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CHAPTER
NO
CHAPTER NAME
Introduction to HRM
Introduction to HRM
Introduction to HRM
Introduction to HRM
Organizational
structure
and HRM
Human Resource
Planning
MID/END
TERM
Mid term
Mid term
Mid term
Mid term
Mid term
Mid term
Q. NO
QUESTION TAG
OPTIONS
1) Acquiring
2)developing
HRM is process that consists of four functions below which 3)command and control
one is not comes under the process
4)motivation
5) retaining
1)finance Strategy
2)Marketing strategy
3)SHAM
4) Technical Strategy
5)Training and development
which is the best way to achieve the long term and short
term goals of an organization, in dynamic and competitive
environment .
1) Management
2) Planning
3) Technology
4) Organization Structure
5) Governmental rules
1) Turnover
2) Rules and regulations
3) Organizational Objectives
4) Human Resource Planning
5) Optimize Staffing
CHAPTER NAME
Human Resource
Planning
Human Resource
Planning
Human Resource
Planning
MID/END
TERM
Mid term
Mid term
Mid term
Mid term
Mid term
Q. NO
10
11
12
QUESTION TAG
OPTIONS
1) Retailing Employee
2) Training the Employee
The process of Human Resource Planning starts with what 3) Developing the Employee
objective under the following.
4) Organizational Objective
5)Career of the Employee
1) intermediate-level
2) Operational Level
3) Corporate- Level
4) Bottom-Level
5) Supervise - Level
1) Performance Appraisal
2) Welfare matters
3) Training & Development
4) Technical Adoptions
5) Marketing Strategy
1) HR internal System
2) HR External System
3) HR Inventory
4) HR Planning
5) HR Policies
1) Job Specification
2) Job Design
3) Job Analysis
4) Job Description
5) Job Evaluation
1) Questionnaires Method
2) Observation Study
3) Diary Method
4) Technical Method
5) Penal method
CHAPTER NAME
Recruitment
Recruitment
Recruitment
Recruitment
Selection
MID/END
TERM
Mid term
Mid term
Mid term
Mid term
Mid term
Mid term
Q. NO
QUESTION TAG
13
OPTIONS
1) Social Specification
2) Behavioral Specification
3) Job Specification
4) Physical Specification
5) Mental Ability
14
1) 1.3.4.5.2
2) 3.1.2.5.4
Identify the right Steps involved in the Process of
Recruitment.1) Identify the HR Requirement 2) Choose the 3) 1.2.3.4.5.
method 3)Human Resource planning 4)Evaluation the
4) 3.2.4.5.1.
Program 5) Select and hire the candidate.
5) 5.3.2.1.4.
15
1) Employment agencies
If the Employee recommend their Friends or Acquaintances 2) Educational Institutions
3) Interested applicant
for vacant position is the organization, such sources is
known as---------------4) Employee referrals
5) Company Source
16
1) Employment agencies
2) Educational Institutions
3) Interested applicant
4)Advertisement
5_Employee referrals
1) Company development
2) provide a good job
3) Best candidates
4) To give Good Training
5) To give good Package
1) Recruitment
2) Selection
3) placement
4) Interview
5)Hiring
17
18
CHAPTER NAME
Selection
Selection
Selection
Selection
Career planning
Career planning
MID/END
TERM
Mid term
Mid term
Mid term
Mid term
End/term
End/term
Q. NO
QUESTION TAG
OPTIONS
1) In-depth Interview
2) Primary interview
3) Selection Interview
4) Formal Interview
5) Penal Interview
19
20
1)2.3.4.1.2.
There are five Elements in a selections process Identify the 2) 4.1.2.4.5
correct sequence form the following.1)job design 2)job
3)1.2.3.5.4
specification 3)competency modeling 4)organizational
4) 2..3.1.45
objective 5)selection
5) 54.2.1.3.
1) Group interview
2) In-depth interview
3) Decision making interview
4) Stress interview
5) HR interview
1) job
2) placement
3) Selection
4) Interview
5) Decision
23
1) Career path
2) career planning
3) Career Anchors
4) Career goals
5) Career development
25
1) Career counseling
2) career program
Occupation and career with little attrition to career planning 3) career need
and then felling disengaged is known as----------------------4) career drift
5) career analysis
21
22
CHAPTER NAME
Career planning
Career planning
MID/END
TERM
End/term
End/term
Q. NO
QUESTION TAG
OPTIONS
26
1) 1.2.3.4.
Which of the following in the CORRECT sequence process 2) 2.1.3.4.
of career planning.1)Organizational assent and
3) 3.2.1.4.
opportunity.2)Individual Assessment and need
4) 4.1.3.2.
Analysis.3)Need-opportunity.4)Career counseling
5) 1.3.2.4.
27
1) supervisor
following the below form were employee will be information 2) HR Manager
for his supervisor, along with the HR department regarding 3)Career counseling
available opportunites,and his competencies.
4) Co-workers
5) trainers
28
29
30
31
1)
2)
3)
4)
5)
2.3.4.1.5.
1.2.3.4.5.
5.4.3.2.1
3.2.1.4..5
3.4.2.1.5.
1) Ranking method.
2) forced choice rating method.
3) point allocation method.
4) critical Incident method.
5) graphic rating method.
CHAPTER NAME
Employee Training
and Management
Development
Employee Training
and Management
Development
Employee Training
and Management
Development
Employee Training
and Management
Development
Employee Training
and Management
Development
MID/END
TERM
End/term
End/term
End/term
End/term
End/term
Q. NO
QUESTION TAG
32
OPTIONS
1) Multiple exercises
2) Simulation exercises
3) Sensitivity Training.
4) Transactional Analysis.
5) Lectures.
33
1) Incident method.
2) Role Playing.
Participants enact roles to solve problems that are common 3) Business games.
in real life situation such method is know as -----------------4) In-Basket Method.
5) Multiple Management.
34
35
1)
Identify the CORRECT sequence of steps in the Evaluation 2)
of Training.1) Setting Evaluation Criteria. 2) Assessing the 3)
4)
knowledge prior to training.3)Assessing knowledge after
Training..4)Transfer to the Job.5)follow-up studies.
5)
36
2.3.4.1.5.
1.2.3.4.5.
3.4.5.1.2.
5.1.2.3.4.
4.3.2.1.5.
1) Off-The-Job Training.
In which of the following method of training takes place in a 2) Skill-based Training.
real Environment where the Trainee is exposed to an actual 3) Ability-based Training.
work situation.
4) On-the-Job Training.
5) Interaction Training.
10
10
10
10
10
11
CHAPTER NAME
Compensation
Management
Compensation
Management
Compensation
Management
Compensation
Management
Compensation
Management
Grievance Handling
MID/END
TERM
End/term
End/term
End/term
End/term
End/term
End/term
Q. NO
37
QUESTION TAG
OPTIONS
1) 2.3.4.1.5.6.
2)1.2.3.4.5.6.
3)3.2.4.1.5.6.
4) 1.6.5.4.3.2.
1) Compensable Factors.
2) Determine the sub-factors.
3) Profile statement.
4) Relative Ranking.
5) Preparation of a Chart
40
1) Living Wage.
2) Fair Wage.
3) Basic Wage.
4) Minimum Wage.
5) Work Wage.
41
1) HR Administration
2) Finance Administration
3) Basic Wage.
4) Compensation Administration.
5) Bonus
1) Displanary Actions
2) Collective Bargaining
3) Grievance Redress
4) Labor Court
5) Labor Commissioner
38
39
42
5)3.2.1.4.6.5.
11
11
11
11
12
12
CHAPTER NAME
Grievance Handling
Grievance Handling
Grievance Handling
Grievance Handling
Disciplinary Action
Disciplinary Action
MID/END
TERM
End/term
End/term
End/term
End/term
End/term
End/term
Q. NO
QUESTION TAG
OPTIONS
43
44
1) Arbitration.
2) Mediation.
3) Compromising.
4) Settlement.
5) Win-Lose.
46
1) Complaint
2) Labor case
3) Conflict
4) Retrenchment.
5) Dissatisfaction
47
1) Through Punishment.
2) Through Rigid rules and proce
How to manage the sensitive problems that is related to in
3) Through Disciplinary Action
disciple at the work place.
4)Through Penalties.
5) Through cutting the Pays.
48
1) Preventive Discipline
2) Through Rigid rules and proce
3) Punitive Discipline.
4)Late intervention.
5) Negative Feedback.
45
12
12
13
13
13
CHAPTER NAME
Disciplinary Action
Disciplinary Action
Employee Relations
and Collective
Bargaining
Employee Relations
and Collective
Bargaining
Employee Relations
and Collective
Bargaining
Organizational
structure and HR.
MID/END
TERM
End/term
End/term
End/term
End/term
End/term
Mid Term
Q. NO
QUESTION TAG
OPTIONS
49
1) Considering Explanations
2) Charge Sheet
3) Issuing the Notice.
4) Enquirer
5) full-fledged Enquirer
50
1) Punitive Discipline.
2) Preventive Discipline
3) Burning rules
4) Red-Hot-Stove
5) Rigid rules and procedures.
51
1) Collective Style
2) Participate Style
3) Exploitative style
4) Benevolent Style
5) Consultative style
52
1) Disciplinary Actions
-------------------- is the Managerial tool that faculties an 2) Employment Law
amicable and mutually acceptable agreement between the 3) Employee relation
management and the employees.
4) Collective Bargaining
5) Labor Law
1) Responsibility
2) Authority
3) Accountability
4) Decision making
5) Adaptability.
53
54
CHAPTER NAME
Organizational
structure and HR.
Selection
Job Analysis
and Design
Job Analysis
and Design
MID/END
TERM
Mid Term
Mid Term
Mid Term
Mid Term
Q. NO
QUESTION TAG
55
OPTIONS
1) Back Role
2) Center Role
3) Bottom Role
4) Upper role
5) Professional role
56
1) Clinical Method
2) Weighted Method
Under the following Which method Evaluating the
application forms, goes through certain points are assigned 3) Legality Method
to each item in the application form.
4) General Method
5) Validity Method
57
1) Clinical Method
2) Weighted Method
Under the following Which method Evaluating the
application forms, goes through certain points are assigned 3) Legality Method
to each item in the application form.
4) General Method
5) Validity Method
58
1) Job Description
2) Job Evaluation
3) Job Analysis
4) Job specification
5)Job Design
CHAPTER NAME
MID/END
TERM
Q. NO
QUESTION TAG
OPTIONS
Introduction of HR.
Organizational
Structure and HR.
Organizational
Structure and HR.
Organizational
Structure and HR.
Mid Term
Mid Term
Mid Term
Mid Term
1) Placement
2) Offer letter
3) Induction
4) Recruitment
5) Meeting
1) Responsibility.
MR.Ravi is accountable to his boss for the performance of 2) Accountability.
a task when the resistibility and the authority to perform
3) Authority.
have been delegated to him .In above the case Mr.Ravi
4) Employee responsibility.
went with what type of delegation procedure.
5) Managerial Authority.
1) Line Functions
2) .Staff functions
3) Managerial Functions.
4) Supervisory functions
5) Corporate Functions
1) As a Service Provider.
2)As a Auditor.
3)AS a Executive.
4) As a Specialist.
5) As a Consultant
CHAPTER NAME
Human Resource
Planning
Organizational
Structure and HR.
Human Resource
Planning
MID/END
TERM
Mid Term
Mid Term
Mid Term
Q. NO
QUESTION TAG
OPTIONS
1) 1.3.4.
Arun and Devya started a HR constancy in a Bangalore.
And they in the procedure of planning HR Policy to there
2) 1.2.5.3.
Constancy. In above circumstances what the factors that
company should take into consideration.1) HR .Policies
3) 3.2.4.5.1.
need to find a balance between organizational Objective
and individual expectations. 2) HR Policy should be based
on external facts. 3)HR policies should easy to understand 4) 1.3.5.
and implement. 4)HR Policies should treat human
resources as just factors of production.
5)1.2.3.4.5.
1) Employee policy
2) development policy
3)Technological policy
4) Training and development polic
CHAPTER NAME
Human Resource
Planning
Human Resource
Planning
Organizational
Structure
and HRM
Job Analysis
and Design
MID/END
TERM
Mid Term
Mid Term
Mid Term
Mid Term
Q. NO
QUESTION TAG
10
11
OPTIONS
1) Critical Planning
2) short-term activities plans
3)operational Planning
4) Corporate level planning
5)Intermediate planning
1) Retrenchment
2) Outplacement
3) Lay-off
4) Attrition
5) Job analysis
1) Staff Functions
Miss Sushma completed MBA with HR specialization. She 2) Line functions
3) Operational functions
joined one HR consultant company in Bangalore. Her
4) Supervisor function
manager was told her your work is to look after Human
Resource Fouctions.in above case sushma working as
a------------------------------5) Training manager
1) Job analysis
2) Job Specification
3) Job design
4) Job Descriptive
5) Job Evaluation
CHAPTER NAME
Job Analysis
and Design
Job Analysis
and Design
Selection
MID/END
TERM
Mid Term
Mid Term
Mid Term
Q. NO
12
13
14
QUESTION TAG
OPTIONS
1) Questionnaire Method
2) Observation Method
3) Diary Method
4) Group interview Method
1) Job Evaluation
2) Job design
3) Job Descriptive
4)Job Specification
5)Job Evaluation
1) Formal interview
2) unstructured interview
3) in-depth interview
4) Preliminary interview
5) Penal interview
CHAPTER NAME
Selection
Selection
Managing Careers
MID/END
TERM
Mid Term
Mid Term
End Term
Q. NO
QUESTION TAG
15
16
17
OPTIONS
1) Formal interview
2) unstructured interview
3)Penal interview
4) Preliminary interview
5) in-depth interview
1) 1.2.5.3.4.
2) 3.2.1.4.5.
3)1.2.3.5.4.
4) 2.3.4.1.5.
5)4.3.1.2.5.
1) Career Path
2) Career Goal
3) Career Anchors
4) Self Career
5) Career planning.
CHAPTER NAME
MID/END
TERM
Job Analysis
and Design
Employee Training
& Management
Development
Mid Term
End Term
Q. NO
QUESTION TAG
OPTIONS
18
19
20
21
5) Rating Method
1)Job Review
2) Job Design
3) Job Specification and Job decri
4) Job Classification
5) Job Decription
1) Committee Assignment
2) Vestibule Training
3) Apprenticeship
4) Simulation Exercise
5) Sensitivity Training
10
10
10
CHAPTER NAME
Compensation
Management
Compensation
Management
Compensation
Management
MID/END
TERM
End Term
End Term
End Term
Q. NO
QUESTION TAG
22
23
24
OPTIONS
1) To providing Training
2) To providing Medical Facility
3) To ranking and Grading
4) To giving Education Facility t
1)2.3.4.5.1.
2) 5.4.3.1.2.
3) 4.5.3.2.1.
4) 1.2.3.4.5.
5) 3.2.5.4.1.
12
12
12
CHAPTER NAME
Disciplinary Action
Disciplinary Action
Disciplinary Action
MID/END
TERM
End Term
End Term
End Term
Q. NO
25
26
27
QUESTION TAG
OPTIONS
1) Negative Decline
2) Enforced Deciplne
3) Group Decepline
4) Self-imposed
5) Team Decipline
1)1.2.3.4.5.6.
Mr. Surya HR manger of manufacturing industries, and top 2) 6.4.3.2.1.5.
3) 2.3.4.1.5.6.
management had made some new policies concerning to
deceiplanary procedure. And to the HR manager has
4) 1.3.2.4.5.6.
given the direction that he has to take care about this.
What steps he has to take for circulating the same
message among the employee. To go with positive
discipline procedure.
1)
responsibility for ensuring discipline.
2) Communicate the performance expected and penalties
for violation.
5) 6.5.4.3.2.1.
3) Communicating organizational policies, procedures
and rules.
4)Collecting concrete data about any disciplinary volition. 5)
Administering Progressive Discipline.
6) Administering Corrective counseling.
1) Written warning
2) Variable Warning
3) Demotion
4) Suspension
5) Pay-cut
12
13
CHAPTER NAME
Disciplinary Action
MID/END
TERM
End Term
End Term
Q. NO
28
29
QUESTION TAG
OPTIONS
1) Holding a Full pledge Enquiry
2) Issuing the notice
3) Considering the explanation
4)Charge Sheet
5) Follow-up
1) 3412
2) 4231
3) 1324
4)1234
5) 2143
3) Preparation for
negotiation
4) Contract Administration
13
13
End Term
End Term
30
31
1) Associative Participation
2) Decisive Participation
3) Informative Participation
4) Consultative Participation
5)Formal Participation
1) Employee Relation.
2) Managerial Relation.
3) Industrial Relation.
4) Social Relation.
5) Friendly relation.
11
11
11
10
CHAPTER NAME
Grievance Handling
Grievance Handling
Grievance Handling
compensation
Management
MID/END
TERM
End Term
End Term
End Term
End Term
Q. NO
32
33
34
35
QUESTION TAG
OPTIONS
1) Throughout Collective Bargain
2) Through Labor Court
3) Through Concealing
4) Through Grievance Handling
1) Mediation
2) Compromise
3) Arbitration
4) Win-Lose
5) Advocate
5) Golden handshake
CHAPTER NAME
MID/END
TERM
Q. NO
QUESTION TAG
ICICI Bank facing Problem of Attrition of Employee, for that
reason they are facing lot of problems, and in the mean
time They appointed one HR person MR. Rao , and he
come up with some solution which really worked out and
Immediately Mr/. Rao got the promotion also,
10
12
10
Compensation
Management
Disciplinary Action
Compensation
Management
End Term
End Term
End Term
36
37
38
OPTIONS
1) Financial Strategy
2) Social Security
3) Greeter Security
4)General Security
1) Minor infuriation
2) Major infuriation
3) punishable
4) Intolerable
1) Incentives
2) Bonus
3) fringe benefits
4) General Benefits
5) Disciplinary Action
5) Basic Banefits
1)Retrenchment
Human resource
planning
Mid Term
39
CHAPTER
NO
3
CHAPTER
NAME
Human resource
planning
MID/END
TERM
Mid
Term
RESOURCE
MCQ`S
TheHUMAN
Zero-Honda
company isMANAGEMENT
not doing well in terms
of
profit and incurring losses for the past 5 years and the Top
management felt that there were surplus employees in the
Q. NO organization now. So QUESTION
TAG
OPTIONS
it directed Head-HR
, Mr.Akash to
39
assist the surplus employees to prepare their resumes and
to prepare the surplus employees for interviews.This kind
of gesture from the organization is known as
5) Job sharing
CHAPTER NAME
Performance Appraisal
Job analysis
Selection
Job analysis
MID/END
TERM
End Term
Mid Term
Mid Term
Mid Term
Q. NO
QUESTION TAG
40
41
42
43
OPTIONS
`1)Halo effect
2)Stereotyping
3)Leniency effect
4) Central Tendency Effect
5) Hand shake
1) Job Enlargement
Structured Interview
b) Stress Interview
c) Unstructured interview
2)Job Rotation
3)Job Enlargement
4)Job Excitement
5) Job specification
Group Interview
5) penal interview
Telecommuting
b) Flexitime
c) Loaning
d) JobSharing
5)Salary Sharing
CHAPTER NAME
Compensation
Management
MID/END
TERM
End Term
Q. NO
44
QUESTION TAG
OPTIONS
Selection
Med sem
45
a)job instruction
b)apprenticeship
c)job rotation
d)committee assignments
e)Training
CHAPTER NAME
Performance appraisal
Selection
MID/END
TERM
End Sem
med Term
Q. NO
46
QUESTION TAG
Any performance appraisal system facilitates optimization
of employee performance and also helps in identifying
areas for development. Ram, the HR manager was to
conduct appraisal for his junior managers. He is sure that
all these steps have to be followed, like
(1) determination of standards of
performance based on the organizational objectives and
the job description,
(2) actual process of measurement,
(3)
measurement of employee performance against the predetermined goals and standards,
(4) after
discussing it with the employee, it has to be put to effective
use,
(5) communicating the results of
appraisal to the employee concerned. Ram is very much
interested in measuring the performance of individuals
which changeless the efforts to achieve organizational
goals.If Ram is interested in measuring the performance of
individuals
to achieve
Mr
Rakesh which
is HR changeless
manager in the efforts
Selection
department,
organizational
which
method
he follow?
while
selectiongoals
plan he
hasto
followshould
some elements.
Unnder the process were he failed to make a good
selection .
Find
out where he failed process the selection?
1)
Organizational Objective
47
OPTIONS
2)
3)Job specification
5) job satisfaction
4)Job Application.
Human resource
planning
M/T
48
1) Organic Structure
2) Rigid Structure
3)Mechanistic Structure
4)Informal Structure
5) Group Structure
CHAPTER NAME
Recruitment
Job Analysis
MID/END
TERM
M/T
M/T
Q. NO
QUESTION TAG
OPTIONS
49
1)Advtisement
2) Educational Institutes
3)Internal Source
4) Employee refrence
5) Employment Agence
50
1)Data
2) People
3)Techiqies
4) Thing
5) Behaviour
I) HRM
2) HRP
3) Job analysis
4)job Discription
5) Job Specification
a)Job identification
b) Employee Data
c) Right job for right candidate
d) Deling with people
e) Determining &recording
a)Training &development
b) Grivance Handling
c) Teaching matters
d)Recruitment
CHAPTER
NO
MID/END
CHAPTER NAME
TERM
Q. NO
b) Leniency effect
d) Central Tendancy Effect
QUESTIO
OPTIONS MARKS
N TAG
RIGOUR
KEY
CHAPTE
R
NO
CHAPTER NAME
MID/END
TERM
Q. NO
QUESTION TAG
Introduction to HRM
Mid term
OPTIONS
1) Acquiring
2)developing
3)command and control
4)motivation
5) retaining
MARKS
RIGOUR
KEY
CHAPTE
MID/END
R CHAPTER NAME
TERM
NO
Q. NO
QUESTION TAG
1 Introduction to HRM
Mid term
1 Introduction to HRM
Mid term
1 Introduction to HRM
Mid term
Organizati
onal
Mid term
structure
and HRM
Human
Resource
Planning
Mid term
Human
Resource
Planning
Mid term
1 Introduction to HRM
Mid term
Human
Resource
Planning
Mid term
Human
Resource
Planning
Mid term
Job
Analysis
And
Design
Mid term
10
Job
Analysis
And
Design
Mid term
11
Job
4 Analysis And Design
Mid term
12
13
Job
Analysis
And
Design
Mid term
14
15
16
16
17
18
19
20
21
22
Career planning
End/term
23
Career planning
End/term
25
25
26
27
28
29
8Performance Appraisal
End/term
30
8Performance Appraisal
End/term
31
32
33
Career planning
End/term
Career planning
End/term
Career planning
End/term
8Performance Appraisal
End/term
8Performance Appraisal
End/term
Employee
Training
and
Managem End/term
ent
Developm
ent
Employee
Training
and
Managem End/term
ent
Developm
ent
Employee
Training
and
Managem End/term
ent
Developm
ent
Employee
Training
and
Managem End/term
ent
Developm
ent
Employee
Training
and
Managem End/term
ent
Developm
ent
34
35
36
10
Compens
ation
End/term
Managem
ent
37
10
Compens
ation
End/term
Managem
ent
38
10
Compens
ation
End/term
Managem
ent
39
10
Compens
ation
End/term
Managem
ent
40
10
Compens
ation
End/term
Managem
ent
41
11 Grievance Handling
End/term
42
11 Grievance Handling
End/term
42
11 Grievance Handling
End/term
43
11 Grievance Handling
End/term
44
11 Grievance Handling
End/term
45
11 Grievance Handling
End/term
46
12 Disciplinary Action
End/term
47
12 Disciplinary Action
End/term
48
12 Disciplinary Action
End/term
49
12 Disciplinary Action
End/term
50
12 Disciplinary Action
End/term
50
13
Employee
Relations
and
End/term
Collective
Bargainin
g
51
13
Employee
Relations
and
End/term
Collective
Bargainin
g
52
13
Employee
Relations
and
End/term
Collective
Bargainin
g
53
Organizati
onal
Mid Term
structure
and HR.
54
Organizati
onal
Mid Term
structure
and HR.
55
56
Job
Analysis
and
Design
57
Job
Analysis
and
Design
58
Mid Term
Mid Term
a) Job identification
b) Employee,information
c) The process of right job to
right candidate
4) Job Discription
d) Dealing with the people
5) Job specification e) determining &Recording
OPTIONS
MARKS
RIGOUR
KEY
1) Acquiring
2)developing
3)command and contro
4)motivation
5) retaining
1)finance Strategy
2)Marketing strategy
3)SHAM
4) Technical Strategy
5)Training and develo
1) Management
2) Planning
3) Technology
4) Organization Structu
5) Governmental rules
1) Turnover
2) Rules and regulatio
3) Organizational Objec
4) Human Resource Pl
5) Optimize Staffing
1) Retailing Employee
2) Training the Employ
3) Developing the Emp
4) Organizational Obje
5)Career of the Emplo
1) intermediate-level
2) Operational Level
3) Corporate- Level
4) Bottom-Level
5) Supervise - Level
1) Performance Apprai
2) Welfare matters
3) Training & Develop
4) Technical Adoptions
5) Marketing Strategy
1) HR internal System
2) HR External System
3) HR Inventory
4) HR Planning
5) HR Policies
1) Job Specification
2) Job Design
3) Job Analysis
4) Job Description
5) Job Evaluation
1) Questionnaires Met
2) Observation Study
3) Diary Method
4) Technical Method
5) Penal method
1) Social Specification
2) Behavioral Specifica
3) Job Specification
4) Physical Specificati
5) Mental Ability
1) 1.3.4.5.2
2) 3.1.2.5.4
3) 1.2.3.4.5.
4) 3.2.4.5.1.
5) 5.3.2.1.4.
1) Employment agenci
2) Educational Instituti
3) Interested applicant
4) Employee referrals
5) Company Source
1) Employment agenci
2) Educational Instituti
3) Interested applicant
4)Advertisement
5_Employee referrals
1) Company developm
2) provide a good job
3) Best candidates
4) To give Good Traini
5) To give good Packag
1) Recruitment
2) Selection
3) placement
4) Interview
5)Hiring
1) In-depth Interview
2) Primary interview
3) Selection Interview
4) Formal Interview
5) Penal Interview
1)2.3.4.1.2.
2) 4.1.2.4.5
3)1.2.3.5.4
4) 2..3.1.45
5) 54.2.1.3.
1) Group interview
2) In-depth interview
3) Decision making int
4) Stress interview
5) HR interview
1) job
2) placement
3) Selection
4) Interview
5) Decision
1) Career path
2) career planning
3) Career Anchors
4) Career goals
5) Career development
1) Career counseling
2) career program
3) career need
4) career drift
1) 1.2.3.4.
2) 2.1.3.4.
3) 3.2.1.4.
4) 4.1.3.2.
5) 1.3.2.4.
1) supervisor
2) HR Manager
3)Career counseling
4) Co-workers
5) trainers
1)
2)
3)
4)
5)
1) 360`degree perform
2) team appraisal
3) checklist
4) Easy appraisal
5) Balanced scorecard
1) Ranking method.
2) forced choice rating
3) point allocation met
4) critical Incident met
5) graphic rating meth
1) Multiple exercises
2) Simulation exercise
3) Sensitivity Training.
4) Transactional Analy
5) Lectures.
1) Incident method.
2) Role Playing.
3) Business games.
4) In-Basket Method.
5) Multiple Managemen
5) career analysis
2.3.4.1.5.
1.2.3.4.5.
5.4.3.2.1
3.2.1.4..5
3.4.2.1.5.
1)
2)
3)
4)
5)
1) Off-The-Job Training
2) Skill-based Training.
3) Ability-based Trainin
4) On-the-Job Training.
5) Interaction Training.
1) 2.3.4.1.5.6.
2)1.2.3.4.5.6.
3)3.2.4.1.5.6.
4) 1.6.5.4.3.2.
5)3.2.1.4.6.5.
1) Compensable Factor
2) Determine the sub-fa
3) Profile statement.
4) Relative Ranking.
5) Preparation of a Cha
1) Attracting Talented
2) Maintain Equity
3) To recognition of hi
4) Job evaluation
5) To full fill Employee
1) Living Wage.
2) Fair Wage.
3) Basic Wage.
4) Minimum Wage.
5) Work Wage.
1) HR Administration
2) Finance Administrat
3) Basic Wage.
4) Compensation Admini
5) Bonus
2.3.4.1.5.
1.2.3.4.5.
3.4.5.1.2.
5.1.2.3.4.
4.3.2.1.5.
1) Displanary Actions
2) Collective Bargainin
3) Grievance Redress
4) Labor Court
5) Labor Commissione
1) Approaching Head
2) Approaching Union
3) Approaching Supervi
4) Approaching Arbitrat
5) Approaching Griev
1) Arbitration.
2) Mediation.
3) Compromising.
4) Settlement.
5) Win-Lose.
1) Once Employee is n
2) once employee not p
3) Once Employee mee
4)Once it brought to t
5) Once discussed by
1) Complaint
2) Labor case
3) Conflict
4) Retrenchment.
5) Dissatisfaction
1) Through Punishment
2) Through Rigid rules
3) Through Disciplinar
4)Through Penalties.
5) Through cutting the
1) Preventive Disciplin
2) Through Rigid rules
3) Punitive Discipline.
4)Late intervention.
5) Negative Feedback.
1) Considering Explana
2) Charge Sheet
3) Issuing the Notice.
4) Enquirer
5) full-fledged Enquire
1) Punitive Discipline.
2) Preventive Disciplin
3) Burning rules
4) Red-Hot-Stove
1) Collective Style
2) Participate Style
3) Exploitative style
4) Benevolent Style
5) Consultative style
1) Disciplinary Actions
2) Employment Law
3) Employee relation
4) Collective Bargainin
5) Labor Law
1) Responsibility
2) Authority
3) Accountability
4) Decision making
5) Adaptability.
1) Back Role
2) Center Role
3) Bottom Role
4) Upper role
5) Professional role
1) Clinical Method
2) Weighted Method
3) Legality Method
4) General Method
5) Validity Method
1) Clinical Method
2) Weighted Method
3) Legality Method
4) General Method
5) Validity Method
1) Job Description
2) Job Evaluation
3) Job Analysis
4) Job specification
5)Job Design