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Assignment No: 1

Date: 26-11-2010

Subject: Human Resource


Management
Course: MBA

Submitted By:
Name: Rehan Ahmed

Roll No:032

Section/Batch: B-B6

Submitted To:

Mr. Rana Nadir Idrees

COMSATS Institute of Information


Technology
Sahiwal Campus

THE RECRUITMENT AND SELECTION PROCESS

Q#1. What is selection.

Ans. It is a process which starts from the collection of the CVs submitted by
the candidates. It is used to choose the best and most suitable candidates
from all the interested candidates for some specific position. Unsuitable
candidates also get eliminated during this process.

Q#2. Give an overview of the recruitment and selection process.

Ans. Recruitment and selection process obtains quality and quantity of


employees required to fill the vacancies. We conduct a job analysis to know
what kinds of jobs are to be performed, after that we attract the candidates
and encourage people to apply for the job which we are offering. After that
the applications are sorted out and the unsuitable applications are removed
that do not meet the creiteria. Interviews are conducted for this selection
purpose and for choosing the best candidates.

Q#3. How does the organization find out which skills and knowledge are
both required and available?

Ans. Required skills and sevices are found out through the job analysis
while recruitment and selection helps in finding out the skills and knowledge
available for organization.

Q#4. What are the two main benefits of centralized recruitment.

Ans. Centralized recruitment helds the CEO of a company ultimately


responsible for staffing. CEO then have the duty of developing policies,
transfering them to subordinates for their execution and also ensuring the
application of them.

Two main benefits can be. . .

Development of staffing programs.


Sources for candidates.

Q#5. Employment agencies tend to specialize in which market sectors?

Ans. Employment agencies tend to specialize in a separate market sector like


accounting and computing, clerical and secretarial.

Q#6. When evaluating the recruitment process, what areas are


considered?

Ans. The total cost involved, time spended, advertisement expenses and
external services that are used.

The coverage of the recruitment method used.

Level of response from candidates.

Q#7. What are the costs and benefits of the selection process?

Ans. Costs include recruitment and selection and training costs, and benefits
are reflected through job performances and length of services.

EFFECTIVE RECRUITMENT

Q#1. Outline the four main phases in human resource planning.

Ans. Auditing; number of personnel currently working for the company, its
weaknesses, strengths, time span, training levels and experiences.

Forecasting; demand for and supply of labor in the terms of number, type
and quality of people which company requires to meet its goals.

Planning; personnel policies for recruits and how labour force is to be


trained and developed.

Controlling; comparing the actual result with expected results of personnel


development, and also effective utilization and contribution of department
towards achieving goals.
Q#2. Briefly describe the stages in the recruitment plan.

Ans.1) Defining the accurate and exact nature of job.

2) Finding the required skills and abilities for job.

3) Creating the profiles of ideal candidates.

4) Attracting candidates through advertisement.

Q#3. What are the advantages of recruiting from within the


organization?

Ans. 1) It saves us the cost of advertisement.

2). Dealing with existing staff is comparatively easy and also the selection is
made on the basis of data available.

3) It can become a source of motivation increasing the interest and morale of


workforce.

4) Time can also be saved by using this way.

Q#4. List the ways of encouraging suitable external candidates to apply


for jobs?

Ans. 1) Fair and unbiased selection.

2) Agencies and advertisement.

3) Casual Applications

Q#5. What are the disadvantages of using the national press to advertise
job?

Ans. 1) only 5% is valuable

2) Advertisement has short life due to daily paper publication and more
expensive

3) Competitor’s offering may be more attractive in the same or multiple


papers.
Q#6. The application form usually seeks what type of information?

Ans. 1) Personal details like address, age, family back ground, nationality,
domicile etc.

2) Education and previous experience.(if any).

3) Present employment terms and experiences.

4) Social and leisure interests.

SELECTION METHODS

Q#1. Why is selection a two-way process?

Ans. Selection is a two-way process because not only is the firm selecting
the individual but invariably the individual is making decisions as to the
suitability of the job offered, the terms of employment and the firm.

Q#2. List the selection methods.

Ans. Application form, interviews, tests, references, medical examinations,


group selection methods and assessment centers.

Q#3. What are the four types of selection testing?

Ans. Intelligence test; these include general IQ tests and involve the setting
of some kind of task or problem designed to gauge levels of reasoning,
understanding memory and speed of thought.

Aptitude tests; these aim to measure some inborn potentiality of a certain


kind rather than acquired skill or knowledge.

Competence tests; sometimes called attainment tests, these measures the


depth of knowledge or grasp of skills, which have been learnt in the past.
Personality tests; these are usually lists of multiple-choice questions where
the aim is to reveal what a person really is or how a person would react in
certain situations.

Q#4. What are the limitations of testing?

Ans. No direct relationship between a person’s ability in test and job.

Difficult to exclude bias from test.

More tests suffer from coaching and practice effects.

They measure what the candidate can do, rather than will do.

They are time consuming and provide more precision than is usually
necessary.

Q#5. Give an example of an employer that generally uses a selection


board.

Ans. For example COMSATS appoint an A.P. then it will be selected after
the decision of selection board.

Q#6. Why should the decision chosen be measured against pre-decided


standards?

Ans. It should be measured to know these are supporting to standards or not


and to come to know they are proving positive or negative.

Q#7. Outline some of the difficulties ensuing from a poorly organized


and conducted selection process.

Ans. Difficulty of matters of discrimination, high staff turnover,


demotivation for highly qualified and experienced persons, extra training
cost, excess recruitment problems, termination of employment, trade union
agreement and downgrading of the organization’s image.

THE SELECTION INTERVIEW


Q#1. What are the three main aims of the interview?

Ans. Finding the best person for the job

Making sure that the candidate understands what the job is and what the
career prospects are

Making the candidate feel that they have been given fair treatment in the
interview

Q#2. Outline the four types of interview process.

Ans. Carried out by one interviewer once face to face

A succession f interviews by different people interviewers (e.g. operating


manager and personnel officer)

A group interview where a group of candidates is observed simultaneously


by assessors

A panel of people sitting in judgment on the candidates

Q#3. List the advantages of the panel interview.

Ans. Panel interviews provide sharing judgments, authority to reach


immediate decisions.

Q#4. Identify some of the skills used in the interview process.

Ans. Preparing for the interview, analyzing the application form and
candidate information, questioning, listening, putting the candidate at ease,
evaluation the candidate and judging the information obtained from
interview.

Q#5. Explain what is meant by ‘cloning’ during an interview.

Ans. A tendency by an interview to seek to appoint a similar type of person


on every occasion.

Q#6. Describe the ‘halo or horns effect’ during an interview.


Ans. in the first stages of the interview and being coloured by that
impression for the rest of the interview (forming an initial impression)

Q#7. Write brief notes about three advantages of the interview in the
selection.

Ans. It makes it possible to develop tow-way communication and assess the


appearance, verbal ability and social skills of the candidate.

As a tow way exercise, the interview enables the candidate to question the
interviewer about aspects of the work and the organization.

A selection interview can be a useful public relation exercise; it is an


opportunity to promote the organization.

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