T.Y.B.COM.

- COMMERCE-VI

CHAPTER - 1 : HUMAN RESOURCE

MANAGEMENT

MULTIPLE CHOICE QUESTIONS

1. HRM ensures the availability of competent .

(customers, public, manpower)
2. is the process of estimating future manpower needs of the
organisation.
(Promotion of employees, Human resource planning, Placement of
employees)
3. Human Resource Managers need to align HRM policies with
strategy.
(Competitors’, Government, Corporate)
4. analysis is the process of studying and collecting information
relating to operations and responsibilities of a specific job.
(Job, Role, Cost-Benefit)
5. is a process of searching and attracting capable candidates to
apply for the jobs.
(Selection, Recruitment, Induction)
6. is a standard format of the company to obtain information
about every candidate applying for the job.
(Application Form, Appointment Format, Application Blank)
7. test is conducted to judge specific talent or skill to handle a
particular type of job.
(Aptitude, Interest, Intelligence)
8. In interviews are conducted as per the rules and practices.
(Stress, Formal, Informal)
9. In interview, a list of questions to be asked to the candidates
is prepared well in advance.
(Structured, Unstructured, Informal)
10. refers to horizontal movement of employees in respect of job
position.
(Training, Promotion, Transfer)
11. Employees’ welfare includes .
(counselling, crèche facility, promotion)
12. refers to fitting the right person at the right place of work.
(Recruitment, Selection, Placement)
13. is a process of choosing the right person for the right job.
(Selection, Recruitment, Placement)
14. test measures the skills and knowledge required for a job.
(Performance, GK, Interest)
15. test helps to identify specific talent to handle particular type
of job. (Perception, Aptitude, GK)
16. Interview is a communication between candidate and
interviewer.
(one-way, three-way, two-way)
17. is a specific format to obtain information about candidates
applying for the job.
(Application Blank, Invitation Letter, Interview Letter)
18. is handled by a junior executive in respect of selection of
employees. (Medical check, Initial screening, Final interview)
19. Human resource involves human resource requirements
forecast. planning, development, management)
20. manager plays an important role in counselling and stress
management. (HR, Finance, Marketing)

Ans: (1) manpower (2) Human resource planning (3) Corporate (4) Job (5)
Recruitment (6) Application Blank (7) Aptitude (8) Formal (9)
Structured (10) Transfer (11) crèche facility (12) Placement (13)
Selection (14) Performance (15) Aptitude (16) two-way (17)
Application Blank (18) Initial screening (19) planning (20) HR
 CHAPTER - 2 : HUMAN RESOURCE
DEVELOPMENT (HRD)

MULTIPLE CHOICE QUESTIONS

1. Human resource development is one of the important areas of .

(Human resource management, human resource planning, human
resource research)
2. consists of planned programs undertaken to improve
employee knowledge, attitudes, skill and social behaviour.
(Performance appraisal, Training, Recruitment)
3. is a method of training wherein trainees are trained in an
environment that closely resembles actual work place.
(Environment scanning, Simulation, Work place training)
4. is a systematic description of employee’s job relevant strengths
and weaknesses. (Placement, Induction, Performance appraisal)
5. is a traditional method of performance appraisal, whereby
the performance appraisal report is normally not disclosed to the
employees. (Confidential report, check list, ranking)
6. appraisal is conducted by various parties.
(Management by objective, 360 degree, Role analysis)
7. Generally, higher employee turnover rate takes place among
achievers. (high, medium, low)
8. generates equity in pay.
(Performance related pay, Monthly pay, Bonus)
9. is a ratio of returns to cost. (Efficiency, Morale, Productivity)
10. helps to introduce newly appointed employee to the existing
employees. (Placement, Selection, Induction)
11. In method of training, the subordinate is trained to perform
the duties and responsibilities of the superior.
(Junior Boards, Understudy Position, Business Games)
12. means that the performance appraisal is influenced by past
performance. (horn effect, halo effect, Spillover effect)
13. effect influences the rater’s consideration of one positive factor
to rate the employee. (horn, halo, spillover)
14. is a learning process required by managers for enhancing
general administrative abilities.
(Placement, Performance appraisal, Development)
15. is a method of training wherein employees are transferred
from one job to another. (Coaching, Counselling, Job rotation)
16. is a sequence of positions occupied by a person during the
course of his life time. (Performance, Career, Job Rotation)
17. planning is a process of making arrangements to fill up key
organisational positions in an organisation.
(Succession, Career, Human Resource)

Ans: (1) Human resource management (2) Training (3) Simulation (4)
Performance appraisal (5) Confidential report (6) 360 degree (7) high
(8) Performance related pay (9) Efficiency (10) Induction (11)
Understudy Position (12) Spillover effect (13) Halo (14) Development
(15) Job rotation (16) Career (17) Succession
 CHAPTER - 3 : HUMAN RELATIONS,
LEADERSHIP & MOTIVATION

MULTIPLE CHOICE QUESTIONS

1. is a process of an effective motivation of individuals in a given

situation to achieve a balance of objectives.
(Training, Human relations, Performance appraisal)
2. is the activity of influencing people to strive willingly for
group objectives. (Motivation, Leadership, Communication)
3. is pattern of behaviour of a leader to get the work done from
subordinates. (Decentralization, Leadership style, Motivation pattern)
4. Under leadership style, the leader makes all decisions by
himself without consulting the subordinates.
(autocratic, participative, laissez-faire)
5. Under leadership style, subordinates make decisions.
(Laissez-faire, participative, consultative)
6. According to Abraham Maslow’s Need Hierarchy Theory,
level needs to be satisfied before other needs. (lower, middle, higher)
7. ERG Theory stands for relatedness and growth.
(existence, empathy, energy)
8. Theory X assumes approach of the managers towards
employees. (traditional, professional, general)
9. is a general term used to describe overall group satisfaction.
(Job Satisfaction, Morale, General Satisfaction)
10. type of leadership style is mostly followed in Government
organisations. (Autocratic, Bureaucratic, Democratic)
11. leadership style is mostly adopted in Japanese organisations.
(Sociocratic, Neurocratic, Paternalistic)
12. According to Need Hierarchy Theory needs are the basic
needs of human beings. (Physiological, Psychological, Social)
13. Theory Z blends Japanese and management practices.
(US, Indian, Chinese)
14. Theory X is based on assumptions of human nature.
(Positive, Negative, General)
15. Human relations is the study and practice of utilizing
resources in an organisation. (physical, financial, human)
16. Knowledge of human behaviour helps to find out people
behave in certain situations.
(How and Why, How and Where, Why and Where)
17. Human relations approach has application.
(Universal, Special, General)
18. influences people to work willingly towards group objectives.
(Motivation, Communication, Leadership)
19. is a combination of mental, physical and social qualities.
(Ability, Personality, Mentality)
20. Knowledge of skills is required by a leader as he constantly
interacts with his people. (human, market, technical)
21. is a feeling of injustice at the workplace.
(Grievance, Motivation, Direction)

Ans: (1) Human relations (2) Leadership (3) Leadership style (4) autocratic
(5) Laissez-faire (6) lower (7) existence (8) traditional (9) Morale (10)
Bureaucratic (11) Paternalistic (12) Physiological (13) US (14)
Negative (15) human (16) How and Why (17) Universal (18) Leadership
(19) Personality (20) human (21) Grievance
 CHAPTER - 4 : TRENDS IN HUMAN
RESOURCE MANAGEMENT

MULTIPLE CHOICE QUESTIONS

1. Competence refers to a combination of knowledge, attributes and

which are required to improve work performance.
(skills, feelings, opinions)
2. Problem solving requires weighing before a final decision is
made. (alternatives, suggestions, opinions)
3. refers to the general competencies, which are specific to an
organisation. (Core, Technical, Behavioural)
4. popularized the concept of learning organisation through his
book ‘The Fifth Discipline. (Peter Senge, Peter Drucker, Tom Peters)
5. organisation provides autonomy to the employees.
(Innovative, Line, Matrix)
6. Innovative culture is the work that managers encourage to
nurture and develop to generate innovative ideas.
(environment, rules, ethics)
7. Employee is the extent to which employees feel passionate
about their jobs and are committed to their work.
(Engagement, recognition, satisfaction)
8. employees perform what is expected of them and nothing
more. (Not engaged, Actively engaged, Actively disengaged)
10. is an integrated system used to gather, store and analyse
information regarding employees. (HRIS, MIS, HRP)
11. employment is a system of working for a fixed number of
hours with the starting and finishing timings within the agreed limits.
(Flexitime, Temporary, Part-time)
12. refers to planned elimination of positions or jobs.
(Downsizing, Upsizing, Termination)
13. guidelines are in respect of prevention of sexual harassment
at work place. (Vishakha, Apsara, Mehrotra)
14. Employee refers to a gradual reduction in workforce without
firing employees, which takes place as and when workers resign or
retire and are not replaced. (Attrition, Turnover, Downsizing)
15. Employee involves giving employees the autonomy to take right decisions. (Empowerment, Engagement, Education)
16. Generation includes persons born between 1979 and 1999. (Y, X, Z)
17. Competency is a process of identifying key competencies required for undertaking organisational tasks.
(Mapping, Scaling, Tasking)

Hint: The first option is the correct option.

A B C D
HRM ensure the availability of competent
………… custtomers public manpower
Human
……. Is the process of estimating future Promotion of resource Placement of
manpower needs of the organisation. employees planning employees
Human Resource Managers need to align
HRM policies with …….. Strategy. Competitiors Government Corporate
……… analysis is the proicess of studying
and collecting information relating to
operations and responsibilities of a
specific job. job Role Cost-Benefit
…….. Is a process of searching and
attracting capable candidates to apply for
the jobs. Selection Recruitment Induction
…….. Is a stabndard format of the
company to obtain information about Application Appointment
every candidate applying for the job. Form Formet Application Bank
…….. Test is conducted to judge specific
talent or skill to handle a particular type
of job. Aptitude Interest Intelligence
In …….. Interview are conducted as per
the rules and practices. Stress Formal Informal
……. Refers to horizontal moement of
employees in respect of job position. Training Promotion Transfer
Employees' welfare includes ……. Counselling creche facility promotion
………. Refers to fiting the right person t
the right place of work. Recruitment Selection Placement
……. Test measures the skills and
knowledge required for a job. Performance GK Interest
……. Test helps to identify specific talent
to hanle particular type of job. Perception Aptitude GK
Interview is a …….. Communication
between candidate and interviewer. one-way three-way two-way
……. Is a specific format to obtain
information about candidates applying for Application Invitation
the job. Bank Letter Interview Letter
……. Is handled by a junior executive in Initial
respect of selection of employees. Medical check screening Final interview
Human resurce ……… involves human
resource requirements forecast. planning development management
……. Manager plays an important role in
counselling and stress management. HR Finance Marketing
Recruitment is widely viewed as a ……… Both positive
process. Positive Negative and negative None of the above
Recruitment policy usually highlights the Job
need for establishng ……… specification Job analysis Job description None of the above
The process of developing an applicants'
pool for job openimngs in an
organisation is called. Hiring Recruitment Selection retention
Which of the following is the area from Labour Employment
which applicants can be recruited? Job agencies markets lines Labour unions
Which of the following is the process of
choosing indiviuals who have relevant
qualifications to fill existing or projected Selction Screening Interview
job opening? process process process Pre-screening process
Determining
Which of the following best identifies Gathering of best
the second step of the Recruitment job recrument Identifying job
process? information method openings Planning fgor staff needs
 Human Humanistis
…….. Is the meaning of the acronyn Relations Resource Human Resouce Humane Resourse
HRM. Management Management Management Management
……… of the following terms was also
used before the language of modern Personnel Industrial
HRM. management relations Labour relations Personal Management
Chartered Chartered Chartered
Institute of Institute of Institute of
Personnel and Performance Personal Charterd Institute of
…….. Is the acronym CIPD. Development Development Directors People and Development
Strategic
Soft Human Human Superior Human
……… is the meaning of the acronym Resource Resource Resource Sophisticated Human
SHRM. Management Management Management Resource Management
The characteristics of human resource
are ……… in nature. homogeneous heterogeneous ductile none of the above
Which of the following is not a function
normally performed by the HR Recruitment Training and
department? and selection development Pay and reward Employee relations
It has been said tht some HR departments
have had a 'Cinderella' image what is Low status Old fashioned
meant by this statement? and obscure Bureaucratic and staid Influential and powerful
The early roots of contemporary HRM
can be traced to the period………. 1940s 1970s 1890s 1920s
Strategic Human Resource Management
(SHRM) is normally …….. In nature. Proactive Reactive Combative None of the above
Ensuring that
the human
resources
possess Helping the
capital,tool, organisation
equipment deal with its Improving an
and material employees in organistion's
to perform different creditworthiness
The Human Resource Management the stages for among financial
flunctions aim at …….. successfully employment institution None of the above
Human human
Human resource development is one of resource resource human resource
the important areas of………. management planning research
………. Consists of planned programs
undertaken to improve employee
knowledge attitudes skill and social Performance
behaviour appraisal Traning Recruitment
……. Is a method of training wherein Enviromental Work place
trainees are trained in an environment scanning Simulation training
that closely resembles actual wok place.

……… is a systematic description of

employee's job relevant strengths and Performnce
weaknesses. Placement Induction appraisal
…….. Is a traditional method of
performance appraisal, whereby te
performance appraisal report is normally Confidential
not disclosed to the employees. report check list ranking
……… appraisal is conducted by various Management
parties. by objective 360 degree Role analysis
Generally, higher employee turnover rate
takes place among……… achievers. high medium low
Performance
…….. Generates equity in pay. related pay Monthly pay Bonus
…….. Is a ratio of returns to cost. Efficiency Morale Productivity
…….. Helps to introduce newly appointed
employee in the existing employees. Placement Selection Induction
In ……. Method of training, the
subordinate is trained to perform the Understudy
duties and resposibilities of the superior. Junior Boards Position Business Games
…….. Means that the performance
appraisal is influenced by past
performance. horn effect halo effect Spillover effect
…….. Effect influences the rater's
consideration of one positive factor to
rate the employee. horn halo spillover
…….. Is a learning process required by
managers for enhancing general Performance
adminstrative abilities. Placement appraisal Development
…….. Is a method of training wherein
employee are transferred from one job
to another. Coaching Counselling Job Rotation
……. Is a sequence of positions occupied
by a person during the course of his life
time Performance Career Job Rotation
…….. Planning is a process of making
arrangements to fill up key organistional Human
positions in an organisation. Succession Career Resource
Career counselling is included in ……… Compensation Planning and Training and
functions of HRM. and Benefits Selection Development Maintaining HRIS
The process by which people acquire
skills and ablities required to perform
jobs at hand, is known as……… Learning Training Development Need analysis
Organisation, where employees are
provided with the opportunity to learn
on continous basis is known as …….. Formal Informal Bureaucratic Learning
Socialisation process of newly hired Marketing HR Accoiunts
employees is usually conducted by…….. Department department Department All the above
One of the following is a future oriented
appraisal technique…….. MBO Rating scale Checklist BARS

A disdvantage of rating scales is ………. Cost Feedback Time involved Quanification of scores
Performance appraisala serve as building Career Manpower
blocks of ……… Recruiting planning planning Selecting
………. Technique is least susceptible to Critical
personal bias. BARs incidents Rating scales Checklists
……… is a sequence of activities related to
an individual's life and his work or the Performance Career Succession
sequential pattern of jobs. Appraisal Planning Planning Counselling
Motivation is a ……… concept. Economical Psychological Personal Cultural
……… helps a person to hunt for success Intrinsic Extrinsic
even in his tough times. motivation motivation Self motivation Positive motivation
Food. Shelter and clothing are the …….
Needs of any Individual. Social Security Esteem Basic
……… theory of motivation is also called
"Two Factor Theory" ? Maslow Herzberg McGregor Porter
The Factors Act for safety of workers
was passed in the year………. 1950 1956 1999 1948
……. Competencies include specific success
factors within a given work function or
industry Top Organisational Functional Personal functioning
The Learning Organisation concept was
coined through the work and research of
……. And his colleagues. Peter Senage R. W.. White C.C. Lundberg Peter Drucker
…….. Is the emotional commitment the
employee has to the organisation and its Employee Employee Employee
goals. Empowerment Engagement Competency Employee Motivation
……. Refers to the presence of people
from two or more cultural backgrounds Work-force Flexi-work
within an organisation. Diversity Downsizing Arrangement Work Life Balance
…….. Is a process through which one
assesses and determines one's strength
as an individual worker. Competency Empowerment Engagement Competency mapping
…….. Is a process of finding and
attracting capable people for the job. Recruitment Interviews Selection Placement
According to ……… employees are lazy
and reluctant to work. Theory Z Theory X Theory Y ERG Theory
 Human
……… is the process of estimating future Resource
manpower needs of the organisation. Promotion Placement Planning Recruitment
Self Under
Mentoring develops ……… & maturity. Confidence confidence Over confidence Fear
Theory X assumes ……… approach of the
managers towards employees. Traditional Professional General Optimoistic
EQ is a measure of a person's ,,,,,,,,
intelligence. emotional empathetc extraordinary normative