Q.1 Discuss the factors affecting recruitment?

Ans: The recruitment Iunction oI the organizations is aIIected and governed by a mix oI various
internal and external Iorces. The internal Iorces or Iactors are the Iactors that can be controlled
by the organization. And the external Iactors are those Iactors which cannot be controlled by the
organization. The internal and external Iorces aIIecting recruitment Iunction oI an organization
are:









The internal Iorces i.e. the Iactors which can be controlled by the organization are:
O RECRUITMENT POLICY
The recruitment policy oI an organization speciIies the objectives oI recruitment and
provides a Iramework Ior implementation oI recruitment programme. It may involve
organizational system to be developed Ior implementing recruitment programmes and
procedures by Iilling up vacancies with best qualiIied people.

Factors affecting recruitment policy:

O &AN RESO&RCE PLANNING
EIIective human resource planning helps in determining the gaps present in the existing
manpower oI the organization. It also helps in determining the number oI employees to
be recruited and what qualiIication they must possess.
O $IZE OF THE FIRM
The size oI the Iirm is an important Iactor in recruitment process. II the organization is
planning to increase its operations and expand its business, it will think oI hiring more
personnel, which will handle its operations.

2. CO$T
Recruitment incur cost to the employer, thereIore, organizations try to employ that source
oI recruitment which will bear a lower cost oI recruitment to the organization Ior each
candidate.

3. ROWTH AND EXPAN$ION
Organization will employ or think oI employing more personnel iI it is expanding it`s
operations.

The external forces are the forces which cannot be controlled by the organisation. The major
external forces are:
1. SUPPLY AND DEMAND
The availability of manpower both within and outside the
organization is an important determinant in the recruitment
process. If the company has a demand for more professionals
and there is limited supply in the market for the professionals
demanded by the company, then the company will have to
depend upon internal sources by providing them special training
and development programs.

LABOUR MARKET
mployment conditions in the community where the organization is located will influence the recruiting
efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal
attempts at the time of recruiting like notice boards display of the requisition or announcement in the
meeting etc will attract more than enough applicants.
MAGE / GOODWLL
Image of the employer can work as a potential constraint for recruitment. An organization with
positive image and goodwill as an employer finds it easier to attract and retain employees than an
organization with negative image. Image of a company is based on what organization does and
affected by industry. For example finance was taken up by fresher MBAs when many finance
companies were coming up.
3. POLTAL-SOAL- LEGAL ENVRONMENT
Various government regulations prohibiting discrimination in hiring and employment have
direct impact on recruitment practices. For example, Government of India has introduced
legislation for reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. Also, trade unions play important role in recruitment. This restricts
management freedom to select those individuals who it believes would be the best performers.
If the candidate cant meet criteria stipulated by the union but union regulations can restrict
recruitment sources.

4. UNEMPLOYMENT RATE
One of the factors that influence the availability of applicants is the growth of the economy
(whether economy is growing or not and its rate). When the company is not creating new
jobs, there is often oversupply of qualified labour which in turn leads to unemployment.

5. OMPETTORS
The recruitment policies of the competitors also effect the recruitment function of the
organisations. To face the competition, many a times the organisations have to change their
recruitment policies according to the policies being followed by the competitors.
".3 Write a note on 360 degree appraisal method.
Ans: 360 degree performance appraisal represents the technique developed to improve performance at our work
spot. Generally, 360 degree performance appraisal is considered a human resources mechanism to examine a
company's human potential.There are a number of strategies which are used to evaluate how effective are the
personnel at work. There is a particular method by which each employee can obtain anonymous feedback from
colleagues, and this technique is often called 360 degree feedback.
360 degree performance appraisal as well includes a method that is also known as self-assessment.The answers are
interpreted based on a scale and the result stands for the perception collaborators have on a certain
employee.Regarding the efficiency of these techniques, 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, 360 degree performance appraisal method is extremely helpful because it identifies the weak and
strong points each employee has at his work place. Thus, it becomes more simpler to discover the positive factors
and improve the negatives ones.The 360 degree performance appraisal method also includes preparation.
* wide field of assessment methods
There is absolutely a wide spectrum of traditional to up to date 360 degree performance appraisal techniques.Human
resources, the division in charge with the assessment subject, may choose the most efficient procedure for its
company.n the traditional 360 degree performance appraisal, superiors are the ones who evaluate you.But this type
of evaluation calls for a high degree of subjectivity.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, they may
outsource the service because there are enough specialized firms ready to be employed.
* 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.Lack of time and high cost of this technique can be a barrier for smaller companies.The firms
who will most benefit from this method are those which have many employees.
* subjectivity versus neutrality


This opposition causes lots of debates about 360 degree performance appraisal method. t is thought to have a high
amount of subjectivity when superiors have to assess their subordinates but the highest degree seems to be on the
same level in the hierarchy. Competition between coworkers make this assessment not very objective.A good thing is
the secrecy of these assessments.
The 360 degree performance appraisal is very important for firms and specially for managers.t doesn't focus on
certain particular abilities employees have on the job, but rather displays the effectiveness level of a certain
company.t is a development tool for both collective and individual levels.





Q.6 Write a note on directive, permissive and participative type of leadership.
Ans: irective Leadership
irective Leadership is a common Iorm oI leadership we see in the world today. This leader tells
the subordinate what to do, and how to do it.
e initiates the action about the things to do and and tells subdorinates exactly what is expected
oI them, speciIying standards and deadlines. They exercise Iirm rule and ensure that subordinates
do Iollow.
This kind oI leaders are usually Iound in more traditional and long standing companies where the
prevalent culture in the country is a more authoritarian type oI rule, and especially so in Asian
countries.
Employees in these organizations will Iind it hard or sometimes even Irustrating to work there.
This is because when a leader behaves in such a way, it restricts the potential oI individuals in
the organization by not valuing their creativity and initiative.
As a leader, you must strive not to become like that because this is how you manage` people.
But people don`t want to be managed, they want to be lead.
owever, oI course there are some cases where this Iorm oI leadership is important, like in the
military where strictness and accuracy in perIorming tasks is oIten a virtue.
owever, Ior most other cases, I believe that this Iorm oI leadership in this day and age is
counter-productive.
Participative Leadership
A participative leadership style takes into consideration the opinions and thoughts oI the
subordinates beIore making a decision.
This type oI leader is useIul especially in situations where you can tap on the talent oI your team.
&ltimately, you may not be the most equipped in your team to handling situations so you might
want to make a collective decision with your team.
A board oI directors oIten behave in this Iashion, where beIore a decision is made, the whole
board is consulted and then a decision be made unanimously.
The responsibility oI the decision will be bore by the whole team as a result.
To have skills as a leader in this area, you must have the skill oI Iacilitation; to learn how to
Iacilitate discussion and idea generation in a group.
Sometimes people don`t speak up Ior various reasons and your job as a leader in this case is to
draw everyone to speak up so that you can tap on everyone`s thoughts and potential.
This is important because everyone must be willing to bear equal responsibility Ior a decision
that is put Iorward.
Permissive leadership
Permissive Leadership is really about letting people choose their path; might be either
right or wrong. At least let them try it out, unless their choices hurt the business real bad.
The end-result of the PL working style is found to be more effective is getting the best out
of people. $o what exactly does Permissive Leadership do for business? It ensures:

- A constant flow of Creative Ideas is guaranteed when folks are given freedom at work
- More than 100 effort goes into work when you let people do their thing
- oing beyond ~Line-of-Duty becomes just a way of life at work
- Employee confidence levels are at an all time high
- Recognizing future leaders gets easier, so does your succession planning! $erves as
a Platform to generate newer ideas for the product/project