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Question 1:- Discuss the factors affecting recruitment?

Answer:- The recruitment function of the organisations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organisation. And the external factors are those factors which cannot be controlled by the organisation. The internal and external forces affecting recruitment function of an organisation are: FACTORS AFFECTING RECRUITMENT

The internal forces i.e. the factors which can be controlled by the organisation are: 1. RECRUITMENT POLICY The recruitment policy of an organisation specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people. FACTORS AFFECTING RECRUITMENT POLICY • Organizational objectives • Personnel policies of the organization and its competitor

It has hired 20 people recently for the company. They will be using different type of machines and tools for this. it will think of hiring more personnel.Right Time is a watch manufacturing company.Government policies on reservations. It also helps in determining the number of employees to be recruited and what qualification they must possess. . If the organization is planning to increase its operations and expand its business. assembling of watches. GROWTH AND EXPANSION Organization will employ or think of employing more personnel if it is expanding it’s operations. SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. • Need of the organization.The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. COST Recruitment incur cost to the employer. If you hire and keep good employees. • Preferred sources of recruitment. which will handle its operations. • Recruitment costs and financial implications HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. They will be involved in manufacturing. therefore. What may be the advantages and limitation of the training method? Answer 2:. What type of training is best for them. Question 2:.

which enhances the company's competitive position and improves employee morale. Generally they will receive a greater share of the material gains that result from their increased productivity. These factors give \ . Increased efficiency resulting in financial gains. Reduced employee turnover. Employees frequently develop a greater sense of self-worth. Decreased need for supervision. Building a more efficient. including: • • • • Increased productivity. Research has shown specific benefits that a small business receives from training and developing its workers. dignity and well-being as they become more valuable to the firm and to society. Training often is considered for new employees only. effective and highly motivated team. Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. Ensuring adequate human resources for expansion into new is good policy to invest in the development of their skills. Purpose of Training and Development Reasons for emphasizing the growth and development of personnel include • • • • Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. so they can increase their productivity.

The Training Process The model below traces the steps necessary in the training process: • • • • • • • • • Organizational Objectives Needs Assessment Is There a Gap? Training Objectives Select the Trainees Select the Training Methods and Mode Choose a Means of Evaluating Administer Training Evaluate the Training Your business should have a clearly defined strategy and set of objectives that direct and drive all the decisions made especially for training decisions.Small businesses managers find that time demands do not allow them to train employees. Why? The five reasons most often identified are: Time . . Firms that plan their training process are more successful than those that do not. but do not engage in training designs that promise to improve their chances of success. Broad expertise .them a sense of satisfaction through the achievement of personal and company goals.Most small business managers have not practiced training employees.Managers tend to have broad expertise rather than the specialized skills needed for training and development activities. The training process is unfamiliar. Most business owners want to succeed. Getting started .

The answers are interpreted based on a scale and the result stands for the perception collaborators have on a certain employee. A well-conceived training program can help your firm succeed. therefore.. making money today.Some small business owners believe the future cannot be predicted or controlled and their efforts. and this technique is often called 360 degree feedback.Regarding the efficiency of these techniques. By doing so they keep information from subordinates and others who could be useful in the training and development process. it becomes more simpler . are best centered on current activities i.There are a number of strategies which are used to evaluate how effective are the personnel at work.e. 360 degree performance appraisal as well includes a method that is also known as self-assessment. There is a particular method by which each employee can obtain anonymous feedback from colleagues.360 degree performance appraisal represents the technique developed to improve performance at our work spot.Write a note on 360 degree appraisal method? Answer 3:. there are both pros and cons and each may have a different view.You may verify the list underneath and make a decision on which side you are: weak and strong points As for this subject. A program structured with the company's strategy and objectives in mind has a high probability of improving productivity and other goals that are set in the training mission.Many managers prefer to keep information to themselves. Thus. Question 3:. 360 degree performance appraisal method is extremely helpful because it identifies the weak and strong points each employee has at his work place.Lack of trust and openness . Generally. 360 degree performance appraisal is considered a human resources mechanism to examine a company's human potential. Skepticism as to the value of the training .

Give below is the HR policy glimpse of “ Zoom Video”. they may outsource the service because there are enough specialized firms ready to be employed. may be their friend . * subjectivity versus neutrality Question 4:.One of recent techniques makes use of computer software applications especially developed to help human resources department when they have to assess an outstanding number of workers.When a company does not have a highly developed human resources department. .The firms who will most benefit from this method are those which have many employees. may choose the most efficient procedure for its company. a multimedia company:1) it offer cash rewards for staff members 2) It promotes the culture of employee referral and encourage people to refer people they know. * wide field of assessment methods There is absolutely a wide spectrum of traditional to up to date 360 degree performance appraisal techniques. Colleagues.Lack of time and high cost of this technique can be a barrier for smaller companies. ex.In the traditional 360 degree performance appraisal. batch mades and relatives.Human resources. the division in charge with the assessment discover the positive factors and improve the negatives ones.But this type of evaluation calls for a high degree of subjectivity. * a more efficient technique for large companies For a large company is much more easier and helpful to use the 360 degree performance appraisal technique than for a small company. superiors are the ones who evaluate you.The 360 degree performance appraisal method also includes preparation.

with the largest and most fundamental levels of needs at the bottom. Identify what all aspects does it take care of based of different level of Maslow’s need hierarchy? Answer 4:. friendship and love. stunted. if these "deficiency needs" are not met.It recognizes good performance and gives good titles and trphies to the people who perform well and also facilitates them in the annual day of the company. Maslow's theory suggests that the most basic level of needs must be met before the individual will strongly desire (or focus motivation upon) the secondary or . Jane Addams. proposed by Abraham Maslow in his 1943 paper A Theory of Human Motivation. immature. and the need for self-actualization at the top.[1][6] The most fundamental and basic four layers of the pyramid contain what Maslow called "deficiency needs" or "d-needs": esteem. and physical needs. With the exception of the most fundamental (physiological) needs. and Frederick Douglass rather than mentally ill or neurotic people. Eleanor Roosevelt. Maslow studied what he called exemplary people such as Albert Einstein."[3] Maslow studied the healthiest 1% of the college student population.[2] Maslow subsequently extended the idea to include his observations of humans' innate curiosity. and unhealthy specimens can yield only a cripple psychology and a cripple philosophy.[4] Maslow's theory was fully expressed in his 1954 book Motivation and Personality Maslow's hierarchy of needs is often portrayed in the shape of a pyramid.Maslow's hierarchy of needs is a theory in psychology. writing that "the study of crippled. the body gives no physical indication but the individual feels anxious and tense. all of which focus on describing the stages of growth in humans. His theories parallel many other theories of human developmental psychology. security.

reasonable disability accommodations. childhood abuse. In the absence of economic safety -due to economic crisis and lack of work opportunities . war. Safety needs With their physical needs relatively satisfied. Air. including humans. If these requirements are not met.higher level needs.people (re-)experience post-traumatic stress disorder and trans-generational trauma transfer. The intensity of the human sexual instinct is shaped more by sexual competition than maintaining a birth rate adequate to survival of the species. etc. natural disaster. and food are metabolic requirements for survival in all animals. -. Safety and Security needs include: • • • • Personal security Financial security Health and well-being Safety net against accidents/illness and their adverse impacts Love and belonging . physiological needs are obvious — they are the literal requirements for human survival. Physiological needs For the most part.[7] Metamotivated people are driven by Bneeds (Being Needs). In the absence of physical safety -due to terrorist attack. or. instead of deficiency needs (D-Needs). Clothing and shelter provide necessary protection from the elements. and the like. Maslow also coined the term Metamotivation to describe the motivation of people who go beyond the scope of the basic needs and strive for constant betterment.these safety needs manifest themselves in such things as a preference for job security. insurance policies. in cases of family violence. the individual's safety needs take precedence and dominate behavior. water. the human body simply cannot continue to function. savings accounts. grievance procedures for protecting the individual from unilateral authority.

This need for belonging can often overcome the physiological and security needs. for example.can impact individual's ability to form and maintain emotionally significant relationships in general. sports teams. independent entrepreneurship and initiative is needed throughout the ranks of your organization. and clinical depression. The absence of this aspect of Maslow's hierarchy . may ignore the need to eat and the security of health for a feeling of control and belonging. . ostracism etc. New knowledge-based enterprises are characterized by flat hierarchical structures and multi-skilled workforce. social anxiety. whether it comes from a large social group. professional organizations.due to hospitalism. many people become susceptible to loneliness. or small social connections (family members. In today's corporate environment a manager must work towards engaging organization forcefully enough to achieve its objectives. shunning. an anorexic. office culture. depending on the strength of the peer pressure. In the absence of these elements. intimate partners. the third layer of human needs are social and involve feelings of belongingness. religious groups. gangs.Describe the emerging employee’s empowerment practices? Answer 5:.[citation needed] Question 5:. confidants). mentors. The need is especially strong in childhood and can over-ride the need for safety as witnessed in children who cling to abusive parents which is sometimes called Stockholm syndrome. close colleagues. They need to love and be loved (sexually and non-sexually) by others. neglect. such as: • • • Friendship Intimacy Family Humans need to feel a sense of belonging and acceptance. Involvement in an organization is no longer a one-way street. such as clubs.People are your firm's most underutilized resource.After physiological and safety needs are fulfilled. In the new knowledge economy. Managers assume more leadership and coaching tasks and work hard to provide employees with resources and working conditions they need to accomplish the goals they've .

The three general rules for empowering the people around you. approval. initiatives. "viewed this as anathema. or decisionmaking authority. and not the reverse. but also uses other techniques such as motivation. local managers were operating in an insulated environment with Chinese walls separating them. Voice your thanks and gratitude to others on every occasion. Empowerment is the oil that lubricates the exercise of learning. Jack Welch. visioning. effective questioning and consciously matching your management style to the player's readiness to undertake a particular task. Talented and empowered human capital is becoming the prime ingredient of organizational success. which apply to everyone you meet. Equally important. both horizontally and vertically. Employee questions. and empowered employees."3 He wrote in a letter to shareholders: "If you want to get the benefit . He believed in creating an open collaborative workplace where everyone's opinion was welcome. In the new knowledge-driven economy. "It involves providing feedback. focusing on emerging opportunities. yet the empowerment alone is not enough. CEO. and feedback were discouraged. and attention. In brief. and nurturing. running the business unit day to day (with oversight on the leader's part) provides for a well-managed enterprise with strong growth potential The new breed of leaders recognizes that in today's complex business environment autocracy no longer works. managers work for their staff. is that they are invested with a significant degree of empowerment. especially in knowledge-based enterprises. are appreciation. This intelligent and productive division of duties between visionary leaders.agreed to. employee empowerment changes the managers' mind-set and leaves them with more time to engage in broad-based thinking. from other departments and their workforce. in locations throughout GE. Coaching aims to enhance the learning ability and performance of others. Some years ago. Praise them for every accomplishment. GE. A critical feature of successful teams. And pay close attention to them when they talk and want to interact with you.

Everybody has to know everything. Some examples of such circumstances include limited period of time in which the targets have to be met. However. etc. when powers of the management are challenged by the employees.Kurt Lewin. They are simply expected to follow the orders of a leader.of everything employees have. In autocracy. and that too without demanding an explanation.Write a note on directive. The fact that the leader resorts to authority to get his work done or turns a deaf ear to employee inputs may make you feel that this is the worst among the numerous leadership styles. In politics.Going by autocratic leadership definition. however. autocracy or authoritarian rule is the one wherein the autocrat takes the reins of administration in his own hands. permissive and participative type of leadership? Answer 6:. and there is a lot more to know about this form of leadership. there do exist some circumstances wherein this style comes up as the most effective leadership style. and takes all the decisions pertaining to the state or nation without consulting anybody. One of the key benefits of . you've got to free them – make everybody a participant. is just a brief definition. the leader is the person in-charge. let's try to get an overview of the different styles of leadership identified by the German-American psychologist . it is a leadership style wherein all the decision making powers are held the leader. Before we delve into the details of autocratic leadership. the subordinates do not have the right to give suggestions. so they can make the right decisions by themselves." Question 6:. Having all the decision making powers in his hand means that the leader has the right execute his powers without consulting his subordinates. That. In a corporate world.

a German-American psychologist well known for his works pertaining to social. which have become quite popular in the corporate world as well as politics today.The laissez-faire style. as the leader doesn't have to consult or convince anybody. also known as the free rein style. there is absolutely no leadership style which can be called perfect. In leaders. Even though this sounds much like dictatorship or tyranny. Kurt Lewin. wherein decisions are taken by the leader after consulting with a group of people. There exist different types of leadership styles which are identified by the behavior of the leader. also known as participative style. In autocratic leadership.The democratic style. but overdoing it can affect the morale of employees. along with some positive and negative attributes of the same. Thus. wherein the leader doesn't put any restrictions on the group.autocratic leadership is the fact that decision making becomes much more simple and fast. At the end of the day. as each of them have their own pros and cons. and gives them the freedom to take their own decisions. the leader is supreme and takes all the powers in his own hands. That was a significant bit of information on the autocratic leadership style. wherein the leader has all the decision making powers in his hand. such autocratic leaders do not enjoy a mass following among their employees. organizational and applied psychology. include The autocratic style. each of these concepts are . While the positives of autocratic leadership style can result in successful outcomes. Basically autocratic leadership can work wonders for the organization when decision making has to be quick and during some crisis. identified three different styles of leadership. Each of these three styles. authoritative personality to a certain extent is must. all comes down to the character traits of a leader. also known as authoritarian style.

In terms of directive autocratic leadership style the leader makes decision on his own. but gives his subordinates ample freedom to execute the tasks . is a bit more lenient as the leader takes decisions unilaterally. on the other hand. Autocratic leadership is broadly categorized into two types .directive and permissive. on the basis of how the leader functions. allots some tasks for his subordinates and monitors his subordinates.separated by some distinct elements in them. The permissive autocratic leadership style.