Students can refer to Recruitment Selection and Training ICSE Class 10 notes and exam questions provided for ICSE students. This is an important chapter in ICSE commercial studies class 9. We have provided here questions and answers which are expected to come in the upcoming ICSE exams for class 10th. Prepared based on the latest examination pattern and guidelines issued by ICSE. You can also refer to ICSE Books in pdf available for the latest academic session.
ICSE Class 10 Commercial Studies Recruitment Selection and Training Important Questions
Students should learn the important questions and answers given below for Chapter Definitions From Topo Maps in Commercial Studies for ICSE Class 10. These board questions are expected to come in the upcoming exams. Students of ICSE Class 10th should go through the Important questions and answers ICSE Class 10 Commercial Studies which will help them to get more marks in exams.
Board Exam Questions Recruitment Selection and Training ICSE Class 10 Commercial Studies
Question: What is meant by selection?
Ans. Selection is the process of carefully screening the candidates to choose the most suitable persons for the job vacancies to be filled in. Under it the qualifications, experience, background, etc., of applicants are compared with the requirements of the job. It is the process of dividing all the candidates into two categories – (a) those who are to be employed, and (b) those who are to be rejected.
Question: How is recruitment different from selection?
Question: Selection is a negative process. Explain.
Ans. Selection involves weeding out or eliminating unsuitable candidates. Therefore, it is a negative process.
Question: Mention any two objectives of Training.
Ans. Two objectives of training are as under :
(i) To increase quantity and quality of employee performance.
(ii) To reduce accidents on the workplace and costs of supervision.
Question: How do group discussions help in the selection process of suitable candidates for employment?
Ans. (i) Group discussions helps to judge leadership skills of candidates.
(ii) Group discussions reveal soft skills of candidates.
Question: Define recruitment.
Ans. Recruitment means identifying the sources of required staff and contacting the sources to attract the sufficient number of candidates from which the choice can be made. According to Edwin Flippo, “recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.”
Question: An organisation has decided to follow a three-tier selection process of appointing Executive Trainees : Aptitude Test (A.T.), Group Discussion (G.D.) and Final Interview (F.I.) Outline the details of this process stating clearly the tasks involved at each stage.
Ans. Selection procedure is used for the purpose of ascertaining whether or not candidates possess the qualifications required for the job . A well-organised selection procedure should be designed to select suitable candidates for various jobs.
(i) Aptitude tests (A.T.) : Such tests seek to measure a candidate’s capacity to learn particular skills and his potential abilities.
(ii) Final Interview (F.I.) : It involves a face-to-face conversation between the employer and the candidate. The selectors ask job related and general questions. The way in which a candidate responds to the questions is evaluated. The objectives of the interview are :
(a) To cross-check the infomation obtained through application blank and tests, and
(b) To give an accurate picture of the job and the company. Interview is the most widely used step in employee selection. Interview should be conducted in a proper physical environment.
(iii) Group Discussion (G.D.) : In an interview, the candidate gets no opportunity to participate and show his leadership ability. Therefore, the interviewer cannot judge the ledership and social make-up of the candidate. Group Discussion is a useful means of judging the leadership ability and social traits of candidates. In a group discussion, a problem is given to a small group consisting of 8-10 candidates. Members of the group discuss the problem and interact with one another. The observer guides the discussion. He records how many times and in what way each member addresses/reacts to other members and puts forth his views on the problem
Question: State any two uses of group discussion in selecting employees for a concern.
Ans: Group discussion is widely used to screen candidates for admission into management school. It is a useful device for selecting people when the job requires cooperation of several persons. It can be used for selecting supervisors and executive who require social or human skills. But the time allowed for interaction is not adequate enough to make an accurate assessment.
Question: What is meant by Orientation or Induction Training?
Ans. Orientation or induction training means familiarising new employees to their superiors, subordinates, colleagues and the work place so that they can quickly feel at home and adjust to the new work environment.
Question: Distinguish between Internal recruitment and External recruitment.
Question: What is promotional training?
Ans. When persons working at lower level are promoted they need training in the performance of higher jobs. Promotional training involves preparing employees for higher positons. Employees with adequate potential are given training to fill vacancies at higher levels. Promotional training facilitates succession planning and career development.
Question: Mention any two methods of off-the-job training.
Ans. Two methods of off-the-job training are as follows :
(i) Coaching wherein a supervisor teaches the trainee through observation, explanation, guidance, etc.
(ii) Job rotation wherein the trainee is moved from one job to another to widen his knowledge and skills.
Question: State any two advantages of a campus interview as a source of recruitment.
Ans. Two advantages of a campus interview as a source of recruitment are as follows :
(i) Campus recruitment is very convenient and inexpensive.
(ii) The employer gets help from the placement cell of the educational institute in recruitment and selection.
Question: Name four important methods used for training.
Ans: (i) Job Training : It is not always possible to recruit and select trained employees. When persons without any training and job experience are selected, they require some training to perform their job well. Such training is called job training and it is given to make the employees knowledgable and skilled in performing a specific job.
(ii) Remedial Training : This type of training is designed to correct the mistakes and shortcomings in the work behaviour and job performance of employees. Some employees might have picked up faulty ways of doing work. Remedial training is provided to remove these defects and to teach the right methods of doing the job.
(iii) Safety Training : The purpose of safety training is to create safety consciousness and to teach the use of safety devices so as to prevent and minimise accidents and injuries.
(iv) Refresher Training : When existing work methods and techniques become obsolete, employees have to be trained in the use of new methods and techniques. Refresher training is provided to update the knowledge and skills of employees. It helps to refresh the job knowledge and make employees sufficient in the use of new technology. Rapid advancements in technology have increased the need for refresher training.
Question: List two main objectives of orientation training.
Ans: The main objectives of an orientation programme are (a) to build-up the new employee’s confidence in himself and in the new organisation so that he may become an efficient employee, (b) to give the necessary information to the employee about the location of work rooms, canteen and other facilities, leave rules, rest period, etc,
Question: What is recruitment of staff? Explain the external sources of recruitment.
Ans. Recruitment means identifying the sources of required staff and contacting the sources to attract the sufficient number of candidates from which the choice can be made. According to Edwin Flippo, “recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.” Various external sources of recruitment are given below. eg.
(i) Advertisements : Advertisements in newspapers and journals is the most widely used method of recruiting staff. Whenever an organisation wants to fill job vacancies, it may issue advertisements giving details of the job to be filled in and the qualifications required for it. Employment news is a special newspaper which only contains job advertisements from public sector and private sector organisations in our country.
(ii) Employment exchanges : The Government of India has set up employment exchanges throughout the country to tackle the unemployment problem. They register the names, addresses and other particulars of job sekers. When employers notify job vacancies to these exchanges, they refer the names of suitable candidates. Employment exchanges carry out some screening so that the employers get a list of qualified candidates.
(iii) Placement Agencies : Several recruitment agencies like ABC Consultants, A.F. Ferguson Associates, S.B. Billimoria Co., etc., provide recruitment and selection services. The employer can hire such an agency to do the complete job of recruitment. The agency will advertise the job, receive and screen applications and select suitable persons and short-list them. The employer saves his time and effort and gets the benefit of the agency’s expertise.
(iv) Campus Interviews : Jobs in business have become highly technical and require well-educated persons. Campus recruitment is very convenient and inexpensive. The employer gets help from the placement cell of the educational institute in recruitment and selection.
(v) Recommendations : Applicants introduced by present employees or their friends and relatives may prove to be a good source of recruitment. Such applicants are likely to be good employees because their background is partly known. A type of preliminary screening takes place because the present employees know both the company and the candidates and they would try to satisfy both.
Question: Discuss the main methods used in staff training, pointing out the merits and demerits of each method.
Ans: The methods employed for training of operatives may be described as under.
On-the-job Training (OJT) In this methods. the trainee is placed on a regular job and taught the skills required to perform the job. A superior or trainer guides and supervises the trainee. The trainee learns by observing and handling the job. It is learning by doing.
Merits of On-the-job Training (OJT) are as follows :
(i) On-the-job training is convenient and inexpensive.
(ii) It provides first-hand job knowledge and experience under actual working conditions.
Demerits of On-the-job Training (OJT) are as follows :
(i) The noise of the workplace may distract the attention of trainees and they may find it difficult to concentrate on learning. Some major techniques used for on-the-job training are given below.
(i) Job Instruction Training (JIT) : This is the most popular form of onthe- job training. It is also known as step-by-step training. It consists of the following steps :
(a) Preparing the trainees by telling them about the job and overcoming their initial nervousness;
(b) Presenting the instructions, giving the necessary information, interacting, illustrating and asking questions;
(c) Letting the trainees try out the job to show their understanding.
(d) Observing try out and providing necessary assistance and followup.
(ii) Apprenticeship Training : In this method, the trainees learn by working with those who are already skilled in their jobs. People who want to enter skilled trades (such as welder, plumber, electrician, machinist) are required to undergo apprenticeship training. In an apprenticeship programme, classroom training is given first and then the trainees try out the job under the guidance of a master worker.
(iii) Job Rotation : This method involves the movement or transfer of the trainee from one job to another, basically of similar nature, either in the same department or different departments. The trainee gets job knowledge and gains experience in different assignments. This method of training is more popular in clerical and managerial job.
Under off-the-job training, the trainee is separated from the job situation and learns the skills related to the job.
The advantage of Off-the-Job Training method is as follows :
(i) The trainee can fully concentrate on learning because workplace noise does not disturb or distract his attention.
Some of the methods employed for off-the-job training are given below.
(i) Classroom Training : Lectures, case studies and audio visual aids are used in the classroom to provide theoretical knowledge. The trainees learn in a related environment free from workplace disturbances.
(ii) Simulation Exercises : In this case, the trainee is placed in an artificial environment which closely resembles the actual working conditions. Business games, role playing and sensitivity training are main types of simulation or experiential exercises. These are usually shortstructured learning experiences where individuals learn by participating.
(iii) Vestibule Training : In this method, a training centre called vestibule is set up. The equipment and working conditions of the actual job place are reproduced or duplicated in the vestibule. Expert trainers are employed to provide training. The trainees learn the job on the equipment and machines which they will be using on the job
Question: Give any two methods used for on-the-job training.
Ans. Two Methods of On-the-job training :
(i) Job Instruction Training (JIT) : This is the most popular form of onthe- job training. It is also known as step-by-step training. It consists of the following steps :
• Letting the trainees try out the job to show their understanding.
• Observing try out and providing necessary assistance and follow-up.
(ii) Job Rotation : This method involves the movement or transfer of the trainee from one job to another, basically of similar nature, either in the same department or different departments
Question: Explain the different sources of internal recruitment. What are the advantages of internal recruitment ?
Ans. There are two main sources of internal recruitment.
(i) Promotions : Vacancies at higher levels may be filled up by promoting persons working at lower levels. For example, when the present sales manager of a company retires, one of the branch managers may be promoted as the new sales manager. Promotion involves shifting an employee to a higher post carrying a higher status and more salary.
(ii) Transfers : Transfer means shifting an employee from one factory, branch or office to fill vacancy in another factory, branch or office of the company. For example, shortage of sales persons in one branch may be met by transferring sales persons from another branch. Transfer involves shifting an employee to a similar job without change in status and salary.
Internal recruitment offers the following advantages :
1. Filling vacancies for higher jobs by promoting employees from within the organisation helps to motivate and improve the morals of the employees. This induces loyalty among them.
2. Internal recruitment helps to minimise labour turnover and absenteeism. People wait for promotion and the work-force is more satisfied.
3. It is a cheaper source of recruitment. Full information about the candidates is already available. Time and money need not be spent on advertising of vacancies, tests and interviews, checking references, etc.
4. Candidates working in the organisation do not require induction training. They are already familiar with the organisation and with the people working in it.
Question: Describe the importance of training. Explain the types of training.
Ans. (a) The main advantages of staff training are as follows :
(i) Higher Productivity : Training helps to improve the job performance of employees. Well-trained employees are more efficient and, as a result, the quantity and quality of performance increases. Quality products help in increasing sales and profitability.
(ii) Reduced Supervision : Well-trained employees are self-reliant. They do not require continuous and intensive supervision. Therefore, the supervisors can save their time and energy.
(iii) Better Safety : Human error or negligence is the major cause of accidents in industries. Employees who lack knowledge and skill regarding their job often commit mistakes. Training makes employees proficient and reduces accidents. Training makes employees safety conscious and enables them to make better use of safety devices.
(iv) Economy : Trained employees make better and economical use of the materials and machinery. Proper handling of facilities reduces wastage, spoilage and breakage. Loss due to damage is minimised.
(v) Higher Morale : Effective training improves job attitudes and selfconfidence of employees. They feel that management cares for them. Trained employees can work better and thereby earn rewards.
(b) According to the purpose, training is of the following types :
(i) Induction or Orientation Training : Induction or orientation is the process of introducing and familiarising new employees to the organisation so that they may adjust quickly and easily in their new environment. Orientation implies introducing the new employees to the organisation and its policies, procedures and rules. The main objectives of an orientation programme are (a) to build-up the new employee’s confidence in himself and in the new organisation so that he may become an efficient employee, (b) to give the necessary information to the employee about the location of work rooms, canteen and other facilities, leave rules rest period etc, (c) to develop a feeling of belonging and loyalty to the organisation, and (d) to ensure that the new employee does not form a false opinion about the organisation because first impression is the last impression.
(ii) Job Training : It is not always possible to recruit and select trained employees. When persons without any training and job experience are selected, they require some training to perform their job well.
(iii) Remedial Training : This type of training is designed to correct the mistakes and short comings in the work behaviour and job performance of employees. Remedial training is provided to remove these defects and to teach the right methods of doing the job.
(iv) Safety Training : The purpose of safety training is to create safety consciousness and to teach the use of safety devices so as to prevent and minimise accidents and injuries.
(v) Promotional Training : When persons working at lower level are promoted they need training in the performance of higher jobs. Promotional training involves preparing employees for higher positions. Employees with adequate potential are given training to fill vacancies at higher levels. Promotional training facilitates succession planning and career development.
Question: What is ‘induction training’ ? Is it the same as on-the-job training ?
Ans. (i) Induction or Orientation Training : Induction or orientation is the process of introducing and familiarising new employees to the organisation so that they may adjust quickly and easily in their new environment. In small organisations, orientation may be informal. But in large firms, a formal orientation programme is organised to supply the following type of information to the new employees :
(1) Company’s history and products
(2) Company’s organisational structure
(3) Location of departments and employee services
(4) Rules and regulations
(5) Personnel policies and practices
(6) Grievance procedure
(7) Safety measures
(8) Standing orders
(9) Terms and conditions of employment
An induction training programme may consist of several activities such as :
(a) Welcoming and introducing the new employees with his colleagues,
superiors and subordinates during a get together.
(b) Taking the new employees around the building to familiarise them with the location of factory, office and other facilities.
(c) Arranging lectures by senior managers of the company to acquaint the new employees.
(d) Distributing handbook of information or employee manual among new employees.
On-the-job Training (OJT)
In this methods. the trainee is placed on a regular job and taught the skills required to perform the job. A superior or trainer guides and supervises the trainee. The trainee learns by observing and handling the job. It is learning by doing. On-the-job training is convenient and inexpensive. It provides firsthand job knowledge and experience under actual working conditions. However, the noise of the workplace may distract the attention of trainees and they may find it difficult to concentrate on learning. Induction training is done for introducing the employees with the organsations functioning, where as On-the-job Training (OJT) is one of the methods employed for training of opertives.
Question: State the various stages in the selection process of workers in an organisation.
Ans. The main stages in the selection processs of workers in an organisation are as follows :
(i) Application Blank : Recruits may be asked to apply on a blank form supplied by the firm. Alternatively, they may write a letter of application for the job. In either case the purpose is to obtain necessary information about the candidate. The application blank is one of the most widely used tools of selection due to several resons.
(ii) Personal Interviews : There is no substitute for a personal interview in selecting salespersons. A personal interview reveals characteristics that cannot be observed by other means. For example, an interview is the best way to find out the conversational ability, speaking, voice and social intelligence of an applicant. Another purpose of interview is to cross-check the information given in the application blank. Interviews are the most widely used tool for selection. These can be good predictors of success in the sales job.
(iii) Psychological Tests : Various types of tests are used in selecting salespeople. Generally, a company uses a battery of tests rather than a single test. Psychological tests are being used increasingly in selectiondue to several reasons. First tests are sometimes better predictors of job performance than any other selection tool.
(iv) Reference Check : Reference are of two types – employment and personal. In case of experienced employees, the reference is the previous employer. For a fresh graduate, the college principle my be a reference. If handled properly, reference of either kind can be a valuable aid in selection. References may disclose important facts which may otherwise remain uncovered.
(v) Job Offer : When all the steps in the selection process have been completed, ranking of the selected applicants is done. Job offers are made by sending appointment letter to the individuals who are to join the company
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