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Q.1 List and explain the sources of recruitment?

Ans - Recruitment refers to the process of attracting, screening, and

selecting qualified people for ajob. For some components of the recruitment

process, mid- and large-size organizations often retainprofessional recruiters

or outsource some of the process to recruitment agencies.

The recruitment industry has four main types of agencies: employment

agencies, recruitment websites and job search engines, "headhunters" for

executive and professional recruitment, and niche agencies which specialize

in a particular area of staffing. Some organizations use employer branding

strategy and in-house recruitment instead of agencies. Recruitment-related

functions are generally carried out by an organization's human resources

staff.

The stages in recruitment include sourcing candidates by advertising or other

methods, screening potential candidates using tests and/or interviews,

selecting candidates based on the results of the tests and/or interviews, and

on-boarding to ensure the candidate is able to fulfill their new role

effectively.

Process

Job analysis

The proper start to a recruitment effort is to perform a job analysis, to

document the actual or intended requirement of the job to be performed.

This information is captured in a job description and provides the

recruitment effort with the boundaries and objectives of the search.[3]

Oftentimes a company will have job descriptions that represent a historical

collection of tasks performed in the past. These job descriptions need to be

reviewed or updated prior to a recruitment effort to reflect present day

requirements. Starting a recruitment with an accurate job analysis and job

description ensures the recruitment effort starts off on a proper track for

success.

Sourcing

1) advertising, a common part of the recruiting process, often encompassing

multiple media, such as the Internet, general newspapers, job ad newspapers,

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professional publications, window advertisements, job centers, and campus

graduate recruitment programs; and

2) recruiting research, which is the proactive identification of relevant talent

who may not respond to job postings and other recruitment advertising

methods done in #1. This initial research for so-called passive prospects,

also called name-generation, results in a list of prospects who can then be

contacted to solicit interest, obtain a resume/CV, and be screened .

Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g.

communication, typing, and computer skills. Qualifications may be shown

through rsums, job applications, interviews, educational or professional

experience, the testimony of references, or in-house testing, such as forsoftware knowledge, typing skills, numeracy, and literacy, through

psychological tests or employment testing. Other resume screening criteria

may include length of service, job titles and length of time at a job. In some

countries, employers are legally mandated to provide equal opportunity in

hiring. Business management software is used by many recruitment agencies

to automate the testing process. Many recruiters and agencies are using an

applicant tracking system to perform many of the filtering tasks, along with

software tools for psychometric testing

"Onboarding" is a term which describes the process of helping newemployees become productive members of an organization. A well-planned

introduction helps new employees become fully operational quickly and is

often integrated with a new company and environment. Onboarding is

included in the recruitment process for retention purposes. Many companies

have onboarding campaigns in hopes to retain top talent that is new to the

company; campaigns may last anywhere from 1 week to 6 months.

Q.2 Write a note on objectives of training?

Ans The term training refers to the acquisition ofknowledge, skills, and

competencies as a result of the teaching ofvocational or practical skills and

knowledge that relate to specific useful competencies. basic training

required for a trade, occupation orprofession, observers of the labor-market.

recognize as of 2008 the need to continue training beyond initial

qualifications: to maintain, upgrade and update skills throughout working

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life. People within many professions and occupations may refer to this sort

of training asprofessional development.

On-the-job training takes place in a normal working situation, using the

actual tools, equipment, documents or materials that trainees will use when

fully trained. On-the-job training has a general reputation as most effective

for vocational work.

Off-the-job training takes place away from normal work situations

implying that the employee does not count as a directly productive worker

while such training takes place. Off-the-job training has the advantage that it

allows people to get away from work and concentrate more thoroughly on

the training itself.

The concept of training employees to have a wider perspective on their

position within the workplace has been around for hundreds of years,]but it

is only relatively recently that the idea of creating a simulated environmentfor trainees to test their abilities and skills has been developed. The first

commercially available training simulation was in 1956, and was called TheTop Management Decision Game, and was created by the American

Management Association.[14] Since then, the market has expanded hugely,

with thousands of simulations available based upon hundreds of different

industries. Initially very simple with just a few choices to make, some

simulations have become extremely complex with many different

interlinking decisions. When training simulations were first used, they

involved paper forms that were filled in by the participants and then

compared by the organizer of the exercise. Nowadays, nearly all simulations

are computer based,[15] and involve multi-stage algorithms that calculate

performance based the decisions entered.[16] Most simulations are based

around a real industry, and hence they use real data to be as accurate as

possible and to provide a realistic experience. However, some remain

generic and do not model a particular industry, although these tend to be

more useful for younger players or those with absolutely no business

knowledge.

good training simulation should build on include:

Business awareness - before participating in the training programme,

many players will have little idea of how to run a business or what it

involves. Simulations allow them to temporarily have control over a

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virtual company, to see whether their decisions lead them to success

or failure![19]

Time management and organization - most simulations contain

timed sessions, which will test the candidates skill in submitting

decisions within the allotted time slot.[20] This is an excellent skill for

any employee or graduate.

Team coordination - the majority of training simulations involve

working in groups or teams of people;[21] improving the abilities to

communicate effectively, delegate tasks and diplomatically resolve

any situations.

Problem solving - simulations will often present tricky circumstances

that must be thought through logically to be solved.

[22]

Successfulresolution of these shows good management skills.

Q.3 What are the different career development activities? Explain?

Ans In organizational development (or OD), the study of career

development looks at:

how individuals manage their careers within and between

organizations and, how organizations structure the career progress of their members, it

can also be tied into succession planning within some organizations.

Inpersonal development, career development is:

" ... the total constellation of psychological, sociological, educational,

physical, economic, and chance factors that combine to influence the

nature and significance of work in the total lifespan of any given

individual." [1]

The evolution or development of a career - informed by (1)

Experience within a specific field of interest (2) Success at each stage

of development - and (3), educational attainment.

"... the lifelong psychological and behavioral processes as well as

contextual influences shaping ones career over the life span. As such,

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career development involves the persons creation of a career pattern,

decision-making style, integration of life roles, values expression, and

life-role self concepts."

"Career development" is the total constellation ofpsychological, sociological, educational, physical, economic,and chance factors that combine to influence the nature andsignificance of work in the total lifespan of any givenindividual."Career" is the totality of work -- paid and unpaid -- one doesin his/her lifetime."Work" is sustained, conscious paid and/or unpaid effort,

other than that having as its primary purpose eithercoping or relaxation, aimed at producing societallyacceptable benefits for oneself and/or for oneself and others."Drudgery" is involuntary effort to produce benefits foroneself and/or for oneself and others undertaken out ofperceived necessity rather than personal choice."Vocation" is one's primary work task at any given period oflife."Occupation" is one's primary work task in the world of paidemployment."Job" is an identified set of duties and responsibilities -- paidor unpaid -- assigned to be performed usually on asustaining, ongoing basis by one person. "Position" is a set ofcompetencies (skills and knowledge) required as acomponent of the overall mission of the agency,organization, or setting in which the position exists.With these definitions, NCDA's conceptual view is that anygiven individual has only one "career" even though

she/he changes occupations, vocations, positions, or jobsseveral times.

non-biased view of occupations -- one devoid of stereotyping-- can and should first be presented to youth. It is inthe home and family structure where the positive societalcontributions of all honest work can and should first be

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communicated to youth and where youth should first beexposed to the concept that a strong relationship existsbetween education and occupational success.

Q.4 Discuss some steps that are commonly practiced for motivatingemployees.?

Ans - Motivation is the driving force by which we achieve our goals.

Motivation is said to be intrinsic orextrinsic. The term is generally used for

humans but it can also be used to describe the causes for animal behavior as

well. This article refers to human motivation. According to various theories,

motivation may be rooted in a basic need to minimize physical pain and

maximize pleasure, or it may include specific needs such as eating and

resting, or a desired object, goal, state of being, ideal, or it may be attributed

to less-apparent reasons such as altruism, selfishness, morality, or avoiding

mortality. Conceptually, motivation should not be confused with eithervolition oroptimism.[1] Motivation is related to, but distinct from, emotion.

Herzberg's two-factor theory

Frederick Herzberg's two-factor theory, a.k.a. intrinsic/extrinsic motivation,

concludes that certain factors in the workplace result in job satisfaction, but

if absent, they don't lead to dissatisfaction but no satisfaction.

The factors that motivate people can change over their lifetime, but "respectfor me as a person" is one of the top motivating factors at any stage of life.

He distinguished between:

Motivators; (e.g. challenging work, recognition, responsibility) which

give positive satisfaction, and

Hygiene factors; (e.g. status,job security, salary and fringe benefits)

that do not motivate if present, but, if absent, result in demotivation.

The name Hygiene factors is used because, like hygiene, the presence willnot make you healthier, but absence can cause health deterioration.

The theory is sometimes called the "Motivator-Hygiene Theory" and/or

"The Dual Structure Theory."

http://en.wikipedia.org/wiki/Motivation#Intrinsic_motivation_and_the_16_basic_desires_theoryhttp://en.wikipedia.org/wiki/Motivation#Extrinsic_motivationhttp://en.wikipedia.org/wiki/Objective_(goal)http://en.wikipedia.org/wiki/Ideal_(ethics)http://en.wikipedia.org/wiki/Altruismhttp://en.wikipedia.org/wiki/Rational_selfishnesshttp://en.wikipedia.org/wiki/Moralityhttp://en.wikipedia.org/wiki/Deathhttp://en.wikipedia.org/wiki/Motivation#Models_of_behavior_changehttp://en.wikipedia.org/wiki/Optimismhttp://en.wikipedia.org/wiki/Motivation#cite_note-0http://en.wikipedia.org/wiki/Emotionhttp://en.wikipedia.org/wiki/Frederick_Herzberghttp://en.wikipedia.org/wiki/Frederick_Herzberghttp://en.wikipedia.org/wiki/Two-factor_theoryhttp://en.wikipedia.org/wiki/Job_satisfactionhttp://en.wikipedia.org/wiki/Motivatorhttp://en.wikipedia.org/wiki/Hygiene_factorshttp://en.wikipedia.org/wiki/Job_securityhttp://en.wikipedia.org/wiki/Salaryhttp://en.wikipedia.org/wiki/Motivation#Intrinsic_motivation_and_the_16_basic_desires_theoryhttp://en.wikipedia.org/wiki/Motivation#Extrinsic_motivationhttp://en.wikipedia.org/wiki/Objective_(goal)http://en.wikipedia.org/wiki/Ideal_(ethics)http://en.wikipedia.org/wiki/Altruismhttp://en.wikipedia.org/wiki/Rational_selfishnesshttp://en.wikipedia.org/wiki/Moralityhttp://en.wikipedia.org/wiki/Deathhttp://en.wikipedia.org/wiki/Motivation#Models_of_behavior_changehttp://en.wikipedia.org/wiki/Optimismhttp://en.wikipedia.org/wiki/Motivation#cite_note-0http://en.wikipedia.org/wiki/Emotionhttp://en.wikipedia.org/wiki/Frederick_Herzberghttp://en.wikipedia.org/wiki/Two-factor_theoryhttp://en.wikipedia.org/wiki/Job_satisfactionhttp://en.wikipedia.org/wiki/Motivatorhttp://en.wikipedia.org/wiki/Hygiene_factorshttp://en.wikipedia.org/wiki/Job_securityhttp://en.wikipedia.org/wiki/Salary

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Herzberg's theory has found application in such occupational fields as

information systems and in studies of user satisfaction .

Need hierarchy theory

he content theory includes the hierarchy of needs from Maslow and the two-factor theory from Herzberg.Abraham Maslow's theory is one of the most

widely discussed theories of motivation.

An interpretation of Maslow's hierarchy of needs, represented as a pyramid

with the more basic needs at the bottom.

The motivations are only one class of determinants of behavior. While

behavior is almost always motivated, it is also almost always biologically,

culturally and situationally determined as well. Any motivated behavior,either preparatory or consummatory, must be understood to be a channel

through which many basic needs may be simultaneously expressed or

satisfied. Typically an act has more than one motivation.

Classifications of motivations must be based upon goals rather than upon

instigating drives or motivated behavior.

Satisfaction of the self-esteem need leads to feelings of self-confidence,

worth, strength, capability and adequacy of being useful and necessary in the

world. But thwarting of these needs produces feelings of inferiority, of

weakness and of helplessness. These feelings in turn give rise to either basic

discouragement or else compensatory or neurotic trends. An appreciation of

the necessity of basic self-confidence and an understanding of how helpless

people are without it, can be easily gained from a study of severe traumatic

neurosis (8).[7]

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The need for self-actualization. -- Even if all these needs are satisfied, we

may still often (if not always) expect that a new discontent and restlessness

will soon develop, unless the individual is doing what he is fitted for. A

musician must make music, an artist must paint, a poet must write, if he is to

be ultimately happy. What a man can be, he mustbe. This need we may callself-actualization. There are at least five sets of goals, which we may call

basic needs. These are briefly physiological, safety, love, 'esteem, and self-

actualization. In addition, we are motivated by the desire to achieve or

maintain the various conditions upon which these basic satisfactions rest and

by certain more intellectual desires.

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Q.5 Describe the grievance handling procedure?

Ans Grievances always vary from company to company and it has many

definitions also by many authors. Grievance is used company to indicate

various forms and stages of an employees dissatisfaction.

According to the Dale Yoder, a written complaint filled by an employee

and claiming unfair treatment. Another definition comes with Prof. Jucious

who defines as, any discontent or dissatisfaction, whether expressed or not

and whether valid or not, arising out of anything connected with the

company that an employee thinks, believes or even feels unfair, unjust or

inequitable.

There are various factors which arise Grievances. A grievance is always a

symbol of some malfunctioning or maladjustment and an able and skillful

manager can always find out the real or submerged reasons for a grievance.

The dispute or grievance constitutes a managerial problem and the scientific

method is usually most productive in arriving at a satisfactory solution.

A grievance should be dealt within the limits of the first line supervisor

The appellate authority should be made clear to the employee so that is he

cannot get satisfaction from his immediate supervisor, he should know the

next step.

The grievance should be dealt with speedily.

In establishing a grievance procedure, if the grievance is against an

instruction given by a superior in the interest or order and discipline, the

instructions must be carried out first and then only employee can register his

protest.

In the grievance handling the some factors include:

Receive and define the nature of the dissatisfaction.

Get the facts.

Analyze and divide.Apply the answer.

Follow up.

In establishing a grievance procedure, if the grievance is against an

instruction given by a superior in the interest of order and discipline, the

instructions must be carried out first and then only employee can register the

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protest.

In the language of the labour management relations, a grievance is a

complaint formally presented by the employee or employees to the

management.

In case, the grievance has not been settled by top management and top union

leadership, the same may be submitted to an impartial arbitrator.

Q.6 Write a note on types of groups.?

Ans a group can have any number of members an optimal number is three

persons. A group of three persons can achieve better problem solvingabilities than the best three or more induividuals can accomplish

individually. A study published in the April 2011 issue of the Journal of

Personality and Social Psychology says so. Group behaviours have a

beneficial effect thus in augmenting the group's abilities and at the same

time it has a detrimental or negative effect also. This is because members at

a wrong stimuli can launch on destructive endeavours, since their wrong

doings will not be found out as the individual wrong doings or of a single

person, they have the cover of the group. Think of a situation where a

violent mob burning buses and destroying other public properties.

This definition is long and complex, but it is also precise. It succeeds at

providing the researcher with the tools required to answer three important

questions:

1. "How is a group formed?"

2. "How does a group function?"

3. "How does one describe those social interactions that occur on the

way to forming a group?"

Primary groups are small groups with intimate, kinship-based relationships:

families, for example. They commonly last for many years or even

generations. They are small and display face-to-face interaction.

Secondary groups, in contrast to primary groups, are large groups involving

formal and institutional relationships. They may last for years or may

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disband after a short time. The formation of primary groups happens within

secondary groups.

Primary groups can be present in secondary settings. For example, attending

a university exemplifies membership of a secondary group, while the

friendships that are made there would be considered a primary group that

you belong to. Likewise, some businesses care deeply about the well being

of one another, while some immediate families have hostile relations within

it.

Individuals almost universally have a bond toward what sociologists call

reference groups. These are groups to which the individual conceptually

relates him/herself, and from which he/she adopts goals and values as a part

of his/her self identity.

one brings a small collection of strangers together in a restricted space and

environment, provides a common goal and maybe a few ground rules, then a

highly probable course of events will follow. Interaction between individuals

is the basic requirement. At first, individuals will differentially interact in

sets of twos or threes while seeking to interact with those with whom they

share something in common: i.e., interests, skills, and cultural background.

Relationships will develop some stability in these small sets, in that

individuals may temporarily change from one set to another, but will return

to the same pairs or trios rather consistently and resist change. Particular

twosomes and threesomes will stake out their special spots within the overallspace.

Again depending on the common goal, eventually twosomes and threesomes

will integrate into larger sets of six or eight, with corresponding revisions of

territory, dominance-ranking, and further differentiation of roles. All of this

seldom takes place without some conflict or disagreement: for example,

fighting over the distribution of resources, the choices of means and

different subgoals, the development of what are appropriate norms, rewards

and punishments. Some of these conflicts will be territorial in nature: i.e.,

jealousy over roles, or locations, or favored relationships. But most will be

involved with struggles for status, ranging from mild protests to serious

verbal conflicts and even dangerous violence.

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