TRINITY ACADEMY FOR CORPORATE TRAINING

GENERAL BANK MANAGEMENT

HRM, UNIT 9

1. It is proper to understand the linkage of individual

development and organizational development/growth. T

2. Knowledge, individual capabilities to do the expected work

are not important. F

3. In sixties, attention was shifted to efforts to change the

workplace as one way of improving performance T

4. HRD is not a process helps the employees of an organization

F

5. HRD helps to acquire, sharpen and use the capabilities in

employees. T

6. HRD has three subsystems viz administrative, developmental

and maintenance. T

7. Like job analysis technique, the roles cannot be analyzed. F

8. Key performers areas (KPA) are difficult to identify. F

9. Need of organization cannot be linked to the career progress

of the individuals. F

10. The growth need of individuals is not that important as that

of organization. F
11. Identifying the training needs, preparing plan for training
and conducting training programmes have no relevance with
selection and development of Trainers. F

12. Human Resources are less important assets in the

organization . F

13. Unlike other resources, human resources can be developed

and increased to an unlimited extent. T

14. The maintenance of a healthy working environment and the

development or its human resources are the responsibilities
of every organization. T

15. The attitudes have significant impact on workplace for

achieving the organizational objectives. T

16. A positive attitude helps a person in all spheres of life

including his organizational life. T

17. Concept of career path relates to the sequencing of

movements. T

18. The movement in organization will be decided by its

structure and the signboards are the criteria laid down for the
eligibility to move on. T

19. Career path has benchmarks which individuals must cross in

terms of achievements, skills, attitude. T

20. Career path is a facility to grow and not a right for

advancement, T

21. Motivation, self awareness, productivity and action

orientation contributes to personal efficiency. T
22. There is a need for all to appreciate that they need change. T

HRM Unit 8

23. 21st century is going to be different challenge of HR Mgmt.

T

24. Management of knowledge workers is normal issue and can

be done by traditional bureaucratic process. F

25. It is not a function of HRM to remain sensitive to external

environment and the only function is to remain sensitive with
the internal function. F

26. Database is helpful in any kind of analysis. T

27. HRIS( Human Resource Information system) is desired

system as well imperative (commanding). T

28. Data mining and data warehouse tools help in accessing the
relevant data as also help the decision maker to take a better
decision . T

29. There is a tremendous scope to use IT in whole range of

HRM functions. T

30. Recruitment, training, placement, appraisal and reward

systems, organizational development initiatives are major
functions of HRM.T

31. Database is maintained to ensure adherence to statutory

requirement T
 HRM Unit 7

32. Development of HRM in India has not been subjected to

peculiar conditions. F

33. It is imperative to study the evolution of mgmt theory and

through to understand the evolution of the function of
managing people. T

34. Line manager with the right attitude can become and HR
functionary.T

35. The 1970s and 80s emerged more comprehensive phase of

people management. T

36. Management of people is an integral part of the resource

mgmt task within enterprise for achieving organizational
objectives. T

37. Human beings develop a stake in enterprise as they work in

it and their motivation, development and growth constitute a
critical factor in the development and growth of the
organization. T

38. Management responsibility to put all efforts to harmonize

the interest and growth of the organization with those of the
employees at all levels. T

39. Step by step nomenclature of, the function/dept changed

from, “labour and welfare dept.” to personnel to HR
functionary. T

40. HRD is considered as significant subsystem of HRM. T

 41. The emphasis of HRD is on over all organizational
development process which also includes development of
people. T

HRM Unit 10
State true of false

A 1. Type A person feels a chronic pressure of time.T

2. Type B is an easy going individual.T
3. Type A person does not achievement oriented.T
4. Type B person does not experience any competitive drive in
his activity.F
5. Erikson’s model of personality has eight stages.T
6. During youth, according to Erikson one develops a need for
intimate relationship with others.T

B. 1. Id is the foundation of unconsciousT

2. In order to create a normal personality there should be a
balance in the relationship among the id, the ego and the
super ego.T
3. People behaving a freeful manner in most situations can
be described as sentimental.F
4. We have an image of own and our actions are consistent
with that image.T
5. Personality is a sum total all that a person has learnt.T

C) 1. Human brain is believed to contain definite pleasurable and

painful areas.T
2. Extroverts are quiet, reflective people.F
3. Successful people have high tolerance for ambiguity.T
4. Individuals with low self-esteem take more risk in their
career.F
5. Personality job fit theory was developed by John Holland.T
 D) 1. The terms motivation has been divided from Latin word
‘movere’ (to move).T
2. Taylor’s scientific management theory belongs to Content
Theories of motivation.F
3. Human Relations model is one of the early theories of
motivation.T
4. Elton Mayo contributed to a great extent to Human
Relation model.T

E) 1. There are five types of needs according to Maslow’s

theory.T
2. Self esteem needs is the highest need in Maslow’s need
hierarchy.F
3. Herzberg theory is prescriptive in nature.T
4. Herzberg’s theory is based on two factors namely
motivators and hygienes.T

F) 1. ERG theory was developed by Alderfer.T

2. There are four needs as per Achievement motivation
theory.F
3. Instrumentality theory is another name for Expectancy
model.T
4. There are five items in Equity theory.F
5. Reinforcement theory has positive and negative
reinforcements.T

G) 1. The role integrates an individual with an

organization.T
2. Role and position are one and the same concept.F
3. Each individual occupies and plays several roles.T
4. Role ambiguity is caused due to personality
inadequacy.F
5. Intra-role conflicts leads to role isolation.T

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Answers:
A. 1T 2T 3T 4F 5T 6T
B. 1T 2T 3F 4T 5T
C. 1T 2F 3T 4F 5T
D. 1T 2F 3T 4T
E. 1T 2F 3T 4T
F. 1T 2F 3T 4F 5T
G. 1T 2F 3T 4F 5T

HRM Unit 11

State whether following statements are true/false.

A. 1. Employees feedback is useful for the organization.T

2. Conducting climate surveys do not serve much purpose
as employees do not serve much purpose as employees
do not come out-with their views freely.F
3. The surveys have to be designed well otherwise they
can be counter productive.T
4. The survey questionnaire should be customized for
different organizations keeping in view the peculiarity
of the organization.T
5. It is beneficial to take the help of a consultant for
organizing a climate survey.T

B. 1. People do not give much importance to the compensation

in the organization.F
2. Wage, salary and remuneration all mean the same.F
3. The reward linked to the performance generally
improves the motivation level of employees.T
 4. It is not necessary to give market linked wages to
employees. They may otherwise continue because of
job security.T
5. Uniform wage structure help in improving
performance.T

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HRM Unit-12

A. 1. Performance appraisal is not required in most of the

organizations because performance can not be measured
objectively.F
2. Performance appraisal system can be widely used for
employee’s development.T
3. Appraisers do not devote much time on appraisal due to
their busy schedule.T
4. There is no need to make the system open and transparent
it may spoil the relations at workplace.T
5. The system generally suffers from the halo effect.T

B. 1. Giving feedback is an art the appraiser should avoid

Criticism of the person and focus on his performance.
Conducting appraisal interviews is ware of time.F
2. Even negative feedback can help an employee to improve
his performance.T
3. Counseling of low performance do not yield any results.F
4. The main purpose of performance review is to do mid-
course correction.T