MBA Third Semester

Model Question Paper -2009

HR Audit -MU0004 (2 Credits)

Question Number 1 to 20 -1 mark Question.

Question Number 21 to 31-2 Marks Question.

Question Number 32 to 38 - 4 Marks Question

1 mark Question

Statement and Options

Q.
No
1. Good HRM practices are instrumental in achieving --------------objectives in
enhancing productivity.

a) Organizational
b) Departmental
c) Individual
d) industrial
2. The Dimensions of a Great Place to Work are

a) Credibility & Loyalty

b) Pride and Camaraderie
c) Fairness & fitness
d) Trust & Honesty

3. ----------- can give a competitive advantage to the company.

a) People or employees
b) Employers
c) Competitors
 d) Suppliers

4. HR audit is to get a clear judgement about the ------------of the organization.

a) Employees
b) Compensation package
c) Overall status
d) Promotion and demotion

5. The HR audit is a type of -----------audit.

a) Internal
b) External
c) Functional
d) Departmental

6. The concept of HR audit has emerged from the practice of ------------------.

a) Financial audit
b) Marketing audit
c) Sales audit
d) Quality audit

7. Employee Evaluation audits helps more towards employee ---------------

a) Demotions
b) Transfers
c) Terminations
d) Promotions

8.
Organizational Development Audit helps you to identify the critical issues of -------
----
a) Human resource
b) Production resource
c) Marketing resource
d) Material resource
9. The essence of an ethical organization is ____________
a) Code of uniform
b) Code of ethics
c) Code of team work
d) Code of punctuality

10. Performance Management Audit helps in improving ----------

a) Organization effectiveness
b) Organization efficiency
c) Organization performance
d) Organization development

11. It is necessary to communicate _______________Act leave policy, if applicable,

in writing to all employees.
a) Family Medical Leave
b) Annual Leave
c) Casual Leave
d) Privilege Leave

12. ______________are an important part of an employee's separation from the

company.

a) Relieving Letter
b) Final Settlement
c) Exit Interview
d) Experience Letter

13. The HR scorecard – metrics hierarchy consists of:

a) HR outcome measures that focus on business strategies

b) Operational HR metrics that focus on efficiencies
c) HR analytics that focus on managerial data
d) Values based HR metrics that focus on efficiencies
14. One of the problems for HR is that there is an almost limitless choice
of______________

a) Recruitment Options
b) HR Metrics
c) Leave Policies
d) Training Days

15. ______________ is part of the recruitment or selection process.

a) Educational psychology
b) Psychometric Testing
c) Reliable method of selecting
d)Occupational psychologists

16. Aptitude and ability tests are designed to assess your ______________or
thinking capabilities

a) Intelligence
b) Speed
c) Logical reasoning
d) Data checking

17. The human resource valuation system cannot be considered to be a complete

system of accounting unless it is followed by equally
_____________________________

a) Competent Management
b) Economic value organization
 c) Good performance of the managers
d) Competent System of Auditing

18. The concept of human resource valuation and the auditing concept was evolved
which emphasizes that human resources should be treated as_____________
and should be shown in the balance sheet of the enterprise

a) Financial asset
b) Physical Liability
c) Physical asset
d) Financial Liability

19.
As soon as employees come aboard, a company begins collecting information
that must be safeguarded to protect _______________________

a) Employee Safety
b) Employment Related Information
c) Employee Files
d) Employee Confidentiality

20.
When testing is conducted to determine the ______________to do the job, the
requirements are straightforward

a) Skills Needed
b) Candidate’s ability
c) Particular position
d) Discriminatory hiring practices
 2 Marks Questions

21. Critical areas of human resource management are

a) Recruiting and Retention Programs
b) Trade union activities
c) Health insurance schemes
d) ESOP

22. HR audit is to get a clear judgement about the ------------of the organization.
a) Employees
b) Compensation package
c) Overall status
d) Promotion and demotion

23.
Organizations undertake HR audits for the reason :

a) To ensure effective utilization of all resources.

b) To review compliance with government regulations.
c) To instil a sense of confidence in the human resource
d) To enhance the organization’s reputation within the industry

24. Who can make the things happen in the organization?

a) Promoters
b) Employees or people in the organization
c) Suppliers
d) Customers

25.
The Reward and Benefits Audit will enable to
a) Clarify your existing customer strategy
b) Analyses existing arrangements in detail
c) Develop new audits
d) Design and maintain a cost structure
26. As a partner of the employees, the____________ must endeavour to improve
_________of the staff

a) HR Dept & meeting the needs

b) Firmly control & staff
c) listen to staff & do not respond
d) HR Dept and safety concerns

27. Double-Loop Feedback in traditional industrial activity, refers to

________________________________

a) Inspection and rejection

b) Quality control and zero defects
c) Poor Quality Products
d) Cause of defects

28. Abstract Reasoning Test are based on:

a) Basic personality
b) Physical fitness
c) Number sequences and simple arithmetic
d) Intellectual ability

29. The objectives of human resource valuation are:

a) Human resource cost and values

b) Finance Investments
c) Proper assessment of job specifications
d) Human Capital
30. The non-disclosure of human resources accounting information in financial
statements distorts:
a) Net income disclosed by the profit and loss account
b) Computation of the rate of return on income
c) Computation of receivables
d) Depreciation

31. HR audit covers safeguarding employees’ ___________________ managing

and supporting them, and participating in their _____________________

a) Health and safety & performance management

b) Stock options & ESPP
c) Recruitment & exit from the company
d) Confidential Information & exit from the company

4 Mark Questions

32. Training and Development focuses on

a)Regular review of performance appraisal policies

b)Evidence of improvement in work life balance

c)Managers' positive feedback on learners' performance

d)Training courses conducted repeatedly
33.
Organizations undertake HR audits for fundamental reason:
a) To ensure effective utilization of human resources.
b) To review compliance with financial audit.
c) To instill firm’s confidence in the industry.
d) To deliver the market required goods & services
34. One of the basic cost to be considered for recruitment matric are:

a) Screening cost
b) Advertising cost
c) Travelling cost
d) Promotional cost

35. Prescribed form of the employee's rights is explained in terms of

a) Provident fund Act,

b) Essential commodities Act,
c) Occupational Health and Safety Act,
d) Factories Act.

36. Compensation systems should be reviewed for:

a) Welfare expenses
b) equity, competitiveness and effectiveness
c) Non-financial considerations
d) Re-design compensation structure

37.
Kaplan and Norton describe the innovation of the balanced scorecard as follows:

a) Financial measures are adequate

b) Financial measures tell the story of past events
c) Story for industrial dispute
d) Create stop-gap arrangement for investment

38. Many legal issues arise out of performance problems, the audit will review or
recommend standard items such as:
a) Third Party Administrator
b) A 60-day written standard performance evaluation form
c) laws that govern employees’ access
d) A performance management/performance improvement plan