Samacheer Kalvi 12th Commerce Guide Chapter 11 Employee Selection Process

Tamilnadu State Board New Syllabus Samacheer Kalvi 12th Commerce Guide Pdf Chapter 11 Employee Selection Process Text Book Back Questions and Answers, Notes.

Tamilnadu Samacheer Kalvi 12th Commerce Solutions Chapter 11 Employee Selection Process

12th Commerce Guide Employee Selection Process Text Book Back Questions and Answers

I. Choose The Correct Answer.

Question 1.
The recruitment and Selection Process aimed at right kind of people.
a) At right people
b) At right time
c) To do right things
d) All of the above
Answer:
d) All of the above

Question 2.
The poor quality of selection will mean extra cost on ………………. and supervision
a) Training
b) Recruitment
c) work quality
d) None of these
Answer:
a) Training

Question 3.
………………….. refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants.
a) Selection
b) Training
c) Recruitment
d) Induction
Answer:
c) Recruitment

Question 4.
Selection is usually considered as a ……………….. process
a) Positive
b) Negative
c) Natural
d) None of these
Answer:
b) Negative

Question 5.
Which of the following test is used to measure the various characteristics of the candidate?
a) Physical Test
b) Psychological Test
c) Attitude Test
d) Proficiency Tests
Answer:
b) Psychological Test

Question 6.
Which of the following orders is followed in a typical selection process.
a) Application form test and or, reference check interview and physical examination
b) Application form test and or interview, reference check, and physical examination
c) Reference check, application form, test and interview and physical examination
d) Physical examination test and on interview application term and reference check
Answer:
b) Application form test and or interview, reference check, and physical examination

Question 7.
The purpose of an application blank is to gather information about the
a) Company
b) Candidate
c) Questionnaire or Interview Schedule
d) Competitors
Answer:
b) Candidate

Question 8.
Identify the test that acts as an instrument to discover the inherent ability of a candidate.
a) Aptitude Test
b) Attitude Test
c) Proficiency Test
d) Physical Test
Answer:
a) Aptitude Test

Question 9.
The process of eliminating unsuitable Candidate is called
a) Selection
b) Recuriment
c) Interview
d) Induction
Answer:
a) Selection

Question 10.
Scrutiny of application process is the
a) Last step in Selection Process
b) First step in Selection Process
c) Third step in Selection Process
d) None of the above
Answer:
b) First step in Selection Process

Question 11.
Selection process helps in
a) Locating candidates
b) Determining the suitability of the candidates.
c) Preparing employees for training
d) None of these
Answer:
b) Determining the suitability of the candidates

Question 12.
The process of placing the right man on the right job is called ………………
a) Training
b) Placement
c) Promotion
d) Transfer
Answer:
b) Placement

Question 13.
Probation/Trial period signifies
a) One year to two years
b) One year to three years
c) Two years to four years
d) None of the above
Answer:
a) One year to two years

Question 14.
Job first man next is one of the principles of …………
a) Test
b) Interview
c) Training
d) Placement
Answer:
b) Placement

II. Very Short Answer Questions.

Question 1.
What is the selection?
Answer:
Selection is the process of choosing the most suitable person for the vacant position in the organization.

Question 2.
What is an interview?
Answer:

The interview represents a face to face interaction between the interviewer and interviewee.
It is a purposeful exchange of ideas, the answering of questions, and communication between two or more persons.

Question 3.
What is an intelligence test?
Answer
Intelligence tests are of psychological tests, that is designed to measure a variety of mental ability, the individual capacity of a candidate.

Question 4.
What do you understand about biodata?
Answer:

Biodata is a commonly used term in industrial, organizational, psychological, and biographical details.
It is factual kinds of questions about life and works experiences, as well as to items involving opinions, values, beliefs, and attitudes that reflect a historical perspective.

Question 5.
What do you mean by placement?
Answer:
Placement is a process of assigning a specific job to each and every candidate selected. It includes the initial assignment of new employees and promotion, transfer, or demotion of present employees.

III. Short Answer Questions.

Question 1.
What is a stress interview?
Answer:

This type of interview is conducted to test the temperament and emotional balance of the candidate interviewed.
The interviewer deliberately creates a stressful situation by directing the candidate to do irrational and irritating activities.
They assess the suitability of the candidate by observing the reaction and response of the candidate to stressful situations.

Question 2.
What is the structured interview?
Answer:
Under this method, a series of questions to be asked by the interviewer are pre-prepared by the interviewer and only these questions are asked in the interview.

Question 3.
Name the types of selection tests.
Answer:

Ability Tests:
Aptitude Test
Achievement Test
Intelligence Test
Judgment Test

Personality Tests:

Interest Test
Personality Test
Projective Test
Attitude Test

Question 4.
What do you mean by achievement test?
Answer:
This test measures a candidate’s capacity to achieve in a particular field. In other words, this test measures a candidate’s level of skill in certain areas, accomplishment, and knowledge in a particular subject. It is also called a proficiency test.

Question 5.
What is an aptitude test?
Answer:

Aptitude lest is a lest to measure the suitability of the candidates for the post or role.
It actually measures whether the candidate possesses a set of skills required to perform a given job.

It can be measured in the following ways:

Mechanical Reasoning Test
Inductive Reasoning Test
Numerical Reasoning Test
Diagrammatic Reasoning Test
Spatial Reasoning Test
Verbal Reasoning lest
Vocabulary Test.

Question 6.
How is the panel interview conducted?
Answer:
Where a group of people interviews the candidate, it is called a panel interview. Usually, the panel comprises chairperson, subject expert, psychological experts, representatives of minorities/ underprivileged groups, nominees of higher bodies, and so on. All panel members ask different types of questions on general areas of specialization of the candidate.

IV. Long Answer Questions.

Question 1.
Briefly explain the various types of tests.
Answer:
A. Ability Test:
A Test designed to measure an individual’s cognitive function in a specific area.

1. Aptitude Test:
Aptitude Test is a test to measure the suitability of the candidates for the post.

Mechanical Reasoning: This test measures the engineering students’ ability to Test apply engineering concepts in actual practice.
Inductive Reasoning Test: It is one of the psychometric tests to measure problem-solving abilities and the ability to apply logical reasoning.
Numerical Reasoning: Numerical reasoning test provides information about Test numerical aptitude.
Diagrammatic Reasoning: This test measure the candidate’s ability to understand Test the shapes, abstract ideas, and ability to observe and extract values from illustrations and apply them to new samples.
Spatial Reasoning Test: The test measures the candidate’s ability to clearly manipulate and remember the shapes, still-images, and find-out pattern which govern the sequence.
Other Aptitude Tests are
- verbal reasoning
- vocabulary
- Number sequence
- mental Arithmetic
- situational Judgement.

2. Achievement Test:
This test measures a candidate’s capacity to achieve in a particular field.

3. Intelligence Test:
Intelligence tests are one of the psychological tests, that is designed to measure the variety of mental ability, individual capacity of a candidate.

4. Judgment Test:
This test is conducted to test the presence of mind and reasoning of the candidates.

B. Personality Test:
A personality test refers to the test conducted to find out the non -intellectual traits of a candidate namely temperament, emotional response, capability and stability.
It comprises the following:

Test :

Interest
Personality Inventory
Projective
Attitude

Question 2.
Explain the important methods of the interview. [PSU] [STOP]
Answer:
An interview means a face to face interaction between the interviewer and interviewee. The interview may be of various types:

Preliminary Interview: It is conducted to know the general suitability of the candidates who have applied for the job.
Structured Interview: In this method, a series of questions is to be asked by the interviewer. The questions may be pre-prepared.
In-depth Interview: This interview is conducted to test the level of knowledge of the interviewee in a particular field.
Panel Interview: Where a group of people interview the candidate. The panel usually comprises the chairperson, subject expert, psychological experts and so on.
Stress Interview: This type of interview is conducted to test the temperament and emotional balance of the candidate.
Online Interview: Due to tremendous growth in information and communication technology, interviews are conducted by means of the internet via Skype, Google duo, Whatsapp.

Question 3.
Explain the principles of placement.
Answer:
The following are the principles of placement:

Job First, Man Next: Man should be placed on the job according to the requirements of the job.
Job Offer: The job should be offered to the man based on his qualification.
Terms and conditions: The employee should be informed about the terms and conditions of the organisation.
Aware about the Penalties: The employee should also be made aware of the penalties if he/she commits a mistake.
Loyalty and Co-operation: When placing a person in a new job, an effort should be made to develop a sense of loyalty and co-operation in him.

Question 4.
Differentiate Recruitment and Selection. MOST CAMP
Answer:

Basis of Difference	Recruitment	Selection
1 Meaning	It is an activity of searching for candidates and encouraging them to apply for it.	It refers to the process of selecting suitable candidates and offering them jobs.
2 Objective	Inviting a large number of candidates to apply for the vacant post.	Picking up the most suitable candidates and eliminating the rest.
3 Sequence	First.	Second.
4 Time	Less time is required	More time is required.
5 Contractual relation.	It does not create any contractual relation, just only informing the vacancies.	It creates contractual relationship between employer and employee.
6 Approach	Recruitment is a positive one.	Selection is a negative one.
7 Method	It is an economical method.	It is an expensive method.
8 Process	It is very simple.	It is very complex.

12th Commerce Guide Employee Selection Process Additional Important Questions and Answers

I. Choose The Correct Answer.

Question 1.
The interview can be conducted by Skype, We chat, Google Duo, Viber, What’s App, video
chat is known as ……………… interview.
a) Online
b) Group
c) Video conference
d) Telephone
Answer:
a) Online

Question 2.
Where a group of people interviews the candidate is called …………………………….. interview
a) Group
b) Panel
c) Guide
d) All of these
Answer:
b) Panel

Question 3.
………………. interview has conducted the interviewee in a particular field intensively or extensively.
a) primary
b) structured
c) planned
d) In-depth
Answer:
d) In-depth

Question 4.
………………….. Test measures a candidates capacity achieve in a particular field
a) Achievement
b) Verbal
c) Inductive
d) Mechanical
Answer:
a) Achievement

Question 5.
…………… Test is a test to measure the suitability of a candidate for the post.
a) Attitude
b) Aptitude
c) Sequence
d) Mechanical
Answer:
b) Aptitude

Question 6.
Which one of the following is wrongly matched?
a) unstructured interview – No pre-prepared Question
b) In-depth Interview – Intensively and extensively interview
c) Attitude Test – Candidate’s tendencies towards the people
d) JudjingTest – Psychological test
Answer:
d) Judging Test – Psychological test

Question 7.
Pick the odd one out:
a) Job First – man next
b) Job offer
c) Aware of the penalties
d) Job motivation
Answer:
d) Job motivation

II. Match The Following

Question 1.
Match List-I with List – II

(i) Vocabulary Test	1. Addition, Subtraction
(ii) Verbal Reasoning Test	2. Judging ability
(iii) Situational Judgement Test	3. Written Test
(iv) Mental arithmetic Test	4. Methodically and fluency in English

a) (i) – 4 (ii) – 3 (iii) – 2 (iv) – 1
b) (i) – 3 (ii) – 2 (iii) – 1 (iv) – 4
c) (i) – 2 (ii) – 1 (iii) – 4 (iv) – 3
d) (i) – 1 (ii) – 4 (iii) – 3 (iv) – 2
Answer :
a) (i) – 4 (ii) – 3 (iii) – 2 (iv) – 1

Question 2.
Match List -I with List – II

(i) panel interview	1. Google, Skype
(ii) stress interview	2. Screening process
(iii) online interview	3. Irrational and Irritating
(iv) Group interview	4. group of people

a) (i) – 4 (ii) – 3 (iii) -1 (iv) -2
b) (i) – 3 (ii) – 2 (iii) -1 (iv) -4
c) (i) – 2 (ii) – 1 (iii) – 4 (iv) -3
d) (i) – 2 (ii) – 4 (iii) – 1 (iv) – 3
Answer:
a) (i) – 4 (ii) – 3 (iii) – 1 (iv) – 2

III. Assertion and Reason.

Question 1.
Assertion (A): Medical Examination is the most important step in the selection process
Reason (R): A person of poor health cannot work competently,
a) (A) is True (R) is False
b) (A) is False (R) is True
c) Both (A) and (R) are True
d) Both (A) and (R) are False
Answer:
c) Both (A) and (R) are True

IV. Very Short Answer Questions.

Question 1.
What is meant by a personality test?
Answer:
A personality test refers to the test conducted to find out the non-intellectual traits of a candidate namely temperament, emotional response, capability, and stability.

Question 2.
What is a vocabulary Test?
Answer:
It tests the speed of doing +, x, ÷,-, and fraction.

Question 3.
What is a group interview?
Answer:

A topic will be given to the group, and they are asked to discuss it.
The competency of members of the group is assessed by keenly observing the participation of members in the discussion.
It is a screening process and saves time.

Question 4.
Write short notes on the Video Conferencing interview.
Answer:

Video conferences interview is similar to face to face interview.
It is a kind of conference call that connects the candidate with companies located across various geographies.
It is conducted from a desktop artwork, a home computer or smartphone, or tablet.

V. Short Answer Questions.

Question 1.
What are the steps in Employee selection (ASS)
Answer:
Application Blank:

The Boards of all sectors either supply pre-printed application forms or direct the candidates to download the forms uploaded on their respective websites.
The selector can collect different types of information from the application Blank namely Educational Qualification, Family background, work experience, co-curricular activities, the scale of pay drawn, etc.

Scrutinizing the Application:

It is impossible for to Agency to call all the applications for an interview.
The committee has to evolve some criteria like Age, Equational Qualification, Experience, Proficiency, etc. to shortlist the number of applicants for the interview.

Selection Test:

Several tests are conducted in the selection process to ensure whether the candidate possesses the necessary qualification to fit into various positions in the organisation.

Question 2.
What do you mean by test?
Answer:

A test designed to measure an individual’s cognitive function in a specific area.
Such as skills, mental aptitude, problem-solving, knowledge of a particular field, reasoning ability, intelligence, etc.

Question 3.
What do you mean by an online interview?
Answer:
Due to tremendous growth in information and communication technology, these days interviews are conducted by means of the internet via Skype. We chat, Google duo, Viber, Whatsapp, or Video chat applications. This enables the interviewers to conduct interviews with the candidates living in faraway places.

Question 4.
List out the various selection interviews. PSU STOP IG
Answer:
Interview:

Preliminary
Structured
Unstructured
Stress
Telephone
Online
Panel
In-depth
Group

Question 5.
List out the significance of placement.
Answer:

It improves employee morale.
It helps in employee turnover.
It helps in reducing conflict-rates or accidents.
It helps the candidate to work as per the predetermined objectives of the organisation.
It avoids misfit between the candidate and job.
It helps to avoid short-term staff shortages.
It involves assigning a specific rank and responsibilities to an individual.

VI. Long Answer Questions.

Question 1.
Explain personality test?
Answer:
Personality Test:

In this test No Right or Wrong Answers.
It comprises the following Tests.

Attitude Test: It measures the candidate’s tendencies towards the people, situation, action, and related things, (eg) Morale study.

Thematic Appreciation Test:
It measures the candidate’s values, attitude, etc. out of the interpretation or narration is given by the candidate to the pictures, Figures, etc. shown to him in the test situation.

Interest Test: It measures the candidate’s extent of interest in a particular area chosen by him or her.

Personality Inventory Test:
This test assesses the reliability and innate characters [Inter personal rapport – Dominance – Intransitiveness – Extravertness self-confidence] of the candidate concerted.

Question 2.
What are the factors influencing the selection process? [NLC] [NS]
Answer:
Nature of Post:
The process selection of employees varies according to the type of personnel [Bank office – IPS] to be recruited.

Level of Educational Qualification:
The process of selection depends on the Experience, Educational Qualification and Exposure required for the post [CEO – Scientist – Legal Adviser]

Cost factor:

Longer selection – needs higher cost
Shorter selection – needs lower cost

Number of Candidates:
The selection process depends on the response of candidates to the advertisement inviting applications for the post.

Selection policy:

The selection policy and selection process are interrelated.
Tougher selection – involving several steps.
Just conduct an interview – cutting short the procedures.

Question 3.
Explain the importance of selection?
Answer:
Job motivation:
If the right person is selected for the right job, it tends to motivate the person to work most effectively and efficiently and their skills are properly used.

Good Talent:
A proper selection system enables the organisation to appoint talented persons for various activities to lead to improved productivity and profitability.

Better Efficiency:
Selection of the right person for the right job is sure to produce a better quality of work and may facilitate faster achievement of objectives.

Reduced Turnover:
Proper selection of candidates contributes to low labour turner. This will in-turn help the organisation to minimize recruitment costs.