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Sikkim Manipal University- DE
Subject: Human Resource Management
Subject code: MB0043
Book ID B1626
Question Paper Code:
Time: 3 hours Max.Marks:140
Section A
Answer all questions. Each question carries 1 mark 50 * 1= 50 Marks
1. Which function in HRM includes performance appraisal, developing new skills and travelling policies?
a. Personnel management
b. Employee welfare
c. Industrial relations
d. Training & development
2. Who proposed the Scientific management approach?
a. Hawthorne
b. Abraham Maslow
c. Fredrick Taylor
d. Elton Mayo
3.As per the human resources approach, employees are _________ to an organisation.
a. Capital
b. Expense
c. Skill-sets
d. Assets
4. From being considered as compliance checking body, human resource managers are now being
considered as ______________ to the organisation.
a. Strategic partners
b. Key functional units
c. Operational resources
d. Controllers and auditors
5. Managing ________ means establishing a heterogeneous workforce to perform to its potential in an
equitable work environment where no member or group of members has an advantage or a disadvantage.
a. Status quo
b. Equality
c. Diversity
d. Human capital
6. Which method is essentially a group process used to achieve a consensus forecast ?
a. Expert forecasting
b. Nominal group method
c. Scenario forecasting
d. Regression analysis
7. The ratio of the business index to the workforce size is called _____________.
a. Productivity ratio
b. Personnel ratio
c. Book value ratio
d. Employee requirement ratio
8. Which of the following HR forecasting technique, forecasts the requirement for additional manpower
by projecting trends of the past and present to the future ?
a. Delphi technique
b. Index/Trend Analysis
c. Regression Analysis
d. Time Series
9. ____________ is the process of searching for prospective employees and stimulating them to apply for
the jobs in the organisations.
a. Recruitment
b. Placement
c. Selection
d. Interviews
10. ____________ form a very good source of recruitment especially for middle and lower level
management.
a. Advertisement
b. Employment agencies
c. Employee referrals
d. Educational institutes
11. The process of choosing the most suitable candidate for a job from among the available applicants is
called____________.
a. Recruitment
b. Placement
c. Induction
d. Selection
12. _______________ checks whether the training has had the preferred outcome.
a. Management development
b. Training evaluation
c. On the job training
d. Off the job training
13. ___________ helps in the development of the intellectual, managerial and people management skills
of managers.
a. Training
b. Competition
c. Management development
d. Skills
14.In ___________ method, the actual work conditions are simulated and the equipment used by the
trainees is similar to what is used in job.
a. Experiential exercise
b. Computer modelling
c. Role playing
d. Vestibule training
15. Companies design ______________ to increase employee productivity, control attrition, prevent job
burnout and obsolescence and improve the quality of employees‟ work lives.
a. Employee growth programmes
b. Management development programmes
c. Employee training programmes
d. Career planning programmes
16. Succession planning includes a review of the data on all ______________ who might be able to move
to these positions either right-away or in the near future.
a. Potential candidates
b. Skilled candidates
c. Deserved candidates
d. Employees
17. ____________ include flexitime, job sharing, part time work, working from home, compressed
workweeks, temporary workweeks, etc.
a. Work-family programmes
b. Flexible work schedules
c. Fast track employees
d. Outplacement programme
18. Performance management is a process of aligning _____________ with the employee goals.
a. Roles and responsibilities
b. Organisation‟s goals
c. Organisation's productivity
d. Employee's capabilities
19. What does 'A' in SMART principle for performance appraisal stand for?
a. Accountable
b. Added value
c. Attributes
d. Achievable
20. A person‟s job performance is a combination of ability, ________ and opportunity.
a. Effort
b. Role
c. Efficiency
d. Time management
21. Wage earners are designated as:
a. Green-collar
b. Blue-collar
c. White-collar
d. Red-collar
22. Which one of the following employee stock plan is also known as "performance-vesting options"?
a. Employee stock purchase plan
b. Employee stock option scheme
c. Restricted stock plan
d. Premium price options plan
23. _________________ plan tries to eliminate the limitations of time and piece rate system while trying
to combine their merits.
a. Task bonus
b. Rower
c. Halsey
d. Distribution
24. _________________ determines the position and place of the job in the organisational hierarchy.
a. Market price of the job
b. Trade Union
c. Compensation fixed for the job
d. Job Evaluation
25. In which method of job evaluation, each factor is ascribed a money value. Key jobs, representing the
various levels or grades are ranked factor-by-factor and upon this ranking, a scale of pay/money value is
prepared?
a. Ranking method
b. Single factor ranking method
c. Factor-comparison method
d. Grading Method
26. Under Non-Quantitative techniques, the two methods of job evaluation are:
a. Ranking and Grading method
b. Ranking and Factor-comparison method
c. Point rating and Factor-comparison method
d. Point rating and grading method
27. HRIS is a key management tool which collects, maintains, __________ and reports information on
people and jobs.
a. Analyses
b. Directs
c. Modifies
d. Controls
28. The objective of HRIS is to ensure efficient collection, storage and ___________ of HR-related
information in a paperless environment.
a. Allocation
b. Dissemination
c. Decentralisation
d. Distribution
29. Which application of HRIS does HR serve when we refer to computing salaries of the employees?
a. Application tracking system
b. Succession planning system
c. Compensation management system
d. Performance appraisal system
30. HRIS performs three inter-connected activities as a database. They are receiving inputs, storing and
processing data and ____________.
a. Analysing data
b. Distributing data
c. Generating output
d. Transforming data
31 _________ is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job.
a. Job design
b. Job description
c. Job evaluation
d. Job analysis
32. The various aspects of a job such as the tasks involved, the responsibilities of the job and the
deliverables are best described through _____________.
a. Job description
b. Job analysis
c. Job evaluation
d. Job design
33. Good employee conduct is usually catalysed by_____________________.
a. External factors
b. Rules of the organisation
c. The orders of their supervisors
d. Effective leadership
34. A disciplinary policy should be preventive rather than ______________.
a. Offence
b. Punitive
c. Action-penalties
d. Biased
35 The broadest interpretation of the term „grievance‟ would include any discontent or
dissatisfaction that affects ______________.
a. Organisational performance
b. Individual performance
c. Individual growth
d. Team performance
36. _______ arises when an employee‟s dissatisfaction is not because of any valid reason but because of a
wrong perception.
a. Grievance
b. Factual grievance
c. Imaginary grievance
d. Disguised grievance
37. Employee welfare measures are one of the key inputs to bring about the desired level of employee
satisfaction, _____________ and productivity of the organisation.
a. Job responsibility
b. Job security
c. Motivation
d. Compensation
38. Who is empowered to make rules to protect the health, safety and welfare of the employees working
in factory premises?
a. Central government
b. State government
c. Employers
d. Trade unions
39. ________________ is a process of identifying key competencies for an organisation and/or a job and
incorporating them throughout the various processes of the organisation.
a. Competency mapping
b. Job analysis
c. Competency analysis
d. Job evaluation
40. Under flexi time, there is normally a _________________ of the day when employees must be at
work.
a. Non-Core period
b. Core period
c. Flexible period
d. Small period
41. In which method of job analysis, incumbents of a particular job make immediate note of the activities
they perform?
a. Individual interview technique
b. Questionnaire methods
c. Functional job analysis
d. Diary method
42. HRIS refers to software packages that address HR needs with respect to planning, _____________
and employer regulatory compliance.
a. Employee data security
b. Employee information access
c. Employer organisation guidelines
d. Welfare and growth plans of employees
43. Competency can be thought of as a tool that can be used to map „best-in-class‟ performance, the best
performer is always called as:
a. Competent performer
b. Best in class performer
c. Best performer
d. Competitor
44. The principles for determining minimum wages were evolved by the Government and have been
incorporated in _________________ .
a. The Minimum Compensation Act, 1948
b. The Minimum Wages Act, 1958
c. The Minimum Wages Act, 1948
d. The Minimum Compensation Act, 1958
45. In which evaluation system, the manager and the employee to be evaluated jointly set
objectives/targets in advance for the employee to achieve during a specified period?
a. Graphic scale rating
b. Forced choice
c. Essay evaluation
d. Management by Objectives
46. Which appraisal method is used to assess personality or personal characteristics such as loyalty and
communication skills?
a. Trait-based appraisal
b. Behaviour- based appraisal
c. Results-based appraisal
d. Graphic rating scale
47. HR Specialists work with the _________ to review the employees‟ performance and maintain the
records.
a. Top management
b. Staff managers
c. Line managers
d. Middle management
48. ________________ includes positions that are critical for the business and for its continuity and not
just the senior level positions.
a. Career planning
b. Succession planning
c. Development planning
d. Task planning
49. In ___________method the trainee is placed on various jobs across different functions in the
organisation.
a. Job instruction training
b. Committee assignments
c. Job rotation
d. Apprenticeship and coaching
50. A successful ______________ programme improves the performance of an employee which in turn
enhances organisational performance.
a. Education
b. Management
c. Training
d. Development
Section-B
Answer all questions. Each question carries 2 marks 25 * 2 = 50 Marks
51. Consider the following statements:
(i). The ____________ of employees is dependent on how they are perceived and treated in the
organisation based on their performance, abilities and skills.
(ii). ________________ functions of HR department are those core functions that only the HR
department is assigned to perform.
a. (i)-Induction, (ii) Personal
b. (i) -Suitable knowledge, (ii) Personnel
c. (i) -Retention, (ii) Operative
d. (i) -Performance appraisal, (ii) Employee Welfare
52. Consider the following statements:
(i). ___________________benefits are monetary and non-monetary benefits given to employees during
their employment. (ii). ______________is a systematic determination of the value of each job in relation
to other jobs in the organisation, in the industry and in the market.
a. (i)-Wage and salary administration , (ii)Performance appraisal
b. (i)-Induction, (ii) Management development
c. (i) Incentives, (ii) Wage and salary administration
d. (i) Fringe, (ii) Job Evaluation
53. Talent management decisions are often driven by a set of ________ as well as ________.
a. Skills, Knowledge
b. Organisational core competencies, Position-specific competencies
c. Skills , Experience
d. Organisational core competencies, business goals
54. Consider the following statements:
(i) After Indian independence, the government resorted to protectionism in order to nurture the country‟s
fledgling industries.
(ii). The critical HR issues today in India are performance management, employee motivation and
retention, career and succession planning.
State True or False:
a. (i)- True, (ii) True
b. (i) False, (ii) False
c. (i) False, (ii) True
d. (i) True, (ii) False
55. Employee requirement ratio is the ratio of ____________________ and ____________________.
a. Business index, workforce size
b. Work load , number of people
c. Work load, workforce size
d. Workforce size, number of units produced
56. Productivity ratio is the ratio of ____________________ and ____________________.
a. Work load ,number of units produced
b. Business index, Work load
c. Business index , number of units produced
d. Work load , number of people
57. ___________ and___________ tests are used to measures the general mental ability of individuals
and job related proficiency and knowledge of the applicants respectively.
a. Intelligence test, Aptitude test
b. Aptitude test , Achievement test
c. Intelligence test, Achievement test
d. Interest test, Personality test
58. Consider the following statements with respect to the types of interviews:
(i). Preliminary interviews are brief, first round interviews that aim to eliminate the applicants who are
obviously unqualified for the job.
(ii). In-depth interview is very rigid in its structure and contents. It is based on a thorough job analysis.
State True or False:
a. (i)-False, (ii)-False
b. (i) True, (ii)-True
c. (i)- True, (ii)- False
d. (i)- False, (ii)-True
59. Which of the following two sources of recruitment comes under external sources of recruitment?
a. Employee exchanges, Employee referrals
b. Promotions, transfers
c. Advertisement, Employee referrals
d. Employee exchanges, Advertisement
60. ____________ is the failure to adopt new methods and processes that can improve employee and
organisational ____________.
a. Motivating employees, performance
b. Managerial obsolescence, responsibility
c. Managerial obsolescence, performance
d. Motivating employees, growth
61. Training is a process of assisting a person in enhancing his ___________ and _____________ in a
particular work area by acquiring more knowledge and practices.
a. Efficiency, responsibility
b. Skills, effectiveness
c. Efficiency, performance
d. Efficiency, effectiveness
62. For an employee‟s goals and aspirations to be fulfilled, a basic requirement is that the goals must be
____________ and ____________.
a. Realistic, suitable
b. Appropriate, realistic
c. Appropriate, achievable
d. Realistic, achievable
63. The full cycle of performance management includes planning, _________, __________, appraising
and rewarding.
a. Directing, controlling
b. Monitoring, directing
c. Developing, controlling
d. Monitoring, developing
64. According to wage fund theory, after ________ and ________ are paid for, a definite amount remains
for labour.
a. Rent, Raw materials
b. Rent, Interest
c. Interest , Raw material
d. Interest, Profit shares
65. In job classification or Grading Method ________ are formulated on the nature of tasks and ________
of the job.
a. Grades, Responsibilities
b. Responsibilities, Grades
c. Classifications , Responsibilities
d. Responsibilities, Classifications
66. Consider the following statements:
(i).The _______________ must clearly decide the need for an HRIS in the organisation and assess the
present HR operations that require system-enabled support.
(ii) The main task of HRIS specialised team is to supervise the entire operation from planning to
execution of the project, including ________________ monitoring.
a. (i)-Consulting Staff, (ii) HR software
b. (i)-Project manager, (ii) Project costing
c. (i)-HR, (ii) Pre-installation
d. (i)-Management, (ii) Post-installation
67. Job analysis plays a key role in ____________ and ____________ the performance appraisal system
in an organisation.
a. Recruiting, Planning
b. Judging, Determining
c. Developing, Evaluating
d. Designing, Managing
68. Conditions contributing to poor discipline can be caused by weaknesses within the
__________________or by _____________________.
a. Management, internal factors
b. Business organisations, external factors
c. Organisational structure, external factors
d. Business organisations, internal factors
69. In job-related issues such as promotions, compensation and merit hikes, today‟s organisations provide
for a transparency in its policies and practices.
a. Practices, rules
b. Profit, policies
c. Policies, practices
d. Profit, practices
70. Employee welfare measures increase the _____________ of the organisation and promote healthy
industrial relations, thereby maintaining _________________.
a. Productivity, industrial peace.
b. Profits, stablility.
c. Wages, lesser attrition.
d. Health measures for workers, industrial health.
71. Consider the following statements with respect to components of HRIS.
1. One of the components of HRIS is to receive inputs in the form of data from different sources.
2. Another component of HRIS is to develop and store data with the purpose of transforming them into
meaningful information and sharing it with other organisations.
State True or False.
a. 1- True, 2- True
b. 1- False, 2- False
c. 1- False, 2 - True
d. 1- True, 2- False
72. Consider the following statements:
1. Developing a job description is the first step in the process of job analysis.
2. Job analysis process helps them maintain the right quality of employees, measure their performance
on realistic standards, assess their training and development needs and increase their productivity."
State True or False
a. 1- True, 2- False
b. 1- False, 2- True
c. 1- True, 2- True
d. 1- False, 2- False
73. Consider the following statements with respect to procedure for disciplinary action:
1. When the management of an organisation wants to initiate an enquiry against an employee for
alleged misconduct, the concerned employee is issued a charge sheet.
2. After administering disciplinary action, there should be proper follow-up. The punishment for
misconduct should be conveyed to the employee.
State True or False:
a. 1-True, 2-True
b. 1-True, 2-False
c. 1-False, 2-False
d. 1-False, 2-True
74. Match the following sets:
Part A
1. Discipline
2. Suspension
3. Charge sheet
Part B
A. It is employee self-control which prompts him/her to willingly co-operate with the organisational
standards, rules, objectives, etc.
B. It is the proposed statement of charges against an employee.
C. It is the official prohibition of someone from holding their usual post or carrying out their usual
role for a particular length of time
a. 1B, 2A, 3C
b. 1A, 2C, 3B
c. 1B, 2C, 3A
d. 1C, 2A, 3B
75. Match the following:
Part A
1. Point Rating Method
2. Single factor ranking
3. Factor-Comparison Method
Part B
A. In this method each factor is ascribed a money value. Key jobs
B. The most important factor of a job is identified and is compared with the most important factor of
other jobs.
C. In this method a quantitative point scale is developed to evaluate the jobs.
a. 1A, 2B, 3C
b. 1C, 2B, 3A
c. 1B, 2A, 3C
d. 1B, 2C, 3A
Section-C
Answer the following questions.
2 x 10Marks = 20Marks
76. Globalisation has resulted in making major economic and policy changes in most of the
organisations across the world. In what ways have globalization impacted HRM in India?
77. RK Chand is the HR Manager of a small manufacturing company. Seeing the amount of
documents filed and manual reports being made, he decides to implement Human Resource
Information System in his company. What benefits do you think will implementing HRIS
bring to the company? What are the stages involved in its implementation?
78. Case study (Compulsory):
20 Marks
Read through the mini-case given below carefully and answer all the four questions
provided below. Questions to be answered in not more than 200 words
Solon solutions, was slowly gaining foothold as the preferred service provider for some
well-known US based corporates. The company was a BPO in the medicare space and this
made it imperative for the company to be working round the clock. Raghu, who had joined
Solon a month back found the going difficult as the timings were erratic. He had previously
worked at ATR bank as a driver on contract and was lured by the attractive package and
accomodation offered by Solon solutions.
However the erratic timings took its toll on Raghu‟s health. He had to take up night duties
on certain days of the week and also on days when other drivers were on leave. Some of
the drivers who had night duties skipped work on the days they had to do night shift. There
were days when he had to take up duties for almost 20 hours continuously. The
accommodation offered by solon solutions was a small room where the drivers could rest.
The room was a 12 by 10 feet room and could accommodate only 3 drivers at a time. More
often than not the rooms were congested as many drivers preferred staying back as the
company was located far away from the city.
Mythili, the HR Head had received complaints from her employees that the drivers were not
driving the vehicle properly. Her enquiries revealed that some of the drivers were drunk in
the evenings as they were away from their family. Very often the drivers complained to her
that the other drivers were deliberately taking leave on the days they had night duties. They
had also pointed out one instance of a driver taking up duties with another company on the
nights they opted out.
Things came to a head when a physical fight erupted between Raghu and another driver in
front of the main gate. Raghu was annoyed that he had to work extra hours without added
compensation and was almost never able to be with his family. He was unhappy with
Sarvesh, who took leave on the days he had night duties. He let lose all the pent up
frustration that he had been suppressing. When Mythili was informed of it, she immediately
came running to the gate and demanded an explanation from Raghu. Raghu broke down in
front of everyone crowded there, and retorted, “You ask for an explanation for what you
could have prevented long back.”
Questions:
a) Analyse and list out the factors that caused grievance among the drivers. Also, from the
case given, describe the importance of employee welfare measures in organisations.
b) If you were in Ms. Mythili‟s position what disciplinary action would you take? In your
opinion, what steps should Raghu have taken to report his grievance?
