Explore topic-wise InterviewSolutions in .

1. A. Personality test

2. D. Estimating Manpower Requirement

3. B. Selection

4. B. Selection test

Correct option is (B) Human resource management

Correct option is (C) Employee productivity

1. Recruitment: It refers to the process of searching for prospective employees and stimulating them to apply for job in an organisation.

2. Lay-off: It refers to the temporary separation of the employee from the employer on the initiative of the latter.

Recruitment.

Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.

Main psychological tests are as under:

i. Interest Test: The objective of this test is to examine the interest of the candidate in a special work. On the basis of such a test, it becomes easy to appoint the candidate on the job of his interest.

ii. Intelligence Test: In order to test the intelligence of the candidates, their reception power, memory power and reasoning power, etc. are examined. For this test, a long list of questions is prepared and the candidates are asked to answer the same in a given time period. On this basis, their level of intelligence is known.

iii. Aptitude Test: Through this test, efforts are made to know the hidden qualities of the candidate, so that it is ensured if he can be taught by training or not.

iv. Personality Test: By this test, it is seen how much ability a person has to interact with others, how much he can influence and motivate them. It is also seen whether or not he has the power to remove the obstacles that may arise in the job on which he is appointed.

Other specialized activities of human resource are:

(i) Recruitment

(ii) Analysing jobs

(iii) Developing compensation and incentive plans

(iv) Training and development of the employees

(v) Handling grievances and complaints

(vi) Ensuring social security and welfare of the employees.

(vii) Defending the company in law suits and avoiding the legal complications.

i. Recruitment: The primary function of the human resource manager is to find out the number of employees required by the organisation and make provision for their recruitment. To discharge this function he indulges himself in activities like recruitment, selection, placement, training, promotion, transfer, etc.

ii. Providing Expert Services: Human resource manager renders certain services which require special knowledge, e.g., job evaluation, performance appraisal and negotiating with trade unions.

iii. Developing Compensation and Incentive Plans: Human resource manager conducts research from time to time with the aim of improving upon the policies concerning personnel. On the basis of his research, he brings to the notice of top-level management new techniques in different fields of human resource management, such as suggesting new compensation and incentive plans.

iv. Handling Grievances and Complaints: It is the responsibility of the human resource manager to establish cordial relations between the employers and the employees. To do this, he informs both the parties about the expectations of each other. In the event of disputes arising between them occasionally, he serves as a pacifier.

Because they have feelings, self-respect, intelligence, understanding, and different skills.

Ms Jayshree as HR manager is required to perform the following functions 

• Recruitment 
• Prepare job description 
• Preparing compensation and incentive plans 
• Arranging training programmes 
• Making welfare schemes for employees 
• Handling grievances of employees 
• Handling labour dispute

Following steps can be taken by her to perform her job efficiently 

• She should make use of all the possible sources of recruitment. 
• She should frequently consult the experts and also observe the policies followed by competitors to recruit and retain the workforce. 
• Maintaining cordial relationship with trade unions and encouraging them to act as one big family.

Following steps can be taken by her to perform her job efficiently 

(i) She should make use of all the possible sources of recruitment. 

(ii) She should frequently consult the experts and also observe the policies followed by competitors to recruit and retain the workforce. 

(iii) Maintaining cordial relationship with trade unions and encouraging them to act as one big family.

Her role in very significant in the organisation. She is a human resources manager and concerned with timely procurement of competent manpower and ensuring its effective and efficient utilisation so as to survive along with the three main objectives; organisational, individual and societal

Humanitarian psychologist Abraham Maslow presented the Principle of Hierarchy of Needs. Such five needs are presented in hierarchy of its intensity:

• Physiological or Primary needs
• Safety needs
• Social needs
• Esteem and Status needs and
• Self-actualization and Self- r.ealization needs.

Correct option is (C) Recruitment done through modern method

Characteristics of Leadership:

• Existence of Followers
• Continuous Process
• Acceptance of Leadership
• Creates Informal and Effective Relationship
• Ideal Personality
• Motivation
• Harmony of Interest and
• Effect of Situation.

There are two types of forms of communication:

1. Formal Communication and
2. Informal Communication.

1. Formal Communication: The communication which is meant for achievement of business objectives and based on rules and regulations of organization; is called formal communication. In this type of communication superior and his subordinates are linked formally. The objective behind is controlling and co-ordination.

2. Informal Communication: The communication system which is dependent upon human relations and friendship among employees of an organization is called informal communication. It is dynamic and simple. It does not require any control or order.

Characteristics of Informal Communication:

• It depends on the human relations.
• Control or Order is not required.
• It can be explained orally or through symbolic language.
• It depends on human and friendly relations.
• It is flexible and simple.
• There is no importance to procedure.
• It gives more co-ordination and credibility to organization.
• It is not supplementary but complementary to formal communication.

Characteristics of Formal Communication:

• Superior and Subordinates are formally related.
• Clear’ objective of control and co-ordination.
• Formal communication is generally in written form.
• It is accepted as policy of the organization.
• It is based on organization structure.
• It is formed for the accomplishment of business objectives.
• It is easy and clear to understand.

Qualities of a Good Leader:

• Physical Qualities
• Intellectual Qualities and
• Psycho-logical Qualities.

Points of Difference Between Formal and Informal Communication:

• Meaning,
• Purpose
• Base
• Control and supervision
• Flexibility
• Time
• Information in advance.

• Communication system should be arranged suitable to organizational structure and it should not obstruct the information.
• Information should be clear so as to enable the receiver to understand it correctly.
• An Appropriate medium of communication should be selected.
• Communication is a two way process. Information should flow in both the direction easily.
• There must be feeling of mutual trust and co-operation among both the parties.
• Communication channel should be shorter so as to avoid stoppage in flow of information and avoid delay in communication.
• Communication system should be quick.
• Communication system should be goal oriented.
• The broadcasting of information should be proper.
• There should’ be evaluation of communication system from time to time.
• During the entire process of communication there should not be personal interest of the sender.

Barriers of Effective Communication:

• Lack of Planning
• Faulty Translation
• Unclear Messages
• Unclear Assumptions
• Shortage of Time
• Overburden of Information,
• Ignorance Towards Messages
• Improper Selection of Media and
• Distrust and Fear.

The decisions taken by the managers are implemented through directing. It implements decisions taken by planning and organization.

At the end of the 19th century the managers realized that in production sensitive staff is more important than inanimate machines. Machines are run by employees. Hence scientific method is necessary for their recruitment, selection, appointment, promotion, transfer, training, etc.

Communication is the process of exchange of words, letters, instructions and opinions.
According to New Mann and Summer, “Communication is an exchange of facts, ideas, opinions or emotions by two or more persons.”

Communication is an important part of management. Because of progress in the field of communication all the countries of the world have come closer to each other and entire world is converted into global market.

Meaning of Recruitment: It refers to the process of searching for prospective employees and stimulating them to apply for job in an organisation.

Meaning of Selection: It refers to the process of screening job applicants to ensure that the most appropriate candidates are hired.

Recruitment refers to the process of finding possible candidates for a job. It can be defined as the process of motivating and encouraging people to come and apply for a job in an organisation. Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job. 

If recruitment is positive, selection is negative. Recruitment helps in creating a pool of prospective workforce whereas selection helps in finding the best out of them.

Meaning: It refers to filling and keeping filled posts with people.

Importance:

i. Helpful in Discovering and Obtaining Competent Personnel: Under staffing latest techniques are used for recruiting and selecting the employees. As a result, it becomes possible to search for and to select able employees for different posts. Under the recruitment process, search for employees is conducted and through selection they are selected.

ii. Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

iii. Helpful in Continuous Survival and Growth of the Enterprise: Every enterprise aspires for its continuous survival and growth. This is possible only when it has human asset of supreme quality. This, aspiration of an enterprise can be fulfilled through staffing.

iv. Helpful in Optimum Utilisation of the Human Resource: Under staffing all the activities related to human resource are performed systematically. By doing this the situation of overmanning never arises. As a result, optimum utilization of employees takes place and subsequently, labour cost is reduced.

Staffing has been described as the management function of filling and keeping filled the positions in the organisation structure.

Staffing is that part of the process of management which is concerned with utilising and maintaining a sufficient and satisfied work force.

Importance of staffing:

(i) Competent personnels: Staffing helps in discovering and obtaining competent personnels for various jobs. To prevent the shortage of technically skilled personnels, staffing is necessary.

(ii) Better performance: Staffing ensures better performance by putting right person in the right job.

(iii) Survival and growth: It ensures survival and growth of the enterprise through succession planning for the managers.

(iv) Optimum utilisation of the resources: Optimum utilisation of the resources requires efficient human resources. Staffing avoids overmanning and thus high labour costs. It also avoids disruption of work by indicating shortage of the personnels in advance.

(v) Improves job satisfaction: It improves job satisfaction and morale of the employees through objective assessment and fair rewarding for their contribution.

1. Staffing is a part of Human Resource Management can be justified by the following reasons: 

2. Staffing is a function which brings together the human assets and physical assets of the organization 

3. Staffing involves knowledge and approaches to the concept of hiring, retaining and firing of personnel in the organization. 

4. Staffing is continuous and found at every level of management – Lower level, Middle level, and higher level. 

5. Staffing should be treated as a part of human resource management – justified by human resource accounting. 

6. The human relations approach recognizes the human factor as the most important instrument of success in an organization.

7. Staffing as a part of human resource management gives more importance for staffing concepts viz., selection, development, training, orientation, etc.

Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

Human Resource Management is the process of planning for recruiting necessary staff, their procurement, maintenance and their development. It has developed from staffing. In today’s age of global competition the importance of human resource has increased.

The process of Human Resource Management can be divided into two parts:

• Concerned with manpower planning and
• Concerned with Compensation and Development of Staff.

In Human Resource Management, employees are just not considered as means of production but are accepted in all respect as human being.

 Recruitment refers to the process of finding possible candidates for a job or a function. It has defined as ‘the process of searching for prospective employees and stimulating them to apply for jobs in an organization.

i. Helpful in Discovering and Obtaining Competent Personnel: Under staffing latest techniques are used for recruiting and selecting the employees. As a result, it becomes possible to search for and to select able employees for different posts. Under the recruitment process, search for employees is conducted and through selection they are selected.

ii. Helpful in Better Performance: Through the medium of staffing, right people are posted at right places. Thus, suitable people are selected, keeping in mind the importance of organisational posts. As a result, it increases the efficiency and effectiveness of employees.

iii. Helpful in Continuous Survival and Growth of the Enterprise: Every enterprise aspires for its continuous survival and growth. This is possible only when it has human asset of supreme quality. This, aspiration of an enterprise can be fulfilled through staffing.

1. Advertising 

2. Empolyment exchange

Internal sources of recruitment

Apprenticeship Programmes.

Apprenticeship Programme.

1. Transfer

2. Promotion

It is Induction Training.

On the Job Method :

Under this method the employee is given training when he is on the job. It means learning while doing. 

The important On the Job Methods are: 

(a) Apprenticeship Programme :

Under apprenticeship training, a trainee is put under the supervision of a master worker. 

(b) Coaching :

In this method, the superior guides and instructs the trainee as a coach.

(c) Internship Training :

It is a joint programme of training in which vocational and professional institutes enter into an agreement with business enterprises for providing practical knowledge to its students. 

(d) Job Rotation :

Here the trainee is transferred from one job to another job or from one department to another department so that he can learn the working of various sections.

Vestibule training.