Assessment Front Sheet

IMPORTANT: Your assignment will not be accepted without the FRONT SHEET.
Campus: Bangalore Stream: Business
Level: ACL-II Year/Semester 2010 / 2nd Sem

Module Name: HRCEE Assignment Type: Weekly Assignment

Student’s Name: Rajeev Agali Assessor’s Name: M.A Menon

Reqd. Submission
Issued on:
Date:
Actual Submission Date: Submitted to :
Higher Level Skills
Students are expected to develop the following skills in this assignment:
• Cognitive skills of critical thinking, analysis and synthesis.
• Effective use of communication and information technology for business applications.
• Effective self-management in terms of planning, motivation, initiative and enterprise.
Certificate by the Student:
Plagiarism is a serious College offence.
I certify that this is my own work. I have referenced all relevant materials.
________________________
(Student’s Name/Signatures)
EXPECTED OUTCOMES Assessment Criteria – To achieve each outcome a student Achieved
must demonstrate the ability to : (Y/N)
Describe the process of recruitment and Meaning of recruitment and selection. Explain both the
selection process for the manufacturing company.

Explain the process of gathering Clear understanding of Job Description and

information about the job specification.

Explain the theories of motivation Understand how managers use these theories to
motivate and make people be satisfied in the
organization

Assignment Grading Summary (To be filled by the Assessor)

Achieved Yes/No
Grades Grade Descriptors
(Y / N)
P A Pass grade is achieved by meeting all the requirements defined.
M1 Identify and apply strategies to find appropriate solutions.
M2 Select/design and apply appropriate methods/techniques.
M3 Present and communicate appropriate findings.
D1 Use critical reflection to evaluate own work and justify valid conclusions.
D2 Ability to anticipate and solve complex tasks in relation to the assignment.
D3 Demonstrate convergent, lateral and creative thinking.

OVERALL ASSESSMENT GRADE:

TUTOR’S COMMENTS ON
ASSIGNMENT:
SUGGESTED MAKE UP PLAN
(applicable in case the student is asked to re-do
the assignment)
REVISED ASSESSMENT GRADE
TUTOR’S COMMENT ON REVISEDWORK (IF
ANY)
Date: Assessor’s Name / Signatures:
Questions:

1. You are starting a new manufacturing company. What phases would you go through to select your
employees?

2. What is job analysis? How can you make use of the information it provides?

3. Briefly explain the following theories of motivation:

• Maslow’s Model

• Herzberg’s Theory

• Theory X & Theory Y

1.There are few one-size-fits-all assessments. Most tests are

specific to a certain skill set, job role, or ability. There are also a
wide range of assessment products available to help employers
test for skills in customer service, retail, management,
mechanical ability, honesty, dexterity, safety habits, office skills,
computer skills and more. If you know what skills your
employees require, then you know what type of tests you need to
use to evaluate them.
Sometimes it is necessary to combine a number of tests to
accurately measure everything that you want
Consider...
• What do I need to know about the applicant before I hire
them?
• What skills must I ensure that they have before I offer them
employment?
Example scenarios...
• To determine which one of several candidates would be a
good team leader, administer a team leading or leadership
skills test.
 • When hiring for an entry level position, consider tests that
measure honesty, tenure, attitudes towards supervision or
reading/math ability.
Test for specific skills
There are a wide range of assessment products available to help
employers test for skills in customer service, retail,
management, mechanical ability, honesty, dexterity, safety
habits, office skills, computer skills and more. If you know what
skills your employees require, then you know what type of tests
you need to use to evaluate them.
Types of Tests
Basic Skills Tests
Basic skills tests measure skills that should reasonably be
expected for most employees, regardless of their position. These
are usually the sort of skills that people obtain in everyday
life, elementary school, or high school.
The importance of test validation...
As part of the test development process, any test or assessment
tool offered must be validated to ensure that it is accurate,
reliable, and legal for use.
Find our more validity and reliability, read our article in the
Tests: Articles About Tests & Testing section.
Basic skills might include...
• Reading
• Arithmetic
• Measurement
• Problem solving
• Decision making
• Reasoning
• Vocabulary
• Checking accuracy
Aptitude Tests
Aptitude tests measure a person's ability to learn jobs, perform
successfully in training, or assess current skill levels, i.e. general
mechanical aptitude. These tests can help to select entry-level
workers by measuring their general knowledge and natural
ability.
Aptitude tests are not usually used to measure specific
knowledge; however, some are more specific:
• Mechanical aptitude tests measure practical knowledge in
mechanics and such things as physics, science and tools.
They can be used as an indicator of a person's ability to
learn mechanical concepts.
• Electrical aptitude tests measure practical knowledge in
science, abstract thinking, mathematics, physics, and logic.
They can be used as an indicator of a person's ability to
learn electrical concepts.
• MultiCraft aptitude tests would be a measure of both
mechanical and electrical capabilities.
Skill Tests
Skill tests are generally task- or job-specific. Tests have been
developed to help test a person’s ability to perform a specific set
of tasks or skills.
These tests measure things like...
• Microsoft Word
• customer service ability
• pharmacy skills
• sales ability
• welding ability
• warehouse skills
• etc.

Personality Tests
Personality tests are designed to help assess aspects of a person's
character that remain stable throughout that person's lifetime, the
individual's character pattern of behavior, thoughts, and feelings.
In other words, a person's "usual" or normal personality traits;
the behaviours or values that make them who they are.
Although these tests are generally very accurate, personality
tests are not usually recommended or legal for use as pre-hiring
assessments. Most employment laws demand that only those
skills that can be proven to be requirements for success in a
particular position may be tested.

2. Job Analysis is a process to identify and determine in detail

the particular job duties and requirements and the relative
importance of these duties for a given job. Job Analysis is a
process where judgements are made about data collected on a
job.
What Aspects of a Job Are Analyzed?
Job Analysis should collect information on the following areas:
• Duties and Tasks The basic unit of a job is the
performance of specific tasks and duties. Information to be
collected about these items may include: frequency,
duration, effort, skill, complexity, equipment, standards,
etc.
• Environment This may have a significant impact on the
physical requirements to be able to perform a job. The
work environment may include unpleasant conditions such
as offensive odors and temperature extremes. There may
also be definite risks to the incumbent such as noxious
fumes, radioactive substances, hostile and aggressive
people, and dangerous explosives.
• Tools and Equipment Some duties and tasks are
performed using specific equipment and tools. Equipment
 may include protective clothing. These items need to be
specified in a Job Analysis.
• Relationships Supervision given and received.
Relationships with internal or external people.
• Requirements The knowledges, skills, and abilities
(KSA's) required to perform the job. While an incumbent
may have higher KSA's than those required for the job, a
Job Analysis typically only states the minimum
requirements to perform the job.

People do things for certain motives. Abraham Maslow with his theory of motivatio
identifies different stages and forms of motives which will motivate people in differe
stages of their lives. This theory also presents a relationship between these needs.
These needs are presented in a hierarchy. The higher level needs will be activated
when the lower level needs are satisfied according to Maslow. The figure below
presents the Maslow’s hierarchy of needs.

Maslows theory

The lowest level of need for anyone is known as Physiological needs. This represent
the requirement for food, shelter, water etc. certainly anyone can not exists without
fulfilling these primary requirements. When people have a requirement falls into this
category they are motivated with for that. For an example if someone is in hunger he
will be motivated for food.
When people satisfy their need for these basic stuff in life, they can no longer be
motivated with them. People can be motivated with the safety needs of these people.
That is people will be motivated for the consistency and safety. For an example when
people have a job and when they can get food and shelter and other basic needs, they
will look for the job security. Maslow explains this as the safety need.
When people feel secure and their basics are sorted out they want to be in groups and
they develop their need for affiliation. Here people will be motivated with good
neighborhood, friends and family.
According to Abraham Maslow, people would like to be respected. This is may be w
people go for politics and social services after they feel they have achieved things the
want to achieve personally. This is known as esteem needs of people.
Everyone has a dream in theory life. This is the ultimate expectation of people. This
will be highly subjective and will be different to person to person. This will motivate
people when they achieve the esteem need. This is called the self actualization need.
When it comes to business, it is important to understand what people want before we
try to motivate them. This theory gives good guideline to this. For an example, peopl
will not be motivated with money after they feel they have fulfilled their requiremen
which can be fulfilled with money. Then they should be motivated with other means