Talent Acquisition & Development (VV2)
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1 . What do you mean by job analysis? Describe job analisis process.
2 . ” HR planning is concered with the flow of the people into, through, and out of organisation,” Comment.
3 . What are various sources of recruitment ?Explain merits and demerits of internal sources.
4 . Explain process of selection.
5 . Explain the retention management process.
6 . Designing of job according to the worker’s physical strength and ability is known as
7 . Why the training of manpower is beneficial for the progress of an organisation?
8 . Write short notes on :
Application blank
On the job training
Sensitivity training
Labour turn over
Absentism
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Case Detail :
Hotel Mangalore private ltd is located in Hampankatta, Mangalore. It is1 km from Mangalore railway station. Though started about 2 years ago, it is now attracting buisnesscustomers throughout the country. Mr R K Shetty who has served in five star hotels in Mumbai and Chennai wants to make this hotel the number one hotel in Mangalore. The staff and employees of this hotel are recruited locally. Since most of them do not have experience of working in five star hotels, they do not have the attitudes and skills to deal with the hotel’s customers. In contrast , the supervisory staff are qualified, having a degree in hotel management and have undergone an intensive training in five star hotels in Mumbai before joining hotel Manglore.They however found that their assistants in front office, lobby, restaurants, kitchen and housekeeping, did not have formal training in their respective jobs. The supervisory staff therefore found it difficult to give them suitable instructions. The employees and staff did not use to the standards expected of them from the business customers, who compared the servicesat hotel Manglore with other five star hotels.Of late there has been an increasing number of complaints about general cleanness, house keeping, room service and service at restaurants. Mr Shetty has called a number of meetings with departmental Heads and supervisory staff. They have strongly recommended a formal training programme for staff and employees. Hpwever, the problem was thatthat the supervisors staff do not wish to relieve the staff during working hours and the staff are not willing to attend the training programme after the working hours.
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1.If you are appointed as consultant for training programme for the development of staff and employees of this Hotel, how will you commence your work for training programme?
2.How will you assess the training needs for staff and employees.
3. What will be contents of the training programme?
1. The final process of job analysis in the preparation of two statements mainly
job observation and job description
job specification and job observation
job description and job specification
none of these
2. Which of the following term is not associated with job analysis?
task
duty
position
competetor
3. The process of bringing together different task to build a job is called_______
evaluation
design
classification
description
4. The process of grouping of similar types of work together is known as job______
evaluation
description
classification
design
5. The written statement of the findings of job analysis is called _______
job design
job classificatiob
job description
job evaluation
6. A structured questionaire method for collecting data about the personal qualities of employees is called________
functional job analysis
work profiling system
management position description questionaire
None of these
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7. The process of forecasting an organisation future demand for and supply of the right type of people in the right number is _________
Human resource management
Human resource planning
Human capital management
None of these
8. Which of the following factors state the importance of HR Planning of people in the right number is _________
Creating highly talented personel
international strategies
Resistancve to change and move
All these
9. What is the major issue faced while doing personnel planning tml> of people in the right number is _________
Type of information which should be used in making forecasts
types of people to be hired
multiple positions to be filled
all these
10. The process of estimating the quantity and quality of people required to meet future needs of the organisation is called
supply forecasting
demand forecasting
environmental forecasting
economical forecasting
11. The model that aims at measuring the degree of each essential ability required for performing the job effectively is known as
Fleshman job analysis system
Common metric questionair
functional job analysis
management position description questionaire
12. Designing of job according to the worker’s physical strength and ability is known as
Ergonomics
task assortment
job autonomy
none of these
13. Which of the following is not a component of job design
job rotation
job outsourcing
job reengineering
job enrichment
14. Moving employees from one job to another in a predetermined way is called
job enrichment
job rotation
job reengineering
work mapping
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15. The primary aim of recruitment and selection is to __________
hire the best individuals at optimumcost
met the high labour turnover
ensure the availability of surplus in the case sickness and absence
none of these
16. Recruitment is widely viewed as a
negative process
positive process
both negative and positive process
none of these
17. The process of developing an applicants pool for job openings in an organisation is called
Hiring
recruitment
retention
first the proper training programme
18. Which indicate the degree to which a tool or test measures what it is supposed to measure?
reliability
validity
dependability
goodness for fit
19. Internal recruitment has the potentiality to increase________among the employees
conflicts
misunderstanding
income
morale
20. Advertisements through news papers, TV, radio professional journals and magazines are_________methods of recruitments
direct
indirect
third party
none of these
21. Recruitment policy usually high lights the need for establishing
job specification
job analysis
job description
none of these
22. Which of the following is the serious problem that might arise due to excessive reliance on internal recruitment?
reduced job performance
high labour turnover
lack of motivation
internal resistance
23. State employment Exchange are generally the agencies of ______________
first
public
professional
none of these
24. Type of turnover which is lead in organisationby disruptive leaves of employees is considered as
functional turnover
disfunctional turnover
voluntary turnover
involuntary turnover
25. Absenteeism of employees from job because of funeral in employees family of employee illness is classified as ______________
voluntary absenteeism
involuntary absenteeism
satisfactory absenteeism
none of these
26. Situation which results in putting employees on unpaid absenses is classified as
Layoffs
retirement buyouts
attribution
attrition
27. Support and assistances services given to displaced employees are classified as
attribution services
buyout services
out placement services
attrition services
28. Concept in which pay of jobs that rquire similar skills, abilities, and knowledge without taking duties into consideration is called
pay primacy
pay equity
pay exemption
distribution pay
29. Kind of interview taken place in organisationto ask about possible reasons leads to job job turnover as classified as
employee firing interview
transfer interview
termination interview
exit interview
30. The training on total quality management focuses on
employees only
employees and customers
customers only
none of these
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31. Transfer of learning to the work place needs to be made for the training programme to have been successful. Which of the following can hinder this process
lack of managerial support
idicule from colleagues
low self efficacy
All these
32. The following training aims to provide broad training to enable the trainee to take up a wide variety of tasks within the field of specialisatio
on the job training
pprenticeship
off the jon
demonstration
33. Training within industry scheme provide training in
job instructions
job rotation
job method
All of these
34. Demonstration type of training method is used to train__________
managers
workers
managers
officers
35. The following is not a on-the-job training method
under studies
case study
management by objective
job rotation
36. The following is vertical expansion of the job
job rotation
jon enrichment
MBO
All of these
37. It is widely used for human relations and leadership training
business games
role playing
case study
job rotation
38. Which of the following is a technique of evaluation?
transfer validity
longitudinal or time series analysis
Inter organisational validity
none of these
39. Which of these is an off -the-job training method?
job rotation
television
orientation training
coaching
40. Which refers to the learning opportunities designed to help employees grow?
Training
Development
education
All of these
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