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Recruitment Selection Training & Development V3
SECTION A:
Q1. What is a quality circle? Describe the advantages and limitations of quality
circles.
Q2. Discuss the role of psychological tests in the selection procedure? Work out
a classification of psychological tests and describe each category keeping in v
iew their utility.
Q3. Explain the emerging trends in training and development. Discuss the import
ance of technology on training and development. Illustrate your answer with exam
ples.
Q4. Distinguish between training, education and development. Explain the essenti
al prerequisites of a good training programme.
Q5. What are some of the traditional and current sources of recruitment used by o
rganizations? What are their pros and cons?
SECTIONB:
Q1. Selection is a highly subjective and inexact process . Examine this statement c
iting examples you are familiar with. In your opinion, what steps can be taken t
o minimize selection errors?
Q2. Training and retraining of employees is a non-recoverable expenditure or is
it a productive investment. Discuss.
Q3. The logical approach to staffing begins with a careful assessment and plannin
g of current and prospective requirements. Comment.
CASE STUDY:
XYZ Limited is a public sector undertaking with staff strength of around 1,200 i
ncluding 300 officers. As per the recruitment policy of the company, most employ
ees join as trainees and after successful completion of training, are absorbed a
t the lowest intake level. Thus, in the case of workers, most start as Technicia
n / Operator Trainees, and officers, as Management Trainees. The company expects
the higher posts to be filled by promotions and therefore, as far as possible,
direct recruitment to higher positions is avoided. Only when there is an urgent
requirement of a person to full a higher post and no candidates from within the
organization are eligible, is an open advertisement released.
In 1982, the company urgently needed on Junior Engineer (Instrumentation) to tak
e charge of one of its plants. At that time, the company had four Junior Enginee
rs (JEs) in position who had joined as Management Trainees in 1980 and had been
regularizes in 1981. Immediately above them was an Assistant Engineer, who in tu
rn reported to the Project Manage. The company released an advertisement of the
post of JE, seeking applications from those with at least two years experience in
the field. One Mr. Ramesh Chaudhari, who had four years experience in a private
concern applied and was selected. He found the terms of appointment lucrative an
d joined the company in May 1982. As four JEs were already working in the compan
y Chaudhary became the junior-most JE as per the promotion policy of the company
; the four JEs would become eligible for promotion to the post of Assistant Engin
eer in 1985 (on completion of four years service) and Chaudhari in 1986.
In July 1983, the Assistant Engineer left his job and hence, the company decided
to full the vacancy by direct recruitment. In the advertisement it was stipulat
ed that the applicants should have a minimum of five years experience. Chaudhari
met the specification since he had four years previous experience plus one year
in XYZ Ltd. therefore, he applied for the post through proper channel. The compa

ny decided to call the eligible candidates for interview. Accordingly, Chaudhari

was also called along with external candidates. He performed exceedingly well i
n the interview and was found congratulated Chaudhari and told him that he had b
een selected.
However, the GM changed his mind subsequently and asked the Personnel Officer no
t to issue the appointment letter to Chaudhari. He gave the following reasons fo
r reverting his decision:
Mr. Chaudhari would get a higher post after completion of just over one year s ser
vice in the organization as against the normal requirement of four years.
When Mr. Chaudhari joined, he was junior to the four JEs by about one year. If h
e was offered the higher post, he would suddenly become their boss. This would d
emoralize The JEs-in fact they had already decided to seek job elsewhere if Chau
dhari become Assistant Engineer.
The GM was convinced that he could not afford to lose four JEs therefore, he cho
se to disappointment Chaudhari.
Questions
1.
If Chaudhari had been an external candidate, would he have got the job?
As an internal candidate, did he deserve to be treated in a different fashion?
2.
Did the management make a mistake in calling Chaudhari for an interview
and selecting him, when he was too junior in the organisation?
3.
Are there any drawbacks in the recruitment / promotion policies of the c
ompany? If yes, elaborate them.
SECTION C (40 MCQs)
1. The best medium for recruiting blue-collar and entry-level workers is general
ly:
a.
b.
c.
d.

the local newspaper.

nationally distributed newspapers.
trade journals.
the Internet.

2. In regard to employee recruiting, the term "head hunter" generally refers to:
a.
b.
c.
d.

candidates who are over-qualified for the job.

executive recruiters.
former employees who wish to return to the company.
entry-level candidates who demand large salaries

3. Tests that measure traits, temperament, or disposition are examples of:

a.
b.
c.
d.

manual dexterity tests.

personality tests.
intelligence tests.
work sample tests

4. Standardized instrument designed to measure objectively one or more aspects o

f a total personality by means of a behaviour
a.Personality theory
b.Selection device
c. Psychological test
d. None of the above

5. Consistency or uniformity of the conditions and procedures for administering

a test
a. reliability
b. validity
c. psychological test
d. standardization
6. Technique which is used to intensively examine the candidate s background and
thinking and to go into considerable detail
a)
Application Blank
b)
Situational Interviews
c)
Psychological Testing
d)
Depth Interview
7.
a)
b)
c)
d)

Reliability refers to
Consistency
Stability
Objectivity
(a) & (b) above

8.
a)
b)
c)
d)

In- basket test is

Role-play exercise
Group exercise
Individual exercise
All of the above

9. The success of a recruitment program can be judged based on a number of crite

ria. Which of the following is/are not the criterion to judge a recruitment prog
ram?
I. The number of successful placements and hiring.
II. The quantity and quality of the recruiters.
III. The cost involved and time taken for filling up the position.
IV. The number of offers made and the number of applicants.
(a)
(b)
(c)
(d)
(e)

Only
Only
Both
Both
(I),

(I) above
(II) above
(I) and (III) above
(II) and (III) above
(III) and (IV) above.

10. A specialized category of private agencies, who cater mostly to top manageme
nt level recruitment needs is known as
(a)
(b)
(c)
(d)
(e)

Employee referrals
Head hunters
Unsolicited applications
Employment exchange
Public agencies.

11. Changing market situations and business demands also impact the effectivenes
s and relevance of a recruitment program. Therefore it is important for an organ
ization to have
I. Rigid recruitment policy.
II. Flexible recruitment policy.
III. Proactive recruitment policy.
(a) Only (I) above
(b) Only (II) above
(c) Both (I) and (III) above

(d) Both (II) and (III) above

12. Different types of tests are used as selection methods to evaluate an applic
ant. Situational tests include which of the following tests?
I. In basket exercises.
II. Simulated business games.
III. Work sampling tests.
IV. Group discussions.
(a)
(b)
(c)
(d)

Both
Both
Both
(I),

(I) and (II) above

(I) and (III) above
(II) and (III) above
(II) and (IV) above

13. The process of choosing the most suitable candidate for a job among the avai
lable applicants is called
(a) Selection
(b) Recruitment
(c) Human resource planning
(d) Job analysis
14. Which of the following helps in identifying the knowledge, skill and attitud
e set that enables the individual to deliver the best performance in his/her job
?
(a) Job evaluation
(b) Computer modeling
(c) Skill variety
(d) Competency modelling
15.The process of selection starts with a review of the applications. Which of t
he following steps follows the review of the application?
(a) Analysis of the application blank
(b) Preliminary interview
(c) Conducting test
(d) Initial screening interview.
16. A selection method is considered to be reliable, if it produces consistent r
esults across different situations and times. Which of the following statements
is/are true regarding the alternate-form method?
I. A group of candidates take the same test twice.
II. A test is divided into two parts and given to the candidates.
III. Two similar but separate forms are given at the same time to the candidates
.
(a)
(b)
(c)
(d)

Only
Only
Only
Both

(I) above
(II) above
(III) above
(II) and (III) above

17. Once the interviewer has decided on the format, he can start formulating spe
cific questions. The question Tell me about yourself belongs to which of the follo
wing type of questions?
(a) Open-ended question
(b) Closed-ended question
(c) Critical question
(d) Casual question
18. Different types of tests are used as selection methods to evaluate an applic
ant. Situational tests include which of the following tests?
I. In basket exercises.

II. Simulated business games.

III. Work sampling tests.
IV. Group discussions.
(a)
(b)
(c)
(d)

Both
Both
Both
(I),

(I) and (II) above

(I) and (III) above
(II) and (III) above
(II) and (IV) above

19. A step-by-step self-learning method that consists of presenting the informat

ion, allowing a response, and providing feedback on the response is:
a.
b.
c.
d.

computer based (programmed) training.

on-the-job training.
apprenticeship training.
simulated training.

20. Which one of the following is not a personality dimension used for personnel
testing?
a.
b.
c.
d.

Maturity
Agreeableness
Conscientiousness
Extroversion

21. Which one of the following is not an on-the-job training method:

a.
b.
c.
d.

Action learning
Management Games
Understudy
Job rotation

22. Sensitivity training is also known as:

a.
b.
c.
d.

T-group training
Operative training
In basket exercise
Problem solving training

23. A stress interview is also known as:

a.
b.
c.
d.

Patterned interview
Directive interview
Non-directive interview
None of these

24. Graphology is done for:

a.
b.
c.
d.

Behaviour analysis
Knowledge analysis
Handwriting analysis
Psychological analysis

25. Which one of the following level of analysis is not taken into consideration
while determining the training needs?
a.
b.
c.
d.

Division analysis
Organizational analysis
Operation analysis
Individual analysis

26. Employment Exchange

uitment.
a.
b.
c.
d.

used in recruitment of candidates is ....... source of recr

Internal
Inter-firm
External
International

27. MBTI is used to assess:

a.
b.
c.
d.

Personality
Training needs
Knowledge
Potential

28. Role playing, method of training was introduced by:

a.
b.
c.
d.

Max Weber
Moreno
John Davidson
Karl Rogers

29. Which one of the following does not contribute to the growth of HRD in organ
ization?
a.
b.
c.
d.

Rapid technological changes

Changing needs of people
Stagnation
Lack of suitable manpower

30. The focus of HRD is on:

a.
b.
c.
d.

Developing
Developing
Developing
All of the

HRD processes
HRD climate
human subsystems in the organization
above

31. Which of the following methods is not a method used for training of employee
s in an organization?
a.
b.
c.
d.

Role play
Business games
Time study
Case study

32. Thematic Appreciation Test (TAT) was developed by:

a.
b.
c.
d.

Goldberg and Morgan

Murray and Morgan
Murray and Hanlon
Morgan and Hanlon

33. Stereotyping occurs when the interviewers judge a candidate on the basis of
the characteristics of the--------a. Job
b. Group
c. Individual

d. Organization
34. Human Resource Development is needed for:
a.
b.
c.
d.

To develop competencies
Performance evaluation
Commitment of entire workforce
Compensation

35. Individual differences can be caused by:

a.
b.
c.
d.

Individual variables
Socio-Psychological variables
Situational variables
All of the above

36. Development
a.
b.
c.
d.

Is short term in nature

Is an informal activity
Aims at improving the total personality of a manager
Focuses on the employee s current job

37. Interviewing mistakes include all except

a.
b.
c.
d.

Halo effects
Personal bias
Leniency
Realising that foreign national may have different customs.

38. Training evaluation criteria include all except:

a.
b.
c.
d.

Reactions
Learning
Results
Relevance

39. The use of predetermined outline characterized the ----------- interview.

a.
b.
c.
d.

Panel
Stress
Group
Structured

40. Trainers acquire job knowledge through:

a.
b.
c.
d.

On-the-job experience
Behaviour modelling
Understudy
All of the above

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