Eligibility Decision — HR/Personnel Profile (self-contained policy + candidate) Policy (HR/Personnel roles): • PG degree/diploma in HR/Personnel with ≥ 60%. • Graduation with ≥ 55%. • Selection process score ≥ 50%. • Relevant HR/Personnel experience ≥ 5 years. • All met → Select. Any clear shortfall → Not to be selected. Missing critical data → Information inadequate. Escalation to Director-Personnel only if explicitly required (e.g., special seniority/exception), otherwise not used. Candidate: Gopal Sharma — HR Dept, 5 years; PG Diploma (HR) 62%; Graduation 50%; Selection 50%; Born 20 May 1974. Determine the decision code.

Introduction / Context:
HR eligibility questions emphasize strict adherence to basic minima across education, selection performance, and relevant tenure. A single failure ordinarily controls the outcome unless an explicit waiver exists.

Given Data / Assumptions:

• HR thresholds: PG (HR) ≥ 60%; Graduation ≥ 55%; Selection ≥ 50%; Experience ≥ 5 years.
• Escalation clause is not specified for borderline cases; thus, shortfalls lead to “not to be selected.”
• All critical fields are present.

Concept / Approach:
Evaluate education → selection → experience. Graduation minimums are independent constraints and cannot be offset by higher PG percentages unless a policy says so.

Step-by-Step Solution:
PG HR: 62% ≥ 60% → Pass.Graduation: 50% < 55% → Fail (core minimum not met).Selection: 50% ≥ 50% → Pass, but fail already occurred.Experience: 5 years ≥ 5 years → Pass, but prior fail controls.Outcome → Not to be selected.

Verification / Alternative check:
Even with strong PG and adequate experience, independent graduation minima must be satisfied. Without an explicit relaxation mechanism, failure at graduation is decisive.

Why Other Options Are Wrong:
“To be selected” ignores the graduation shortfall. “Information inadequate” is incorrect because no data are missing. “Refer to Director-Personnel” would require a stated escalation rule or exceptional-seniority trigger that is absent here.

Common Pitfalls:
Assuming vertical compensation (higher PG substitutes for lower graduation). Unless written, do not infer compensatory policies.

Final Answer:
if the candidate is not to be selected