2 Points

QUESTION 1
1. Choose the right option-The question may have more than one
correct answer.
In an organization, there are different types of development programmes
to enrich different skills of human resources which inlcude :
1 Organizational
.
Development
2 Employee
.
Development
3 Management
.
Development
4 CareerDevelopment.
.
2 points
QUESTION 2
1. State whether the given statement is true or false
The impact of human resource policies can be measured through their
outcomes viz., commitment of the employee towards the organisation.
1 tru
.
e
2 fals
.
e
2 points
QUESTION 3
1. Select the most appropriate option
Needs assessment should consider all but :
1 The person
.
2 Supervisor input
.
3 Changes in the external
.
environment
4 Key changes
.
5 Training objectives
.
2 points
QUESTION 4
A prerequisite for a successful and efficient recruitment programme is to
have a(n) :
1 Corporate policy
.
2 HR policy
.
3 Recruitment policy
.
4 Health and safety
.
policy
2 points
QUESTION 5
Apart from HRP, job analysis serves which of the following purposes of
Human Resource Management?
1 Recruitment and
.
Selection
2 Wage and Salary
.
Administration
3 Job Re-engineering
.
4 All of the above
.
5 Only (1) and (2)
.
2 points
QUESTION 6
The best approach to job analysis for traditional or evolving jobs is ------- .
1 Jobrequirements job
.
analysis
2 Competency based job
.
analysis
3 Team-based job analysis
.
4 Functional job analysis
.
2 points
QUESTION 7
The initial training effort to inform the new managers about the company,
the job, and the work group is known as :
1 Action learning
.
2 Behaviour
.
modeling
3 Executive
.
coaches
4 Executive
.
orientation
2 points
QUESTION 8
Human resource planning (HRP) is not simply about meeting the demand
for labour but also involves:
1 Redeploying staff
.
2 Directing line managers
.
3 Costsassociated with employing any given
.
number of people
4 Making redundancies
.
2 points
QUESTION 9
correct answer.
The basic characteristics of a systematic promotion policy are :
1 It should be consistent.
.
2 It should be fair and
.
impartial.
3 It should be lateral.
.
4 It should be flexible.
.
2 points
QUESTION 10
The first step in a training program is to ------- .
1 Assess the program’s successes or
.
failures
2 Present the program to a small
.
test audience
3 Design the program content
.
4 Conduct a needs analysis
.
5 Train the targeted group of
.
employees
2 points
QUESTION 11
Frederick Winslow Taylor is best known for the introduction of which
approach to job design?
1 Ergonomics
.
2 Division of Labour
.
3 Scientific
.
Management
4 Behavioural
.
Approach
2 points
QUESTION 12
In the year -------- , the Handbook of Structured Experiences for Human
Relations Training was published by University Associates giving
structured experiences with guidelines for training and development.
1 1959
.
2 1969
.
3 1949
.
4 None of the
.
above
2 points
QUESTION 13
Training objectives should be expressed in:
1 Employee
.
behaviours
2 Management
.
desires
3 Needs
.
assessment
4 Subjective
.
judgement
5 Employee
.
reactions
2 points
QUESTION 14
Mostly application blanks seek which of the following types of information?
1 Personal Data
.
2 Employment
.
Data
3 Educational
.
Data
4 All of the
.
above
2 points
QUESTION 15
correct answer.
Which of the following ways the Reengineering can be achieved?
1 Specialised jobs are combined and enlarged. Workers are
.
empowered to use more decision-making authority while carrying
out work in small teams.
2 Each person’s job is made more interesting and challenging.
.
Supervisory checks are reduced. Employees are allowed to oversee
their own work.
3 Workers are made collectively responsible for overall results rather
.
than individually responsible for just their own tasks.
4 The primary focus is on the customer and building an organisation
.
structure that is production friendly.
4 points
QUESTION 16
Which of the following aptly describes the role of line managers and staff
advisors, namely HR professionals?
1 Line managers are concerned more about developing HR
.
programmes whereas staff advisors are more involved in
implementing such programmes.
2 Staff advisors are solely responsible for developing, implementing
.
and evaluating the HR programmes while line managers are not all
involved in any matters concerning HR.
3 Line managers alone are responsible for developing, implementing
.
and evaluating the HR programmes while staff advisors are not all
involved in any matters concerning HR.
4 Staff advisors focus more on developing HR programmes while line
.
managers are more involved in the implementation of those
programmes.
4 points
QUESTION 17
correct answer.
Which of the following can be included as the step(s) in the organisation
of a management development programme?
1 Inventory of management manpower is prepared to have a complete
.
set of information about each executive in each position. For each
member of the executive team, a card is prepared listing such data
as name, age, length of service, education, work experience, health
record, psychological test results and performance appraisal data,
etc. The selection of individuals for a management development
programme is made on the basis of the kind of background they
possess. Such information, when analysed, discloses the strengths as
well as weaknesses or deficiencies of managers in certain functions
relating to the future needs of the organisations.
2 Planning of individual development programmes: Guided by the
.
results of the performance appraisal that indicates the strengths and
weaknesses of each of the executives, this activity of planning of
individual development programme can be performed.
3 Establishment of development programmes is the duty of the HR
.
department to establish the developmental opportunities. The HR
department has to identify the existing level of skills, knowledge,
etc., of various executives and compare them with their respective
job requirements. Thus, it identifies developmental needs and
requirements and establishes specific development programmes,
like leadership courses, management games, sensitivity training, etc.
4 After deciding to launch a management development programme, a
.
close and critical examination of the present and future development
needs of the organisation has to be made. We should know how
many and what type of managers are required to meet the present
and future requirements. A comparison of the already existing
talents with those that are required to meet the projected needs will
help the top management to take a policy decision as to whether it
wishes to fill those positions from within the organisation or from
outside sources.
5 Appraisal of present management talents: In order to make the
.
above suggested comparison, a qualitative assessment of the
existing executive talents should be made and an estimate of their
potential for development should be added to that. Only then can it
be compared with the projected required talents.
4 points
QUESTION 18
correct answer.
Which of the following is/ are disadvanatge(s) of job analysis?
1 If the observer or job analyst is an employee of the same
.
organization, the process may involve his or her personal likes and
dislikes. This is a major hindrance in collecting genuine and accurate
data and referred as personal biasness.
2 Because of small sample size, the source of collecting data is
.
extremely small. Therefore, information collected from few
individuals needs to be standardized.
3 The process involves lots of human efforts. As every job carries
.
different information and there is no set pattern, customized
information is to be collected for different jobs. The process needs to
be conducted separately for collecting and recording job-related
data.
4 If job analyst is not aware of the objective of job analysis process or
.
does not possess appropriate skills to conduct the process, it is a
sheer wastage of company’s resources. He or she needs to be
trained in order to get authentic data.
5 Mental abilities such as intellect, emotional characteristics,
.
knowledge, aptitude, psychic and endurance are intangible things
that can not be observed or measured directly. People act differently
in different situations. Therefore, general standards can not be set
for mental abilities.
4 points
QUESTION 19
The most important objective of any pay system is fairness or equity.
Which of the following is / are the dimension(s) of term equity?
1 Internal equity ensures that more difficult jobs are paid more which
.
means that the more responsibilities and authorities refer to the
more salary.
2 External equity ensures that jobs are fairly compensated in
.
comparison to similar jobs in the labourmarket.
3 Individual equity: It ensures equal pay for equal work, i.e., each
.
individual’s pay is fair in comparison to others doing the same /
similar jobs.
4 All of the above
.
5 None of the above
.
4 points
QUESTION 20
The term bottom-up approach is commonly associated with :
1 Work study
.
technique
2 Delphi technique
.
3 Managerial
.
judgment
4 Normal group
.
technique
1 points
QUESTION 21
Some organizations have also a system to extend the probationary period,
if the employees fail to match to the organizational expectations. Such
placement is known as -------
1 Equal Placement
.
2 Differential
.
Placement
3 Flexible
.
Placement
4 Weak Placement
.
1 points
QUESTION 22
1. Fit the best option
RECRUITMENT
A is a change of job to a higher level within the organisation.
1 points
QUESTION 23
Insurance schemes, retirement benefits and leave travel concession are
examples of
1 Indirectmonetary
.
compensation
2 Direct monetary
.
compensation
3 Non-monetary
.
compensation
4 None of the above
.
1 points
QUESTION 24
Some organizations cooperate with one another during recruitment drives
to minimize individual recruitment costs.
1 tru
.
e
2 fals
.
e
1 points
QUESTION 25
ILO defined ------- as "a technique for determining as accurately as
possible from a limited number of observations the time necessary to
carry out a given activity at a defined standard of performance".
1 Work
.
measurement
2 Method study
.
3 Job evaluation
.
4 Time study
.
1 points
QUESTION 26
--------- method creates a situation that is as far as possible a replica of the
real situation for imparting training.
1 The programmed
.
learning
2 The Simulation
.
3 The case study
.
4 The lecture
.
1 points
QUESTION 27
The factors that influence the selection of individuals’ career choices are
usually referred to as :
1 Career path
.
2 Career goals
.
3 Career
.
anchoring
4 Mentoring
.
1 points
QUESTION 28
------- is concerned with upgrading the manager's skills, knowledge and
ability of the employees to enable them to accomplish the additional
process of guiding the movement of human resources through different
hierarchical levels.
1 Organization
.
Development
2 Employee
.
Development
3 Management
.
Development
4 Career Development
.
1 points
QUESTION 29
------- defines the manner or way of accomplishing something, i.e., it is the
process and method.
1 Objectiv
.
e
2 Program
.
me
3 Procedur
.
e
4 Policy
.
1 points
QUESTION 30
A structured process by which people become skilled workers through a
combination of classroom instruction and on-the-job training is called
-------- .
1 Job instruction
.
training
2 Understudy
.
training
3 Programmed
.
learning
4 Apprenticeship
.
training
5 Coaching
.
1 points
QUESTION 31
If an employer fails to train an employee adequately and an employee
subsequently does harm to a third party, the court could find the
employer liable for ------- .
1 Negligent
.
hiring
2 Discrimination
.
3 Negligent
.
training
4 Occupational
.
fraud
5 Adverse action
.
1 points
QUESTION 32
Comparison of the present human resources to future needs of an
organization, duly identifying skill and competency gaps and subsequently
developing plans for building the human resources needed in future is the
basic process of --------
1 Job Evaluation
.
2 Human Resource
.
Planning
3 Job Analysis
.
4 None of the above
.
1 points
QUESTION 33
correct answer.
For some companies, conducting tests and interviews for all the
candidates may not be always -------
1 Feasible
.
2 Cost-
.
efficient
3 Infeasible
.
4 Complicat
.
ed
1 points
QUESTION 34
Predetermined motion time standards have been developed for similar job
elements based on elementary movement.
1 tru
.
e
2 fals
.
e
1 points
QUESTION 35
Moving average method smoothens random errors by giving exponentially
decreasing weights to ------- data.
1 Statisti
.
cal
2 Historic
.
al
3 Future
.
4 Project
.
ed
1 points
QUESTION 36
What is the final step in the training process?
.
failures
.
test audience
.
.
.
employees
1 points
QUESTION 37
Which of the following training methods is the most popular?
1 On-the-job
.
training
2 Apprenticeship
.
training
3 Informal learning
.
4 Job instruction
.
training
5 Lectures
.
1 points
QUESTION 38
Which one of the following does not fall under qualitative forecasting
method?
1 Moving average
.
methods
2 Life cycle analogy
.
3 Delphi method
.
4 Judgmental
.
methods
1 points
QUESTION 39
Which of the following has the highest influence on organizational
effectiveness?
1 Appraisal
.
2 Feedback
.
3 Training
.
4 Goal-
.
setting
5 Technolo
.
gy
1 points
QUESTION 40
Which of the following is not an universal element in a HR programme?
1 Employment – Selection and job
.
change
2 Training and development
.
3 Communication
.
4 Organisational Behaviour
.
1 points
QUESTION 41
The transfer which facilitate the employees in acquiring a wide variety of
skills is known as :
1 Displacement
.
transfer
2 Versatility
.
transfer
3 Shift transfer
.
4 Remedial
.
transfer
1 points
QUESTION 42
By checking -------- of the candidates, an organization may reject a good
number of applicants based on the above rejection parameters.
1 Question
.
Blanks
2 Application
.
Blanks
3 Blank Forms
.
4 None of the
.
above
1 points
QUESTION 43
Ensuring a fair balance between an employee’s contributions to the job
and the rewards received in return from that job is the essence of ------- .
1 Equity theory
.
2 Expectancy
.
theory
3 Agency theory
.
4 Contingency
.
theory
1 points
QUESTION 44
What is meant by the acronym PBR?
1 Payment By
.
Results
2 Payment By
.
Review.
3 Payment By
.
Reward.
4 Payment By
.
Revision.
1 points
QUESTION 45
The fourth step in the training process is to ------ .
.
failures
.
test audience
.
.
.
employees
1 points
QUESTION 46
Human Resource Management is primarily concerned with which of the
following?
1 Management of people
.
2 Individuals or groups at
.
work
3 Inter-relationships of
.
workforce
4 All of the above
.
5 Only (1) and (2)
.
1 points
QUESTION 47
While deciding the basic wage which of the following criteria may be
considered?
1 Skillneeds of
.
the job
2 Experience
.
needed
3 Training needed
.
4 All of the above
.
1 points
QUESTION 48
The process of grouping of similar types of works together is known as :
1 Job
.
classification
2 Job design
.
3 Job
.
evaluation
4 Job
.
description
1 points
QUESTION 49
The ------- form of promotion, contrarily, ensures objective evaluation of
the responsibilities and duties vis-à-vis different levels of an organization.
1 Inform
.
al
2 Formal
.
3 Open
.
4 Close
.
1 points
QUESTION 50
Rebekah was hired soon after graduation and assigned to complete a
management trainee program. She will move to various jobs each month
for a nine-month period of time. Her employer is utilizing the ------ form of
training.
1 Job rotation
.
2 Understudy
.
3 Coaching
.
4 Special
.
assignments
5 Informal
.
learning
1 points
QUESTION 51
Job specifications translate ------- into human qualifications, required for
successful performance of a job.
1 Job
.
Observation
2 Job
.
Descriptions
3 Both (1) and
.
(2)
4 None of the
.
above
1 points
QUESTION 52
The first factor in deciding the supply of labour is:
1 Developing staffing
.
tables
2 Issuing advertisements
.
3 Preparing replacement
.
charts
4 Analysing labour
.
markets
5 Auditing present
.
employees
1 points
QUESTION 53
Which of the following is/ are separate aspect(s) of the broader concept of
HRM?
1 Human Resource
.
Management
2 Organisational
.
Development
3 Industrial Relations
.
4 All of the above
.
5 Only (1) and (2)
.
1 points
QUESTION 54
Human Resource Management at the enterprise level is integrated with
which of the following?
1 Transfer
.
2 Promotion
.
3 Job rotation
.
4 All of the
. above
5 Only (1) and
.
(2)
1 points
QUESTION 55
------- ensure that the employees get an income which is sufficient for
meeting their present and future necessities and contingencies.
1 Real wages
.
2 Fair wages
.
3 Minimum
.
wages
4 Living wages
.
1 points
QUESTION 56
Which one of the following is not a stakeholder in an organizational
development process?
1 Customers
.
2 Suppliers
.
3 Government
.
agencies
4 None of the
.
above
1 points
QUESTION 57
The ongoing process of systematically identifying, assessing, and
developing organizational leadership to enhance performance is known as
------- .
1 Action learning
.
2 Employee
.
mentoring
3 Succession
.
planning
4 Work sampling
.
5 Employee
.
recruiting
1 points
QUESTION 58
Human Resource Planning (HRP) / manpower planning is essential
wherever ------- is/ are involved.
1 Production of
.
goods
2 Services
.
3 Both (1) and (2)
.
4 None of the
.
above
1 points
QUESTION 59
correct answer.
Some organizations ask for references from the applicants in the
application blank itself to get which of the following candidate's
information?
1 Character
.
2 Antecedents
.
3 Health
.
Problems
4 Financial
.
Level
1 points
QUESTION 60
Recruitment and selection must be effective to ensure it:
1 Offsets high labour turnover
.
2 Delivers thehighest calibre of individuals at
.
optimum most
3 To have a surplus in case of sickness and
.
absence
4 Encourages new blood into the organization
.
3 points
QUESTION 61
Which of the following is / are objective(s) of transfer ?
1 Increase organizational effectiveness
.
2 Add to the versatility and competence of
.
key personnel.
3 Cope with the fluctuations in work
.
requirements.
4 All of the above
.
5 Only (2) and (3)
.
3 points
QUESTION 62
Which best describes behavioural descriptive interviewing questions?
1 What you have done in the past?
.
2 What you would do in the future?
.
3 What your behaviour really means?
.
4 What behaviour you would display in a
.
hypothetical situation?
3 points
QUESTION 63
Which of the following statements about the apprenticeship system is
incorrect?
1 Apprentices are required to continue to participate in further
.
education for the duration of their vocational studies.
2 Technical training is supplemented with knowledge of work control
.
and design.
3 Apprenticeships combine classroom teaching and on-the-job
.
experience.
4 Full apprenticeships last two years.
.
5 The system is one of the best routes to achieving vocational
.
qualifications.
3 points
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