Recruitment Selection and Retention (HR703)-Semester III

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1st Module Assessment

The term bottom-up approach is commonly associated with which of the following?

Select one:

normal group technique

Delphi technique

managerial judgment

work study technique

It is the process of ensuring that there are right number of qualified people in the right jobs for best results. It is known as ___________.

Recruitment

Human Resource Planning

Downsizing

Retrenchment

Question 2. Which of the following factor is an importance of the Human Resource Planning?

Creating highly talented personnel

International strategies

resistance to change and move

All of the options

Question 3. HR Planning is based on which of the following ?

Market condition

External Environment

Financial Condition

Organisational Plan

Question 4. Identify which of the following is the first step in determining supply?

auditing present employees

succession planning.

analysis of labour markets.

placing ads in newspapers.

Question 5. Human resource management emphasises on which of the following ?

Development of people

Punishment of people

Adoption of people

None of these

Question 6. In which of the following options, the HR manager attempts to ascertain the supply of and demand for various types of human resources?

Forecasting

Evaluation

Program implementation

Goal setting

Question 7. Human Resource Management is associated with the management of________.

Community members.

Organizational people

General people.

Financial resources

Question 8. Human Resource Management aims to maximize employees and organizational_________.

Economy

Efficiency

Effectiveness

Planning

Question 9. Which of the following is the basic purpose of human resource planning?

identify the human resource requirements

identify the human resource availability

match the HR requirements with the HR availability

All of the options

Question 10. Customers of an organization fall under which of the following categories?

Shareholders.

Partners.

Stakeholders

Staff.

Identify which of the following is a workforce factor that influences demand.

terminations

sales forecasts.

organizational design.

new ventures.

Question 11. Which of the following is the basis for human resource planning?

demand for employees.

strategic plans of the firm.

supply of employees.

the economy.

Question 12. _______ is the process of estimating the quantity and quality of people required to meet future needs of the organisation.

Supply forecasting

Demand forecasting

Environmental forecasting

Ratio trend analysis

Question 13. Which of the following is the fastest forecasting technique?

Work study technique

Flow models

Ratio trend analysis

HR demand Forecast

Question 14. Identify the option that is not a forecasting technique to assess the human resource requirements of an organization.

trend analysis

ratio analysis

managerial judgment

replacement charts

Question 15. It is the process which first surveys experts, then it provides summaries of all opinion, then re-surveys until consensus emerges regarding the future of the organization. It is called as___________.

work study technique

normal group technique

managerial judgment

Delphi technique

Question 16. The forecasting technique which is based on the subjective views of the managers on the Human Resource requirements of an organization is known as_________.

normal group technique

Delphi technique

managerial judgment

work study technique

Question 17. Which of the following is NOT an advantage in performing human resource planning?

improving utilization of human resources

improving compensation

coordinating hiring needs

improving employment equity.

2nd Module Assessment

The final process of a job analysis is the preparation of two statements _________.

job observation and job description

job specification and job observation

job description and job specification

None of the options.

Question 2. Identify which of the following options is not a component of job design?

job enrichment

job outsourcing

job reengineering

job rotation

Question 3. Adding more responsibility, providing wider scope, greater sequencing and minimizing controls, all these reptresent which of the following?

Job enrichment

Job design

Job enlargement

Job expansion

Question 4. ______ is the systematic process of analyzing and evaluating jobs to determine their relative worth in an organization.

Job enrichment

Job evaluation

Job expansion

Job enlargement

Question 5. It is the process of bringing together different tasks to build a job. It is called as __________.

job evaluation

job design

job classification

job description

Question 6. Which of the following is also known by relative worth of a job?

Job evaluation

Job expansion

Job analysis

Job Change

Question 7. The System of moving employees from one job to another in a predetermined manner is called as ___________.

job rotation

work mapping

job reengineering

job design

Question 8. Which of the following is the system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities?

job evaluation

job design

job Specification

job description

Question 9. Job analysis is a process of gathering information about the ____________.

job holder

job

management

organization

Question 10. _________ helps to develop Job design.

Job analysis

Job rotation

Job enlargement

Job enrichment

Which of the following is an important objective of a job evaluation programme? Select one:

a. Establishment of sound wage differentials between jobs.

b. Maintenance of a consistent wage policy.

c. Installation of an effective means of wage control

d. All of the options

Question 11. Identify which of the following is a benefit of job analysis.

Laying the foundation for safety and health

Laying the foundation for performance appraisal

Laying the foundation for employee hiring

All of the Options

Question 12. Job Analysis is a process where _____________ are made about data collected on a job.

judgements

payments

decisions

All of the Options

Question 13. Which of the following is a Quantitative job evaluation method?

Ranking method

Point rating method

Factor comparison method

Only (b) and (c)

Question 14. A ______ is a written record of the duties, responsibilities and conditions of the job.

Job ranking

Job description

Job enrichment

Job enlargement

The basic purpose of Job Evaluation is to determine _______. Select one:

a. Worth of a job in relation to other jobs

b. Time duration of a job

c. Expenses incurred to make a job

d. Both B & C

Question 15. Job Description helps in which of the following?

the development of job specifications

providing orientation to new employees towards their basic responsibilities and duties.

developing performance standard

All of the options

Question 16. _________ helps to know, what kind of a person to recruit and for what qualities that person should be tested.

Job Description

Job specification

Job Design

All of the options

Question 17. Which of the following is a Qualitative job evaluation method?

Ranking

Grading

Point Rating

Both (a) and (b)

3rd Module Assessment

Identify which statement is correct: A. Recruitment and selection are different. B. Promotion is an internal source of recruitment.

Select one:

Both A & B are wrong

A is right, B is wrong

Both A & B are correct

A is wrong, B is right

Question 2. _______ relates to reassignment of an employee to a higher level job which involves greater responsibility or status or pay.

Transfer

Demotion

Cross functional transfer

Promotion

Question 3. Campus selection is a ________source of recruitment.

Fresh

Modern

Internal

External

Question 4. Identify which of the following is the purpose of recruitment?

Make sure that there is match between cost and benefit

Help increase the success rate of the selection process by reducing the number of visibly underqualified or over qualified job applicants.

Help the firm create more culturally diverse work – force

None of the options.

Question 5. The primary goal of recruitment and selection process is to_______.

meet the high labour turnover

hire the best individuals at optimum cost

ensure the availability of surplus in the case of sickness and absence

None of the options.

Question 6. Recruitment is viewed as a _______ process.

positive

negative

both positive and negative

partially negative

Question 7. Which of the following options is not concerned with staffing?

Recruitment

Selection

Training

Publicity

Question 8. The Best medium to reach to a large audeience in recruitment is _______.

Casual Applicants

Advertising

Employee Referrals

Employment Agencies.

Question 9. Which of the following is the least expensive method used for recruitments?

campus placements

employment exchanges

consultants

walk-ins, write-ins, and talk-ins

Question 10. It is the process of searching for prospective employees and stimulating them to apply for jobs in an organization. It is termed as________.

Placement

Recruitment

Selection

Promotion

___ is related to hiring of relatives , which will be an inevitable component of recruitment programs in family owned firms. Select one: a. Leasing b. Nepotism c. Loyalty d. None of the options.

Which of the following options is the most serious problem that might arise due to excessive reliance on internal recruitment in any organisation? Select one:

a. reduced job performance

b. high labour turnover

c. lack of motivation

d. internal resistance

Question 11. Which of the following options is the most important external factor that influences recruitments?

Sons of soil

work environment

Unemployment rate

Supply and demand

Question 12. While recruiting for non – managerial, supervisory and middle – management positions which external factor is of prime importance?

Political – Legal

Labour market

Unemployment rate

none of the options

Question 13. The process of developing an applicants’ pool for job openings in an organization is called as__________.

hiring

recruitment

selection

retention

Question 14. The solution to many so-called ‘people problems’ is often associated with improving the effectiveness of the recruitment process by which of the following?

Having a robust HR department to carry out the process

Outsourcing the HR department

Careful selection of the right people for the job

Devolving to line managers

Question 15. Advertisements through newspapers, TV, radio, professional journals and magazines are _______ methods of recruitment.

direct

indirect

third-party

internal

Question 16. Which of the following options is treated as an alternative to recruitment?

employee leasing

contractors

trade associations

Both A & B

Question 17. It provides a complete job related information -both positive and negative, to the applicants so that they can make right decisions before taking the job. It is known as _______.

Job Compatibility Questionnaire

Market survey

Realistic job preview

Job Design

4th Module Assessment

Which of the following is the correct order, which is followed in a typical selection process?

Test and/or interview, application form, reference check and physical examination

Application form, test and/or interview, reference check and physical examination

Reference check, application form, test and/or interview and physical examination

Physical examination, test and/or interview, application form and reference check

Question 2. Which of the following is Not an internal factor influencing recruitment ?

Size of organization

Recruiting policy

Image of organization

Labor market

Question 3. The interview is used as a method to determine __________.

The personality of the candidate.

The degree of fit between the applicant and the demands of the job.

His/her age.

Physical attributes.

Question 4. Selection is usually considered as a _______ process.

positive

negative

both positive and negative

partially negative

Question 5. It is known as a selection test which judges the emotional ability which will help to judge work in group. It is known as __________.

Personality test

Intelligence Test

Mental Ability Test

None of the above

Question 6. The purpose of an application blank is to gather information about which of the following?

company

candidate

competitors

questionnaire or interview schedule

Question 7. Poor quality of selection will lead to an extra cost on _______ and supervision.

Training

Recruitment

Work quality

None of the above

Question 8. It is______ defined as the area in the field of analytics that deals with people analysis and applying analytical process to the human capital within the organization to improve employee performance and improving employee retention.

Data analytics

HR analytics

Statistical Analysis

None of these

Question 9. ___________ is the determination of the job to which an accepted candidate is to be assigned. It is a matching of what the supervisor has reason to think he can do with the job demands.

Recruitment

Placement

Selection

Training

Question 10. “This test measure abilities like manual dexterity, motor ability and eye-hand co-ordination of candidates. This test is useful to select semi-skilled workers and workers for repetitive operations like packing and watch assembly.” This test is known as ______.

Psychomotor Test

Achievement Test

Intelligence Test

Work Sample Test

When a candidate is put to hardship during an interview, it is called as ____________.

a. patterned interview

b. in-depth interview

c. stress interview

d. preliminary interview

Which of the following options is not a process of selection process?

a. Testing

b. Checking references

c. Attitude formation

d. Medical examination

Question 11. It is the process of choosing the most suitable candidate for a job from among the available applicants . It is called as _____________.

Appraisal

Recruitment

Selection

Placement

Question 12. It is the test that measures whether an idividual has the capacity or latent ability to learn a given Job. It is known as _____________.

intelligence test

Aptitude test

General knowledge test

Psycho mator test

Question 13. Which of the following steps in Selection process is a crucial decision?

Physical Examination

Reference & Back ground check

Employment interview

Selection decision

Question 14. Which of the following selection method is the most used by organizations?

Interviews

Ability tests

References

A trial period

Question 15. Which of the following is an external factor influencing recruitment?

Labor market

Recruiting policy

Competition

Size of organization

Question 16. The process of selection of employees is usually influenced by which of the following?

rules and regulations

strategies and objectives

principles and programmes

none of the options

Question 17. This test measures a persons ability to classify things, identify relationships and derive analogies. It also measures several factors like logical reasoning, analytical skills and general knowledge.This test is known as _________.

Emotional tests

Intelligence test

Performance tests

Social tests

5th Module Assessment

_______________is/are some critical aspects of employee retention, in recognition for the employee contributions in organisation. Career development B. growth opportunities

Only A

Only B

Both A & B

None of the options.

Question 2. The ____________ in any organization plays a crucial role in employee retention.

HR Department

Accounts Department

Planning Department

Logistics Department

Question 3. _________ has become a critical aspect of modern human capital management programs.

Employee counseling

Employee retention

Employee turnover

Employee absentism

Question 4. In a business setting, the employer’s goal is usually to ____ employee turnover.

Increase

decrease

Moderate

accelerate

Question 5. _______ means efforts of business organizations to maintain a working environment that supports current staff in remaining with the company.

Employee counseling

Employee turnover

Employee Absenteeism

Employee retention

Question 6. Which of the following is a disadvantage of Employee Retention? A. It promotes groups amongst the old employees, which creates an insecure environment for new employees. B. Improper mixing of staff affects productivity and ensures the poor quality of work. C. Excessive liberty to staff to maintain workflow affects the quantity andnquality of both.

Only A

Only B & C

All A,B, C

Only A & B

Question 7. It is a measure to encourage employees to remain in the organization for a long period of time . It is Known as _________.

Employee counseling

Employee attrition

Employee retention

Employee compensation

Question 8. Which of the following is the main driver of retention? A. fair compensation B. feeling trusted and empowered

Select one:

Only A

Only B

Both A & B

none of the options.

Question 9. When the number of employee seperation during a specific period is divided by number of employees at midmonth , and is multiplied to 100 , it is used to calculate ________.

absenteeism rate

turnover rate

satisfaction rate

employment rate

Question 10. The exit interviews, the expenses of unemployment and legal fees of challenged seperations are known as _________.

training cost

hiring cost

seperation cost

Productivity cost

Question 11. The interviews taken in the organisations to ask about possible reasons leading to Job turnover are classified as _____.

transfer interviews

termination interviews

Exit interviews

employee firing interviews

Question 12. ” Employers that recognize the subtle signs that show an employee might leave have a better chance of identifying ways to retain that person.” This statement is ______.

Correct

Incorrect

Partially Correct

Can’t Say

Which of the following is correct in relation to Employee Retention? A. Employee retention is a high priority for leading HR organizations today. B. The most effective employee retention strategies reduce overall turnover and keep high performers on board. C. A thoughtful and comprehensive employee retention strategy reduces the high costs associated with replacing lost employees. Select one:

a. Only A

b. Only B

c. Only B & C

d. All A, B & C

Question 13. Which of the following can be a reason for high employee turnover? A. Work relationships B. Work-life balance C. Lack of opportunity D. Financial reasons

All A,B,C,D

Only B , C, D

Only B & C

Only A,B,C

Question 14. Which of the following is not a benefit of employee retention ?

Increased productivity

Experienced employees

Cost reduction

Increased Expenditures

Question 15. Which of the following factor affects employee retention? A. Work Relationships B. Compensation C. Transparent & fair reviews

Only A

Only A & B

Only B & C

All A,B & C

Question 16. Which of the following factors can tell that employees are ready to leave? A. Shift in attitude B. Lack of commitment C. Decreased initiative or

Only A & B

Only B

Only B & C

All A,B & C

Question 17. Employees remain at organizations for a variety of reasons, Identify these reasons. A. Meaningful work that leverages their skills and abilities B. Career development C. Growth opportunities.

Only A

Only A & B

Only B & C

All A,B & C

Assignment 2

Case Study

Recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also be defined as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the needs of the company with respect to the job, and ends with the introduction of the employee to the organization.

When we speak of the recruitment process, we immediately think of activities such as the analysis of the requirements of a specific job, attracting candidates to apply for that job, screening the applicants and selecting among them, hiring the chosen candidates to become new employees of the organization, and integrating them into the structure.

Obviously, the main reason why the recruitment process is implemented is to find the persons who are best qualified for the positions within the company, and who will help them towards attaining organizational goals. But there are other reasons why a recruitment process is important.Effective recruiting means that the person employed for the job is the best possible candidate for it, with all the required skills, talents and qualifications of the job. Efficient recruiting, on the other hand, means that the process has been carried out without incurring a lot of costs on the part of the organization. By following the process, there is a greater chance that the human resources department can get the best possible person for the job. Organizations may carry out their hiring processes their own way, but without a system or set guidelines in place for its conduct and implementation, there is a risk that the company may incur more expenses than necessary. The company will also end up wasting its resources if the wrong or unqualified person was actually hired. Not only will this create problems for the company in the long run, particularly in the attainment of its goals, but it would mean that the organization would also have wasted its resources in training an employee that is not right for the job after all.

Through recruitment, organizations make sure that the skill sets of the staff or manpower of the company remains aligned to its initiatives and goals.

In the event that they notice some positions do not really contribute to the advancement of the organization towards its goals, then it can take the proper action to correct this, probably through job redesign, restructuring of the workforce, or conduct of job enrichment programs.

FACTORS THAT INFLUENCE RECRUITMENT

Recruitment is affected by several factors. These factors play a big part on whether the recruitment process will be successful or not.

Size of the organization

A large organization is bound to have a higher demand for new employees. It is bound to look for more people, since the structure will require more manpower. On the other end of the spectrum, a small enterprise, like a new company just starting its operations, will require only a lean staff.

Comparing the two, it is clear that the smaller enterprise will have a simpler, more straightforward and shorter recruitment process, conducted by only one or two people. The larger organization, however, will have a lengthier and more complex recruitment process, one where several members of the organization will take part in.

Current employment conditions in the economy

Try comparing employment opportunities in a country with a developed economy with that of an underdeveloped one. An organization operating in an underdeveloped economy may have difficulty finding the candidates with the talents and skills it requires.

The availability of prospective talents is one huge issue with respect to the economy that an enterprise belongs to. The company will have to design and implement its recruitment process in a way that will address this issue.

Salary structure of the organization

Say one company is known to provide higher salaries and wages to its employees. Once it advertises its open position, candidates are likely to line up submitting their resumes. However, a company known to be quite stingy with its wages will have more difficulty recruiting top talents.

In addition, it may even have problems keeping or retaining its employees, since no employee would want to stay for a long time in a company that will not pay him enough for his services.

Working conditions within the organization

Maintaining employees’ job satisfaction is one way for organizations to keep its employees, and attract new ones.

Prospective candidates will first look for work in companies or organizations that are known to provide good working conditions and looks out for the health and well-being of their employees.

Growth rate of the organization

There are organizations that grow at a fast rate, which means that they will require new employees from time to time. However, there are also organizations that do not grow as much, or even at all. The only time that these organizations with low growth rates are likely to recruit new employees would be when the old ones retire or resign.

Before we fully launch into the recruitment process, let us address one question first: who conducts the recruitment process?

The answer is largely dependent on the size of the organization, as well as its culture and practices. Large companies have their own human resource departments, where they have in-house hiring managers. They may also acquire the services of third-party and independent human resource professionals and recruitment agencies.

Que: Which of the following is a factor that influences Recruitment?

Size of the organization

Working conditions within the organization

Salary structure of the organization

All of above

Question 2. ___________ is not an External Source of Recruitment.

Campus Selection

Internal Advertisement

Consultancy

Walk-in

Question 3. Promotion is a ______ source of recruitmnent

Suitable

Higher

Internal

External

Question 4. Identifying the _____candidates and ______ them to apply for job is called recruitment.

available, insisting

available, making

potential, attracting

potential, insisting

Question 5. A prerequisite for a successful and efficient recruitment programme is to have a(n) __________.

corporate policy

HR policy

Recruitment Policy

Health & safety Policy

Recruitment Selection and Retention (HR703)-Semester III

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