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Take Test: MBCH732D-Human Resource Management-Jan20-Assignment2

Test Information
Description
Instructions Center for Continuing Education - UPES
Human Resource Management
Assignment 2

Total Questions: 56
Total Marks: 100

Assignment Information :

The examination will consist of only Objective type (multiple choice) questions requiring candidates to Mouse-click their correct choice of alternatives
against the related question number. The questions would carry 1 to 5 marks each depending on the difficulty level of the question as indicated in the table
below:

Difficulty Level of Questions:

1 Mark - Direct, Memory based

2 Marks - Memory & Conceptual
3 Marks - Conceptual & Analytical
4 Marks - Analytical based on understanding of concepts
5 Marks - Application based on understanding of concepts

The question paper will be for 100 marks and considering marks allotted to each question, the total number of questions would be around 56.
There will not be negative marking for wrong answers.
In case candidate does not want to attempt the question he I she should not mouse-click any option.
The students are allowed to save the responses and come back later to resume, complete and "Save and Submit" the assignment. However, if the
Due Date has expired, then the assignment will not be accessible and will be marked as zero. In such cases, the student can re-attempt the
assignment allocated after enrolling in the subsequent Semester.
Once submitted, that answer sheet cannot be retreieved for any editing. The student has to initiate a new attempt (if allowed), if he has submitted
the assignment by mistake.
The students are normally allowed 3 chances to attempt and submit the assignment. The number of attempts availed is displayed under the "Test
Information".
The Highest Grade of the 3 attempts shall be considered for grading.
The assignments are auto evaluated, and hence no chance of re-evaluation/re-totalling is allowed to the student.

Multiple This Test allows 3 attempts. This is attempt number 2.

Attempts
Force This Test can be saved and resumed later.
Completion

QUESTION 1

Choose the right option-The question may have more than one correct answer.
Some of the important team-based incentive plans may be listed as :
1. Co-partnership: In this system, the worker gets his usual wages, a share in the profits of the company and a share in the
management of the company as well. Thus, employees share the capital as well as profits. When co-partnership operates
with profit-sharing the employees are allowed to leave their bonus with the company as shares (bonus shares). This system is
an improvement over all other systems of wage payment in that it implies both profit-sharing and control-sharing. It also offers
recognition of the claim of the dignity of labour as the worker is viewed as partner in the business. This would, in turn, create
a sense of belongingness among workers and stimulate them to contribute their best for the continued prosperity of the
company.
2. Towne plan: The main objective of this plan is to bring about cost reduction by foremen and workers. However, bonus is paid
upon a reduction in labour cost alone. A standard labour cost per unit for a particular period is determined and if actual labour
cost per unit is less than the standard labour cost, 50 percent of the saving in labour cost is distributed among workers and
foremen in proportion to their wages.
3. Scanlon plan: Under this plan, constant proportion (i.e., ratio of wages to sales value) of the added value of output is paid to
the workers who are responsible for the addition of the value. The added value is the change in market value (including profit)
resulting from an alteration in the form, location or availability of product service, excluding the cost of purchased materials or
services used in production.
4. Rucker plan: In this pla
change in market value
cost of bought-out mate

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5. Preistman’s production bonus: Under this system, a standard is fixed in terms of units or points. If actual output, measured
similarly, exceeds the standard, the workers will receive bonus in proportion to the increase. Therefore, this system can
operate in a factory where there is mass production of a standard product with little or no bottleneck.

QUESTION 2

Select the most appropriate option

Which of the following is / are basic purpose(s) for conducting attitude surveys ?
1. To measure the effect of change that occurs; and to compare results with other survey results.
2. To determine the nature and extent of employee feelings regarding specific organizational issues and the organization in
general
3. Both (1) and (2)
4. None of the above

QUESTION 3

Choose the right option-The question may have more than one correct answer.
A job description usually covers which of the following information?
1. Job title: Tells about the job title, code number, and the department where it is done. A good title will closely approximate the
nature of the work content and will distinguish the job from others.
2. Job summary: A brief write-up about what the job is all about.
3. Job activities: A description of the tasks done, facilities used, extent of supervisory help, etc.
4. Social environment: Size of work group and interpersonal interactions required to do the job.

QUESTION 4

Choose the right option-The question may have more than one correct answer.
In a more comprehensive manner, the purposes of promotion can be stated as:
1. To put an employee in a position where he will be of greater use to the organization and where he is expected to derive
increased personal satisfaction and have an increase in his emoluments.
2. To recognise an individual's performance and reward him for his work so that he may have an incentive to forge ahead. To
boost morale and encourage loyalty and help develop a sense of belongingness so far as an employee is concerned.
3. To promote job satisfaction and to motivate an employee to continue in the organization. To attract suitable and competent
employees to the organization and finally.
4. To provide opportunities to an employee (who has not succeeded in gaining promotion) to enhance his skills and abilities
required for superior performance.

QUESTION 5

Select the most appropriate option

The written statement of the findings of job analysis is called :
1. Job design
2. Job classification
3. Job description
4. Job evaluation

QUESTION 6

Select the most appropriate option

Which of the following factors is not an external influencing factor in wages and salary administration?
1. Cost of living
2. Labour legislations
3. Labour market conditions
4. Ability to pay

QUESTION 7

Select the most appropriate option

The forecasting based on the subjective views of the managers on the HR requirements of an organization is known as :
1. Normal group technique
2. Managerial judgment
3. Work study technique
4. Delphi technique

QUESTION 8

Select the most appropriate option

HRD culture, which develops an enabling culture in an organization, is characterised by the following practices:
1. Openness
2. Confrontation
3. Trust
4. All of the above

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QUESTION 9

Select the most appropriate option

A ------- requires employees to change the work group, workplace or unit.
1. Transfer
2. Promotion
3. Job Rotation
4. Job Enrichment

QUESTION 10

Select the most appropriate option

------- is a syndrome of talents, motives and values which gives stability and direction to a person's career.
1. Career Anchor
2. Career Planning
3. Career Path
4. Career Development

Q U E S T I O N 11

Select the most appropriate option

Wages which are usually positioned above the minimum wages but below the living wages are described as :
1. Real wages
2. Fair wages
3. Minimum wages
4. Living wages

QUESTION 12

Select the most appropriate option

Which phrase most closely describes the Delphi forecasting technique?
1. Consumer survey
2. Random individual opinions
3. Group of expert's opinions
4. Test markets

QUESTION 13

Select the most appropriate option

------ provides new employees with the basic background information required to perform their jobs satisfactorily.
1. Employee recruitment
2. Employee selection
3. Employee orientation
4. Employee development
5. Training

QUESTION 14

Select the most appropriate option

What is meant by the acronym PBR?
1. Payment By Results
2. Payment By Review.
3. Payment By Reward.
4. Payment By Revision.

QUESTION 15

Select the most appropriate option

The ------- is a logical review of the workings of the HR department.
1. Intervention
2. HR audit
3. Job Evaluation
4. Human Resource Planning

QUESTION 16

Select the most approp

By checking -------- of th
parameters.
1. Question Blanks

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3. Blank Forms
4. None of the above

QUESTION 17

Select the most appropriate option

The process of deciding how to fill executive positions at a firm is known as ------- .
1. Internal recruiting
2. Succession planning
3. Long-term forecasting
4. Advanced interviewing
5. Candidate testing

QUESTION 18

Select the most appropriate option

------- are specific goals or aims, preferably in quantitative terms and can be considered as something which an individual or group
seeks to accomplish.
1. Objectives
2. Programmes
3. Procedures
4. Policies

QUESTION 19

Select the most appropriate option

The term ------ includes amounts paid in addition to wages over a period of time including holiday pay, overtime pay, bonus, social
security benefit, etc.
1. Allowances
2. Basic Wage
3. Incentives
4. None of the above

QUESTION 20

Select the most appropriate option

Advantages of transfers include all but :
1. Enhancing the individual’s motivation
2. Help in managing dual careers
3. Flexibility
4. Broadening the employee

QUESTION 21

Select the most appropriate option

------- is an education process as it tries to enhance one’s ability to understand and interpret knowledge in a useful way.
1. Management
2. Tarining
3. Development
4. None of the above

QUESTION 22

Select the most appropriate option

Seniority based promotions are advantageous because:
1. They are objective
2. They single out the best employee for praise and recognition
3. They make unions powerful
4. They are based on performance
5. They help employees grow horizontally

QUESTION 23

Select the most appropriate option

------- programmes are planned and managed from the top to bring about planned organizational changes for increasing the
organizational effectiveness.
1. Organization Development
2. Employee Developmen
3. Management Developm
4. Career Development

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QUESTION 24

State whether the given statement is true or false

Cross-functional or crosslateral transfers, throughout the career of an employee, keep employee fresh and receptive to new ideas
and make him more creative and productive.
1. true
2. false

QUESTION 25

Select the most appropriate option

Which of the following is served as the criteria to qualify for promotion under formal promotion form?
1. Seniority
2. Length of service
3. Behaviour
4. Popularity
5. Only (1) and (2)

QUESTION 26

Select the most appropriate option

------- prescribe the details for carrying out policies.
1. Programmes
2. Objectives
3. Procedures
4. Policies

QUESTION 27

Select the most appropriate option

The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is known as ------- .
1. Job evaluation
2. Job design
3. Job specification
4. Job description

QUESTION 28

Select the most appropriate option

Which of the following determines future staff needs by using ratios between a causal factor and the number of employees
required?
1. Ratio analysis
2. Forecasting ratio
3. Ratio trend
4. Personnel ratio
5. Ratio matrix

QUESTION 29

Select the most appropriate option

According to research, which selection method is perceived to be fairest by most applicants?
1. Interviews
2. References
3. CVs. or Resumes
4. Written ability tests

QUESTION 30

Select the most appropriate option

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

QUESTION 31

Choose the right option

Some organizations as
information?
1. Character
2. Antecedents

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4. Financial Level

QUESTION 32

Select the most appropriate option

------- generally exists between a superior and a subordinate.
1. Line relationship
2. Integration
3. Both (1) and (2)
4. None of the above

QUESTION 33

Select the most appropriate option

Payment of cash rewards for the work extracted from the employee is normally called ------- .
1. Direct compensation
2. Indirect compensation
3. Non-monetary compensation
4. None of the above

QUESTION 34

Select the most appropriate option

The process of bringing together different tasks to build a job is called ------- .
1. Job evaluation
2. Job design
3. Job classification
4. Job description

QUESTION 35

Select the most appropriate option

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

QUESTION 36

Select the most appropriate option

------- of the organization are the responsibilities of the top management.
1. Growth
2. Survival
3. Both (1) and (2)
4. None of the above

QUESTION 37

Select the most appropriate option

------ development is a strategy or an effort, which is planned and managed from the top, to bring about planned organizational
changes for increasing organizational effectiveness through planned interventions based on social philosophy.
1. Organizational Development
2. Employee Development
3. Management Development
4. Career Development.

QUESTION 38

Select the most appropriate option

------- promote consistency and fairness of action under conditions that are similar in character and eliminate any bias in employee
related decisions.
1. Policies
2. Procedures
3. Objectives
4. Startegies

QUESTION 39

Select the most approp

The initial training effort

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2. Behaviour modeling
3. Executive coaches
4. Executive orientation

QUESTION 40

Select the most appropriate option

In a ------- process, management development facilitates self-development of managers, as they learn many things through action
learning methods, sharing the experiences of each other in a simulated classroom atmosphere.
1. Organizational Development
2. Self Development
3. Management Development
4. Employee Development

QUESTION 41

Select the most appropriate option

Designing a job according to the worker’s physical strength and ability is known as ------- .
1. Ergonomics
2. Task assortment
3. Job autonomy
4. None of the above

QUESTION 42

Select the most appropriate option

Both slavery, serfdom systems have been replaced with the growth of manufacturing and commercial enterprises by the -------
involving master craftsman (the owner), the journeyman (the travelling worker) and the apprentice.
1. Guild system
2. Labour System
3. Contract System
4. None of the above

QUESTION 43

Select the most appropriate option

------- help the organisation in terms of attainment of organisational goals, increasing the efficiency, adaptability and achieving of
long-run results.
1. HR policies
2. HR Procedures
3. Organisation Goals
4. None of the above

QUESTION 44

Select the most appropriate option

The objective of ------- is to integrate planning and control of manpower with organizational planning to ensure best possible
utilisation of all resources.
1. Manpower planning
2. Supply Chain Planning
3. Organisational Planning
4. None of the above

QUESTION 45

Select the most appropriate option

------ is a reactive approach to staffing that involves identifying replacements for key positions, usually at the senior levels of the
organization.
1. Succession management
2. Succession Planning
3. Replacement Planning
4. Career Planning

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QUESTION 46

Select the most appropriate option

Can the assessment and selection of applicants be carried out in such a way that the 'best' or 'right' person will always be
identified?
1. Yes
2. No
3. If enough money is invested in the process
4. If managers use their intuition or 'gut reaction' in making recruitment decisions

QUESTION 47

Select the most appropriate option

Which of the following is / are type(s) of Orientation Programs?
1. Formal or Informal
2. Individual or Group
3. Serial or Disjunctive
4. All of the above

QUESTION 48

Select the most appropriate option

Which of the following 'Big Five' personality dimensions has emerged as a particularly valid predictor of many aspects of work
performance?
1. Conscientiousness
2. Emotional stability
3. Openness to experience
4. Agreeableness
5. Extraversion

QUESTION 49

Select the most appropriate option

Which of the following is NOT shown by an ideal task statement?
1. What the employee does
2. To whom or what the employee does what he or she does
3. What is produced
4. How each behavior is rewarded

QUESTION 50

Select the most appropriate option

Employers use a(n) ------- to ensure that employees are working toward organizational goals.
1. Performance management process
2. Employee orientation program
3. Management by objectives program
4. Rewards program
5. Just-in-time system

QUESTION 51

Choose the right option-The question may have more than one correct answer.
The information about the company provided to the new employees during the orientation process may include:-
1. Brief history
2. Operations and products
3. Organisational structure
4. Policies and practices

QUESTION 52

Select the most appropriate option

What is meant by the acronym VET?
1. Vocational Expertise and Training.
2. Voluntary Education and Training.
3. Vocational Education and Training.
4. Vocational Experience and Training.

QUESTION 53

Choose the right option

Which of the following c

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1. Organisational Development recognizes the importance of top management’s commitment, support, and involvement. It also
affirms a bottom-up approach when the culture of the organization supports such efforts to improve an organization. The
major focus of OD is on the total system and its interdependent parts.
2. It is a planned and long-range strategy for managing change, while also recognizing that the dynamic environment in which
we live requires the ability to respond quickly to changing circumstances. A primary, though not exclusive, goal of
Organisational Development is to improve organizational effectiveness.
3. Organisational Development is an interdisciplinary and primarily behavioral science approach that draws from such fields as
organization behavior, management, business, psychology, sociology, anthropology, economics, education, counseling, and
public administration.
4. The target of the change effort is the whole organization, departments, work groups, or individuals within the organization
and, as mentioned earlier, may extend to include a community, nation, or region. Organisational Development uses a
collaborative approach that involves those affected by the change in the change process.

QUESTION 54

Choose the right option-The question may have more than one correct answer.
The significance and advantages of career development both from organizations and employees' point of view can be summed up
as :
1. It reduces employee turnover by providing increased promotional avenues. It improves employee morale and motivation.
Career development programmes being an objective description of career progression, ensure equitable promotional
decisions even for women and minorities in an organization.
2. It enables organizations to man promotional vacancies internally, thereby, providing opportunities to reduce the cost of
managerial recruitment.
3. Employees' loyalty and commitment to the organization can be substantially increased and thereby organizations can enjoy
the privilege of increased employee productivity.
4. It reduces industrial disputes related to promotional matters and thereby provides opportunity to the organization to sustain
harmonious industrial relations. It ensures better utilisation of employees' skills and provides increased work satisfaction to
employee. It makes employees adaptable to the changing requirement of the organization

QUESTION 55

Select the most appropriate option

Socialization process involves which of the following stages ?
1. At encounter stage, perceptions earlier generated by an individual, are reaffirmed through a well planned induction
programme. Any dichotomy between the employees perceptions and organizational perceptions, need to be properly
identified and removed through increased socialization process.
2. At metamorphosis stage of socialization, employees understand the organizations and identify them with the organizations.
Employees develop a sense of belongingness and become a contributor to achieving organizational goals and objectives.
3. At pre-arrival stage: At this stage individual employees come to an organization with certain values, attitudes and
expectations. This exercise being undertaken at the selection stage, to enable an employee to understand to what extent his
perceived mapping gels with organizational culture and systems, it is the duty of the persons involved in the selection process
to facilitate this. Nowadays because of availability of information about organizations through different media, including web-
sites and internet, an enthusiastic individual may also have some preconceived ideas about the organization. Therefore, it is
better to first understand from the individual about what he understands about the organization and then help him to
synchronize this information with the reality. This helps the individual to take the right decision.
4. All of the above
5. Only (1) and (2)

QUESTION 56

Choose the right option-The question may have more than one correct answer.
The demerit(s) of external Sources of Recruitment is / are :
1. Hiring costs could go up substantially. Tapping multifarious sources of recruitment is not an easy task, either.
2. Existing employees who have put in considerable service may resist the process of filling up vacancies from outside. The
feeling that their services have not been recognised by the organisation, forces them to work with less enthusiasm and
motivation.
3. There is no guarantee that the organisation, ultimately, will be able to hire the services of suitable candidates. It may end up
hiring someone who does not ‘fit’ and who may not be able to adjust in the new set-up.
4. It takes time to advertise, screen, to test and to select suitable employees. Where suitable ones are not available, the process
has to be repeated.

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