Staffing - Test Papers

 CBSE Test Paper - 01

Chapter - 6 Staffing

  1. Sending an inefficient employee to a lower position is called ________.
    1. Demotion
    2. Transfer
    3. Promotion
    4. Lay off
  2. What do we call keeping the employee temporarily away from the person appointing him?
    1. Transfer
    2. Lay off
    3. Demotion
    4. Promotion
  3. When does the personnel manager act as the line manager?
    1. When he/she completes the job of staffing as part of a functional area of management
    2. When he/she performs the function of staffing as a function of management
    3. He/She never acts as the Line Manager
    4. In both when he/she performs the function of staffing as a function of management and when he/she completes the job of staffing as part of the functional area of management
  4. Which source of recruitment is not available to the news organisations?
    1. Internal
    2. Both internal and external
    3. External
    4. Direct Recruitment
  5. Training is a process by which ________ of employees is increased
    1. All of these
    2. Knowledge
    3. Aptitudes
    4. Skills and abilities
  6. State whether each of the following statement is True or False:
    1. Internal sources of recruitment are more time consuming than external sources.
    2. Transfer as a source of an internal source of recruitment is practically shifting an employee to a higher position.
    3. Under off the job training methods, training is imparted by supervisors who are the employees of the organisation.
    4. Internal sources of recruitment are economical than external sources.
  7. Fill in the blanks with suitable words:
    1. Management will get qualified & trained persons by using ________ recruitment.
    2. High rank and specifically skilled job professional are recruited through ________ method of recruitment.
    3. The effectiveness of the ________ process could ultimately be tested in terms of the job of the person chosen.
    4. Face to face conversation between the employer and application is known as ________.
  8. Match the following:
    (i) Internal sources of recruitment(a) Time-based or performance based
    (ii) External sources of recruitment(b) Recruitment, selection, and training
    (iii) Components of staffing(c) Direct recruitment, casual callers, advertising, etc.
    (iv) Compensation(d) Transfer, promotion, etc.
  9. How are employees motivated to improve their performance when the organisation uses internal sources of recruitment? State.
  10. What is meant by ‘estimating manpower requirement’ as a step in the process of staffing?
  11. Our assets walk out of the door each evening. We have to make sure that they come back the next morning. This statement is related to which function of management?
  12. Moga Industries Ltd. Approached a well-established university in the city of Madurai to recruit qualified personnel for various technical and professional jobs. They selected Tanya, Ritu, Garima and Chetan for various vacancies in the organisation. After the selection and placement, "Moga Industries Ltd." felt the need to increase the skills and abilities, and the development of a positive attitude of the employees to perform their specific jobs better. The company also realised that learning new skills would improve the job performance of the employees. Hence, the company decided to take action for the same.
    1. Name the step of the staffing process regarding which the company decided to take action.
    2. State the benefits of the action to "Moga Industries Ltd."
  13. List the different types of tests used in the selection process.
  14. Mohit Gupta is working with Yellow Security Services Ltd. He is also recruiting security guards for the company. The company provides security services in Delhi and Noida at short notice to various companies. The guards are recruited on a temporary basis. The guards provided by this company are known for their honesty and punctuality. Mohit Gupta is well-known in his village for providing employment to unskilled people.
    1. Name the source of recruitment used by Yellow Security Services Ltd.
    2. State any one disadvantage of this source of recruitment.
    3. Identify the need for security guards which is being fulfilled by the company as per Maslow's need hierarchy.
  15. Mr. Ram Murti, the director of Bahuguna Ispat Udyog Ltd. is of the opinion that an employee is a prudent and sensitive resource of the organisation. As such, special attention must be paid to his emotions. This is the reason why Mr. Bahuguna always formulates such plans are beneficial to both the employees and the organisation. With a view to giving a practical shape to his opinion, he has chalked out a plan. According to this plan, employees should be inspired to visit popular management institutes to acquire the latest knowledge. This will enhance their performance level and prove beneficial to the organisation as well as the employees. Keeping it in view, Mr. Bahuguna, contracted IIM, Ahmedabad. The latter agreed, on the undertaking that their (IIM) MBA students be allowed to visit the company so that they may get practical knowledge. Both reached an agreement.
    1. What objective of the management has been referred to at the beginning of the above paragraph? Identify it.
    2. The plan of Mr. Bahuguna relates to which component of management? Identify and describe the same.
    3. What value is being affected here?
  16. No organization can be successful unless it fills and keeps the various positions filled with the right kind of people for the right job. Elucidate.
  17. What do you mean by on the job training? Explain any three methods of on the job training.
  18. Difference between internal and external sources of recruitment.

CBSE Test Paper - 01
Chapter - 6 Staffing


  1. (a) Demotion
    Explanation: It is opposite of promotion
  2. (b) Lay off
    Explanation: Lay off is a temporary or permanent suspension of employees.
  3. (b) When he/she performs the function of staffing as a function of management
    Explanation: When he/she performs the function of staffing as a function of management in an organisation
  4. (a) Internal
    Explanation: Internal since no employees exist during the start of the organisation
  5. (a) All of these
    Explanation: Training is the process of increasing the knowledge, skills and abilities of employees for doing a particular job. It aims to enable the employee to do the job better.
    1. False
    2. False
    3. False
    4. True
    1. External
    2. Advertisement
    3. Selection
    4. Interview
  6. (i) - (d), (ii) - (c), (iii) - (b), (iv) - (a)
  7. A promotion at a higher level may lead to a chain of promotions at lower levels in an organisation. It increases the competency among the employees to perform better. This motivates the employees to improve their performance through learning and practice.
  8. Estimating manpower requirement' means finding out the number and types of persons or employees needed by the organisation in the near future. It is the first step of the staffing process. At this time, the number of internal promotions, retirements, resignations and dismissals are also considered.
  9. It is related to ‘staffing’ function of management.
    1. The step of the staffing process regarding which the company decided to take action is Training and Development.
      1. Training: After the selection of an employee, the important part of the programmed is to provide training to the new employee. With the various technological changes, the need for training employees is being increased to keep the employees in touch with the various new developments.
      2. Development: A sound staffing policy provides for the introduction of a system of planned promotion in every organization. If employees are not at all having suitable opportunities for their development and promotion, they get frustrated which affect their work.
    2. The benefits of training to "Moga Industries Ltd." are as follows:
      1. Increased job satisfaction and morale among employees
      2. Increased employee motivation
      3. Increased efficiencies in processes, resulting in financial gain
      4. Increased capacity to adopt new technologies and methods
      5. Increased innovation in strategies and products
      6. Reduced employee turnover
      7. Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)
      8. Risk management, e.g., training about sexual harassment, diversity training
  10. The different types of test used in the selection process are:
    1. Intelligence test - To check the IQ of the candidate.
    2. Aptitude test - To check whether the candidate carries the right aptitude for the job.
    3. Personality test - To assess the overall personality of the candidate.
    4. Trade test - To assess the compatibility of the candidate with the nature of the job.
    5. Interest test - To check whether the job to be offered suits the interest of the candidate.
    1. An external source of recruitment i.e. Labour contractor has been used by Yellow Security Services Ltd.
    2. One disadvantage of the external source of recruitment is that Skilled and ambitious employees may switch the job more frequently.
    3. The basic physiological needs of the security guards are being fulfilled by the company. These are biological requirements for human survival, e.g. air, food, drink, shelter, clothing, warmth, sleep. If these needs are not satisfied the human body cannot function optimally. Maslow considered physiological needs the most important as all the other needs become secondary until these needs are met.
    1. It refers to ‘Individual Objectives’ of the management. It refers to the objectives to be determined with respect to the employees of the organisation.
    2. Mr. Bahuguna’s plan relates to the training of the employees. He is making use of ‘internship training method’. It is that training which is imparted jointly both by the educational and business organisations to strike balance between the theoretical and practical knowledge of their members.
    3. Realising the significance of human sentiments here humanity has been dealt with.
  11. Staffing is an important function of management as it takes care of the manpower requirement of any organisation. In today’s environment with rapid changes taking place in technology, the size of the organisations, etc. finding the right people for the job becomes critical. In such a scenario, proper staffing process plays an important role in the organisations.
    Following are the highlighted benefits of staffing in the current world scenario.
    1. Finding Competent Personnel: Staffing helps in finding and choosing the right personnel required for a job.
    2. Improves Efficiency: By ensuring that the right people are placed for the right jobs, the overall efficiency and performance increases.
    3. Growth of the Organisation: It ensures survival and growth of the organisation by appointing efficient and competent employees for various jobs.
    4. Optimum Utilisation of Human Resources: Through proper manpower planning, staffing prevents over-utilisation or under-utilisation of manpower. In addition, it avoids interruption in working efficiency by suggesting, in advance if there is any unfilled job.
    5. Job Satisfaction: Compensation and fair rewards are given to the employees to provide them with self-confidence and job satisfaction. It encourages them to work diligently and give their best to the organisation.
  12. On the job training: When the employees are trained while they are performing the job then it is known as On-the-Job training. Employees learn in an environment where they will need to practice the knowledge and skills obtained during training. Thus, it is learning by doing under the supervision of superiors at the actual workplace. This method is suitable only for technical jobs and the advantage of this method is that employees can learn practical problems while working on the job. But the disadvantage is that it results in wastage of resources. Methods of On-the-Job training are:
    1. Apprenticeship Programme:
      1. It is designed for higher levels of skills where complete proficiency is required to perform a particular job.
      2. The trainee is required to work with an expert for a specific period of time.
      3. The expert imparts both theoretical and practical knowledge.
    2. Internship training:
      1. Technical institutes and business organizations jointly impart training to their members.
      2. The objective is to strike a balance between theoretical and practical knowledge.
      3. Educational institutions give theoretical exposure while business organisations give practical exposure.
    3. Coaching:
      1. Superior guides and instructs the trainee as a coach. He guides how to overcome his weaknesses and make his strength more strong.
      2. The coach gives due importance to both individual and organisational objectives.
      3. This method can motivate the employee to perform their best.
    4. Job rotation:
      1. The employee is shifted from one job position to another for a short interval of time to make him aware of all the job requirements.
      2. It is a method of training which serves the purpose of employees’ development through the provision of diversified training.
      3. Example: In the bank, employees are shifted from one counter to another so that they learn the requirements of all the counters.
  13. Internal Sources:
    1. In internal sources of recruitment, the management has a restricted choice vis-a-vis, the source out of which recruitment shall be done, as the only person available is either the existing or ex-employees of the organisation.
    2. The cost of recruiting from internal sources is nil or negligible.
    3. Selection formalities are minimum; as candidates from internal sources had already gone through detailed selection-procedure earlier. This saves, again time and cost, involved in undertaking the selection procedure.
    4. Candidates from internal sources, do not require any orientation (i.e. introduction); as these personnel are already familiar with various aspects of the organisation, and it's functioning.
    External Sources:
    1. In case of external recruitment, the management has quite a wide choice vis-a-vis, the sources out of which recruitment could be done; as a large number of sources are available – which could be compared on the basis of their relative worth. And best sources of recruitment can be finalised, on the basis of such relative analysis.
    2. The cost of recruiting from external sources is from moderate to considerable – depending on particular sources.
    3. Much time is involved in recruiting personnel from external sources; as people take time to notice vacancies and yet take more time again-to apply for jobs, to the organisation.
    4. Needless to say that candidates from external sources require ori­entation; being absolutely new to the organisation. This neces­sitates orientation training programmes for them.