HRM Assignment 1.3

QUESTION 1
1. Select the most appropriate option

Which of the following is NOT shown by an ideal task statement?
1.
What the employee does
2.
To whom or what the employee does what he or she does
3.
What is produced
4.
How each behavior is rewarded
2 points
QUESTION 2
Training objectives should be expressed in:
1.
Employee behaviours
2.
Management desires
3.
Needs assessment
4.
Subjective judgement
5.
Employee reactions
2 points
QUESTION 3
Find the odd man out on the basis of information about kinds of promotion.
1.
Horizontal promotion
2.
Vertical promotion
3.
Open system of promotion
4.
None of the above
2 points
QUESTION 4
1. Choose the right option-The question may have more than one correct answer.
Which of the following problems may result due to skill gaps?
1.
Increased business.
2.
Complex customer service.
3.
Quality issues.
4.
Delays developing new products.
2 points
QUESTION 5
------- has a definite responsibility to see that employees become familiar with any policies
that affect them.
1.
Management
2.
Trade Union
3.
Line Manager
4.
Staff
2 points
QUESTION 6
Which of the following is the most objective method of identifying the potential successor in
succession management?
1.
Performance evaluation
2.
Peer group suggestion
3.
Superior’s recommendation
4.
Management’s preference
2 points
QUESTION 7
Can the assessment and selection of applicants be carried out in such a way that the 'best' or
'right' person will always be identified?
1
.
Yes
2
.
No
3
.
If enough money is invested in the process
4
.
If managers use their intuition or 'gut reaction' in making recruitment decisions
2 points
QUESTION 8
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 9
1. State whether the given statement is true or false
In formulating policies, the first consideration is the objective or purpose.
1.
true
2.
false
2 points
QUESTION 10
The first step in a training program 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
2 points
QUESTION 11
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 12
Work psychologists specialise in many different areas and are actively involved in career
planning. From the literature on organisation career planning interventions, what is now
associated with better salaries and promotion rates, plus greater career satisfaction?
1.
Development centres
2.
Personal development plans
3.
Career action centres
4.
Mentoring
2 points
QUESTION 13
------- promote consistency and fairness of action under conditions that are similar in
character and eliminate any bias in employee related decisions.
1.
Policies
2.
Procedures
3.
Objectives
4.
Startegies
2 points
QUESTION 14
A ------- induction programme, without adequate emphasis on building confidence and sense
of belongingness in the minds of the new employees, results in quick separation, so also
wastage of colossal sum of money for the organization.
1.
Strong
2.
Weak
3.
Constant
4.
Flexible
2 points
QUESTION 15
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 16
The methods used to give new or present employees the skills they need to perform their jobs
are called ------ .
1.
Orientation
2.
Training
3.
Development
4.
Appraisal
5.
Management
1 points
QUESTION 17
Which of the following is the major form of promotion?
1.
Informal promotion
2.
Formal promotion
3.
Both (1) and (2)
4.
None of the above
1 points
QUESTION 18
Policy is not a strategy or tactic.
1.
true
2.
false
1 points
QUESTION 19
------- is a process that involves determining and communicating to an employee how he or
she is performing and ideally, establishing a plan of improvement.
1.
Job Evaluation
2.
Performance Evaluation
3.
Job Analysis
4.
None of the above
1 points
QUESTION 20
Which of the following decruitment methods is accomplished by not filling openings created
by normal retirements?
1.
Firing
2.
Layoffs
3.
Attrition
4.
Reduced workweeks
1 points
QUESTION 21
Which of the following is recommended for training sessions to maximize learning?
1.
A full day
2.
A half-day
3.
One hour
4.
Three hours
5.
Two hours
1 points
QUESTION 22
Which of the following is/ are separate aspect(s) of the broader concept of HRM?
1.
Human Resource Management
2.
Organisational Development
3.
Industrial Relations
4.
All of the above
5.
Only (1) and (2)
1 points
QUESTION 23
Moving average method smoothens random errors by giving exponentially decreasing
weights to ------- data.
1.
Statistical
2.
Historical
3.
Future
4.
Projected
1 points
QUESTION 24
The information resulting from job analysis is used for writing ------- .
1.
Job descriptions
2.
Work activities
3.
Work aids
4.
Job context
1 points
QUESTION 25
An underlying, enduring trait of the person that is useful for performing a range of tasks is
------- .
1.
Knowledge
2.
Skills
3.
Abilities
4.
None of the above
1 points
QUESTION 26
Employers can identify training needs for new employees by ------- .
1.
Reviewing job descriptions
2.
Reviewing performance standards
3.
Performing the job
4.
Questioning current job holders
5.
All of the above
1 points
QUESTION 27
The word ‘Delphi’ has come from ------- .
1.
Greek
2.
French
3.
Latin
4.
None of the above
1 points
QUESTION 28
------- is a productivity improvement step, which helps to produce same output using less
resources or enables to produce more with a proportionately less increase in the inputs.
1.
Work measurement
2.
Method study
3.
Job Assessment
4.
Job Context
1 points
QUESTION 29
------- is a proposed course of action to exert a far-reaching impact on the ability of the
enterprise to attain its goals.
1.
Objective
2.
Strategy
3.
Programme
4.
Policy
1 points
QUESTION 30
Finding or attracting applicants for an employer's open positions is known as ------- .
1.
Succession planning
2.
Employee recruiting
3.
Personnel planning
4.
Employee contracting
5.
Job posting
1 points
QUESTION 31
------- 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 32
The objective of ------- is to find better ways of doing things and to contribute to the
improved efficiency by eliminating unnecessary work, avoidable delays and other forms of
waste.
1.
Method study
2.
Work measurement
3.
Job Assessment
4.
Job Evaluation
1 points
QUESTION 33
The ------- form is designed to have detailed information about the applicants.
1.
Question Blanks
2.
Application Blank
3.
Blank Forms
4.
None of the above
1 points
QUESTION 34
------- as a system in an organization outlines the policies and procedures for internal
promotion of personnel.
1.
Promotion from within
2.
External Promotion
3.
Job Rotation
4.
Jon Enlargement
1 points
QUESTION 35
Recruitment policy usually highlights the need for establishing :
1.
Job specification
2.
Job analysis
3.
Job description
4.
None of the above
1 points
QUESTION 36
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 37
The process of deciding how to fill executive positions at a firm is known as ------- .
1.
Internal recruiting
2.
Succession planning
3.
Long-term forecasting
4.
Advanced interviewing
5.
Candidate testing
1 points
QUESTION 38
In which sector are the performance-based and competency tests most used?
1.
Public sector
2.
Small and medium size enterprises
3.
Private sector large enterprises
4.
None of the above
1 points
QUESTION 39
The systematic and deliberate advancement made by an individual in his career in the entire
work life is known as :
1.
Career path
2.
Career goals
3.
Career anchoring
4.
Career guidance
1 points
QUESTION 40
The first important task of selection function is to frame a recruitment policy, which calls for
review of manpower requirement i.e. it should be adequately supported by effective
manpower forecasting.
1.
true
2.
false
1 points
QUESTION 41
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 42
Which of the following is NOT a tool used by firms to recruit outside candidates?
1.
Newspaper advertising
2.
Intranet job postings
3.
Employment agencies
4.
Executive recruiters
5.
Online job boards
1 points
QUESTION 43
------- prescribe the details for carrying out policies.
1.
Programmes
2.
Objectives
3.
Procedures
4.
Policies
1 points
QUESTION 44
Employee orientation and induction is also called employee ------- process.
1.
Introduction
2.
Socialization
3.
Placement
4.
None of the above
1 points
QUESTION 45
Which of the following is not an option for decruitment?
1.
Attrition
2.
Reduced workweeks
3.
Early retirements
4.
Internet hiring
1 points
QUESTION 46
The other promotion alternatives are :
1.
Lateral Transfer
2.
Horizontal Transfer
3.
Open Transfer
4.
Close Transfer
1 points
QUESTION 47
------- 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 48
Most of the unions by now are aware that ------- provides benefits to the workers by
eliminating drudgery, frustration and unhealthy working environment.
1.
Work measurement
2.
Job Evaluation
3.
Work Study
4.
Work Context
1 points
QUESTION 49
1. Fit the best option
The term is usually defined to mean compensation to office, managerial,
technical and professional staff.
1 points
QUESTION 50
1. Fit the best option
A is a change of job to a higher level within the organisation.

1 points
QUESTION 51
------- is the process of deciding how employees do their jobs.
1.
Performance Evaluation
2.
Appraisal
3.
Both (1) and (2)
4.
None of the above
1 points
QUESTION 52
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 53
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 54
The written statement of the findings of job analysis is called :
1.
Job design
2.
Job classification
3.
Job description
4.
Job evaluation
1 points
QUESTION 55
In time study, the stopwatches are of different types, like:
1
.
Stopwatch which records one minute per revolution by intervals of 1/5th of a second
with a small hand recording 30 minutes.
2
.
Stopwatch which records one minute per revolution, calibrated in 1/100th of a minute
with a small hand recording 30 minutes.
3
.
Decimal-hour stopwatch recording 1/100 the of an hour and a small hand records up to
one hour in 100 divisions.
4
.
All of the above
5
.
Only (2) and (3)
4 points
QUESTION 56
Emerging issues of operative function include :
1
.
Personnel records such as papers, files, cards, cassettes and films are maintained to
have tangible record of what is actually happening in an organisation and to formulate
appropriate HR policies and programmes (based on historical records, actual
experience and future trends) from time to time.
2
.
Human resources research is the process of evaluating the effectiveness of human
resource policies and practices and developing more appropriate ones.
3
.
Human resource audit refers to an examination and evaluation of policies, procedures
and practices to determine the effectiveness of HRM. Personnel audit (a) measures the
effectiveness of personnel programmes and practices and (b) determines what should or
should not be done in future.
4
.
Human resources accounting (HRA) is a measurement of the cost and value of human
resources to the organisation. Human resource management is said to be effective if its
value and contribution in any organisation is more than its cost.
5
.
Human resource information system is an integrated system designed to improve the
efficiency with which HR data is compiled. It makes HR records more useful to the
management by serving as a source of information.
4 points
QUESTION 57
In Work Measurement terms Standard Performance is defined as:
1
.
The rate of output which qualified workers will achieve without over-exertion as an
average over a working day provided they are motivated to apply themselves to their
work.
2
.
The rate of output which qualified workers will achieve as an average over a working
day provided they are motivated to apply themselves fully during the whole day.
3
.
The rate of output which average workers will achieve without over-exertion as an
average over a working day.
4
.
The rate of output which trained workers will achieve as an average over a working day
provided they are motivated to apply themselves to their work.
4 points
QUESTION 58
Which of the following issues to be considered at exploratory stage of career development
process?
1
.
Ensure the availability of accurate information about the organization and the various
occupations existing in the organization to the new employee.
2
.
Create opportunities to enable new employees to get acquainted with the organizational
careers through job rotation, internship, visit to different units, seminars, etc.
3
.
Sponsor educational and training programmes for ensuring supply of potential talent in
future.
4
.
All of the above
5
.
Only (2) and (3)
4 points
QUESTION 59
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 60
Which of the following is / are objective(s) of transfer ?
1
.
Relieve boredom and monotony.
2
.
Set right incompatibilities in employees’ relations.
3
.
Look after the interests of the employees (their health or agegroup, family problems
etc.)
4
.
All of the above
5
.
None of the above
3 points
QUESTION 61
Poor career development programme may affect an organization at least in two ways:
1.
High employee turnover, particularly those in their beginning of the career.
2.
Decreasing employment involvement, i.e., commitment to work.
3.
Both (1) and (2)
4.
None of the above
3 points
QUESTION 62
The basic purpose of human resource planning is to :
1.
Identify the human resource requirements.
2.
Identify the human resource availability.
3.
Match the HR requirements with the HR availability.
4.
All of the above
3 points
QUESTION 63
What is meant by a Profit Sharing Scheme?
1
.
Where an element of the total pay package is related to the profitability of the company.
2
.
Where an employee enters into a savings contract with the option to purchase shares at
the end of the contract period at a price fixed previously.
3
.
Approved Profit Sharing Schemes involve distribution of shares to employees free of
charge.
4
.
Where a trust is established which purchases shares on the behalf of the employee using
money borrowed from a financial institution.
3 points
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QUESTION 1

1. Select the most appropriate option

A is a change of job to a higher level within the organisation.

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