HR Development & Training Consolidated

7/31/2019 HR Development & Training Consolidated

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Qualification & experience

Work organisation

Job

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HR De

List of A


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Panel of SuperiorsPerformance

Potential

Assessment Centre


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QuestionJob re-engineering

Organisation & manpower planning

Recruitment & selection

Performance appraisals


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Simulated decision games

Coaching

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Sensitivity training


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potential appraisal

Training

Role analysis

Performance appraisal



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QuestionMIS

LSIO

SWOT

TQM


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Initial screening interview

Completion of application forms

Employment tests

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Induction : Work experience

Induction : Initial Interviews

Induction : Follow-up interviews

Induction : Training


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Core

OD

NormsAdvocates

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Family / community concerns

Supply shortages

Employee conflict

Lack of technical skills




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Results

Reactions

Learning

Behaviour


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Personal interview

Personal observation

Questionnaires

Maintenance of log records


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ROI

Strategies

Goals

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QWL

Adequate

Content

Measuring

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Skill-based pay plans

Pay Secrecy

Promotions and job movement decisions

Benefits

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Forecasts

Estimate made by management

Statistical method

Work study method


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Generate

TQM

QC

OJT


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Behaviour Observation Scales

Graphic Rating Scale

Forced Choice Method

Critical Incident Method


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External candidate

Top management

HRD departmentPromotions from within


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Appraisal Plan

Performance StandardsFeedback Interviews

Appraiser Training

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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

elopment and Training

ttempted Questions and Answers


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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

-Their personal orientation

HRD has become a popular concept now, particularly in the :-

Business world


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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

________

Relations to other jobs

Training & skill development

,

-Appraiser's superior

The action plans established during appraisal interviews should include

factors like :-

Availability of resources , List of contacts , Time span required


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,

Open and supportive

Correct Answer

People aware of organisation's plan / policies / future requirementsEmployee'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 , Createnew job assignments

Potential evaluation refers to assessment of employee's :-

Ability to discharge higher responsibilities in future


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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 AnswerProvides 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 :-


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Factual information

People learn best and more when they :-

Do things themselves

Successful HRD company has an excellent :-Learning environment

,

-Employee developing wrong perceptions / attitudes about his assessors

In learning process, initially, there is :-

Rapid rise

________

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 ________ toorganisational 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


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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.


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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


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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 AnswerManagement 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


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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


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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


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________ 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 theoperating 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:-


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Low productivity , Errors , Damages

Correct Answer

Hub

Organizational Development

RulesSupports

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'sstrategy.

True

________ has to go through a participative cycle involving several levels of

executives.

Strategic business planning


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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 HRDdevelopment 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

________

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 ofTechnical developments

The 3rd change activity involves :-

Developing political support for change

Correct Answer


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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 ________.


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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


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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 ispossible.

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 :-


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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, listeningskills of a manager.


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


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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


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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 & co-

operation

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

________

No definite plans for effective utilisation of manpower skills

Strategic planning requires the planners to assess :-

PEST Analysis

Performance Ratings must be ________.

Job related


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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

,

' -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 discusscurrent 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


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________ 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

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


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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 potentialsuccessors.

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.


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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


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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


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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

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


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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 :-

, ,

Correct Answer

Based on measures of productivity

Simplest method of assessment

Vary in their degree of sophistication

Systematic analysis of work


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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 :-


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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 additionalincentives 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.


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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 ofalternatives 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

` 'True

Different application forms may be necessary for different kinds of work.


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True

In today's world of complex jobs and competition more than one rator need to

evaluate employee performance.

True

,

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 planningNo 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


Learning principles

The HRD auditors visit only the corporate offices of the company.

False

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


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The simplest way of starting succession planning process is to ________.

Identify critical positions

Correct Answer

To know purpose of appraisals

Basis for performance evaluationEvaluation 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 jobusually 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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7

8

HR De

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17

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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

________

Relations to other jobs

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

________

Growth & development

elopment and Training

ttempted Questions and Answers


73/132

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


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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 individualperformance.

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 HRDdevelopment dimensions.

Training

A proper understanding of ________ on the part of trainer helps a lot in


Learning principles


75/132

________

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 inappraisal 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.


After about 3 months employment, formal ________ are conducted as part of

Induction programme.


76/132

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

________

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


77/132

________ 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.

Re

Documents

HR Development & Training Consolidated