QUESTION 1

.
Select the most appropriate option
Over the years different approaches to job design have developed.
Which of the following approaches is in correct chronological order?
.
1. Division of Labour, Scientific Management, Ergonomics, Behavioural
Approach
2. Division of Labour, Scientific Management, Behavioural Approach,
Ergonomics
3. Scientific Management, Division of Labour, Ergonomics, Behavioural
Approach
4. Ergonomics, Scientific Management, Behavioural Approach, Division
of Labour
.
3 points
QUESTION 2
.
Select the most appropriate option
Which of the following is a good definition of a job family?
.
1. A grouping of elements to form an identifiable work activity that
is a logical and necessary step in the performance of a job.
2. A grouping of jobs, usually according to function.
3. A grouping of jobs according to generic job title or occupation.
4. A grouping of positions that are similar in their tasks and task
dimension
.
3 points
QUESTION 3
.
Select the most appropriate option
Performance evaluation improves competitive advantage by :
.
1. Involving immediate supervisors in the evaluation process.
2. Providing strong basis for demotion, transfers, and lay-offs.
3. Increasing the frequency of performance evaluation.
4. Reducing grievance and labour turnover by making employees trust
that they are treated fairly.
.
3 points
QUESTION 4
.
Select the most appropriate option
The 'promotion from within' policy serves which of the following
purposes?
.
1. It reduces employee-turnover and consequently reduces replacement
cost.
2. It maintains high employee morale and productivity, and finally.
3. It maximise utilisation of human resources.
4. All of the above
5. Only (1) and (3)
.
3 points
QUESTION 5
.
Select the most appropriate option
Which of the following is the most serious problem that might arise
due to excessive reliance on internal recruitment?
.
1. Reduced job performance
2. High labour turnover
3. Internal resistance
4. Lack of motivation
.
2 points
QUESTION 6
.
Select the most appropriate option
A programme of one-to-one collaboration between a certified external
expert and a manager for developing the leadership skills of the
latter is called :
.
1. Executive Orientation
2. Executive coaching
3. Mentoring
4. None of the above
.
2 points
QUESTION 7
.
Select the most appropriate option
The method that depends mainly on the ability and experience of the
supervisors for gathering relevant information about the job is
called the ------- .
.
1. Task inventory analysis method
2. Technical conference method
3. Diary maintenance method
4. Critical incident method
.
2 points
QUESTION 8
.
Choose the right option-The question may have more than one correct
answer.
In an organization, there are different types of development
programmes to enrich different skills of human resources which
inlcude :
.
1. Organizational Development
2. Employee Development
3. Management Development
4. Career Development.
.
2 points
QUESTION 9
.
Select the most appropriate option
------- of an employee to policies can be identified through the
nature and frequency of grievances, disagreement, discord and
conflict.
.
1. Commitment
2. Congruence
3. Competence
4. None of the above
.
2 points
QUESTION 10
.
Select the most appropriate option
Prior to Industrial Revolution, the status of labour was extremely
low and the human relationships between the employer and the
employees were characterized by which of the following system?
.
1. Slavery
2. Serfdom
3. Guild
4. All of the above
5. Only (1) and (2)
.
2 points
QUESTION 11
.
 Select the most appropriate option
Marginal recruitment decisions, without wastage analysis may lead to
------- in Human Resource Planning (HRP).
.
1. Accuracies
2. Inaccuracies
3. Delay
4. None of the above
.
2 points
QUESTION 12
.
Choose the right option-The question may have more than one correct
answer.
The information about the company provided to the new employees
during the orientation process may include:-
.
1. Brief history
2. Operations and products
3. Organisational structure
4. Policies and practices
.
2 points
QUESTION 13
.
Select the most appropriate option
'Best practice' employee selection is usually associated with which
model?
.
1. Psychological model
2. Physiological model
3. Psychometric model
4. Psychiatric model
.
2 points
QUESTION 14
.
Select the most appropriate option
The method that requires the line managers to justify the continuance
of each job that becomes vacant is called :
.
1. Simulation model
2. Zero-base forecasting
3. Human resource allocation approach
4. Delphi technique
.
2 points
QUESTION 15
.
Select the most appropriate option
What is being described here? The process by which employers
advertising jobs on the web get bombarded with applications from
thousands of interested jobseekers.
.
1. Bombarding
2. Spamming
3. Flooding
4. Jetting
.
2 points
QUESTION 16
.
Select the most appropriate option
Which one of the following is a source of assessing training needs?
.
1. Performance evaluation
2. Attitude survey
3. Advisory panel
4. All of the above
.
2 points
QUESTION 17
.
Select the most appropriate option
For non-executive positions, suitable policies on promotion and
transfer and also job rotation, facilitate ------- of manpower and
their redeployment to meet the requirements of HRP.
.
1. Restructuring
2. Reorganising
3. Reframing
4. Redesigning
.
2 points
QUESTION 18
.
Select the most appropriate option
------ explanations of changes in policy, reinforced by oral
discussion, are minimal for policy communication.
.
 1. Oral
2. Written
3. Both (1) and (2)
4. None of the above
.
2 points
QUESTION 19
.
Select the most appropriate option
HRM is a distinctive approach and it is possible to distinguish it
from traditional Personnel Management in which of the following way:
.
1. By simple re-titling of Personnel Management, as many companies did
by renaming their Personnel Department as HR Department.
2. By re-conceptualizing and reorganizing personnel roles in line with
the conceptual framework of Harvard Business School (1985), i.e.,
subsuming personnel and labour relation activities in four policy
areas, like; employee influence, human resource flow, reward
systems and work systems, differentiating HRM from Personnel
Management concepts pioneered by Institute of Personnel Management,
U.K. i.e., employee relations, employee resourcing and employee
development.
3. By designating HRM as a distinctively different and new approach
for Management. This approach integrates HRM into Strategic
management and emphasizes on full utilizations of human resources.
4. All of the above
5. Only (1) and (2)
.
4 points
QUESTION 20
.
Choose the right option-The question may have more than one correct
answer.
Which of the following is/ are advanatge(s) of job analysis?
.
1. Job Analysis helps managers evaluating the performance of employees
by comparing the standard or desired output with delivered or
actual output. On these bases, they appraise their performances.
The process helps in deciding whom to promote and when. It also
guides managers in understanding the skill gaps so that right
person can be fit at that particular place in order to get desired
output.
2. A genuine and unbiased process of job analysis helps managers in
determining the appropriate compensation package and benefits and
allowances for a particular job. This is done on the basis of
responsibilities and hazards involved in a job.
3. Helps in Creating Right Job-Employee Fit is one of the most crucial
 management activities. Filling the right person in a right job
vacancy is a test of skills, understanding and competencies of HR
managers. Job Analysis helps them understand what type of employee
will be suitable to deliver a specific job successfully.
4. The job analysis process provides with valuable job-related data
that helps managers and job analyst the duties and responsibilities
of a particular job, risks and hazards involved in it, skills and
abilities required to perform the job and other related info.
5. In order to help in Establishing Effective Hiring Practices: Who is
to be filled where and when? Who to target and how for a specific
job opening? Job analysis process gives answers to all these
questions and helps managers in creating, establishing and
maintaining effective hiring practices.
.
4 points
QUESTION 21
.
Select the most appropriate option
Which of the following is / are basic purpose(s) for conducting
attitude surveys ?
.
1. To measure the effect of change that occurs; and to compare results
with other survey results.
2. To determine the nature and extent of employee feelings regarding
specific organizational issues and the organization in general
3. Both (1) and (2)
4. None of the above
.
4 points
QUESTION 22
.
Choose the right option-The question may have more than one correct
answer.
Which of the folowing is/ are the characteristics of a Sound
Personnel Policy?
.
1. Related to objectives: Policies must be capable of relating
objectives to functions, physical factors and company personnel.
2. Easy to understand: Policies should be stated in definite,
positive, clear and understandable language.
3. Precise: Policies should be sufficiently comprehensive and
prescribe limits and yardsticks for future action.
4. Stable as well as flexible: Personnel policies should be stable
enough to assure people that there will not be drastic overnight
changes. They should be flexible enough to keep the organisation in
tune with the times.
.
 4 points
QUESTION 23
.
Choose the right option-The question may have more than one correct
answer.
Which of the following is / are Off-the Job methods?
.
1. E-learning: Training programmes delivered via intranet arenow
thought of most cost-effective route. It is not only costeffective
but also caters to the real time information need ofemployees.
However, it involves convergence of severaltechnologies, like;
hardware, software, web-designing and authoring, instructional
design, multimedia design,telecommunications and finally internet-
intranet networkmanagement. Organizations can outsource e-learning
trainingmodules at relatively cheaper rate.
2. Case study method helps students to learn ontheir own by
independent thinking. A set of data or some descriptive materials
are given to the participants asking them to analyse, identify the
problems and also to recommend solutions for the same.
3. Programmed Instruction method is prearranged desired course of
proceeding to the learning or acquisition of specific skills or
knowledge. Information in such programmes is conveniently broken
into different units, to allow the trainees to learn at their
convenient pace.
4. T-Group Training is sensitivity training, and takes place under
laboratory conditions and is mostly instructed and informal kind of
training. The trainer in such a training programme is catalyst. He
helps the individual participants to understand how others perceive
his behaviour, how he acts to the behaviour of others and how and
when a group acts either in a negative or in a positive way.
5. Role Playing training method particularly helps in learning human
relations skills thorough practice an imbibing and insight into
one's own behaviour. Trainees of such a programme are informed of a
situation and asked to play their roles in the imaginary situation
before the rest of the class. This therefore helps in the enriching
of interactional skills of the employees.
.
4 points
QUESTION 24
.
Select the most appropriate option
Providing equal pay for jobs of equal nature based on job evaluation
ensures ------- in compensation administration.
.
1. External equity
2. Internal equity
3. Neutrality
4. None of the above
.
1 points
QUESTION 25
.
Select the most appropriate option
------- is the process of dividing how much an employee should be
paid.
.
1. Compensation administration
2. Job Evaluation
3. Job Analysis
4. Performance Evaluation
.
1 points
QUESTION 26
.
Select the most appropriate option
Which of the following terms refers to studying a firm's past
employment needs over a period of years to predict future needs?
.
1. Ratio analysis
2. Trend analysis
3. Graphical analysis
4. Computer analysis
5. Organization analysis
.
1 points
QUESTION 27
.
State whether the given statement is true or false
The Manpower Requirement Approach (MRA) is also known as Cost-Benefit
Analysis of Human Capital.
.
1. true
2. false
.
1 points
QUESTION 28
.
Select the most appropriate option
What is meant by the acronym PRP?
.
1. Performance Related Pay.
2. Process Related Pay.
3. Performance Registered Pay.
 4. Performance Recommended Pay.
.
1 points
QUESTION 29
.
Select the most appropriate option
Which of the following has the highest influence on organizational
effectiveness?
.
1. Appraisal
2. Feedback
3. Training
4. Goal-setting
5. Technology
.
1 points
QUESTION 30
.
Select the most appropriate option
Which is the process of choosing individuals who have relevant
qualifications to fill existing or projected job openings?
.
1. Screening process
2. Selection process
3. Interview process
4. Prescreening process
.
1 points
QUESTION 31
.
Select the most appropriate option
A ------- is a predetermined established guideline towards the
attainment of accepted goals and objectives.
.
1. Strategy
2. Programme
3. Procedure
4. Policy
.
1 points
QUESTION 32
.
Select the most appropriate option
The transfer which facilitate the employees in acquiring a wide
variety of skills is known as :
.
1. Displacement transfer
2. Versatility transfer
3. Shift transfer
4. Remedial transfer
.
1 points
QUESTION 33
.
Select the most appropriate option
------- is a method of evaluating the behaviour of employees at the
workplace and normally includes both the quantitative and qualitative
aspects of job performance.
.
1. Job Evaluation
2. Performance Evaluation
3. Job Analysis
4. None of the above
.
1 points
QUESTION 34
.
Select the most appropriate option
The Factories Act, 1948, statutorily made it obligatory for the
industries to appoint ------- .
.
1. Grievances Handling Officer
2. Labour Welfare Officers
3. Contractor
4. None of the above
.
1 points
QUESTION 35
.
State whether the given statement is true or false
Problems of housing, education of children, inadequacy of
compensation, disruption of family life and social life, etc. are
some of the common grounds for which even promotional transfers are
accepted by many employees.
.
1. true
2. false
.
1 points
QUESTION 36
.
Select the most appropriate option
Which of the following terms is not associated with job analysis?
.
1. Task
2. Duty
3. Position
4. Competitor
.
1 points
QUESTION 37
.
Select the most appropriate option
An observable competence for working with or applying information to
perform a particular task is ------- .
.
1. Knowledge
2. Skills
3. Abilities
4. None of the above
.
1 points
QUESTION 38
.
Select the most appropriate option
The Chinese as early as 1650 B.C. had originated the -------
.
1. Principle of Division of Labour
2. Principle of Division of Workforce
3. Division of Human Resource
4. None of the above
.
1 points
QUESTION 39
.
Select the most appropriate option
Manpower planning may be defined as a strategy for ------- of human
resources.
.
1. Acquisition
2. Utilization
3. Improvement
4. Retention
5. All of the above
.
1 points
QUESTION 40
.
Select the most appropriate option
Rebekah was hired soon after graduation and assigned to complete a
management trainee program. She will move to various jobs each month
for a nine-month period of time. Her employer is utilizing the ------
form of training.
.
1. Job rotation
2. Understudy
3. Coaching
4. Special assignments
5. Informal learning
.
1 points
QUESTION 41
.
Select the most appropriate option
The process of developing an applicants’ pool for job openings in an
organization is called :
.
1. Hiring
2. Recruitment
3. Selection
4. Retention
.
1 points
QUESTION 42
.
Select the most appropriate option
The ------- is a logical review of the workings of the HR department.
.
1. Intervention
2. HR audit
3. Job Evaluation
4. Human Resource Planning
.
1 points
QUESTION 43
.
Select the most appropriate option
As a decruitment option, ------- are a temporary involuntary
termination that can last from a few weeks to several years.
.
1. Layoffs
2. Attritions
3. Transfers
4. Early retirements
.
1 points
QUESTION 44
.
Select the most appropriate option
A series of processes aimed at assisting the employees make informed
career decisions is known as :
.
1. Career guidance
2. Career anchoring
3. Mentoring
4. Career goals
.
1 points
QUESTION 45
.
Select the most appropriate option
------- indicates the degree to which a tool or test measures what it
is supposed to measure.
.
1. Validity
2. Reliability
3. Dependability
4. Goodness of fit
.
1 points
QUESTION 46
.
Select the most appropriate option
Techniques of estimating demand for human resources :
.
1. Mere approximations
2. Are rarely done
3. Involve HR audits
4. Can be very accurate
5. Employ skills inventories
.
1 points
QUESTION 47
.
 Select the most appropriate option
------- generally exists between a superior and a subordinate.
.
1. Line relationship
2. Integration
3. Both (1) and (2)
4. None of the above
.
1 points
QUESTION 48
.
Select the most appropriate option
Which of the following is not an objective method of demand
forecasting?
.
1. Ratio analysis
2. Time trends
3. Work study
4. Delphi technique
.
1 points
QUESTION 49
.
Select the most appropriate option
Advantages of transfers include all but :
.
1. Enhancing the individual’s motivation
2. Help in managing dual careers
3. Flexibility
4. Broadening the employee
.
1 points
QUESTION 50
.
Select the most appropriate option
The third step in the training process is to ------ .
.
1. Assess the program’s successes or failures
2. Present the program to a small test audience
3. Design the program content
4. Conduct a needs analysis
5. Train the targeted group of employees
.
1 points
QUESTION 51
.
Select the most appropriate option
The forecasting based on the subjective views of the managers on the
HR requirements of an organization is known as :
.
1. Normal group technique
2. Managerial judgment
3. Work study technique
4. Delphi technique
.
1 points
QUESTION 52
.
Select the most appropriate option
Insurance schemes, retirement benefits and leave travel concession
are examples of
.
1. Indirect monetary compensation
2. Direct monetary compensation
3. Non-monetary compensation
4. None of the above
.
1 points
QUESTION 53
.
Select the most appropriate option
Human Resource Planning (HRP) helps to plan ------- in manpower
competencies in a systematic manner.
.
1. Replacements
2. Changes
3. Both (1) and (2)
4. None of the above
.
1 points
QUESTION 54
.
Fit the best option
Manpower wastage is an of labour turnover.
.
1 points
QUESTION 55
.
 Select the most appropriate option
The system of ranking jobs in a firm on the basis of the relevant
characteristics, duties, and responsibilities is known as ------- .
.
1. Job evaluation
2. Job design
3. Job specification
4. Job description
.
1 points
QUESTION 56
.
Select the most appropriate option
James is currently identifying the specific job performance skills
needed, analyzing the skills of prospective trainees, and developing
knowledge and performance objectives based on the deficiencies he
finds. James is working on the ------ step in the training and
development process.
.
1. First
2. Second
3. Third
4. Fourth
5. Fifth
.
1 points
QUESTION 57
.
Select the most appropriate option
------- strives towards providing economic and social benefits to the
labour community.
.
1. Statutory Body
2. Trade union
3. Management
4. None of the above
.
1 points
QUESTION 58
.
Select the most appropriate option
One of the major deficiencies of ------- is that it holds good for a
small homogenous group.
.
1. Job Analysis
 2. Cohort Analysis
3. Census Analysis
4. None of the above
.
1 points
QUESTION 59
.
Select the most appropriate option
Ensuring a fair balance between an employee’s contributions to the
job and the rewards received in return from that job is the essence
of ------- .
.
1. Equity theory
2. Expectancy theory
3. Agency theory
4. Contingency theory
.
1 points
QUESTION 60
.
Fit the best option
A is a change of job to a higher level within the organisation.
.
1 points
QUESTION 61
.
Select the most appropriate option
Stock option and performance shares are examples of :
.
1. Base salary
2. Short-term incentive plan
3. Long-term incentive plan
4. All of the above
.
1 points
QUESTION 62
.
Select the most appropriate option
------- means having a person learn a job by actually doing it.
.
1. Practice
2. On-the-job training
3. Socialization
4. Social learning
5. Modeling
.
1 points
QUESTION 63
.
Fit the best option
The term is usually defined to mean compensation to office,
managerial, technical and professional staff.
.
1 points

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Assignment 2

.
Select the most appropriate option
Employee orientation and induction is also called employee -------
process.
.
1. Introduction
2. Socialization
3. Placement
4. None of the above
.
1 points
QUESTION 2
.
Select the most appropriate option
------ provides new employees with the basic background information
required to perform their jobs satisfactorily.
.
1. Employee recruitment
2. Employee selection
3. Employee orientation
4. Employee development
5. Training
.
1 points
QUESTION 3
.
Select the most appropriate option
Orientation typically includes information on ------ .
.
1. Employee benefits
2. Personnel policies
 3. Daily routine
4. Safety measures
5. All of the above
.
1 points
QUESTION 4
.
Select the most appropriate option
------- is defined as assigning employees jobs for which they have
been identified as suitable based on the selection techniques.
.
1. Placement
2. Orientation
3. Induction
4. None of the above
.
1 points
QUESTION 5
.
Select the most appropriate option
------- defines the manner or way of accomplishing something, i.e.,
it is the process and method.
.
1. Objective
2. Programme
3. Procedure
4. Policy
.
1 points
QUESTION 6
.
Select the most appropriate option
Monte Carlo Simulation is also known as ------- simulation method.
.
1. Random
2. Probabilistic
3. Fixed
4. Dynamic
.
1 points
QUESTION 7
.
Select the most appropriate option
Manpower planning may be defined as a strategy for ------- of human
resources.
.
1. Acquisition
2. Utilization
3. Improvement
4. Retention
5. All of the above
.
1 points
QUESTION 8
.
Select the most appropriate option
HR ------- consists of the entire broad course of action governing
employees at all levels (including management) in a firm.
.
1. Objective
2. Programme
3. Procedure
4. Policy
.
1 points
QUESTION 9
.
Select the most appropriate option
Recruiting is necessary to ------- .
.
1. Determine whether to use inside or outside candidates
2. Forecast the short-term supply of outside candidates
3. Create positive word-of-mouth about a firm
4. Create qualifications inventories
5. Develop an applicant pool
.
1 points
QUESTION 10
.
Select the most appropriate option
The transfer which facilitate the employees in acquiring a wide
variety of skills is known as :
.
1. Displacement transfer
2. Versatility transfer
3. Shift transfer
4. Remedial transfer
.
1 points
QUESTION 11
.
Select the most appropriate option
------- is an association either of employees or employers or
independent workers.
.
1. Statutory Body
2. Trade union
3. Management
4. None of the above
.
1 points
QUESTION 12
.
Select the most appropriate option
Which of the following terms is not associated with job analysis?
.
1. Task
2. Duty
3. Position
4. Competitor
.
1 points
QUESTION 13
.
Select the most appropriate option
The primary responsibility for human resource planning lies with :
.
1. HR Manager
2. General manager
3. Trade union leader
4. Line manager
.
1 points
QUESTION 14
.
State whether the given statement is true or false
When it refers to filling jobs like that of a maintenance clerk,
personnel planning is called succession planning.
.
1. true
2. false
.
1 points
QUESTION 15
.
 Select the most appropriate option
The process of bringing together different tasks to build a job is
called ------- .
.
1. Job evaluation
2. Job design
3. Job classification
4. Job description
.
1 points
QUESTION 16
.
Select the most appropriate option
A ------- requires employees to change the work group, workplace or
unit.
.
1. Transfer
2. Promotion
3. Job Rotation
4. Job Enrichment
.
1 points
QUESTION 17
.
Select the most appropriate option
The first step to ensuring success for on-the-job training programs
is to ------- .
.
1. Present the operation
2. Follow up
3. Do a try out
4. Prepare the learner
5. Evaluate the program
.
1 points
QUESTION 18
.
Select the most appropriate option
Orientation and ------- are generally carried out together, and there
is often confusion about how they are different.
.
1. Induction
2. Placement
3. Introduction
4. None of the above
.
1 points
QUESTION 19
.
Select the most appropriate option
ILO defined ------- "as the application of techniques designed to
establish the work content of a specified task by determining the
time required for carrying it out at a defined standard of
performance by a qualified worker".
.
1. Work measurement
2. Method study
3. Job evaluation
4. Time study
.
1 points
QUESTION 20
.
Select the most appropriate option
The process of verifying that there is a performance deficiency and
determining if such deficiency should be corrected through training
or through some other means is called ------- .
.
1. Needs analysis
2. Task analysis
3. Performance analysis
4. Training strategy
5. Development planning
.
1 points
QUESTION 21
.
Select the most appropriate option
Wages usually adjusted for the prevailing rate of inflation is called
------- .
.
1. Real wages
2. Fair wages
3. Minimum wages
4. Living wages
.
1 points
QUESTION 22
.
 Select the most appropriate option
John Bramham (1989-1994) has defined ------- as a process in which
costs, numbers, controls and systems interact and play a part.
.
1. Human Resource Planning (HRP)
2. Supply Chain Planning (SCP)
3. Human Resource Development (HRD)
4. None of the above
.
1 points
QUESTION 23
.
Select the most appropriate option
The system of ranking jobs in a firm on the basis of the relevant
characteristics, duties, and responsibilities is known as ------- .
.
1. Job evaluation
2. Job design
3. Job specification
4. Job description
.
1 points
QUESTION 24
.
Select the most appropriate option
As a decruitment option, ------- are a temporary involuntary
termination that can last from a few weeks to several years.
.
1. Layoffs
2. Attritions
3. Transfers
4. Early retirements
.
1 points
QUESTION 25
.
Select the most appropriate option
------- means having a person learn a job by actually doing it.
.
1. Practice
2. On-the-job training
3. Socialization
4. Social learning
5. Modeling
.
 1 points
QUESTION 26
.
Select the most appropriate option
--------- basically is a reward for efficiency.
.
1. Transfer
2. Promotion
3. Job Rotation
4. Job Enrichment
.
1 points
QUESTION 27
.
Select the most appropriate option
Comparison of the present human resources to future needs of an
organization, duly identifying skill and competency gaps and
subsequently developing plans for building the human resources needed
in future is the basic process of --------
.
1. Job Evaluation
2. Human Resource Planning
3. Job Analysis
4. None of the above
.
1 points
QUESTION 28
.
Select the most appropriate option
Which of the following is the area from which applicants can be
recruited?
.
1. Job agencies
2. Labour markets
3. Employment lines
4. Labour unions
.
1 points
QUESTION 29
.
Select the most appropriate option
Which phrase most closely describes the Delphi forecasting technique?
.
1. Consumer survey
2. Random individual opinions
 3. Group of expert's opinions
4. Test markets
.
1 points
QUESTION 30
.
Select the most appropriate option
James is currently identifying the specific job performance skills
needed, analyzing the skills of prospective trainees, and developing
knowledge and performance objectives based on the deficiencies he
finds. James is working on the ------ step in the training and
development process.
.
1. First
2. Second
3. Third
4. Fourth
5. Fifth
.
1 points
QUESTION 31
.
Select the most appropriate option
Human Resource Planning (HRP) helps to plan ------- in manpower
competencies in a systematic manner.
.
1. Replacements
2. Changes
3. Both (1) and (2)
4. None of the above
.
1 points
QUESTION 32
.
Select the most appropriate option
Information regarding job-related knowledge or skills and required
personal attributes is included in the information about ------- an
HR specialist may collect during a job analysis.
.
1. Work activities
2. Human behaviors
3. Human requirements
4. Performance standards
5. Job context
.
 1 points
QUESTION 33
.
Select the most appropriate option
The External challenges to Human Resource Planning (HRP) arise from
which of the following sources?
.
1. Companies operating in fields where a large number of players are
bent upon cutting each other’s throat (with a view to enhance
their market shares) often reduce their workforce. Competition is
beneficial to customers but suicidal for companies operating on
thin margins. Such companies have to necessarily go ‘lean’ by
reducing their workforce. On the other hand, companies that are
doing well and progressing smoothly will always look for people
with critical skills.
2. The demand for certain categories of employees and skills is also
influenced by changes in political, legal and social structure in
an economy. Likewise, firms employing latest technology in
construction, power, automobiles, software, etc., have greatly
enhanced the worth of technicians and engineers during the last
couple of years. Technology, however, is a double-edged weapon and
hence, its impact on HR plans is difficult to predict. For example,
computerisation programme in Banks, Railways, Post and Telegraph
Departments may reduce demand in one department (book keeping, for
example) while increasing it in another (such as computer
operations). High technology with all its attendant benefits may
compel organisations to go lean and downsize workforce suddenly.
Employment planning under such situations becomes complicated.
3. Liberalisation, opening up of banking sector, capital market
reforms, the online trading systems have created huge demand for
finance professionals during 1990-1995 in India. The late 90s saw
the rise of manufacturing, FMCG, Pharmaceuticals, Auto-components,
Healthcare and Chemical Industries in a steady manner.
Consequently, the demand for Engineering and Management graduates,
Scientists and Healthcare professionals has picked up in recent
times.
4. All of the above
5. Only (1) and (2)
.
5 points
QUESTION 34
.
Select the most appropriate option
Which of the following is /are forecasting technique(s) that are used
for Human Resource Planning?
.
1. Staffingtable shows the number of employees in each job. It tries
to classify employees on the basis of age, sex, position, category,
 experience, qualifications, skills, etc. A study of the table
indicates whether current employees are properly utilised or not.
2. Markov analysis technique uses historical rates of promotions,
transfer and turnover to estimate future availabilities in the
workforce. Based on past probabilities, one can estimate the number
of employees who will be in various positions with the organisation
in future (Heneman).
3. A skills inventory is an assessment of the knowledge, skills,
abilities, experience and career aspirations of each of the current
employees. This record should be updated at least every 2 years and
should include changes such as new skills, additional
qualifications, changed job duties etc. Of course, confidentiality
is an important issue in setting up such an inventory. Once
established, such a record helps an organisation to quickly match
forthcoming job openings with employee backgrounds.
4. All of the above
5. Only (1) and (2)
.
5 points
QUESTION 35
.
Select the most appropriate option
Steve is hired to manage the human resources department of a local
manufacturing company. This company has the reputation of being the
firm “where you work until you find your next job.” Employee
turnover is high and morale is low. Steve is determined to change the
situation and make the organization’s human resources a competitive
advantage and source of pride for the firm. As part of restructuring
the organization’s human resources, Steve decides that new ------- ,
which state the minimum job qualifications that a person must possess
to successfully perform a given job, must be written for each
position. a. job descriptions b. job specifications c. job analyses
d. job satisfaction surveys
.
1. Only (a)
2. Only (b)
3. Only (c)
4. Only (d)
5. All (a), (b), (c) and (d)
.
5 points
QUESTION 36
.
Select the most appropriate option
Induction serves which of the following purposes:
.
1. A newcomer steps into an organisation as a stranger. He is new to
 the people, workplace and work environment. He is not very sure
about what he is supposed to do. Induction helps a new employee
overcome such fears and perform better on the job.
2. Creates a good impression: Another purpose of induction is to make
the newcomer feel at home and develop a sense of pride in the
organisation. Induction helps him to: a) Adjust and adapt to new
demands of the job. b) Get along with people. c) Get off to a good
start. Through induction, a new recruit is able to see more clearly
as to what he is supposed to do, how good the colleagues are, how
important is the job, etc. He can pose questions and seek
clarifications on issues relating to his job. Induction is a
positive step, in the sense, it leaves a good impression about the
company and the people working there in the minds of new recruits.
They begin to take pride in their work and are more committed to
their jobs.
3. Induction serves as a valuable source of information to new
recruits. It classifies many things through employee
manuals/handbook. Informal discussions with colleagues may also
clear the fog surrounding certain issues. The basic purpose of
induction is to communicate specific job requirements to the
employee, put him at ease and make him feel confident about his
abilities.
4. All of the above
5. Only (1) and (2)
.
5 points
QUESTION 37
.
Select the most appropriate option
When the efficiency of the HR activity is measured in terms of the
organizational productivity and cost, it is called the -------
approach.
.
1. Internal
2. External
3. Self-directed team
4. Task force
.
2 points
QUESTION 38
.
Select the most appropriate option
In a ------- process, management development facilitates self-
development of managers, as they learn many things through action
learning methods, sharing the experiences of each other in a
simulated classroom atmosphere.
.
 1. Organizational Development
2. Self Development
3. Management Development
4. Employee Development
.
2 points
QUESTION 39
.
Select the most appropriate option
The best approach to job analysis for traditional or evolving jobs is
------- .
.
1. Job requirements job analysis
2. Competency based job analysis
3. Team-based job analysis
4. Functional job analysis
.
2 points
QUESTION 40
.
Select the most appropriate option
Ergonomics is not concerned with which of the following aspects:
.
1. Supervisory skills
2. Noise levels
3. Working temperatures
4. Illumination levels
.
2 points
QUESTION 41
.
Select the most appropriate option
Moving employees from one job to another in a predetermined way is
called ------- .
.
1. Job rotation
2. Job reengineering
3. Work mapping
4. Job enrichment
.
2 points
QUESTION 42
.
 Select the most appropriate option
A written statement of policies and principles that guides the
behaviour of all employees is called ------ .
.
1. Code of ethics
2. Word of ethics
3. Ethical dilemma
4. None of the above
.
2 points
QUESTION 43
.
State whether the given statement is true or false
Analysis of manpower supply at the enterprise level is also done
using some quantitative techniques for accurate Human Resource
Planning
.
1. true
2. false
.
2 points
QUESTION 44
.
Select the most appropriate option
Among the issues faced by HRD and HRD practitioners are :
.
1. Understanding the link between training and learning and the
organizational strategy
2. The decline in formal training courses and a shift to an emphasis
on learning and learning outcomes
3. Designing and delivering effective learning interventions
4. All of the above
.
2 points
QUESTION 45
.
Choose the right option-The question may have more than one correct
answer.
In an organization, there are different types of development
programmes to enrich different skills of human resources which
inlcude :
.
1. Organizational Development
2. Employee Development
3. Management Development
 4. Career Development.
.
2 points
QUESTION 46
.
Select the most appropriate option
The basic purpose of ------- is to ensure that the right talent is
available when needed and that appropriate development experiences
are provided for higher-level employees.
.
1. Succession management
2. Succession Planning
3. Replacement Planning
4. Career Planning
.
2 points
QUESTION 47
.
State whether the given statement is true or false
The process of succession planning is also closely intertwined with
the workforce planning process.
.
1. true
2. false
.
2 points
QUESTION 48
.
Select the most appropriate option
Designing a job according to the worker’s physical strength and
ability is known as ------- .
.
1. Ergonomics
2. Task assortment
3. Job autonomy
4. None of the above
.
2 points
QUESTION 49
.
Select the most appropriate option
Which of the following perspectives looks at the career of an
individual from the future positions he is likely to hold?
.
1. Subjective Perspective
 2. Objective Perspective
3. Neutral Perspective
4. None of the above
.
2 points
QUESTION 50
.
Select the most appropriate option
The final process of a job analysis is the preparation of two
statements, namely :
.
1. Job observation and job description
2. Job specification and job observation
3. Job description and job specification
4. None of the above
.
2 points
QUESTION 51
.
Select the most appropriate option
It is difficult to get fully accurate figures but which of the
following appears to be the most commonly used career management
technique in organisations?
.
1. Career planning workshops
2. Mentoring
3. Internal vacancy notification
4. Individual counselling
.
2 points
QUESTION 52
.
Select the most appropriate option
Which of the following best describes the second step of the
Recruitment Process?
.
1. Gathering of job information
2. Determining best recrutiment method
3. Identifying job openings
4. Planning for staff needs
.
2 points
QUESTION 53
.
 Choose the right option-The question may have more than one correct
answer.
Which of the following is/ are HRD objectives of W. S. Industries
India Limited?
.
1. To plan and induct appropriate manpower in terms of knowledge,
skill and attitude.
2. To provide opportunities for growth to employees in terms of
remuneration, career and skill endowment.
3. To practice equity and fairness in all its dealings with employees.
4. To continuously enhance knowledge, skill of employees for the
performance of their present and future tasks through education and
training.
.
4 points
QUESTION 54
.
Choose the right option-The question may have more than one correct
answer.
A job description usually covers which of the following information?
.
1. Job title: Tells about the job title, code number, and the
department where it is done. A good title will closely approximate
the nature of the work content and will distinguish the job from
others.
2. Job summary: A brief write-up about what the job is all about.
3. Job activities: A description of the tasks done, facilities used,
extent of supervisory help, etc.
4. Social environment: Size of work group and interpersonal
interactions required to do the job.
.
4 points
QUESTION 55
.
Choose the right option-The question may have more than one correct
answer.
Which of the following is/ are use(s) of job analysis?
.
1. Managers can properly counsel employees about their careers when
they understand the different jobs in the organisation. Likewise,
employees can better appreciate their career options when they
understand the specific needs of various other jobs. Job analysis
can point out areas that an employee might need to develop to
further a career.
2. By comparing what an employee is supposed to be doing (based on job
analysis) to what the individual has actually done, the worth of
that person can be assessed. Ultimately, every organisation has to
 pay a fair remuneration to people based on their performance. To
achieve this, it is necessary to compare what individuals should do
(as per performance standards) with what they have actually done
(as per job analysis).
3. Once the jobs are understood properly, it is easy to locate weak
spots and undertake remedial steps. We can eliminate unnecessary
movements, simplify certain steps and improve the existing ones
through continuous monitoring. In short, we can redesign jobs to
match the mental make-up of employees.
4. A thorough job analysis reveals unsafe conditions associated with a
job. By studying how the various operations are taken up in a job,
managers can find unsafe practices. This helps in rectifying things
easily.
5. Job analysis helps in finding the relative worth of a job, based on
criteria such as degree of difficulty, type of work done, skills
and knowledge needed, etc. This, in turn, assists in designing
proper wage policies, with internal pay equity between jobs.
.
4 points
QUESTION 56
.
Select the most appropriate option
The Indian Institute of Personnel Management (now renamed as the
National Institute of Personnel Management) suggested which of the
following statements should be included in any standard promotion
policy?
.
1. A well-drawn organization chart in order to help all concerned
understand the ladder of promotion; as well as the structural
relationship of the employees working in the different positions
among various professions/functions and within their own
profession/function;
2. A statement regarding promotion from within the organization with a
view to filling vacancies in higher posts. A statement regarding
the promotional bases like ability and seniority.
3. A statement clearly mentioning the officials who may initiate and
handle cases of promotion in order to help all concerned, and. A
statement regarding provision for reversion in case a promotee's
performance is not satisfactory.
4. All of the above
5. Only (2) and (3)
.
4 points

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