Human Resource Management

PART A (Descriptive Type) = 27 PART B (Case Study) = 4 PART C (Multiple Choice) = 120 Instant Downloadable Solution from AiDLo.com PART A Descriptive Type Question Question 1: What is a profession? Is personnel a profession in India? Discuss with reasons. Question 2: What do you mean by Human Resource Management? Also discuss in brief both the managerial and the operative function of Human Resource Management. Question 3:Job analysis is the most basic human resource management activity. Discuss. Question 4: Why is change always resisted in the Organization? What measures would you recommended to minimize resistance? Question 5: What is Human Resource Planning (HRP)? Discuss the purposes and process of HRP? Question 6: Write short notes on any three of the following: (a) Job evaluation (b) Job analysis (c) Recruitment (d) 360 degree performance appraisal (e) Collective bargaining Question 7: What is 'Career' and why is career Planning becoming more important in today's competitive world? Question 8: Why are employees often unhappy with the performance appraisal done in the Organization? Discuss the important errors that can happen during performance appraisal. Question 9: Discuss the need for training and development. Describe how training needs are assessed? Question 10: What is the salary structure? How is it designed in a private industry? Question 11: What are the ideal features of an effective incentive scheme? Question 12: Discuss the measures for occupational health and safety at enterprise level and explain the role of top management, unions and workers in this regard. Question 13: Write short notes on any three of the following: a. Minimum wage and need based minimum wage. b. Factories Act, 1948 c. Workmen's Compensation Act, 1923

d. Motivation and job satisfaction e. MBO Question 14: Define the term 'Human Resource Planning'. Also explain in brief, the process of Human Resource Planning. Question 15: Write short notes on any three of the following: Job Analysis Job Enlargement Job Enrichment Sources of Human Resource Supply Process of Selection Socialization Question 16: Discuss in brief, the methods of training. Question 17: What are the skills required by executives? Also explain the methods of developing such skills. Question 18: Distinguish between 'Performance Appraisal' and 'Potential Appraisal'. Also discuss in brief, the methods of performance appraisal. Question 19: Distinguish between 'Monetary Rewards' and 'Non Monetary Rewards'. Also enlist various types of monetary and non monetary rewards. Question 20: Write short notes on any three of the following: 1. Emerging HR issues in knowledge industry 2. Incentive plans for operative staff 3. Functions of Trade Union 4. The Expatriate Problems 5. Existing machinery for settlement of industrial dispute in our country Question 21: Explain in brief the performance appraisal process. Also compare Behaviourally Anchored Rating Scale and MBO as methods of performance appraisal. Question 22: Explain the emerging trends in Human Resource Management and discuss the importance of technology on human resource function. Illustrate your answer with examples. Question 23: Why should organizations engage in HR Planning? Why do some organizations require relatively complex and comprehensive HR planning systems than do others? Discuss. Question 24: What are some of the traditional and current sources of recruitment used by organizations? What are their pros and cons? Question 25: Explain the steps you will suggest to design an effective salary system for a medium sized equipment manufacturing organization. Question 26: Discuss the concept of relevance of employee discipline. Identify the important methods of grievance handling, with examples.

Question 27: Style Warehouse is a major retailer of mens business clothing. Despite the increasing size of the services sector, management of retail personnel is often poor and turnover is high. Further, training is non existent and the industry is increasingly competitive. Style Warehouse wishes to establish itself as a quality clothier with a high growth and earnings rate, as well as growth in its stock value. If you were the training manager of Style Warehouse: (a) What kinds of training programmes would you organize for the employees of the organization? (b) What approach would you follow for evaluating the effectiveness of training?

PART B Case Study 1

Shivani Exports Chief buyer Ms Radha Shaluja, called the management trainee, Ms Mridhula Bansal, into her office, "Mridhula, you have been with us only for six months but in that time you have progressed very well. I am delighted with your work and I appreciate the efforts you have put into it". Mridhula was pleased. When she had come to Shivani Exports, fresh out of the Management College, she had lot of inhibitions about joining an export house. The job was different from what she had expected, with long hours of working and little glamour. But now she has been there for six months and was getting adjusted to routine life. Her immediate boss Radha had said that she was doing well. Three months later, however, Mirdhula was in for a surprise. When an opening for the post of Dy. Chief Buyer occurred in Shivani Exports someone else was hired. No one even mentioned the opening to Mridhula. She was never considered. Upset and annoyed Mridhula went to visit her friend Ramesh Gupta, a senior buyer in men's division. Ramesh was someone in whom Mridhula could confident. " My boss Radha Shaluja said, I was doing well and I have great future here". I just could not understand why the management did not even consider me for promotion. "Well, for one thing" Ramesh said "You are not ready yet". "That is not true" Mridhula responded. "I have worked hard for the last nine months and learnt everything there to know about fabrics, inventory control, fashion forecasting and buying. What else is there to learn"? "I thought you knew the policy of this company, Mridhula", Ramesh began hesitantly, "Shivani Exports wants to be a fashion leader. Buyer should how to get the. best items for the cheapest price.It also takes creativity and in- depth knowledge of the market- such as finding new fashion items that will be a big hit. You have to be ahead of the customers. Anticipate their needs and generate their needs. You competent, Mridhula, but you have not come up with any ideas so far". Mridhula was disappointed. She walked dejectedly out of Ramesh's office. The next day Mridhula phoned in sick. Over the next few months, her performance gradually declined and she made several purchasing and accounting errors. Concerned that Mridhula was failing to meet minimum performance standards, Radha asked what was wrong? "Oh, nothing" Mridhula answered. "It is just that I don't feel like working so hard if I am not going to get rewarded". Question 1. How would you evaluate the performance Appraisal System at Shivani Exports? Question 2. What can Radha do now to restore Mridhula's motivation and get her back' on track? Question 3. What mistakes, if any, did Ms Radha and Shivani Exports make with respect I on Human Resource Management?

Case Study 2
Grass- Cutter V s. Gas Cutter In one public sector undertaking with a chequered past, a line manager was appointed as the Chief of personnel. Within a year after taking up the assignment, he had to sign a wage agreement with the workers' union. The union at that time was dominated by non technical staff. The union's charter of demands favoured in the interests of its dominant member groups. It asked for a significant revision in gardener's pay, but was not equally vocal in pressing for the increase in the pay scales of workers in certain technical grades. The management conceded these demands because the union cooperated with them keeping the burden o(the pay revision well within the guidelines of the Bureau o[public Enterprises (BPE). Once the agreement was signed and communicated to employee / members by the management and the union respectively, there was commotion among the technical staff. They walked out of the union, formed a separate technical staff union and marched round the company premises holding placards, which read, "Here grass cutters get more than the gas cutters". In the engineering assembly unit, till the pay revision occurred, welding was a highly rated job. But not any longer, now gardeners get more than welders. Question 1. What happens if grass-cutters get more than gas cutters? Question 2. Evaluate the pros and cons of the approach of both the management and union in this incident? Question 3. List the lessons learnt. Suggest a way out of the problem on hand?

Case Study 3
"You call this Selection Interview"! Suresh Kumar was production manager for Singer Industries Limited, a Noida based electrical appliance company near Delhi. Suresh had to approve the hiring of new supervisors in the plant. The HR manager performed the initial screening. On Friday afternoon, Suresh got a call from Anil Dhavan, Singer's HR Director. 'Suresh' Anil said, "I have just talked to a young engineering graduate from a regional engineering college who may be just who you're looking for to fill that supervisor job you asked me about. He has some good work experience in a multinational firm located in Pune, but at a lower salary level. He wants to come over to Noida where his parents live". Suresh replied, well, Anilji, "I would take care of the boy". Anil continued, "He is here right now in my office, I am sending him to you, if you are free". Suresh hesitated a moment before replying, "Great Sir", I am certainly busy today but I can't afford to displease your either. Sir, send him immediately". A moment later, Ranga Rao, the new applicant arrived at Suresh's office and introduced himself. "Come on in Rao", said Suresh. "I'll be right with you after I make a few urgent phone calls". Fifteen minutes later, Suresh finished the calls and began interviewing Rao. Suresh was quite impressed. The merit certificates, the best suggestion award from previous multinational firm and Rao's quick responses revealed the candidate's potential. Meanwhile, Suresh's door opened and a supervisor yelled, "we have a small problem on line number 5 and need your help". "Sure", Suresh replied, "Excuse me a minute, Rao". Fifteen minutes later, Suresh returned and the dialogue continued for another few minutes before a series of phone calls again interrupted him. The same pattern of interruption continues for the next forty minutes. Rao looked at the watch embarrassingly and said, "I am sorry. Suresh, I have to go now. I have to catch the train to Pune at 9 P. M.". "Sure thing, Rao, "Suresh said as the phone rang again. "Call me after a week". Question 01. What specific policies might a company follow to avoid interviews like this one? Question 02. Explain why Suresh and not Anil should make the selection decision. Question 03. Is it a food policy to pick up candidates through 'employees referral method? Why and why not? Explain keeping the case in the background.

Case Study 4
Mariam has been a data processing supervisor for two years. She is in the process of selecting a candidate for a programmer trainee position she has created. Her plan is to develop the trainee into a system analyst within two years. Since this is a fast track, she needs a candidate whose aptitude and motivation is high. Fourteen candidates applied for the job in employment section of the human resource department. Six were women, eight were men. An employment specialist screened the candidates for Mariam using a carefully prepared interview format that included questions to determine job - related skills. Six candidates, three women and three men, were referred to Mariam. Mariam then conducted structured, in depth interviews and further narrowed the selection to one woman and two men. Her boss, a company vice president, agrees with her judgment after hearing Mariams description of the candidates. However, Mariams boss feels particularly unsure of the abilities of the female candidates. From the selection interview, past job experience and education, there is no clear indication of the candidates ability to perform the job. The vice president is insistent that Mariam should screen the candidate with a programmer aptitude test devised by a computer manufacturing firm. The test had been given four years ago, and some of the most successful current analysis had scored high on it. Mariam went to the human resource department and asked them to administer the test to the questionable candidate. The human resource manager informed her that the company policy had been to do no testing of any kind during the last two years. Mariam explained that the request had come from a vice president and asked that she be given a decision on her request by Friday. Questions (a) Identify and evaluate the stages of the selection process reflected in the case. (b) If you were Mariam, what would you do? (c) Suggest a selection process which such organizations as that of Mariams could adopt easily.

PART C Multiple Choice Question- Set 1 1. Every management level requires interaction with the people. A manager with the ability to build a work atmosphere approval and security to work effectively as a group and to build cooperative effort within the team he would be known to be an expert in: (a) Organisation skill (b) Leading skill (c) Planning skill (d) Human skill 2. The ability to see the organisation as a whole and being aware how changes in anyone part of the organisation effect all the other parts is known as (a) Leading skill (b) Human skill (c) Conceptual skill (d) Organising skill 3. A system in which the level of equilibrium between is always dynamic may be termed as : (a) An open system (b) A closed system (c) A system which is self sufficient and self regulatory (d) All of the above 4. In an organisational situation, a higher goal which is common to all even in a conflict situation may be termed as: (a) Super ordinate goal (b) Conflict aftermath (c) Organisational goal (d) All of the above 5. An organisation structure in which a personis accountable to two bosses at the same time is called: (a) Geographical Organisation (b) Functional Organisation (c) Product Organisation (d) Matrix Organisation 6. A plan can not be said to exist unless: (a) It has been reduced to writing (b) It has been signed by the chairman (c) It has been conveyed to all managers (d) Commitment of resources, direction, or reputation has been made. 7. The managerial function of staffing means: (a) Hiring people for the organisation (b) Filling, and keeping filled, positions in the organisation structure (c) Right man for the right job (d) Maintaining good relationship between staff and line personnel 8. 7-S Framework is utilized for evaluation of: (a) Strength & weakness of a corporate entity (b) Quality Control status of an organisation (c) Market shares of a firm (d) Production capacity of an industrial unit. 9. BCG Matrix is a (a) Method for inventory control (b) Strategic Planning Tool

(c) Method of evaluating critical area in PERT (d) Tool for determining motivation 10. Synergy is (a) Energy created due to motivation (b) Enhanced power output of a generating set (c) Benefits of vertical integration and related diversification (d) Wrongly spelled out word 11. (2 + 2 = 5) effect is often used to indicate: (a) Error in mathematical problems (b) Synergy (c) Enhanced skills (d) Better management control and supervision 12. Which one of the following is not a component of McKingsy's 7-S Framework? (a) Staff (b) Skills (c) Shared Value (d) Sale 13. SWOT Analysis (TOWS Matrix) is a modem management tool tor: (a) Inventory control (b) Production scheduling (c) Human Resource Development (d) Developing of alternative strategies during planning 14. As per Standford Research Institute 12% of effective management strategy is knowledge and 88% is (a) Motivating people (b) Managing Resources (c) Material and Machine management (d) Dealing appropriately with people 15. According to the findings of Management Development Institute survey we could improve productivity, without extra finance or new technology if we could improve leadership abilities of our executives by: (a) 10 per cent (b) 20 per cent (c) 30 to 40 per cent (d) 45 per cent 16. Effective communication means: (a) 20 % per cent listening (b) 50 per cent listening (c) 50 per cent reading (d) 50 per cent speaking 17. HRA stands for (in corporate management) : (a) Human Resource Assessment (b) Human Resource Audit (c) Human Resource Allowance (d) Human Resource Approach 18. Conflict is: (a) Always destructive (b) Always constructive (c) Never constructive (d) Could be destructive and constructive

19. Job Evaluation is a technique which aims at: (a) Establishing fair and equitable pay structure (b) Analysing of requirement of updating technology (c) Assessing safety requirement of jobs (d) Improving productivity 20. Induction or orientation is an integral part of: (a) Training (b) Selection (c) Recruitment (d) Neither of the above 21. Conflicts in work environment could be classified as under (Tick mark wrong one) (a) Perceived conflict (b) Apparent conflict (c) Manifest conflict (d) Latent conflict 22. Industrial Dispute Act, 1947 provides the following industrial relations machinery for resolution of conflicts: (Tick mark wrong one) (a) Negotiation (b) Conciliation (c) Mediation (d) Arbitration 23. Qualitative dimensions of Human Resource Planning are (Tick mark incorrect one) : (a) Education and Training (b) Health and Nutrition (c) Equality of opportunity (d) Fair Wages 24. In stress Management stress underload is called: (a) Rust out stress syndrome (b) Bum out stress syndrome (c) Optimum stress level (d) Coping with strenuous 25. What can an organisation do to alleviate stress (Tick mark wrong one) (a) Undertakes stress audit (b) Use scientific input (c) Spread the message of stress awareness (d) Organise job evaluation 26. The power of a person derives from the closeness to a powerful person is known as : (a) Authority (b) Emotional power (c) Expert power (d) All of the above 27. The saying "Give a man fish, He will eat it; Train a man to Fish, He will feed his family" is used in relation to which management activity? (a) Motivation (b) Recruitment (c) Training (d) Production 28. Performance review is done to (a) Reward work done (b) Focus on areas requiring improvement

(c) Giving appropriate feed back to individuals (d) All of the above 29. Free exchange of help between the employee and the supervisor, taking help from his employee and as much as giving them the needed help the support may be termed as : (a) Trust (b) Communication (c) Mutuality (d) The Dyad 30. When a young person joins an organisation he needs some senior person in whom he can confide and get advice and support. Such relationship may be called: (a) Mentoring (b) Counseling (c) Listening (d) Understanding 31. Counseling is (a) Helping the employee to grow and develop (b) Giving him feed back (c) Reading his performance report (d) Explaining legal implications. 32. The term OCT AP AC is used in relation to which of following: (a) Organisational Development (b) Organisational culture & climate (c) Quality Control (d) Marketing synergy 33. Line Managers are: (a) Supervisors (b) Staff authorities (c) Managers with authority (d) Production & Marketing Managers to direct operations in their spheres of activity 34. The methods of recruitment may include: (a) Internal (b) Direct (c) Indirect and Third Party (d) All of the above. 35. Which of the following is not a typical Rater error? (a) Average behavior (b) First Impressions (c) Central Tendency (d) Halo effect 36. Spillover Effect in Rater Errors means: (a) Rating is influenced by the most recent Behavior (b) Basing the entire appraisal on the basis of one perceived positive equally (c) Allowing past performance to influence how present performance is evaluated (d) Ratee may be rated very strictly. 37. Key result areas are usually termed as : (a) Objectives (b) Mission (c) Goals (d) KRAs 38. The logical and possible sequences of positions that could be held by an individual based on what and how people perform in an organisation is called:

(a) Career (b) Career Anchors (c) Career Path (d) Succession Planning 39. "In-Basket" Technique is used in (a) Production (b) Marketing (c) Training (d) Accounting 40. The Act which aims to ensure regular and prompt payment of wages and to prevent the exploitation of wage earners by prohibiting arbitrary fines and deductions is called: (a) The Equal Remuneration Act, 1976 (b) The Payment of Bonus Act, 1965 (c) The minimum Wages Act, 1948 (d) The Payment of Wages Act, 1936 Multiple Choice Question Set 2 1. The secret of the success of Japanese companies lies in the fact that: (A). they use state of the art technology (B). they pay higher wages to their employ (C). they view employs as there most valuable asset (D). they are hard task masters 2. Human resource management does not look after: (A). procurement and development of human factor for the human organization (B). Compensation and integration of human factor for the organization (C). Maintenance of human factor in the organization (D). dehumanizing in the organization 3. Which of the following is not a true statement in respect of objectives of hrm? (A). HRM ensure respect for human factor in the organization (B). HRM motivates satisfies and maintain high moral of the employees (C). HRM helps in promoting well being of the society (D). HRM helps in enhancing the rate of labour turnover 4. New concepts like TQM, kaizen, QWL and Employment came into prominence during: (A). 1950s (B). 1970s (C). 1990s (D). 1930s 5. The concept of welfare stage in HRM started from: (A). 1920-1930 (B). 1980-1990 (C). 1905-1910 (D). 1915-1920 6. Which of the following in managerial function? (A). Staffing and directing (B). Procurement and development (C). Compensation and integration (D). Maintenance and integration 7. HRM is now being considered as: (A). Disciplinary department (B). Strategic management function

(C). Inter disciplinary department (D). Auxiliary function 8. Which is not true? (A). HR planning is helpful in detailing the number of kinds of personal required (B). It spell out the qualification skill and expertise of personal required in all organization (C). It give lead times for recruitment Selection training and development of personal (D). HR planning integrates the employees into the organization 9. Which of the following is not a stage of the process of the HR planning? (A). Identifying objective (B). Developing manpower (C). Assessing Business plan (D). Manpower audit 10. Once job analysis is conducted, the data reviewed is: (A). Job description (B). Job enlargement (C). Job enrichment (D). Downsizing 11. Which is not true regarding job analysis? (A). It is a process of data collection (B). It is a procedure through which fact are gathered for rich job (C). Information about the job is systematically discovered & noted (D). It is a process of data dissemination 12. Job description does not consist of: (A). Job summary (B). Job evaluation (C). Hazards involved (D). Pay 13. Who of the following is not the source of job information in connections with job analysis? (A). Job holder (B). Independent observers (C). Interviews (D). Pay commission 14. Recruitment is not: (A). The process of searching for prospective candidates and simulating them to apply for job in the organization (B). Attracting lot of potential for the company (C). A positive concept (D). Selecting the best candidates 15. Which of the following is not a stage in the process of selection? (A). Advertisement (B). Initial contract (C). Screening (D). Physical examination 16. Which is not a Pseudo way of selecting applicant? (A). Astrology (B). Phrenology (C). Graphology (D). Ecology 17. Career planning is: (A). All the jobs that are held during ones working life (B). Future position ones trives to reach as a part of career

(C). The stage through which a person's career evolves (D). The process by which one selects career goals and the path to these goals 18. Which of the following is not the step in the career planning and development process? (A). Analyzing the skill aptitudes & knowledge of the employ (B). Formulation policies (C). Identifying and analyzing career opportunities (D). Preparing action plans and periodic review 19. Which of the following is not on-the- job method of training? (A). Apprenticeship (B). Position rotation (C). Vestibule school (D). Role playing 20. Which of the following is not off-the- job method of training? (A). case studies (B). simulation (C). sensitivity training (D). special project 21. Which of the following is not the technique of developing executives? (A). Business games (B). Case studies (C). In basket exercises (D). Apprenticeship 22. Which of the following is not the principle of training? (A). Motivation (B). Active participation (C). Perception (D). Re-enforcement 23. in the paired comparison technique of performance appraisal, which of the following formulae is applied? (A). no. of comparison =N(N-1)/2 B. no. of comparison =N-(N-1)/1 (C). no. of comparison =N-(N-1)/2 (D). no. of comparison =N-(N-1)/131 24. Which of the following is not one of the modern methods of performance appraisal? (A). 360 Technique (B). Human resource accounting (C). Descriptive evaluation (D). Bars 25. Which of the following statements regarding MBO is not true? (A). MBO has emerged as reaction to the traditional management practices (B). MBO has a special provision for mutual goal setting (C). There is no special provision in MBO for appraising of progress by both the appraiser and the appraise (D). MBO is based on behavioral value of fundamental trust in the goodness of human beings 26. Which of the following incentives plans is not for blue collar employees? (A). straight piece rate plan (B). salary plan (C). differential piece rate plan (D). straight piece rate with guaranteed minimum wages 27. Which of the following incentive plans is not for while collar employees? (A). salary plan (B). salary & commission plan

(C). commission plan (D). bedaux plan 28. Which of the following is not an incentive plan for individuals under blue collar employees? (A). Priest man plan (B). Rowan plan (C). Emerson plan (D). Bedaux plan 29. Performance based rewards do not include: (A). Social security benefits (B). Piece work (C). Commission (D). Merit pay plan 30. The objectives of compensation administration are not to: (A). Simplify collective bargaining (B). Boost the moral of employee (C). Plan for effective manpower training (D). Eliminate chances of favoritism 31. Which of the following is not a closely related aspect of wage administration? (A). Compensation survey (B). Job evaluation (C). Performances appraisal (D). Merit rating (E). Incentives 32. Which of the following is not one the principles of compensation administration? (A). Wages policies need not be clearly expressed in writing (B). Job description and rating should be periodically checked to keep them updated (C). Wage decision should be checked up against carefully formulated policies (D). It is a management's responsibility to make the wage policy known to every employee 33. Which of these is not an internal cause of indiscipline? (A). Divide and rule policy (B). Biesed attitude of management (C). Defective supervision (D). Violence and disturbance in the country 34. Which of the not the objectives of labour relations? (A). To promote general welfare of workers (B). To promote industrial democracy through workers participation in management (C). To enhanced labour turnover (D). To improve productivity of the organization 35. Which of the following is not a measure to prevent industrial disputes? (A). Works committees (B). voluntary arbitration (C). Collective bargaining (D). Labour co partnership 36. Which of the following is not a part of adjudication machinery? (A). Labour court (B). Board of conciliation (C). Industrial tribunals (D). National tribunals 37 Which of the following is not the feature of collective bargaining? (A). It is a group action (B). It is a static and rigid process

(C). It is a continuous process (D). It is an advanced form of human relations 38. Which of the following is not a sub part of negotiating stage? (A). Identification of problems (B). Preparation of negotiation (C). Negotiation of agreement (D). Workers of participation in management 39. Which of the following is not a type of negotiating procedure? (A). Haggling bargaining (B). Price bargaining (C). Continuous bargaining (D). boulwarism bargaining 40. Which of the following is not the cause for limited success of collective bargaining in India? (A). Multiplicity of trade union (B). Weak trade union (C). Difficult accessibility of adjudication (D). Interference of political parties Multiple Choice Question Set 3 1. HRM is an approach to the management of: a) Organization b) Jobs c) People d) Activities 2. Management by objectives (MBO) was conceptualised by a) Reniss Likert b) Tom Peters c) William Collins d) Peter Drucker 3. Which historical group of thinkers underlined the importance of integration and involvement in HRM? a) The behaviour science movement b) The corporate culture movement c) The organizational development movement d) All the above schools 4. The functions performed by the Hr Manager are : a) Training b) Voluntary Integration c) Planning d) All the above 5. The quality of HRM practised in an organizational is indicated by: a) the type of employee treatment b) the type of organizational climate c) the type of management style d) All the above 6. The HRM practice which involves the appraisal of results against objectives is called a) Reward Management b) Employee Management c) Task Management d) Performance Management

7. The Career Management Programmes are incorporated into: a) Human resource Development b) Human Resource Organization c) Human Resource Systems d) Human Resource Planning 8. The human factor across all organizations comprises of: a) The people b) The management style c) The organizational climate d) All of the above 9. Who advocated job enrichment as a means of increasing organizational effectiveness a) Herzberg b) McGregor c) Likert d) Argyris 10. Human Resource Management (HRM) functions are broadly classified into managerial functions and operative functions. The basic managerial functions of HRM are: (a) Planning, organizing, staffing, directing and controlling (b) Job analysis, human resource planning, job specification and directing (c) Induction, human resource planning, job analysis and controlling (d) Induction , planning, organizing and recruitment 11. A program in which employees continue their present jobs, but duties are added with the intention of making the job more rewarding is known as (a) Job enrichment (b) Job enlargement (c) Job rotation (d) Job specification 12. A program in which employees continue their present jobs, but duties are added with the intention of making the job more rewarding is known as (a) Job enrichment (b) Job enlargement (c) Job rotation (d) Job specification 13. A specialized category of private agencies, who cater mostly to top management level recruitment needs is known as (a) Employee referrals (b) Head hunters (c) Unsolicited applications (d) Employment exchange 14. The process of choosing the most suitable candidate for a job among the available applicants is called (a) Selection (b) Recruitment (c) Human resource planning (d) Job analysis . 15. The process of selection starts with a review of the applications. Which of the following steps follows the review of the application? (a) Analysis of the application blank (b) Preliminary interview (c) Reference check

(d) Initial screening interview. 16. Once the interviewer has decided on the format, he can start formulating specific questions. The question Tell me about yourself belongs to which of the following type of questions? (a) Open-ended question (b) Closed-ended question (c) Critical question (d) Casual question 17. In which of the following methods of ranking, every employee is compared with every other employee in the group and the employees are ranked based on the number of times they emerge the winner in each comparison? (a) Point allocation method (b) Paired comparison method (c) Forced distribution method (d) Force choice rating method 18. The method of performance appraisal where the rater has to respond Yes or No to a set of questions which assess the employees performance and behavior is known as the (a) Checklist method (b) Team appraisal method (c) Balanced scorecard method (d) Point allocation method 19. Which of the following is the amount of remuneration that is just sufficient to enable an average worker to fulfill all his obligations? (a) Bonus (b) Maximum wage (c) Dearness allowance (d) Minimum wage 20. In which of the following job analysis methods, individuals performing the job are observed and relevant points are noted? (a) Dairy method (b) Observation method (c) Questionnaire method (d) Individual interview method 21. A conflict resolution technique in which a neutral third party attempts to assist the conflicting parties in reaching an agreement is: (a) mediation. (b) cooperation. (c) arbitration. (d) dissolution. 22. An incentive pay plan for factory assembly line workers would be most likely to use which of the following methods? (a) Piecework (b) Stock options (c) Golden parachutes (d) Perquisites 23. Organizations wishing to ensure a suitable supply of employees for current and future senior or key jobs should consider implementing: (a) succession planning. (b) work-life initiatives. (c) higher compensation rates. (d) a stress interviewing process

24. The process through which employees are adapted to an organization's culture is called _____. (a) personalization (b) mentoring (c) Socialization (d) institutionalization 25. Performance Appraisal is a primary HRM process that links employees and organizations and provides input for other processes through these means (a)Identification, Measurement, Management (b)Assessment, Direction, Development (c) Recruitment, Selection, Onboarding (d) Skill, Effort, Responsibility 26. The primary purpose of new employee orientation is to: (a) help the new employee feel comfortable in the organization. (b) reduce employee lawsuits. (c) provide new employees with basic information so that they can perform their jobs satisfactorily. (d) reduce turnover and absenteeism. 27. Industrial Relation, in India has traditionally been a (a) Fire-fighting function (b) Fire-stocking function (c) All the above (d) None of the above 28. The Trade Union Act came into being in a. 1926 b. 1930 c. 1965 d. 1911 29. The information obtained from job analysis is also used in developing compensation packages, it is called(a) Job description (b) Job evaluation (c) Job enrichment (d) None of the above 30. The two most widely popular approaches to job design are(a) Job enlargement (b) Job enrichment (c) Both a and b (d) Neither a and b 31. A step-by-step self-learning method that consists of presenting the information, allowing a response, and providing feedback on the response is: (a) computer based (programmed) training. (b) on-the-job training. (c) apprenticeship training. (d) simulated training. 32. The monetary benefits and non-monetary benefits given to employees during their employment and sometimes in the post-employment period are called (a) Fringe benefits (b) Performance appraisal benefits (c) Management development benefits (d) Bonus

33. If an organization's pay rates are similar with prevailing rates in other organizations, the compensation structure reflects: (a) internal equity. (b) external equity. (c) face validity. (d) concurrent reliability. 34. Employee relations deal with the employees in the organizational context, as a social group that contributes to the organization. Which of the following is not included in employee relations? (a) Increasing employees productivity (b) Keeping the employees satisfied and motivated (c) Developing team building, team management and leadership skills in employees (d) Reducing the quality of work life and personal life of the employees. 35. Which of the following functions of HRM deals with 'Collective Bargaining'? (a) Staffing (b) Forcasting (c) Employee-assistance management (d) Employee-relations management 36. In which of the following appraisal systems, the employees performance is evaluated by his/her supervisor, his/her peers, his/her internal/external customers and suppliers and his/her subordinates? (a) Checklist (b) Behaviorally anchored rating scale (c) 360 degree feedback (d) Team appraisal 37. Organizational rewards can be both extrinsic and intrinsic. Which of the following is an example for extrinsic rewards? (a) Appreciation (b) Job satisfaction (c) Promotion (d) Motivation 38. What is the term used to describe the process of helping a new employee to settle quickly into their job so they become efficient and productive workers? (a) action learning (b) discovery learning (c) sitting by Nellie (d) induction 39. Which of the following is not a stage in the systematic training cycle? a) evaluation b) assessing training needs c) planning the training d) job instruction on a one to one basis 40. Which of the following HR function is the basic element of recruitment? (a)Attract the job applicants for the particular post (b) Select the best one among all applicants (c) Train the people as per organizational requirements Instant Downloadable Solution from AiDLo.com