Explore topic-wise InterviewSolutions in .

This section includes InterviewSolutions, each offering curated multiple-choice questions to sharpen your knowledge and support exam preparation. Choose a topic below to get started.

201.

How do you think it can be resolved?

Answer»

Following steps can be taken to resolve these problems 

  • Proper training of the personnel. 
  • Provision of incentive based schemes. 
  • Proper data base should be maintained by the company in order to provide efficient services.

(iii) A public transport corporation has hired 1,000 buses for the different routes for the passengers of metropolitan city. Most of the 3,000 crewmen (drivers, conduct, helpers etc) of these buses have been found to be wanting in satisfactorily dealing with public and daily commuters. They seem to be little interested in the job and the job seem to have lost all meaning to them.

202.

Case Problems  A company X limited is setting up a new plant in India for – manufacturing auto components. India is a highly competitive and cost effective production base in this sector. Many reputed car manufacturers source their auto components from here. X limited is planning to capture about 40% of the market share in India and also export to the tune of at least $ 5 million in about 2 years of its planned operations. To achieve these targets it requires a highly trained and motivated work force. You have been retained by the company to advise it in this matter. While giving answer keep in mind the sector, the company is operating .As manager of the public transport company what measures do you suggest to improve the working of crewman in question?

Answer»

The following measures can be taken to improve the working of crewmen. 

(i) Along with wages/salary various other facilities should be provided to them like education for their children, insurance etc. 

(ii) Working hours should be between 7 to 8 per day. 

(iii) Intervals should be provided.

203.

…………….. Means determining the number and types of personnel required to fill various positions in the organisation.A. RecruitmentB. SelectionC. StaffingD. Human Resource Planning.

Answer» Correct Answer - D
204.

As manager of the public transport company what measures do you suggest to improve the working of crewman in question?

Answer»

The following measures can be taken to improve the working of crewmen. 

  • Along with wages/salary, various other facilities should be provided to them like education for their children, insurance etc. 
  • Working hours should be between 7 to 8 hours only per day 
  • Rest periods should be provided.
205.

Case ProblemsA company X limited is setting up a new plant in India for – manufacturing auto components. India is a highly competitive and cost effective production base in this sector. Many reputed car manufacturers source their auto components from here. X limited is planning to capture about 40% of the market share in India and also export to the tune of at least $ 5 million in about 2 years of its planned operations. To achieve these targets it requires a highly trained and motivated work force. You have been retained by the company to advise it in this matter. While giving answer keep in mind the sector, the company is operating .Is it possible to modify their behaviour by planning a suitable type of training? Suggest one.

Answer»

Yes, it is possible to modify their behaviour by planning ‘coaching’ training programme as in this programme superior guides and instruct the trainee as a coach. He suggests the changes required in behaviour and performance of the employee. Coach gives due importance to the objective of individual and objectives of organisation. Thus, effective coaching motivates the employees to perform their best ability.

206.

What problems do you foresee in her job?

Answer»

She may face the following problems. 

  • Properly qualified candidates may not be available. 
  • Demand for wages may go higher. ‘ 
  • After providing training, the workers may leave the organisation. 
  • Trade unions may bring unreasonable demands.
207.

Case Problems  A company X limited is setting up a new plant in India for – manufacturing auto components. India is a highly competitive and cost effective production base in this sector. Many reputed car manufacturers source their auto components from here. X limited is planning to capture about 40% of the market share in India and also export to the tune of at least $ 5 million in about 2 years of its planned operations. To achieve these targets it requires a highly trained and motivated work force. You have been retained by the company to advise it in this matter. While giving answer keep in mind the sector, the company is operating .Point out what functions is she supposed to perform?

Answer»

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

(i) Recruitment 

(ii) Prepare job description 

(iii) Preparing compensation and incentive plans 

(iv) Arranging training programmes 

(v) Making welfare schemes for employees

(vi) Handling grievances of employees

(vii) Handling labour dispute

208.

Case ProblemsA company X limited is setting up a new plant in India for – manufacturing auto components. India is a highly competitive and cost effective production base in this sector. Many reputed car manufacturers source their auto components from here. X limited is planning to capture about 40% of the market share in India and also export to the tune of at least $ 5 million in about 2 years of its planned operations. To achieve these targets it requires a highly trained and motivated work force. You have been retained by the company to advise it in this matter. While giving answer keep in mind the sector, the company is operating .What problems do you foresee in her job?

Answer»

She may face the following problems 

(i) Properly qualified candidates may not be available. 

(ii) Demand for wages may go higher. 

(iii) After providing training the workers may leave the organisation. 

(iv) Trade unions may bring unreasonable demands.

209.

Is it possible to modify their behaviour by planning a suitable type of training? Suggest one.

Answer»

Yes, it is possible to modify their behaviour by planning ‘coaching’ training programme as in this programme, a superior guides and instructs the trainees as a coach. He suggests the changes required in behaviour and performance of the employees. Coach gives due importance to the objective of individuals and objectives of organisation. Thus, effective coaching motivates the employees to perform to their best ability.

Ms Jayshree recently completed her post graduate diploma in human resource management. A few months from now a large steel manufacturing.company appointed her as its human resource manager. As of now, the company employs 800 persons and has an expansion plan in hand which may require another 200 persons for various types of additional requirements. Ms Jay shree has been given complete charge of the company’s human resource department.

210.

How significant is her rote in the organisation?

Answer»

Her role n 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.

211.

What is checking references?

Answer»

To Know the present and past work-related situation of the candidate, the business enterprise checks and enquires from candidate’s present and oast employers. This is called checking references.

212.

State the reasons for recruitment.

Answer»

The reason for recruitment to take place is when new enterprise is established, or when an existing firm is expanded or when an employee resigns or dies or retires

213.

State the difference between recruitment and selection.

Answer»

Difference between recruitment and selection.

Basis for comparisonRecruitmentSelection
MeaningRecruitment is an activity of searching candidates and encouraging them apply for it.Selection refers to the process of selecting the best candidates and offering them job.
ApproachIt has a positive approach i.e. it encourages more and more people to applyIt has a negative approach where it rejects the unsuitable candidates
Key FactorAdvertising the jobAppointment of the candidate
SequenceRecruitment is the first stepSelection is the second step
ProcessVacancies are notified by the firm through various sources and application form is made available to the candidate.The firm makes applicant pass through various levels like submitting form, written test, interview, medical test and so on.
Contractual

Relation

As recruitment only implies the communication of vacancies, no contractual relation is established.Selection involves the creation of contractual relation between the employer and employee.
MethodEconomicalExpensive
214.

Ashish, the Marketing Head, Raman, the Assistant Manager and Jyoti, the Human Resource Manager of ‘Senor Enterprises Ltd.’ decided to leave the company. The Chief Executive Officer of the company called Jyoti the Human Resource Manager and requested her to fill up the vacancies before leaving the organisation. Informing that her subordinate Miss Alka Pandit was very competent and trustworthy, Jyoti suggested that if she could be moved up in the hierarchy, she would do the needful. The Chief Executive Officer agreed for the same. Miss Alka Pandit contacted ‘Keith Recruiters’ who advertised for the post of marketing head for ‘Senor Enterprises Ltd., They were able to recruit a suitable candidate for the company. Raman’s vacancy was filled up by screening the database of unsolicited applications lying in the office.1. Name the internal/external sources of recruitment used by ‘Senor Enterprises Ltd.’ to fill up the above stated vacancies.2. Also state any one merit of each of the above identified source of recruitment.

Answer»

1. Sources of recruitment used to fill up the vacancies are:

i. Promotion (For Human Resource Manager)

ii. Casual Callers/Waiting List (For Assistant Manager)

iii. Placement Agencies and Management Consultants (For Marketing Head)

2. One merit of each of the above identified source of recruitment:

i. Promotion Motivation of the employees is boosted.

ii. Casual Callers This method does not require any advertisement and is, therefore, cheap.

iii. Placement Agencies and Management Consultants They recommend suitable persons to their clients.

215.

Briefly explain any five external sources of Recruitment.

Answer»

The various external sources of Recruitment are as follows: 

1. Direct Recruitment: This is a source of external recruitment in which the application for vacancies are presented on bulletin boards outside the factory or at the gate. A written application is submitted by the candidates and they have to take up tests and interviews. If they are suitable for the job, they are immediately selected.

2. Casual Callers (Unsolicited applications): Many qualified persons apply for employment to reputed companies on their own initiative. Such applications are known as unsolicited applications. By keeping a proper record of these applications the candidates may be called for an interview whenever the need arises.

3. Advertisement: This is the most effective means to search potential employees from outside the organization. The necessary information about the company, job descriptions and job specifications given in the advertisement brings response from suitable candidates spread over different parts of the country.

4. Employment exchange: In India, Employment exchanges have been set up by the Government for bringing together job seekers and employers who are looking for employees. Those who are searching for a job register themselves with the local employment exchanges which keep a record of all such persons. The employer informs about the vacancies to his nearest employment exchange. Most of the Government undertakings employ people through such exchanges.

5. Placement agencies: In Urban areas, a number of private organizations have started functioning as placement agencies. They register the names of job seekers and arrange interviews and send them to different companies who have suitable openings.

216.

State the internal and external sources of recruitment.

Answer»
  • In general terms recruitment can be defined as, “The process of looking for probable employees and making them apply for the job.”
  • In a broader sense “Recruitment is the process of acquiring at the right time, in the right number, in the right place, persons with the right qualifications.”
  • Recruitment is not a one-time job. It keeps on continuing in the organization.
  • Recruitment takes place when a new enterprise is established, when an existing unit is expanded or when an employee resigns, dies or retires. Sources of Recruitment:

There are two sources of recruitment.

(A) Internal sources

  1. Promotion
  2. Transfer
  3. Friends and relatives of employees
  4. Recalling retrenched employees
  5. Promotion with transfer
  6. Waiting list

(B) External sources

  1. Through advertisement
  2. Through employment exchange
  3. Through educational institutions
  4. Through trade unions
  5. Through contractors and jobbers
  6. Recruitment at the gate
  7. Modern methods
217.

“External sources of recruitment are better than internal sources of recruitment.” Give any three reasons in support of this statement.

Answer»

Yes, I do agree with this statement. Following are the reasons of it:

i. Qualified Personnel: The external source of recruitment gives an opportunity to the qualified people from outside the organisation to enter it. This benefits both the organisation and the applicants from outside.

ii. Wider Choice: By using the external source of recruitment, the number of applicants increase manifold which in turn increase the area of choice. The managers can appoint the most talented persons after examining the capabilities and talents of all the applicants.

iii. Fresh Talent: The external source of recruitment helps the people with new and modern ideas to enter an organisation which certainly helps the organisation.

218.

To whom is training given?(A) All employees(B) Bottom level employees(C) CEO of the company(D) Departmental heads of the company

Answer»

Correct option is (B) Bottom level employees

219.

Out of Training and Development, which one is known as future oriented process?

Answer»

It is development.

220.

Is expense on training a wastage?

Answer»

No, it constitutes investment and not wastage.

221.

“Expense on training is investment and not the wastage.” Clarify this feature of training.

Answer»

Most important characteristic of training is that expenses incurred on it constitute investment and not wastage. In other words, expenses incurred on training today will provide benefit to the organisation for a long time in the form of increased efficiency of the employees.

222.

What is at the centre of training?(A) Future career(B) Work(C) Humans(D) Challenges

Answer»

Correct option is (B) Work

223.

Which of the following is an outcome of training in the organization?(A) Reduce labour turnover rate(B) Increase in labour turnover rate(C) No changes in the labour turnover rate(D) Increase in the expenses

Answer»

Correct option is (A) Reduce labour turnover rate

224.

Define 'selection'.

Answer»

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

225.

"Training is beneficial both for the organisation as well as for the employees." Explain any three benefits of training towards the organisation and any three towards the employees.

Answer»

Training is a life long necessity for employees:

(i) It leads to better career of the individual.

(ii) It helps them to earn more by increased performance.

(iii) It increases the satisfaction and morale of the employees.

(iv) It makes the employees more efficient to handle machines and are thus lesser prone to accidents.

Training is a life long necessity for organisations:

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

(ii) It enhances employee's productivity leading to higher profits in the organisation.

(iii) It equips the future manager who can take over in case of an emergency.

(iv) It reduces absenteeism and increases turnover of the organisation by increasing employee's morale.

(v) It helps in obtaining an effective response to a fast changing environment.

226.

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

Answer»

Main advantages of training to the organisation are as follows:

i. Most economical and the best use of material and equipments: Each employee working at any level makes use of machine and material. For instance, at lower level machine and material are used, at middle and higher level, computers, type machines and writing material are used. Trained employees use these machines and material properly and minimise wastage.

ii. Improvement in quality and quantity of output: Training makes it possible to improve the quality and quantity of output. Consequently, cost of production per unit falls. It is important to note here that output does not mean goods manufactured by machines alone but it refers to all the jobs performed at all the managerial levels. It is, therefore, evident that training improves knowledge and skill of all the levels of employees and their performance turns excellent.

iii. Less requirement of supervision: Trained employees are skilled in their jobs, so their work does not require much supervision. They can utilise the time thus saved in some other creative works.

iv. Reduced labour turnover and absenteeism: Trained employees remain satisfied with their jobs and the working conditions of the organisation. They have, therefore, no inclination to leave the enterprise or indulge in absenteeism.

227.

How is training of employees beneficial 'for the organisation'? State any four reasons for the same.

Answer»

Reasons, why training is important for an organisation:

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

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

(c) It equips the future manager who can take over in case of an emergency.

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

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

228.

What is meant by selection of employees?

Answer»

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

229.

What is meant by ‘Recruitment’? Explain any four external sources of recruitment.

Answer»

Meaning: Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in an organisation.

External Sources of Recruitment: Following are the external sources of recruitment:

i. Direct Recruitment: Sometimes information about the vacant posts is pasted on boards placed at important places by the organisations. Such information is usually displayed at the Workshop, Office or the Factory Gate. People who are interested in these jobs apply for them. This method of recruitment is meant only for the recruitment of unskilled workers.

ii. Campus Recruitment: It refers to recruitment from educational institutions. Some big organisations remain in touch with the educational institutions with the purpose of recruiting young talented people. These persons come from colleges, universities, management institutes, technical institutes, etc. These institutions have a placement cell each with the purpose of helping their young students to find suitable jobs. The human resource managers of various companies get in touch with these placement cells and obtain the suitable persons for appointment.

iii. Recommendations: With a view to establishing good employer-employee relations, sometimes managers recruit people on the recommendation of their existing employees. In this way, present employees feel encouraged and there is a complete control over new employees. This source is mostly used for appointing lower level employees.

iv. Labour Contractors: They are the link between labourers and managers. They remain in contact with both the labourers and the managers. As and when managers put up demand for labourers, these contractors make available their supply in no time. This system of labour recruitment is very much popular in road construction, building construction and plantation industry.

230.

Explain in brief the merits and limitations of external sources of recruitment.

Answer»

Merits: External recruitment source has the following merits:

i. Qualified Personnel: The external source of recruitment gives an opportunity to the qualified people from outside the organisation to enter it. This benefits both the organisation and the applicants from outside.

ii. Wider Choice: By using the external source of recruitment, the number of applicants increase manifold which in turn increase the area of choice. The managers can appoint the most talented persons after examining the capabilities and talents of all the applicants.

iii. Fresh Talent: The external source of recruitment helps the people with new and modern ideas to enter an organisation which certainly helps the organisation.

Limitations: Even if there are many advantages of the external recruitment, it is not without disadvantages. Following are its major demerits:

i. Dissatisfaction among Existing Staff: When the external system of recruitment is adopted, it puts an end to the chances of promotion of the existing staff. This naturally affects their morale and they do not work with complete dedication.

ii. Lengthy Process: The external system of recruitment is a lengthy process involving advertisement for the posts, wait for the applications’ selection, etc. which consumes a lot of time. Since it is a lengthy process, sometimes it is not considered appropriate.

iii. Costly Process: The external process of recruitment involves advertisement and a long selection process and above all training the selected candidates involves a lot of expenditure. Therefore, it is an expensive process.

231.

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

Answer»

Training helps both the organisation and the individual. Benefits to the Organisation

  • Training is a systematic learning which reduces the wastage of efforts and money. 
  • Enhances employee productivity 
  • Training helps a manager to handle an emergency situation. 
  • Training motivates workers and thus reduces absenteeism. 
  • Helps in adjusting to the changing environment (technological).

Benefits to the Employee 

  • Better career opportunities due to improved skills and knowledge. 
  • Earnings can be increased due to improved performance. 
  • Trained workers can handle machines more efficiently. 
  • Employees always remain motivated and satisfied.
232.

Explain the procedure for selection of employees.

Answer»

Selection is the process of differentiating between applicants in order to identify and select the best and eliminating the rest. 

The follow in steps are followed in selection process:

  • Preliminary Screening: After receiving the application from candidates , the same must be examined and decided to be considered and followed up. Screening includes checking the contents of the applications and to prepare a list of eligible candidates who are to be evaluated further. 
  • Selection Tests: After screening the applications, eligible candidates are asked to appear for selection tests. These tests are made to measure the skill and abilities of the candidates in the terms of the requirement of the job. 

The following tests are conducted:

(a) Intelligence tests: These tests are used to judge, the mental capacity of the applicant.These tests evaluate the ability of an individual to understand instructions and make decisions. 

(b) Trade or proficiency tests: Trade tests are designed to measure the skills already acquired by the individuals. They measure the level of knowledge and proficiency in the area of profession or technical training. 

(c) Personality tests: These tests probe for the overall qualities of a person as a whole. They provide clues to a person’s emotional reactions, maturity level etc. 

(d) Interest tests: It identifies the areas in which a candidate has special concern, fascination, involvement etc. These test suggest the nature of job liked by a candidate which may bring him job satisfaction.

  • Interview: It s considered as a method of personal appraisal , through face to face conversation and observation. 

Some of the methods are:

(a) Direct Interview: Under this method, direct questions are asked to the applicant, to identify his skills, character, area of interest, attitudes etc.

(b) Indirect interview: Under this method, the applicant is asked to express his opinion on any topic he likes and the interviewer listens to the views of the applicant without any intervention. This helps o assess the personality of the applicant.

(c) Patterned or structural interview: In this type of interview, the interviewer is looking for information in a particular area of interest in the organization. A number of standard questions are framed which focuses on experience, skills and personality which is to be answered by the applicant.

(d) Stress Interview: In this interview, the interviewer will intentionally try to upset the applicant, to see his reactions under pressure. This type of interview is common in high stress jobs.

(e) Board or Panel interview: In this interview a group of persons called Board or Panel asks the applicant, questions in different subjects. Immediately after the interview, they meet and discuss and evaluate the performance of the applicant on the basis of answers given by him.

  • Reference and Background checks: The information is to be obtained and verified from the heads of educational institutions where the candidates have studied or from the persons names are given by the candidates as reference or from their previous employers. 
  • Selection Decision: After a candidate has cleared all the hurdles in the selection procedure the employer may take a decision of selection after consulting the concerned manager who is responsible for the performance of the new employee. 
  • Medical Examination: Candidates finally selected for the job are asked to undergo medical examination to see whether they are physically fit for the job. 
  • Job Offer: Candidates finally selected are offered to join the organization for which a formal appointment order is issued by the organisation which contains the nature of the job, pay scale and other terms and conditions. 
  • Contract of Employment: If the selected candidate decides to join the organization, he has to report to the concerned authority and formally join the organization by giving his consent in writing.
233.

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

Answer» According to Wehrich and Koontz, “The managerial function of Staffing involves the filling and keeping filled,positions in the organisational structure”.
The staffing process includes the following steps:
(i) Estimating the Manpower Requirements: At the first step of staffing the need for required number ofemployees is estimated. At the time of determining the number of persons required, the possibilitiesregarding internal promotions, retirements, resignations and dismissals, etc. are also taken intoconsideration.
(ii) Recruitment: The process of recruitment includes the search of the various sources of employees, andencouraging them to send their applications to the enterprise.
(iii) Selection: Under the process of selection, competent applicants are selected out of a large number ofthem. It is important to keep in mind that the ability of the applicant and the nature of work must match.
(iv) Placement and Orientation: Placement means to join the post for which he/she has been selected. Underorientation the employee is given a brief presentation about the company and is introduced to his superiors.Subordinates and colleagues.
(v) Training and Development: At this step of process of staffing, training and development are imparted tothe employees so that their efficiency and effectiveness is increased.
234.

Define the staffing process and the various steps involved in it.

Answer»

Staffing process of the management is concerned with acquiring, developing, employing, remunerating and retaining people or we can say it is the timely fulfilment of the manpower requirements with in an organisation. The following steps are involved in staffing process 

(i) Estimating the Manpower Requirements: The first step in the staffing process is determining the present manpower inventory and assessing the present and future manpowerrequirements of the organisation keeping in mind the production schedule, demand etc.

(ii) Recruitment: Recruitment may be defined as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation. For this various sources can be used like transfer, promotion, advertising, job consultants etc. 

(iii) Selection: Selection is the process of choosing from among the pool of the prospective job candidates developed at the stage of recruitment. It involves a host of tests and interviews. 

(iv) Placement and Orientation: Orientation is introducing the selected employee to other employees and familiarising him with the rules and policies of the organisation. He is taken around the work place and given the charge of the job for which he has been selected. Placement refers to the employee occupying the position or post for which the person has been selected. 

(v) Training and Development: All organisations have either in-house training centres or have forged alliances with training and educational institutes to ensure continued learning of their subordinates. By offering the opportunities for career advancement to their members, organisations are not only able to attract but also retain its talented staff. 

(vi) Performance Appraisal: After the employees have undergone a period of training and they have been on the job for some time, there is a need to evaluate their performance. The employee is expected to know what the standards are and the superior is to provide the employee feedback on his/her performance. The performance appraisal process, therefore, will include defining the job, appraising performance and providing feedback. 

(vii) Promotion and Career Planning: It is very important for all organisations to address career related issues and promotional avenues for their employees. They must provide opportunities to everyone to show their potential and in return promotions can be provided. 

(viii) Compensation: All organisations need to establish wage and salary plans for their employees. There are various ways to prepare different pay plans depending on the worth of the job. Compensation therefore, refers to all forms of pay or rewards going to employees.

235.

State any three merits of external sources of recruitment.

Answer» Merits of external sources of recruitment:
1.Fresh and new talent come to the organisation.
2.Organisation gets wider choice.
3.Management can get qualified and trained persons.
236.

State any three merits and two limitations of external sources of recruitment.

Answer»

Four advantages of external sources of recruitment are:

(a) Infusion of Fresh Blood: Recruitment from external sources leads to infusion of new blood who may think in innovative ways. External recruitment provides wider choice and brings talented candidates.

(b) Wider Choice: When vacancies are advertised widely, a large number of applicants from outside the organisation apply. The management has wider choice while selecting the people for job.

(c) Qualified Personnel: By using external source of recruitment the management can attract qualified and trained people to apply for the vacant jobs in the organisation as through internal sources of recruitment only existing employees can apply for vacant jobs who may not fulfill the job specifications.

(d) Competitive Spirits: If a company recruits through external sources, the existing staff will have to compete with the outsiders. They will work harder to show better performance. This develops a competitive spirit in existing employees of organisation as they feel insecured because of the outsiders.

Limitations:

(i) Develops dissatisfaction among existing staff.

(ii) Incurs heavy cost on advertisement and selection process.

237.

Explain the merits of external sources of recruitment.

Answer»

Merits of external source of recruitment:

(i) Qualified personnel.

(ii) Wider choice.

(iii) Fresh talent.

(iv) Competitive spirit.

Detailed Answer:

(i) Attracts qualified personnels to apply for tire jobs.

(ii) Gives a wider choice to management while selection.

(iii) Brings fresh talent in the organisation.

(iv) Develops competitve spirit amongst the existing staff.

238.

Importance of Training.

Answer»

Importance of Training:

  • Modern Information,
  • Safety
  • Increase in Job Satisfaction,
  • Reduction in Rate of Labour Turnover,
  • Increase in Profit
  • Reduction in Expenses,
  • Growth and Development of Employees and
  • Other Benefits.
239.

State any one importance of training.

Answer»

Training improves in employees performances both in quality & quantity.

240.

Give the meaning of training.

Answer»
  • Training means providing theoretical and practical knowledge with reference to the work of the employees.”
  • As stated by an expert, “Training means giving up-to-date information about the organization and also to increase efficiency, skill, aptitude, attitude and technical skill of the employees.”
  • In short “Training means imparting knowledge and education with the objective of gaining proficiency in the business.”
241.

Which of the following is an importance of training?(A) Increase in technical knowledge(B) Research and new ideology(C) Effective supervision(D) Increase in job satisfaction

Answer»

Correct option is (D) Increase in job satisfaction

242.

List down four importance of training.

Answer»
  1. Modern information,
  2. Safety,
  3. Increase in job satisfaction and
  4. Increase in profit
243.

Process of Selection.

Answer»

Process of Selection:

  • Welcoming and primary meeting
  • Receiving and screening the Applications
  • Taking necessary Tests:
    • IQ Test
    • Aptitude Test
    • Trade Test and
    • Psychological Test;
  • Personal Interview;
  • Checking References;
  • Preliminary Selection;
  • Physical Examination / Medical Examination;
  • Appointment Letter and
  • Induction into the Organization and Allotment of work.
244.

Define training. How is it different from education?

Answer» Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular job and organization.
Difference between Training and Education
BASIS FOR COMPARISON TRAINING EDUCATION
Meaning The process of inculcating specific skills in a person is training. Theoretical learning in the classroom or any institution is education.
What is it?It is a method of skill development. It is a typical form of learning.
Based on Practical application Theoretical orientation
PerspectiveNarrow Wide
ObjectiveTo improve performance and productivity.To develop a sense of reasoning and judgement.
245.

‘Staffing is a separate managerial function.’ Explain.

Answer»

It means that staffing activity is not a part of some function but it is in itself a major function of management.

246.

Describe briefly difference between training. Development and education.

Answer» Difference between training,development and education:
BasisTrainingEducationDevelopment
MeaningIt is an act of imparting knowledge or skill for performing a particular job.It is concerned with improving the general knowledge and understanding of employee.It is the process for the overall growth of employee for future management tasks of increasing difficulty and scope.
OrientationIt is job-oriented.It is knowledge-oriented.It is career-oriented.
FocusTo improve work efficiency.To develop logical and rational mind.Personality development of employee.
GoalIt gives importance to organisational goals.It gives importance to goal of individuals.It gives importance to organisational as well as individuals goals.
247.

Training and Development.

Answer»

Proficiency of work can be obtained through training. For that theoretical and practical knowledge is given.

248.

State the difference between Training and Development.

Answer»

Difference between Training and Development.

Points of DifferenceTrainingDevelopment
1. MeaningIt is a process of imparting theoretical and practical knowledge to employees with the object of acquiring proficiency in workIt is a process of imparting theoretical and practical knowledge to top level management and departmental heads
2. ObjectiveThe objective of training is to increase efficiency and productivityThe objective is over all development of management and officers by enhancing their abilities and moulding their personalities
3. Centre pointWork is at the centre of trainingFuture career and probable challenges are at the centre of development
4. Time and expenseIt is a short term and less expensive processIt is a long term and expensive process
5. Who imparts?Experienced employees, experts or supervisors.Experts belonging to educational institutions and various fields
6. To whom?Training is given to staff at the bottom level.Developmental programs are for executives and departmental heads working at top and middle level.
249.

Distinguish between training and development.

Answer» Difference between Training and Development
BASIS FOR COMPARISON TRAINING DEVELOPMENT
Meaning Training is a learning process in which employees get an opportunity to develop skill, competency and knowledge as per the job requirement. Development is an educational process which is concerned with the overall growth of the employees.
Term Short TermLong Term
Focus on Present Future
OrientationJob oriented Career oriented
Motivation Trainer Self
Objective To improve the work performances of the employees. To prepare employees for future challenges.
Number of IndividualsMany Only one
Aim Specific job related Conceptual and general knowledge
250.

The staffing function is performed by every manager and not necessarily by a separate department. Explain.

Answer» Staffing is a function which is performed by every manager but it is also a staff activity because it is an important area of management, so there is human resource management department in large organisation.Under this department, the various tasks of staffing are performed by specialised managers. Along with staffing they also take care of the labour grievances. Human resource management thus act as a link between the workers and the managers.
Staffing involves various stages including recruitment through various sources, right selection out of the applicants, placement and orientation, training of the employees, etc. Managing the human element is a requisite function of any organisation as it serves the basis of the level of efficiency of the organisation. Thus, success of any organisation depends on how effectively this function can be performed and to what extent the productivity can be increased with efficient staffing.
Managers helps in estimating manpower requirements which means finding out number and type of employees needed by organisation in future.
In small organisation,managers tries to stimulate people to apply for jobs of their organisation and select best ones from them and provide training to them.
But in large organisations ,all these works are performed by human resources department.