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Talent Acquisition & Development V4

Assignment A

1 As HR manager, would you prefer make or buy strategy for talent managent for
your organization. State suitable justification for your option.
2 Explain the Idea of Multi-Skill working as the recent trend in HR Management
3 Talent acquisition could be eaiser than retention. Evaluate the sentence
4 For the three primary causes of voluntary turnover (desirability of leaving,
ease of leaving, alternatives), might their relative importance depend on the type
of
employee or type of job? Explain.
5 Which of the costs and benefits of voluntary turnover are most likely to vary
according to type of job? Give examples.
6 Explain the reason why job analysis is important to an organization. Define
and discuss the relationship among job analyis, job description and job
specification.
7 Why should an organization seek to retain employees with performance or
discipline problems? Why not just fire them?
8 Discuss Kirkpatic model of training evaluation.

Assignment B

Modern Machining Works is a manufacturing unit with total strength of 50 workers

grouped in e few sections or departments . Ram rao Deshmukh is working there for
the last twenty five years as a technician in Section ( I ) . He knows all the
activities there . He is sincere and efficient .
Considering all this , company made him Production officer in-charge for his
section ( I ) and section ( II ) . Initially he felt satisfied and rewarded . But
later on he started feeling difficulties . While he was confident about all aspects
of Section I .. men , machines , processes , he was not familiar with section II
which made him feel inferior. Also , section II was on upper floor. Running about
and going up-and down made him tired . As such he started remaining in Section I
only on the pretext of some urgent work. Also he started remaining absent under the
excuse of sickness.
His happiness on account of promotion was fading out .

Answer Section
Q.No 1: Should Ram rao decline the promotion and request the management to let him
resume his earlier position ?
Q.No 2: Should the production manager follow recent Trend of employing only highly
qualified persons?
Q.No 3: What should be the approach of Ram rao for success ?

Assignment C

1. In talent management end to end process, workforce compensation management

leads to
(A): succession planning
(B): performance management
(C): learning management systems
(D): e-recruiting
2. Professional competence and consistency is exhibited by
(A): effective mentors
(B): performance manager
(C): appraisal manager
(D): none of above 3. Modifying selection procedures for senior employees is a
step towards
(A): keeping retirees
(B): keeping employees
(C): retirement benefits
(D): talent management

4. Process of attracting, selecting, training and promoting employees through a

particular firm is called
(A): phased retirement
(B): preretirement counseling
(C): talent management
(D): modifying selection procedure
5. In talent management end to end process, workforce and succession planning
leads to
(A): compensation management
(B): performance management
(C): learning management systems
(D): e-recruiting
6. Coordination of workforce acquisition is futile part of
(A): phased retirement
(B): pre-retirement counseling
(C): talent management
(D): modifying selection procedure
7. In career development focus, matching job and individual competencies is part
of
(A): training and development
(B): performance appraisal
(C): recruiting and placement
(D): compensation and benefits
8. Offering flexible part-time work, to retirement age senior employees is a
technique to
(A): keep retirees
(B): keep employees
(C): retirement benefits
(D): talent management
9. People having social work as their careers are classified as
(A): realistic orientation
(B): investigative orientation
(C): social orientation
(D): artistic orientation
10. Career stage, in which person age is between 45 and 65 is concluded as
(A): exploration stage
(B): growth stage
(C): midcareer crisis sub stage
(D): maintenance stage
11. Loss of customer contacts, break-in time of employees and unfamiliarity with
products of organization are classified as
(A): separation costs
(B): productivity costs
(C): training costs
(D): hiring costs
12. Exit interview time, expenses of unemployment and legal fees of challenged
separations are classified as
(A): training costs
(B): Hiring cost
(C): separation cost
(D): productivity cost
13. Recruiting expense, relocation costs and employment testing costs are
classified as
(A): separation costs
(B): productivity costs
(C): training costs
(D): hiring costs
14. Kind of interviews taken place in organizations to ask about possible reasons
leads to job turnover are classified as
(A): employee firing interviews
(B): transfer interviews
(C): termination interviews
(D): exit interviews
15. Number of employees separation during a specific period is divided by number
of employees at midmonth and is multiplied to 100 is used to calculate
(A): absenteeism rate
(B): satisfaction rate
(C): turnover rate
(D): employment rate
16. In Lewin organization change process, introduction of new attitudes and
behaviors is included in
(A): unfreezing stage
(B): moving stage
(C): refreezing stage
(D): nonmoving stage
17. Comparison of on-the-job behavior before and after training programs can be
classified as
(A): measuring reaction
(B): measuring learning
(C): measuring behavior
(D): measuring result
18. Training technique, which allows trainees to solve problems and work in
different departments is called
(A): job rotation
(B): action learning
(C): lifelong learning
(D): management development
19. Changing process in which change is formulated and implemented by employees
is called
(A): organizational development
(B): organizational change
(C): lewin change process
(D): Maslows change hierarchy
20. A systematic method to teach skills for job while presenting facts and
getting feedback is called
(A): job rotation
(B): off job training
(C): job instruction training
(D): programmed learning We Also Provide SYNOPSIS AND PROJECT.
21. _____ is attributing our own thoughts and feeling to others.
(A): Stereotyping
(B): Halo effect
(C): Projection
(D): All of the above
22. Which of these is one of the six habits that distorts the communication
process?
(A): Dismissing a subject prematurely as uninteresting
(B): Message can be understood in different ways
(C): Failure of mechanical equipment
(D): None of the above
23. Safe, efficient and effective practices necessary for smooth and lawful
business operations are classified as
(A): retaliation necessity
(B): business necessity
(C): disparate necessity
(D): All of the above
24. Most flexible type of training in which employees are trained while
performing tasks and responsibilities associated with job is classified as
(A): informal training
(B): formal training
(C): on job training
(D): off job training
25. One of development technique in which trainees are placed at immediate staff
positions under manager is classified as
(A): learning organization
(B): assistant to positions
(C): online development
(D): coaching
26. Which of these is the purpose of recruitment?
(A): Make sure that there is match between cost and benefit
(B): Help increase the success rate of the selection process by reducing the number
of visibly underqualified or over qualified job applicants
(C): Help the firm create more culturally diverse work force
(D): None of the above
27. The poor quality of selection will mean extra cost on _______ and
supervision.
(A): Training
(B): Recruitment
(C): Work Quality
(D): None of the above
28. Which of these is the most important external factor governing recruitments?
(A): Sons of soil
(B): Labour market
(C): Unemployment rate
(D): Supply and demand

29. While recruiting for non managerial, supervisory and middle management
positions which external factor is of prime importance?
(A): Political Legal
(B): Unemployment rat
(C): Labour market
(D): Growth and Expansion
30. What is the natural perception of people on the process of recruitment and
selection?
(A): Positive
(B): Negative
(C): Both positive and negativeq
(D): None ot the above
31. __________ is the process of forecasting an organisations future demand for,
and supply of, the right type of people in the right number
(A): Human Resource Planning
(B): Recruitments
(C): Human Resource Management
(D): Human Capital Management
32. Which of the following factors state the importance of the Human Resource
Planning?
(A): Creating highly talented personnel
(B): International strategies
(C): Resistance to change and move
(D): All of the above
33. A process that is used for identifying and developing internal people with
the potential to fill key business leadership positions in the company is called
______.
(A): Highly talented personnel creation
(B): Investing in human resource
(C): Succession planning
(D): None of the above
34. Which of the following option is not the factor that hinders with the human
resource planning process?
(A): Type and quality of forecasting information
(B): Time horizons
(C): Environmental uncertainties
(D): Unite the perspectives of line and staff managers
35. What is the major issue faced while doing personal planning?
(A): Type of information which should be used in making forecasts
(B): Types of people to be hired
(C): Multiple positions to be filled
(D): All of the above
36. Which of these factors is not included in environmental scanning?
(A): Political and legislative issues
(B): Economic factors
(C): Technological changes
(D): None of the above
37. ____ is the process of estimating the quantity and quality of people required
to meet future needs of the organisation.
(A): Demand forecasting
(B): Supply forecasting
(C): Environmental forecasting
(D): None of the above
38. Through test measuring for Checking what we intended is known as
(A): Test validity
(B): Criterion Validity
(C): Content Validity
(D): Reliability
39. An underlying talent management components in software suites are
(A): e-recruiting
(B): e-training
(C): performance reviews and rewards
(D): All of the above
40. A manager have line or staff authority is determined by
(A): person in charge
(B): Name of person in charge
(C): type of department
(D): nature of relationship

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