KSLU Solved Question Papers
Principles and Practice of Management
Previous Year Question Paper with Solution
B.Com. LL.B. (Five Years) · Sem 2
2023 Mar (70 marks) Examination
munotes.in
Mumbai
B.Com. LL.B. (Five Years) Sem 2 Principles and Practice of Management 2023 Mar (70 marks) Question Paper with Solutions
First published on munotes.in on 1 November 2026.
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The question paper reproduced here is the paper as set by Karnataka State Law University at the 2023 Mar (70 marks) examination.
Contents
The questions below are the paper as Karnataka State Law University set it at the 2023 Mar (70 marks) examination, in the order it was set.
MarksPage
The Paper as Set
The questions in this volume are the questions asked at the 2023 Mar (70 marks) examination, reproduced as Karnataka State Law University set them, in the order it set them. Long reading passages are shortened to their first and last lines and our summary; the original paper prints them in full. Only the answers are ours. See the original question paper.
Total marks 70 · 12 questions answered
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Solve the paper first, under exam conditions and against the clock. Then read the answers here and mark your own. Reading a solution before attempting the question feels productive and teaches very little, because recognising an answer is not the same as being able to write one.
Q1Explain the sources of recruitment.[10]
Answer
For full marks, cover: the meaning of recruitment with a definition; the two groups of sources, internal and external; each source explained with its merits and limits; a comparison table; how a firm chooses among sources; and a conclusion.
Meaning of recruitment
Recruitment is the process of finding suitable candidates and encouraging them to apply for jobs in the organisation. It builds a pool of applicants from which the best can later be selected. Edwin B. Flippo described it as the process of searching for prospective employees and stimulating them to apply for jobs in the organisation.
Recruitment comes after manpower planning, which tells the firm how many people of what kind it needs. It comes before selection, which picks the right people from the pool. Because it tries to attract as many suitable applicants as possible, recruitment is called a positive process.
The places from which candidates come are called the sources of recruitment. They fall into two groups: internal and external.
A. Internal sources
Internal sources fill vacancies with people already working in the organisation.
- Promotion. An employee is moved to a higher post with more pay, status and responsibility. A senior clerk may be promoted to office superintendent.
- Transfer. An employee is moved to another job of similar pay and status, often in another branch or department. A bank officer may be transferred from a rural branch to an urban one.
- Former employees. Retired or earlier employees with good records may be called back, often for short periods.
- Employee referrals. Present employees recommend friends or relatives. The firm gets candidates who already know something about it.
- Internal advertisement (job posting). Vacancies are announced on notice boards or the intranet, and existing staff may apply.
Merits of internal sources
- Motivation. Employees see a chance of growth and work harder.
- Known candidates. The firm already knows their ability and conduct, so the risk of a wrong choice is low.
- Economy. Advertising and training costs are lower.
- Loyalty and stability. Employees stay longer when they can rise within the firm.
Limits of internal sources
- Limited choice. The best person for the job may be outside.
- No new ideas. The same people bring the same thinking.
- Jealousy. Those passed over may become discontented.
- Not enough for growth. A fast-growing firm cannot fill all posts from within.
B. External sources
External sources bring in people from outside the organisation.
- Advertisement. Vacancies are advertised in newspapers, trade journals, on television and, most commonly today, on the firm's website and social media. It reaches a wide audience. It may bring many unsuitable applications.
- Employment exchanges. Government employment exchanges, now often called career centres, register job seekers and refer them to employers. The duty of employers to notify vacancies to them now sits in the Code on Social Security, 2020. In November 2025 the Code replaced the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959.
- Campus recruitment. Firms visit colleges and institutes and select final-year students. It gives fresh, trained and adaptable candidates. It is common for engineers, management trainees and law graduates.
- Placement agencies and consultants. Private agencies search for, screen and recommend candidates for a fee. Executive search firms, sometimes called head hunters, find senior managers.
- Online job portals. Candidates post their profiles and employers post vacancies on job websites. It is fast and reaches very large numbers.
- Walk-ins and casual callers. Candidates apply directly or attend a walk-in interview. It suits lower-level and urgent vacancies.
- Labour contractors. Contractors supply workers, mainly unskilled, for construction and similar work.
- Recommendations and unions. Trade unions, professional bodies and business contacts may suggest candidates.
Merits of external sources
- Wide choice. The firm can pick the best from a large pool.
- New blood. Outsiders bring new skills, ideas and experience.
- Meets growth. A growing firm can fill many posts quickly.
- Fair competition. Insiders are pushed to keep improving.
Limits of external sources
- Cost. Advertising, agency fees and selection tests are expensive.
- Time. The process is longer.
- Risk. Outsiders are unknown, so a wrong selection is more likely.
- Effect on morale. Existing staff may feel their chances are blocked.
Comparison
| Basis | Internal sources | External sources |
|---|---|---|
| Choice | Limited | Wide |
| Cost and time | Lower | Higher |
| Basis | Internal sources | External sources |
|---|---|---|
| Risk of wrong choice | Lower | Higher |
| New ideas | Few | Many |
| Effect on staff morale | Raises it | May lower it |
| Examples | Promotion, transfer, referral | Advertisement, campus, agencies, portals |
Choosing the source
No single source is enough. The choice depends on the level of the post, since senior posts often need external search. It also depends on the number of vacancies and the cost and time available. Company policy on promotion from within and the state of the labour market matter too. Most firms use a mix. They promote from within for supervisory posts. They use campus recruitment for trainees, and advertisements or agencies for specialists.
Conclusion. Recruitment is the positive process of searching for suitable candidates and encouraging them to apply. Its sources are internal, such as promotion, transfer, former employees and referrals, and external, such as advertisements, employment exchanges, campus recruitment, agencies and online portals. Internal sources are cheaper, safer and good for morale but limit choice. External sources widen choice and bring new ideas but cost more and carry more risk. A sound policy uses both, matched to the post and the situation.
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