HR Development & Training Consolidated

HR Development and Training
List of Attempted Questions and Answers
Multiple Choice Single Answer Question Correct Answer True/False Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Select The Blank Question Correct Answer Match The Following Question Qualification & experience Work organisation Job True/False Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Select The Blank
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Multiple Choice Single Answer Question Correct Answer Match The Following Question Panel of Superiors Performance Potential Assessment Centre Multiple Choice Multiple Answer Question Correct Answer True/False Question Correct Answer Select The Blank Question Correct Answer Select The Blank Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer
Question Correct Answer True/False Question Correct Answer True/False Question Correct Answer True/False Question Correct Answer Match The Following Question Job re-engineering Organisation & manpower planning Recruitment & selection Performance appraisals Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Select The Blank Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question
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Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Match The Following Question MIS LSIO SWOT TQM Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer True/False Question Correct Answer True/False Question Correct Answer Multiple Choice Single Answer Question Correct Answer True/False Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer
Question Correct Answer Select The Blank Question Correct Answer Match The Following Question Initial screening interview Completion of application forms Employment tests True/False Question Correct Answer Multiple Choice Single Answer Question Correct Answer Select The Blank Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Match The Following Question Induction : Work experience Induction : Initial Interviews Induction : Follow-up interviews Induction : Training Multiple Choice Single Answer Question Correct Answer True/False Question Correct Answer Multiple Choice Multiple Answer
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Family / community concerns Supply shortages Employee conflict Lack of technical skills Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Select The Blank Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer True/False Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Select The Blank Question
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Question Correct Answer True/False Question Correct Answer Select The Blank Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer True/False Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Match The Following Question Skill-based pay plans Pay Secrecy Promotions and job movement decisions Benefits True/False Question Correct Answer Select The Blank Question Correct Answer Multiple Choice Single Answer
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Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Select The Blank Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Match The Following Question Generate TQM QC OJT Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer Question
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Correct Answer True/False Question Correct Answer True/False Question Correct Answer Multiple Choice Single Answer Question Correct Answer Match The Following Question External candidate Top management HRD department Promotions from within Multiple Choice Multiple Answer Question Correct Answer Select The Blank Question Correct Answer True/False Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Select The Blank
Question Correct Answer Match The Following Question Appraisal Plan Performance Standards Feedback Interviews Appraiser Training Select The Blank Question Correct Answer True/False Question Correct Answer Select The Blank Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Single Answer Question Correct Answer Multiple Choice Multiple Answer Question Correct Answer

Which feature of the plan will depend on how soundly the organisation has considered & planned its corporate strategy? Effectiveness In terms of linking pay to performance, at group and organisation levels, external market conditions hardly affect an individual's pay. False HRD at organisational level talks of :Organisation's manpower planning , Training , Performance appraisal Some of the criteria for result based training evaluation are:Reduced employee complaints , Increased profits , Increase in return on investments The following personality holds the view that HRD is a developmental oriented planned effort in the personnel area :C S Sanker There has been a general feeling that quality control concepts are applicable to ________ only. Manufacturing processes Correct Answer Personal requirements, experience, aptitudes Main occupation & location Title, main duties & location Lecture courses is often an "In-house" activity in any organisation. True Succession planning has gained lot of importance due to these reasons in today's world :Increase in number of vacancies in managerial positions , Increase in consciousness among executives about the competitions & their own growth prospects , Increase in turnover of managerial personnel
Assessment of an employee's potential is done, in most of the organisations, to facilitate ________. Developmental decisions Incentive systems link performance with compensation by paying employees for the no of hours worked. False The structures identified to facilitate organisational transition include :Activity planning , Commitment planning , Change management structures The very purpose of worker being at workplace is his :Work HRD audit examines linkages with other systems like :TQM , Personnel policies , Work culture ________ occurs when employee behaviour results in unusual failure or unusual success in some part of the job. Critical Incident Performance Appraisal methods can be broadly classified as measuring :Traits , Behaviour , Results The recruitment processes can be protracted if the employer receives the following types of reports :Lengthy , Irrelevant , Boring The review of HRP plan cab be incorporated into ________. An annual general review of corporate objectives One of the advantages of 360 degree appraisals is that :It reduces bias / prejudice Every organisation is an interdependent social and technical system. True Research indicates that people gravitate towards jobs that are compatible with :Their personal orientation HRD has become a popular concept now, particularly in the :Business world
Information related to these aspects is given in Induction training :Organisations mission / goals , Health and safety rules , Working conditions Generally people & organisations need to experience the following before they will seriously undertake making change :Deep levels of hurt Assessment of training needs should be an exercise done entirely by the line managers. False It is important to inculcate the ________ of the company while grooming the successor. Culture LSIO stands for :Large Scale Interactive Process One of the reasons for delayed improvement of QWL is lack of consciousness among employees. True The time span to be covered by the H R Plan needs to be defined. True Team building is a one time organisation development process. False The following should be avoided while writing a job description :Statement of opinion ________ gives an idea of the vertical relationships of work flow & procedures. Relations to other jobs An internal part of most new work systems is a greater commitment to ________. Training & skill development In many organisations, appraisal of potential made by appraiser is reviewed by :Appraiser's superior The action plans established during appraisal interviews should include factors like :Availability of resources , List of contacts , Time span required
To seek employee participation in Appraisal Interviews, a manager should be :Open and supportive Correct Answer People aware of organisation's plan / policies / future requirements Employee's skills/abilities/behaviour meeting current job requirements Unused / underutilised skills/ abilities of employee Group of trained appraisers Commitment is indicated by :Work effort , Enjoyment on the job , Involvement in the work TQM has no effect at all on selection procedures. False The challenges include a fast movement to become ________. Customer driven ________ produces human resource plans. HR Planning unit The following are categorised under rewards & opportunities :Basic salary & other emoluments , Any other benefits , Opportunities for personal development Informal discussions between management representatives and new employees take place :To assess changes needed in existing arrangements , To check progress , To deal with difficulties Active participation of employees in Appraisal interviews helps :To identify root causes & obstacles to performance , To generate constructive ideas for improvement As a Career development tool, Assessment centre helps to :Identify individual's ability to do certain job , Build managerial skills , Create new job assignments Potential evaluation refers to assessment of employee's :Ability to discharge higher responsibilities in future
A Lethargic person may work hard to complete the job because he does not wish to listen to a nagging boss. This behaviour modification can be due to:Negative reinforcement Trait methods of appraisal are most complicated to use. False No application form however carefully designed can cover every possible contingency. True Simplest and the least expensive technique of performance appraisal often yields the least accurate information. True Correct Answer Provides information which enables to change jobs Clearly divides duties & responsibilities Match the job requirements with a worker's aptitude Helps in establishing clear out standards for comparison The trainer's role is to :Create interest for development within an employee HR Manager has to consider these dimensions while planning for career developmental activities:Age & Performance Training needs may be assessed by identifying :The gap between skills possessed by employee and those required for the job A well designed training programme :Is planned in logical manner ________ of job requirements & environments limit the appraiser's capacity for predicting potentials. Discontinuities Skill - based reward systems mainly reward :Learning Many past employers are reluctant to give any information to another company other than the :-
Factual information People learn best and more when they :Do things themselves Successful HRD company has an excellent :Learning environment If 360 degree Appraisal is not designed & conducted well, there are chances of :Employee developing wrong perceptions / attitudes about his assessors In learning process, initially, there is :Rapid rise The management must ensure to create conditions for ________ of its employees. Growth & development In planning one's own career development, an individual should :Assess his interests / skills & values , Establish career goals , Utilise development opportunities During mid-career stage, when the upward mobility of an employee stops, it is called ________. Plateauing A key issue in planning for action is how to motivate ________ to organisational change. Commitment Correct Answer Acting out managerial problems Guidance through advice / suggestions Study of specific organisational problem Unstructured group interaction Employers today are engaged in marketing themselves to :Future recruits , Future customers Career progression is directly related to job performance. True A job description becomes a vehicle for ________. Organisation change & improvement
If the appraisal interview is conducted well, it :Increases employee's acceptance of feedback , Increases satisfaction with the interview , Motivates employee to improve in future The three major strategies for using power to influence others in O D include :Playing it straight , Using social networks , Going around the formal system In the stage of decline, the focus of employee is on factors like achievement, esteem and autonomy. False Verifying the educational accomplishments shown on the application is covered under :Background investigation Which is the least predictable & most important asset? Human resource HRD systems are :People intensive Now-a-days companies are tailoring benefit plans to suit employee needs and give employees some choice over how they receive their total fringe benefit payment. True Apart from having formal contract between employing organization and individual employees, there has to be :Psychological contract Job data on features of the job can be collected from :Employees who perform the job , Other employees who watch the workers , Trade job analysts Most candidates are concerned about their ________. Salaries The opportunities are for new ________. Ventures Positive reactions of participants very well indicate that the training has been successful.
True Some of the competencies like attitudes, skills, perspectives etc may cut across all levels and departments in the company. True ________ is more future oriented & concerned with education of employees to improve his performance. Management development Trainees change their values / attitudes if they are encouraged to participate / discuss and discover desirable means. True Career development, from an individual's point of view, involves identifying :Own career goals Many gain sharing plans include a ________ that helps to gather, assess and implement employee suggestions & improvements. Participative system Induction programme needs to be flexible and should take into account :Individual differences and needs of new employees ________ in establishing performance standards refers to the extent to which standards relate to strategic objectives of the organisation Strategic relevance Any system has to be based on :Analysis of demand & supply In employee career development, a manager can play different roles like :Coach , Appraiser , Advisor The broad groupings conventionally used for occupational analysis include :Managers , Supervisors , Technical staff Correct Answer Essential in view of continuous development of the organisation expansion Stimulates development in people Define role more clearly to avoid ambiguity in the expectations Tool to help employees overcome his weaknesses
Training becomes necessary at the time of :New system introduction Peer Appraisal system suffers from one disadvantage : Peer ratings can be based on :Popularity of a person HRD is a total system with various :Sub systems While examining top management's style of managing people, HRD consultants examine :The leadership styles of managers , Human relation skills of managers , Attempts to create a learning environment in company Correct Answer Management Information Systems Large Scale Interactive Process Strengths Weaknesses opportunities Threats Total Quality Management The Personnel needs of an organisation are identified in :Human resource planning Work study is a systematic analysis of work in terms of :People , Materials & machines , Work hours needed per output unit Group cohesiveness does not always operate in productive directions. True Opinions differ on how to write job descriptions. True In today's competitive business environment, the most important resource is considered to be :Human resources Core values best represent what the organisation stands for. True From an employee's perspective, the least acceptable pay plans are :Individual bonus programs
Quality control is a management process which consists of :Evaluate actual quality performance , Compare actual performance to quality goals , Take action on the difference Graphology is commonly known as ________. Handwriting analysis Correct Answer To initiate a preliminary review of potentially acceptable candidates Comprehensive personal history profile Information that leads to more effective selection Organisational change through continuous learning is necessary for organisations to survive in today's world. True TQM Culture does not encompass :Quick fixes ________ are those people who have great potential and genuine capacities but not utilising it at all. Problem children Potential possibilities of danger exists in industries like :Chemical , Engineering , Fertilizer In succession planning, the first step is development of :Management staffing plans Correct Answer Job variety Personal objectives and Job Career development Interview On-the-job The last step prior to the final selection decision may consist of having the applicant take :A physical examination Job description means a written statement of the main features which the job incumbent must possess. True
Activity planning has the following characteristics :Should gain top - management approval , Be cost effective , Remain adaptable The reasons of Plateaus in learning curve can be :Distraction during learning , Ineffective / poor training by trainer The extra resources required by an organisation undergoing change are for change activities such as :Training , Consultations , Data collection & feed back Good HRD audit begins with :Individual Interviews The manager should skillfully make the employee discover his needs and problems during appraisal interviews. True Generally a vision describes ________ of the organisation. The core values & purposes HRD audit normally attempts to assess :Existing skills The concept that concerns comparison of rewards with those of other organisations in the same market is :External equity If there is no ________ the organisational tasks may not be done at all or are done at a slow pace. Commitment What provides a valued direction for designing, implementing & assessing organisational changes :Vision Occasionally, learning curves show ________, which are the areas in the learning curve which indicate no progress in learning. Plateaus Generally the changes cannot be implemented unless members gain new competencies. True
________ is the process where by managers have to decide who deserves increments, bonus and other tangible incentives based on individual performance. Reward review ________ involves paying employees a bonus based on improvements in the operating results of an organisation. Gain sharing To collect information about the effectiveness of existing systems, HRD auditors interview all existing employees in an organisation. False Employees who are incompetent / unsatisfactory & have low potential for growth are termed as ________. Dead wood The Essay Method provides opportunity to point out unique characteristics of employee being appraised. False Traits of temperament are also known as :Personnel characteristics Potential Evaluation should be carried out at the same time as the appraisal of performance to reduce cost of entire exercise. True An important point during the initial screening phase is to ________. Identify a salary range In democratic organisation, the reward systems are designed with high levels of :Employee participation & openness In Traits Approach to appraisals, these factors are considered:Dependability , Creativity , Initiative According to Terry the essential information needed for a job evaluation is :The make up of a job , The relation of a job to other jobs , Job's requirement for competent performance On-the-job training has certain drawbacks:-
Low productivity , Errors , Damages Correct Answer Hub Organizational Development Rules Supports Now-a-days, succession planning can be computerised. True The following can influence the employee's QWL immensely :Satisfactory work Line managers have a great role in assessment of training needs of their staff members. They can do it by way of :Observation of performance , Regular discussion with staff HR Manager can make use of ________ for making career development more effective in case of senior executives. Sub-baticals M. M. Khan remarks that HRD is the process of :Increasing knowledge , Capabilities , Positive work attitudes When performance standards focus on single criterion & excludes other important but less quantifiable performance dimensions, then the appraisal system is said to suffer from ________. Criterion deficiency HRD functions are aligned with business ________ & strategies. Goals Employee's performance is influenced by these factors :Ability , Motivation , Environment HRP has to be finally integrated into the other areas of the organisation's strategy. True ________ has to go through a participative cycle involving several levels of executives. Strategic business planning
The following is not an essential objective of HRD :To minimize the utilization of human resources for the achievement of individual ________ is the most significant sub - system contributing to all HRD development dimensions. Training The common qualities of an employee in an organisation include :Quality orientation , Cost consciousness , Entrepreneurship A proper understanding of ________ on the part of trainer helps a lot in structuring effective training experiences. Learning principles Training is linked with :Performance appraisal , Career development , Special in house training programme HRD audit has been found to ________ attention of employees at various levels. Draw One of the barrier to the improvement of QWL is :Lack of financial resources The Forced choice method has a limitation of cost of establishing and maintaining its validity. True In sensitivity training, the interaction of participants is facilitated by a professional behaviour scientist. True A behavioural check list developed for a "Service Engineer" for appraising his performance can include :Reacts quickly to customer needs , Able to find out fault , Has knowledge of Technical developments The 3rd change activity involves :Developing political support for change Correct Answer
External environment Work environment Motivation Ability Most HRD audit fails due to failures of :Implementation Good HRD Practices are those which :Need to be identified , Need to be implemented cost effectively , Contribute to 1 or more of the 3 `Cs'. Much of the traditional TQM literature concentrates on what might be termed as :The hard side HRD audit can be a means to :Improve communications , Improve trust on management In ________ manager's ability in the areas of planning / organising/ budgeting/ analytical ability are not evaluated properly. Subordinate Appraisal Subordinate Appraisals are good to assess :Leadership qualities , Delegation of authorities , Interest in subordinates In Tell-and-sell Interview, employee gets an opportunity to:Release his frustrated feelings HRM Function consists of 3 main sub functions :HRD , Workers affairs , H R Administration If an average employee is rated 'Unproductive' when compared to a Star performer, it is :Contrast error The concept of HRD is partially of humanism. False A no of things prove useful in career development are :Resignations , Better performance , Mentors HRD Processes are ________.
Intermediate variables ________ often give employees, responsibility for their outcomes and sense to accomplish targets. Results Appraisals When new employees undertake parts of an Induction programme together, their Induction is regarded as a Group Activity. False Assessment of an employee's potential must be related to his competence in his present job. False Motor co-ordination is classified under which specialisation? Physical characteristics A comprehensive job analysis programme is an essential ingredient of sound personnel management. True When all the employees are about average, it is :Error of Central Tendency The following have been classified under competencies though they more often deal with patterns of working :Attitudes, values & habits Applications - in job description should necessarily include :Form of application , Closing date , Address for forwarding ________ is a critical step in planning for improvement in performance in appraisal interviews. Problem identification Who makes a major difference to an organisation? People The objectives to publish information must fulfill the following conditions :Give a comprehensive and accurate job description , Attract the attention of maximum number of potentially suitable candidates , Give a favourable image of the organisation
To assess adequacy of existing HRD structure, HRD auditors examine :Line manager's perception about HRD staff , Attitude, values & developmental needs of HRD staff , Existing skill base of HRD staff A letter of application or a CV is sometimes used as a kind of selection device. True If proper ________ activities have been conducted, there should be no need to masquerade the salary. HRM Formal assessment of specific training needs for an individual may arise at the time of :Changing job , Staring employment HRP must be based on the most comprehensive & accurate information that is possible. True Succession planning ensures ________ which is the dream of every HR Department. Smooth transition Training needs arise at these levels:Group , Organisational , Individual Induction serves the purpose of integrating the new person into ________. Work environment Employing organizations should have positive attitudes and actions towards new employees :To help them adjust to new surroundings , To gain their confidence and commitment , To avoid employee turnover Sensitivity training provides managers with :Increased awareness of their own behaviour , Greater sensitivity to behaviours of others , Increase understanding of group processes After assessing performance problem, the actions that can be taken to improve performance would be :Training employee , Transferring employee , Motivating employee MBO system, in many organisations is integrated with :-
Measures of Customer satisfaction , Mentoring systems Quality control concept is applicable in situations where end product :Is a feasible & tangible output ________ places the employees in an actual work situation. On-the-job training One of the more fundamental axioms of OD is that people's readiness for change depends on ________. Creating a felt need for change In an Appraisal interview, Appraiser should encourage employee :To participate actively ________ increases tolerance for individual differences, openness, listening skills of a manager. Sensitivity training Generally, for immediate future, succession plans are prepared for :Individuals Predicting potential of subordinates is done by :Using judgement on the basis of their current performance The model of planning as a people process has benefits to :Groups , Divisions , Constituent companies Correct Answer Increased productivity, decreased wastage & cost Insight into content & techniques of training Actual improvement in performance after training Change in behaviour on the job Major kinds of reward systems interventions are :Promotions , Benefits , Bonus pool Potential evaluation helps in identifying :High-flyers & Dead Wood Practically, no learning can take place when the task is :Complex
Management succession is a direct responsibility of :CEO & Top Management After about 3 months employment, formal ________ are conducted as part of Induction programme. Follow-up interviews Normally jobs tend to :Be dynamic Organizations should take positive measures to facilitate ________ of new employees through Induction. Social adaptation Preparing & publishing information of the recruitment process require very special attention & skill. True A first step in overcoming resistance is to learn :How people are experiencing change The questionnaire method of HRD audit helps in Bench-marking. True Many organisations use the techniques of confidential reports for performance appraisals. True ________ is the powerful motivator that should be used at the beginning of appraisal interview. Praise HRD audit examines linkages with other :Systems Correct Answer Answers to relevant questions may be recorded Understanding of what the work involves & direct observations Usually employed by engineering consultants A time consuming procedure The production schedules comprises details like :Product qualities , Production methods , Machinery needed & available
The ________ is an excellent opportunity for management to describe the jobs in enough details. Screening interview The following tamper the constitutionalism of an organisation :Bias on part of management , Lack of privacy , Improper process of discipline The success of gain sharing depends on :Employee size of organisation , Sharing process , Employee acceptance & cooperation The different groups or coalitions compete with one another for ________. Scare resources & influence Job analysis is used as a foundation for job evaluation. True ________ plays a greater role in employee's satisfaction. Compensation Result Methods of appraisal are good for reward and promotion decisions. True People taking up new employment have these difficulties :Feeling of Insecurity , Break in continuity , No credit for past achievements If Appraisals are not conducted properly, it can lead to :Wastage of time , Feeling of frustration , Strategic failure The information asked during the comprehensive interview should necessarily be :Job related ________ is not an important prerequisite to make HRD programme successful. No definite plans for effective utilisation of manpower skills Strategic planning requires the planners to assess :PEST Analysis Performance Ratings must be ________. Job related
Some of the sources for collection of background information for job evaluations are :Class specifications , Existing job descriptions , Organisation charts Learning is closely related to :Attention and concentration Appraisal interviews should be finally directed towards :Finding solutions to performance problems Correct Answer Return on Investment Long Term Planning Short Term Planning Evaluation TQM systems require a high degree of ________ of employers. Involvement While assessing potentials, appraiser should not heavily rely on the employee's :Personality traits Job descriptions are written by ________. Personnel department or its representatives HRD & HRM are often used interchangeably. True Job identification is also known as ________. Original position While identifying potential successor , importance should be given to factors like :Experience , Education , Temperament In performance management, ________ provides employees with knowledge of results of their evaluation and allows manager and employee to discuss current problems and set future goals. Feedback interview Individuals often act differently in real life situations than they do in acting out a simulated exercise. True
________ gives the employees a feeling of gaining something extra. Fringe benefits Balancing the cost between the utilization of plant & work force is especially important :When costing projects In Results Method to appraisals, Manager can consider results in form of :Sales figures , Production output Training should be evaluated to determine its effectiveness. True ________ are considered as most comprehensive criteria for measurement of QWL. Walton's 8 factors These are the written statements describing how well a job should be performed :Performance Standards The new challenges require employees to change at what levels? All Basic considerations in establishing performance standards are :Strategic relevance , Criterion deficiency , Reliability For carrying out succession planning activities, it is necessary to assess leadership qualities & general competencies like :Customer focus , Commitment to excellence , Self-confidence In human resource management, the TQM focus is on changing :Role The ________ of TQM depends on the way it is made to work by employees at all levels. Success or failure The envisioned future is specific to the changed project at hand and must be created. True
Line managers can provide developmental opportunities to the staff by using informal methods like :Delegation , Job rotation Normally HRD interventions include :Training , Education , Developing human resources When employees feel that people responsible for change are genuinely interested on their feelings, they are more willing to share :Their concerns & fears It is vital to review & revise good HRD Practices to enhance their effectiveness & appropriateness. True HRD department should take help of top executives in grooming potential successors. False The drawbacks of skill-based pay schemes are ________ and the lack of performance contingency. Tendency to "Top out" Correct Answer Quality of Work Life Sufficient Pleased Qunatifying Employees of an organisation cannot participate in HRD audit. It is concerned only with top management's views and goals. False The steps involved in potential evaluation are :Exploring one's unused knowledge and skill , Reviewing present performance and Track record , Analysing one's specific traits, skills, behaviour Fairness & justice virtually dictate that if people are responsible for enhanced levels of performance & profitability they will want to share in the benefits. True Organisation change can be difficult for change agents also in addition to participants.
True HRD is important in strategic management in how many ways? Two Which of the following is not a psychological characteristic? Colour discrimination Someone who wants to take personal career development seriously, should engage in ________ . Self-assessment In HRD audit, current skill base of employees is assessed through :An examination of qualified employees , Job descriptions , Training programmes attended by employees Good HRD Practices generate employee satisfaction which in turn can influence :Customer satisfaction A comprehensive questionnaire is ________ to company excuse. Administered In case study method of management development, cases are usually imaginary situations. False While teaching concepts or skills, a trainer should :Provide variety of examples The HRD Manager has a significant role to play in the existing people management system i.e. he has to :Review , Revamp , Rejuvenate The vision provides a purpose & reason for change & describes :The desired future state Leading questions by manager help employee make diagnosis of the problem. False In maintenance phase, many people experience psychological discomfort. True
In Career development, it is advantageous to have :Proper placement ________ is most useful when it is immediate and specific to a particular situation. Performance feedback Most HRD audit failures are due to failures of ________. Implementation It is necessary to communicate about reward systems to employees to ensure :Better employee perception of pay equity , Increased motivation An "Executive" in a Travel Agency can be appraised better by :Customers Employee Career development can hardly take place without support & commitment of top management. True HRD auditors conduct group interviews of union leaders, some strategic clients and informal leaders. False Advantages of Traits Method are:It is inexpensive to develop , Easy to use Essential aspect of Induction process is :Relationships and contacts Language ability is categorised under :Other features of a demographic nature The efficient units in job design include :Positions , Departments , Divisions The following about the changes can allay unfounded fears & speculations :Effective communication To ask job applicants the following questions is a futile exercise :Make assessment of themselves , Whether they possess intelligence , If they have initiative
The change agent can be :Leader of the organisation , Head of the department , O D Consultant It is not actually necessary to seek external help in succession planning. True Learning is more effective when there is ________ in form of rewards or punishments. Reinforcement The first two elements of HRP system are :Preparatory It is very necessary to have the following between the boss & the employee :Fit For administrative purposes the final employment offer should be made by the :Personnel Department Surveys have revealed that only few organisations use the internet. True The Performance Standards provide :Benchmark against which to evaluate Work Performance The basic principles of training design consist of :Identifying the components of tasks of final desired performance , Arranging total learning situations in a sequence Correct Answer Tendency to "Top-out" Dissatisfaction with pay Usually in top-down manner Less performance contingent In appraisal interviews, an appraiser should attempt to establish a climate of acceptance, warmth, support, openness and trust. True ________ has the primary responsibility for over-seeing and co-coordinating appraisal program. HR Department
Increased use of benefits to the employees result in :Higher expectations The responsibility of implementing, supervising and evaluating Induction lies only with HR Manager. False It is essential to train appraisers in Potential evaluation techniques. True HRD audit has led to strengthing recruitment :Policies & procedures Strengths & weaknesses are usually :Internal In potential appraisal, appraiser should consider some of these qualities in an employee :Creative Imagination , Effective leadership , Sense of responsibility Training can :Reduce employees turnover , Reduce absenteeism , Lead to higher performance ratings A trainer should concentrate developmental activities on category of "Problem Children" to get best results. True Most successful corporations believe that it is their ________ who provide them a competitive advantage. People Resignation' can result in career progression. True Skill - based reward systems have many benefits like :More flexible workforce , Less problems of absenteeism , Less work disruptions Correct Answer Based on measures of productivity Simplest method of assessment Vary in their degree of sophistication Systematic analysis of work
HR Manager can choose some of these techniques for career development :Training , Counseling , Rotational assignments The following is not an important concern of corporation :Competitors growth & expansion plans The fundamental basis of a vision for change is the organisation's :Core ideology In ________ individual goals and organisational goals are aligned properly. MBO If a manager assesses potential of an employee with a view to giving him a higher level job, the employee should have :Better insight of inter-relationships , Capacity to deal with complex problems , Analytical power The main contribution to HRD audit is to focus on :Value added HRD If the corporation does not survive, there is little it can do to take care of its :Employees Correct Answer Create Total Quality Management Quality Control On the Job Training There is a series of interdependent systems, functionally linked together & integrated into the work system of :System approach to training Transfer of training can be achieved by maximising :Similarity between training situation and the work situation Without the following many tasks of the organisations may not be completed cost effectively :Competencies Job analysis is helpful in organisational planning in the following ways :-
Defines labour needs in concrete terms , Co-ordinates the activities of the work force , Clearly divides duties & responsibilities Learning curves provide a method of :Evaluating trainee's performance towards establishing goals In order that succession planning can be well accepted, organisations must have :Transparent appraisals , Open communication system One of the factors that leads to a negative decision in the recruitment efforts is ________. Inadequate or inappropriate experience Plateaus in learning curve indicate that :The learners have to make extra efforts , The trainer has to provide additional incentives to learner Good QWL creates :Cordial atmosphere Induction Interviews of new employees are carried out by :HR and Line Managers Trainees change their values / attitudes if they are encouraged to participate/discuss & discover desirable means. True Correct Answer Measurement of frequency of each behaviour Degree to which employee possesses certain characteristics Distinction between successful and unsuccessful performance Discussion of favourable and unfavourable incidents This is the traditional approach to evaluating an employee's performance :Manager Appraisal In an Appraisal interview, while dealing with a problem area a manager should suggest :Change in ways of performing Every induction and orientation exercise has to gear itself for integrating employees into organisation and not a given department only.
True What is more likely to contribute to organisational success? A well trained & motivated workforce When upward mobility stops for an employee, HR manager can think of alternatives like :Establishing additional career ladders , Altering expectations of employee with the help of mentors , Assisting them to chose new career Final potential evaluation should be done by those who :Have adequate knowledge of future requirements , Know organisation's prospects, plans & policies Job rotation helps an employee to :Reduce boredom , Develop new ideas , Absorb new information The question of what between the `hard' & `soft' sides of TQM necessitates a re-examination of existing HR policies & practices? Fit Who has the responsibility to investigate each potential applicant? Personnel administration HRD plays an important role in the _______ of employee's career needs & organisational career opportunities. Alignment The following groups propose long term business strategies to achieve the vision in their own division :Senior & middle management groups If a product or service meets or exceeds expectations time & again then in the mind of customer it is a :Quality product or quality service Job title including its code number is known as job identification. True There is a growing awareness by employers of the value of the employer `Brand'. True Different application forms may be necessary for different kinds of work.
True In today's world of complex jobs and competition more than one rator need to evaluate employee performance. True In MBO, employees establish objectives through consultation with HR Manager. False It is always desired that managerial vacancies are filled through :Internal promotions Correct Answer No internal talent available Decision regarding successors Support & consultation in succession planning No work culture clashes While setting goals with employee, in an appraisal interview, the manager should :Emphasize employee's strengths , Concentrate on opportunities for growth , Establish specific action plan A proper understanding of ____ on the part of trainer helps a lot in structuring effective training experiences. Learning principles The HRD auditors visit only the corporate offices of the company. False Which of the following can be extremely valuable tool in the selection process? Valid tests The most prevalent thinking is that Job description should be written in terms of :Duties & responsibilities The following serves as a guide in hiring :Job specification Which of the following is a major cost of doing business? Inadequate performers
The simplest way of starting succession planning process is to ________. Identify critical positions Correct Answer To know purpose of appraisals Basis for performance evaluation Evaluation of performance and setting of future goals Developing observational and feedback skills A customer who buys your product or service has certain ________. Expectations Good HRD practices do not make any difference on many counts. False ________ gives the reader a quick capsule explanation of the content of a job usually in 1 or 2 sentences. Job duties & responsibilities Recency error is :Temporal error One of the major disadvantages of lump sum salary increase programs is :Extra cost of Administering the plan Some of these steps are involved in MBO:Setting up Organisational Goals , Periodic reviews

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There has been a general feeling that quality control concepts are applicable to ________ only. Manufacturing processes Assessment of an employee's potential is done, in most of the organisations, to facilitate ________. Developmental decisions ________ occurs when employee behaviour results in unusual failure or unusual success in some part of the job. Critical Incident The review of HRP plan cab be incorporated into ________. An annual general review of corporate objectives It is important to inculcate the ________ of the company while grooming the successor. Culture ________ gives an idea of the vertical relationships of work flow & procedures. Relations to other jobs An internal part of most new work systems is a greater commitment to ________. Training & skill development The challenges include a fast movement to become ________. Customer driven ________ produces human resource plans. HR Planning unit ________ of job requirements & environments limit the appraiser's capacity for predicting potentials. Discontinuities The management must ensure to create conditions for ________ of its employees. Growth & development
During mid-career stage, when the upward mobility of an employee stops, it is called ________. Plateauing A key issue in planning for action is how to motivate ________ to organisational change. Commitment A job description becomes a vehicle for ________. Organisation change & improvement Most candidates are concerned about their ________. Salaries The opportunities are for new ________. Ventures ________ is more future oriented & concerned with education of employees to improve his performance. Management development Many gain sharing plans include a ________ that helps to gather, assess and implement employee suggestions & improvements. Participative system ________ in establishing performance standards refers to the extent to which standards relate to strategic objectives of the organisation Strategic relevance Graphology is commonly known as ________. Handwriting analysis ________ are those people who have great potential and genuine capacities but not utilising it at all. Problem children Generally a vision describes ________ of the organisation. The core values & purposes If there is no ________ the organisational tasks may not be done at all or are done at a slow pace. Commitment
Occasionally, learning curves show ________, which are the areas in the learning curve which indicate no progress in learning. Plateaus ________ is the process where by managers have to decide who deserves increments, bonus and other tangible incentives based on individual performance. Reward review ________ involves paying employees a bonus based on improvements in the operating results of an organisation. Gain sharing Employees who are incompetent / unsatisfactory & have low potential for growth are termed as ________. Dead wood An important point during the initial screening phase is to ________. Identify a salary range HR Manager can make use of ________ for making career development more effective in case of senior executives. Sub-baticals When performance standards focus on single criterion & excludes other important but less quantifiable performance dimensions, then the appraisal system is said to suffer from ________. Criterion deficiency HRD functions are aligned with business ________ & strategies. Goals ________ has to go through a participative cycle involving several levels of executives. Strategic business planning ________ is the most significant sub - system contributing to all HRD development dimensions. Training A proper understanding of ________ on the part of trainer helps a lot in structuring effective training experiences. Learning principles
HRD audit has been found to ________ attention of employees at various levels. Draw In ________ manager's ability in the areas of planning / organising/ budgeting/ analytical ability are not evaluated properly. Subordinate Appraisal HRD Processes are ________. Intermediate variables ________ often give employees, responsibility for their outcomes and sense to accomplish targets. Results Appraisals ________ is a critical step in planning for improvement in performance in appraisal interviews. Problem identification If proper ________ activities have been conducted, there should be no need to masquerade the salary. HRM Succession planning ensures ________ which is the dream of every HR Department. Smooth transition Induction serves the purpose of integrating the new person into ________. Work environment ________ places the employees in an actual work situation. On-the-job training One of the more fundamental axioms of OD is that people's readiness for change depends on ________. Creating a felt need for change ________ increases tolerance for individual differences, openness, listening skills of a manager. Sensitivity training After about 3 months employment, formal ________ are conducted as part of Induction programme.
Follow-up interviews Organizations should take positive measures to facilitate ________ of new employees through Induction. Social adaptation ________ is the powerful motivator that should be used at the beginning of appraisal interview. Praise The ________ is an excellent opportunity for management to describe the jobs in enough details. Screening interview The different groups or coalitions compete with one another for ________. Scare resources & influence ________ plays a greater role in employee's satisfaction. Compensation ________ is not an important prerequisite to make HRD programme successful. No definite plans for effective utilisation of manpower skills Performance Ratings must be ________. Job related TQM systems require a high degree of ________ of employers. Involvement Job descriptions are written by ________. Personnel department or its representatives Job identification is also known as ________. Original position In performance management, ________ provides employees with knowledge of results of their evaluation and allows manager and employee to discuss current problems and set future goals. Feedback interview ________ gives the employees a feeling of gaining something extra. Fringe benefits
________ are considered as most comprehensive criteria for measurement of QWL. Walton's 8 factors The ________ of TQM depends on the way it is made to work by employees at all levels. Success or failure The drawbacks of skill-based pay schemes are ________ and the lack of performance contingency. Tendency to "Top out" Someone who wants to take personal career development seriously, should engage in ________ . Self-assessment A comprehensive questionnaire is ________ to company excuse. Administered ________ is most useful when it is immediate and specific to a particular situation. Performance feedback Most HRD audit failures are due to failures of ________. Implementation Learning is more effective when there is ________ in form of rewards or punishments. Reinforcement ________ has the primary responsibility for over-seeing and co-coordinating appraisal program. HR Department Most successful corporations believe that it is their ________ who provide them a competitive advantage. People In ________ individual goals and organisational goals are aligned properly. MBO One of the factors that leads to a negative decision in the recruitment efforts is ________.
Inadequate or inappropriate experience HRD plays an important role in the _______ of employee's career needs & organisational career opportunities. Alignment A proper understanding of ____ on the part of trainer helps a lot in structuring effective training experiences. Learning principles The simplest way of starting succession planning process is to ________. Identify critical positions A customer who buys your product or service has certain ________. Expectations ________ gives the reader a quick capsule explanation of the content of a job usually in 1 or 2 sentences. Job duties & responsibilities

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Which feature of the plan will depend on how soundly the organisation has considered & planned its corporate strategy? Effectiveness The following personality holds the view that HRD is a developmental oriented planned effort in the personnel area :C S Sanker The very purpose of worker being at workplace is his :Work One of the advantages of 360 degree appraisals is that :It reduces bias / prejudice Research indicates that people gravitate towards jobs that are compatible with :Their personal orientation HRD has become a popular concept now, particularly in the :Business world Generally people & organisations need to experience the following before they will seriously undertake making change :Deep levels of hurt LSIO stands for :Large Scale Interactive Process The following should be avoided while writing a job description :Statement of opinion In many organisations, appraisal of potential made by appraiser is reviewed by :Appraiser's superior To seek employee participation in Appraisal Interviews, a manager should be :Open and supportive Potential evaluation refers to assessment of employee's :Ability to discharge higher responsibilities in future
A Lethargic person may work hard to complete the job because he does not wish to listen to a nagging boss. This behaviour modification can be due to:Negative reinforcement The trainer's role is to :Create interest for development within an employee HR Manager has to consider these dimensions while planning for career developmental activities:Age & Performance Training needs may be assessed by identifying :The gap between skills possessed by employee and those required for the job A well designed training programme :Is planned in logical manner Skill - based reward systems mainly reward :Learning Many past employers are reluctant to give any information to another company other than the :Factual information People learn best and more when they :Do things themselves Successful HRD company has an excellent :Learning environment If 360 degree Appraisal is not designed & conducted well, there are chances of :Employee developing wrong perceptions / attitudes about his assessors In learning process, initially, there is :Rapid rise Verifying the educational accomplishments shown on the application is covered under :Background investigation Which is the least predictable & most important asset? Human resource
HRD systems are :People intensive Apart from having formal contract between employing organization and individual employees, there has to be :Psychological contract Career development, from an individual's point of view, involves identifying :Own career goals Induction programme needs to be flexible and should take into account :Individual differences and needs of new employees Any system has to be based on :Analysis of demand & supply Training becomes necessary at the time of :New system introduction Peer Appraisal system suffers from one disadvantage : Peer ratings can be based on :Popularity of a person HRD is a total system with various :Sub systems The Personnel needs of an organisation are identified in :Human resource planning In today's competitive business environment, the most important resource is considered to be :Human resources From an employee's perspective, the least acceptable pay plans are :Individual bonus programs TQM Culture does not encompass :Quick fixes In succession planning, the first step is development of :Management staffing plans
The last step prior to the final selection decision may consist of having the applicant take :A physical examination Good HRD audit begins with :Individual Interviews HRD audit normally attempts to assess :Existing skills The concept that concerns comparison of rewards with those of other organisations in the same market is :External equity What provides a valued direction for designing, implementing & assessing organisational changes :Vision Traits of temperament are also known as :Personnel characteristics In democratic organisation, the reward systems are designed with high levels of :Employee participation & openness The following can influence the employee's QWL immensely :Satisfactory work The following is not an essential objective of HRD :To minimize the utilization of human resources for the achievement of individual One of the barrier to the improvement of QWL is :Lack of financial resources The 3rd change activity involves :Developing political support for change Most HRD audit fails due to failures of :Implementation Much of the traditional TQM literature concentrates on what might be termed as :-
The hard side In Tell-and-sell Interview, employee gets an opportunity to:Release his frustrated feelings If an average employee is rated 'Unproductive' when compared to a Star performer, it is :Contrast error Motor co-ordination is classified under which specialisation? Physical characteristics When all the employees are about average, it is :Error of Central Tendency The following have been classified under competencies though they more often deal with patterns of working :Attitudes, values & habits Who makes a major difference to an organisation? People Quality control concept is applicable in situations where end product :Is a feasible & tangible output In an Appraisal interview, Appraiser should encourage employee :To participate actively Generally, for immediate future, succession plans are prepared for :Individuals Predicting potential of subordinates is done by :Using judgement on the basis of their current performance Potential evaluation helps in identifying :High-flyers & Dead Wood Practically, no learning can take place when the task is :Complex Management succession is a direct responsibility of :CEO & Top Management
Normally jobs tend to :Be dynamic A first step in overcoming resistance is to learn :How people are experiencing change HRD audit examines linkages with other :Systems The information asked during the comprehensive interview should necessarily be :Job related Strategic planning requires the planners to assess :PEST Analysis Learning is closely related to :Attention and concentration Appraisal interviews should be finally directed towards :Finding solutions to performance problems While assessing potentials, appraiser should not heavily rely on the employee's :Personality traits Balancing the cost between the utilization of plant & work force is especially important :When costing projects These are the written statements describing how well a job should be performed :Performance Standards The new challenges require employees to change at what levels? All In human resource management, the TQM focus is on changing :Role When employees feel that people responsible for change are genuinely interested on their feelings, they are more willing to share :Their concerns & fears HRD is important in strategic management in how many ways?
Two Which of the following is not a psychological characteristic? Colour discrimination Good HRD Practices generate employee satisfaction which in turn can influence :Customer satisfaction While teaching concepts or skills, a trainer should :Provide variety of examples The vision provides a purpose & reason for change & describes :The desired future state In Career development, it is advantageous to have :Proper placement An "Executive" in a Travel Agency can be appraised better by :Customers Essential aspect of Induction process is :Relationships and contacts Language ability is categorised under :Other features of a demographic nature The following about the changes can allay unfounded fears & speculations :Effective communication The first two elements of HRP system are :Preparatory It is very necessary to have the following between the boss & the employee :Fit For administrative purposes the final employment offer should be made by the :Personnel Department The Performance Standards provide :Benchmark against which to evaluate Work Performance Increased use of benefits to the employees result in :-
Higher expectations HRD audit has led to strengthing recruitment :Policies & procedures Strengths & weaknesses are usually :Internal The following is not an important concern of corporation :Competitors growth & expansion plans The fundamental basis of a vision for change is the organisation's :Core ideology The main contribution to HRD audit is to focus on :Value added HRD If the corporation does not survive, there is little it can do to take care of its :Employees There is a series of interdependent systems, functionally linked together & integrated into the work system of :System approach to training Transfer of training can be achieved by maximising :Similarity between training situation and the work situation Without the following many tasks of the organisations may not be completed cost effectively :Competencies Learning curves provide a method of :Evaluating trainee's performance towards establishing goals Good QWL creates :Cordial atmosphere Induction Interviews of new employees are carried out by :HR and Line Managers This is the traditional approach to evaluating an employee's performance :Manager Appraisal
In an Appraisal interview, while dealing with a problem area a manager should suggest :Change in ways of performing What is more likely to contribute to organisational success? A well trained & motivated workforce The question of what between the `hard' & `soft' sides of TQM necessitates a re-examination of existing HR policies & practices? Fit Who has the responsibility to investigate each potential applicant? Personnel administration The following groups propose long term business strategies to achieve the vision in their own division :Senior & middle management groups If a product or service meets or exceeds expectations time & again then in the mind of customer it is a :Quality product or quality service It is always desired that managerial vacancies are filled through :Internal promotions Which of the following can be extremely valuable tool in the selection process? Valid tests The most prevalent thinking is that Job description should be written in terms of :Duties & responsibilities The following serves as a guide in hiring :Job specification Which of the following is a major cost of doing business? Inadequate performers Recency error is :Temporal error One of the major disadvantages of lump sum salary increase programs is :Extra cost of Administering the plan

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In terms of linking pay to performance, at group and organisation levels, external market conditions hardly affect an individual's pay. False Lecture courses is often an "In-house" activity in any organisation. True Incentive systems link performance with compensation by paying employees for the no of hours worked. False Every organisation is an interdependent social and technical system. True Assessment of training needs should be an exercise done entirely by the line managers. False One of the reasons for delayed improvement of QWL is lack of consciousness among employees. True The time span to be covered by the H R Plan needs to be defined. True Team building is a one time organisation development process. False TQM has no effect at all on selection procedures. False Trait methods of appraisal are most complicated to use. False No application form however carefully designed can cover every possible contingency. True
Simplest and the least expensive technique of performance appraisal often yields the least accurate information. True Career progression is directly related to job performance. True In the stage of decline, the focus of employee is on factors like achievement, esteem and autonomy. False Now-a-days companies are tailoring benefit plans to suit employee needs and give employees some choice over how they receive their total fringe benefit payment. True Positive reactions of participants very well indicate that the training has been successful. True Some of the competencies like attitudes, skills, perspectives etc may cut across all levels and departments in the company. True Trainees change their values / attitudes if they are encouraged to participate / discuss and discover desirable means. True Group cohesiveness does not always operate in productive directions. True Opinions differ on how to write job descriptions. True Core values best represent what the organisation stands for. True Organisational change through continuous learning is necessary for organisations to survive in today's world. True Job description means a written statement of the main features which the job incumbent must possess.
True The manager should skillfully make the employee discover his needs and problems during appraisal interviews. True Generally the changes cannot be implemented unless members gain new competencies. True To collect information about the effectiveness of existing systems, HRD auditors interview all existing employees in an organisation. False The Essay Method provides opportunity to point out unique characteristics of employee being appraised. False Potential Evaluation should be carried out at the same time as the appraisal of performance to reduce cost of entire exercise. True Now-a-days, succession planning can be computerised. True HRP has to be finally integrated into the other areas of the organisation's strategy. True The Forced choice method has a limitation of cost of establishing and maintaining its validity. True In sensitivity training, the interaction of participants is facilitated by a professional behaviour scientist. True The concept of HRD is partially of humanism. False When new employees undertake parts of an Induction programme together, their Induction is regarded as a Group Activity. False
Assessment of an employee's potential must be related to his competence in his present job. False A comprehensive job analysis programme is an essential ingredient of sound personnel management. True A letter of application or a CV is sometimes used as a kind of selection device. True HRP must be based on the most comprehensive & accurate information that is possible. True Preparing & publishing information of the recruitment process require very special attention & skill. True The questionnaire method of HRD audit helps in Bench-marking. True Many organisations use the techniques of confidential reports for performance appraisals. True Job analysis is used as a foundation for job evaluation. True Result Methods of appraisal are good for reward and promotion decisions. True HRD & HRM are often used interchangeably. True Individuals often act differently in real life situations than they do in acting out a simulated exercise. True Training should be evaluated to determine its effectiveness. True
The envisioned future is specific to the changed project at hand and must be created. True It is vital to review & revise good HRD Practices to enhance their effectiveness & appropriateness. True HRD department should take help of top executives in grooming potential successors. False Employees of an organisation cannot participate in HRD audit. It is concerned only with top management's views and goals. False Fairness & justice virtually dictate that if people are responsible for enhanced levels of performance & profitability they will want to share in the benefits. True Organisation change can be difficult for change agents also in addition to participants. True In case study method of management development, cases are usually imaginary situations. False Leading questions by manager help employee make diagnosis of the problem. False In maintenance phase, many people experience psychological discomfort. True Employee Career development can hardly take place without support & commitment of top management. True HRD auditors conduct group interviews of union leaders, some strategic clients and informal leaders. False It is not actually necessary to seek external help in succession planning.
True Surveys have revealed that only few organisations use the internet. True In appraisal interviews, an appraiser should attempt to establish a climate of acceptance, warmth, support, openness and trust. True The responsibility of implementing, supervising and evaluating Induction lies only with HR Manager. False It is essential to train appraisers in Potential evaluation techniques. True A trainer should concentrate developmental activities on category of "Problem Children" to get best results. True Resignation' can result in career progression. True Trainees change their values / attitudes if they are encouraged to participate/discuss & discover desirable means. True Every induction and orientation exercise has to gear itself for integrating employees into organisation and not a given department only. True Job title including its code number is known as job identification. True There is a growing awareness by employers of the value of the employer `Brand'. True Different application forms may be necessary for different kinds of work. True In today's world of complex jobs and competition more than one rator need to evaluate employee performance. True
In MBO, employees establish objectives through consultation with HR Manager. False The HRD auditors visit only the corporate offices of the company. False Good HRD practices do not make any difference on many counts. False

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HRD at organisational level talks of :Organisation's manpower planning , Training , Performance appraisal Some of the criteria for result based training evaluation are:Reduced employee complaints , Increased profits , Increase in return on investments Succession planning has gained lot of importance due to these reasons in today's world :Increase in number of vacancies in managerial positions , Increase in consciousness among executives about the competitions & their own growth prospects , Increase in turnover of managerial personnel The structures identified to facilitate organisational transition include :Activity planning , Commitment planning , Change management structures HRD audit examines linkages with other systems like :TQM , Personnel policies , Work culture Performance Appraisal methods can be broadly classified as measuring :Traits , Behaviour , Results The recruitment processes can be protracted if the employer receives the following types of reports :Lengthy , Irrelevant , Boring Information related to these aspects is given in Induction training :Organisations mission / goals , Health and safety rules , Working conditions The action plans established during appraisal interviews should include factors like :Availability of resources , List of contacts , Time span required Commitment is indicated by :Work effort , Enjoyment on the job , Involvement in the work The following are categorised under rewards & opportunities :-
Basic salary & other emoluments , Any other benefits , Opportunities for personal development Informal discussions between management representatives and new employees take place :To assess changes needed in existing arrangements , To check progress , To deal with difficulties Active participation of employees in Appraisal interviews helps :To identify root causes & obstacles to performance , To generate constructive ideas for improvement As a Career development tool, Assessment centre helps to :Identify individual's ability to do certain job , Build managerial skills , Create new job assignments In planning one's own career development, an individual should :Assess his interests / skills & values , Establish career goals , Utilise development opportunities Employers today are engaged in marketing themselves to :Future recruits , Future customers If the appraisal interview is conducted well, it :Increases employee's acceptance of feedback , Increases satisfaction with the interview , Motivates employee to improve in future The three major strategies for using power to influence others in O D include :Playing it straight , Using social networks , Going around the formal system Job data on features of the job can be collected from :Employees who perform the job , Other employees who watch the workers , Trade job analysts In employee career development, a manager can play different roles like :Coach , Appraiser , Advisor The broad groupings conventionally used for occupational analysis include :Managers , Supervisors , Technical staff While examining top management's style of managing people, HRD consultants examine :-
The leadership styles of managers , Human relation skills of managers , Attempts to create a learning environment in company Work study is a systematic analysis of work in terms of :People , Materials & machines , Work hours needed per output unit Quality control is a management process which consists of :Evaluate actual quality performance , Compare actual performance to quality goals , Take action on the difference Potential possibilities of danger exists in industries like :Chemical , Engineering , Fertilizer Activity planning has the following characteristics :Should gain top - management approval , Be cost effective , Remain adaptable The reasons of Plateaus in learning curve can be :Distraction during learning , Ineffective / poor training by trainer The extra resources required by an organisation undergoing change are for change activities such as :Training , Consultations , Data collection & feed back In Traits Approach to appraisals, these factors are considered:Dependability , Creativity , Initiative According to Terry the essential information needed for a job evaluation is :The make up of a job , The relation of a job to other jobs , Job's requirement for competent performance On-the-job training has certain drawbacks:Low productivity , Errors , Damages Line managers have a great role in assessment of training needs of their staff members. They can do it by way of :Observation of performance , Regular discussion with staff M. M. Khan remarks that HRD is the process of :Increasing knowledge , Capabilities , Positive work attitudes Employee's performance is influenced by these factors :Ability , Motivation , Environment
The common qualities of an employee in an organisation include :Quality orientation , Cost consciousness , Entrepreneurship Training is linked with :Performance appraisal , Career development , Special in house training programme A behavioural check list developed for a "Service Engineer" for appraising his performance can include :Reacts quickly to customer needs , Able to find out fault , Has knowledge of Technical developments Good HRD Practices are those which :Need to be identified , Need to be implemented cost effectively , Contribute to 1 or more of the 3 `Cs'. HRD audit can be a means to :Improve communications , Improve trust on management Subordinate Appraisals are good to assess :Leadership qualities , Delegation of authorities , Interest in subordinates HRM Function consists of 3 main sub functions :HRD , Workers affairs , H R Administration A no of things prove useful in career development are :Resignations , Better performance , Mentors Applications - in job description should necessarily include :Form of application , Closing date , Address for forwarding The objectives to publish information must fulfill the following conditions :Give a comprehensive and accurate job description , Attract the attention of maximum number of potentially suitable candidates , Give a favourable image of the organisation To assess adequacy of existing HRD structure, HRD auditors examine :Line manager's perception about HRD staff , Attitude, values & developmental needs of HRD staff , Existing skill base of HRD staff Formal assessment of specific training needs for an individual may arise at the time of :Changing job , Staring employment
Training needs arise at these levels:Group , Organisational , Individual Employing organizations should have positive attitudes and actions towards new employees :To help them adjust to new surroundings , To gain their confidence and commitment , To avoid employee turnover Sensitivity training provides managers with :Increased awareness of their own behaviour , Greater sensitivity to behaviours of others , Increase understanding of group processes After assessing performance problem, the actions that can be taken to improve performance would be :Training employee , Transferring employee , Motivating employee MBO system, in many organisations is integrated with :Measures of Customer satisfaction , Mentoring systems The model of planning as a people process has benefits to :Groups , Divisions , Constituent companies Major kinds of reward systems interventions are :Promotions , Benefits , Bonus pool The production schedules comprises details like :Product qualities , Production methods , Machinery needed & available The following tamper the constitutionalism of an organisation :Bias on part of management , Lack of privacy , Improper process of discipline The success of gain sharing depends on :Employee size of organisation , Sharing process , Employee acceptance & cooperation People taking up new employment have these difficulties :Feeling of Insecurity , Break in continuity , No credit for past achievements If Appraisals are not conducted properly, it can lead to :Wastage of time , Feeling of frustration , Strategic failure
Some of the sources for collection of background information for job evaluations are :Class specifications , Existing job descriptions , Organisation charts While identifying potential successor , importance should be given to factors like :Experience , Education , Temperament In Results Method to appraisals, Manager can consider results in form of :Sales figures , Production output Basic considerations in establishing performance standards are :Strategic relevance , Criterion deficiency , Reliability For carrying out succession planning activities, it is necessary to assess leadership qualities & general competencies like :Customer focus , Commitment to excellence , Self-confidence Line managers can provide developmental opportunities to the staff by using informal methods like :Delegation , Job rotation Normally HRD interventions include :Training , Education , Developing human resources The steps involved in potential evaluation are :Exploring one's unused knowledge and skill , Reviewing present performance and Track record , Analysing one's specific traits, skills, behaviour In HRD audit, current skill base of employees is assessed through :An examination of qualified employees , Job descriptions , Training programmes attended by employees The HRD Manager has a significant role to play in the existing people management system i.e. he has to :Review , Revamp , Rejuvenate It is necessary to communicate about reward systems to employees to ensure :Better employee perception of pay equity , Increased motivation Advantages of Traits Method are:It is inexpensive to develop , Easy to use
The efficient units in job design include :Positions , Departments , Divisions To ask job applicants the following questions is a futile exercise :Make assessment of themselves , Whether they possess intelligence , If they have initiative The change agent can be :Leader of the organisation , Head of the department , O D Consultant The basic principles of training design consist of :Identifying the components of tasks of final desired performance , Arranging total learning situations in a sequence In potential appraisal, appraiser should consider some of these qualities in an employee :Creative Imagination , Effective leadership , Sense of responsibility Training can :Reduce employees turnover , Reduce absenteeism , Lead to higher performance ratings Skill - based reward systems have many benefits like :More flexible workforce , Less problems of absenteeism , Less work disruptions HR Manager can choose some of these techniques for career development :Training , Counseling , Rotational assignments If a manager assesses potential of an employee with a view to giving him a higher level job, the employee should have :Better insight of inter-relationships , Capacity to deal with complex problems , Analytical power Job analysis is helpful in organisational planning in the following ways :Defines labour needs in concrete terms , Co-ordinates the activities of the work force , Clearly divides duties & responsibilities In order that succession planning can be well accepted, organisations must have :Transparent appraisals , Open communication system Plateaus in learning curve indicate that :-
The learners have to make extra efforts , The trainer has to provide additional incentives to learner When upward mobility stops for an employee, HR manager can think of alternatives like :Establishing additional career ladders , Altering expectations of employee with the help of mentors , Assisting them to chose new career Final potential evaluation should be done by those who :Have adequate knowledge of future requirements , Know organisation's prospects, plans & policies Job rotation helps an employee to :Reduce boredom , Develop new ideas , Absorb new information While setting goals with employee, in an appraisal interview, the manager should :Emphasize employee's strengths , Concentrate on opportunities for growth , Establish specific action plan Some of these steps are involved in MBO:Setting up Organisational Goals , Periodic reviews

Match The Following

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Question Qualification & experience Work organisation Job Match The Following Question Initial screening interview Completion of application forms Employment tests Match The Following Question Panel of Superiors Performance Potential Assessment Centre Match The Following Question Job re-engineering Organisation & manpower planning Recruitment & selection Performance appraisals Match The Following Question Simulated decision games Coaching Committee assignment Sensitivity training Match The Following Question potential appraisal Training Role analysis Performance appraisal Match The Following Question MIS LSIO SWOT
TQM Match The Following

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Question Induction : Work experience Induction : Initial Interviews Induction : Follow-up interviews Induction : Training Match The Following Question Core OD Norms Advocates Match The Following Question Family / community concerns Supply shortages Employee conflict Lack of technical skills Match The Following Question Results Reactions Learning Behaviour Match The Following Question Personal interview Personal observation Questionnaires Maintenance of log records Match The Following Question ROI Strategies Goals Assess Match The Following Question QWL Adequate Content Measuring Match The Following
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Question Skill-based pay plans Pay Secrecy Promotions and job movement decisions Benefits Match The Following Question Forecasts Estimate made by management Statistical method Work study method Match The Following Question Generate TQM QC OJT Match The Following Question Behaviour Observation Scales Graphic Rating Scale Forced Choice Method Critical Incident Method Match The Following Question External candidate Top management HRD department Promotions from within Match The Following Question Appraisal Plan Performance Standards Feedback Interviews Appraiser Training
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Correct Answer Personal requirements, experience, aptitudes Main occupation & location Title, main duties & location Correct Answer To initiate a preliminary review of potentially acceptable candidates Comprehensive personal history profile Information that leads to more effective selection Correct Answer People aware of organisation's plan / policies / future requirements Employee's skills/abilities/behaviour meeting current job requirements Unused / underutilised skills/ abilities of employee Group of trained appraisers Correct Answer Provides information which enables to change jobs Clearly divides duties & responsibilities Match the job requirements with a worker's aptitude Helps in establishing clear out standards for comparison Correct Answer Acting out managerial problems Guidance through advice / suggestions Study of specific organisational problem Unstructured group interaction Correct Answer Essential in view of continuous development of the organisation expansion Stimulates development in people Define role more clearly to avoid ambiguity in the expectations Tool to help employees overcome his weaknesses Correct Answer Management Information Systems Large Scale Interactive Process Strengths Weaknesses opportunities Threats
Total Quality Management Correct Answer Job variety Personal objectives and Job Career development Interview On-the-job Correct Answer Hub Organizational Development Rules Supports Correct Answer External environment Work environment Motivation Ability Correct Answer Increased productivity, decreased wastage & cost Insight into content & techniques of training Actual improvement in performance after training Change in behaviour on the job Correct Answer Answers to relevant questions may be recorded Understanding of what the work involves & direct observations Usually employed by engineering consultants A time consuming procedure Correct Answer Return on Investment Long Term Planning Short Term Planning Evaluation Correct Answer Quality of Work Life Sufficient Pleased Qunatifying
Correct Answer Tendency to "Top-out" Dissatisfaction with pay Usually in top-down manner Less performance contingent Correct Answer Based on measures of productivity Simplest method of assessment Vary in their degree of sophistication Systematic analysis of work Correct Answer Create Total Quality Management Quality Control On the Job Training Correct Answer Measurement of frequency of each behaviour Degree to which employee possesses certain characteristics Distinction between successful and unsuccessful performance Discussion of favourable and unfavourable incidents Correct Answer No internal talent available Decision regarding successors Support & consultation in succession planning No work culture clashes Correct Answer To know purpose of appraisals Basis for performance evaluation Evaluation of performance and setting of future goals Developing observational and feedback skills

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