@ - - nowledge Examine Zone 6.

1
(d)

8
Wb
(a)
(c:
9. M~
Cc
■ [AJ Objective Type Ouestions

Choose the correct option in the following questions:

l..
Alpha Enterprises is a company manufacturing water geysers. The company has a funct'1ona.1 \
. k . F. d
structure with four main functions - Product10n, Mar etmg, mance an Human Resour ce. As '-
!

the demand for the product grew, the company decided to hire more employees.
\

Identify the concept which will help the Human Resource Manager in deciding the actuai l
number of persons required in each department.
(a) Workload Analysis (b) Workforce Analysis
(c) Both (a) and (b) (d) None of these
• Bhagwati Enterprises is a company engaged in the marketing of air-conditi oners of a famous brand.
The company has a functional structure with four main functions - Purchase, Sales, Finance and
Staffing. As the demand for the product grew, the company decided to recruit more employees.

..... 224
 Staffin g ~ \
concept which will help the Human R - - - - - - - - -.:-, ~.,•.:,. \
·fy theonnel availa
(ieJltl . ble, soth at he could dec·d esource M '
l f pers anager to find out the number and \'/:·.···.,, ·- •'
i e and recru·t1 th
t}'l'e o,h department. '
fot ea d Analysis (b) w
e required number of persons · 1
) worJ.<loa ) orkforce Analysis ,
(a 13oth( a)and(b \ i
(d) Noneo fthese
•

(c) h Enterprises was a compa ny manufa cturing r f . 1

yega tee ..,ith four mam • functio

• ns-Pro
duction M ke ngerato
. rs · The
compan y h ad a functional
,
1
\

1. ture" ' ar etmg Finance d H \ 1

· 5tr1lc d ~ r the produc ts grew, the compa ny decided I \
° t
deman. the concept which will help the Huma O ire more employees
h' ' an uman Resourc e. As the
\
nR ·
1deJlufyan resources necess ary for the perfor manc: s:;rce _Man~ger in identif 1
ying the types
of bU~ . al objectives. various Jobs and accomplishment of
organisation 1 .
Workload Ana ys1s (b) Staffing
(a ) A 1 .
(c) Workforce na ys1s (d) Both (b) and (c)
Staffing is the - -- - - - stage of manag ement process.
,1. (b
(a) first ) Second
(c) Third (d) Fourth
While selecting manpo wer, _ _ _ _ _ _ is kept in mind.
5,
(a) Education (b) Experience
(c) Honesty (d) All ofthese
G. Introducing employ ees to the organi sation is called _ _ _
_ __
(a) Recruitment (b) Selection
(c) Orientation (d) Placem ent
7 . What is the relatio nship betwee n human resource develo pment and staffing?
(a) Human resourc e manag ement is bigger than staffing.
(b) Staffing is bigger than human resourc e manag ement.
(c) Both are equal.
(d) There is no relatio nship betwee n the two.
8. Which of the follow ing is includ ed in the human resource manag
ement?
(a) Recruitment (b) Specialised services
(c) Handling grievan ces (d) All of these
9. Match the variou s stages of 'Staffin g Process' in Colum n-I with
their respective statem ents in
Column-II:
---· -
Colum n-I Colum n-II
- - -- ---- -- -
A - --
Orienta tion (i) Under it, compe tent applica nts are selecte d
out of a large numbe r of them.
B Perform ance apprais al (ii) Under it, the employ ee is given a brief
~ presen tation about the compan y.
C Selection (iii) Under it, the capability of every employ ee is
,_ judged .
D Recrui tment The essenti al objective is to create a pool of
(iv)
' prospe ctive job candid ates.
I' I

(a) A-(i), B-(ii), C-(iii) , D-(iv) (b) A-(i), B-(iii), C-(ii), D-(iv)
(c) A-(iv), B-(iii) , C-(ii), D-(i) (d) A-(ii), B-(iii), C-(i), D-(iv)
 •
· 'Ihe picture give n here highlight s what?

(a) Marketing Mix (b) Dividend Decision

(c) Criti cal Point Control (d) Staffing Function of Management
Statement I Staffing helps in higher performance, by putting 'right person on the right job'
Statement 2 Facilities like insurance, medical, vacations, etc. are included und ·
er d1reo
compensation.
Both the above statements are:
(a) True (b) False
(c) Statement 1 is true and statement 2 is false (d) Statement 1 is false and statement 2 is true
Arrange the steps involved in (Staffing Process' in correct sequence:
(i) Placement and Orientation
(ii) Estimating the Manpower Requirements
(iii) Recruitment
(iv) Selection
(a) (i); (ii); (iii); (iv) (b) (ii); (iii); (iv); (i)
(c) (iii); (ii); (iv); (i) (d) (ii); (iv); (iii); (i)

Complete the following statements with appropriate word(s) in the blank space(s):
J 3. Staffing fills the positions as shown in the _ _ _ _ _ structure.
,4 The staffing function of management deals with the _ _ _ __ element of management.

l.:i _ _ _ __ analysis would enable an assessment of the number and types of human resoureci
necessary for the performance of various jobs. \ 11 <', , ,\,
Read each of the following statements and write if it is true or false:
. . t l sino ,111J
I G Staffing is that part of the process of management which is concerned with obtammg, u 1 1 "
maintaining a satisfactory and satisfied workforce.
l tiOil il1
•i By avoiding overmanning, organising function of management prevents under- uti isa
personnel and high labour costs.
lb Staffing is needed at all the levels of management.
 11 atysinO, Evaluating and Creating-Type •
1·~g ,..n
Ouestmns (Case Stud· )
adplf ' _s are the most important asset of an org . . , ies
1 aJ 11r , 50 urce h . an1sat1on. fh e ablt f
j1P ir't1 ft:• l depends 1
upon t e qua tty of its human re I I yo an organ isation to
11111 ' ·ts goa d sources. The G M
,: .i,ieveI • ointed an UM gra uate, Pawan Rai, specialised . fi 1enera I J anager of 'A llied
1
l Jsons' apPl :,tion it was found that Pawan Rai's perfor tn nance as Marketing Manager. On
,11 Irev,l o(l ' mance was not tO
1111
11th) to meet the monthly targets of the organisatio Th h' up expectations and he
1 1
t ,be n. e C 1ef Exec t' Offi
11~ sno ( r asked for investigation into the matter. u ive cer (CEO ) of
•0111pan) •
1hel 1 as told that Pawan Ra1 has specialisation in financ b
~1ecEO \\ CEO discussed this matter with the G Me ut was appointed as a Marketing
er 111e enera I an ager and I . d h.
~1anag · of putting the right person at the right job. He furth . exp ~me to im the
. 1 ortance b ld . er exp1amed that ,t would not on!
1n P . her performance ut wou also provide many other b fi Y
\eadto 111g • • ene ts.
'd the benefits of puttmg the nght man at the right job state the thr th b fi .
ses1 es 1 . d th G ' ee o er ene ts whJCh
the CEO might have exp ame to e eneral Manager that are not g·iven m • th e above para.
' ( r: "f 2 " ' t: f

:. Akanksha, Ni~ta_ a~d Parish~a are the owner~ of a handicraft unit in the urban area of Dibrugarh
, in Assam, which is mvolved m the manufacturmg and marketing of Sital Pati, traditional mats and
t?
jappi (the traditional_headgear). They dec~d~d shift this manufacturing unit to a rural area with
an objective of reducmg the cost and proVIdmg Job opportunities to the locals.
Theyfollowed the functional structure in this organisation with a view to increasing managerial and
operational efficiency.
They assessed and analysed the type and number of employees required, keeping in mind that they
had to encourage the women, and the people with special needs belonging to the rural area
State the next three steps that they will have to undertake, for obtaining a satisfied workforce
for their handicraft unit. :CBS E 2._ . ti . ~ ·
Q.3. Rahul, the director of a garments company, is planning to manufacture bags for the utilisation of
waste materials of one of his garments unit. He decided that this manufacturing unit will be set up
in arural area of Orissa where people have very less job opportunities and labour is available at very
low rate. He also thought of giving equal opportunities to men and women.
Forthis he selected S. Chatterjee, Inderjeet Kaur, Aslam and Sarabjeet as heads of Sales, Accounts,
Purchase and Production department
Identify and state the next two steps that Rahul has to follow in the staffing process afte~
f selectingtheaboveheads. ,CB~f :,' •' -~
/.4. 'Entertainment India Ltd: has been incorporated with the objective of entertaining people by_
organising festivals, programmes and other similar events depicting the rich cultural he:itage ot
thecountry.
The company management has renowned personalities from the field of art, l~terntur~
and
co culture · They [Link] to give
. a p1atc1orm to young budding musicians, poets m1d artists. Th~
. . . . , th
helllpany decided its organisations structure by grouping similar Jobs toget_her. There~t:r,. . e
ads of different departments were also appointed. Nisha, one of the hea_ds, did ~ analysis ot t~e
number, type and [Link]
. necessary c
the 1or people to be appointed. The mformat1on generated
,. . m
Process of w •t· h . b d . . d th andidate profile was used to develop Situations
vaca , n mg t e JO escnption an e c . ,, . . , ~. Th ..
nt
brou h . adverti· Th' bl' h d
sement. is was pu is e m prm . • t media and flashed 111 ekctromc mrn1a. 1~

F.x g. t in a flood of response. . ..

Plain the oth f to complete the process bemg discussed
().s above. er steps which Nisha has to per orm ll'H'-1' [Link] 1, lPt' 'tn ,, : 1, 1
·1herr lllajor GIPRA . . . t fits senior managers, it·atter
· evaIuatmg
· h'
t e1r
Perfor
lllance against
is termmatmg the emp1oymen
. pre-determmed ° ' h. . d' •
. standard ·r .... c nd lacking. With t 1s, 1srupt10n ana Iysb. ,

2A
s 1 it 1s iou ' ..
8 usi11ess St u d ies
-- -<"

n of the emplo yees may becom. e irrele vant. unless they learn new sk' ll
say a laro-e nortio . . I s and
. ~ r . ap~i
A 1s ready to fac1ht ate employ
the knowledo-e to work on emerg mg techno logies . GIPR ee Iearn
~ ir,~
throu gh its in-hou se centres.
maintain a satisfa toryWori•
(a) Name the function of management perfo rmed by GIPRA to c 1

force.
(b) Identi fy and explain the two steps in the proce ss of the funct
ion of manag ement d'1scussen
above.
(c) Also state any two steps of the funct ion of mana geme nt
discussed, that the firm had to
perfo rm before the above steps. [CBSE )a.·1 p.-::, :- __

IJ.. &Jdl.!..![Link].L :II

 Jfllnowledge Examine Zone 6.
2
. e Type Questions
Obi8GtlV
, \M ect option in the to\\ow .
etne co rr - - -- -: m g questions:
~~oos -- -- :- . .
ea l L im it ed, ha s fo
11 ard o
f Directors of F ai rd
0
1 . . rm ul at ed a policy f
f'._ccor d'111 g to this p o1icy, ce rt ai n st d
. 1
H
a point111ent of pe rs on . h
an ar ds will have to be or um an Resource Dev
s ~n t e comp~ny. ta ken i .d elopment .
P S om e of th e m ai n standa n co ns i .
erat n p n.o r to t h
c01npaI1y should be m ot iv at ed , se rds are: existing lo e
le ct io n sh ou ld b e employees of th e
Identify the source o riskless an d should
f em p lo y m en t ad no t need · duc t·
op te d b y Fairdeal any 1n 10n.
la) Internal L td.
le) Campus R ec ru it (b) External
men t
'RP lnfotech Ltd~ de ci (d) b o th (b) an d (c
de d to ap p ro ac h <P )
· various technical jobs atel E ng in ee ri ng C
in it s ne w ly o p en ollege to recruit qu
Which source o f re ed b ra n ch in Surat. alified pe rs on ne l fo
cr u it m en t fr o m r
abovecase: th e fo ll ow in g h as b
ee n used b y 'RP ln
fo te ch Ltd., in th
(a) Direct R ec ru it m e
en t \_CBSE2023 (6 6
2 l -
lb) Placement Agenc
ies an d M an ag em
en t C on su lt an ts
(c) Campus R ec ru it
m en t
(d) Recommendatio
n o f em pl oy ee s
3. - - - - is th
e m er it o f in te rn
(a) Increase in m ot iv al re cr u it m en t.
at io n
le) Both (a) an d (b (b) In du st ri al Pea
) ce
(d) S to pp in g th e en
tr y of yo un g b lo o d

235 ~
 •
?
Which somcc of rcr ruitmr nt is not availahl e to the new organi sations
(h) Externa l
( ,1) Int c, naI
(d) Direct Recruitment
k) Rt1 1h (,1) ,111 d (h)
. h f •crt'llJ·tn 1ent 0.,.10 we get Ba dli or casual employee?•
From ,,.h 1c source o 1 ,
(h) Casual Callers
\,11 \'li rcc1Rcc111i lm cnt

( l· ) T\·lcdia Advcrlisc mrnt (d ) Empl oyment Exchange

ional institur ,
To which source of recruitment th e direct recruitment from educat
. ions is relat .
(b) Campus Recrui tment erl,
(a) Fmpk)ymcnt Exchange
(d) Direct Recruitment
(c) Ma nagemcnt Consu lt ants
their respe ct·ive lllean·
Mat-h the various, 'External Sources of Recruitment' in Column-I with
l.
Ini
in Column-II:
-
Column-I
Column-II ---
- -- · .-
Direct Recruitment (i) It refers to recruitment from educational mstitutio~,
A
-
(ii) It refers to that source of recruitment uncle r .vnrcn·,•,
1
, . ,

B Casual Callers . .
orgamsat10n keep a database of unsolicited aPP ti ca;,, ~:·
fill h . eas1·1 y as they arise. ·
to t e vacancies

C .Management Consultants (iii) It refers to that source of recruitment under wh' ··

firms help various organisations to fill vacancies"-~
middle level and top level executives. ··

D Campus Recruitment (iv) In this method, job seekers assemble outside :.:
premises of the organisation.

(a) A- (iv), B- (ii), C- (iii), D-(i) (b) A-(i), B- (iii), C-(ii), D-(iv)

(c) A-(i), B-(ii), C-(iii), D-(iv) (d) A- (iii), B-(ii), C- (i), D-(iv)
given below:
8 Identify the external source of recruitment illustrated by the picture

(a) Recommendation of Employees (b) Labour Contractors

(c) Campus Recruitment (d) Employment Exchange
Transfer is a vertical shifting of employees. ..,,,11¥·
9. Statement I . Yll :l WlltKtl •
St t
a ement 2 : Labour contractors can provide the required number of
uns I c'l
notice.
Both the above statements are:
(b) False ? is 1n1c'
(a) True i ·ntenien t ~
· -
( ·) St·atement l 15 true and statement 2 is false (d) Statement l is talse anl s '
c

~ 236
 .11Hl tcmcn ts with appropriate word(s) in the hlan!< {' , (
st tl ,\j).\Ce S)
111Gf
o11ow • rt'l l llitrn cnl, llw cnt1 y of\ (l\\11 (' c 1111 I . .
; ,, l ll\ 1 (', 1·, 1'1 '\ lr( , 1,·il
,1 lrlC • ,,~(
, (1I
11 11( ,'<; ()l l !"l' l' n'l 1 uit men!, the c111pln)
11 ()r
('('<; d () 1)(1\ I
I) 1 • 1' • 11 \ ,I 1 It I 1<111 ,

sn tirl' L' n l n'l'l'lli tment , res ult s 11, ti·1C' 1· 1· ·

·[' lit' (' C 11 l /.\ 0 ( d j 'i C <) 11 I C 11 t I 17 I Ilt' , ' , I•. I I 111.!
Iii<\I~ - ' 't' "' ·
.

uowing statements and write if it is tru e or fa lse :

.-1111' \l''l · .
th8
:1:r~r.h of ·. . r\l,,1u~
f~· It) ..;hilt in .~. an e mpl oyee I n a hi g h e r p o si t i on, c;1r n ·i 11 ~ hiPh E.' r r('o.; p<"•n ·, ihil tt
, "' I P' r· ,(· ilii .,
o ~",, ,, .
rr,111~" .
d \' ·" . -
,1.,111~ ·;'\ncr·:-· ,l:- , 1 111 cthnd n l ex te rnal rec ruitm e nt is suit able for fillin g C,l -; u .d v.,[Link] ie <; wh•:ri
tlwr:
• • 1s\\ ,\ l ' 1.
' .. . ,h ot' \\'t)ri,;. .
I~ :\ 1\1 ,

. Analysing, Evaluating and Creating-Type Questh:nils (Case Studies l

Bl APPIYIR9'
fi I __. ot. a co mpany to avoid
.. the Lu~ 1L1111
.
to s
, ,
ay No to any person who approa ch es ,t for cl Job R,it re ~
11 1
~ _ 1. _ ,nnlica tion and t ells him that a s and w h e n compa ny req ui red hi s er v ices, he
. 1 (let~ 11~ .. r t will >,e
. 5
':.ined. ln this w_.,y, compa ny acqmr es a databa ~e. Its ~dvant age is th a t at the hm e or" °.eed
;'} '>Ultable
' . _ 1. out ot the databa s e can be calle d for 111te rv1ew. Th us the com
arr1)La\1 pan y 1s saved trom exoen,e -..
'
01 a \·ertisem en t.
•1 ,ll
\al Identify the source of recrui tment referr ed to in the above
paragr aph.
\b l Also state briefly the meani ng of the above.

Biru N'andan, Chairm an of Lalit group of compa nies fo unded 'Biru

Univer sity' for underg ral!:.:at e
rnd postgrad uate course s in divers e discipl ines. The In for mation
Techno logy depart men t of ~'.":e
'Lalit Power Ltd., had few vacanc ies related to Cyber Securi ty. The Human
Reso urce Depart rr:e ::~ ,H-
:he Company decide d to recruit fresh engine ering gradua tes from
'Biru Un ive rsity' for the san-: e.
(a) Identify the type of source of recrui tment.
(b) Also explain briefly two more source s of recrui tment of the same
catego ry.

Mrs. Ahilya Pasi is the Princi pal of a prestig ious scho ol in New Delhi.
The sc h ool h<1s a.\ ac:rnc" or· .1
head~ist ress/he admast er of the junior wing of the sch ool. The se nior
0 teache rs ot the sc ho1...)l h.1\ e t.h e
Plll!on that only interna l candid ates should be con sidered fo r this post.
H owever , t\- lrs. P~1s i .[Link]. the
ma~age1:1e nt would like to invite applica tions from exte rnal so urces
Ju st1fication s th e manag ement
too. Brietly expL,in .1n\ thr<c'e
can provid e to convin ce t h e sta tt· t·or ·mv1tin
· · g app 11,:at11...
· · ) n s 1.'l t· c),,k n u :•
candid t c1O
a es r the vacant post.
~::r 0
6
;~d. ~s a g_lobal inform ation techno lo gy co n s ult_in g cu n_1p~\l\Y with _-
-15,000 c' n1pkrn,'c's i.n ~ :- c.>n
two d chents m 23 countr ies. Its C hief Exec utive Ofh cer, Ne il Suman
guided the' c1.)t11!,"',ll1\ thrL,u~ h
,oftw eca~es of diversi ficatio n and growth to e m e rge as o ne of the kading
lnd i,m C0l1ll,',111ies 1n tlw
ihe are indust ry. Th . e compa ny h as set standa rds in ensurin · g t Ilt' l)csl tra111u1
· · ~ l'l,'p1.1 rt u n1t1c'S
· · · r
I
rnp oyees tl)
ltq, . ·
of v:~~~c~ Guidan ce Progra m is a 52 d ay stru ct u red trainin g prn g ram.
_·l his is otfen.',I tl) ,lll r<.' 1.: 1u1r:-
lo Work. a~kgro unds to be t rained on esse ntial be haviou ral and
1n live ll'duu1 .·,ll skill s th,lt ~' rc'p,n·e s t\1-.'rn
custom er project s.

23~
 •
. . . . , •, · , ·ind 1na11 ;1gc mc1 1t i11 s1i1 11l c <; for lc c·I \i11t. ~i1 , irr
l lw st' t'l't 1111h .,re h11t·d lrPl11 1rni v < l .\l H ~'
. . . i 11 -,n i nH' helps the 11 cw cm ployc<'<, in 1 I il r,,,,.1
' ' 111,
<' illi1 1p r1
\\'cll,1:--rn, lll ,l f<' li ,,ljnhs. lh cl1 :1 rnrrigpi<J ,' r, rJ1,v11, ·
. 1

' . . . I1 ti , 1co11k, tlw surroun< 11ngs, lh e J'oh

in lt1 tlw j\lh h \' htYn mrn g f.1111rl 1,11 w il HI 1ht•h11 , . 1'1 1,(, " 11 r I
. . •1,itm cnt used by the company to h' i1i1r ..,, '
{a) Identify the external sources O f I cu · ire new e '
, . . . ti , 'ProJ'c<t c;uid ancc Prngram' ca n henefit Xen O J,td. lllpl11y,,,, 1
(h) St ate two ways Ill w1lll 11 ll

, . , ,l ihc \c,icJ1tary li fcslylc peopleI ;ireIleading nowacl;i y, . 'lh .. dt· nr

1
l ,,llH'SlW:lS L'()Jltl'l lllt 1,1 )011 I . •d Cll
. . . 1, . .. , . . -11 11.., hccnusc corporate wor< cu ture ema nd s wo rki . Tla1-lld,.1',
p . ·' . ng Id!
t1n t)U\s1 tl c {()() <'1 i s,, S() lilt lt ,1s 1 ' . , .
. I i _. i , 1l (l s1 ·1r l ., rc staura nl, I lca lthy Latrng oin t to pro vide hea lt hy 1:OriJ rr IJ1,,,,
a l t)l·1ccs.
1
L'
,1(), 1l' UCl llll l · '
1
• • •• f • . . . ',"
he 1d eMiri ed th
• • _

,. . . _ ·lin jlh nrn ng and org,1111srn g unct ions, !plr, 11

. 11 11
., I . \. e varj, . '
\t1 c11st,1mc1 s. n 11c1 LO lll ] t <' ' , ,
ntant, twnch r 11 1,,,"
. . . . , 11·. , 11 0 hc lill [Link],cncr,1 Ma nage r,anfccou d . _ ' e \ l·N, , 1 '
]' PS1t1ons t 11at a,c 1tq11 ,, c h 1
. . - . th e rcst·rn n nl and three boys ,or ome e rvery o~ food He d . ri, 1 1
1

t(1r scrnn g \ 1,c 1()()L1 11 1 • ' ' f I H · cc,df' j

. . l •. _ b , th e Ccncral Ma nager o t 1e , restaurant . . e wou ld be pai 1 -~ ·' 1f...
his lat Kr. 1,;11,111 , wo u t c 11 i • h ' f . d' c JfJ,()rir .
- _1 .. _ .VILC . _, _ l-l i''s h' ther requested him to appomt JS nen s son, Prem as a J ~•: ·
nwnt ll 101 ll~ ~Cl S. , . ) ' I) acc(JIIJ 11
,
. ll - - 1 for thi s nos! G·mesh agreed to thi s proposal. Earlier,
Prem had. · -,r
" .Iw 1s we qua 1111cu , t · ' . . a 6U'>in('•1,
-I· - , i ,, , -1-ei·s• to diffe rent orgamsations. from remote areas, of the country. prern·t'',:
l'\"O\" \(J IJ1g llll:S,l 11 t U , 0 1 '
. 1·

permissi;n from Ganesh to continu~ wit,h the old business. Ganes~ happily agreed and asked hi~':
. ..i, -,., boys fo r serving and delive ring the food. For
the appointm .
ent, of the two [Link], IJan, r
,
1

}'I O\ l llt 11 e .
.
''
an1 roached a renowned Hotel Managem ent Institute and was satisfied with the Chefs provided.;,
the instih1te.
(a) Quotino- the lines from the above paragraph , explain the two sources of recruitmen t be1ng .
~ . . b ..
used by Ganesh for filling up the various JO pos1t10ns.
(b) Also, give the meaning of the function of managem ent discussed in the above case.
r ,

'K e,uange' is a chain of departmental stores in India with 56 outlets. It sells the best products at :t:
10\rest price. The Human Resource department takes care to select, train, motivate and retain t
employees. Currently, it has 170 full time employees and 30 part time employees.
For top-level management, employees are recruited through private consultants. These profession:..
recruiters can entice the needed top executives from other companies by making the right orfeE
Employees appointed at the entry level are recruited through walk-in. For that, a notice is p!ac,~
on the notice board specifying the details of the jobs available. 'Newrange' also encourages presc~:
employees or their friends and relatives to refer candidates. They also visit some of the reputec
educationa l institutions to hire some of the most talented and promising students as its emplol'W
st
'Newrange' shifts workforce from surplus departments to those where there is shortage oi i.
instead of laying them off.
Explain the various internal and external sources of recruitme nt used by 'Newrange' to rwuit
its employees. . . ..,_

Q. ~ Ashish, the Marketing Head, Raman, the Assistant Manager and Jyoti, the Human ReSL'u r,i
Manager of 'Senor Enterprises Ltd: decided to leave the company. 1

The Chief Executive Officer of the company called Jyoti the Human Resource Marnigcr ;u1~
requested her to fill up the vacancies before leaving the organ~sation. Informincr that her subord1nJt '1.
11 1
M'1 Alka .pan d'it was very competent and trustworthy, Jyoti suggested that ifo she coul db eic1n<~Ii~'•
~s
th 5
up ID th e h~erarchy, she would do the needful. The Chief Executive Officer agreed for e ':n_ '~c'Jll11
Alka Pa~d1t contacted 'Keith Recruiters' who advertised for the post of Marketing Head to1 .
.
Enterprises Ltd:. The Ywere abl e to recrmt. a smtable . 1·11 tl11
, candidate for the company.
. .
Raman s vacancy was. fiI11 ed up bY screening the database of unsolicited apphcatwns ' ' . Jv1n~
0 ffilCe,

~ 38
 @
--
- - - - ---- - -•

owl~dge Examine Zone 6.3

■ [A) Objective Type Questions

Choose the correct option in the following queSHOns:
M(, Amav i'i the HR ma nager of Suvidha Store P'-~- Ltd . She has to appoint some ~ale))<-.
· . come to th e store of different nature, she wants to find r • ·•
the !-tore. 1\ r:., t 11e customers . · 1 'JUt '>~i•· _
,\ 1aturity an d Emotion s in dealing with the cuS Omers.t · r:·
Identif-y the selection test required in th e above case:
(b) Aptitude Test
(a) Intelligent Test
(d) Trade Test
(c) Personality Test
Contract of employment contains _ _ __ _ information.
(b) Responsibilities
(a) Job Title
(c) Allowances (d) All of these
The ne:xt step in the process of selection after Job offer is:
(a) Medical examination (b) Selection decision
(c) Employment interview (d) Contract of employment
[Link] of the following aims at e¥aroining the interest of the candidate?
(a) Intelligence Test (b) Interest Test
(c) Aptitude Test (d) All of these
Match the various 'Selection Tests' in Column-I ·with their respective statements in Colllillll-::,
Co1umn-I I Co1umn-11
A Aptitude Test (i) It indicates the person's capacity to dcYc!c~
I

B Trade Test I
(ii) It is used to measure th '- exi·
. ::, tii,o
0 ·1-:" ,
· t, ~ll..... c,:. --
- .·

individual.
C Personality Test (iii) It is an indicator of a person's learning .1bl.'. ~··
the ability to make decisions and iudgrmcr. 1
D Intelligence Test (iv) It is used to know clues to a person·~rn~'tc'~i

(a) A-(ii), B-(i), C-(iii), D-(iv)

(b) A-(i), B-(ii), C-(iv), D-(iii)
(c) A-(iii) B-(i) C ("") D (. )
. ' ' - ll ' - lV (d) A-(iii), B-(ii), C-(i), D- (iY)
6. Identify the stage of 'Selectio p '.
n rocess illustrated by the picture given here:
r

,l}_~.
., (\
II

(a) Employment Inte rv1ew

. I' .. . .i;...._- _ __,
(c) Selection Test (b) Selection Decision
(d) None of the above
~ 242
a j
 '1.f,\ d t:·' l<.'St
•
meas ures the poten tial to acnui rc skill s .
'I
c11l 1 the selec tion pro cess, medi ca l exam inatio n of th e c andid . .
;;u1te•11 .., In . , I , . ate is d o n e after g1vm g
· eol" . r- 01ntr ncnt e ttu .
~1 11l
cll1 t 11c ,11111
.
9
bo-vc st·1tem
. ents arc:
soththe (b) False
.1) Trt1C . . true and statem ent
\• ,n\ 1 IS 2 is fals e (d) State ment I is false and state ment 2
is true
l.-) ~H1teint t· Uowi ng state ment s highl ights the
fthe 0 'Apti tude Test' as a selec tion test?
Which O d t n1 easur e the lQ of an indiv idual .
, .. use o
1
\;1) ll ~ " to ,neas ure the indiv idual poten tial for learn ing new skills.
) It is usec1
(b .· to meas ure the existi ng skills of the indiv idual .
) It is usec1
(c .• J to knov,r the patte rn of intere st or invol veme nt of a perso
(d) ll 1s use n.
llowing statements with appropriate word(s) in the blank spac
1ete the fo e(s):
Coi11P is that proce ss of exam ining the appli cants which
ensur es that only the mo s t
J. ~ ate perso ns have been appoi nted.
approp11 _ . ( Rc-l:r u 1 nv , 1

,1
·electi
In the s on proce ss, _ _ _ _ _ _ a1 e inclu ded.
( \ll the appli canls /1\ppl icant~ ha,·in g requi red qu,, 111, -

Read each of the following statements and write if it is true or false

:
- : 111e test design ed to meas ure the learn ing capac ity of the
candi dates is know n as aptitu de test.
I rt l 1,: :
1~ Preparing a 'Writt en Empl oyme nt Contr act' is the stage
of selec tion proce ss, whic h come s after
'selection decision'.
( Tr ... ~

■ [BJApplying, Analysing , Evaluating and Creating- Type Ques

tions (Cas e Stud ies)
Q. I. Mr Krishan Gopa l, Perso nnel Mana ger, of
'Sahil Kidsw ear Limit ed' is busy in maki ng some
appoin tments for differ ent depar tmen ts of his comp any. By now,
he has comp leted the first two
steps of staffing proce ss. The third step is under way. Name
of this step is "selec tion". It has its own
lengthy process. He is curre ntly engag ed in empl oyme nt
interv iew. He has alrea dy interv iewed
~he applicants and is now direc ting them to the conce rned
depar tmen tal mana gers for anoth er
interview. The objec tive behin d direc ting them to the depar
tmen tal mana gers is that they too satisf y
themselves by conve rsing face-t o-fac e with the applic ants.
(a) Identify the first two steps of staffi ng proce ss that
have since been comp leted .
(b) Third step of "Sele ction " is unde r comp letion
. Nam e the existi ng and next two steps .
Q. 2· Mr Sa · •
S nJay Smgh recen tly took over as the Perso nnel Mana ger , . ' _;
of Radh a-Kn shan Udyo g Limit ed'.
voon after taking the charg e he notic ed so many posts
ery reas lying vacan t in the comp any. Beca use of this
M . on t h e perfo rman ce of the comp any was going on
slowly.
th:;~ngh collec ted from all the depar tmen ts the neces sary data
of man- powe r and its type. Then from
On a:a~ol~ected the data of the availa ble man- powe
r and its type from the differ ent depa rtmen ts.
than Y~ing the data of both these types he concl uded
required. that Manp ower in the comp any was less
Mr Singh
he caiu. Went to the unive rsity from where he had comp leted
his educa tion only a year ago. Tiler e
thetn. w:~c~ :ss so ~~ny such stud~ nts who could prove
thems elves t? be good mana gers. All of
en to Jom the comp any also. Mr Singh asked all the applic
ants to sugge st two nanle s
 I '

11 ,11u,11 1,it " I,~ lirnii " t < i' , r

1
,• '•
, fl\ 11111\ t' d tlw, 11111 p .1t1 \ \ , PP· 111 1tr, 1,
11 I 1l ,1 11
1 I If
1' , •\11j',\ 1'\ I I , )! I\ t 11 lq I Ii, 11 1 1' 11tt fl~ 1

,I 1 ' '1, , 11 111!' 1111 [Link] lw11, 1111 tq

111 1pr rJ1
1, I1
, "1t ahl,,
'- 1, I ' 1 l r \ 1'
1

l\
1, \ rngh ()hLwH' d thr intortn;lf1on on the ,1' .:iilahl1' numher an<l typr 'lf '1·
\ •)tnp 111\ 10 ,, hH, h of the (oflm1ing concept" i,; tht" related? ·llip,,,~Qr
~

(h l H1•d ·111 1m1.' nl

1d ) \rb lion

1ii 1 ,, tnd1 ot till' ~<)tm c~ of rccr11ilmcnt i'I Mr Singh vi'iiting the un iver'! ity arid 10
!Jk1n
<k'-lrtd m~nro\\Cr rcl.\tcd to ? ~•ri?

1,11 11 11cLl RL11u1tmc11t (bl C:c1,;ual Cdl!er~

t, 1 P! ,1lcmcnt ,.\gcncic" (el l Campus Recruitment
\ lJi ) 'To ~i>.. out of th e total ten applicants were ha nded over the appointment let er" ' \1.
1
the ~tagc of selectio n process is to be considered? · ' ''<'
(a l Prclim inan· Screc11ing (b) Job Offer
(c } Co ntract of Employm ent (d) Selection Decision
(i,·) 'Givin g a brief presentation on the Company' is one of the stages of staffinp
, Jrr~~
Identify
(a) Pl acement and Orientation (b) Recruitment
(c) Performance Appraisal (d) Promotion and Career Plannir:g

Identif,' and explain the following:

r i) It is a process which ensures that the organisation attracts potential emplO\ ec) , :·
necessa ry characteristics or qualifications, in adequate numbers for m e1obs .1, :iu:\c
(ii J It is a process which ensures that the organisation gets the best among the a\·aU.1Dte~r.~.-·•
and en hances the self-esteem and prestige of those selected and conveys to them:.1, ~,:\'_, ·
wi th v-,,hich things are done in the organisation. '
ln an in terview with a leading news channel, Mr. Rakesh Kwatra, CEO ofGet .\lv h.¥ h.b )~:~:: -•
that the Compani es which want more and more people to apply for jobs in their orgam~~-~l"\ ':.
ma ke the process of applying for jobs easier and candidate friendly. lt is for th is reason, fl-' ~2..~
most progre::.~ive com panies today have a short application process. He .1lsL) ~.lid Ll-i,n th e.1( ~---
fo rm fi lled by the candidate is very important as it is the information SL1}1plicL1 in th' Jl'~'·::·
fo rm'>, whi ch hel~s the manager in eliminating unquali fied or unht job ~~eke t:S- The ;·il~: ~~-- -
1
c..rea te a mecha111sm that attempts to measure ce rtain charnderist ics ot 101.i t\ [Link]~··· , : .,
rnanual dexteri ty, and intelligence to personality. The candidate m ;1y then be , JJb l t,lr JI,,.
co11ver~ation to evaluate their suitability for the jllb. , ,n:-
. t,, ·t P'~1
(a) Name the process and steps in the process of identifying and (hoosing t' t~ th
of a n um ber of prospective candidates for a job disnissed above. rt"iirntt\l :
(I>) AIso exp1am · - t lie next t l b , ue11rh pt'
iree steps in the process which c.m be su 1,e,1 ·
the compa ny. '

~ 244
 - -
L:j~!Knowledge Examine Zone 6.4

■ (Al Objective Type Questions

Choose the correct option in the following question s:
l\ 1r Latif left the school after passing his Matricul ation Examina tion and started boettino;,
t •_
T:l,, .

under his uncle Mr Farman. His uncle, a well known plumber , had worked for many big otfi,c, _;
started accompanying his uncle everyday on work and watched him carefully ,vhile worktn!!. _
,vas an intelligent boy and learnt each and every thing of work very quickly. Now [Link] uncle~i.L":.
giving him training to deal with customers. Within no time Latif acquired a high \ewl 5k;.U.::.
become a good plumber. Many big offices started calling him for water pipe fitting. etc.

Identify the method of training discusse d above:

(a) Induction Training (b) Vestibule Training
(c) Internship Training (d) Apprent iceship Training
., Under training the employees are trained in _ _ _ _ __ field/fields.
(a) A particular (b) Two
(c) Three (d) All of these .
. ·t· h el . dh·iJUl> '
·' Th e act IVI ies w ose outcome not only improve s the job perform ance but also h Pin .
in th e progress towards maturity and actualis ation of their potentia l capacities is kno"·n:1~
l 'l', ,-,.: l. -' i•l ' .~ ,,•: '

(a) Training (b) Educatio n

(c) Development (d) Perform ance appraisal
~
\l1
flletbO
111e vees use
· h. h
d of tr ai ni ng 1n w 1c ac tu al w or
the sa m e m at en. als, fil
es an d eq
k e •
ui pm
nvtronment . St af fi ng
• - - -- - -
\. tl'lp\O 1 to-dar wo rk in g is: e t h is created in -
n t at are required l . ..
e1t1Md~~- .1 e' fr ai ni t b a c assroom an
t V ubUJ ng O e used by
d
5 (b) In te rn sh ip T them in
(a) e tion Tr ai ni . . '< BSJ·. 20 21 (f .( ,'t 'lJ '
ng rammg
(c) 111duc. h tr ai ni (d ) A pp re nticeship T ..
ng m et ho d, bo th
de f ,\T h•' t tr th e te ch ni ca l in sf
\)Jl • par ai ni ng to th ei r m em be rs t rammg
· · tlY 1 111 ? l utes and th
jo1Jl d ction 'fr am · · e business organis
111 u in g (b) f
(a ) . . Apprenticeship Tr a ions
t·bule 'fr am in g (d) I . .
) yes i
(c be various 'Tra1n . . M h . nt er ns hi p Traininammg
, tch t 1ng et od s, m Colum
~'la 11• n-I with th .g
\' co\utlln-
- : -~ - - - - i eir respective stat
ements in
c o l um ----
n -l
---
~ Colum n-II ·- - - - - --
Induction Tra ..
mmg
~
A (i) I.
t is . generally used - --
where the employee
re qu ir ed to handle s are
B \ Internship T ra sophisticated machi
in in g nery.
(ii)
Generally, people
I
who want to ente
trades, e.g., electri r skilled
cian, plumbers, etc
re qu ir ed to undergo . are
Apprenticeship Pr og this training.
C ra m m e (iii) The pu rp os e of th
is is to accommod
employees in the ne ate new
rD w environment expe
Vestibule T ra in in g ditiously.
I (iv) It creates a balance
I between the theoretic
I practical knowledge. al an d

I·•
(a) A-(i), B-(iii), C
-( ii ), D -( iv )
(b) A-(iv), B-(ii), C
(c) A-(iii), B-(iv), C -( -(iii), D -( i)
ii ), D -( i) (d) A-(i), B-(ii), C
Identify the 'M et ho -(iii), D-(iv)
d of T ra in in g' ill
us tr at ed by th e pi
cture given below:

- •·A• ,••,

~ ~ ,~ J t. ,.; _..,-,;c ,.~,f

' ~ , . ~,~ ~ . f J:,;o ' ..
~ .:-- ~ ~~~...~..:
\ ' • '
: ,.

- . ~5:(' ~ : . . .
I
i .

~ '~("' '' .~,:,,~-~.~.--~rii-~

'
-.
"- .
~~~

(a) lnternsh· T .
1p ra m m.
g (b) Vestibule Traini
k) Apprentice . ng
~- Statelll . .
sh ip T ra m m g ( d) None of the above
Stat ent l •. Tra . . . 1
ell m m g 1s JO -o ne nt d an d deve op m ent is career-oriented.
. b .
l\oth lent 2 : Sc op e of tr ai ni
e d d
the ab ng is br oa d an d that of eve1op ment is limite .
(a) 't ov-e st at em en '
ru ts are:
\t) S e
taterne (b) False
. , false and statem
nt l is tr ue an d st at
em en t 2 is false (d) Statement 1 is ent 2 1•s true
i•--- --B--
u si n 0s~ Stl 101(' "
•
Complet~ the follow ing [Link] with app- ropriate word( s) In the blank spac (
e s):
,1 ·1he mnin h;1!--i ~ o f h 'karn ing b efore doi ng'.

11 ·1 h<.' ohjc-t l ivc of tra ining is to esta hli ~h balan ce hel wee n th e ·1henret'
.1ca\
;-it) , \
know led ge . - l'r1 (1
R~ad each of the following statements and write if it
is true or false :
111c c-xpc ndlru rc made on tra ·mm
· ·
g 1s an in vestm
, ent not a wastage of fund s •
'Redu ced Accidents' is such an adva ntage as is avai lable
to the employee s from training.

_ Under the Apprenticeship Programmes, a trainee

is kept unde r a Master Work er.
Under the Vestibule Training, both the Academic Insti
tute and the Business Firm togethe r ime,,.
training.
The training imparted for electrician's work and plum
ber's work is known as Intern ship
1rain;;,.

■ [B] Applying , Analysing, Evaluating and Crea

ting-Type Questions {Case Stud ies]
Q. Manu, a Chief Manager in a company using highly soph
istica ted machines and equipments, .,·o_--
that every employee should be fully train ed before using
the mach ines and equipments.
Suggest and describe the best meth od of train
ing that Man u can use for training oi ±,
employees.
(,:_ ~ Identify and explain the following:
(i) It is a job-oriented process whic h attem pts to impr
ove the performance of employees 0t ·:_:
curre nt job and prepares them for any inten ded job.
(ii) It is a career-oriented process whic h enab
les the overall grow th of the employee.
tCB5 f : L) :~ '\' - ·
The workers of 'Vyam Ltd? are unab le to work on
new and hi-te ch machines import~ ~1 ::
company to fulfill the increased dema nd. Therefore
, the work ers are seeking extra guidan(c 0-':
the supervisor.

The supervisor is over burd ened with the frequ ent calls
of workers. ,,
(a) Suggest how the supervisor, by incr easin g the
skill s and know ledg e of workers, can 111.1-,,
them hand le their work inde pend ently ?
.~
(b) Als0 t
· s ate any three bene fits that the work ers will 011
supervisor. derive by tbe dedsi ol
l-,~~r \' ·.,·
(). 4. - 1 ~Lil'·'
'I\ '

~ish_a Se th i w~s w~rking as a Hum an Reso urce Man

ager in a famo us con sult_'111 c~ ::~ :: s;1ti,111~:-
Services. Her Job included prep aring job desc ripti 11
. . l ons, recru itme nt, developin g l,o _ll ·nsti!l1v
mcentive p ans and facilitating employee learn ing. .
They had enter ed into alliances w1t1 i

252
J
 '4iJi
..._
~ta__ _a
ttin
. W·th h .
. ous lea rni·ng o f th eir· em p loyees . . _ -·,
t e Jobs been . g tnnre and more er
7

. , . tn1n I
e con1tnurvices inv
I Se est ed lar ge am ou nt of rnoney . imp ex,
os1.1re in rnak,n g. the empl,,yee, learn the ,"J
1- - ,'
Job a . s.
l''[) G1·)1 to C
1 ' i:1 omplete the Job· t h h' · 11
-,ces~ fi t 1s inv est me nt · l'k
s, ow
n• by • . g any ve po1n Is ' e1y to ben fit h
g,vin e ani sation?
I e org
state
~al d joined a leading (,;~ IJ I f

. st co mp let ed his B. Tech. an ny rna nufacturif ng . inverte rs. To

. cornpa t th
Rahu
700701. of the ma rk et sh are , the co mp an y 1s
tul has JU
pla nning to enter i
n o e rnanu actunno of sr,lar
.
~ re s.
·nverter
ed Rahul to
uir es tra ine d workforc e. Thec Hurnan Resource Manager ask
req
this target, it h • • •h
I
roa chieve fi sat ion , wi t reasons, 10r training the workf
orce.
ui\'e any ,e , bene fits to t e org am

~
0
e to the organisation tha t miEght have been
be ne fit s of tra ine d wo rkforc r,.t,, , _ , L, - -- •
e five po int s of R Manager. r '
StatebythRah ul in his rep ly to th e Hu ma n esourc e
sent
Lrt
rn 1 nr n
 l"l' '·llll ,,.. I I .. ' l' \ , ,

ASSERTION- REASON (J UESTIONS

1hs erf io 11 (A) un ,I Uc'f l • OJI (/(J
(,J,()(J ( fJ1

,, • (l 11 •

noth Assertion (A) an d Re aso n (P)'- are tru e and R nf

tal n eason (R ) is the cor rec t exp lan at j,rn
Assertion (A) .

n (R) are tru e and Reason .

hl Both Assertion (A) an d Re aso (R) IS not the cor rec t exp lan atio n
ot

ert'10n
A (A) .
.'\ss
n (R) is false.
c' Assertion (A) is true bu t Re aso
n (R) is true.
dl Assertion (A) is false bu t Re aso

Assertion (A) Staffing is a con tin uo us process.

y be created and som e of the exi se~ g ~
rr: ~ aJV c ;; ~
(R) In an y org ani sat ion , new jobs ma
Reason
ma y leave the organisation.
:ca. ..:.:5 -~
ions keep a database of unsolirnec aprt
Ass ertion (A) Ma ny rep ute d business organisat
the ir offices. 1,vhen rhe re is J ~~~ h vi\\ or~.
. .c fill1·ng casual vacancies
. bl 1or
.
Reason (R) This dat aba se 1s sm ta e
25.3
 , Assertion (A) Adverti sem e nt in newspape rs as a source of recruitment .
. . gives the
a wider range of c.:ind,dates from which to choose. 111anari
tiernr,1
Reason (R) More information abo ut the organisation and job can beg·
. . lVen While
vacancies m newspapers. advertilir,,
Assertion (A) In technical and professional areas, Labour contractors app
ear to b
substantive work. e dri1r
Reason (R) Labour contractors do not maintain close contacts with technical
and profes
people. %~i

Assertion (A) Aptitude tests are good indices of a person's future success score.
Reason (R) These tests measure the existing skills of the individual.
Assertion (A) The views of the concerned manager will be generally considered iii the~--
selection. ·"-•
Reason (R) The concerned manager is responsible for the performance of the newemploVce
- Assertion (A) The importance of employee training has increased.
Reason (R) Now-a-days jobs have become more complex.
' Assertion (A) The jobs have become more complex.
Reason (R) The rapid changes taking place in each and every field of the society.
Assertion (A) Training is a job oriented process.
Reason (R) Training is to enable the overall growth of the employee.
 PER
UNIT-WISE PRACTICE PA

I , .;
l jtl\J I l • - .
,,n~• an y m a nu fac tur i ng ref nger;itoVi Th e c n111 )a - . .
. -ri)riscs wa s . a co mp ~ 11\ ll;i ,l ..i h 111 ,·1in n .1I
'(·h t1ll . .
ct ion , Ma rket" .
111
l•
,· h fou r m am tun
ct1 on s - Pr od u mg , hn a 11 ce a11:ll 1' 111 111.:111 Re~ n11r, f' \ ' t hP
, -,-~: 11
111 rc,~ tl - .
y de cid ed to h .tre l11ore eni plovee,;
uc ts g1cw. 1c co mp ,rn
1 .,
• • the pr oo
111,·
~1
•1nd rcii
I · Il w1'I I IteI p th e Hu ma n Reso ur ce M . -
lYp e<;
Jeni,
, . .. the co m~cp t w \IC an ag er in ide ntifyi ng the
v , . h
- e pe rfo rm an ce of an ou s JO 'i an d acc om pli 1< hm en t nf
1dcnt1!1
0 res
ources neLessary fo r th
13
• •
<,( ht111 ctives.
. tional obye
.
onzant'-a
(b) Staffing
·, Workload An aly sis
\a
An aly sis (d) Bo th (b) an d (c)
_1 Workforce
1-·n ~ f. c. . <-
ma nu fac tur inoo differen t tU o, o gi ll, n mt M nv
\' ,
a re no wn ed co mp an y
··p ushpa ni.·ali Pvt. Ltd ." is r;o n~
r is ke en to 'Select , uc h TJe
,.
ye es . M r Su bh as h Ka thu ria , H .R. Ma na ge
H' the need of so me
em plo ,Pn ,ho uld :"l(;'.
ow led ge . He als o de sires that the area of ,e!ect
lat es t kn
.!~ are well eq uip pe d wi th th e
e).1ensiYe . nager?
ur ce of re cr ui tm en t should be used by H. R. Ma
lnyour opinion ·which so
(b) Int ern al
a' h.1ernal
( d) Tr an sfe r
c' Promotio n ; c: :-:-,o n ,-. •or
Sto re Pv t. Ltd . Sh e ha s to ap po int so me sales
ge r of Su vid ha
~~s -~ ay is the HR ma na finJ uu t -;.i,c:'>p e r-., on:-,
to th e sto re of dif fer en t na tur e, she wants to
co me
:1e sto re. As the cu sto me rs
me rs.
de ali ng wi th th e cu sto
~aturity and Em oti on s in
e case:
1dentify the selection tes t re qu ire d in th e abov
(b) Ap tit ud e Test
aJ Intelli ge nt Te st
(d) Tr ad e Test
rC) Person ali ty Te st
' is
e 'S ele cti on Pr oc es s' after 'Selection Decision
Ihe next step in th (b) Medical Examinc1ti1
.rn
fa) Job Offer
Co ntr .ic t of En1 pll)~ mt>nt
(d)
fq Select ion Te st
l so ur ce of re cr uit me nt .
-- - - - is th e in ter na
rciJ ·rransfer (b) Prn11wt iu11
(d) All l>f lh t'S t'
k) Lay off l\l , l l l , l g1.' llll. 'III
ll' [ul l, [ L1.)ll '.'I llt
. . ll ~ll
Staffin fi .Ill ( I u1g ,11 ' · c:>

g Unction fol low s the

lh g'.
· b s of is 'le arn ing l>e fon. ' do in
I

e ma 10 asi

25~
 Business Studi e s

(). ..
~- M,~tch
the various 'Training Methods' in Column-I with their respecuv
e state
Column-II: l\\eh
- - -- ••t~I
Column-I Column .. 11 ------_ n 1
- - - 11
A Induction Training (i) It is generally used where th
· d to han dle sophisticat de einpt 0 Yee-
require 8
- - - e rnach1n are
B lnternship Training ( ii) Generally, people who want ;;-- ery.
. ,
tra des, e.g., e1ec t nc1an, enter k
plumbers s Hied
required to undergo this training . ' etc. are
C ! Apprenticeship Programme
I
(iii) The purpose of this is to ac~ ----
. h
employees mt e new environment
mrnodat
e new
- +- - - exped1r1
I

D ; Vestibule Training (iv) It creates a b a lance between the th- --....0Usly

'·
.
practical knowledge.. eoretlc I
I a and
L

(a) A-(i) , B-(iii), C-(ii), D-(iv) (b) A-(iv), B-(ii), C-(iii), D-(i)

(c) A-(iii), B-(iv), C-(ii), D-(i) (d) A-(i), B-(ii), C-(iii), D-(iv)

Q. 0 . Statement I Staffing is a continuous process.

Statement 2 Aptitude tests are good indices of a person's future success score.
Both the above statements are:
Iii
(a) True
(b) False
(c) Statement 1 is true and statement 2 is false
(d) Statement 1 is false and statement 2 is true
Q . l O. Identify the external source of recruitment illustrated by the picture given below: 11:

Factory Gate

(a) Direct Recruitment (b) C::asual Callers

(c) Advertisem~nt • (d) Labour contractor .
' '· · " h he 11
Q . 11 . Mr B~
1th
Rajanwala is working as a Personnel Manager in a company of Delhi. ~ :~~ in t1io
not _well-educated, he is an experien~ed person. Before this, he has worked on th15 p n,ndi11
-;.,_ , h' her pos
largtr _c ompanies. His jntention is always in promoting an ~fficient er:nployee to a ig
demotil'l.g inefficient -o ne to a lower vacant post.
(a) State on what source of recruitment is Mr Rajanwala concentrating?
7
(b) What are the benefits of which company·is depriving by using this source,

~ 58
f "
..,oafl, is rn1.c
a
.
nu fa ct un ng pa pe r pl at
. es an d bowls It St af fin g
cot"r 1oca l' estival, it go t an ur ge nt or de r of ex tra , . produces l 00
50 00 0
-------
i 1, A ptte to
th at th e co m pa ny sh ou ld d , ' . ,000 plates an d b
a op t in th e give' n . plates a d b
"";•t ·.,.
~ 1, daY· rttitfI'lent . ow
l
s ea ch . ...
ee O R n owls. Explain th em th
0fr d i\ . . , ·· · \
circumstances to meet th
e d e ~.
. ca · or er . f 11 I
isauon n be su cc. esbsf, ul un le ss it fills an d keep th ' ' I
...1 orgall
·1~0 f eoP e
1 for th e rig ht JO . Eluc . s e vario . I
1date. us p . . i
~ind o P f 'V ya m Lt d: ar e un ab os1ttons filled with the rig
r1< le to w or k on ne ht
'11111e wo .ers f olfill th e in cr d d d h'
ea se em an d. Therefore th ew an
(\.•'· o,npanY to. u k
i-tech m h'
ac mes imported by the
c erv1sor. ' wor ers are s ki
1hesuP _ . . is ov er bu rd ee ng extra guidance fro m
up erv1s 01 en ed w ith th e fre qu en
t calls of w k
1ne 5 est bo w th e su pe rv iso
la) sugg h dl e th ei r w r, by in cr ea sin g th e sk or ers.
or k in de pe nd en tly ? ills a d kn
thetll an
. n ow1edge of workers, ca
n make
lb) Also state any th re e be ne fit s th at th e workers wi ll
derive b th d . .
Y e ec1s1on of the su
pervisor.
, H· 1dent1
·fy and give th e m ea ni ng of
th e co nc ep ts highlighted in th
, la) 1he process of fin • • • e followi t t 1
di ng po ss ib le ca nd id ng s a emen ts:
at es for a job.
lb) An assessment of th , ,._ :
e nu m be r an d ty pe s of
of various jobs. hu m an resources nece
ssary for the performan
ce
le) Introducing th e se
le ct ed em pl oy ee s to
rules and po lic ie s of th ot he r employees and fa
e on ga ni sa tio n. miliarising them wi th
the
ld) It ensures th at th e
or ga ni sa tio n ge ts th e
be st employees amongs
t the employees availabl
OR e.
Identify and explain th e fo
llowing as steps in th e
li) Evaluating an em pl process of 'Staffing':
oy ee ,s cu rr en t an d/ or
standards. pa st performance again
st certain predetermin
ed
lii) Placing an em pl oy
ee in a po si tio n of in
job satisfaction. creased responsibility
usually with more pay
an d
·l:i. Define the staffing
pr oc es s an d th e va rio us
steps involved in it.
OR ~ 6,
Explain 'Management Co
nsultants', 'E m pl oy m en
of recruitment. t Exchanges' and 'Advert
ising' as external source
s

II ,. AN ~W S: