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Human Resource Management.0.pdf

This document provides an introduction to key concepts in human resource management. It discusses how an HR manager builds an effective organization and ensures employees perform at their best. It also covers how HRM acts as a link between top management and employees. Finally, it examines the various HR processes related to attracting, managing, staffing, and developing employees for an organization's benefit. The document contains multiple choice questions testing understanding of these HR concepts.

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Introduction to Human Resource Management Question 1 An HR Manager has to build an effective ____________, handle the expectations of the employees and ensure that they perform at their best. management workforce organization business Question 2 One of the major objectives of HRM is to act as a link between the ____________ and __________. top management, employees labor unions, top management vendors, service providers former employees, new employees Question 3 HRM examines the various HR processes that are concerned with attracting, managing, ______ and ______ employees for the benefit of the organization. staffing, coaching accounting, organizing motivating, developing deciding, maintaining Question 4 Personnel management involves: direct manpower management working conditions and workplace amenities promotes industrial democracy motions required for job Question 5
Employee welfare entails: employee productivity supportive work environment working conditions and workplace amenities motions required for job Question 6 Industrial relations helps _______________________. supervise employee safety promote industrial democracy contribute to organizational development ascertain individual growth Question 7 _________ is considered to be the father of scientific management. Fredrick Taylor Hawthorne Robert Mathis Josh Goldfaden Question 8 __________ suggested that employee productivity was not only influenced by the way the job was designed and the economic rewards but also by certain social and psychological factors. Fredrick Taylor Hawthorne studies Robert Mathis Josh Goldfaden Question 9 The __________ approach states that HR policies and practices should be in alignment with the goal of balancing individual and organizations needs. Scientific management Human relations
Human resources Historical Question 10 __________ is the future course of action that includes identifying human resource requirements and forecasting personnel needs. Job analysis Recruitment Selection Planning Question 11 ___________ are the rewards that an employee earns in addition to regular wages or salary based on the performance of the individual, team or the organization. Performance appraisal Wage or salary benefits Incentives Fringe benefits Question 12 ____________ are monetary and non-monetary benefits given to employees during their employment. Incentives Fringe benefits Performance appraisal Wage or salary benefits Question 13 The administrative role of the HR involves record keeping and ____________. legal compliances market strategies performance appraisals wage administration Question 14
As an ___________ HR employees link the top management and employees. administrative expert auditor employee advocate facilitator Question 15 As an _______ HR specialists are responsible for ensuring that all members of the management perform their respective roles concerned with the effective use of HR. consultant administrative expert service provider auditor HRM in India Question 1 The challenges HR managers face is the issue of upgrading the skill set of employees through ________ in the face of high att coaching and motivating mentoring and leading managing and staffing training and development Question 2 Most of Indian companies are committed to provide ___________ opportunities for all. many equal just few Question 3 Human Resource Management has taken a leading role in encouraging ________ activities at all levels.
Corporate Social Responsibility social service community service public service Question 4 Organizations are changing their HR policies to retain their _________. required resources important customers valuable employees reputed services Question 5 The most important use of technology in HRM is an organization�s __________. Human Resource Management System Human Resource Planning System Human Resource Information System Human Resource Relations System Question 6 Technological and ___________ trends are in turn producing changes in the nature of jobs and work. economic globalization sustainable progressive Question 7 ___________ means establishing a heterogeneous workforce to perform to its potential in an equitable work environment where Managing diversity Managing technology Homogenizing Multiplicity Question 8 An enormous shift from manufacturing jobs to _____ is observed in workforce diversity. production economy
closed economy mixed economy service economy Question 9 HRM Practices in Indian Organizations is structurally well-researched. True False Question 10 The tolerance for ambiguity and uncertainty is high in the Indian workforce. True False Question 11 Tolerance for diversity is high among Indians and therefore not much HR efforts are needed to practice tolerance towards othe True False Question 12 Indian employees require cultural events and activities in the organization. True False Question 13 There is a natural urge for Indian employees to collaborate at the workplace, True False Human Resource Planning Question 1 HRP has to take into account the __________ for individual employees and ___________ in the organization. career planning, succession planning training, development coaching, mentoring
education Question 2 Human resource planning helps to __________ the turnover or attrition rates. plan delegate manage forecast Question 3 Manpower planning consists of ___________ future manpower and developing manpower plans for the __________ of the projections. forecasting, creating projecting, implementation training, development predicting, records Question 4 Manpower planning is required in order to meet the needs of _________ programs that become necessary because of increase in the demand for goods and services. welfare benefit expansion surplus Question 5 Manpower planning is also needed in order to identify areas in which there is a __________ of personnel. shortage scarcity surplus excess Question 6
The success of HR plans depends on the accuracy of the ________ that are needed to implement the organizational strategies. HR forecasts Delphi technique Index or Trend analysis HR budgets Question 7 ______ calls for selection of a panel of experts either from within or outside the organization. Time series Delphi technique Index or Trend analysis HR budgets Question 8 In __________ past staffing levels (instead of workload indicators) are used to project future human resource requirements. Delphi technique Nominal group method Index or Trend analysis Time series Question 9 Successful HR planning calls for establishing HRP as an integral part of the _______________ activities. corporate planning economic planning financial planning security planning Question 10 ___________________of the HRP process every year is necessary to incorporate changes in it to make it more useful. Maintenance
Development Modification Review Recruitment and Selection Question 1 Recruitment is the process of searching for _________ employees and stimulating them to apply for the jobs in the organizations. prospective skilled talented smart Question 2 The aim of ________ program is to attract the best people for the job and aid the recruiter by making a wide choice available. useful selection job application effective recruitment employee referral Question 3 Employees who are already working in the organization ______ their friends or acquaintances for the vacant positions in the organization. This is known as employee referral. recommend allocate hire employ Question 4
______ invite applications from interested candidates, short-list them or interview them for a second round of short listing and finally arrive at the list of suitable candidates for the vacant position. HR department Private agencies Advertising agencies Consulting firms Question 5 One of the sources of recruitment for an organization might be __________ applications from candidates interested in working with the organization. referral multiple external unsolicited Question 6 ______ are using information technology as an aid in recruiting people. HR personnel Managers Employers Executives Question 7 The process of choosing the most suitable candidate for a job from among the available applicants is called ____________. application employment referral selection Question 8 Rejecting an unsuitable candidate will have a _______ effect on the organization.
negative positive ripple strong Question 9 The applicants are called for a test or an interview, after __________. selection initial screening telephonic interview employee referral Question 10 Interviews are generally conducted to test the ___________ of the candidate. personality knowledge intelligence skill levels Question 11 _________ in an application form normally includes the candidates name, date of birth, gender, marital status, details of family, and address. Background information Educational qualification Experience Personal information Question 12 ________ check the credibility of the candidates and get information of their experience. Personality items Reference checks Educational qualification Personal information
Question 13 Under ________ items, the applicant is required to provide information such as strengths and weaknesses. personality salary reference checks work experience Question 14 _________ measures the general mental ability of individuals. This is the first standardized and most widely used test developed by psychologists. Personality test Aptitude test Intelligence test Interest test Question 15 _________ measures the job related proficiency and knowledge of the applicants. Aptitude test Achievement test Interest test Situational test Question 16 In _________, the candidates are exposed to simulated business situations and their responses are recorded and evaluated. Situational test Achievement test Interest test Intelligence test Question 17
_____________ is an important part of the interview. It should be done in a smooth manner. Interviewer should make an overt sign to indicate the end of the interview. Preparation Closing an interview Setting Conducting an interview Question 18 _________ are first round interviews that aim to eliminate the applicants who are obviously unqualified for the job. In-depth interviews Group interviews Preliminary interviews Selection interviews Question 19 ________ are deliberate attempts to create pressure to observe how an applicant performs under stress. Preliminary interviews Group interviews Decision-making interviews Stress interviews Question 20 ___________ is the period of familiarization for the employee, with the organization, his colleagues, and his job. Induction Evaluation Placement Medical examination Training and Management Development Question 1
___________ enhances the skills and capabilities of the individuals in an organization. Training Education Practice Profit Question 2 Training helps an employee acquire the skills required to assume greater ______. responsibilities monetary benefits experience role appreciation Question 3 A manager who has well trained and well equipped employees needs to spend less time ___________ them. training supervising meeting with testing Question 4 Understanding ________ and procedures is important for any employee of the organization. hierarchy policies the mission the business environment Question 5 Training in ____________ equips an employee to deal successfully with the problems he is facing. problem solving
grievance redressal job-related skills business communication Question 6 ________ of/on employee performance after the training also enables the employee to adopt and employ the newly acquired knowledge and skills. Tests Supervision Feedback Monitoring Question 7 In the _________ method, a trainee can discuss problems in performing the job immediately with the trainer. computer modeling job instruction training vestibule training job rotation Question 8 _________ is a training method where the trainee is placed on various jobs across different functions in the organization. Committee assignments Role playing Vestibule training Job rotation Question 9 Under ___________, a group of employees are given an actual organizational problem and are asked to find the solution. committee assignments role playing case studies
job rotation Question 10 ___________ is a technique whereby the dimensions of the job are programmed into the computer. Computer modeling Role playing Case studies Apprenticeship Question 11 In ____________ training, the actual work conditions are simulated and the equipment used by the trainees is similar to what is used in the job. computer modeling job instruction training vestibule training job rotation Question 12 In the _____________ method, the trainees are divided into different groups and teams. They play the roles of competing firms in a simulated market. business games role play case study incidental Question 13 The ________ technique enables junior managers to participate in board and committee meetings, which are normally attended only by senior and top level managers. understudy assignments multiple management coaching job rotation Question 14
The ______ method aims to develop the intellectual ability, practical judgment and social awareness of the employees business games role play case study incidental Question 15 The __________ is a method of development that simulates the aspect of a managers job. Trainees receive documents similar to the items normally found in managers in basket. business games method role play method case study method In-basket method Question 16 _________ is a method which helps to change the behavior through unstructured group interaction. Sensitivity training Role play Case study Job rotation Question 17 ___________ is a theory of personality development and provides an approach for defining and analyzing the interaction between people. Job rotation Transactional analysis Multiple management The incidental method Question 18 ___________________ helps in determining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.
Feedback Research Control Power games Question 19 _____________ helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Feedback Intervention Control Power games Question 20 Using __________________, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Research Intervention Control Power games Question 21 ______________ helps in determining whether the actual outcomes are aligned with the expected outcomes. Intervention Control Supervision Power games Employee Career Planning and Growth Question 1 Companies are designing __________________________ to increase employee productivity, prevent job burnout and obsolescence, and improve the quality of employees work lives.
employee recruitment programmes employee evaluation programmes employee growth programmes employee retention programmes Question 2 To cope in todays turbulent times, it has become increasingly important for both _______________ and ______________ to better redress employee career needs. HR, employers the government, employees trade unions, employees employees, employers Question 3 The end result for a ____________ workforce is one that has self-reliant workers who are capable of reinventing themselves to keep us with the fast pace of organizational changes. motivated career-resilient growing developed Question 4 A _________ can be defined as a sequence of positions, roles or jobs held by one person over a relatively long time span and over his/her life time. position career plan path Question 5 ___________refers to the process by which an individual selects career goals and the path to these goals. Career development Career planning Training Mentoring Question 6 A _________ is an attitudinal characteristic that guides people throughout their careers.
career anchor career goal career plan career milestone Question 7 Which if the following are the elements of career planning programme:1. Individual assessment and need analysis. 2. Organisational financial analysis.3. Need � opportunity alignment. 4. Career counselling. 1, 2, 3 1, 3, 4 2, 3, 4 1, 2, 4 Question 8 Traditionally, succession planning was usually restricted to senior-level management positions and was _________________or ____________. formal, informal short-term, long-term 0 0 Question 9 Formal succession planning involves an examination of strategic (long-range) plans and HR forecasts and a review of the data on all ___________________ employees. Current Potential Senior New Question 10 Succession planning reduces ___________________ of managerial development movements. regularity frequency predictability randomness Question 11 One of the other career programmes is the ________.
Placement oppurtunities Outplacement programme Need � opportunity alignment Succession planning Question 12 One of the other career programmes is the Work-family programme. True False Performance Appraisal Question 1 Companies are designing __________________________ to increase employee productivity, prevent job burnout and obsolescence, and improve the quality of employees work lives. employee recruitment programmes employee evaluation programmes employee growth programmes employee retention programmes Question 2 To cope in todays turbulent times, it has become increasingly important for both _______________ and ______________ to better redress employee career needs. HR, employers the government, employees trade unions, employees employees, employers Question 3 The end result for a ____________ workforce is one that has self-reliant workers who are capable of reinventing themselves to keep us with the fast pace of organizational changes. motivated
career-resilient growing developed Question 4 Performance is defined as the record of outcomes produced on a specific job function or activity during a/an ______________________. infinite time period employees career specific time period a period of never more than six months Question 5 Performance includes a number of _______ involved in performing a job. number of tasks or activities number of skills or abilities 0 0 Question 6 Two aspects that need to be considered while establishing a PMS are ________ and ___________. reliability of the assessment tool impracticality clarity ambiguity Question 7 In the ______ technique, the performance is assessed on effective or ineffective performance incidents. critical incident essay evaluation Management by Objectives (MBO) Behaviourally Anchored Rating Scale (BARS) Question 8
In _______________, the evaluator must choose from a set of descriptive statements about the employee. forced distribution paired comparison checklists and weighted checklists forced choice Question 9 In the ________________ method of evaluation, the evaluator is asked to describe the strong and weak aspects of the employees behaviour. ranking essay evaluation Behaviourally Anchored Rating Scale (BARS) Management by Objectives (MBO) Question 10 In ________________, the targets are set in advance. Management by Objectives (MBO) The Behaviourally Anchored Rating Scale (BARS) The critical incident technique The graphic rating scale Question 11 In ________________, the evaluator is asked to rate employees from highest to lowest on some overall criterion. paired comparison critical incident technique ranking graphic rating scale Question 12 In the _______________________ approach, first the names of the persons to be evaluated are placed on separate sheets in a predetermined order, so that each person is compared to all others to be evaluated. paired comparison
critical incident technique ranking graphic rating scale Question 13 The __________________________ is similar to grading on a curve. forced distribution paired comparison checklists and weighted checklists forced choice Question 14 Identify the sources of feedback in 360 Degree Appraisals:1. Managers/Superiors2. Peers3. Friends4. Customers5. Oneself 1, 2, 4 1, 2, 3, 5 1, 2, 4, 5 1, 2, 3, 4, 5 Question 15 ________ ratings can be used when the employee's expertise is known or the performance and results can be observed. Managers Customers Peers Oneself Question 16 Organisations have realised that feedback from different sources should be taken into account. True False Question 17 Self assessment includes both the ratings of individuals by managers on elements in an employee's performance plan and the evaluation of programmes and teams by senior managers.
True False Compensation Management Question 1 The term _________ is defined in the Oxford Dictionary as fixed periodical payment to a person doing other than manual or mechanical work. salary wage incentive benefit Question 2 The _________ theory is also known as Iron Law of Wages. The bargaining theory of wages The wage fund theory The subsistence theory The marginal productivity theory Question 3 The _________ theory was propounded by Francis A. Walker. The wage fund theory The residual claimant theory The standard of living theory The purchasing power theory Question 4 _________ has been defined by the Committee as "the wage which must provide not only for the bare sustenance of life, but for the preservation of the efficiency of the worker.” Living wage Fair wage Minimum wage
Luxury wages Question 5 Recognition of an employees contribution by giving an award is a _______ incentive. short term long term non-monetary 0 Question 6 In the ________ incentive method, employees earn a share of the companys profit, which is normally calculated as a percentage of local profit. Rewarding groups for their successful performance is known as ________________. profit sharing, gain sharing annual bonus, weekly bonus gain sharing, profit sharing employee stock plans, buyback plans Question 7 There is no scientific way of ascertaining the impact of ___________ on factors such as employee satisfaction and employee retention or productivity. benefits salary wages incentives Question 8 Some organisations might insist on few benefits to be _____________ where the employee might need to bear part of the cost. supplementary contributory negligible deferred
Job Evaluation Question 1 ________ is a systematic process of analyzing and evaluating jobs to determine the relative worth of jobs in an organization. Job evaluation Competency mapping Succession planning 0 Question 2 Job evaluation is the evaluation or rating of jobs to determine their position in the ____________. job hierarchy organizational hierarchy pay scale department Question 3 ______________________ determines the position and place of the job in the organizational hierarchy. job hierarchy job evaluation job rotation Role Question 4 The objective of job evaluation is to measure employee satisfaction with respect to ____________. compensation incentives benefits expereince Question 5
Maintaining complete and accurate data relating to ___________ and _________ of various jobs is an objective of job evaluation. skills, safety level description, specification objectives, requirements 0 Question 6 ______ is a method where a quantitative point scale is developed to evaluate the jobs. The Point rating method The Ranking Method The Factor-Comparison Method The Job Classification or Grading Method Question 7 In the _________ method the jobs in an organization are assessed based on the knowledge, skills effort and other job s associated with each job. The Point rating method The Ranking Method The Factor-Comparison Method The Job Classification or Grading Method Question 8 ___________ are formulated on the job of the nature of tasks and responsibilities of the job. Evaluations Grades Scales Designations Question 9 In _______________, each job is compared with every other job in the organization. The Paired Comparison method
Relative ranking Single factor ranking 0 Question 10 Job evaluation is a ___________ and an objective method of ranking jobs relatively to each other. logical standardized subjective unfounded Question 11 Job evaluation simplifies the process of___________. termination wage administration succession planning assigning designations Question 12 __________ are underlying characteristics of a person which results in effective and/or superior performance on the job. Traits Competencies Skills Drivers Question 13 There are two sets of competencies, ___________________________ and __________________________. threshold competencies and differentiating competencies similar competencies and phantom competencies identical competencies and perceived competencies 0 Question 14
____________ is the process of ensuring that pools of skilled employees are trained and available to meet the strategic objectives of the organization. Succession planning Competency mapping Promotion Training Human Resource Information System Question 1 HRIS has three elements, namely _________, ___________, and _______. input, process and output. input, evaluation and balance forecasting, evaluating and output forecasting, evaluating and balance Question 2 The objective of HRIS is to increase the ability of the ________________ to influence new opportunities. shareholders human resource management employees line mangers Question 3 An ________ allows HR managers to devote more time to strategic issues. IT system HRM system HRIS
QMS Question 4 ________ refers to all employee-related data. HR policies, procedures, corporate goals and information about the statutory provisions entered into HRIS for conversion into the desired form of output. Input Output Corporate information A curriculum vitae Question 5 __________ helps in the storing and processing of data in a computer with help of the software that issues instructions for processing. IT system HRM system HRIS QMS Question 6 ______ is the final stage of HRIS process. Input Output Resolution Processing Question 7 The ____________ is used to support to and streamline the overall recruitment process. performance management system applicant tracking system manpower planning system succession planning system Question 8 The ________ aims at computing employee payments through an integrated payroll system.
compensation management system applicant tracking system training and development system succession planning system Question 9 The ______ module brings identified and selected employees into the succession channel. compensation management system applicant tracking system training and development system succession planning system Question 10 ________ must clearly decide about the need for HRIS in the organization. Shareholders Management The HR department The Board of Directors Question 11 Implementation of HRIS is __________ for an organization. economical cheap vital expensive Question 12 ________ projects are typically quoted either on daily rate basis or by project basis. HRIS implementation IT implementation HRM implementation QMS implementation
Question 13 HRIS _____ the processes for key HR functions which ensure that there is uniformity in the performance of HR activities in the entire organization. standardises decentralizes eliminates coordinates Question 14 HRIS has the ability to significantly reduce the _________ in the HR department. labour requirement overhead costs management supervision organizational interference Question 15 HRIS _____ the processes for key HR functions which ensure that there is uniformity in the performance of HR activities in the entire organization. standardises decentralizes eliminates coordinates Question 16 HRIS has the ability to significantly reduce the _________ in the HR department. labour requirement overhead costs management supervision organizational interference Question 17
The benefits of HRIS are as follows:1. Effective use of human resource2. Ability to manage voluminous data3. Reduction in labour cost4. Faster and effective HR decisions 1 and 3 are incorrect. 2 and 4 are correct. 1, 2, 3 and 4 are correct. 1, 2, 3 and 4 are incorrect. Question 18 The primary activities in an HRIS implementation: 1. Configuring the HRIS for the organisation�s business processes and policies.2. Interfacing data with other systems and converting historical data into the HRIS.3. Preparing the organisation for the HRIS.4. Providing feedback 1 and 3 are incorrect. 2 and 4 are correct. 1, 2, 3 are correct. 1, 2, 3 and 4 are incorrect. Question 19 The HRIS project team must track progress not only on the technical aspects of implementing the HRIS, but also on the softer side of managing the organisation as a whole to accept the new business processes that come with the HRIS. State True or False True False Question 20 HRIS enables its users to have anytime, anywhere access with multiple channels. State True or False: True False
Job Analysis and Design Question 1 __________________________ is a recording of all the activities involved in a job and the skills and knowledge requirements of the performer of the job. Job analysis Job design Selection Recruitment Question 2 Job analysis helps in identifying the _________ for a position. appraisal training key responsibility areas compensation Question 3 Job analysis plays a key role in ______ and ______ the performance appraisal system in an organization. designing, managing identifying, evaluating creating, identifying managing, evaluating Question 4 The first stage in job analysis is to gather all the necessary ___________. development needs job descriptions information job specifications Question 5 In ________ the tasks, responsibilities, duties and functions of the job are prepared. development needs job description
information job specifications Question 6 In the___________method, individuals performing a job are observed and relevant points are noted. It includes what was done and how was it done. diary observation technical conference individual interview Question 7 The ___________ is a method of gathering the job related information from Experts (Supervisors) and not from the employee. diary method observation method technical conference method functional job analysis method Question 8 In the_________ method, incumbents of that particular job make immediate note of the activities they perform. diary Method observation method PAQ method questionnaire method Question 9 A ________ is a written statement of the minimum acceptable qualifications, knowledge, skill traits, and physical and mental characteristics that an employee can perform the job successfully. job analysis job specification job description job evaluation Question 10 The _________ describes in detail the various aspects of a job such as the tasks involved, the responsibilities of the job and the deliverables. It also describes the setting and work environment of the job.
job analysis job specification job description job evaluation Question 11 _________ include stability, adaptability and flexibility. Social specifications include ability to work in a team, lead a team, and maintain interpersonal relationship. Physical specifications Mental specifications Emotional specifications Behavioral specifications Employee Misconduct and Disciplinary Procedure Question 1 ________________ is the observance of principles, rules or any other laid down procedures, practices, written or otherwise in the organization by the employees or group of employees, to whom these apply, for smooth and effective functioning of the organization. Discipline Order Obedience Punishment Question 2 Conditions contributing to ______________________ are caused by weaknesses within the organizational structure or by external factors. poor management poor discipline organizational breakdown employee dissatisfaction Question 3 As far as possible, all the rules should be framed in cooperation and collaboration with the ___________ of employees.
representatives managers peers unions Question 4 ___________ should be uniformly enforced if they are to be effective. Incentives Rules Benefits Disciplinary action Question 5 A disciplinary policy should be __________ rather than punitive. disciplinary corrective preventive remedial Question 6 The ___________________ should issue only verbal and written warnings. Industrial Relations Officer organizations legal consultant line manager HR department Question 7 The ___________________ should issue only verbal and written warnings. Industrial Relations Officer organizations legal consultant line manager HR department Question 8 The supervisor must know his or her employee in determining how to give a ________________.
pay cut reprimand dismissal incentive Question 9 Since a written reprimand is more permanent than a/an ________________ one, it is considered a more severe penalty. oral mutually understood silent 0 Question 10 When the management of an organization wants to initiate an enquiry against an employee for alleged misconduct, the employee concerned is issued an/a ________. pink slip charge sheet warning notice order for dismissal Question 11 The _________ should clearly indicate the charges against the employee and seek an explanation for the employees misconduct. pink slip order for dismissal warning notice charge sheet Question 12 According to ____________________, "discipline may be considered as a force that prompts individuals or groups to observe the rules, regulations and procedures which are deemed to be necessary for the effective functioning of an organization.” Richard. D Calhoon
Bremblett, Earl R Dr. Jeffrey Spiegel 0 Grievance and Grievance Procedure Question 1 The broadest interpretation of the term grievance could include any discontent or dissatisfaction that affects ________________________. organizational performance employee behavior environmental conditions government policy Question 2 In the language of the labor management relations, a grievance is a complaint formally presented by the _______________________ to the management. wage worker employee or employees NGO government Question 3 The __________________________ states that complaints affecting one or more individual workers with respect to their wage payments, overtime, leave, transfer, promotion, seniority, work assignment, and discharges would constitute grievances. Constitution of India Indian Penal Code International Labor Organization National Commission of Labor Question 4 Employees may feel that they are _____ when compared to others.
paid more paid less paid enough paid most Question 5 Poor physical conditions at the _________, tight production norms, defective tools and equipment, poor quality of materials, unfair rules, lack of recognitions, etc. are work environment causes of grievance. environment residence workplace infrastructure Question 6 Employee is unable to adjust with _________ and suffers from feelings of neglect, humiliations. colleagues family friends society Question 7 A _________ arises when legitimate needs of the employees remain unfulfilled. factual grievance imaginary grievance disguised grievance unnecessary grievance Question 8 _______ is when an employees dissatisfaction is not because of any valid reason but because of a wrong perception. Factual grievance Imaginary grievance
Disguised grievance Unnecessary grievance Question 9 Grievances, if not identified and redressed, may affect ____ the workers, managers and the entire organization. favorably adversely satisfactorily abruptly Question 10 It should be ensured by the organization that its grievance procedure is in _________ with the existing laws of nation. disagreement deviation contact conformity Question 11 The grievance handling procedure cannot __________ any of the rights of the employees guaranteed by the law. supplement change violate contain Question 12 The number of stages in grievance procedure should be kept to a _______. minimum maximum satisfactory number sufficient Question 13
When a grievance arises, it has to be settled at the _______ level in the redressal procedure. highest possible disciplinary first lowest possible Question 14 The grievance committee consists of two representatives from the _______, two from the union and one from the same department in which the concerned employee works. government management International Labor Organization neutral committee Question 15 Grievance procedures keep a check on __________. arbitrary action corruption racial abuse gender discrimination Employee Welfare and Working Conditions Question 1 Organizations are obliged to provide employees with a ___ and ____ environment. safe, healthy healthy, clean small, safe big, healthy Question 2
Main purpose of health and safety _______ is the protection of people and the work environment. measures policies initiatives practices Question 3 The objective of labor welfare is to make people _____ and _______. strong, content fit, flexible happy, satisfied robust, healthy Question 4 Employee welfare measures increase the _______ of an organization. profit revenue productivity sales Question 5 Facilities such as housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their ________. income health standards education level standards of living Question 6 The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a _______. better workforce better organization better management
productive organization Question 7 Two types of welfare measures are ________ and ___________. local, national internal, external personal, organizational statutory, non-statutory Question 8 _______ offered by the organizations in compliance with the central and state government regulations. Statutory welfare facilities Non-statutory welfare schemes Tax benefits Employee welfare schemes Question 9 ________ are to be provided by the employer so as to provide hygienic and nutritious food to the employees. Kitchens Canteens Hotels Restaurants Question 10 Proper and sufficient _____ are to be provided for employees so that they can work safely during the night shifts. urinals restrooms lights bathrooms Question 11 ______ have the direct responsibility to provide welfare facilities to the employees.
Employers Central governments State governments Trade unions Question 12 The ___________ is empowered to make rules to protect the health, safety and welfare of the employees working in factory premises. employer central government state government trade union Question 13 ________ takes an active role in offering welfare facilities to the employees in order to improve their well-being. Employer Central government State government Trade union Question 14 When attrition rate is low in an organisation then the employer needs to earn employee ___________ and ___________. Salary Hike and loyalty 2 and 4 are correct. hike and renumeration Goodwill and loyalty Question 15 An organisation is made up of its ________. people customers products stakeholders
Question 16 Profitability of an organisation has a direct relationship with the employees productivity. State TRUE or FALSE True False Question 17 Welfare benefits of the employee affects the business as a whole. True False Emerging Trends in HRM Question 1 __________ is a process that identifies key competencies for an organization and/or a job and incorporating those competencies of the organization. Job analysis Job identification Competency Mapping Question 2 To conduct a __________ by asking incumbents to complete a position information questionnaire (PIQ) is the first step in competency mapping. job analysis job review job survey job appraisal Question 3 _______ is contracting with another company or person to perform a particular function. Tying-in Outsourcing Contract management Vendor management Question 4
Business process outsourcing is the assignment of one or more important business processes to ___________. internal providers business unit providers external providers Shareholders Question 5 The outside firms that provide outsourcing services are _______. service providers first-party providers second-party providers information providers Question 6 _________ refers to employing and maintaining an exact number of employees with the required skills, abilities and knowledge to perform the existing number of jobs in an organization. Under sizing Down sizing Over sizing Right sizing Question 7 ___________ results in high labour cost and high cost of production. Understaffing Outsourcing Overstaffing Recruitment Question 8 Indian organizations retrench employees through various schemes like___________ and ______________. voluntary retirement schemes, golden handshakes compulsory retrenchment, golden handshakes severance contracts, voluntary retirement schemes compulsory retrenchment, severance contracts Question 9
________ is a scheme where an organization gives its employees the opportunity of a flexible working hours arrangement. Work from home Flexi time Outsourcing Employee ownership Question 10 Flexi time increases employee ____________ and ______________. workload, productivity satisfaction, idleness satisfaction, production work-life balance, anxiety Question 11 Flexi time benefits employees by helping them avoid the _______of commuting at peak hours if their start and finish times are staggered. satisfaction time efficiency stress Question 12 __________ refers to a multi-disciplined approach to achieving organizational objectives by making the best use of knowledge. Knowledge Management Talent Management Employee Management Organizational Management Question 13 Knowledge management focuses on processes such as ________, _____________ _____________ knowledge and the cultural and technical foundations that support them. collecting, transferring and documenting understanding, gathering and disseminating acquiring, creating and sharing collating, filing and distributing Question 14
_______ need/s to be chosen only after all the requirements of a knowledge management initiative have been established People Processes Technology Systems Question 15 0 / 1 point The term ___________ is usually associated with competency-based HRM practices. knowledge management talent management employee management HR management Question 16 Matching the __________ to the right job is an acknowledged need in organizations. right employer right job description right environment right person Question 17 People are not _________; they cannot be owned or controlled. knowledge agents human capital organizational assets stakeholders

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Human Resource Management.0.pdf

  • 1.
    Introduction to HumanResource Management Question 1 An HR Manager has to build an effective ____________, handle the expectations of the employees and ensure that they perform at their best. management workforce organization business Question 2 One of the major objectives of HRM is to act as a link between the ____________ and __________. top management, employees labor unions, top management vendors, service providers former employees, new employees Question 3 HRM examines the various HR processes that are concerned with attracting, managing, ______ and ______ employees for the benefit of the organization. staffing, coaching accounting, organizing motivating, developing deciding, maintaining Question 4 Personnel management involves: direct manpower management working conditions and workplace amenities promotes industrial democracy motions required for job Question 5
  • 2.
    Employee welfare entails: employeeproductivity supportive work environment working conditions and workplace amenities motions required for job Question 6 Industrial relations helps _______________________. supervise employee safety promote industrial democracy contribute to organizational development ascertain individual growth Question 7 _________ is considered to be the father of scientific management. Fredrick Taylor Hawthorne Robert Mathis Josh Goldfaden Question 8 __________ suggested that employee productivity was not only influenced by the way the job was designed and the economic rewards but also by certain social and psychological factors. Fredrick Taylor Hawthorne studies Robert Mathis Josh Goldfaden Question 9 The __________ approach states that HR policies and practices should be in alignment with the goal of balancing individual and organizations needs. Scientific management Human relations
  • 3.
    Human resources Historical Question 10 __________is the future course of action that includes identifying human resource requirements and forecasting personnel needs. Job analysis Recruitment Selection Planning Question 11 ___________ are the rewards that an employee earns in addition to regular wages or salary based on the performance of the individual, team or the organization. Performance appraisal Wage or salary benefits Incentives Fringe benefits Question 12 ____________ are monetary and non-monetary benefits given to employees during their employment. Incentives Fringe benefits Performance appraisal Wage or salary benefits Question 13 The administrative role of the HR involves record keeping and ____________. legal compliances market strategies performance appraisals wage administration Question 14
  • 4.
    As an ___________HR employees link the top management and employees. administrative expert auditor employee advocate facilitator Question 15 As an _______ HR specialists are responsible for ensuring that all members of the management perform their respective roles concerned with the effective use of HR. consultant administrative expert service provider auditor HRM in India Question 1 The challenges HR managers face is the issue of upgrading the skill set of employees through ________ in the face of high att coaching and motivating mentoring and leading managing and staffing training and development Question 2 Most of Indian companies are committed to provide ___________ opportunities for all. many equal just few Question 3 Human Resource Management has taken a leading role in encouraging ________ activities at all levels.
  • 5.
    Corporate Social Responsibility socialservice community service public service Question 4 Organizations are changing their HR policies to retain their _________. required resources important customers valuable employees reputed services Question 5 The most important use of technology in HRM is an organization�s __________. Human Resource Management System Human Resource Planning System Human Resource Information System Human Resource Relations System Question 6 Technological and ___________ trends are in turn producing changes in the nature of jobs and work. economic globalization sustainable progressive Question 7 ___________ means establishing a heterogeneous workforce to perform to its potential in an equitable work environment where Managing diversity Managing technology Homogenizing Multiplicity Question 8 An enormous shift from manufacturing jobs to _____ is observed in workforce diversity. production economy
  • 6.
    closed economy mixed economy serviceeconomy Question 9 HRM Practices in Indian Organizations is structurally well-researched. True False Question 10 The tolerance for ambiguity and uncertainty is high in the Indian workforce. True False Question 11 Tolerance for diversity is high among Indians and therefore not much HR efforts are needed to practice tolerance towards othe True False Question 12 Indian employees require cultural events and activities in the organization. True False Question 13 There is a natural urge for Indian employees to collaborate at the workplace, True False Human Resource Planning Question 1 HRP has to take into account the __________ for individual employees and ___________ in the organization. career planning, succession planning training, development coaching, mentoring
  • 7.
    education Question 2 Human resourceplanning helps to __________ the turnover or attrition rates. plan delegate manage forecast Question 3 Manpower planning consists of ___________ future manpower and developing manpower plans for the __________ of the projections. forecasting, creating projecting, implementation training, development predicting, records Question 4 Manpower planning is required in order to meet the needs of _________ programs that become necessary because of increase in the demand for goods and services. welfare benefit expansion surplus Question 5 Manpower planning is also needed in order to identify areas in which there is a __________ of personnel. shortage scarcity surplus excess Question 6
  • 8.
    The success ofHR plans depends on the accuracy of the ________ that are needed to implement the organizational strategies. HR forecasts Delphi technique Index or Trend analysis HR budgets Question 7 ______ calls for selection of a panel of experts either from within or outside the organization. Time series Delphi technique Index or Trend analysis HR budgets Question 8 In __________ past staffing levels (instead of workload indicators) are used to project future human resource requirements. Delphi technique Nominal group method Index or Trend analysis Time series Question 9 Successful HR planning calls for establishing HRP as an integral part of the _______________ activities. corporate planning economic planning financial planning security planning Question 10 ___________________of the HRP process every year is necessary to incorporate changes in it to make it more useful. Maintenance
  • 9.
    Development Modification Review Recruitment and Selection Question1 Recruitment is the process of searching for _________ employees and stimulating them to apply for the jobs in the organizations. prospective skilled talented smart Question 2 The aim of ________ program is to attract the best people for the job and aid the recruiter by making a wide choice available. useful selection job application effective recruitment employee referral Question 3 Employees who are already working in the organization ______ their friends or acquaintances for the vacant positions in the organization. This is known as employee referral. recommend allocate hire employ Question 4
  • 10.
    ______ invite applicationsfrom interested candidates, short-list them or interview them for a second round of short listing and finally arrive at the list of suitable candidates for the vacant position. HR department Private agencies Advertising agencies Consulting firms Question 5 One of the sources of recruitment for an organization might be __________ applications from candidates interested in working with the organization. referral multiple external unsolicited Question 6 ______ are using information technology as an aid in recruiting people. HR personnel Managers Employers Executives Question 7 The process of choosing the most suitable candidate for a job from among the available applicants is called ____________. application employment referral selection Question 8 Rejecting an unsuitable candidate will have a _______ effect on the organization.
  • 11.
    negative positive ripple strong Question 9 The applicantsare called for a test or an interview, after __________. selection initial screening telephonic interview employee referral Question 10 Interviews are generally conducted to test the ___________ of the candidate. personality knowledge intelligence skill levels Question 11 _________ in an application form normally includes the candidates name, date of birth, gender, marital status, details of family, and address. Background information Educational qualification Experience Personal information Question 12 ________ check the credibility of the candidates and get information of their experience. Personality items Reference checks Educational qualification Personal information
  • 12.
    Question 13 Under ________items, the applicant is required to provide information such as strengths and weaknesses. personality salary reference checks work experience Question 14 _________ measures the general mental ability of individuals. This is the first standardized and most widely used test developed by psychologists. Personality test Aptitude test Intelligence test Interest test Question 15 _________ measures the job related proficiency and knowledge of the applicants. Aptitude test Achievement test Interest test Situational test Question 16 In _________, the candidates are exposed to simulated business situations and their responses are recorded and evaluated. Situational test Achievement test Interest test Intelligence test Question 17
  • 13.
    _____________ is animportant part of the interview. It should be done in a smooth manner. Interviewer should make an overt sign to indicate the end of the interview. Preparation Closing an interview Setting Conducting an interview Question 18 _________ are first round interviews that aim to eliminate the applicants who are obviously unqualified for the job. In-depth interviews Group interviews Preliminary interviews Selection interviews Question 19 ________ are deliberate attempts to create pressure to observe how an applicant performs under stress. Preliminary interviews Group interviews Decision-making interviews Stress interviews Question 20 ___________ is the period of familiarization for the employee, with the organization, his colleagues, and his job. Induction Evaluation Placement Medical examination Training and Management Development Question 1
  • 14.
    ___________ enhances theskills and capabilities of the individuals in an organization. Training Education Practice Profit Question 2 Training helps an employee acquire the skills required to assume greater ______. responsibilities monetary benefits experience role appreciation Question 3 A manager who has well trained and well equipped employees needs to spend less time ___________ them. training supervising meeting with testing Question 4 Understanding ________ and procedures is important for any employee of the organization. hierarchy policies the mission the business environment Question 5 Training in ____________ equips an employee to deal successfully with the problems he is facing. problem solving
  • 15.
    grievance redressal job-related skills businesscommunication Question 6 ________ of/on employee performance after the training also enables the employee to adopt and employ the newly acquired knowledge and skills. Tests Supervision Feedback Monitoring Question 7 In the _________ method, a trainee can discuss problems in performing the job immediately with the trainer. computer modeling job instruction training vestibule training job rotation Question 8 _________ is a training method where the trainee is placed on various jobs across different functions in the organization. Committee assignments Role playing Vestibule training Job rotation Question 9 Under ___________, a group of employees are given an actual organizational problem and are asked to find the solution. committee assignments role playing case studies
  • 16.
    job rotation Question 10 ___________is a technique whereby the dimensions of the job are programmed into the computer. Computer modeling Role playing Case studies Apprenticeship Question 11 In ____________ training, the actual work conditions are simulated and the equipment used by the trainees is similar to what is used in the job. computer modeling job instruction training vestibule training job rotation Question 12 In the _____________ method, the trainees are divided into different groups and teams. They play the roles of competing firms in a simulated market. business games role play case study incidental Question 13 The ________ technique enables junior managers to participate in board and committee meetings, which are normally attended only by senior and top level managers. understudy assignments multiple management coaching job rotation Question 14
  • 17.
    The ______ methodaims to develop the intellectual ability, practical judgment and social awareness of the employees business games role play case study incidental Question 15 The __________ is a method of development that simulates the aspect of a managers job. Trainees receive documents similar to the items normally found in managers in basket. business games method role play method case study method In-basket method Question 16 _________ is a method which helps to change the behavior through unstructured group interaction. Sensitivity training Role play Case study Job rotation Question 17 ___________ is a theory of personality development and provides an approach for defining and analyzing the interaction between people. Job rotation Transactional analysis Multiple management The incidental method Question 18 ___________________ helps in determining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.
  • 18.
    Feedback Research Control Power games Question 19 _____________helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Feedback Intervention Control Power games Question 20 Using __________________, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Research Intervention Control Power games Question 21 ______________ helps in determining whether the actual outcomes are aligned with the expected outcomes. Intervention Control Supervision Power games Employee Career Planning and Growth Question 1 Companies are designing __________________________ to increase employee productivity, prevent job burnout and obsolescence, and improve the quality of employees work lives.
  • 19.
    employee recruitment programmes employeeevaluation programmes employee growth programmes employee retention programmes Question 2 To cope in todays turbulent times, it has become increasingly important for both _______________ and ______________ to better redress employee career needs. HR, employers the government, employees trade unions, employees employees, employers Question 3 The end result for a ____________ workforce is one that has self-reliant workers who are capable of reinventing themselves to keep us with the fast pace of organizational changes. motivated career-resilient growing developed Question 4 A _________ can be defined as a sequence of positions, roles or jobs held by one person over a relatively long time span and over his/her life time. position career plan path Question 5 ___________refers to the process by which an individual selects career goals and the path to these goals. Career development Career planning Training Mentoring Question 6 A _________ is an attitudinal characteristic that guides people throughout their careers.
  • 20.
    career anchor career goal careerplan career milestone Question 7 Which if the following are the elements of career planning programme:1. Individual assessment and need analysis. 2. Organisational financial analysis.3. Need � opportunity alignment. 4. Career counselling. 1, 2, 3 1, 3, 4 2, 3, 4 1, 2, 4 Question 8 Traditionally, succession planning was usually restricted to senior-level management positions and was _________________or ____________. formal, informal short-term, long-term 0 0 Question 9 Formal succession planning involves an examination of strategic (long-range) plans and HR forecasts and a review of the data on all ___________________ employees. Current Potential Senior New Question 10 Succession planning reduces ___________________ of managerial development movements. regularity frequency predictability randomness Question 11 One of the other career programmes is the ________.
  • 21.
    Placement oppurtunities Outplacement programme Need� opportunity alignment Succession planning Question 12 One of the other career programmes is the Work-family programme. True False Performance Appraisal Question 1 Companies are designing __________________________ to increase employee productivity, prevent job burnout and obsolescence, and improve the quality of employees work lives. employee recruitment programmes employee evaluation programmes employee growth programmes employee retention programmes Question 2 To cope in todays turbulent times, it has become increasingly important for both _______________ and ______________ to better redress employee career needs. HR, employers the government, employees trade unions, employees employees, employers Question 3 The end result for a ____________ workforce is one that has self-reliant workers who are capable of reinventing themselves to keep us with the fast pace of organizational changes. motivated
  • 22.
    career-resilient growing developed Question 4 Performance isdefined as the record of outcomes produced on a specific job function or activity during a/an ______________________. infinite time period employees career specific time period a period of never more than six months Question 5 Performance includes a number of _______ involved in performing a job. number of tasks or activities number of skills or abilities 0 0 Question 6 Two aspects that need to be considered while establishing a PMS are ________ and ___________. reliability of the assessment tool impracticality clarity ambiguity Question 7 In the ______ technique, the performance is assessed on effective or ineffective performance incidents. critical incident essay evaluation Management by Objectives (MBO) Behaviourally Anchored Rating Scale (BARS) Question 8
  • 23.
    In _______________, theevaluator must choose from a set of descriptive statements about the employee. forced distribution paired comparison checklists and weighted checklists forced choice Question 9 In the ________________ method of evaluation, the evaluator is asked to describe the strong and weak aspects of the employees behaviour. ranking essay evaluation Behaviourally Anchored Rating Scale (BARS) Management by Objectives (MBO) Question 10 In ________________, the targets are set in advance. Management by Objectives (MBO) The Behaviourally Anchored Rating Scale (BARS) The critical incident technique The graphic rating scale Question 11 In ________________, the evaluator is asked to rate employees from highest to lowest on some overall criterion. paired comparison critical incident technique ranking graphic rating scale Question 12 In the _______________________ approach, first the names of the persons to be evaluated are placed on separate sheets in a predetermined order, so that each person is compared to all others to be evaluated. paired comparison
  • 24.
    critical incident technique ranking graphicrating scale Question 13 The __________________________ is similar to grading on a curve. forced distribution paired comparison checklists and weighted checklists forced choice Question 14 Identify the sources of feedback in 360 Degree Appraisals:1. Managers/Superiors2. Peers3. Friends4. Customers5. Oneself 1, 2, 4 1, 2, 3, 5 1, 2, 4, 5 1, 2, 3, 4, 5 Question 15 ________ ratings can be used when the employee's expertise is known or the performance and results can be observed. Managers Customers Peers Oneself Question 16 Organisations have realised that feedback from different sources should be taken into account. True False Question 17 Self assessment includes both the ratings of individuals by managers on elements in an employee's performance plan and the evaluation of programmes and teams by senior managers.
  • 25.
    True False Compensation Management Question 1 Theterm _________ is defined in the Oxford Dictionary as fixed periodical payment to a person doing other than manual or mechanical work. salary wage incentive benefit Question 2 The _________ theory is also known as Iron Law of Wages. The bargaining theory of wages The wage fund theory The subsistence theory The marginal productivity theory Question 3 The _________ theory was propounded by Francis A. Walker. The wage fund theory The residual claimant theory The standard of living theory The purchasing power theory Question 4 _________ has been defined by the Committee as "the wage which must provide not only for the bare sustenance of life, but for the preservation of the efficiency of the worker.” Living wage Fair wage Minimum wage
  • 26.
    Luxury wages Question 5 Recognitionof an employees contribution by giving an award is a _______ incentive. short term long term non-monetary 0 Question 6 In the ________ incentive method, employees earn a share of the companys profit, which is normally calculated as a percentage of local profit. Rewarding groups for their successful performance is known as ________________. profit sharing, gain sharing annual bonus, weekly bonus gain sharing, profit sharing employee stock plans, buyback plans Question 7 There is no scientific way of ascertaining the impact of ___________ on factors such as employee satisfaction and employee retention or productivity. benefits salary wages incentives Question 8 Some organisations might insist on few benefits to be _____________ where the employee might need to bear part of the cost. supplementary contributory negligible deferred
  • 27.
    Job Evaluation Question 1 ________is a systematic process of analyzing and evaluating jobs to determine the relative worth of jobs in an organization. Job evaluation Competency mapping Succession planning 0 Question 2 Job evaluation is the evaluation or rating of jobs to determine their position in the ____________. job hierarchy organizational hierarchy pay scale department Question 3 ______________________ determines the position and place of the job in the organizational hierarchy. job hierarchy job evaluation job rotation Role Question 4 The objective of job evaluation is to measure employee satisfaction with respect to ____________. compensation incentives benefits expereince Question 5
  • 28.
    Maintaining complete andaccurate data relating to ___________ and _________ of various jobs is an objective of job evaluation. skills, safety level description, specification objectives, requirements 0 Question 6 ______ is a method where a quantitative point scale is developed to evaluate the jobs. The Point rating method The Ranking Method The Factor-Comparison Method The Job Classification or Grading Method Question 7 In the _________ method the jobs in an organization are assessed based on the knowledge, skills effort and other job s associated with each job. The Point rating method The Ranking Method The Factor-Comparison Method The Job Classification or Grading Method Question 8 ___________ are formulated on the job of the nature of tasks and responsibilities of the job. Evaluations Grades Scales Designations Question 9 In _______________, each job is compared with every other job in the organization. The Paired Comparison method
  • 29.
    Relative ranking Single factorranking 0 Question 10 Job evaluation is a ___________ and an objective method of ranking jobs relatively to each other. logical standardized subjective unfounded Question 11 Job evaluation simplifies the process of___________. termination wage administration succession planning assigning designations Question 12 __________ are underlying characteristics of a person which results in effective and/or superior performance on the job. Traits Competencies Skills Drivers Question 13 There are two sets of competencies, ___________________________ and __________________________. threshold competencies and differentiating competencies similar competencies and phantom competencies identical competencies and perceived competencies 0 Question 14
  • 30.
    ____________ is theprocess of ensuring that pools of skilled employees are trained and available to meet the strategic objectives of the organization. Succession planning Competency mapping Promotion Training Human Resource Information System Question 1 HRIS has three elements, namely _________, ___________, and _______. input, process and output. input, evaluation and balance forecasting, evaluating and output forecasting, evaluating and balance Question 2 The objective of HRIS is to increase the ability of the ________________ to influence new opportunities. shareholders human resource management employees line mangers Question 3 An ________ allows HR managers to devote more time to strategic issues. IT system HRM system HRIS
  • 31.
    QMS Question 4 ________ refersto all employee-related data. HR policies, procedures, corporate goals and information about the statutory provisions entered into HRIS for conversion into the desired form of output. Input Output Corporate information A curriculum vitae Question 5 __________ helps in the storing and processing of data in a computer with help of the software that issues instructions for processing. IT system HRM system HRIS QMS Question 6 ______ is the final stage of HRIS process. Input Output Resolution Processing Question 7 The ____________ is used to support to and streamline the overall recruitment process. performance management system applicant tracking system manpower planning system succession planning system Question 8 The ________ aims at computing employee payments through an integrated payroll system.
  • 32.
    compensation management system applicanttracking system training and development system succession planning system Question 9 The ______ module brings identified and selected employees into the succession channel. compensation management system applicant tracking system training and development system succession planning system Question 10 ________ must clearly decide about the need for HRIS in the organization. Shareholders Management The HR department The Board of Directors Question 11 Implementation of HRIS is __________ for an organization. economical cheap vital expensive Question 12 ________ projects are typically quoted either on daily rate basis or by project basis. HRIS implementation IT implementation HRM implementation QMS implementation
  • 33.
    Question 13 HRIS _____the processes for key HR functions which ensure that there is uniformity in the performance of HR activities in the entire organization. standardises decentralizes eliminates coordinates Question 14 HRIS has the ability to significantly reduce the _________ in the HR department. labour requirement overhead costs management supervision organizational interference Question 15 HRIS _____ the processes for key HR functions which ensure that there is uniformity in the performance of HR activities in the entire organization. standardises decentralizes eliminates coordinates Question 16 HRIS has the ability to significantly reduce the _________ in the HR department. labour requirement overhead costs management supervision organizational interference Question 17
  • 34.
    The benefits ofHRIS are as follows:1. Effective use of human resource2. Ability to manage voluminous data3. Reduction in labour cost4. Faster and effective HR decisions 1 and 3 are incorrect. 2 and 4 are correct. 1, 2, 3 and 4 are correct. 1, 2, 3 and 4 are incorrect. Question 18 The primary activities in an HRIS implementation: 1. Configuring the HRIS for the organisation�s business processes and policies.2. Interfacing data with other systems and converting historical data into the HRIS.3. Preparing the organisation for the HRIS.4. Providing feedback 1 and 3 are incorrect. 2 and 4 are correct. 1, 2, 3 are correct. 1, 2, 3 and 4 are incorrect. Question 19 The HRIS project team must track progress not only on the technical aspects of implementing the HRIS, but also on the softer side of managing the organisation as a whole to accept the new business processes that come with the HRIS. State True or False True False Question 20 HRIS enables its users to have anytime, anywhere access with multiple channels. State True or False: True False
  • 35.
    Job Analysis andDesign Question 1 __________________________ is a recording of all the activities involved in a job and the skills and knowledge requirements of the performer of the job. Job analysis Job design Selection Recruitment Question 2 Job analysis helps in identifying the _________ for a position. appraisal training key responsibility areas compensation Question 3 Job analysis plays a key role in ______ and ______ the performance appraisal system in an organization. designing, managing identifying, evaluating creating, identifying managing, evaluating Question 4 The first stage in job analysis is to gather all the necessary ___________. development needs job descriptions information job specifications Question 5 In ________ the tasks, responsibilities, duties and functions of the job are prepared. development needs job description
  • 36.
    information job specifications Question 6 Inthe___________method, individuals performing a job are observed and relevant points are noted. It includes what was done and how was it done. diary observation technical conference individual interview Question 7 The ___________ is a method of gathering the job related information from Experts (Supervisors) and not from the employee. diary method observation method technical conference method functional job analysis method Question 8 In the_________ method, incumbents of that particular job make immediate note of the activities they perform. diary Method observation method PAQ method questionnaire method Question 9 A ________ is a written statement of the minimum acceptable qualifications, knowledge, skill traits, and physical and mental characteristics that an employee can perform the job successfully. job analysis job specification job description job evaluation Question 10 The _________ describes in detail the various aspects of a job such as the tasks involved, the responsibilities of the job and the deliverables. It also describes the setting and work environment of the job.
  • 37.
    job analysis job specification jobdescription job evaluation Question 11 _________ include stability, adaptability and flexibility. Social specifications include ability to work in a team, lead a team, and maintain interpersonal relationship. Physical specifications Mental specifications Emotional specifications Behavioral specifications Employee Misconduct and Disciplinary Procedure Question 1 ________________ is the observance of principles, rules or any other laid down procedures, practices, written or otherwise in the organization by the employees or group of employees, to whom these apply, for smooth and effective functioning of the organization. Discipline Order Obedience Punishment Question 2 Conditions contributing to ______________________ are caused by weaknesses within the organizational structure or by external factors. poor management poor discipline organizational breakdown employee dissatisfaction Question 3 As far as possible, all the rules should be framed in cooperation and collaboration with the ___________ of employees.
  • 38.
    representatives managers peers unions Question 4 ___________ shouldbe uniformly enforced if they are to be effective. Incentives Rules Benefits Disciplinary action Question 5 A disciplinary policy should be __________ rather than punitive. disciplinary corrective preventive remedial Question 6 The ___________________ should issue only verbal and written warnings. Industrial Relations Officer organizations legal consultant line manager HR department Question 7 The ___________________ should issue only verbal and written warnings. Industrial Relations Officer organizations legal consultant line manager HR department Question 8 The supervisor must know his or her employee in determining how to give a ________________.
  • 39.
    pay cut reprimand dismissal incentive Question 9 Sincea written reprimand is more permanent than a/an ________________ one, it is considered a more severe penalty. oral mutually understood silent 0 Question 10 When the management of an organization wants to initiate an enquiry against an employee for alleged misconduct, the employee concerned is issued an/a ________. pink slip charge sheet warning notice order for dismissal Question 11 The _________ should clearly indicate the charges against the employee and seek an explanation for the employees misconduct. pink slip order for dismissal warning notice charge sheet Question 12 According to ____________________, "discipline may be considered as a force that prompts individuals or groups to observe the rules, regulations and procedures which are deemed to be necessary for the effective functioning of an organization.” Richard. D Calhoon
  • 40.
    Bremblett, Earl R Dr.Jeffrey Spiegel 0 Grievance and Grievance Procedure Question 1 The broadest interpretation of the term grievance could include any discontent or dissatisfaction that affects ________________________. organizational performance employee behavior environmental conditions government policy Question 2 In the language of the labor management relations, a grievance is a complaint formally presented by the _______________________ to the management. wage worker employee or employees NGO government Question 3 The __________________________ states that complaints affecting one or more individual workers with respect to their wage payments, overtime, leave, transfer, promotion, seniority, work assignment, and discharges would constitute grievances. Constitution of India Indian Penal Code International Labor Organization National Commission of Labor Question 4 Employees may feel that they are _____ when compared to others.
  • 41.
    paid more paid less paidenough paid most Question 5 Poor physical conditions at the _________, tight production norms, defective tools and equipment, poor quality of materials, unfair rules, lack of recognitions, etc. are work environment causes of grievance. environment residence workplace infrastructure Question 6 Employee is unable to adjust with _________ and suffers from feelings of neglect, humiliations. colleagues family friends society Question 7 A _________ arises when legitimate needs of the employees remain unfulfilled. factual grievance imaginary grievance disguised grievance unnecessary grievance Question 8 _______ is when an employees dissatisfaction is not because of any valid reason but because of a wrong perception. Factual grievance Imaginary grievance
  • 42.
    Disguised grievance Unnecessary grievance Question9 Grievances, if not identified and redressed, may affect ____ the workers, managers and the entire organization. favorably adversely satisfactorily abruptly Question 10 It should be ensured by the organization that its grievance procedure is in _________ with the existing laws of nation. disagreement deviation contact conformity Question 11 The grievance handling procedure cannot __________ any of the rights of the employees guaranteed by the law. supplement change violate contain Question 12 The number of stages in grievance procedure should be kept to a _______. minimum maximum satisfactory number sufficient Question 13
  • 43.
    When a grievancearises, it has to be settled at the _______ level in the redressal procedure. highest possible disciplinary first lowest possible Question 14 The grievance committee consists of two representatives from the _______, two from the union and one from the same department in which the concerned employee works. government management International Labor Organization neutral committee Question 15 Grievance procedures keep a check on __________. arbitrary action corruption racial abuse gender discrimination Employee Welfare and Working Conditions Question 1 Organizations are obliged to provide employees with a ___ and ____ environment. safe, healthy healthy, clean small, safe big, healthy Question 2
  • 44.
    Main purpose ofhealth and safety _______ is the protection of people and the work environment. measures policies initiatives practices Question 3 The objective of labor welfare is to make people _____ and _______. strong, content fit, flexible happy, satisfied robust, healthy Question 4 Employee welfare measures increase the _______ of an organization. profit revenue productivity sales Question 5 Facilities such as housing schemes, medical benefits, and education and recreation facilities for workers families help in raising their ________. income health standards education level standards of living Question 6 The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a _______. better workforce better organization better management
  • 45.
    productive organization Question 7 Twotypes of welfare measures are ________ and ___________. local, national internal, external personal, organizational statutory, non-statutory Question 8 _______ offered by the organizations in compliance with the central and state government regulations. Statutory welfare facilities Non-statutory welfare schemes Tax benefits Employee welfare schemes Question 9 ________ are to be provided by the employer so as to provide hygienic and nutritious food to the employees. Kitchens Canteens Hotels Restaurants Question 10 Proper and sufficient _____ are to be provided for employees so that they can work safely during the night shifts. urinals restrooms lights bathrooms Question 11 ______ have the direct responsibility to provide welfare facilities to the employees.
  • 46.
    Employers Central governments State governments Tradeunions Question 12 The ___________ is empowered to make rules to protect the health, safety and welfare of the employees working in factory premises. employer central government state government trade union Question 13 ________ takes an active role in offering welfare facilities to the employees in order to improve their well-being. Employer Central government State government Trade union Question 14 When attrition rate is low in an organisation then the employer needs to earn employee ___________ and ___________. Salary Hike and loyalty 2 and 4 are correct. hike and renumeration Goodwill and loyalty Question 15 An organisation is made up of its ________. people customers products stakeholders
  • 47.
    Question 16 Profitability ofan organisation has a direct relationship with the employees productivity. State TRUE or FALSE True False Question 17 Welfare benefits of the employee affects the business as a whole. True False Emerging Trends in HRM Question 1 __________ is a process that identifies key competencies for an organization and/or a job and incorporating those competencies of the organization. Job analysis Job identification Competency Mapping Question 2 To conduct a __________ by asking incumbents to complete a position information questionnaire (PIQ) is the first step in competency mapping. job analysis job review job survey job appraisal Question 3 _______ is contracting with another company or person to perform a particular function. Tying-in Outsourcing Contract management Vendor management Question 4
  • 48.
    Business process outsourcingis the assignment of one or more important business processes to ___________. internal providers business unit providers external providers Shareholders Question 5 The outside firms that provide outsourcing services are _______. service providers first-party providers second-party providers information providers Question 6 _________ refers to employing and maintaining an exact number of employees with the required skills, abilities and knowledge to perform the existing number of jobs in an organization. Under sizing Down sizing Over sizing Right sizing Question 7 ___________ results in high labour cost and high cost of production. Understaffing Outsourcing Overstaffing Recruitment Question 8 Indian organizations retrench employees through various schemes like___________ and ______________. voluntary retirement schemes, golden handshakes compulsory retrenchment, golden handshakes severance contracts, voluntary retirement schemes compulsory retrenchment, severance contracts Question 9
  • 49.
    ________ is ascheme where an organization gives its employees the opportunity of a flexible working hours arrangement. Work from home Flexi time Outsourcing Employee ownership Question 10 Flexi time increases employee ____________ and ______________. workload, productivity satisfaction, idleness satisfaction, production work-life balance, anxiety Question 11 Flexi time benefits employees by helping them avoid the _______of commuting at peak hours if their start and finish times are staggered. satisfaction time efficiency stress Question 12 __________ refers to a multi-disciplined approach to achieving organizational objectives by making the best use of knowledge. Knowledge Management Talent Management Employee Management Organizational Management Question 13 Knowledge management focuses on processes such as ________, _____________ _____________ knowledge and the cultural and technical foundations that support them. collecting, transferring and documenting understanding, gathering and disseminating acquiring, creating and sharing collating, filing and distributing Question 14
  • 50.
    _______ need/s tobe chosen only after all the requirements of a knowledge management initiative have been established People Processes Technology Systems Question 15 0 / 1 point The term ___________ is usually associated with competency-based HRM practices. knowledge management talent management employee management HR management Question 16 Matching the __________ to the right job is an acknowledged need in organizations. right employer right job description right environment right person Question 17 People are not _________; they cannot be owned or controlled. knowledge agents human capital organizational assets stakeholders