HRM Questions and Solutions

22/07/2015
Q.No.
1.
1.
1.
1.
1.
1.
1.
CampusManagementSolution@IIFT
Question
ThechallengeofspeedydeliveryofHRMservicesbringsthe
conceptof_____totheforefront.
WhowasthepioneerofHawthornestudies?
Informationcollectedthroughthejobanalysisprocessisthe
basisforthefollowingHRactivities
ThechallengeofspeedydeliveryofHRMservicesbringsthe
conceptof_____totheforefront.
Selecttheodditemfromthefollowing:
Options
1.
Internetbasedtraining
2.
Employeeinvolvement
3.
Managementbyobjectives
4.
Recruitmenteffectiveness
5.
1.
FredrickTaylor
2.
EltonMayo
3.
FredLuthans
4.
HenryMintzberg
5.
1.
Performanceappraisal
2.
Humanresourceplanning
3.
Recruitmentandselection
4.
Traininganddevelopment
5.
Alloftheabove
1.
Internetbasedtraining
2.
Employeeinvolvement
3.
Managementbyobjectives
4.
Recruitmenteffectiveness
5.
1.
Hay
2.
Hawthorne
3.
FWTaylor
4.
Fayol
5.
1.
jobdescription.
2.
jobanalysis.
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
jobspecification.
4.
humanresourceinventory.
5.
1.
2.
3.
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
Answer
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1.
1.
1.
1.
1.
1.
Anindividualizedoutlineoftraining,experience,andpossibly
educationdesignedtofacilitateanemployee'sgrowthand
enhanceopportunitiesforadvancementiscalled:
4.
5.
Alloftheabove
1.
2.
3.
4.
Alloftheabove
5.
1.
2.
3.
4.
Alloftheabove
5.
1.
2.
3.
4.
5.
Alloftheabove
1.
Jobdescription.
2.
Careerdevelopmentplan.
3.
Assessmentsheet.
4.
Interviewform.
5.
1.
jobdescription.
2.
jobanalysis.
Whichofthefollowingisnotofferedinajobanalysis?
Jobspecification.
4.
5.
1.
Jobdescriptions
2.
Performanceappraisals
3.
Workingconditions
4.
Jobspecifications
5.
1.
JobStudy
2.
JobAnalysis
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2.
2.
2.
2.
2.
2.
2.
3.
JobWork
4.
JobEvaluation
5.
1.
Cost
2.
Complexity
Theadvantageofemployingvariousmethodsofjobanalysisis 3.
4.
Accuracy
5.
1.
Recruitment
2.
Jobanalysis
_____________istheprocessbywhichtheknowledgeofan
employee,hisskills,abilitiesandmotivestoperformajobmust 3.
matchtherequirementsofthejob?
Whatkindofpeopletohireforaparticularjobisindicatedby
the:
the:
Selection
4.
Placement
5.
1.
Activitiesandresponsibilitiesofjob.
2.
Performancestandards.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
2.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
collectdataonjobs.
2.
preparejobdescription.
Thefirststepinatypicaljobanalysisistoexaminetheoverall
3.
organization.Thenextstepis:
the:
Time
preparejobspecification.
4.
selectjobstobeanalyzed.
5.
1.
2.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
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2.
2.
2.
2.
2.
2.
3.
the:
2.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
collectdataonjobs.
2.
3.
organization.Thenextstepis:
the:
4.
5.
1.
2.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
Simplification
2.
Specialization
Incorporatingfieldgeneralists,centresforexpertise,and
servicecentresintotheHRMorganizationstructurecontributes 3.
toimprovedservicedeliverythrough_____.
Decentralization
4.
Generalization
5.
1.
Simplification
2.
Specialization
Incorporatingfieldgeneralists,centresforexpertise,and
servicecentresintotheHRMorganizationstructurecontributes 3.
toimprovedservicedeliverythrough_____.
PayForPerformanceSystem
Decentralization
4.
Generalization
5.
1.
Seekstoacknowledgedifferencesinemployeeorgroupcontributions
2.
Respondstothefactthatorganizationalperformanceisafunctionofindividualorgroup
performance
3.
Usespaytoattract,retainandmotivateemployeesrelativetotheirperformanceand
contribution
4.
AlloftheAbove
5.
1.
jobdescription.
2.
jobanalysis.
jobspecification.
4.
5.
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3.
3.
3.
3.
3.
3.
3.
Theadvantageofemployingvariousmethodsofjobanalysisis
1.
Cost
2.
Complexity
3.
Accuracy
4.
Time
5.
1.
Incentives
2.
Anorganizationprovidesemployeesbenefitsintheformof
conveyancefacilities,housingfacilitiesandeducationalfacilities
forchildren.Whatkindofbenefitsistheorganizationproviding 3.
totheemployees?
Thefirststepinthehumanresourceplanningprocessis:
Fringebenefits
Securitybenefits
5.
1.
jobdescription.
2.
jobanalysis.
jobspecification.
4.
5.
1.
preparingajobanalysis
2.
forecastingfuturehumanresourceneeds
3.
assessingfuturedemand
4.
assessingfuturesupply.
5.
1.
analysis.
2.
specification.
Ajobisawrittenstatementofthejob,sactivities,the
equipmentrequiredforit,andtheworkingconditionsinwhichit 3.
exists.
Jobdescriptionsshouldbereviewedby
Bonus
4.
design.
4.
description.
5.
1.
Supervisors
2.
Jobincumbents,
3.
HRD
4.
alltheabove
5.
1.
Test
2.
Competency
3.
Questionnaire
4.
Interview
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3.
3.
3.
3.
3.
4.
4.
5.
1.
analysis.
2.
specification.
Ajobisawrittenstatementofthejob'sactivities,the
exists.
design.
4.
description.
5.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
1.
2.
performance
3.
Usespaytoattract,retainandmotivate(?)employeesrelativetotheirperformanceand 4
contribution
4.
AlloftheAbove
5.
1.
2.
performance
3.
Usespaytoattract,retainandmotivate(?)employeesrelativetotheirperformanceand 4
contribution
4.
AlloftheAbove
5.
1.
jobevaluation
2.
Performancestandards
Ajobanalysisquestionnaireshouldincludeallbutthefollowing 3.
Jobduties
4.
Jobstatus
5.
1.
Qualityofworklife
2.
Qualitycircles
Theextenttowhichanemployee'sworkmeetshisprofessional
3.
needsistermedas
Qualityprogram
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4.
4.
4.
4.
4.
4.
4.
Qualitycycle
5.
1.
collectdataonjobs.
2.
3.
organization.Thenextstepis
Humanresourceplanningtechniquesincludetheuseofsome
orallofthefollowing:
Performanceappraisalsserveasbuildingblocksof
Whichofthefollowingisawrittenstatementoftheskills,
knowledge,abilities,andothercharacteristicsneededto
performajobeffectively?
4.
5.
1.
Wage
2.
Perquisite
3.
Survey
4.
DearnessAllowance
5.
1.
humanresourceinventories
2.
actionplans
3.
controlandevaluation
4.
alloftheabove
5.
1.
2.
actionplans
3.
4.
alloftheabove
5.
1.
Recruiting
2.
CareerPlanning
3.
ManpowerPlanning
4.
Selecting
5.
Jobanalysis
1.
jobdesign.
2.
jobspecification.
3.
jobanalysis.
4.
jobdescription.
5.
1.
government
2.
theHRdepartment
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4.
4.
4.
4.
4.
5.
5.
Careerplanningistheresponsibilityof
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
collectdataonjobs.
2.
3.
4.
5.
1.
Recruiting
2.
CareerPlanning
3.
ManpowerPlanning
4.
Selecting
5.
Jobanalysis
1.
2.
actionplans
3.
4.
alloftheabove
5.
1.
jobdesign.
2.
jobspecification.
3.
jobanalysis.
4.
jobdescription.
5.
1.
OD
2.
OB
3.
T&D
4.
MBO
5.
1.
Cost
2.
Consistency
Themainadvantageofdevelopingajobanalysisquestionnaire
3.
is
Savestime
4.
allowinguntrainedpeopletocollectinformation
5.
1.
jobdescription.
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5.
5.
5.
5.
5.
5.
5.
educationdesignedtofacilitateanemployee,sgrowthand
2.
careerdevelopmentplan.
3.
assessmentsheet.
4.
interviewform.
5.
1.
jobdescription
2.
jobanalysis
4.
humanresourceinventory
5.
1.
analysis.
2.
specification.
exists.
design.
4.
description.
5.
1.
Informalorganization
2.
Semiformalorganization
Whatistheorganizationtermedas,ifthereportingchannelsof
workrelationsarepredefinedandaccountabilityand
3.
responsibilityarefixedforalltheroles?
Formalorganization
4.
Autonomousorganization
5.
1.
analysis.
2.
specification.
exists.
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
jobspecification
design.
4.
description.
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
BehaviourallyAnchoredRatingScale
1.
takeproactivemeasures
2.
evaluatepotentialcostsandbenefits
WhichofthefollowingisnotastepthatHRdepartmentshould
3.
followtodealwithenvironmentalchallenges?
obtainandexaminefeedback
4.
stayinformed
5.
proceedcarefullyuntiltheimpactisclear
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5.
5.
5.
5.
6.
6.
6.
personalbias?
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
BehaviourallyAnchoredRatingScale
1.
jobdescription
2.
jobanalysis
4.
5.
1.
jobdescription
2.
jobanalysis
educationdesignedtofacilitateanemployee'sgrowthand
Workforcefactorsthatinfluencedemandinclude
Thebasisforhumanresourceplanningis
jobspecification
jobspecification
4.
5.
1.
jobdescription.
2.
careerdevelopmentplan.
3.
assessmentsheet.
4.
interviewform.
5.
1.
HRD
2.
CPM
3.
PMS
4.
HRP
5.
1.
Expansionmoves
2.
Terminations
3.
Strategicplans
4.
Salesprojection
5.
1.
Theeconomictrends
2.
Supplyofemployees
3.
demandforemployees
4.
strategicplansofthefirm
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6.
6.
6.
6.
6.
6.
6.
5.
1.
collectdataonjobs
2.
preparejobdescription
3.
Whichofthefollowingisnotacharacteristicofaflat
organizationstructure?
Critiqueshavearguedthatprofitsharing
Critiqueshavearguedthatprofitsharing
preparejobspecification
4.
selectjobstobeanalyzed
5.
1.
jobdesign.
2.
jobspecification.
3.
jobanalysis.
4.
jobdescription.
5.
1.
jobdesign.
2.
jobspecification.
3.
jobanalysis.
4.
jobdescription.
5.
1.
Widespanofcontrol
2.
Fewerhierarchicallevels
3.
Morepeopleunderthecontrolofonemanager
4.
Closesupervision
5.
1.
supervisors
2.
jobincumbents
3.
humanresourcedepartment
4.
noneoftheabove
5.
alloftheabove
1.
Isunfairbecauseprofitsarenotalwayscontrolledbyemployees
2.
Lessonscommitment
3.
Reducesquality
4.
Enhancesindividualexploitation
5.
Isnothealthypracticebecauseworkersinmostcases,donotgettheirdueshare
1.
Isunfairbecauseprofitsarenotalwayscontrolledbyemployees
2.
Lessonscommitment
3.
Reducesquality
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6.
6.
6.
7.
7.
7.
4.
Enhancesindividualexploitation
5.
Isnothealthypracticebecauseworkersinmostcases,donotgettheirdueshare
1.
Theeconomictrends
2.
Supplyofemployees
3.
demandforemployees
4.
5.
1.
collectdataonjobs
2.
3.
4.
5.
1.
collectdataonjobs
2.
3.
Thefirstfactorindecidingthesupplyoflaboris
4.
5.
1.
Layoff
2.
Strike
3.
Lockout
4.
VRS
5.
1.
Developingstaffingtables,
2.
Auditingpresentemployees
3.
Preparingreplacementcharts
4.
Analyzinglabormarkets
5.
1.
Cost
2.
Complexity
Theadvantageofemployingvariousmethodsofjobanalysisis 3.
Ajob_________isawrittenstatementofthejob,sactivities,
theequipmentrequiredforit,andtheworkingconditionsin
Accuracy
4.
Time
5.
1.
analysis
2.
specification
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7.
7.
7.
7.
7.
7.
7.
whichitexists.
3.
design
4.
description
5.
1.
design.
2.
specification.
Jobistheprocessofdescribingjobsandarrangingtheir
3.
interrelationships.
4.
description.
5.
1.
design.
2.
specification.
Jobistheprocessofdescribingjobsandarrangingtheir
3.
interrelationships.
analysis.
4.
description.
5.
1.
Loaning
Duringslackperiodsorganizationsdonotwanttheirmiddle/top 2.
levelmanagertostagnate.Theemployeesareaskedtoworkfor
otherorganizationsforaspecifiedperiodoftime.The
3.
employeesworkonprojectswiththeseorganizationsbut
continueontherollsoftheparentorganization.Whatisthe
aboveprocesstermedas?
4.
Techniquesofestimatingdemandforhumanresources
analysis.
Outplacement
1.
Mereapproximations
2.
Arerarelydone
3.
InvolveHRaudits
4.
Canbeveryaccurate
5.
1.
consistency
2.
cost
savestime
4.
5.
noadvantage
1.
consistency
2.
cost
savestime
4.
5.
noadvantage
1.
Cost
Attrition
3.
is
Worksharing
5.
3.
is
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7.
7.
7.
8.
8.
8.
8.
Theadvantageofemployingvariousmethodsofjobanalysisis
whichitexists.
whichitexists.
Techniquesofestimatingdemandforhumanresources
Themostreliableandvalidtestsaregenerally
2.
Complexity
3.
Accuracy
4.
Time
5.
1.
analysis
2.
specification
3.
design
4.
description
5.
1.
analysis
2.
specification
3.
design
4.
description
5.
1.
Job
2.
Task
3.
Occupier
4.
Career
5.
1.
Mereapproximations
2.
Arerarelydone
3.
InvolveHRaudits
4.
Canbeveryaccurate
5.
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
5.
1.
jobdesign
2.
jobspecification
3.
jobanalysis
4.
jobdescription
5.
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8.
8.
8.
8.
8.
8.
8.
Analyzingjobsinvolvesdeterminingindetail
Theprocessofdeterminingandrecordingallthepertinent
informationaboutaspecificjob,includingthetasksinvolved,
theknowledgeandskillsetsrequiredtoperformthejob,is
termedas
Themostreliabletypeofinterviewis
Careerprogresslargelydependson
1.
Whatkindofpeopletohire.
2.
Whatthejobentails.
3.
Theemployee'sperformance.
4.
Whatthejobentailsandthecharacteristicsofpeopletohire.
5.
1.
Whatkindofpeopletohire.
2.
Whatthejobentails.
3.
Theemployee'sperformance.
4.
Whatthejobentailsandthecharacteristicsofpeopletohire.
5.
1.
Jobevaluation
2.
Jobdescription
3.
Jobanalysis
4.
Jobdesign
5.
1.
Behavioral
2.
Stress
3.
Structured
4.
Situational
5.
1.
internationalexposure
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
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8.
8.
9.
9.
9.
9.
9.
Thebestwayofrecruitingisalways
Informationforcareerplanninginacompany
Job___________istheprocessofdescribingjobsand
arrangingtheirinterrelationships.
5.
1.
jobdesign
2.
jobspecification
3.
jobanalysis
4.
jobdescription
5.
1.
jobdesign
2.
jobspecification
3.
jobanalysis
4.
jobdescription
5.
1.
Teacher
2.
Counsellor
3.
Trainer
4.
Coach
5.
1.
Advertisements
2.
Searchfirm
3.
Variable
4.
Referrals
5.
1.
isavailablethroughtheHRIS(HumanResourceInformationSystem)
2.
canbehadfromlinemanagers
3.
canbeobtainedfromstaffassistants
4.
isoftennotavailable
5.
isbestobtainedfromfortunetellers
1.
design
2.
specification
3.
analysis
4.
description
5.
1.
Standardsofperformance.
2.
Jobspecifications.
Identifyingpersonaltraitsthatvalidlypredictwhichcandidates
3.
willdowellonthejobisthegoalof:
Jobdescriptions.
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9.
9.
9.
9.
9.
9.
Whichofthefollowingisthefirststepintheprocessofjob
analysis?
Interviewingmistakesincludeallbut
4.
Noneoftheabove.
5.
1.
Developingajobdescription
2.
Jobspecificcompetencydetermination
3.
Informationgathering
4.
Developingajobspecification
5.
1.
Haloeffects
2.
Personalbias
3.
Leniency
4.
realizingthatforeignnationalsmayhavedifferentcustoms
5.
1.
Standardsofperformance.
2.
Jobspecifications.
3.
Jobdescriptions.
4.
Noneoftheabove.
5.
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
2.
3.
4.
isoftennotavailable
5.
1.
design
2.
specification
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9.
9.
10.
10.
10.
10.
10.
Replacementcharts
Anexampleofacareerdevelopmentabilitywouldbe
Theorganizationwidedivisionofworkisshownbya(n):
3.
analysis
4.
description
5.
1.
design
2.
specification
3.
analysis
4.
description
5.
1.
360degree
2.
MBO
3.
Trait
4.
Goal
5.
1.
Showlikelyterminations
2.
Indicatethecurrentperformanceofemployeesandtheirpromotability
3.
Displaythestrengthsandweaknessofemployees
4.
PointoutfutureHRneedsforeachjob
5.
1.
scalingamountain
2.
planningavacation
3.
workinghard
4.
discussionwiththeboss
5.
gettinganotherdegree
1.
Whatkindofpeopletohire
2.
Whatthejobentails
3.
Theemployee,sperformance
4.
Whatthejobentailsandthecharacteristicsofpeopletohire
5.
1.
Organizationchart.
2.
Processchart.
3.
Jobanalysis.
4.
Alloftheabove
5.
1.
Observationmethod
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2.
10.
10.
10.
10.
10.
10.
10.
Motionandtimestudiesareexamplesofwhichmethodofjob
analysis?
3.
Senioritybasedpromotionsareadvantageousbecause
personalbias?
personalbias?
Technicalconferencemethod
Groupinterviewmethod
4.
Questionnairemethod
5.
1.
Theymakeunionspowerful
2.
Theyareobjective
3.
Theyarebasedonperformance
4.
Theyhelpemployeesgrowhorizontally
5.
1.
Organizationchart.
2.
Processchart.
3.
Jobanalysis.
4.
Alloftheabove
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
scalingamountain
2.
planningavacation
3.
workinghard
4.
5.
1.
2.
Whatthejobentails
3.
4.
5.
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10.
11.
11.
11.
11.
11.
11.
1.
2.
Whatthejobentails
3.
4.
5.
1.
Leniency
2.
CentralTendency
3.
Reward
4.
Halo
5.
1.
2.
jobevaluation
Ajobanalysisquestionnaireshouldincludeallbutthefollowing 3.
workingconditions
4.
jobstatus
5.
1.
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
jobrotation
2.
jobenlargement
Increasingthenumberandvarietyoftasksassignedtoajobis
3.
called:
jobenrichment
4.
A&C
5.
1.
ObtainingfinancialresourcesTrue
2.
ForecastingHRneeds
AnHRmangerisresponsibleforcoordinatingthehuman
resourcesplanningprocessesintheorganization.Thisincludes 3.
allofthefollowingEXCEPT:
Balancingthesupplyanddemand
4.
Forecastingavailabilityofinternalandexternalcandidates
5.
1.
Taskidentity
2.
SupriyaVermajoinedapharmaceuticalfirmandthereshewas
giventhefreedomanddiscretioninschedulingherwork.Whatis
thecoredimensionaccordingtothejobcharacteristicsmodel 3.
thatisbeingfollowing?
4.
Tasksignificance
Autonomy
Skillvariety
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11.
11.
11.
11.
11.
11.
11.
Trainingevaluationscriteriaincludeall
5.
1.
Reactions
2.
Learning
3.
Behavior
4.
Relevance
5.
1.
ObtainingfinancialresourcesTrue
2.
ForecastingHRneeds
Inputstotheselectionprocessincludeallbut
4.
5.
1.
Jobanalysis
2.
3.
Supervision
4.
Jobapplicants
5.
1.
Jobanalysis
2.
3.
Supervision
4.
Jobapplicants
5.
1.
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
jobrotation
2.
jobenlargement
3.
called:
jobenrichment
4.
A&C
5.
1.
jobrotation
2.
jobenlargement
3.
called:
jobenrichment
21/45
22/07/2015
12.
12.
12.
12.
12.
12.
Humanresourcedepartmentsare
4.
A&C
5.
1.
Ability
2.
Willingness
3.
Interview
4.
Competency
5.
1.
Linedept
2.
Servicedept
3.
Functionaldept
4.
Authoritydept
5.
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
Standardsofperformance
2.
Jobspecifications
3.
Whichofthefollowingisnotacoredimensionofajob?
Jobdescriptions
4.
Noneoftheabove
5.
1.
skillvariety.
2.
taskidentity.
3.
tasksignificance.
4.
highinternalworkmotivation.
5.
1.
skillvariety.
2.
taskidentity.
3.
tasksignificance.
4.
highinternalworkmotivation.
5.
1.
Jobsharing
2.
Flextime
Asoftwarefirmalloweditsemployeestochoosetheirworking
22/45
22/07/2015
12.
12.
12.
12.
12.
12.
12.
hoursbutwithinsomespecifiedlimits.Thisisanexampleof
3.
Condensedwork
4.
Jobenlargement
5.
1.
IsavailablethroughtheHRIS(HumanResourceInformationSystem)
2.
3.
4.
Isoftennotavailable
5.
Isbestobtainedfromfortunetellers
1.
Linedept.
2.
Servicedept.
3.
Functionaldept.
4.
Authoritydept.
5.
1.
Linedept.
2.
Servicedept.
3.
Functionaldept.
4.
Authoritydept.
5.
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
2.
Jobspecifications
3.
Jobdescriptions
4.
Noneoftheabove
5.
1.
2.
Jobspecifications
3.
Jobdescriptions
4.
Noneoftheabove
5.
1.
Study
23/45
22/07/2015
13.
13.
13.
13.
13.
13.
13.
2.
Openended
3.
Leading
4.
CloseEnded
5.
1.
Theeconomictrends
2.
Supplyofemployees
3.
demandforemployees
4.
5.
1.
2.
3.
Allofthefollowingaresourcesofinternalrecruitingexcept:
Thepracticeofworkingathomeorwhiletravelingandatthe
sametimekeepingincontactwiththeofficeistermedas
4.
stayinformed
5.
1.
Organizationchart
2.
Processchart
3.
Jobanalysis
4.
Alloftheabove
5.
1.
jobposting.
2.
employeerecommendations.
3.
advertisements.
4.
transfers.
5.
1.
jobposting.
2.
employeerecommendations.
3.
advertisements.
4.
transfers.
5.
1.
Telecommuting
2.
Jobsharing
3.
Flextime
4.
Condensedwork
5.
24/45
22/07/2015
13.
13.
13.
13.
13.
13.
14.
personalbias?
personalbias?
Thebasisforperformancestandardsis
1.
scalingamountain
2.
Planningavacation
3.
Workinghard
4.
Discussionwiththeboss
5.
Gettinganotherdegree
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Managers
2.
HRplans
3.
Employees
4.
Compensationplans
5.
Jobanalysis
1.
Organizationchart
2.
Processchart
3.
Jobanalysis
4.
Alloftheabove
5.
1.
Organizationchart
2.
Processchart
3.
Jobanalysis
4.
Alloftheabove
5.
1.
Perk
2.
RegioncumIndustry
3.
Wages
4.
Welfare
25/45
22/07/2015
14.
14.
14.
14.
14.
14.
14.
5.
1.
Behavioral
2.
Stress
3.
Structured
4.
Situational
5.
1.
consistency
2.
cost
3.
is
Alistofwhatajobentailsisthejob,s:
Twotangibleproductsofthejobanalysisare
Fromwhichofthefollowingapproachesistheengineering
approachderived?
savestime
4.
5.
1.
Jobanalysis
2.
3.
Jobspecifications
4.
Jobdescription
5.
1.
Processchartjobdescription
2.
Jobdescriptionjobspecifications.
3.
Processchartorganizationchart
4.
Jobdescriptionperformanceappraisal
5.
1.
2.
3.
4.
5.
1.
Scientificmanagementapproach
2.
Processapproach
3.
Socialsystemsapproach
4.
Systemsapproach
5.
1.
Consistency
2.
Cost
3.
is
Savestime
26/45
22/07/2015
14.
14.
14.
14.
14.
15.
Roleplayingisoftenusedto
Oneofthefollowingisafutureorientedappraisaltechniques
4.
Allowinguntrainedpeopletocollectinformation
5.
Noadvantage
1.
Modelbehaviour
2.
Changeresults
3.
Learnskills
4.
Changeattitudes
5.
1.
Modelbehaviour
2.
Changeresults
3.
Learnskills
4.
Changeattitudes
5.
1.
MBO
2.
Ratingscale
3.
Checklist
4.
BARS
5.
1.
Jobanalysis
2.
3.
Jobspecifications
4.
Jobdescription
5.
1.
Jobanalysis
2.
3.
Jobspecifications
4.
Jobdescription
5.
1.
Labourlaw
2.
Lawyer
3.
Dispute
4.
Collectivebargaining
5.
1.
Supervisorinput
2.
Keychanges
27/45
22/07/2015
15.
15.
15.
15.
15.
15.
15.
Needassessmentshouldconsiderallbut
thefirstfactorindecidingthesupplyoflabouris
3.
Trainingobjectives
4.
Changesintheexternalenvironment
5.
1.
developingstaffingtables
2.
issuingadvertisements
3.
preparingreplacementcharts
4.
analysinglabourmarkets
5.
auditingpresentemployees
1.
Obtainingfinancialresources
2.
Monitoringandevaluatingtheresults
Popularmethodsforgatheringjobanalysisdataare:
4.
5.
1.
Questionnaires.
2.
Observations
3.
Diaries/logs
4.
Alloftheabove.
5.
1.
Promotion
2.
Recruitment
Theprocessofsearchingforprospectiveemployeesand
stimulatingthemtoapplyforjobsinanorganizationistermed 3.
as
Thefirstfactorindecidingthesupplyoflaboris
ForecastingHRneeds
Selection
4.
Placement
5.
1.
Developingstaffingtables
2.
Issuingadvertisements
3.
4.
5.
1.
Questionnaires.
2.
Observations
3.
Diaries/logs
4.
Alloftheabove.
5.
1.
supervisors
28/45
22/07/2015
15.
15.
15.
15.
15.
16.
16.
2.
jobincumbents
3.
4.
noneoftheabove
5.
alloftheabove
1.
supervisors
2.
jobincumbents
3.
4.
noneoftheabove
5.
alloftheabove
1.
Recruiting
2.
CareerPlanning
3.
ManpowerPlanning
4.
Selecting
5.
Jobanalysis
1.
2.
4.
5.
1.
2.
ForecastingHRneeds
ForecastingHRneeds
4.
5.
1.
Notice
2.
18(1)
3.
Arbitration
4.
12(3)
5.
1.
Jobanalysis
2.
3.
Supervision
4.
Jobapplicants
5.
29/45
22/07/2015
16.
16.
16.
16.
16.
16.
16.
1.
Managers
2.
HRplans
3.
Employees
4.
Compensationplans
5.
Jobanalysis
1.
skillvariety
2.
taskidentity
3.
tasksignificance
4.
highinternalworkmotivation
5.
1.
Questionnaire
2.
Interview
Themostwidelyusedmethodforidentifyingajob'sdutiesand
3.
responsibilitiesisthe:
Diary/logs
4.
Observation
5.
1.
Advertisements
2.
TheHRdepartmentofMagnusTextilesmadesurethatany
vacanciesintheorganizationfirstreachedtheprospective
candidatesintheorganizationrespondedtojobpostings.What 3.
isthesourceofrecruitmentbeingused?
Internalsearch
Employees
Employeereferrals
4.
Campusrecruitment
5.
1.
Carefullyplantheircareersandobtaininformation
2.
Feelhelplesstoplantheircareer
3.
Areoftenunawareanduninformed
4.
Donotcareaboutcareerplanning
5.
Areawareoftheneedbutdonthavetheinformation
1.
Questionnaire
2.
Interview
Themostwidelyusedmethodforidentifyingajob'sdutiesand
3.
Diary/logs
4.
Observation
5.
1.
Jobdescription.
2.
Jobanalysis.
4.
Jobspecification.
Humanresourceinventory.
30/45
22/07/2015
16.
16.
16.
16.
17.
17.
17.
5.
1.
Jobdescription.
2.
Jobanalysis.
personalbias?
Oneofthefollowingisafutureorientedappraisaltechniques
Jobspecification.
4.
Humanresourceinventory.
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
BARS
1.
skillvariety
2.
taskidentity
3.
tasksignificance
4.
5.
1.
skillvariety
2.
taskidentity
3.
tasksignificance
4.
5.
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
5.
1.
MBO
2.
Ratingscale
3.
Checklist
4.
BARS
5.
1.
TradeUnion
2.
Conciliator
3.
Termination
31/45
22/07/2015
17.
17.
17.
17.
17.
17.
4.
Management
5.
1.
jobposting
2.
employeerecommendations
3.
advertisements
4.
transfers
5.
1.
Linedept
2.
Servicedept
3.
Functionaldept
4.
Authoritydept
5.
1.
Recruitment
2.
Placement
Theprocessofchoosingthemostsuitablecandidateforajob
3.
fromamongtheavailableapplicantsiscalled
Appraisal
4.
Selection
5.
1.
Developingstaffingtables
2.
Issuingadvertisements
3.
4.
5.
1.
Linedept
2.
Servicedept
3.
Functionaldept
4.
Authoritydept
5.
1.
Analysis.
2.
Specification.
3.
Design.
4.
Description
5.
1.
Analysis.
2.
Specification.
Thefirstfactorindecidingthesupplyoflabouris
Ajob_________isawrittenstatementofthejob'sactivities,
whichitexists.
Ajob_________isawrittenstatementofthejob'sactivities,
32/45
22/07/2015
17.
17.
17.
17.
18.
18.
18.
whichitexists.
Interviewingmistakesincludeallbut
3.
Design.
4.
Description
5.
1.
Jobanalysis
2.
3.
Supervision
4.
Jobapplicants
5.
1.
jobposting
2.
3.
advertisements
4.
transfers
5.
1.
jobposting
2.
3.
advertisements
4.
transfers
5.
1.
Haloeffects
2.
Personalbias
3.
Leniency
4.
realizingthatforeignnationalsmayhavedifferentcustoms
5.
1.
Recruiting
2.
CareerPlanning
3.
ManpowerPlanning
4.
Selecting
5.
Jobanalysis
1.
Separate
2.
Acquire
3.
Motivate
4.
Nurture
5.
1.
33/45
22/07/2015
18.
18.
18.
18.
18.
18.
18.
Whichofthefollowingbestexplainswhyhumanresource
managementisimportanttoallmanagers?
"_________signifiesasystemofsharedmeaningheldbythe
membersthatdistinguishoneorganizationfromanother
organization".
Whichofthefollowingbestexplainswhyhumanresource
managementisimportanttoallmanagers?
2.
3.
4.
5.
1.
Technologicalchangesandglobalcompetitionrequireclearorganizationcharts.
2.
Sophisticatedaccountingcontrolsaresupportedbyhumanresourcemanagers.
3.
Anenthusiasticlaborforceislikelytoprovidefinancialsupporttolocalunions.
4.
Investinginhumancapitalenablesmanagerstoachievepositiveresultsforthefirm.
5.
1.
Organizationalchange
2.
Organizationaldevelopment
3.
Organizationalculture
4.
Groupdynamics
5.
1.
Theeconomictrends
2.
Demandforemployees
3.
Strategicplansofthefirm
4.
Budgets
5.
Supplyofemployees
1.
Technologicalchangesandglobalcompetitionrequireclearorganizationcharts.
2.
Sophisticatedaccountingcontrolsaresupportedbyhumanresourcemanagers.
3.
Anenthusiasticlaborforceislikelytoprovidefinancialsupporttolocalunions.
4.
Investinginhumancapitalenablesmanagerstoachievepositiveresultsforthefirm.
5.
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
5.
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
5.
34/45
22/07/2015
18.
18.
18.
19.
19.
19.
19.
Senioritybasedpromotionsareadvantageousbecause
Adisadvantageofratingscalesis
1.
Behavioral
2.
Stress
3.
Structured
4.
Situational
5.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
1.
Theymakeunionspowerful
2.
Theyareobjective
3.
Theyarebasedonperformance
4.
Theyhelpemployeesgrowhorizontally
5.
1.
Cost
2.
Feedback
3.
Timeinvolved
4.
Quantificationofscores
5.
Littletrainingneeded
1.
EEO
2.
HRP
3.
Inventory
4.
Feedback
5.
1.
Questionnaires
2.
Observations
3.
Diaries/logs
4.
Alloftheabove
35/45
22/07/2015
19.
19.
19.
19.
19.
19.
19.
5.
1.
develophumanresourcepoliciesthatalignwiththeindustrystandard
2.
linkacompany'sstrategicplanwithitshumanresourcestrategies
Theprimarypurposeofstrategichumanresourcemanagement
3.
isto.
Whatistheprocessbywhichanindividualacquiresthe
attitudes,behaviorandknowledgeheorsheneedsto
participateasaorganizationalmembercalled?
Disadvantageofratingscalesis
4.
useoffshoringtoreducehumanresourcecostsandtoinitiateglobalization
5.
1.
2.
Managementdevelopment
3.
Socialization
4.
Employeetraining
5.
1.
Cost
2.
Feedback
3.
Timeinvolved
4.
Quantificationofscores
5.
Littletrainingneeded
1.
develophumanresourcepoliciesthatalignwiththeindustrystandard
2.
linkacompany'sstrategicplanwithitshumanresourcestrategies
Theprimarypurposeofstrategichumanresourcemanagement
3.
isto.
createstringentappraisalsystemsthathighlightemployeeweaknesses
createstringentappraisalsystemsthathighlightemployeeweaknesses
4.
useoffshoringtoreducehumanresourcecostsandtoinitiateglobalization
5.
1.
Managers
2.
HRplans
3.
Employees
4.
Compensationplans
5.
Jobanalysis
1.
Managers
2.
HRplans
3.
Employees
4.
Compensationplans
5.
Jobanalysis
1.
Supervisorinput
2.
Keychanges
3.
Trainingobjectives
36/45
22/07/2015
19.
19.
20.
20.
20.
20.
Trainingevaluationscriteriaincludeall
4.
5.
1.
Questionnaires
2.
Observations
3.
Diaries/logs
4.
Alloftheabove
5.
1.
Questionnaires
2.
Observations
3.
Diaries/logs
4.
Alloftheabove
5.
1.
Reactions
2.
Learning
3.
Behavior
4.
Relevance
5.
1.
Supervisors
2.
Jobincumbents,
3.
HRD
4.
alltheabove
5.
1.
Questionnaire
2.
Interview
Themostwidelyusedmethodforidentifyingajob,sdutiesand
3.
Accordingtoexperts,theprimaryhindrancetoafirm's
productivityisitsinabilityto.
Diary/logs
4.
Observation
5.
1.
establisheffectivemanufacturingfacilities
2.
acquireandmaintainhumancapital
3.
useadvancedaccountingcontrols
4.
developorganizationalplans
5.
1.
Humanbehaviorapproach
2.
Roleapproach
Whichapproachstatesthat"nooneparticularmanagement
37/45
22/07/2015
20.
20.
20.
20.
20.
20.
20.
actionordesignwillbesuitableforallsituations?"
Inanincentivepaymentplan,workerpayisdeterminedby
Accordingtoexperts,theprimaryhindrancetoafirm's
productivityisitsinabilityto.
personalbias?
3.
Systemsapproach
4.
Contingencyapproach
5.
1.
Management
2.
Profits
3.
Seniority
4.
Costofliving
5.
Performance
1.
Incentive
2.
Salary
3.
Checkoff
4.
Wages
5.
1.
establisheffectivemanufacturingfacilities
2.
acquireandmaintainhumancapital
3.
useadvancedaccountingcontrols
4.
developorganizationalplans
5.
1.
Supervisorinput
2.
Keychanges
3.
Trainingobjectives
4.
5.
1.
Supervisorinput
2.
Keychanges
3.
Trainingobjectives
4.
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Questionnaire
38/45
22/07/2015
20.
20.
21.
21.
21.
21.
21.
2.
Interview
3.
Diary/logs
4.
Observation
5.
1.
Questionnaire
2.
Interview
3.
Anindividualizedoutlineoftraining,experienceandpossibly
Diary/logs
4.
Observation
5.
1.
2.
3.
4.
isoftennotavailable
5.
1.
Behavioral
2.
Stress
3.
Structured
4.
Situational
5.
1.
jobdescription
2.
careerdevelopmentplan
3.
assessmentsheet
4.
interviewform
5.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
39/45
22/07/2015
21.
21.
21.
21.
21.
21.
22.
1.
Jobholder
2.
Jobspecification
3.
Jobstudy
4.
Jobdescription
5.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
1.
jobdescription
2.
3.
assessmentsheet
4.
interviewform
5.
1.
jobdescription
2.
3.
assessmentsheet
4.
interviewform
5.
1.
scalingamountain
2.
planningavacation
3.
workinghard
4.
40/45
22/07/2015
22.
22.
22.
22.
22.
23.
23.
Thedevelopmentandapplicationofemployees,skillsand
energiestoaccomplishthegoalsandobjectivesofthe
organizationiscalled:
5.
1.
Supervisorinput
2.
Keychanges
3.
Trainingobjectives
4.
5.
1.
humanresourcemanagement
2.
humanresourceplanning
3.
selection
4.
recruiting
5.
1.
Grading
2.
Banding
3.
Ranking
4.
Factorcomparison
5.
1.
2.
3.
selection
4.
recruiting
5.
1.
2.
3.
selection
4.
recruiting
5.
1.
carefullyplantheircareersandobtaininformation
2.
feelhelplesstoplantheircareer
3.
areoftenunawareanduninformed
4.
donotcareaboutcareerplanning
5.
areawareoftheneedbutdon,thavetheinformation
1.
Jobanalysis
2.
3.
Supervision
Employees
41/45
22/07/2015
23.
23.
23.
24.
24.
24.
4.
Jobapplicants
5.
1.
Potential
2.
Performance
3.
Promotion
4.
Incentive
5.
1.
Linedept.
2.
Servicedept.
3.
Functionaldept.
4.
Authoritydept.
5.
1.
Linedept.
2.
Servicedept.
3.
Functionaldept.
4.
Authoritydept.
5.
1.
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
Linedept
2.
Servicedept
3.
Functionaldept
4.
Authoritydept
5.
1.
Jobenrichment
2.
Jobenlargement
3.
Jobevaluation
4.
Jobdesign
5.
1.
Forcedchoice
2.
Criticalincidents
42/45
22/07/2015
24.
24.
25.
25.
25.
25.
25.
personalbias?
personalbias?
Replacementcharts
3.
Ratingscales
4.
Checklists
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Showlikelyterminations
2.
Indicatethecurrentperformanceofemployeesandtheirpromotability
3.
Displaythestrengthsandweaknessofemployees
4.
PointoutfutureHRneedsforeachjob
5.
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
Increment
2.
Upgradation
3.
Promotion
4.
Demotion
5.
1.
Modelbehaviour
2.
Changeresults
3.
Learnskills
4.
Changeattitudes
5.
1.
Modelbehaviour
2.
Changeresults
3.
Learnskills
4.
Changeattitudes
5.
1.
43/45
22/07/2015
26.
26.
26.
27.
27.
28.
28.
2.
3.
4.
5.
1.
2.
3.
4.
stayinformed
5.
1.
MBO
2.
ACDC
3.
ACR
4.
360degree
5.
1.
supervisors
2.
jobincumbents
3.
4.
noneoftheabove
5.
alloftheabove
1.
Interview
2.
Consultant
3.
Campus
4.
Advertisement
5.
1.
consistency
2.
cost
3.
is
savestime
4.
5.
noadvantage
1.
HRP
2.
HRInventory
3.
BusinessPlan
4.
HRforecast
5.
44/45
22/07/2015
29.
29.
30.
30.
31.
Thefirstfactorindecidingthesupplyoflabouris
1.
developingstaffingtables
2.
issuingadvertisements
3.
preparingreplacementcharts
4.
analysinglabourmarkets
5.
auditingpresentemployees
1.
HRDOfficer
2.
Labourofficer
3.
PersonnelOff
4.
PROfficer
5.
1.
theeconomictrends
2.
demandforemployees
3.
4.
budgets
5.
supplyofemployees
1.
Incometax
2.
ConveyanceAllowance
3.
HRA
4.
CCA
5.
1.
2.
3.
4.
5.
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22/07/2015

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