Recruitment Selection and Retention Assignments Question 1: “Job analysis is basically a process of data collection”, Discuss. Also point out the sources of job information, and the seven basic areas in which job analysis provides information. Answer: Job analysis by definition is a step by step specification of an employment’s position’s requirements, functions and procedures. It can also be defined as a process used to collect information about the duties, responsibilities, necessary skills, outeomes, and work environment of a particular job. Much data as possible is needed to put together a job description, which is one of the ontteomes of job analysis the latter being Job Specification. Job analysis is very important as it will provide valuable information which a company needs to thrive. Without such information, the company cannot come up with strategies to help develop HR policies and procedures. By gathering relevant data, a company can: Hire and select the right people for the job. 2, dudges relative worth of jobs in the company. 3. Reduce personnel costs and streamline work processes. 4, Increase productivity and employee empowerment. 5. To set standards for goals, objectives, Performance Appraisal, methods for training. Sources of job information can be categorized under 2 types: 1. External sources - information coming from a competitor (job description and specifications, online via internet) 2. Internal sources - Interview questionnaires, HRIS, existing job descriptions, records, plans/manuals and subject matter experts (SMEs).Job analysis provides information on the following areas: Work Activities - data gathered from this area is taken from actual work done by the employee. Human behavior - details collected on employee's decision making, writing and other soft skills capabilities. Included also are the specific human demands/limitations for jobs. Machine, tools, equipments and work aids used — specifies collected on how products were manufactured, processed, any knowledge applied to, and other services rendered. Performance standard - details on job specifics to which an employee is likely to be evaluated from, Information is them gathered for analysis to determine if current settings are attainable and fair. Job context - Included in this area are working conditions, work schedule, employee - management (vice versa) interactions. Human requirements - basically the job specifics and applicant profiles needed for a particular taskfjob. Question 2: “Job deseription” and job specification’ are the twin products of job analysis”. Discuss. Also point out the process of job description. Answer: Job description and specification are by-products of Job analysis. In ‘the course of the analysis, the person-in-charge (PIC) can determine specific criterion to come up with an applicant profile that wil fit just right for a job/position. ‘Once the position has been filled and new hire starts, the job description will act as a Guide for the newly hired employee on his/her duties and responsibilities. This will also include reporting structure and other information relating to the performance of his/her tasks, ‘To summarize, Job description maps out the day to day activities of an employee, ‘what equipments, tools and paraphernalia he/she will be using. Itis also indicated the report/group structure to which an employee belongs to. While the job specification entails the human qualifications for recruitment evaluation. ‘The process for job description starts with the drafting of one, wherein the job summaty is laid out first so the new hire can understand the basic purpose ofthe job and the general nature and level of work being performed. Following this would be a task list that is considered to be of primary importance to get the job done, Please note however, that job description is not an exhaustive list of every task an employee performs. Other tasks which deemed not important are discussed in procedure manuals or work instructions. Finally, the qualifications summary.is also included to ensure that the minimum requirements in terms of Educational attainment, work experience, certifications are met. Occasionally, the company undergoes changes in its structure and job tasks that warrant revision of the Job description to make sure employees are updated. Question 3: Do you agree that job specification is the statement of minimum acceptable human qualities necessary to-perform a job properly? Yes or no, why? Also throw light on the contents of job specification for the posts of HR Manager to be recruited in an organization employing 5000 employees. Answer: Yes. Job specification ean be justified as the minimum acceptable human qualities which help the employee in the performance of their jobs and that they do it effectively. The qualities indicated in the job specification correlates to that of the existing job description for a particular position. Job specifications for an HR Manager Job Summary - Plan, activities of the company to ma ct and coordinate Human Resource Management imize the strategic use of Human Resources and maintain functions such as employee compensation, recruitment, personnel policies and regulatory compliance.‘Tasks: Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. + Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. + Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes + Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. + Plan and conduct new employee orientation to foster positive/attitude toward organizational objectives. + Identify staff vacancies and recruit, interview and select applicants. + Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations, + Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization. Represent organization at personnel-related hearings and investigations. Administer compensation, benefits and performance management systems, and safety and recreation programs Qualifications: + Graduate of MBA or HR related post graduate studies. * Good organizational and people skills + Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. +Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. + Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. 2 Mi imum of 10 years experience in Human Resources, 4 years in a managerial position,Question 4: Identify the main stages the process of selection, especially if the candidates have to be selected for the posts of Vice President (HR) and Sr. Vice President (HR). Answer: Screening of applications - is the first step in the selection process. This will help the recruiter evaluate the submitted CV and application form of job seekers and shortlist qualified ones. Psychometric examinations - applicants are asked to undergo several examinations to measure an applicant's abilities. This will help in the selection. process to determine who among the applicants is better suited for the position, Exams can either be Objective or Subjective types. Most companies prefer to use a combination of the two for better understanding of their shortlisted applicants, Interviews - this is perhaps the one of the most important stage in the selection process especially for upper management positions. Most of the interviews conducted for these positions are done thru a panel interview. This stage gives the company representatives a unique perspective to an applicant wherein which no test can provide. Checking of charaeter references - reference checks are done prior or after the interview. Prior, to determine if the applicant had any negative records and to check how they worked in their previous company or after the interview to confirm applicant's statements during the interview. Physical Examinations - another important stage in the selection process. This will help determine if the applicant is fit and healthy to perform their duties. Generally, for top management posts, an executive check up is conducted to fully ascertain the applicant's overall physical fitness. In some countries, an applicant undergoes physical examination if and when they were selected. Should they fail the physical; the second choice will be asked to undergo the examinations.Approval by appropriate authority ~ selection of qualified applicant after the panel has deliberated on the pros and cons of the applicants they have interviewed. Once they have selected the most qualified, they inform Recruitment or HR manager of their choice. The chosen applicant is then informed of the news and is asked to meet with HR for submission of requirements, work schedule and other pertinent matters. Placement - the last stage of selection, wherein the newly hired employee after completing all the necessary paperwork are placed on their jobs under a probationary status. This is also the period where their performance and overall work ethics are being strietly observed to determine regularization. Question 5: “In the present era of information technology, the role of internet in recruitment hardly needs any ¢laboration.” Justify the statement. Answer: Online recruitment has introdnced/afaster yet simple way of getting in tuned candidates to apply for any position in the company. People today are mor with technology that they tend go online to look for a job rather than read the Classified Ads. Companies and recruitment agencies have set aside a budget for online recruitment and made tie-ups with online job sites such as Job street and Jobs DB. The way the recruitment personnel post their vacancies thru the jobsites or internet is not rocket science as tutorials are readily available on how to do it. Some even offer to post it themselves which is included in their fee. They will also be the one to filter all applications sent to minimize screening time. It has been proven that E-Recruitment has improved the overall quality of candidates applying for a specific position. Also, large number of websites are available to set up a recruitment network for speciali positions that are normally hard to fill. Job postings and vacancies are easily search via the use of internet search engines (Google, Yahoo ete). Companies can breach long distances as the internet is not6 limited to regional or country lines. Many apply from different parts of the world and sometimes are more snited for the positions than other local applicants. Some may say that online recruitment has minimized recruitment costs as it needs few people to handle recruitment, online posting is relatively cheaper than posting in newspapers plus it can be viewed for a month in contrast to the newspaper that it is only printed one time. Subsequently, aside from posting of job vacancies, online testing can also be done at very minimal cost. A link can be provided wherein applicants ean take exams for sereening purposes. In addition to this, technology has developed and the employer bjjand has grown in importance presenting technical opportunities together with a greater need for employers to gather intelligence on candidate behavior to strengthen their attraction strategy which makes the Internet a useful mechanism to support thisAssignments - B Question 1: “Interviews are the most used, misused and abused tool in the process of selection”. Discuss. Also point ont the methods of interviewing. Answer: As interviews are used to determine how an applicant is suited for the position he/she is applying for making it an important tool in the selection process. Most used in the sense that interviews are conducted in all position levels either rank and file up to top management. Rarely can you apply for a job that does not include an interview. This can bring a lot of information about the applicant in terms of non verbal cnes, and if he/she really does have the right experience for the position. Companies place value of job interviews as a tool for selecting employees, where the aim of a job intervie ly to choose a candidate who will perform well in the job role. Interviews if not handled properly or if the person is not well versed to it can lead to misuse or abuse. In such a ease, the interview does not go well and the information gathered is not complete. Interview misuse is when the interview failed to carefully define the requirements and does not consider full set of knowledge skills and abilities. They tend to concentrate only to a small number of vaguely defined personal traits which is clearly not indicative of being qualified for the position. Further, it could lead to an applicant withdrawing their application. Asking inappropriate, non-relevant questions can be considered as misusing and abusing interviews. In many countries, employment equity laws forbid discrimination based on @ number of classes, such as race, gender, age, sexual orientation, and marital status, Asking questions about these protected areas in a job interview is generally considered discriminatory, and constitutes an illegal hiring practice. Furthermore, given the unstructured approach of most interviews they often have almost no useful predictive power of employee success which will later lead to poor produetivity/work ontput and attrition,‘Methods of Interviews: Behavioral interviews - common interview methodology which is based on the notion that a job candidate's previous behaviors are the best indicators of future performance. Case - an applicant is given a situation where there is a problem and is asked ‘to solve the situation to the best way he/she can. Stress - is where the employer uses a sticcession of interviewrs (one at a time or en masse) whose mission is to intimidate the candidate and keep him/her off-balance. The ostensible purpose of this interview: to find out how the candidate handles stress. Stress interviews might involve testing an applicant's behavior in a busy environment. Questions about handling work overload, dealing with multiple projects, and handling conflict are typical. ‘Technical - interview focuses on problem solving and elicits the creativity of the applicant to solve problems. ‘Telephone ~ used in initially assessing an applicant which is widely used in the Call Center or BPO companies. Question 2: What is meant by ‘Retention Management’? Also discuss in brief, the steps that need to be taken to retain people in the organization. Answer: Retention Management is an approach to come up with measures to minimize attrition and retain productive personnel. It is an important aspect to which current business leaders are very particular about, If a working retention scheme is in place, there would be fewer turnovers of personnel and absolutely no training expenses. HR usually takes the lead in coming up with a sound retention plan that will increase employee satisfaction and morale. As will make the workers stay longer with the company and be happy with their work. Talent-short market makes employee retention a must since it will be difficult to fill a position. Retaining employees involves understanding the intrinsie motivators of them which manyorganizations unable to identify. In this context organizations need to dig novel approaches to retain the most effective manpower. Several changes have been sought in most companies by their respective HR departments brought about by feedback from foens group discussions. Valuing employees is a very important factor realizing high E-sat value. This will make them feel secure and confident about their jobs and productivity. Improving work-life balance is another key to having a good retention management as this will give employees the insight that they enjoy their work and the achievement they get by doing it properly and efficiently. Communication is still the most important key in retention management as it conveys the message directly from management down to the rank and files. Flexible work arrangements - can include-flextime, compressed work weeks, job sharing, telecommuting, or reduced-time/part-time arrangements. Finding the right type can depend on the employee and the type of work being done. Communication - companies can be transparent to a certain degree without sacrificing confidentiality purposes. Proper communication from the top ‘management to the working class can ease out any tension or misunderstandings. If everything is carefully explained and conveyed properly, less questions, less doubts Tess trouble. Solid performance management plan - this step will benefit both employer and employee. ‘The employer by having a talented work force, constantly improving and enhancing skill sets. The employee, by getting salary incentives or reward when reaching a specific score or goal. ‘Training plans — companies can come up with training plans to enhance or improve a worker's skill set making him eligible to move up the ranks. This will lead to an experienced and contented officer. 10Question 3: Short notes on three topi @) Job analysis in a jobless world ) ‘The Decision Theory Approach (©) FIRO-B Answer: a) Job analysis in a jobless world. - stating that jobs now have evolved from basic or routine to diverse making job analysis a bit challenging. ‘Moving from specialized to enlarged jobs and also enriching them. This leads to additional number of activities for workers with the same level. Resigning of jobs increases the opportunities for the worker to experiences responsibilities, achievement and growth. Multi-tasking paves a way for more job opportunities rather than being stuck to a certain speciali b) The Decision Theory Approach. - Almost everything that a human being does involves decisions. Therefore, to theorize about decisions is almost the same as to theorize abont human activities . However, decision theory is not quite as all-embracing as that. It focuses on only some aspects of human activity. In particular, it focuses on how we use our freedom. In the situations treated by decision theorists, there are options to choose between, and we choose in a non- random way. Our choices, in these situations, are goal-directed activities. Hence, decision theory is concerned with goal-directed behaviour in the presence of options. ‘We do not decide continuously. In the history of almost any activity there are periods in which most of the decision-making is made, and other periods in which most of the implementation takes place. Decision-theory tries to throw ight, in various ways, on the former type of period. ©) FIRO-B - is a measuring instrument developed by William Schultz to measure or control how members of a small group interact if they are put together. It was based on his theory on interpersonal relations which mainly explains interpersonal relationship of a small group. This is built ona belief that 3 main interpersonal needs a small group needs to obtain: Affection /openness, control and inclusion nQuestion 1: How can Growing Minds attract the best applicants for job at its new retail outlets? On what groups, if any, should the company’s recruiting efforts focus? How should the reerui 1 be done? Answers: ‘The aim of recruitment programme is to attract the best people for the job that aid the recruiter by making a wide choice available in the market. ‘The correct procedure would be to develop a larger pool by tapping networks, involving external partners such as consultants, suppliers, ex-employees and customers and internal channels such as employee referrals, ‘The realistic job description can help find the right candidate with the right attitnde, skill match, and cultural fit who are likely to develop a long term bond with the organization. A good projection of values cherished by Growing mind, organizational culture, demands and expectation of the job will invite suitable applicants. A good job design and job analysis will send the right message and will invite applicants with a good organizational fit. The nature of the job demand service personnel to be patient, knowledgeable about children toys, and learning, sociable and engaging ete. ‘The above attributes can be found in particularly working women and middle age groups and who understand child psychology can match the above job requirements. ‘The company can also focus on personnel with similar prior experience, and the personnel with the right job fit. ‘The reernitment can be done with suitable competency modeling. It will help in identifying the knowledge, skill and attitude set to deliver the best performance in the job. Based on these, the selection criteria can be identified. Aptitude test and achievement test can help test job related knowledge and>proficiency of the applicant. “There can be situational test involving real time job challenges. ‘The interest test will help the company to identify and understand degree of interest a candidate has. Inventories of likes and dislikes in relation to work hobbies and recreational activities can provide'valuable information.Question 2: How should Growing Minds select the best candidates? What type of characteristics and measures should be used? Why? Answer: ‘The solution to selection of the best candidates lies in scientific approach to recruiting. ‘The growing mind should shift their focus to job based competencies rather than looking for settling for generic competencies. ‘The applicant should be evaluated based on the specific skill requirement necessary for the job. The characteristics and measures should reflect the importance of job content and job context as far as possible. It should be in congruence with the requirement of the job and specific skill set required. 1 t should look for team based competencies such as ability to work in effectively on a team, managing team dynamies, be open to new ideas and quickly embrace change, In this context the following tests can be used to select the candidate. Personality test- personality test helps in understanding the basic job related traits of an applicant. As the nature of job is demanding, and the required traits reflecting patience knowledge about children, toys, sociable, enthnsiastic and engaging etc. can be effectively evaluated with the help of an effective and customized personality test. It can assess the characteristics like individual's value system, emotions, maturity, self- confidence, conformity, impulsiveness or stability which are indispensable for the job in question. Achievement test- this would measure the job related proficiency and knowledge of the applicants. These tests are used to identify and select the best experienced candidates. It can consist of a work sample test to test the ability of the candidate to perform the job he is experienced in. There can be experiential test in which candidate can be asked to perform a few job related tasks. Situational test- Job related situation can be presented to the candidate in the form of group discussions, in basket exercise or simulated exercise, Interest test- If an applicant is genuinely interested in a job, he is likely to perform. better. It helps to identify and understand the degree of interest a candidate has in the given job. Finally there can be formal and structured interview to remove the scope of subjectivity. It should be based on thorough job analysis. The question to be asked should cover all areas related to the job and the applicant. The same question can’be asked to the entire applicant to help better evaluation.Question 3: How might Growing Minds address its retention problem? Answer: The industry today has become dynamic as well as turbulent, The retention of the employees is one of the major challenges today. The remedy to the problem has to be addressed right from the stage of recruitment and selection of candidates. The search for the right candidate should be an ongoing process. The growing Mind should review their talent requirement regularly and develop a concrete staffing plan before embarking on a hiring spree. By conducting an in-depth analysis of the current talent pool attrition rates and potential growth areas Growing Mind will be able to accurately anticipate their talent need. Providing realistic job description will lead to finding candidate with. right attitude, skill match, and cultural fit, They are likely to develop a long term bond with the company, Scientific approach to for generic competencies and the ability of the candidate of to stretch and grow in the ing looking for job based competencies rather than looking job over the years. Growing mind shonld also look for organization based competencies such as good cultural fit and the ability to adjust to existing resources and changing technologies and team based competencies such as collective responsibility, work effectively as a team and be able to manage team dynamies ete, Growing mind in order to address the retention problem should also focus not only on matching compensation, pay package and fringe benefits but also on the growth prospects of the employees. It should show active support for the employee's aspiration and their desire to succeed. Only the right organizational support can generate a sense of belongingness and sense of ownership that can go a long way in addressing the retention problem.Question 4: How might Growing minds socialize its employees so that they are attuned to firm’s culture and plans for the future? Answer: Socialization as a process involves orientation of the new employees to the new surrounding.new co-workers and new boss, the culture and the value system of the firm. ‘The Growing Mind should make the new employee familiar with the organizations history, philosophy objectives, procedures and rules, A new employee, to fit into the organization must understand the role he has to play, the values of the organization he has to uphold and norms set by his peer group that he has to conform to. In this regard Human Resource Department can play an active role by conductingsessions and organizing regular interaction with experienced peer groups, managers, clients and even customers, New employees feel anxious when they venture into a new job. The new employees would need to be put at ease with a provision of special attention in their own work environment. ‘There has to be inculcation of positive and reinvigorating atmosphere that can enthuse right spirit into the new employee, The new employee needs the help of co-workers, supervisors, subordinates, clients and other people with whom they are expected to interact. Growing Mind can involve the individual or collective socialization strategies. The company with this socialization strategy can aim at developing a commonality, team spirit and loyalty within the groups that is being socialized so that they are attuned to firm’s culture and plan for the future. It can also emulate from contest socialization strategies where an employee is given the opportunity to perform better in the next stage, This can promote more cooperative and participative spirit among employee so that they help each other when they receive a setback.Assignments - C 4. Once job analysis is conducted, the data reviewed is: (a) Job Description (b) Job enlargement (© Job enrichment (@) Downsizing 2. Which is not true regarding job analysis? {@) Itis a process of data collection (©) Itis a procedure through which facts are gathered for each job (©) Information about the job is systematically discovered & noted iption does not consist of : (@) Job summary (0) Job evaluation (©) Hazards involved (a) Pay 4, Who of the following is not the source of job information in connection with job analysis? (@) Job holders (b) Independent observers (© Interviews (¢) Pay Commission 5. Which is not true? (@) HR planning is helpful in detailing the numbers and kind of personnel required. (©) It spells out the qualification, skills and expertise of personnel required in all organizations.©) It gives lead time for recruitment, selection, training and development of personnel. (4) HR planning integrates the employees into the organization. 6. Which of the following is not a stage of the process of HR planning? (a) Identifying objectives (b) Developing manpower (© Assessing Business Plan (d) Manpower audit 7. Which of the following is not the quantitative method of forecasting HR demand? (@) Moving Average (b) Exponential smoothing (c) Delphi Technique (@ Trend projections & Which of the following is not involved in work-load analysis? (a) Demand analysis (b) Establishing work standards (©) Nature and composition of existing workforce (@ Turnover rate of employees 9. Which of the following is not a quantitative method of forecasting HR demand? (2) Nominal Group Technique (©) Simulations (d) Regression (e) Probability Matrixes 10, Requirement is not: @) The process of searching for prospective candidates and stimulating them to apply for job in the organization. (b) Attraeting lot of potential for the company. (© A positive concept (@ Selecting the best eandidate 1611, Which of the following is not a stage in the process of selection? (@) Advertisement (b) Initial contract (© Screening @ Physical Examination 12, Which is not a Psuedo way of selecting applicant? ‘a)Astrol (©) Phrenology (©) Graphology @ Ecology 43. Which of the following is not a psychometric tes (a) TAT (b) MAT (©) MBTI (@) FIRO-B 14. Which of the following is not a psychological test? {@) Intelligence Test (b) Written Test (© Objective Test (@ Situation Test 15. Which of the following statement with regard to scientific methods of selection is, not true? (@) Scientific methods of selection reduce cost of selection, training & development. (b) Scientific methods of selection reduce the need of interviewing the candidates. (©) Scientific methods of selection boosts the image of the organization in the external environment. (4) Scientific methods of selection reduce cost of counselling and coaching. 16, Which of the following information is not sought through the Application Blank? (@) Identifying information (©) Job contents (©) Education (d) Physical Characteristics17, Psychological tests are not used in the field of : @) Placement of personnel (b) Performance appraisal (0) Testing an individual's socialibility. @ Selection of personnel 18 Which of the following is not an approach to staffing in International Human Resource Management? (@) Ethnocentric approach (b) Multi-specific approach (©) Polycentric Approach @ Geocentrie Approach 19. In the paired comparison technique of performance appraisal, which of the following formulae is applied? (a) No. of comparison= N (N-1) (b) No. of comparison= (@) No. of comparison= N - (N-1) 134 20. Which of the following is not one of the modern methods of performance appraisal? (@) 3600 Technique (b) Human resource accounting (c) Descriptive evaluation (@) BARS 21, Which of the following statements regarding MBO is not true? (a) MBO has emerged as a reaction to the traditional management practices (b) MBO has a special provision for mutual goal setting progress by both the appraiser and the appraise. 18(d) MBO is based on behavioural value of fundamental trust in the goodness of human beings. 22. Which of the following methods that have not contributed to the weakening the meaning of job as a well defined and clearly delineated set of responsibilities? @ Flatter Organizations (b) Work Teams (© Boundary less organizations @ Vertical organizations 23, Decision theory is typically pursued by researchers who identify themselves as: (a) Statisticians (6) Economists (© Politicians (d) Monks: 24. Which of the following is not a type of Internet Job Board? @) Resume Blaster (©) Professional Association (© Target Applicants (d) Weighted Application Blanks 25, Which of the following is not an intangible requirement of a job? (@) Initiative (©) Self -confidence (©) Physical Appearance (@) Responsiveness 26, Which of the following is not one of the five stages of competency-based interviews? (a) Rapport Building (b) Confirmation (Q Core (d) Defence 1927. What percentage of Competency-based questions usually constitute an interview (supplemented by other types of questions)? (a) 40% (b) 50% (c) 70% (@) 80% 28. Which of the following statement is not correct? (a) A decision theory is falsified as a descriptive theory if a decision problem can be found in which most human subjects perform in contradiction to the theory. (b) A decision theory is moderately falsified as a descriptive theory if a decision problem can be found in which most human subjects perform in accordance with the theory. A decision theory is weakly falsified as a normative theory if a decision problem can be found in which an agent can perform in contradiction with the theory without being irrational {e) (@) A decision theory is strictly falsified as a normative problem can be found in which an agent who performs in accordance with the theory if a decision theory cannot bea rational agent, 29. Which, according to Simon, is not one of the phases in decision making? (@) Designing (b) Weaving (© Intelligence (@ Choice 30. Inwhich area FIRO-B does not measure your inter personal needs? (a) Inclusion (b) Exclusion (© Affection @ Control 31. Which of the following is not an alternative to recruitment? (@) Overtime ©) Outsourcing (c) Inside Moonlighting(a) Temporary employment 32. Which of the following is not a Big Five that describe behavioural traits that may explain 75 per cent of an individual's personality? (a) External appearance (b) Extroversion (Emotional stability (d) Conscientiousness 33. Which of the following is not a type of validity (in the context of Selection’ Criteria)? @) Content (b) Phenomenon related (© Criterion-related (@ Construct 34. Which of the following is not a type of interview? (@) Situational interview (b) Behavioural description interview (©) Unstructured interview (4) Diagonal interview 35. Which of the following is not a Cognitive Ability Test? {@) Wechsler Adult Intelligence Scale (b) O'Connor and Tweezer Dexterity Test (© California Test of Mental Maturity (Adult Level) (@ Wonderlic Personnel Test 36. Which of the following qualities of an individual's personality is not measured by the Myers-Briggs Type indicator? (a) Introversion/ Extroversion (b) Sensing / Intuition (© Thinking / Feeling (d) Arguing / Aggression 37. Some studies have not found strong support for: (a) External consistency (b) Construct validity (c) Test-retest reliability(@ Intemal consistency 38. Briggs and Myers recognized that each of the cognitive functions cannot operate in the external world of (a) Behaviour (© Action (© People @ Reward 39. TAT is not intended to evaluate a person's: (@) Patterns of thonght (b) Attitudes (c) Observational capacity (d) Introversion 40. In the case of TAT, the subject is asked to tell the examiner a story about each card that does not include: (@) Event shown in the picture (©) What has led upto it (c) Merits and demerits of the event (a) Outcome of event