually introductory training is given to new
employee and prepares them for a job activity. recruit to sensitize item to various aspects of
Trainers may be supervisor, co workers, and the work.
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Middle level employees are given skill devel- 6. Where to Conduct the Training Programme?
opment training while higher level training is The venue of training and duration of training
given for enhancing the functional efficiency should be fixed based on the availability of
of executives. other related factors.
For Own Thinking:

1. Identify points of differences between HRM and HRD.
SL.No Basis of Difference HRM HRD
1. Meaning HRM refers to the application HRD means a continuous development
of principles of management to function that intends to improve the
manage the people working in the performance of people working in the
organization organization
2. Nature of work It is a Management function It is a part of HRM
3. Functional Nature It is Reactive in Nature It is Proactive in Nature
4. Aim It helps in improving the perfor- It helps in developing the knowledge
mance of the employees and competency of employees
5. Concerned people It is concerned only employees of It is concerned with the development
the organization of the entire organization
2. Analyse the impact of Change Management.

Managing change effectively provide benefits that thus, improve organizational performance.
help organizations sustain competitive advantage in 8) C hange management helped the organization
the ever changing world. These benefits include but to identify accurately the problems or anticipate
not limited to the following: challenges and respond to it efficiently and
effectively.
1) M anaging change enables the organizations to 9) C hange management enable organizations to
respond quickly to the changing customer de- save cost and increase return on investment
mands. thereby reduce waste of resources, time and
2) T he management and the organization will re- efforts.
alize the importance of change and the expect- 10) E stablish opportunities for the development
ed benefits it derived when implemented in the of best practices, leadership development and
right way. team developmen Managing change effectively
3) I t allows more flexibility whenever pressures for provide benefits that help organizations sustain
change arise. The ability to adapt change when competitive advantage in the ever changing
it occurs help the organization improve in terms world.
of processes, decision making capabilities, finan-
These benefits include but not limited to the
cial returns and others.
following:
4) E asy identification of problem that requires
1) M anaging change enables the organizations
change efforts and enable organization to famil-
to respond quickly to the changing customer
iarize those problems that requires change plan.
demands.
5) Change can be implemented without affecting
2) T he management and the organization will
the daily activities of the organization.
realize the importance of change and the
6) I t provides the management the know-how in
expected benefits it derived when implemented
assessing the overall impacts of change.
in the right way.
7) U nderstanding the change process by all
3) I t allows more flexibility whenever pressures for
employees would likely improve their performance
change arise. The ability to adapt change when it
94 SURYA
occurs help the organization improve in terms of Accommodating
processes, decision making capabilities, financial Collaborating
returns and others. Compromising
4) Easy identification of problem that requires change
4. Project ways of having a control over the
efforts and enable organization to familiarize
operation of Trade Unions.
those problems that requires change plan.
Uneven Growth of Unionism
5) C hange can be implemented without affecting
Small size of Unions
the daily activities of the organization.
Financial weakness
6) I t provides the management the know-how in
Multiplicity of trade union
assessing the overall impacts of change.
Avoid leadership issues
7) U nderstanding the change process by
Politicalisation
all employees would likely improve their
performance thus, improve organizational 5. Clearly specify the available Competency
performance. Mapping Process.
8) C hange management helped the organization The following are the competency mapping tools
to identify accurately the problems or antici- Interviews
pate challenges and respond to it efficiently and Questionnaires
effectively. Assessment centres
9) Change management enable organizations to save Critical incidents techniques
cost and increase return on investment thereby Psychometric test
reduce waste of resources, time and efforts.
6. Designing new ways of Recruitment
10) E stablish opportunities for the development
through internet.
of best practices, leadership development and
The first step is creating an open request
team development
Attracting and sourcing candidates
Screening and short listing candidates
The following are the impact of change management :
Interviewing and hiring candidates
Managing change enables the organizations
to respond quickly to the changing customer 7. Enhancing the role of HR department in
demands. promoting work life balance.
The ability to adapt change when it occurs help Following are some ways HR can support these
the organization improve in terms of processes, changes in promoting work life balance.
decision making capabilities, financial returns Be there for employees
and others. Introduce workplace flexibility
Change can be implemented without affecting Act as an example
the daily activities of the the organization.
It helped the organization to identify accurately
8. Simplifying the process of registering in
the problems or anticipate challenges and
Employment Exchanges.
Visit State Employment Exchange website for
respond to it efficiently and effectively.
online registration.
It helps in establish opportunities for the
Log in and select the district name.
development of best practices, leadership
Fill the profile form
development and team development.
Keep the acknowledgement for future reference.
3. Prescribe ways of resolving Conflict Produce all relevant certificates within 15 days
Management. from the date of registration.
The following are the ways of resolving conflict Submit any one of the KYC document.
management. Finally, employment exchange will issue a
Avoiding registration card carrying registration number
Competing with date of renewal of that registration.
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UNIT-I FUNTAMENTALS OF HUMAN

I. Choose the Correct Answers II. Very Short Answer Questions:

3. Give two points of differences between HR and HRM.

Sl.No Basis of Human Resource Human Resource Management

4. What is the importance of Human r­ esources?

4. Differentiate HR from HRM

Sl.No Basis of Difference Human Resource Human Resource Management

10. The HR manager focuses his attention in

Meaning Human Resource Management refers to Human Resource Development means a

What is it? Management function. Subset of Human Resource Management.

Function Reactive Proactive

Process Routine Ongoing

Dependency Independent It is a subsystem.

Concerned with People only Development of the entire organization.

II. Very Short Answer Questions:

ANSWERS 4. Mentionany two features of campus

IV. Long Answer Questions:

1. Explain the different methods of recruitment

1. Advertisemnts 1. Employee referral

4. Differentiate Recruitment and selection.

Sl.No Basis of Difference Recruitment Selection

5. Discuss the importance of Recruitment. Additional Questions:

ANSWERS iii. Promotion – Based on seniority and merits of

2. Draw the Recruitment process.

4. Selection is usually considered as a 9. The process of eliminating unsuitable

6. Which of the following order is followed in 11. Selection process helps in

II. Very Short Answer Questions: III. Short Answer Questions:

1. What is selection? 1. What is stress interview?

8. List out the various selection interviews. 1. Aptitude test

3. Explain the important methods of i­nterview.

Answers  it helps in leading to improved productivity and

SL.No Basis of Comparison Recruitment Selection

3. What are the factors influencing the s ­ election process?

1. Nature of Post to spend a larger resource tend to shorten

b) On the Job and Off the Job

3. Explain the benefits of training.

10. Assertion(A): Inevitable the firm must go

2. Explain the steps in designing a training programme.

Whom To Who is the Who are

Where What Method

1. Whom to Train? HR staffs, specialists in the other parts of the

For Own Thinking:

2. Analyse the impact of Change ­Management.

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I. Choose the Correct Answers II. Very Short Answer Questions:

4. What is the importance of Human r esources?

3. Explain the important methods of interview.

Answers it helps in leading to improved productivity and

3. What are the factors influencing the s election process?

2. Analyse the impact of Change Management.