Q1: Various —— result in commitment, competence, cost effectiveness, and congruence. b. HR policies
a. HR Functions
b. HR policies
c. HR Goals
d. None of the above
Answer
Q2: New industrial organizations were characterized by the factory system (a change from the cottage system or home-centered production system), which deteriorated the employer-employee relationship due to which of the following reasons? e. All of the above
a. Unhealthy work environment
b. Long working hours
c. Fatigue, monotony, strain
d. Increased likelihood of accidents
e. All of the above
Answer
Q3: Personnel Policies may be classified into several categories depending on their: d. All of the above
a. Source (originated, appealed, and imposed)
b. Scope (general or specific)
c. Form (written or implied)
d. All of the above
e. Only (1) and (2)
Answer
Q4: Stress is the psychological and physical reaction to certain life events or situations. a. True
a. True
b. False
Answer
Q5: The Industrial Revolution followed the new economic doctrine of ——-. a. Laissez-faire
a. Laissez-faire
b. Quasi Contract
c. Lapse
d. None of the above
Answer
Q6: ——- is the perception of the employees about the prevailing Human Resource Development (HRD) culture in the organization. a. HRD climate
a. HRD climate
b. HRD Matrix
c. Organizational Development
d. None of the above
Answer
Q7: The model that aims at measuring the degree of each essential ability required for performing the job effectively is known as: a. Fleishman Job Analysis System
a. Fleishman Job Analysis System
b. Common metric questionnaire
c. Management position description questionnaire
d. Functional job analysis
Answer
Q8: In the moving average method, we need to carry forward a large volume of ——- data. b. Historical
a. Statistical
b. Historical
c. Future
d. Projected
Answer
Q9: In the Labour Turnover Index, ——- number of employees employed in a given time period is decided by adding the employees at the beginning and end and then dividing the same by two. a. Average
a. Average
b. Total
c. Equal
d. None of the above
Answer
Q10: ——- is the process of deciding what positions the firm will have to fill and how to fill them. e. Personnel planning
a. Recruitment
b. Selection
c. Job analysis
d. Interviewing
e. Personnel planning
Answer
Q11: Apart from HRP, job analysis serves which of the following purposes of Human Resource Management? d. All of the above
a. Recruitment and Selection
b. Wage and Salary Administration
c. Job Re-engineering
d. All of the above
e. Only (1) and (2)
Answer
Q12: There are different techniques of work measurement. Which of the following are the principal techniques? d. All of the above
a. Time study
b. Ratio-delay study
c. Analytic estimating
d. All of the above
e. Only (1) and (2)
Answer
Q13: Designing a job according to the worker’s physical strength and ability is known as ——-. a. Ergonomics
a. Ergonomics
b. Task assortment
c. Job autonomy
d. None of the above
Answer
Q14: Guild System marked the beginning of Human Resource Management for: c. Both (1) and (2)
a. Selection, training, and development of workers
b. Emergence of collective bargaining for wages and working conditions.
c. Both (1) and (2)
d. None of the above
Answer
Q15: Information regarding job-related knowledge or skills and required personal attributes is included in the information about ——- an HR specialist may collect during a job analysis. c. Human requirements
a. Work activities
b. Human behaviors
c. Human requirements
d. Performance standards
e. Job context
Answer
Q16: Starting and stopping of work, rest periods, time-keeping, insubordination, fighting or drinking on the job, smoking, report of injuries, etc. are normally incorporated in ——-. a. Work rules
a. Work rules
b. Work Study
c. Time Study
d. None of the above
Answer
Q17: Which of the following is not a trend in job design? b. 9 to 5 scheduling
a. Temporary Workers
b. 9 to 5 scheduling
c. Alternative workplaces (telecommuting, shared offices, etc)
d. Automation of manual work
e. Meaningful and rewarding jobs
Answer
Q18: ——- refers to those positions of an organization which have responsibility and authority and are accountable for accomplishment of primary objectives. b. Line
a. Management
b. Line
c. Both (1) and (2)
d. None of the above
Answer
Q19: Which of the following is / are concepts are now calling for new areas of training for employees to make them functionally more effective in their restructured jobs. d. All of the above
a. Total Quality Management (TQM)
b. Small Group Activities (SGA)
c. Quality Circles (QC)
d. All of the above
e. Only (1) and (2)
Answer
Q20: The primary responsibility for human resource planning lies with : b. General manager
a. HR Manager
b. General manager
c. Trade union leader
d. Line manager
Answer
Q21: ——- is normally used in plant maintenance and repair work. d. Time Study
a. Work Measurement
b. Analytical estimating
c. Job Evaluation
d. Time Study
Answer
Q22: ——- is the total knowledge, skills, creative abilities, talents, aptitudes, values, attitudes, and beliefs of the people of an organization. a. Human Resource Management
a. Human Resource Management
b. Organizational Development
c. Industrial Relations
d. All of the above
Answer
Q23: The process of grouping similar types of works together is known as: a. Job classification
a. Job classification
b. Job design
c. Job evaluation
d. Job description
Answer
Q24: The method that requires the line managers to justify the continuance of each job that becomes vacant is called: b. Zero-base forecasting
a. Simulation model
b. Zero-base forecasting
c. Human resource allocation approach
d. Delphi technique
Answer
Q25: The information resulting from job analysis is used for writing ——-. a. Job descriptions
a. Job descriptions
b. Work activities
c. Work aids
d. Job context
Answer
Q26: —— explanations of changes in policy, reinforced by oral discussion, are minimal for policy communication. b. Written
a. Oral
b. Written
c. Both (1) and (2)
d. None of the above
Answer
Q27: Job enrichment includes all of the following except: c. Diagonal enrichment
a. Horizontal enrichment
b. Vertical enrichment
c. Diagonal enrichment
d. Both (1) and (2)
Answer
Q28: An assessment that defines the jobs and behaviors necessary to perform the job is known as a ——-. d. Job analysis
a. Job description
b. Job specification
c. Goal-oriented job definition
d. Job analysis
Answer
Q29: A written statement of policies and principles that guides the behavior of all employees is called ——. a. Code of ethics
a. Code of ethics
b. Word of ethics
c. Ethical dilemma
d. None of the above
Answer
Q30: The impact of human resource policies can be measured through their outcomes viz., commitment of the employee towards the organization. a. True
a. True
b. False
Answer
Q31: Which of the following is not a trend in job design? c. Jobs for life
a. Quality control
b. Cross training
c. Jobs for life
d. Team approaches
Answer
Q32: A written statement of what a job holder does, how it is done, and why it is done is known as ——-. d. Job description
a. Job specification
b. Process departmentalization
c. Goal-oriented job definition
d. Job description
Answer
Q33: ——- is a proposed course of action to exert a far-reaching impact on the ability of the enterprise to attain its goals. b. Strategy
a. Objective
b. Strategy
c. Program
d. Policy
Answer
Q34: ——- is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. c. Job analysis
a. Job description
b. Job specification
c. Job analysis
d. Job context
Answer
Q35: ——- is a planning process by which an organization can move from its current manpower position to its desired manpower position. b. Human Resource Planning
a. Supply Chain Planning (SCP)
b. Human Resource Planning
c. Human Resource Development (HRD)
d. None of the above
Answer
Q36: ——- is a sampling technique. d. None of the above
a. Method study
b. Ratio-delay
c. Work Measurement
d. None of the above
Answer
Q37: ——- is the process of dividing how much an employee should be paid. a. Compensation administration
a. Compensation administration
b. Job Evaluation
c. Job Analysis
d. Performance Evaluation
Answer
Q38: Unlike Delphi method, nominal group method involves a panel of experts. a. True
a. True
b. False
Answer
Q39: The maximum working area is one that can be reached by the operator using ——- made by the fingers with the shoulders as the pivot. a. Arcs
a. Arcs
b. Marks
c. Line
d. None of the above
Answer
Q40: Under ——- , the average of the combined employment level data for the recent past is considered as the forecasted employment level for the next period. a. Moving Average Method
a. Moving Average Method
b. Manpower Average Method
c. Forecasting Average Method
d. None of the above
Answer
