HRM questions and solutions

22/07/2015 CampusManagementSolution@IIFT

http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01 1/45

Q.No. Question Options Answer

1. ThechallengeofspeedydeliveryofHRMservicesbringstheconceptof_____totheforefront.

1. Internetbasedtraining

1

2. Employeeinvolvement

3. Managementbyobjectives

4. Recruitmenteffectiveness

5.

1. WhowasthepioneerofHawthornestudies?

1. FredrickTaylor

2

2. EltonMayo

3. FredLuthans

4. HenryMintzberg

5.

1. InformationcollectedthroughthejobanalysisprocessisthebasisforthefollowingHRactivities

1. Performanceappraisal

5

2. Humanresourceplanning

3. Recruitmentandselection

4. Traininganddevelopment

5. Alloftheabove

1. ThechallengeofspeedydeliveryofHRMservicesbringstheconceptof_____totheforefront.

1. Internetbasedtraining

1

2. Employeeinvolvement

3. Managementbyobjectives

4. Recruitmenteffectiveness

5.

1. Selecttheodditemfromthefollowing:

1. Hay

1

2. Hawthorne

3. FWTaylor

4. Fayol

5.

1.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?

1. jobdescription.

2

2. jobanalysis.

3. jobspecification.

4. humanresourceinventory.

5.



5






5. Alloftheabove



4



4. Alloftheabove

5.



4



4. Alloftheabove

5.



5




5. Alloftheabove

1.Anindividualizedoutlineoftraining,experience,andpossiblyeducationdesignedtofacilitateanemployee'sgrowthandenhanceopportunitiesforadvancementiscalled:

1. Jobdescription.

2

2. Careerdevelopmentplan.

3. Assessmentsheet.

4. Interviewform.

5.


1. jobdescription.

2

2. jobanalysis.

3. Jobspecification.


5.

1. Whichofthefollowingisnotofferedinajobanalysis?

1. Jobdescriptions

2

2. Performanceappraisals

3. Workingconditions

4. Jobspecifications

5.

1. JobStudy

2. JobAnalysis



2. Selecttheodditemfromthefollowing: 3. JobWork 3

4. JobEvaluation

5.

2. Theadvantageofemployingvariousmethodsofjobanalysisis

1. Cost

4

2. Complexity

3. Time

4. Accuracy

5.

2._____________istheprocessbywhichtheknowledgeofanemployee,hisskills,abilitiesandmotivestoperformajobmustmatchtherequirementsofthejob?

1. Recruitment

3

2. Jobanalysis

3. Selection

4. Placement

5.

2. Whatkindofpeopletohireforaparticularjobisindicatedbythe:

1. Activitiesandresponsibilitiesofjob.

3

2. Performancestandards.

3. Jobdescription.

4. Jobspecifications.

5.



3


3. Jobdescription.


5.

2. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis:

1. collectdataonjobs.

4

2. preparejobdescription.

3. preparejobspecification.

4. selectjobstobeanalyzed.

5.



3


3. Jobdescription.


5.






33. Jobdescription.


5.

2. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis:


4




5.



3


3. Jobdescription.


5.

2.Incorporatingfieldgeneralists,centresforexpertise,andservicecentresintotheHRMorganizationstructurecontributestoimprovedservicedeliverythrough_____.

1. Simplification

2

2. Specialization

3. Decentralization

4. Generalization

5.

2.Incorporatingfieldgeneralists,centresforexpertise,andservicecentresintotheHRMorganizationstructurecontributestoimprovedservicedeliverythrough_____.

1. Simplification

2

2. Specialization

3. Decentralization

4. Generalization

5.

2. PayForPerformanceSystem

1. Seekstoacknowledgedifferencesinemployeeorgroupcontributions

4

2. Respondstothefactthatorganizationalperformanceisafunctionofindividualorgroupperformance

3. Usespaytoattract,retainandmotivateemployeesrelativetotheirperformanceandcontribution

4. AlloftheAbove

5.


1. jobdescription.

2

2. jobanalysis.



5.




1. Cost

3

2. Complexity

3. Accuracy

4. Time

5.

3.

Anorganizationprovidesemployeesbenefitsintheformofconveyancefacilities,housingfacilitiesandeducationalfacilitiesforchildren.Whatkindofbenefitsistheorganizationprovidingtotheemployees?

1. Incentives

3

2. Bonus

3. Fringebenefits

4. Securitybenefits

5.


1. jobdescription.

2

2. jobanalysis.



5.

3. Thefirststepinthehumanresourceplanningprocessis:

1. preparingajobanalysis

2

2. forecastingfuturehumanresourceneeds

3. assessingfuturedemand

4. assessingfuturesupply.

5.

3.Ajobisawrittenstatementofthejob,sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.

1. analysis.

4

2. specification.

3. design.

4. description.

5.

3. Jobdescriptionsshouldbereviewedby

1. Supervisors

4

2. Jobincumbents,

3. HRD

4. alltheabove

5.


1. Test

2

2. Competency

3. Questionnaire

4. Interview



5.

3.Ajobisawrittenstatementofthejob'sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.

1. analysis.

4

2. specification.

3. design.

4. description.

5.



2




5.



2




5.



4


3. Usespaytoattract,retainandmotivate(?)employeesrelativetotheirperformanceandcontribution

4. AlloftheAbove

5.



4


3. Usespaytoattract,retainandmotivate(?)employeesrelativetotheirperformanceandcontribution

4. AlloftheAbove

5.

4. Ajobanalysisquestionnaireshouldincludeallbutthefollowing

1. jobevaluation

1

2. Performancestandards

3. Jobduties

4. Jobstatus

5.

4. Theextenttowhichanemployee'sworkmeetshisprofessionalneedsistermedas

1. Qualityofworklife

1

2. Qualitycircles

3. Qualityprogram



4. Qualitycycle

5.

4. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis


1




5.


1. Wage

3

2. Perquisite

3. Survey

4. DearnessAllowance

5.

4. Humanresourceplanningtechniquesincludetheuseofsomeorallofthefollowing:

1. humanresourceinventories

4

2. actionplans

3. controlandevaluation

4. alloftheabove

5.



4

2. actionplans


4. alloftheabove

5.

4. Performanceappraisalsserveasbuildingblocksof

1. Recruiting

2

2. CareerPlanning

3. ManpowerPlanning

4. Selecting

5. Jobanalysis

4.Whichofthefollowingisawrittenstatementoftheskills,knowledge,abilities,andothercharacteristicsneededtoperformajobeffectively?

1. jobdesign.

2


3. jobanalysis.

4. jobdescription.

5.

1. government

2. theHRdepartment



4. Careerplanningistheresponsibilityof 3. thesponsor 4

4. theemployer

5. careercounsellors



1




5.


1. Recruiting

2

2. CareerPlanning

3. ManpowerPlanning

4. Selecting

5. Jobanalysis



4

2. actionplans


4. alloftheabove

5.


1. jobdesign.

2


3. jobanalysis.

4. jobdescription.

5.


1. OD

2

2. OB

3. T&D

4. MBO

5.

5. Themainadvantageofdevelopingajobanalysisquestionnaireis

1. Cost

2

2. Consistency

3. Savestime

4. allowinguntrainedpeopletocollectinformation

5.

1. jobdescription.



5.Anindividualizedoutlineoftraining,experience,andpossiblyeducationdesignedtofacilitateanemployee,sgrowthandenhanceopportunitiesforadvancementiscalled:

2. careerdevelopmentplan.

23. assessmentsheet.

4. interviewform.

5.


1. jobdescription

2

2. jobanalysis

3. jobspecification

4. humanresourceinventory

5.


1. analysis.

4

2. specification.

3. design.

4. description.

5.

5.Whatistheorganizationtermedas,ifthereportingchannelsofworkrelationsarepredefinedandaccountabilityandresponsibilityarefixedforalltheroles?

1. Informalorganization

3

2. Semiformalorganization

3. Formalorganization

4. Autonomousorganization

5.


1. analysis.

4

2. specification.

3. design.

4. description.

5.

5. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?

1. Forcedchoice

5

2. Criticalincidents

3. Ratingscales

4. Checklists

5. BehaviourallyAnchoredRatingScale

5. WhichofthefollowingisnotastepthatHRdepartmentshouldfollowtodealwithenvironmentalchallenges?

1. takeproactivemeasures

5

2. evaluatepotentialcostsandbenefits

3. obtainandexaminefeedback

4. stayinformed

5. proceedcarefullyuntiltheimpactisclear




1. Forcedchoice

5


3. Ratingscales

4. Checklists

5. BehaviourallyAnchoredRatingScale


1. jobdescription

2

2. jobanalysis

3. jobspecification


5.


1. jobdescription

2

2. jobanalysis

3. jobspecification


5.

5.Anindividualizedoutlineoftraining,experience,andpossiblyeducationdesignedtofacilitateanemployee'sgrowthandenhanceopportunitiesforadvancementiscalled:

1. jobdescription.

2

2. careerdevelopmentplan.

3. assessmentsheet.

4. interviewform.

5.


1. HRD

2

2. CPM

3. PMS

4. HRP

5.

6. Workforcefactorsthatinfluencedemandinclude

1. Expansionmoves

2

2. Terminations

3. Strategicplans

4. Salesprojection

5.

6. Thebasisforhumanresourceplanningis

1. Theeconomictrends

4

2. Supplyofemployees

3. demandforemployees

4. strategicplansofthefirm



5.


1. collectdataonjobs

1

2. preparejobdescription

3. preparejobspecification

4. selectjobstobeanalyzed

5.


1. jobdesign.

2


3. jobanalysis.

4. jobdescription.

5.


1. jobdesign.

2


3. jobanalysis.

4. jobdescription.

5.

6. Whichofthefollowingisnotacharacteristicofaflatorganizationstructure?

1. Widespanofcontrol

4

2. Fewerhierarchicallevels

3. Morepeopleunderthecontrolofonemanager

4. Closesupervision

5.


1. supervisors

5

2. jobincumbents

3. humanresourcedepartment

4. noneoftheabove

5. alloftheabove

6. Critiqueshavearguedthatprofitsharing

1. Isunfairbecauseprofitsarenotalwayscontrolledbyemployees

1

2. Lessonscommitment

3. Reducesquality

4. Enhancesindividualexploitation

5. Isnothealthypracticebecauseworkersinmostcases,donotgettheirdueshare

6. Critiqueshavearguedthatprofitsharing

1. Isunfairbecauseprofitsarenotalwayscontrolledbyemployees

1

2. Lessonscommitment

3. Reducesquality



4. Enhancesindividualexploitation

5. Isnothealthypracticebecauseworkersinmostcases,donotgettheirdueshare



4




5.



1




5.



1




5.


1. Layoff

4

2. Strike

3. Lockout

4. VRS

5.

7. Thefirstfactorindecidingthesupplyoflaboris

1. Developingstaffingtables,

2

2. Auditingpresentemployees

3. Preparingreplacementcharts

4. Analyzinglabormarkets

5.


1. Cost

3

2. Complexity

3. Accuracy

4. Time

5.

Ajob_________isawrittenstatementofthejob,sactivities,theequipmentrequiredforit,andtheworkingconditionsin

1. analysis

2. specification



7. whichitexists. 3. design 4

4. description

5.

7. Jobistheprocessofdescribingjobsandarrangingtheirinterrelationships.

1. design.

1

2. specification.

3. analysis.

4. description.

5.

7. Jobistheprocessofdescribingjobsandarrangingtheirinterrelationships.

1. design.

1

2. specification.

3. analysis.

4. description.

5.

7.

Duringslackperiodsorganizationsdonotwanttheirmiddle/toplevelmanagertostagnate.Theemployeesareaskedtoworkforotherorganizationsforaspecifiedperiodoftime.Theemployeesworkonprojectswiththeseorganizationsbutcontinueontherollsoftheparentorganization.Whatistheaboveprocesstermedas?

1. Loaning

1

2. Worksharing

3. Outplacement

4. Attrition

5.

7. Techniquesofestimatingdemandforhumanresources

1. Mereapproximations

1

2. Arerarelydone

3. InvolveHRaudits

4. Canbeveryaccurate

5.


1. consistency

1

2. cost

3. savestime


5. noadvantage


1. consistency

1

2. cost

3. savestime


5. noadvantage

1. Cost




2. Complexity

33. Accuracy

4. Time

5.

7.Ajob_________isawrittenstatementofthejob,sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.

1. analysis

4

2. specification

3. design

4. description

5.

7.Ajob_________isawrittenstatementofthejob,sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.

1. analysis

4

2. specification

3. design

4. description

5.


1. Job

3

2. Task

3. Occupier

4. Career

5.

8. Techniquesofestimatingdemandforhumanresources

1. Mereapproximations

1

2. Arerarelydone

3. InvolveHRaudits

4. Canbeveryaccurate

5.

8. Themostreliableandvalidtestsaregenerally

1. Polygraphtests

4

2. Attitudetests

3. Intelligencetests

4. Performancetests

5.


1. jobdesign

2

2. jobspecification

3. jobanalysis

4. jobdescription

5.



8. Analyzingjobsinvolvesdeterminingindetail

1. Whatkindofpeopletohire.

4

2. Whatthejobentails.

3. Theemployee'sperformance.

4. Whatthejobentailsandthecharacteristicsofpeopletohire.

5.


1. Whatkindofpeopletohire.

4

2. Whatthejobentails.

3. Theemployee'sperformance.

4. Whatthejobentailsandthecharacteristicsofpeopletohire.

5.

8.

Theprocessofdeterminingandrecordingallthepertinentinformationaboutaspecificjob,includingthetasksinvolved,theknowledgeandskillsetsrequiredtoperformthejob,istermedas

1. Jobevaluation

3

2. Jobdescription

3. Jobanalysis

4. Jobdesign

5.

8. Themostreliabletypeofinterviewis

1. Behavioral

3

2. Stress

3. Structured

4. Situational

5.

8. Careerprogresslargelydependson

1. internationalexposure

2

2. performance

3. experience

4. mentoring

5. qualifications



2

2. performance

3. experience

4. mentoring

5. qualifications


1. Polygraphtests

4

2. Attitudetests


4. Performancetests



5.


1. jobdesign

2

2. jobspecification

3. jobanalysis

4. jobdescription

5.


1. jobdesign

2

2. jobspecification

3. jobanalysis

4. jobdescription

5.


1. Teacher

2

2. Counsellor

3. Trainer

4. Coach

5.

9. Thebestwayofrecruitingisalways

1. Advertisements

3

2. Searchfirm

3. Variable

4. Referrals

5.

9. Informationforcareerplanninginacompany

1. isavailablethroughtheHRIS(HumanResourceInformationSystem)

1

2. canbehadfromlinemanagers

3. canbeobtainedfromstaffassistants

4. isoftennotavailable

5. isbestobtainedfromfortunetellers

9. Job___________istheprocessofdescribingjobsandarrangingtheirinterrelationships.

1. design

1

2. specification

3. analysis

4. description

5.

9. Identifyingpersonaltraitsthatvalidlypredictwhichcandidateswilldowellonthejobisthegoalof:

1. Standardsofperformance.

3


3. Jobdescriptions.



4. Noneoftheabove.

5.

9. Whichofthefollowingisthefirststepintheprocessofjobanalysis?

1. Developingajobdescription

3

2. Jobspecificcompetencydetermination

3. Informationgathering

4. Developingajobspecification

5.

9. Interviewingmistakesincludeallbut

1. Haloeffects

4

2. Personalbias

3. Leniency

4. realizingthatforeignnationalsmayhavedifferentcustoms

5.


1. Standardsofperformance.

3


3. Jobdescriptions.

4. Noneoftheabove.

5.

9. Careerplanningistheresponsibilityof

1. government

4

2. theHRdepartment

3. thesponsor

4. theemployer



1. government

4

2. theHRdepartment

3. thesponsor

4. theemployer




1





Job___________istheprocessofdescribingjobsand

1. design

2. specification



9. arrangingtheirinterrelationships. 3. analysis 1

4. description

5.

9. Job___________istheprocessofdescribingjobsandarrangingtheirinterrelationships.

1. design

1

2. specification

3. analysis

4. description

5.


1. 360degree

3

2. MBO

3. Trait

4. Goal

5.

10. Replacementcharts

1. Showlikelyterminations

2

2. Indicatethecurrentperformanceofemployeesandtheirpromotability

3. Displaythestrengthsandweaknessofemployees

4. PointoutfutureHRneedsforeachjob

5.

10. Anexampleofacareerdevelopmentabilitywouldbe

1. scalingamountain

5

2. planningavacation

3. workinghard

4. discussionwiththeboss

5. gettinganotherdegree


1. Whatkindofpeopletohire

4

2. Whatthejobentails

3. Theemployee,sperformance

4. Whatthejobentailsandthecharacteristicsofpeopletohire

5.

10. Theorganizationwidedivisionofworkisshownbya(n):

1. Organizationchart.

1

2. Processchart.

3. Jobanalysis.

4. Alloftheabove

5.

1. Observationmethod



10. Motionandtimestudiesareexamplesofwhichmethodofjobanalysis?

2. Technicalconferencemethod

13. Groupinterviewmethod

4. Questionnairemethod

5.

10. Senioritybasedpromotionsareadvantageousbecause

1. Theymakeunionspowerful

2

2. Theyareobjective

3. Theyarebasedonperformance

4. Theyhelpemployeesgrowhorizontally

5.


1. Organizationchart.

1

2. Processchart.

3. Jobanalysis.

4. Alloftheabove

5.


1. Forcedchoice

2


3. Ratingscales

4. Checklists

5.


1. Forcedchoice

2


3. Ratingscales

4. Checklists

5.


1. scalingamountain

5


3. workinghard





4




5.





4




5.


1. Leniency

3

2. CentralTendency

3. Reward

4. Halo

5.

11. Ajobanalysisquestionnaireshouldincludeallbutthefollowing


2

2. jobevaluation

3. workingconditions

4. jobstatus

5.



2

2. performance

3. experience

4. mentoring

5. qualifications

11. Increasingthenumberandvarietyoftasksassignedtoajobiscalled:

1. jobrotation

3

2. jobenlargement

3. jobenrichment

4. A&C

5.

11.AnHRmangerisresponsibleforcoordinatingthehumanresourcesplanningprocessesintheorganization.ThisincludesallofthefollowingEXCEPT:

1. ObtainingfinancialresourcesTrue

1

2. ForecastingHRneeds

3. Balancingthesupplyanddemand

4. Forecastingavailabilityofinternalandexternalcandidates

5.

11.

SupriyaVermajoinedapharmaceuticalfirmandthereshewasgiventhefreedomanddiscretioninschedulingherwork.Whatisthecoredimensionaccordingtothejobcharacteristicsmodelthatisbeingfollowing?

1. Taskidentity

3

2. Tasksignificance

3. Autonomy

4. Skillvariety



5.

11. Trainingevaluationscriteriaincludeall

1. Reactions

4

2. Learning

3. Behavior

4. Relevance

5.


1. ObtainingfinancialresourcesTrue

1




5.

11. Inputstotheselectionprocessincludeallbut

1. Jobanalysis

3


3. Supervision

4. Jobapplicants

5.


1. Jobanalysis

3


3. Supervision

4. Jobapplicants

5.



2

2. performance

3. experience

4. mentoring

5. qualifications


1. jobrotation

3

2. jobenlargement

3. jobenrichment

4. A&C

5.


1. jobrotation

3

2. jobenlargement

3. jobenrichment



4. A&C

5.


1. Ability

3

2. Willingness

3. Interview

4. Competency

5.

12. Humanresourcedepartmentsare

1. Linedept

2

2. Servicedept

3. Functionaldept

4. Authoritydept

5.


1. government

4

2. theHRdepartment

3. thesponsor

4. theemployer



1. Standardsofperformance

3


3. Jobdescriptions

4. Noneoftheabove

5.

12. Whichofthefollowingisnotacoredimensionofajob?

1. skillvariety.

4

2. taskidentity.

3. tasksignificance.

4. highinternalworkmotivation.

5.


1. skillvariety.

4

2. taskidentity.

3. tasksignificance.

4. highinternalworkmotivation.

5.

Asoftwarefirmalloweditsemployeestochoosetheirworking

1. Jobsharing

2. Flextime



12. hoursbutwithinsomespecifiedlimits.Thisisanexampleof 3. Condensedwork 2

4. Jobenlargement

5.


1. IsavailablethroughtheHRIS(HumanResourceInformationSystem)

1



4. Isoftennotavailable

5. Isbestobtainedfromfortunetellers


1. Linedept.

2

2. Servicedept.

3. Functionaldept.

4. Authoritydept.

5.


1. Linedept.

2

2. Servicedept.

3. Functionaldept.

4. Authoritydept.

5.


1. government

4

2. theHRdepartment

3. thesponsor

4. theemployer




3


3. Jobdescriptions

4. Noneoftheabove

5.



3


3. Jobdescriptions

4. Noneoftheabove

5.

1. Study




2. Openended

13. Leading

4. CloseEnded

5.



4




5.



5



4. stayinformed



1. Organizationchart

1

2. Processchart

3. Jobanalysis

4. Alloftheabove

5.

13. Allofthefollowingaresourcesofinternalrecruitingexcept:

1. jobposting.

3

2. employeerecommendations.

3. advertisements.

4. transfers.

5.


1. jobposting.

3

2. employeerecommendations.

3. advertisements.

4. transfers.

5.

13. Thepracticeofworkingathomeorwhiletravelingandatthesametimekeepingincontactwiththeofficeistermedas

1. Telecommuting

1

2. Jobsharing

3. Flextime

4. Condensedwork

5.




1. scalingamountain

5

2. Planningavacation

3. Workinghard

4. Discussionwiththeboss

5. Gettinganotherdegree


1. Forcedchoice

2


3. Ratingscales

4. Checklists

5.


1. Forcedchoice

2


3. Ratingscales

4. Checklists

5.

13. Thebasisforperformancestandardsis

1. Managers

3

2. HRplans

3. Employees

4. Compensationplans

5. Jobanalysis



1

2. Processchart

3. Jobanalysis

4. Alloftheabove

5.



1

2. Processchart

3. Jobanalysis

4. Alloftheabove

5.


1. Perk

4

2. RegioncumIndustry

3. Wages

4. Welfare



5.


1. Behavioral

3

2. Stress

3. Structured

4. Situational

5.


1. consistency

1

2. cost

3. savestime


5.

14. Alistofwhatajobentailsisthejob,s:

1. Jobanalysis

4



4. Jobdescription

5.

14. Twotangibleproductsofthejobanalysisare

1. Processchartjobdescription

2

2. Jobdescriptionjobspecifications.

3. Processchartorganizationchart

4. Jobdescriptionperformanceappraisal

5.



2




5.

14. Fromwhichofthefollowingapproachesistheengineeringapproachderived?

1. Scientificmanagementapproach

1

2. Processapproach

3. Socialsystemsapproach

4. Systemsapproach

5.


1. Consistency

1

2. Cost

3. Savestime



4. Allowinguntrainedpeopletocollectinformation

5. Noadvantage

14. Roleplayingisoftenusedto

1. Modelbehaviour

4

2. Changeresults

3. Learnskills

4. Changeattitudes

5.


1. Modelbehaviour

4

2. Changeresults

3. Learnskills

4. Changeattitudes

5.

14. Oneofthefollowingisafutureorientedappraisaltechniques

1. MBO

1

2. Ratingscale

3. Checklist

4. BARS

5.


1. Jobanalysis

4



4. Jobdescription

5.


1. Jobanalysis

4



4. Jobdescription

5.


1. Labourlaw

2

2. Lawyer

3. Dispute

4. Collectivebargaining

5.

1. Supervisorinput

2. Keychanges



15. Needassessmentshouldconsiderallbut 3. Trainingobjectives 3

4. Changesintheexternalenvironment

5.

15. thefirstfactorindecidingthesupplyoflabouris

1. developingstaffingtables

5

2. issuingadvertisements

3. preparingreplacementcharts

4. analysinglabourmarkets

5. auditingpresentemployees


1. Obtainingfinancialresources

1

2. Monitoringandevaluatingtheresults




15. Popularmethodsforgatheringjobanalysisdataare:

1. Questionnaires.

4

2. Observations

3. Diaries/logs

4. Alloftheabove.

5.

15.Theprocessofsearchingforprospectiveemployeesandstimulatingthemtoapplyforjobsinanorganizationistermedas

1. Promotion

2

2. Recruitment

3. Selection

4. Placement

5.

15. Thefirstfactorindecidingthesupplyoflaboris

1. Developingstaffingtables

5

2. Issuingadvertisements





1. Questionnaires.

4

2. Observations

3. Diaries/logs

4. Alloftheabove.

5.

1. supervisors




2. jobincumbents


4. noneoftheabove

5. alloftheabove


1. supervisors

5

2. jobincumbents


4. noneoftheabove

5. alloftheabove


1. Recruiting

2

2. CareerPlanning

3. ManpowerPlanning

4. Selecting

5. Jobanalysis



1







1






1. Notice

1

2. 18(1)

3. Arbitration

4. 12(3)

5.


1. Jobanalysis

3


3. Supervision

4. Jobapplicants

5.




1. Managers

3

2. HRplans

3. Employees


5. Jobanalysis


1. skillvariety

4

2. taskidentity

3. tasksignificance

4. highinternalworkmotivation

5.

16. Themostwidelyusedmethodforidentifyingajob'sdutiesandresponsibilitiesisthe:

1. Questionnaire

2

2. Interview

3. Diary/logs

4. Observation

5.

16.

TheHRdepartmentofMagnusTextilesmadesurethatanyvacanciesintheorganizationfirstreachedtheprospectivecandidatesintheorganizationrespondedtojobpostings.Whatisthesourceofrecruitmentbeingused?

1. Advertisements

2

2. Internalsearch

3. Employeereferrals

4. Campusrecruitment

5.

16. Employees

1. Carefullyplantheircareersandobtaininformation

4

2. Feelhelplesstoplantheircareer

3. Areoftenunawareanduninformed

4. Donotcareaboutcareerplanning

5. Areawareoftheneedbutdonthavetheinformation

16. Themostwidelyusedmethodforidentifyingajob'sdutiesandresponsibilitiesisthe:

1. Questionnaire

2

2. Interview

3. Diary/logs

4. Observation

5.


1. Jobdescription.

2

2. Jobanalysis.


4. Humanresourceinventory.



5.


1. Jobdescription.

2

2. Jobanalysis.


4. Humanresourceinventory.

5.


1. Forcedchoice

5


3. Ratingscales

4. Checklists

5. BARS


1. skillvariety

4

2. taskidentity

3. tasksignificance


5.


1. skillvariety

4

2. taskidentity

3. tasksignificance


5.


1. Polygraphtests

4

2. Attitudetests


4. Performancetests

5.

17. Oneofthefollowingisafutureorientedappraisaltechniques

1. MBO

1

2. Ratingscale

3. Checklist

4. BARS

5.


1. TradeUnion

3

2. Conciliator

3. Termination



4. Management

5.


1. jobposting

3

2. employeerecommendations

3. advertisements

4. transfers

5.


1. Linedept

2

2. Servicedept

3. Functionaldept

4. Authoritydept

5.

17. Theprocessofchoosingthemostsuitablecandidateforajobfromamongtheavailableapplicantsiscalled

1. Recruitment

4

2. Placement

3. Appraisal

4. Selection

5.

17. Thefirstfactorindecidingthesupplyoflabouris

1. Developingstaffingtables

5

2. Issuingadvertisements





1. Linedept

2

2. Servicedept

3. Functionaldept

4. Authoritydept

5.

17.Ajob_________isawrittenstatementofthejob'sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.

1. Analysis.

4

2. Specification.

3. Design.

4. Description

5.

Ajob_________isawrittenstatementofthejob'sactivities,

1. Analysis.

2. Specification.



17. theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.

3. Design. 4

4. Description

5.


1. Jobanalysis

3


3. Supervision

4. Jobapplicants

5.


1. jobposting

3


3. advertisements

4. transfers

5.


1. jobposting

3


3. advertisements

4. transfers

5.

18. Interviewingmistakesincludeallbut

1. Haloeffects

4

2. Personalbias

3. Leniency

4. realizingthatforeignnationalsmayhavedifferentcustoms

5.


1. Recruiting

2

2. CareerPlanning

3. ManpowerPlanning

4. Selecting

5. Jobanalysis


1. Separate

4

2. Acquire

3. Motivate

4. Nurture

5.








5.

18. Whichofthefollowingbestexplainswhyhumanresourcemanagementisimportanttoallmanagers?

1. Technologicalchangesandglobalcompetitionrequireclearorganizationcharts.

4

2. Sophisticatedaccountingcontrolsaresupportedbyhumanresourcemanagers.

3. Anenthusiasticlaborforceislikelytoprovidefinancialsupporttolocalunions.

4. Investinginhumancapitalenablesmanagerstoachievepositiveresultsforthefirm.

5.

18."_________signifiesasystemofsharedmeaningheldbythemembersthatdistinguishoneorganizationfromanotherorganization".

1. Organizationalchange

3

2. Organizationaldevelopment

3. Organizationalculture

4. Groupdynamics

5.



3

2. Demandforemployees

3. Strategicplansofthefirm

4. Budgets


18. Whichofthefollowingbestexplainswhyhumanresourcemanagementisimportanttoallmanagers?

1. Technologicalchangesandglobalcompetitionrequireclearorganizationcharts.

4

2. Sophisticatedaccountingcontrolsaresupportedbyhumanresourcemanagers.

3. Anenthusiasticlaborforceislikelytoprovidefinancialsupporttolocalunions.

4. Investinginhumancapitalenablesmanagerstoachievepositiveresultsforthefirm.

5.


1. Polygraphtests

4

2. Attitudetests


4. Performancetests

5.


1. Polygraphtests

4

2. Attitudetests


4. Performancetests

5.




1. Behavioral

3

2. Stress

3. Structured

4. Situational

5.



2




5.



2




5.

19. Senioritybasedpromotionsareadvantageousbecause

1. Theymakeunionspowerful

2

2. Theyareobjective

3. Theyarebasedonperformance

4. Theyhelpemployeesgrowhorizontally

5.

19. Adisadvantageofratingscalesis

1. Cost

2

2. Feedback

3. Timeinvolved

4. Quantificationofscores

5. Littletrainingneeded


1. EEO

4

2. HRP

3. Inventory

4. Feedback

5.


1. Questionnaires

4

2. Observations

3. Diaries/logs

4. Alloftheabove



5.

19. Theprimarypurposeofstrategichumanresourcemanagementisto.

1. develophumanresourcepoliciesthatalignwiththeindustrystandard

2

2. linkacompany'sstrategicplanwithitshumanresourcestrategies

3. createstringentappraisalsystemsthathighlightemployeeweaknesses

4. useoffshoringtoreducehumanresourcecostsandtoinitiateglobalization

5.

19.Whatistheprocessbywhichanindividualacquirestheattitudes,behaviorandknowledgeheorsheneedstoparticipateasaorganizationalmembercalled?


3

2. Managementdevelopment

3. Socialization

4. Employeetraining

5.

19. Disadvantageofratingscalesis

1. Cost

2

2. Feedback

3. Timeinvolved

4. Quantificationofscores

5. Littletrainingneeded

19. Theprimarypurposeofstrategichumanresourcemanagementisto.

1. develophumanresourcepoliciesthatalignwiththeindustrystandard

2

2. linkacompany'sstrategicplanwithitshumanresourcestrategies

3. createstringentappraisalsystemsthathighlightemployeeweaknesses

4. useoffshoringtoreducehumanresourcecostsandtoinitiateglobalization

5.


1. Managers

3

2. HRplans

3. Employees


5. Jobanalysis


1. Managers

3

2. HRplans

3. Employees


5. Jobanalysis

19. Needassessmentshouldconsiderallbut

1. Supervisorinput

3

2. Keychanges

3. Trainingobjectives




5.


1. Questionnaires

4

2. Observations

3. Diaries/logs

4. Alloftheabove

5.


1. Questionnaires

4

2. Observations

3. Diaries/logs

4. Alloftheabove

5.

20. Trainingevaluationscriteriaincludeall

1. Reactions

4

2. Learning

3. Behavior

4. Relevance

5.


1. Supervisors

4

2. Jobincumbents,

3. HRD

4. alltheabove

5.

20. Themostwidelyusedmethodforidentifyingajob,sdutiesand

responsibilitiesisthe:

1. Questionnaire

2

2. Interview

3. Diary/logs

4. Observation

5.

20. Accordingtoexperts,theprimaryhindrancetoafirm'sproductivityisitsinabilityto.

1. establisheffectivemanufacturingfacilities

2

2. acquireandmaintainhumancapital

3. useadvancedaccountingcontrols

4. developorganizationalplans

5.

Whichapproachstatesthat"nooneparticularmanagement

1. Humanbehaviorapproach

2. Roleapproach



20. actionordesignwillbesuitableforallsituations?" 3. Systemsapproach 4

4. Contingencyapproach

5.

20. Inanincentivepaymentplan,workerpayisdeterminedby

1. Management

5

2. Profits

3. Seniority

4. Costofliving

5. Performance


1. Incentive

3

2. Salary

3. Checkoff

4. Wages

5.

20. Accordingtoexperts,theprimaryhindrancetoafirm'sproductivityisitsinabilityto.

1. establisheffectivemanufacturingfacilities

2

2. acquireandmaintainhumancapital

3. useadvancedaccountingcontrols

4. developorganizationalplans

5.


1. Supervisorinput

3

2. Keychanges



5.


1. Supervisorinput

3

2. Keychanges



5.


1. Forcedchoice

2


3. Ratingscales

4. Checklists

5.

1. Questionnaire





2. Interview

23. Diary/logs

4. Observation

5.



1. Questionnaire

2

2. Interview

3. Diary/logs

4. Observation

5.



1






1. Behavioral

3

2. Stress

3. Structured

4. Situational

5.

21.Anindividualizedoutlineoftraining,experienceandpossiblyeducationdesignedtofacilitateanemployee,sgrowthandenhanceopportunitiesforadvancementiscalled:

1. jobdescription

2

2. careerdevelopmentplan

3. assessmentsheet

4. interviewform

5.

21.

1.

0

2.

3.

4.

5.

21.

1.

0

2.

3.

4.

5.




1. Jobholder

1

2. Jobspecification

3. Jobstudy

4. Jobdescription

5.

21.

1.

0

2.

3.

4.

5.

21.

1.

0

2.

3.

4.

5.

21.

1.

0

2.

3.

4.

5.


1. jobdescription

2


3. assessmentsheet

4. interviewform

5.


1. jobdescription

2


3. assessmentsheet

4. interviewform

5.


1. scalingamountain

5


3. workinghard






1. Supervisorinput

3

2. Keychanges



5.

22.Thedevelopmentandapplicationofemployees,skillsandenergiestoaccomplishthegoalsandobjectivesoftheorganizationiscalled:

1. humanresourcemanagement

2

2. humanresourceplanning

3. selection

4. recruiting

5.


1. Grading

2

2. Banding

3. Ranking

4. Factorcomparison

5.



2


3. selection

4. recruiting

5.



2


3. selection

4. recruiting

5.

23. Employees

1. carefullyplantheircareersandobtaininformation

4

2. feelhelplesstoplantheircareer

3. areoftenunawareanduninformed

4. donotcareaboutcareerplanning

5. areawareoftheneedbutdon,thavetheinformation


1. Jobanalysis

3


3. Supervision



4. Jobapplicants

5.


1. Potential

4

2. Performance

3. Promotion

4. Incentive

5.


1. Linedept.

2

2. Servicedept.

3. Functionaldept.

4. Authoritydept.

5.


1. Linedept.

2

2. Servicedept.

3. Functionaldept.

4. Authoritydept.

5.



2

2. performance

3. experience

4. mentoring

5. qualifications


1. Linedept

2

2. Servicedept

3. Functionaldept

4. Authoritydept

5.


1. Jobenrichment

4

2. Jobenlargement

3. Jobevaluation

4. Jobdesign

5.

Whichofthefollowingtechniquesisleastsusceptibleto

1. Forcedchoice




24. personalbias? 3. Ratingscales 2

4. Checklists

5.


1. Forcedchoice

2


3. Ratingscales

4. Checklists

5.

25. Replacementcharts

1. Showlikelyterminations

2

2. Indicatethecurrentperformanceofemployeesandtheirpromotability

3. Displaythestrengthsandweaknessofemployees

4. PointoutfutureHRneedsforeachjob

5.


1. government

4

2. theHRdepartment

3. thesponsor

4. theemployer



1. Increment

1

2. Upgradation

3. Promotion

4. Demotion

5.


1. Modelbehaviour

4

2. Changeresults

3. Learnskills

4. Changeattitudes

5.


1. Modelbehaviour

4

2. Changeresults

3. Learnskills

4. Changeattitudes

5.

1.



26.

2.

03.

4.

5.



5



4. stayinformed



1. MBO

2

2. ACDC

3. ACR

4. 360degree

5.


1. supervisors

5

2. jobincumbents


4. noneoftheabove

5. alloftheabove


1. Interview

1

2. Consultant

3. Campus

4. Advertisement

5.


1. consistency

1

2. cost

3. savestime


5. noadvantage


1. HRP

3

2. HRInventory

3. BusinessPlan

4. HRforecast

5.



29. Thefirstfactorindecidingthesupplyoflabouris

1. developingstaffingtables

5

2. issuingadvertisements

3. preparingreplacementcharts

4. analysinglabourmarkets

5. auditingpresentemployees


1. HRDOfficer

4

2. Labourofficer

3. PersonnelOff

4. PROfficer

5.


1. theeconomictrends

3



4. budgets

5. supplyofemployees


1. Incometax

1

2. ConveyanceAllowance

3. HRA

4. CCA

5.

31.

1.

0

2.

3.

4.

5.

Documents

HRM questions and solutions