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Practice Paper
HUMAN RESOURCE
MANAGEMENT

Human Resource Management: Practice Paper
MULTIPLE CHOICE QUESTIONS
1. The approach was based on the management assumption that a happy worker is a hard worker but this was
not applicable to all workers. The approach did not recognize the need for a job structure- Identify the
approach
a. Human Resource Approach b. Scientific Management Approach
c. Human relations Approach d. Hawthorne’s Experiment Approach
e.OrganizationalBehaviorApproach
2. Choose the function that involves setting up an intentional structure of roles for employees in an
organization. It helps in establishing relationships among organization members and attainment of the goals
a. Planning b. Organizing
c. Staffing d. Directing
e.Controlling
3. The processofidentifying andascertaining the credentials ofa candidatefora job is called as-
a. Human resource Planning b. Placement
c. Selection d. Induction
e.Job Analysis
4. Mr. Paresh, the Human resource executive practices performance appraisal, training, management
development and career planning and development. It includes developing the attitudes, belief and values
of the employees to match with organizational needs. Which of the following does Mr.Paresh follow?
a. 360 Approach b. Human resource Development
c. Human Management d. Balanced Scorecard
e.Planned Approach
5. At Google, the total compensation package of the employees depends upon their level of performance, their
knowledge and skills. The package includes several components like flexible medical, dental and insurance
and extra plans and programs. Which of the following represents the above statement.
a. Extrinsic rewards b. Intrinsic rewards
c. Compensatory policies d. (a) and (c) both
e.All ofthe above
6. Mr. Hitesh, an H.R Manager performs specialist role of informing the managers a market statistics of
personal availability, pay rates, labor, and laws to enable managers in making decisions on various
employee related issues. Which role is Hitesh performing?
a. The auditorrole b. The consultant role
c. The facilitatorrole d. The executive role
e. The service provider

Multiple Choice Questions
7. Which organizational structure is characterized by a number of hierarchical levels but a narrow span of
control? This helps in close supervision and provides for continuous interaction between the supervisor and
his or her subordinates.
a. The tall organization structure b. The flat organizational structure
c. The simple organizationalstructure d. The modern organizational structure
e. None of the above
8. When a responsibility is delegated,it should be accompanied by the authority necessary to carry it out.
Identify the correct Statement-
a. Wrong delegation of authority might result in an unsuccessfuldischarge of responsibility.
b. Responsibility is related to the functions assigned to a role.
c. Authority is related to the responsibility
d. Authority makes decisions while carrying out their responsibility
e. All of the above
9. Mr. Yuvak, an HR executive, who designs and implements the developmental activities like training and
development, performance appraisal, career planning. Which role is Mr. Yuval playing?
a. Specialist role b. Facilitators role
c. Change agent d. Controller role
e.Departmentalrole
10. Identify the managers that are responsible to handle the four resources like men, material, machines, and
money; they have to manage the resources for delivering results.
a. Live manager b. Staff responsible managers
c. Balanced managers d. HR managers
e.All ofthe above
11. XYZ is located in US. It has followed standardized structure and polices across all subsidiaries which
prevent it from understanding and adapting to the culture of India. Which approach views the world as a
single place?
a. Ethnocentric approach b. Polycentric approach
c. Geocentric d. Both (a) and (b)
e. None of the above.
12. Identify the incorrect reasons for the importance of international HR
a. Success is dependent on having competent local leaders
b. Majority of the markets are part of the global network
c. India is an emerging market with skilled manpower
d. Investing in training market and expatriating people for global operation is required
e. A trained group of local mangers can add immense value to firms.
13. The culture of nation is the set of the historic beliefs, people’s perception, and people aspiration.
Identify the three terminologies or the dimensions of the culture.
a. Norms, belief attitudes b. Attitudes,perception, values
c. Belief, values, traditional d. Traditional, values, attitudes
e. Norms, values,attitudes

14. Which of the following helps the global organization to make a SWOT analysis from the HR perspectives,
and helps the firmto develop its own strategy for survival and success in the international business in order
to gain maximum benefits from its available resources?
a. International human resource management
b. Human resources management
c. Global resources management
d. Strategic international human resource management
e. HR cross culture
15. FMCG companies, usually follows one of the approaches, fromthe following by customizing the strategies,
products, policies and system. They view world as a differentiated market place where they need to serve
varying needs of the customers. Identify the suitable approach.
a. Geocentric approach b. Optimistic approach
c. Customized approach d. Standardized approach
e.Polycentric approach
16. Identify the industry which exists in the market forces where competition in each country is independent of
competition in other countries?
a. Global industry b. Subsidiary industry
c. Market force industry d. Multi domestic industry
e.Competitive internationalforcesindustry
17. Mr. Raguraman, the Sr. HR executive carries out the functions of planning the members of the staff
required, terminations, temporary layoffs, retentions strategies, career planning and development. Strategies
related to the compensation etc. Identify the type of planning done in the organization?
a. Corporate levelplanning b. Short termplanning
c. Operations levelplanning d. Intermediate levelplanning
e.None of the above
18. Identify the method used by Mr.Subhash, HR manager, who is entrusted with a responsibility of handling
surplus labor. He used a method in the the employees on a different position which was not liked by the
employees.
a. Lay off b. Loaning
c. Outplacement d. Retrenchment
e.Attrition
19. Mr. Singh was entitled with a difficult task of the dealing with surplus man power. He was quite friendly
and empathetic in nature. He made a committee of employees who searched for the other employment
positions for their displaced workers and also groomed themin the getting new jobs. Identify the method of
retrenchment followed by Mr. Singh?
a. Lay off b. Loaning
c. Outplacement d. Work sharing
e. None ofthe above

20. Identify the situation, where either the employer cannot offer the employee any alternative position or the
alternative position offered by the employer is not to the employee liking due to the redundancy?
a. Loaning b. Lay -offs
c. Reducing wokhours d. Retrenchments
e.Surplus state
21. Identify the strategic plans of an organization which form the basis for its Human Resource Planning, and
assesses the HR needs; where the needs are compared with the availability of the resources at present and
actions has to be based on the whether there will be a deficit or a surplus in the future?
a. Forecasting b. Inventory report
c. Managing surplus d. Managing future demand
e. Current human resource
22. Job analysis is the process of determining and recording all the relevant information about a specific job.
Identify the incorrect statement?
a. Job analysis is also known as the review or job classification
b. Job analysis plays a key role in the designing and managing the performance appraisal systemin an
organization.
c. Job analysis helps in identifying key responsibility areas for a positions and then setting the goals or
objectives for the appraisal period.
d. Job analysis forms a base for the evaluation of an employees performances
23. Mr. Rahul, the head of HR has appointed a job analyst who compiles the data for the job incumbents by
way of the interviews and questionnaire related to a specific action or an event. But the techn ique is
applicable only on the few or limited jobs carried out by a few people and not to routine jobs that are
carried out at the lower level of management. Job analyst gathers information from middle level and top
level in management. Identify the technique used?
a. Technicalconference method b. Functional job analysis
c. Position analysis questionnaire d. Critical incident techniques(CIT)
e.Questionnaire method
24. Job specification is a written statement of the minimum acceptable qualifications, knowledge skills and
traits and physical and mental characteristics required in an incumbent to perform the job successfully.
Except for-
a. Height, weight, vision b. Analytical ability, decision making ability
c. Emotional and socialrelationships d. Behavioraljudgments
e.None of the above
25. Identify the functions performed by an HR executive in an MNC?
a. Organization audit b. Induction
c. IndustrialRelations d. Succession planning
e. All of the above

26. It is an approach which offers challenging and demanding goals to the job holders. In Job designing, this
approach offers something new to the employees to avoid the monotony. It also gives the job holders the
decision making authority. Identify the approach?
a. Engineering approach b. Sociotechnical approach
c. Human Relations approach d. Job characteristics approach
e.Specialization approach
27. Identify the techniques used by Rajesh, the HR manager to motivate employees to perform better. He has
redesigned the job in such a manner which leads to the reduction in supervision and control with sufficient
freedom to plan, organize, and to control. It increases the employee commitment and support from the
management.
a. Job engineering b. Job enrichment
c. Job enlargement d. Job rotation
e.None of the above
28. As per the modern management techniques, ABC organization wishes to enhance job design and quality of
work life. The technique shrinks the working days in the week, thereby increas ing the number of working
hours per day. Workers are happy as they get more time to spend with their families. Identify the
technique?
a. Working formhome b. Flexible
c. Job sharing d. Condensedworkweek
e.Telecommunity
29. They invite applications from interested candidates, scan them for their first round of short listing, testing
and fixing a meeting ground for the organization and the candidates, and simply the overall recruitment
process. Identify the type of agency?
a. State agent b. Private employment agencies
c. Educationalinstitutes d. Employee referrals
e.Advertisement
30. Vacancies in the organization are usually announced through internal search except for one. Identify
which medium is not used?
a. Notice boards b. Job posting
c. Internet d. Intranet
e. Circulars
31. Identify the factors determining the success ofrecruitment policy fromthe following?
i. Number of successfulplacements
ii. Number of people who have been hired
iii. Number of offers made
iv. Cost involved
v. Time taken to fill up the vacancy
a. i,ii,iii,iv,v b. only i,ii,iii
c. both i,iv d. iv,ii,i
e. v,iv,iii

32. In the internet age job search and talent search has become much faster and easier because of employment
portals. Identify which of the following has become a least preferred option for the companies?
a. employee referrals b. advertisement
c. public agencies d. private agencies
e.naukri.com
33. In this test two similar but separate forms are given to the candidate at the same time. If the pattern of the
scoring is similar than the test is reliable, if it is not then the test is not reliable. Identify the test used for
selection?
a. Reliability b. The alternate form
c. The split halves procedure d. Validity
e.Criterion validity
34. Which of the following is considered as a valid selection method if there is a substantialcorrelation
between the score and the job performance scores?
a. Criterion validity b. Reliability
c. The alternate form d. The split halves procedure
e.None of the above
35. Identify the degree to the value provided by the selection method enhances the effectiveness of the
organization?
a. Content validity b. Construct validity
c. Generalizability d. Legality
e.Utility
36. Which criterion is used to assess,whetherthe candidate will fit in with the organization, in the job and in
the team that he or she will be associated with an Application form?
a. Workexperience b. Educational qualification
c. Salary d. Personality items
e.References checks
37. In this test the candidate is exposed to a simulated office situation where he or she has to respond to letters,
clear important documents schedule his or her meetings, meet colleageues and make important business
related decisions. Identify the test under the selection process?
a. Group decision b. In basket exercise
c. Simulated businessgames d. Interest test
e.Reference test
38. Mr. Rao, the HR Manageruses the situation test to examine the probable response of the applicant to real
life business situations.Identify the levels of management involved?
a. Top levelmanagement b. Middle level management
c. Both (c) and (b) d. Lower level management
e. All the level

39. Identify the method used when there are large number of candidates,but the time available for the
interview is short.All the group applicants are interviewed by a panel of interview or single interviewer.
a. Panelinterview b. Unstructured interview
c. Group interview d. In-depth interview
e.Selection interview
40. Proper placement of an employee results in low employee turnover, low absenteeism, and low accident
rates in the shop floor jobs and improved moral and commitment of the employee. Identify the right order
from the following?
a. Placement precedesselection b. Selection precedes placement
c. Induction precedesplacements d. Recruitment precedes placement
41. Orientation is an integral part of the socialization process.Identify the correct statement from the
following-
a. The time period for orientation is short
b. Socialization is a process that takes place organization wide
c. The changes due to orientation are negligible
d. Socialization involves brand changes in the employee, beyond the organizational issues
e. All of the above
42. Identify those norms which are accepted by the employee by way of standards of the organization for its
effective functioning
a. Pivotalnorms b. Standard norms
c. Role norms d. Performance norms
e.Behaviorial norms
43. Mr. X recently joined the organization. Being a fresher he is in a comparative mode. In this stage he was
trying to expect certain values and culture before joining and trying to gain an insight into the new job
culture. Identify the stage?
a. Socialization method b. Pre- arrival stage
c. Metamorphosis stage d. Handling new employee anxiety
e.Encounterstage
44. Mr. Sony follows a regulatory approach. In this socialization process a person qualifies for the next round,
only when the person performances as per the standards and the prescribed rules. This helps the company
to plan HRD practices. Identify the Socialization strategy?
a. Fixed socialization strategy b. Contest socialization strategy
c. Tournament socialization strategy d. Sequential socialization strategy
e. Socialization strategy

45. Mr. Shiny did not get any assistance from senior. Shiny, the new recruit didn’t have any predecessor
to follow and therefore has to define his task on his own. What type of socialization strategy does the
organization follow?
a. Serial socialization b. Disjunctive socialization
c. Variable socialization strategy d. Divestiture socialization strategy
e.Tournamentalsocialization strategy
46. Socialization helps to create order and consistency.It leads to following advantages except-
a. It helps to improve teamwork b. It assist to achieve organization goals
c. It brings aboutorder d. It leads to role ambiguity
e.It allows executive to showproductiveresults
47. Identify the stage which is considered to be successfulif the employee understands and accepts the norms,
policies and procedure of the organization and works in accordance with organization goals?
a. OrganizationalSocialization b. Encounterstage
c. Pre arrival stage d. Metamorphosis stage
e.None of the above
48. Identify the future positions that an individual strives to reach as part of a career?
a. Career b. Career path
c. Career goals d. Career planning
e.Career management
49. Mr. X enjoys jobs, where they are at liberty to create and are not confined by the organizational
framework. Identify the career anchors?
a. Stability b. Entrepreneurial creativity
c. Pure challenge d. Life style
e.Independence
50. Mr. Right did not make a formal assessment ofhis abilities, interest, career needs.He paid little attention to
career planning and felt disengaged.What is the phenomenon called?
a. Individualassessment phenomenon b. Career drift
c. Need opportunityanalysis d. Career planning
e.None of the above
51. The HRD manager arranges the sequentialpatterns of jobs, charts the possible directions and paths of the
advancement in an organization. What type of HRD practices he follows?
a. Career planning programs b. Setting realistic goals
c. Career paths d. Career planning programs
e. Behaviouralcareerpath

52. Identify the benefits of career planning to an individual?
a. It helps the employees have a betterknowledge of the career opportunities.
b. It helps the employees to understand theirown strengths and weakness with respect to their career
objectivities.
c. It provides employees with challenge to work with career plans
d. Both a & b
e. Both b & c
53. Mr. Fine took up a highly specialized job, but in the long run realized that it had a little scope for career
advancement. He had planned his career in the job undertaken respectively. Despite having career plans in
such jobs, it is difficult for employees to get promotion. What could be the reason?
a. Dual careerfamilies issues b. Low ceiling careers
c. Pechining opportunities d. Restructuring
e.None of the above
54. The employee in this stage has to identify his or her job and is satisfied with it and tries to settle down. The
employee looks for more responsibilities and growth in this stage. The employee has to actively involve
herself in career planning activities. Identify the stage in career development cycle of an individual?
a. Exploration stage b. Establishment stage
c. Maintenance stage d. Disengagement stage
e.Career development stage
55. Mr. Anil takes into account his learning abilities and the abilities to self starter, while evaluating his
capabilities. This will help in analyzing the strength, weakness, competencies and aspirations. Identify the
stage of Mr.Anil.
a. Opportunitiesanalysis b. Self assessment
c. Decisions making d. Venture
e.Leverage network
56. Identify the commonly used ranking methods where appraiser ranks all his employees from the valuable to
the least valuable, on the basis of their performance and contributions to the organizations.
a. 360 performances appraisal b. Ranking through alternation
c. Forced choice d. Paired comparison
57. Identify the correct statement related to performance appraisal and competency standards.
1. Performance appraisal are usually linked to the rewards system
2. Competency standards are linked to training and development
3. A lack of commitment from the top management can affect the performance appraisal system.
4. Any gaps that exist in competency levels are identified and necessary training is imparted to the
employee.
a. 1 & 2 b. 1 ,2& 4
c. 1,3 &4 d. 2, 3&4
e. All of the above / 1,2,3,4

58. The HR appraiser, in this method assigns each individual a role comprising a set of initiatives and activities
which are his or her responsibilities contributing tothe successful improvement of the company’s strategy.
It can be used to evaluate the alignment of the compensation and benefits plans with strategic needs of
employers nod employees. Identify the method?
a. Behaviorally accord rating scale b. 360 degree performance approval
c. Teamappraisal d. Balanced scorecard
e.None of the above
59. Identify the limitation of performance appraisal in which the appraiser tends to be influenced by the
behavior displayed at the beginning of the appraisal period and this leads to a distorted evaluation
a. Halo effect b. Recency effect
c. Primacy effect d. Central tendency effect
e.Leniency effect
60. Identify which is not one of the uses of good performance appraisal systemfrom the following:
1. Training and development needs are known
2. Helps in succession planning in the organization
3. Helps in assessment ofthe value of HR
4. Helps evaluating and auditing the plans
5. Can be used for transfers & promotion
a. 1,2,3 b. 2,3,4
c. 3,4,5 d. 5,3,1
e.None of the above
61. It is identified as the procedural failure to adopt new methods and processes that can improve employee and
organizational performance. They have an adverse impact on the way they perform their jobs. Identify the
faulty processes fromthe following?
a. Managerialobsolescence b. Managerial succession
c. Non updation d. Employee retention
e.None of the above
62. Any gap between the desired and actual competency level of an employee can be bridged through what
type of training?
1. Continuous 2. Repeated
3. Assessment 4. Measurable
5. Verifiable
a. 1 & 3 b. 1& 2
c. 3,4,5 d. 3&2
e. 1,2,3, &4

63. Identify the training used by Mr. Fine, which involves employees to match the skills set required to perform
their jobs, which in turn improve their job effectiveness. It also enables them to adapt to various
technological changes.
a. Motivation b. Skilled based training
c. Human relations d. Company policy
e.None of the above
64. The trainee in the method is placed in various jobs across different functions in the organization. He gains
cross-functional knowledge and is equipped to take up different jobs. It brings novelty and variety for the
employees who are used to doing the same job. Identify the method from the following?
a. Coaching b. Apprenticeship
c. Committee assignment d. Job rotation
e.Instructionbased
65. Mr. Kunal, HRD Manager, follows simulation exercises. In this method the trainee uses the equipment
which is similar to what is used on the job. The actual work conditions are simulated. It helps employees to
gain knowledge about the actual job situation and also reduces the problem of transferring learning to the
job. Identify the method used by Mr.Kunal?
a. Case exercises b. Experiential exercises
c. Vestibule training d. Role playing
e.Computermodeling
66. Identify the correct statement of difference between training and management development –
1. Training is the acquisition of technical knowledge and skills, where as management development
refers to the methods designed to improve the skills of managers or prospective managers.
2. Training focuses on the broad range of skills, and management focuses on the limited number of
technical skills in employees present on the job.
3. Training employees the incumbents in the present job, where as management handles future
responsibilities.
4. Training has a short term perspective, while management development is oriented towards the long
term needs.
a. Only 2 is incorrect b. 1,2,3,4
c. 1,2,3 d. 2,3,4,5
e.1,3,4 is correct
67. Identifying the basic pre- requisites for a successfulmanagement development program
1. Management development is a continuous activity
2. Managers should encourage and train their subordinates to assume greater responsibilities.
3. Management development should be in alignment with the organizational and the individual needs.
4. Managers should be motivated through special rewards systems to spend time on developing
themselves as well as their subordinates.
a. 1,3,4 b. 2,3,4
c. 1,2,3 d. Only 2
e. All of the above

68. Identify which of the following is an on the job development methods which is suitable for developing only
middle and senior level managers. Help them to participate in board and committee meetings usually
attended only by senior and top level managers.
a. Coaching b. Understudyassignments
c. Multiple management d. Management development
e.None of the above
69. In this training method, the changing individual behavior is seen through unstructured group interaction. It
is to develop among the group members an understanding of themselves and of their relationships with
others. It promotes openness and increases the tolerance for individual differences. Identify the training
method?
a. Transactionalanalysis b. Sensitivity training
c. In basket method d. Conferences
e.All ofthe above
70. A person in the adult ego state is objective and rational. In this theory the child and parent ego states feels
and reacts immediately to situations where as the adult ego state thinks or processes data logically, before
taking any further action. Identify the theory?
a. Transaction analysis b. Sensitivity training
c. Lectures d. Sensitivity training
e.None of the above
71. Identify the model from the following which focuses on response, learning, performance, and results
measuring the participant’s level of satisfaction extent of his or her learning and the impact of the
management development program respectively?
a. Kirkpatrick model b. Gap model
c. Cost benefit model d. SWOT analysis
e. Profitable analysis
72. Following are the basic principles of governing and determining the successfulimplementation of job
evaluation except for-
a. The job dimensions should be properly selected and rated based on the demands on the job.
b. The dimension selected for rating should be clearly defined for employee understanding.
c. The job evaluation program should be explained and illustrated to the employees at all levels.
d. The employee should actively participate in the job evaluation program.
e. Market factors should not be taken into serious consideration while evaluating jobs.
73. Identify the method which is based on the principles that the value of a job depends on its decisions making
requirements. It evaluates and produces a decision based structure.
a. Ranking method b. Factor comparison
c. Decision band method d. Point scale method
e. None ofthe above

74. Which are the principles governing compensation administration in an organization given below?
a. Maintaining the competitiveness in the wages market
b. Matching the expectations of employees
c. Strengthening positive employee behavior
d. Devising a systemby removing discrepancies in the wage administration
e. All of the above
75. Which wage reflects the level of national income and its distribution? It is also related to the production of
the labor and takes into the consideration the financial capacity and the workload of the organization.
a. Fair wage b. Minimum wage
c. Satisfying wage d. Living wage
e.None of the above
76. In this system, the wage payment helps in giving freedom to the managers is fixing the pay of the
individual workers but within the set limits. Identify the system?
a. Skill- based pay b. Competency- based pay
c. Broad banding d. Time wage plan
e.Piece wage plan
77. Moonway software service Ltd. decided to appraise Monalisa Surve, a software developer, to the position
of senior in the same department. She received performance based rewards. Identify the rewards?
a. Employee stockoptionplans b. Annual performance incentives
c. Membership rewards d. Scholarship for children
e.Both a & b
78. Identify the system, in which each job is rated in terms of the standard time (a day or week). After the
completion of this standard time an assessment of the output of each worker is made. The workers are paid
at the appropriate time- rate for the standard- time value of the work done.
a. Progressivebonus b. Taskbonus system
c. Point rate bonus d. Barth system
e.Rowan plan
79. Rahul gets subsidized snacks for doing overtime duties. He is retained by offering provident fund, T.V
room with well equipped gym which acts as a motivational tool for other employees as well. Identify the
benefits?
a. Retirement benefits b. Cafeteria and restroom
c. Recreationalfacilities d. Only a & b
e.a, b, c
80. Identify under which provision, lump -sum amount or payment over a specific period at full or partial rates
of normal compensation is made. It helps in minimizing conflicts between the shareholders and managers
arising in the event of the change control.
a. Cafeteria benefit plan b. Employee benefit scheme
c. Assistanceschemes d. Golden parachute
e. Membership compensation

81. Which of the following deals with the cleanliness waste disposal, ventilation, drinking water and other
health related issues?
a. ChapterIII of the Factories Act b. Chapter IV of the Factories Act
c. ChapterII of the Factories Act d. ChapterV ofthe Factories Act
e.Both a & b
82. Identify which program also helps employees mingle with their colleagues and developed good
interpersonal relationships.
a. Employee wellness program b. Get going programs
c. Mentalhealth programs d. Disciplinary action
e.None of the above
83. This is a symptomofchange in the attitudes towards work and work place, lack of trust in the management and
colleagues’ inability to concentrate, increasedanger, tension andisolation from clients andcolleagues.
Identify the symptom?
a. Stress b. Negative stress
c. Burnout d. Both a & c
e.None of the above
84. It is the study of the relationship between people and their work environment. In such type of workplace
task and tools are designed in a manner which best suits an individual abilities and limitations so as to
ensure that people can do their jobs safely. Identify the study?
a. Musculo-skeletaldisorder b. Ergonomics
c. Workenvironment d. International labor organization
e.Computerrelated program
85. What are the disorders that occurdueto excessive use ofthe mouse andkeyboard.
a. Ergonomics b. Repetitive strain injury
c. Cumulative trauma disorder d. Musculo-skeletal disorders
e.IT related diseases
86. Identify the method of conflict resolution in which the parties sacrifice their own interest to reach an
amicable settlement.
a. Avoidance b. Accommodating
c. Arbitration d. Mediation
e.Compromise
87. Self discipline and self control are emphasized through this category, since the employee readily cooperate
to maintain discipline in the organization. They believe in motivation through rewards, appreciation
constructive support or approved personnel actions to conformto organizational rules.
a. Enforced discipline b. Self imposed
c. Positive discipline d. Both b & c
e. Negative cooperation discipline

88. Corrective actions should be immediate, impersonal, consistent and foreseeable’. In which rule this
statement is reflected?
a. Red Hot stove Rule b. Disciplinary Action
c. Occupationalsafety d. Grievance Handling
e.None of the above
89. XYZ ltd. had trade unions; they used to function for providing financial assistance like funds accumulated
by way of monthly member subscription and non financial assistance like advice on medical, housing etc.
and other activities to enhance cooperation and amicable relations. Identify the functions?
a. Social functions b. Military functions
c. Extramural functions d. Ancillary functions
e.Intramural factions
90. Revolutionary unions adapt means to completely dissolve the existing economic system. Such type of
unions believe that capitalism doesn’t work. Identify the type of unions?
a. Political unions b. Anarchist unions
c. Predatory unions d. Up hold unions
e.Guerrilla unions
91. Identify the method which aims at exploiting the collective strength of the workers, also where the unions
are the representatives of the workers. They negotiate with the management regarding wages, bonus,
gratitude, welfare and measures.
a. Mutualinsurance b. Collective bargaining
c. Legal enhancement d. Pressure techniques
e.Industrialunions
92. This approach to industrial relations is based on the principles of peaceful settlement. If industrial disputes
are resolved through non violence, and strikes can be resorted to for reasonable demands. Identify the
approach?
a. Systemapproachto industrialrelation b. Gandhian approach to industrial relation
c. Socio- ethical approach to industrial relation d. Human relation approach to industrial relation
e.Sociologicalapproachto industrialrelation
93. Identify the style of management where, employees are regarded as stakeholders in the organization. They
are treated as partners and share power with the management, play a major role in the decision making, also
can voice their opinions and are also heard and respected by the management.
a. Exploitative authoritativestyle b. Participative style
c. Government framework d. Consultative management style
e.Paternalistic style
94. Which is the last resort to avoid strikes, lockouts or otherwise temporary suspensions of organizational
activities. The legal machinery of the state gets involved in setting the disputes and provides guidelines to
the management and the employees. Identify the stage?
a. Court of enquiry b. Conciliation
e. Adjudication

95. Identify the system, in which collective bargaining is a rule making legislative process because it
formulates terms and conditions under which the labor and the management will cooperate and work
together for a specific period.
a. Social change system b. Peace treaty system
c. Industrialjurisprudence d. Contract administration
e.None of the above
96. Identify the schedule, in which the core hours should be adhered to only on some days in the pay period.
Arrival and departure timings and the number of hours worked on a given day or week can be varied in
nature, as long as the total work hours in the pay period are maintained without a fixed scheduled.
a. Flexitour b. Gliding schedule
c. Variable day d. Maxiflex
e.None of the above
97. Identify the program under which the employees add more duties and task to the existing job of the
employee so as to make it more challenging and rewarding. It enhances the employee self esteem and
satisfaction.
a. Self management terms b. Job enlargements
c. Job rotation d. Job enrichment
e.Socio technicalsystem
98. Identify the type of role played in the quality circle organization structure by the manager when he guides
and directs the functions of the quality circle and encourages the other executives to take part in the
supporting functions of the quality circles.
a. Steering committee b. Facilitators
c. Coordinators d. Problem solver
e.Directors
99. In this process, the members of the quality circles are called to identity the problem. They suggest plausible
reasons for the problem. They try to identify the root cause of the problem. When all the causes are
diagrammatically represented a figure resembles a bony structure.
a. Fish bone diagram b. Cause and effect diagram
c. Charting method and sampling d. Brain storming method
e.Both a & b
100. What are the basic objectives of a quality circle philosophy?
1. To develop and utilize human resource in an effective manner.
2. To improve the quality of work life
3. To motivate them by encouraging them to participate in organizational activities
4. To sharpen and utilize the creative skills.
a. 2,4 b. 1,2,4
c. 1,3,4 d. 4,3
e. 1,2,3,4

MULTIPLE CHOICE – ANSWERS AND EXPLANATIONS
1. (c) Human relations Approach
The approach largely improved the working environment of the workers.
2. (b) Organizing
Organizing functions are structural considerations that assist in establishing relationships among
employees, so that they can contribute collectively towards the attainment of the organizational goals.
3. (c) Selection
The selection process involves scanning application forms, identifying and developing suitable and
reliable testing techniques and employing the selected candidates.
4. (b) Human resource Development
Human Resource Development approach is the process of training and developing employees so as to
improve and update their knowledge and skills, in order to enable them to perform their jobs better.
5. (d) (a) and (c) both
All the extrinsic rewards received by an employee, during and after the course of his or her job, for his
or her contribution to the organization, are referred to as compensation. it is based on evaluation, salary,
incentives, bonus and benefits.
6. (e) The service provider
H.R specialists provide the managers with information on market trends, various employees’
related issues like labor laws regulations etc.
7. (a) The tall organization structure
The concept of the tall organizational structure deals with the narrow span of the control and number of
hierarchical levels which are large.
8. (e) All of the above
Authority refers to the right to the give orders and the power to demand obedience from others in the
process of discharging the responsibility.
9. (b) Facilitators role
HR department in an organization plays a role of facilitators who helps in designing and implementing
the development activities like training, performance appraisal.
10. (a) Line manager
The line managers are responsible for achieving the goals of their respective departments through
balanced management of the four resources.
11. (a) Ethnocentric approach
In this the base of international firms is standardized and believes in complete transfer of knowledge
and practices from parent company to the subsidiaries preventing them from adapting to the local
culture.
12. (a) Success is depended on having competent local leaders
The most important factor behind the success of the today’s longstanding businesses is having
competent global leaders.
13. (c) Belief, values, traditional
The culture of nation is the set of age- old traditional, belief shared about how things should be done in
their country.

Multiple Choice – Answers and Explanations
14. (d) Strategic international human resource management
Strategic IHRM helps the firm in smooth functioning of HRM and its HR policies and systemin the
different parts of the world should be in harmony to reap maximum benefits from the market.
15. (e) Polycentric approach
The companies gain the market share by adapting to the local culture and are ready to cater the varying
needs of the customers in the host country nationals.
16. (d) Multi domestic industry
Industry specific changes influence the management of the human resources in the international
scenario. In a multi domestic industry the competition in each company is independent of the
competition in other countries.
17. (d) Intermediate level planning
This is done at the strategic business unit level. That is determining the recruitments or layoffs
strategies, retaining with career planning and development, which is based on corporate level HR
planning.
18. (d) Retrenchment
In the situation either the employer can’t offer an alternative position or the employer liking
towards the position offered is not acceptable. Termination of the services of an employee takes place
due to the job redundancy.
19. (c) Outplacement
Employee friendly organizations search for an employment outside and provide assistance in the getting
new jobs.
20. (d) Retrenchments
Termination of the services of an employee takes place due to job redundancy. In this situation, either
the employer cannot offer the employee any alternative positions, or the alternative position offered by
the employer is not liked by the employee.
21. (a) Forecasting
Forecasting the strategic plans of an organization form the basis for its HRP. It assesses the HR needs,
where the needs are compared with the availability of the resources at present and actions has to be
based on the whether there will be a deficit or a surplus in the future.
22. (e) None of the above
Job analysis determine and record all the relevant information about a specific job including the task
involved, knowledge, skill set required to perform a job, responsibilities attached to the job and the
abilities to perform the job.
23. (d) Critical incident techniques(CIT)
According to CIT, behaviors in specific or certain situations add to the success or the failure of the
individual or organization. Compiling all facts, acts and behavior provides a portrayal of the job, with
the focus of the both the action of the workers and the context in which the behavior was noticed.
All the specification like, height, weight, vision, analytical ability, decision making ability, emotional
and social relationships behavioral judgments play a vital role in the selection of an incumbent to
perform a job.
Employment to succession planning all functions and activities like audit, training appraisal evaluation,
induction, IR, career planning and development etc to improve the efficiency of an employee are
performed by the HR.

26. (b) Socio technical approach
As it is an alternative to both the scientific engineering and human relations approach. This approach
merges the technical need of the organization with the social needs of the employees.
27. (b) Job enrichment
Job enrichment is a well known technique for increasing employee motivation. It is redesigning job to
increase the scope. Supervision is less and freedomto operate is more, with the support and guidance of
top level management.
28. (d) Condensed work week
Condensed work week aims at reducing absenteeismand tardiness at the workplace with employees
getting more time to meet their personalneeds.
29. (b) Private employment agencies
They provide meetings on the grounds for the organizations and the candidates and simplify the
recruitment process.They invite applications, scan,conduct interview and shortlist.
30. (c) Internet
Internet is an externals recruitment source of hunting employees outside the organizations.
31. (a) i,ii,iii,iv,v
The criteria’s like number of successful placements, number of people who have been hired,
number of offers made, cost involved, time taken to fill up the vacancy mentioned above are the
factors determining the success or the failure of the recruitment program.
32. (b) advertisement
Using television and radio as media for job advertisement have become a less preferred option for
companies with the increase in number of employment portals.
33. (b) The alternate form
In the alternate form of test two similar but separate forms are given to the candidate at the same time.
If the pattern of the scoring is similar then the test is reliable, if it is not,then the test is not reliable.
34. (a) Criterion validity
Criterion validity is a selection method considered valid if there is a substantialcorrelation between the
score and the job performance scores.
35. (e) Utility
Utility is the degree to the value provided by the selection method enhances the effectiveness of the
organization. The higher the reliability, validity, and generalization ability of the selection, the higher
will be its utility.
36. (d) Personality items
Personality items is used to assess,whetherthe candidate will fit in with the organization, in the job and
in the team that he or she will be associated with an Application form.
37. (b) In basket exercise
In basket exercise is the test the candidate is exposed to simulated office situation where he or she has
to respond to letters, clear important documents schedule his or her meetings, meet colleagues and
make important business related decisions.
38. (c) Both (c) and (b)
The candidates are exposed to simulated business situations and their responses are recorded and
evaluated.
39. (c) Group interview
Group interview method is used when there are large numbers of candidate, but the time available for
the interview is short. All the group applicants are interviewed by a panel of interview or single
interviews.

40. (c) Induction precedes placements
After selection the employee is inducted into the organization. Then he or she is put on probation for a
period ranging from six months to two years. The final placement of the employee is to decide after
completion of the probation period.
Orientation is an integral part of the socialization process.The time period for orientation is short.
Socialization is a process that takes place organization wide.
The changes due to orientation are negligible. Socialization involves brand changes in the employee,
beyond the organizational issues.
42. (a) Pivotal norms
Pivotal norms are those norms which are accepted by the employee by way of standards ofthe
organization for its effective functioning.
43. (b) Pre- arrival stage
In stage an employee who is new joinee makes a career decision depending upon his own attitude and
aptitude. In this stage one expects certain values and culture before joining and try to gain an insight
into the new job culture.
44. (c) Tournament socialization strategy
In this socialization process a person qualifies for the next round, only when the person performances as
per the standards and the prescribed rules is nothing but the Tournament social strategy
45. (b) Disjunctive socialization-
When a new recruit has no predecessorand has to define his/her own tasks, it is termed as disjunctive
socialization. Shiny had no predecessors and he defined his own tasks.
46. (d) It leads to role ambiguity
Socialization helps to create order and consistency.It leads to following advantages except it leads to
role ambiguity
47. (d) Metamorphosis stage
Metamorphosis stage is considered to be successful,if the employee understands and accepts the
norms, policies and procedure of the organization and works in accordance with organization goals.
48. (c) Career goals
Career goals refer to the future positions that an individual strives to reach as part of a career.
49. (b) Entrepreneurial creativity
Entrepreneurial creativity is the career anchorwhere they are at liberty to create and are not confined by
the organizational framework.
50. (b) Career drift
The phenomenon people entering their jobs, occupants and career, paying little attention to career
planning and then feeling disengaged is known as career drift.
51. (c) Career paths
Career paths are the practices which the HRD manager follows while listing down the jobs, charts in a
possible directions.
52. (d) Both a & b
Career planning helps the employees have a better knowledge of the career opportunities.It helps the
employees to understand their own strengths and weakness with respect to their career objectivities.

53. (b) Low ceiling careers
Low ceiling careers are those careers during which one isn’t sure about long term. There are
some highly specialized jobs, which have little scope for career advancements.
54. (b) Establishment stage
The employee in this stage has to identify his or her job and is satisfied with it and tries to settle down.
The employee looks for more responsibilities and growth in this stage. The employee has to actively
involve herself in career planning activities is known as the establishment stage
55. (b) Selfassessment
In Self assessment stage Mr. Anil takes into account his learning abilities and the abilities to self starter,
while evaluating his capabilities. This will help in analyzing the strength, weakness, competencies and
aspirations.
56. (b) Ranking through alternation
In the commonly used Ranking through alternation methods the appraiser ranks all his employees from
the valuable to the least valuable, on the basis of their performance and contributions to the
organizations.
57. (e) All of the above / 1,2,3,4
The correct statement about performance appraisal and competency standards are as follows:
1. Performance appraisal are usually linked to the rewards system
2. Competency standards are linked to training and development
3. A lack of commitment from the top management can affect the performance appraisal system.
4. Any gaps that exist in competency levels are identified and necessary training is imparted to the
employee.
58. (d) Balanced scorecard
In Balanced score card method, each individual in his or her role is assigned a set of initiatives and
activities which are his or her responsibilities contributing to the successful improvement of the
company’s strategy. It can be used to evaluate the alignment of the compensation and benefits
plans with strategic needs of employers and employees.
59. (c) Primary effect
The appraiser tends to be influenced by the behavior displayed at the beginning of the appraisal period
and this leads to a distorted evaluation. This is called primacy effect.
The following are all the uses of good performance appraisal system
1. Training and development needs are known.
2. Helps in succession planning in the organization
3. Helps in assessment ofthe value of HR.
4. Helps evaluating and auditing the plans
5. Can be used for transfers & promotion
61. (a) Managerial obsolescence
It can act as a barrier to improve employee and organizational performance. They have an adverse
impact on the way they perform their jobs
62. (b) 1 & 2
Gap between the desired and actual competency level of an employee should be bridged through
Continuous and repeated training. As training is an ongoing process in any organization.

63. (b) Skilledbased training
Skilled based Training the employees to match the skills set required performing their jobs which in
turn improves to adapt to various technologies changes.
64. (d) Job rotation
The trainee in the method is placed in various jobs across different functions in the organization. He
gains cross function knowledge and is equipped to take up different jobs. Out brings novelty and variety
for the employees who are used to doing the same job.
65. (c) Vestibule training
In this method the trainee use the equipment which is similar to what is used on the job. The actual
work conditions are simulated. It helps employees to gain knowledge about the actual job situation and
also reduces the problemof transferring learning to the job.
66. (e) 1,3,4 is correct
Training is the acquisition of technical knowledge and skills, while management development refers to
the methods designed to improve the skills of managersTraining employees in the present job
management handles future responsibilities
Training has a short term perspective while management is oriented towards the long term needs.
67. (e) all of the above
Management Development is a continuous activity
Identifying the basic pre-requisites for a successfulmanagement development program Managers
should encourage and train their subordinates to assume greater responsibilities.
Management development should be in alignment with the organizational and the individual needs.
Managers should be motivated through special rewards systems to spend time on developing
themselves as well as their subordinates.
68. (c) Multiple management
This is an on the job development methods which is suitable for developing only middle and senior
level managers ‘ Helps junior managers to participate in board and committee meetings usually
attended only by senior and top level managers.
69. (b) Sensitivity training
In this training method, the changing individual behavior through unstructured group interaction is
understood. It is to develop among the group members an understanding of themselves and of their
relationships with others. It promotes openness and increases the tolerance for individual differences.
70. (a) Transaction analysis
A person in adult ego state is objective and rational. In this theory the child and parent ego states feels
and reacts immediately to situations where as the adult ego state thinks or processes data logically
before taking any further action. The theory focuses on social transactions and interpersonal
relationships.
71. (a) Kirkpatrick model
This model focuses on response, learning, performance and results, measuring the participant’s
level of satisfaction, extent of his or her learning and the impact of the management development
program respectively.
72. (e) Market factors should not be taken into serious consideration while evaluating jobs.
The basic principles governing and determining the successful implementation of job evaluation are all
related to employees and job except for market factors should not be taken into serious consideration
while evaluating jobs.

73. (c) Decision band method
This method is based on the principles that the value of a job depends on its decisions making
requirements. It evaluates and produces a decision based structure.
Principles governing compensation administration in an organization given
below-Maintaining the competitiveness in the wages market
Matching theexpectationsofemployees
Strengtheningpositive employee behavior
Devising a systemby removing discrepancies in the wage administration
75. (a) Fair wage
This wage reflects the level of national income and its distribution It is related to the production of the
labor and takes into the consideration the financial capacity of the employer.
76. (c) Broad banding
In this system, the wage payment helps in giving freedom to the managers and fixing the pay of the
individual workers within the set limits.
77. (e) Both a & b
The rewards given to the employee over and above the base wages in recognition of his or her
performance and contribution to the organization are referred to as incentives based rewards.
Employee stock options plans and annual performance incentives are examples of incentives.
78. (c) Point rate bonus
In this system each job rated in terms of the standard time. After the completion of their standard time
an assessment of the output of each worker is made. The workers are paid at the appropriate time rate
for the standard time value of the work done.
79. (e) a, b, c
Rahul gets subsidized snacks for doing overtime duties.He is retained by offering provident fund, T.V
room with well equipped gym which acts as a motivational tool for otheremployees as well. Retirement
benefits, Cafeteria and rest room, Recreational facilities are the examples under the facilities
mentioned.
80. (d) Golden parachute
Under this provision, lump- sum amount or payment over a specific period at full or partial rates of
normal compensation. It helps in minimizing conflicts between the shareholders and managers arising
at the event of the change of control.
81. (a) Chapter III of the Factories Act
Chapter III of the Factories Act deals with the cleanliness waste disposal, ventilation, drinking water
and otherhealth related issues.
82. (a) Employee wellness program
Such program also helps employees mingle with their colleagues and developed good interpersonal
relationships
83. (c) Burnout
This is a symptomofchange in the attitudes workand workplace lack of trust in the management and
colleague’s inabilityto concentrate increasedanger,tensionand isolationfrom clients andcolleagues.
84. (b) Ergonomics
It is the study of the relationship between people and their work environment. In such type o f
workplace task and tools are designed in a manner which best suits individual abilities and limitations
so as to ensure that people can do their jobs safely.

85. (d) Musculo- skeletal disorders
The international labor organization has recognized such type of diseases for e.g. excessive use of the
mouse and keyboard leads to Musculo- skeletal disorders.
86. (b) Accommodating
In this method of conflict resolution the parties sacrifice their own interest to reach an amicable
settlement.
87. (d) Both b & c
Self discipline and self control are emphasized through this category, since the employee readily
cooperate to maintain discipline in the organization they believe in motivation through rewards,
appreciation constructive support or approved personnel actions to conformto organizational rules.
88. (a) Red Hot Stove Rule
Employee should be immediately be realized about the violation of the rules
Action must reflect the offense and not the person committed. In discipline should be enforced in all
situations. Employees should be warned about their poor conduct leading to pre determine
consequences.
89. (c) Extramural functions
Are the function for providing financial assistance like funds accumulated by way of monthly member
subscription and non financial assistance and other activities to enhance cooperation and amicable
relations.
90. (b) Anarchist unions
Revolutionary unions adapt means to completely dissolve the existing economic system. Such type of
unions believes that capitalism doesn’t work.
91. (b) Collective bargaining
This method aims at exploiting the collective strength of the workers and the unions are the
representatives of the workers. They negotiate with the management regarding wages, bonus, welfare,
measures
92. (b) Gandhian approach to industrial relation
This approach to industrial relations is based on the principles of peaceful settlement if industrial
disputes are resolved through non violence, the approach states that strikes can be resorted to for
reasonable demands, should be avoided industries that provide essential services to the public.
93. (b) Participative style
In this style of management, employees are regarded as stakeholders in the organization. They are
treated as partners share power with the management, play a major role in the decision making, and can
voice their opinions and are also heard and respected by the management.
94. (e) Adjudication
Adjudication is a last resort to avoid strikes, lockouts or otherwise temporary suspensions of
organizational activities.
95. (c) Industrial jurisprudence
In the system of collective bargaining, Industrial jurisprudence is a rule making legislative process
because it formulates terms and conditions under which the labor and the management will cooperate
and work together for a specific period.
96. (d) Maxiflex
In this schedule, core hours should be adhered to only on some days in the pay period. Arrival and
departure timings and the number of hours worked on a given day or week can be varied as long as the
total work hours in the pay period are maintained without a fixed scheduled.

97. (b) Job enlargements
Under this program the employees add more duties and task to the existing job of the employee so as to
make it more challenging and rewarding. It enhances the employee self esteemand satisfaction.
98. (b) Facilitators
It is a type of role played in the quality circle organization structure. The manager of the section guides
and directs the functions of the quality circle and encourages the other executives to take part in the
supporting functions of the quality circles.
99. (e) Both a & b
In this process, the member of the quality circles is called to identity problem. They suggest plausible
reasons for the problem. They try to identify the root cause of the problem. When all the causes are
diagrammatically represented a figure resembles a bony structure.
100. (e) 1,2,3,4
The basic objectives of quality circle philosophy are as follows-
To develop and utilize human resource in an effective manner
To improve the quality of work life
To motivate them by encouraging them to participate in organizational
activities To sharperand utilize the creative skills.
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