Human Resource Management (VV2)

Human Resource Management (VV2)

1 . Differentiate HRM and HRD.

2 . Define human resource audit.
3 . Why human resource planning is important?
4 . What is Induction Programme?
5 . Write a short note on simulated training.
6 . Define Knowledge management.
7 . Define compensation management.
8 . What are the stages in career development?

Case Detail :
Mr. Kumar Nidhi has been working as a manager (Credit Appraisal) in State
Bank of Mysore since, 1990. He got first rank in his M.A. from Karnataka
University in 1989. He rose from Officer-Grade IV to Officer-Grade I in a short
span of 10 years. Personnel records of the bank shows that he is an efficient
manager in Agricultural Credit, Industrial Credit and Credit to small business
etc. The bank is planning to computerise the project appraisal department. In
this connection, Mr. Kumar Nidhi was asked to take training in computer
operations. But he was quite reluctant to undergo training.

1. Why was Mr. Kumar Nidhi reluctant to undergo training? Discuss.

2. What is job rotation?
3. What are the determinants of learning from this case?
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MCQ
1. ________ are the resources that provide utility value to all other resources.
Men
Material
Money
Machinery

2. The term procurement stands for

recruitment and selection
training and development
pay and benefits
health and safety

3. The characteristics of human resources are ________ in nature

homogeneous
heterogeneous
ductility
None of the above
4. Identify the managerial function out of the following functions of HR
managers.
procurement
development
organizing
performance appraisal
5. Which of the following is an example of operative function of HR
managers?
planning
organizing
procurement
controlling

6. The scope of human resource management includes

procurement
development
compensation
All of the above

7. Human resource management is normally ________ in nature.

proactive
reactive
combative
None of the above

8. The human resource management functions aim at

ensuring that the human resources possess adequate capital, tool, equipment
and material to perform the job successfully
helping the organization deal with its employees in different stages of
employment
improving an organizations creditworthiness among financial institutions
None of the above
9. Which of the following aptly describes the role of line managers and staff
advisors, namely HR professionals?
Staff advisors focus more on developing HR programmes while line managers
are more involved in the implementation of those programmes.
Line managers are concerned more about developing HR programmes
whereas staff advisors are more involved in implementing such programmes.
Staff advisors are solely responsible for developing, implementing and
evaluating the HR programmes while line managers are not all involved in any
matters concerning HR.
Line managers alone are responsible for developing, implementing and
evaluating the HR programmes while staff advisors are not all involved in any
matters concerning HR.
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10. In strategic human resource management, HR strategies are generally

aligned with
business strategy
marketing strategies
finance strategy
economic strategy

11. Which of the following is closely associated with strategic human resource
management?
efficient utilization of human resources
attracting the best human resources
providing the best possible training
All of the above

12. Treating employees as precious human resources is the basis of the

_______ approach.
hard HRM
soft HRM
medium HRM
None of the above
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13. Strategic human resource management aims to achieve competitive

advantage in the market through
price
product
people
process
14. Wright and Snell made important contribution to the growth of
Strategic fit model
Strategic labour allocation process model
Business-oriented model
None of the above

15. Strategic management process usually consists of _______ steps.

Four
Five
Six
Seven

16. One of the components of corporate level strategy is

growth strategy
portfolio strategy
parenting strategy
All of the above

17. Creating an environment that facilitates a continuous and two-way

exchange of information between the superiors and the subordinates is the
core of
High involvement management model
High commitment management model
High performance management model
None of the above

18. Which one of the following is not a part of the external environment of an
organization?
social factors
political factors
legal factors
organizational culture
19. Identify the odd one out of the following factors
organizational structure
HR systems
business strategy
technology

20. The first recorded human resource management initiative was made
during
the pre-industrial revolution era
the First World War era
the Second World War era
None of the above
21. What is the most important contribution of the Hawthorne studies?
the discovery of the informal relationship and social groups among employees
the significance of lighting and ventilation for performance
the difference in the performance of male and female employees
the relationship between the behaviour and performance
22. The term environmental scanning stands for
gathering data about the organization and its surroundings
collecting information about the shareholders
gathering information relating to the employees
none of the above
23. McGregors Theory X and Theory Y was introduced during
the First World War`
the Industrial revolution
the Second World War
the human relations movement

24. One of the important assumptions of the -perspective is that

uncertainty in environment is more of an internal problem and less of an
external problem
objective environment perspective
perceived environment perspective
enacted environment perspective
none of the above

25. When an organization creates its own environment out of its knowledge of
the environment, it has created a/an
enacted environment
perceived environment
objective environment
none of the above

26. Job analysis is a process of gathering information about the

job holder
job
management
organization

27. The final process of a job analysis is the preparation of two statements,
namely,
job observation and job description
job specification and job observation
job description and job specification
None of the above

28. Which of the following terms is not associated with job analysis?
task
duty
position
competitor
29. The process of bringing together different tasks to build a job is called
job evaluation
job design
job classification
job description

30. The process of grouping of similar types of works together is known as

job classification
job design
job evaluation
job description

31. The system of ranking jobs in a firm on the basis of the relevant
characteristics, duties, and responsibilities is known as
job evaluation
job design
job specification
job description

32. The written statement of the findings of job analysis is called

job design
job classification
job description
job evaluation
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33. A structured questionnaire method for collecting data about the personal
qualities of employees is called
functional job analysis
management position description questionnaire
work profiling system
none of the above

34. The model that aims at measuring the degree of each essential ability
required for performing the job effectively is known as
Fleishman Job Analysis System
common metric questionnaire
management position description questionnaire
functional job analysis

35. The method that depends mainly on the ability and experience of the
supervisors for gathering relevant information about the job is called the
task inventory analysis method
technical conference method
diary maintenance method
critical incident method

36. Designing a job according to the workers physical strength and ability is
known as
ergonomics
task assortment
job autonomy
none of the above

37. Which of the following is not a component of job design?

job enrichment
job rotation
job reengineering
job outsourcing

38. Moving employees from one job to another in a predetermined way is

called
job rotation
job reengineering
work mapping
job enrichment
39. The basic purpose of human resource planning is to
identify the human resource requirements
identify the human resource availability
match the HR requirements with the HR availability
All of the above
40. The primary responsibility for human resource planning lies with
HR Manager
general manager
trade union leader
line manager