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Tamilnadu Samacheer Kalvi 12th Commerce Solutions Chapter 11 Employee Selection Process
Students can score good marks in the exam by preparing with Samacheer Kalvi Class 12th Commerce Solutions Chapter 11 Employee Selection Process Questions and Answers. Your efforts can give you good results when you have the best resources. Samacheer Kalvi Class 12th Commerce Solutions Chapter 11 Employee Selection Process is the best resource to learn Commerce. Have the best learning with Chapterwise Tamilnadu State Board Class 12th Commerce Solutions to have the best future ahead.
Samacheer Kalvi 12th Commerce Employee Selection Process Textbook Exercise 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.
Wfifich of the following orders is followed in a typical selection process? .
(a) application form test and or interview, reference check 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) Recruitment
(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 Selection process
(d) None of the above
Answer:
(b) First step in Selection process
Question 11.
Scrutiny of application process is the
(a) Locating candidates
(b) Determinining the suitable of the candidates
(c) preparing employees for training
(d) None of the above
Answer:
(b) Determinining the suitable 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:
(d) 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 organisation.
Question 2.
What is an interview?
Answer:
According to Scott and others, “an interview is a purpose full 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 one of psychological tests, that are designed to measure a variety of mental ability, the individual capacity of a candidate.
- The main aim of these tests is to obtain an idea of the person’s intellectual potential.
Question 4.
What do you mean by test?
Answer:
Several tests are conducted in the selection process to ensure whether the candidate possesses the necessary qualification to fit into various positions in the organization.
Question 5.
What do you understand about biodata?
Answer:
Most of the Public sector undertakings Recruitment boards supply applications forms for selection of jobs. In this form, the candidate fills the details about family background, educational qualifications, experience, co-curricular activities.
Question 6.
What do you mean by placement?
Answer:
- The process of placing the right man on the right job is called “placement”.
- Placement is a process of assigning a specific job to each and every candidate selected.
III. Short Answer Questions
Question 1.
What is a stress interview?
This type of interview is conducted to test the temperament and emotional balance of the candidate interviewed. The interviewer deliberately creates a stressful situation and tries to assess the suitability of the candidate by observing his reaction and response to the 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 and only these questions are asked in the interview.
- Ultimately interviewees are ranked on the basis of scores earned by the candidate in the interview.
- This method is also called “Guided” or “Planned interview”.
Question 3.
Name the types of selection tests?
Answer:
Selection tests are of two types: Ability Tests and Personality Tests. Ability tests can further be divided into aptitude tests, achievement tests, intelligence tests, and judgment tests. Personality tests can further be divided into interest tests, personality inventory tests, projective tests or thematic appreciation tests, and aptitude tests.
Question 4.
What do you mean by achievement test?
Answer:
- This test measures a candidate’s capacity to achieve in a particular field.
- This test measures a candidate’s level of skill in certain areas, accomplishment, and knowledge in a particular subject.
- The regular examination conducted in educational institution represents achievement
- It is also called “Proficiency lest”.
- (e.g) A teacher candidate may be asked to give a demonstration.
Question 5.
Why do you think the medical examinations of a candidate is necessary?
Answer:
The last technique used in the selection process is a medical examination. This is the most important step in the selection because a person of poor health cannot work competently and any investment on him may go waste if he/she is unable to discharge duties efficiently on medical grounds.
Question 6.
What is an aptitude test?
Answer:
An Aptitude Test is a test to measure the suitability of the candidates for the post/role. It actually measures whether the candidate possesses a set of skills required to perform a given job. It helps in predicting the ability and future performance of the candidate.
Question 7.
How is the panel interview conducted?
Answer:
- Where a group of people interviews the candidate, it is called a “panel interview”.
- Usually, Panel comprises chairperson, subject experts, psychological experts, representatives of minorities Or 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.
- Each and every member awards marks for the candidate separately.
- In the end, the marks awarded by all the members are aggregated and the candidates have ranked accordingly.
- It ensures more reliability in the selection of candidates.
Question 8.
List out the various selection interviews.
Answer:
The interview represents a face to face interaction between the interviewer and the interviewee
- Preliminary Interview
- Structured Interview
- Unstructured Interview
- In-depth Interview
- Panel Interview
- Stress Interview
- Telephone Interview
- Online Interview
- Group interview
- Video Conference Interview
Question 9.
List out the significance of placement.
Answer:
The significance of the placement is as follows:
- It improves employee morale.
- It helps in reducing employee turnover.
- It helps in reducing conflict rates or accidents.
- It avoids misfit between the candidates and the job.
- It helps the candidate to work as per the predetermined objectives of the organization.
IV. Long Answer Questions
Question 1.
Briefly explain the various types of tests.
Answer:
Several tests are conducted in the selection process to ensure whether the candidate possesses the necessary qualifications.
A. Ability Test: Ability test may be divided into:
- Aptitude Test: Aptitude test is a test to measure suitability of the candidates for the post.
- Achievement Test: This test measures a candidate’s capacity to achieve in a particular field.
- Intelligence Test: Intelligence test is designed to measure a variety of mental ability, individual capacity of a candidate.
- Judgment Test: This test is conducted to test the presence of mind and reasoning capacity of the candidates.
B. Personality Test: It refers to the test conducted to find out the non-intellectual traits of a candidate. It can be further divided into:
- Interest Test: The interest test measures a candidate’s extent of interest in a particular area.
- Projective Test: This test measures the candidate’s values, the personality of the candidate.
- Attitude Test: measures candidate’s tendencies towards the people, situation, action and related things.
Question 2.
Explain the important methods of the interview.
Answer:
Preliminary Interview:
- This interview is conducted to know the general suitability of the candidates who have applied for the job.
- A team of experts conducts their interviews primarily to eliminate those who are unqualified and unfit candidates.
Structured Interview:
- Under this method a series of questions to be asked by the interviewer are pre-prepared and only these questions are asked in the interview.
- Ultimately the interviews are ranked on the basis of scores earned by the candidate in the interview.
- This is also known as “Guided” or “Planned interview”
Unstructured Interview:
- This is quite contrary to a structured interview.
- An atmosphere for free and frank interaction is created in the interview environments.
- No pre-prepared questions.
- Interviewers determine the suitability of the candidate based on response to the random questions raised in the interview.
Stress Interview:
- This type of interview is conducted to test the temperament and emotional balance of the candidate interview.
- The interviewer deliberately creates stressful situations 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.
Telephone Interview:
- Where the candidates live far away from organisation and find it difficult to attend preliminary interviews for various reasons.
- It is conducted to eliminate unfit and unsuitable candidates at the preliminary stage itself.
Online Interview:
This interview is conducted by means of the internet via Skype, we-chat, Google Duo, Viber, What’s App or Video Chat applications.
Panel Interview:
Where a Group of people interviews the candidate, it is called a panel interview.
Other Interview:
In-depth interview, Group Interview, and Video conference Interview.
Question 3.
Explain the principles of placement.
Answer:
Job first, Man Next:
- A man should be placed on the job according to the recruitments of job.
- There is no compromise on the requirements or qualifications of the job.
- “Job First, Man Next” should ‘be the principle of placement.
Job offer:
The job should be offered to the man based on his qualification.
Aware of the penalties:
The employee should also be made aware of the penalties if be or she commits a wrong or lapse
Terms and Conditions
The employee should be made conversant with conditions and culture prevailing in the organisation and all those things relating to the Job.
loyalty and Co-operation:
- When placing new recruit on the job, one effort should be made to develop a sense of loyalty and cooperation in him
- So that he or she may realise his or her responsibilities better job and organisation.
Samacheer Kalvi 12th Commerce Employee Selection Process Additional Questions and Answers
I. Choose the Correct Answer
Question 1.
The types of Aptitude Test are
(i) Numerical Reasoning Test
(ii) Attitude Test
(iii) Vocabulary Test
(iv) Interest Test
(a) (i) and (ii)
(b) (i) and (iii)
(c) (i) and (iv)
(d) (ii) and (iii)
Answer:
(b) (i) and (iii)
Question 2.
Which one of the following is not correctly matched?
| (a) | In-depth interview | Skype |
| (b) | Online interview | Group of people interviews the candidate |
| (c) | Video conferencing interview | Level of knowledge |
| (d) | Telephone interview | Face to face interview |
Answer:
(d) Telephone interview – Face to face interview
II. Very Short Answer Questions
Question 1.
What is verbal reasoning test?
Answer:
It measures the candidate’s ability to comprehend the written text and ability to arrive at a factual conclusion from the written text.
Question 2.
Write a note on the attitude test.
Answer:
Attitude test measures candidate’s tendencies towards the people, situation, action, and related things. For example morale study, values study, etc.
III. Short Answer Questions
Question 1.
Why do you think the medical examinations of a candidate is necessary?
Answer:
This is the most important step in the selection because a person of poor health cannot work competently and any investment in him may go waste if he or she is unable to discharge duties efficiently on medical grounds.
It determines an applicant’s physical ability to perform a specific job.
The main purpose of medical examination is to find out
- Physical fitness of the candidate under selection to the job concerned.
- To protect the existing employees of business organisation from the infections diseases likely to be spread by the candidate selected.
- To check excessive expenditure in the treatment of selected employees after placement.
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