Fill in the blanks
1. Prior to Industrial Revolution, the status of labour was extremely __________and the human relationships between the employer and the employees were characterized by slavery, serfdom and the guild system.
Answer
Ans: low
2. Slavery was based on __________incentive system and serfdom was based on positive incentive system.
Answer
Ans: negative
3. Technological changes are taking place at a ____________ pace throughout the world.
Answer
Ans: rapid
4. The new changes have extended the functional horizon to many _____________.
Answer
Ans: Areas
5. Participants in training groups (T-groups) effectively identi?ed problems, acquired the skills and also actively collaborated in the ______________process.
Answer
Ans: problem solving
6. Training and Organization Development has become a recognized area of _____________
Answer
Ans: professional endeavour
7. HRM is a ____________ approach
Answer
Ans: distinctive
8. Within the HRM, there are two major activities; the first is concerned with the recruitment, selection, placement, compensation and ____________ of the human resources personnel functions), more commonly termed as Human Resource Utilization (HRU) function.
Answer
Ans: appraisal
9. Valuation of employee development programmes isextremely ____________
Answer
Ans: both in terms of return on investment and application of learned experiences, for obvious time-lag, in the organization
10. Employee education calls for __________ changesof corporate leaders.
Answer
Ans: attitudinal
11. Increased morale and motivation of employees no doubt are necessary to achieve _______ and functional effectiveness.
Answer
Ans: productivity
12. QWL stands for ____________
Answer
Ans: Quality of Work Life
13. IFCI stands for ________
Answer
Ans: Financial Corporation of India (IFCI)
14. SAIL stands for ________
Answer
Ans: Steel Authority of India
15. Increase the ‘_________ ‘ capabilities by developing human resources.
Answer
Ans: enabling
16. Focus on working with unions by taking them into __________________
Answer
Ans: con?dence and collaborating
17. HRD systems should develop a ___________ feedback and re-enforcing mechanism.
Answer
Ans: strong
18. The structure of HRD department differs from organization to organization in terms in size, nature of activity, philosophy and ____________
Answer
Ans: attitude
19. ___________ plays the role of providing coordination and support services for the delivery of HRD programmes and services.
Answer
Ans: Administrator
20. The Goal of HRD is to prevent __________ at all levels.
Answer
Ans: obsolescence
21. In HRD, consultants play a very _________role.
Answer
Ans: crucial
22. An organization may require availing the services of specialized in ___________ some areas.
Answer
Ans: experts
23. Organizational structure is getting changed from traditional functional system to strategic or _________business units.
Answer
Ans: independent
24. Managers play a crucial role in identi?cation of career opportunities and encourage ________to develop the required potential to grab such opportunities.
Answer
Ans: subordinates
25. HRD facilitates development of an enabling ___________ in an organization.
Answer
Ans: culture
26. In a changing environment, organizations are requiredto go for frequent restructuring and of _________ activities
Answer
Ans: re-designing
27. HRD climate, organizations often institute a ____________ with a structured questionnaires.
Answer
Ans: survey
28. HRD climate is the ____________ of the employees about the prevailing HRD culture in the organization.
Answer
Ans: perception
29. HRD matrix is the ___________ between HRD practicesand organizational effectiveness.
Answer
Ans: interrelationship
30. HRD practices generate HRD processes, which result inHRD outcomes that contribute to organizational __________
Answer
Ans: effectiveness.
31. Policy can be ____________ from objective, programmes and procedures.
Answer
Ans: differentiated
32. Policy is _________ from procedure.
Answer
Ans: different
33. Policies in the management of HR cover a _________of subjects.
Answer
Ans: wide variety
34. Procedures prescribe the details for carrying out policies.
Answer
Ans: HR Policies and Procedures
35. HR programme consists of the entire broad course of action governing employees ______at levels (including management) in a ?rm.
Answer
Ans: all levels
36. Like any other programme of management, HR programme can be thought of as a “________ ” that continues over an extensive period of time.
Answer
Ans: stable plan of action
37. Management has a __________ responsibility to see that employees become familiar with any policies that affect them
Answer
Ans: definite
38. Questions of ______________ of administration and consistency or ?exibility of interpretation must also be faced.
Answer
Ans: rigidity
39. ___________ managers have the final responsibility for achieving the organisation’s goals.
Answer
Ans: Line
40. HR managers, by nature, are __________ experts
Answer
Ans: staff
41. The first operative function of personnel management is ____________
Answer
Ans: procurement
42. _________ is the psychological and physical reaction to certain life events or situations
Answer
Ans: Stress
43. For HRP, job information helps in analyzing the scope for ______________ hiring.
Answer
Ans: internal
44. Objective of job information is _____________analysis.
Answer
Ans: organizational
45. _______________ is the process of gathering information about the job and evaluating such information in terms of what is necessary and relevant.
Answer
Ans: Job analysis
46. Valuable job information can also be obtained from organization _________
Answer
Ans: manuals
47. Job questionnaire is a special tool for ____________ job information.
Answer
Ans: consolidating
48. By using a job questionnaire, organizations also get the benefit of communicating the __________ job information to the employees.
Answer
Ans: up-to-date
49. Compiled job information is translated to _____________
Answer
Ans: job descriptions
50. Job descriptions are _________________ records of job duties and responsibilities
Answer
Ans: written
51. Job descriptions also facilitate proper __________ utilization.
Answer
Ans: manpower
52. Job descriptions is a basic __________
Answer
Ans: requirement
53. Job Evaluation originated in the United States in _________
Answer
Ans: 1971
54. Job evaluation is the process of determining the worth of one job in relation to that of another ________ regard to the personalities.
Answer
Ans: without
55. Every work undergoes ___________ modi?cation.
Answer
Ans: constant modi?cation
56. The purpose of job evaluation is to establish the relative job value _______ the organization in terms of points or rankings and in terms of pay levels.
Answer
Ans: within
57. Elimination of idle item or non-value adding time caused due to problems of flow, queues and _____________
Answer
Ans: congestion
58. It is essential to keep in mind the ultimate objective of the _______ study.
Answer
Ans: method
59. ILO defined work measurement as the application of _____________
Answer
Ans: techniques designed
60. Conventionally work measurement is known as _________________
Answer
Ans: traditional
61. ILO defined time study as “a technique for determining as accurately as possible from a limited number of observations the time necessary to carry out a given activity at a de?ned __________”
Answer
Ans: standard of performance
62. Analytical estimating is normally used in plant maintenance and _________work.
Answer
Ans: repair
63. Ergonomics is derived from two Greek words; ________________, meaning work and enomos, meaning laws.
Answer
Ans: ergon
64. The ?eld of ____________should also be taken into account while considering working areas
Answer
Ans: vision
65. ______________ economy is the process of minimising the physical and perceptual loads imposed on people engaged in any type of work.
Answer
Ans: Motion
66. Rhythm helps in speed _________formation.
Answer
Ans: habit
67. Method study seeks to determine the effective combination of the man, the machine and the ________
Answer
Ans: Working environment
68. A badly designed machine may be responsible for _____________performance of the workers.
Answer
Ans: poor
69. ________________ is the worth of an article/product/service.
Answer
Ans: Value
70. The term ___________ has now been replaced by value engineering.
Answer
Ans: value analysis
71. _____________ is a planning process by which an organization can move from its current manpower position to its desired manpower position.
Answer
Ans: HRP
72. Through manpower planning, an organization strives to have the right number and the right kinds of people at the right places at the ________
Answer
Ans: right time
73. ____________estimates are done depending on the speci?c future plans of a company.
Answer
Ans: Judgemental
74. Inventory of manpower resources helps in assessing the __________such resources optimally.
Answer
Ans: extent of deploying
75. Job analysis is done to _________ one job from the other.
Answer
Ans: differentiate
76. __________ is defined as collection or aggregation of tasks, duties and responsibilities,
Answer
Ans: Job
77. The first objective of manpower planning is to _____________ planning and control of manpower with organizational planning to ensure best possible utilisation of all resources.
Answer
Ans: integrate
78. The next objective of manpower planning is to ____________ manpower policies of the organization.
Answer
Ans: integrate planning and control of
79. Manpower requirement may change due to change in ____________ or mix, which calls for analysis of performance.
Answer
Ans: output volume
80. Today most of the Ordnance Factories are facing ____________ crisis of operators.
Answer
Ans: acute crisis
81. Productivity has two major components, technological change and ____________
Answer
Ans: manpower utilisation
82. With better human relations, ___________ can be increased.
Answer
Ans: productivity
83. Organization level manpower or human resource planning __________be done in isolation of macro issues.
Answer
Ans: cannot
84. MRA helps us to project the demand for manpower atthe ____________ level.
Answer
Ans: macro-level
85. Non-availability of data, labour market ?exibility, fluctuations in rate of return, etc. are the major deficiencies.
Answer
Ans: Rate of Return Approach (RRA)
86. ISLE organizes __________ level conferences on different areas of labour economics
Answer
Ans: national
87. Managerial judgement along with statistical tools is often considered as the _______ option for manpower planning.
Answer
Ans: best
88. Planning for manpower within a given cost constraint, without bothering for past practices, leads to a _____________estimation.
Answer
Ans: better
89. The word ‘Delphi’ has come from ________
Answer
Ans: Greek
90. A series of questionnaire are prepared from the responses received from a prior set of questions in a _____________manner
Answer
Ans: sequencing
91. ____________ Delphi method, nominal group method also involves a panel of experts.
Answer
Ans: Nominal Group Method
92. The Nominal Group Method affords creativity and facilitates group consensus.
Answer
Ans: unlike consensus by qualification
93. Analysis of manpower supply at the enterprise level is also done using some _________techniques.
Answer
Ans: quantitative
94. Wastage __________with the increase of length of service.
Answer
Ans: decreases
95. This index indicates the number of levers as percentage to _________number of employees.
Answer
Ans: average
96. Cohort means ________groups.
Answer
Ans: homogeneous
97. _______________ are divided into categories like, sex, age, length of service, etc.
Answer
Ans: Stocks
98. ____________ are recruitment, promotion, wastage, transfers, demotion, etc
Answer
Ans: Flows
99. To simulate is to ___________
Answer
Ans: initiate
100. Simulation involves developing a model of some real phenomenon and then performing _________on the model evolved.
Answer
Ans: experiments
101. A replacement is called for whenever new equipment offers more efficient or economical service than the ___________one.
Answer
Ans: existing
102. The staff of an organization calls for replacement because people ____________ the organization
Answer
Ans: leave
103. Through HRP we can understand the extent of external hiring after adjustment of ____________manpower.
Answer
Ans: internal
104. The first important task of recruitment function is to frame a______________
Answer
Ans: recruitment policy
105. Training and development may ____________ always ensure availability of the best talents internally.
Answer
Ans: not necessarily
106. Organizations are mostly compelled to recruit from __________ sources, mentioned above.
Answer
Ans: outside
107. _________ is an art of attracting applicants, from whom the most suitable ones may be selected in a particular job or jobs.
Answer
Ans: Recruitment
108. Internal recruitment may often _________________ unpleasantness
Answer
Ans: avoid
109. The major step in selection procedure is to personify various ___________ in candidates.
Answer
Ans: attributes
110. The number of applications normally received against any advertised vacancy are usually _______
Answer
Ans: more
111. The application blank form is designed to have detailed information about the ________
Answer
Ans: applicants
112. Application blank, helps in ___________________ the applications.
Answer
Ans: comparing
113. Psychological testing is used for purposes like, determining training needs and evaluation of training programmes, selection and placement, transfer and promotion, _________________
Answer
Ans: counselling
114. Psychological tests are mostly designed to measure the aptitude and skills of successful ___________
Answer
Ans: job performers
115. Attitude is a _________ state of an individual who tends to act or respond.
Answer
Ans: mental state
116. Thurstone scale, etc. help the interviewer to assign numbers, either __________ or __________
Answer
Ans: discrete or continuous
117. Changing attitudes, values and motivations are now the major issues _________the organizations.
Answer
Ans: before
118. Through appropriate HRD interventions, organizations can turn such change into advantages, ensuring _____________
Answer
Ans: quality of work life
119. Freedom from variable errors is known as the _______________
Answer
Ans: validity of measurement
120. Reliability measure the yields same result in repeated applications to the same __________ or __________
Answer
Ans: respondents or events
121. Perceptions generated by an individual, are ________________ through a well planned induction programme.
Answer
Ans: reaffirmed
122. Any dichotomy between the employees perceptions and organizational perceptions, need to be properly identified and removed through __________________
Answer
Ans: increased socialization process
123. Placement is defined as assigning employees jobs for which they have been identi?ed as suitable based on the _________
Answer
Ans: selection techniques
124. Retaining employees after recruitment and selection is an utterly ___________area in Indian corporate sector.
Answer
Ans: neglected
125. Career is a ____________ of attitudes and behavioursassociated with the series of job and work relatedactivities over a person’s lifetime.
Answer
Ans: sequence
126. An organization without career planning and careerdevelopment initiatives is likely to encounter the ___________ of attrition, causing much harm to their plans and programmes.
Answer
Ans: highest rate
127. Career development essentially means the process of _________________ an employee’s potential for advancement and career change.
Answer
Ans: increasing
128. Management development is concerned with ___________the manager’s skills, knowledge and ability of employees.
Answer
Ans: upgrading
129. Career planning process evaluates one’s abilities and interests, considering ___________
Answer
Ans: alternative career opportunities, establishing career goals and planning practical development activities
130. Succession planning chart is a __________ for higher generalist positions.
Answer
Ans: runner up chart
131. It is essential for the organization to ________ the behavioural attitude.
Answer
Ans: sustain
132. ____________allow the new entrant to perform some speci?c job and to confer freedom in functioning.
Answer
Ans: Exploratory Stage
133. At every stage of the career, employees also make an effort to _________their own information sources.
Answer
Ans: develop
134. Manage retirement without destroying the employee’s sense of ____________
Answer
Ans: self-worth
135. Career anchor is a ___________, motives and values which gives stability and direction to a person’s career.
Answer
Ans: syndrome of talents
136. The complexity of behavioural parameters has of late identified some other___________
Answer
Ans: career anchors
137. Employee empowerment etymologically means an ________of employee participation vis-a-vis involvement.
Answer
Ans: extension
138. People need to be infused with a sense of ____________to enable them to Work to their true potential.
Answer
Ans: confidence
139. Career development process can not be undertaken in ________________
Answer
Ans: isolation
140. Education and occupational mismatch need not always be for reasons of ______________of matching jobs.
Answer
Ans: non-availability
141. Career paths are ____________ out of jobs, which represent a potential progression tract.
Answer
Ans: logical mapping
142. Career planning process is also concerned with developing _____________and transfer important
Answer
Ans: suitable promotion
143. Growth and survival of the organization are the responsibilities of the ____________management.
Answer
Ans: top
144. Preparation of the management resource inventory is the ____________ step in the succession planning.
Answer
Ans: final step
145. Organizational development is a ____________ or an effort, which is planned and managed from the top, to bring about planned organizational changes for increasing organizational effectiveness through planned interventions based on social philosophy.
Answer
Ans: strategy
146. Goal of OD is basically to change the ___________________ of people in the organization so as to enable them to identify the change areas and implement the desired organization changes on their own.
Answer
Ans: attitudes
147. TMDC stands for ________________
Answer
Ans: Tata Management Development Centre (TMDC)
148. For____________ management, MDPs are intended to develop their intellectual faculty
Answer
Ans: middle-level
149. ____________ MDP deserves utmost attention and importance.
Answer
Ans: Planning
150. ____________ at executive level is a variation of the job rotation system.
Answer
Ans: ‘Assistant-to-positions’
151. Most of the business organizations _______________ to provide an environment which can encourage nurture and promote the growth of management development.
Answer
Ans: fail
152. Organizations _____________ the services of consultants and professional trainers to conduct MDPs for their executives.
Answer
Ans: retain
153. _____________ is an important HRD activity which reinforces HRM in an organization.
Answer
Ans: Training
154. Training may be de?ned as a systematized _____________ programme to suit the needs of a particular organization.
Answer
Ans: tailor-made
155. Most of the organizations prefer ______________ of positions than external hiring.
Answer
Ans: internal manning
156. It is the responsibility of the organization to train and develop their manpower as a __________________
Answer
Ans: continuous process
157. The terms induction and orientation areinterchangeably used to give a ________welcome tothe new employees as members of the organization.
Answer
Ans: friendly
158. ________ monitor the work of the workers and arearms of the management.
Answer
Ans: Supervisors
159. _____________ department of each organization develops a suitable training policy.
Answer
Ans: HRM
160. Training policy spells out the duration, time and ____________ of training.
Answer
Ans: place
161. Simulation _______ the actual condition encountered on a job.
Answer
Ans: again duplicates
162. The vestibule training method or the business-game method are the examples of _________
Answer
Ans: business simulation
163. Most of the organizations utilise the services of ________ workers to impart such training.
Answer
Ans: senior
164. Case is an __________ description of a particular situation an employee might encounter on the job.
Answer
Ans: in-depth
165. Seniority refers to……………………….
Answer
Ans: relative length of service of employees
166. The performance appraisal system is……………………….used throughout the world.
Answer
Ans: widely
167. …………………………….in different cadres for years together is a result of such ill-framed policy.
Answer
Ans: Stagnation
168. Two promotion alternatives are…………………and………………………..transfer.
Answer
Ans: lateral and horizontal
169. Promotional disputes in the recent years have become an important…………factor.
Answer
Ans: causal
170. The Indian Institute of Personnel Management is now renamed as the………………….
Answer
Ans: National Institute of Personnel Management
171. Promotion enables to adjust………….changing requirements.
Answer
Ans: workforce to
172. The main purpose of promotion is to staff a…………………….that, in general, is worth more to the organization than to the incumbent’s present position.
Answer
Ans: vacancy
173. Whatever may be the form of promotion, it necessarily implies…………………….advancement.
Answer
Ans: upward
174. Promotion is somewhat in the nature of…………………..
Answer
Ans: upgradation
175. The……………..form of promotion, contrarily, ensures objective evaluation of the responsibilities and duties vis-a-vis different levels of an organization.
Answer
Ans: formal
176. In case of the………….form of promotion, organizations do not restrict themselves to the existing employees only for the purpose of ?lling promotional vacancies.
Answer
Ans: open
177. HRM at the enterprise level is…………………..with transfer, promotion and job rotation.
Answer
Ans: integrated
178. ‘Promotion from within’ as a system in an organization outlines the policies and procedures for……….. promotion of personnel
Answer
Ans: internal
179. Job enrichment is basically the…………………..of a job to make it more interesting and stimulating.
Answer
Ans: restructuring
180. Job………………………… is a better alternative to job enlargement, as the former one is restructuring of a job in order to make it more interesting and stimulating.
Answer
Ans: enrichment
181. Transfer is the……………..of an employee from one job to another.
Answer
Ans: moving of an
182. Both lateral and horizontal transfer can be effectively used for structure and ………………….. employees as temporary promotion alternatives
Answer
Ans: content-plateaued
183. Transfers are limited by the standard of reasonableness.
Answer
Ans: Although transfer, per se, is not punishment in the eye of law
184. A radical change in the employee’s duties may invalidate a transfer.
Answer
Ans:
185. Organizational environment is……………………..
Answer
Ans: dynamic
186. In India, most of the organizations…………………………have a Well formulated transfer policy, resulting in its gross misuse.
Answer
Ans: do not
187. Executive compensation in India is basically built around…………………..important factors.
Answer
Ans: three
188. Three important factors are job complexity, employers’ ability to pay and……………………………..
Answer
Ans: executive human capital
189. Organizations decide…………….compensation packages.
Answer
Ans: executive
190. The United States Compensation institutes’ Phoenix plan uses……………..compensable factors.
Answer
Ans: 28
191. Most traditional organizations-even today decide the minimum and………………values of each job independently of individual workers.
Answer
Ans: maximum
192. In high tech ?rms R&D workers might be paid better than their counterparts in the manufacturing division.
Answer
Ans:
193. Wage differentials play a………………role in a planned economy in the regulation of wages and development of national wage policy by allocating the skilled human force on priority basis.
Answer
Ans: pivotal
194. Development of new skills, knowledge, etc., is an essential part of………………………
Answer
Ans: human resource development
195. An important component of employees’ earnings, besides salary, is…………………….
Answer
Ans: bonus
196. Starting as an adhoc and…………………..payment, bonus was claimed as dearness allowance during the World War II
Answer
Ans: ex-gratia
197. …………………………wage is that wage which must invariably be paid whether the company, big or small, makes pro?ts or not.
Answer
Ans: Minimum wage
198. The Wage Boards………………….and…………………..various components of wages like basic pay, dearness allowance, incentive earnings, overtime pay, house rent allowance and all other allowances.
Answer
Ans: fix and revise
199. A wage bill is an important part of the………………….cost.
Answer
Ans: production
200. From the employee’s point of view ‘wages’ determines his………………………….
Answer
Ans: standard of living
201. The amount of compensation received by an employee should reflect the…………put in by the employee.
Answer
Ans: effort
202. In?ation………………..the purchasing power of employees.
Answer
Ans: reduces
203. The term ‘wages’ implies…………………….to workers doing manual work.
Answer
Ans: remuneration
204. The term ‘salaries’ is usually defined to………………………..to office, managerial, technical and professional staff.
Answer
Ans: mean compensation
205. Compensation is what employees receive in exchange for their………………to the organization.
Answer
Ans: contribution
206. ………………..is the allowance paid to employees in order to enable them to face the increasing dearness of essential commodities
Answer
Ans: Dearness Allowance (DA)
207. The………………of observations, recommendations and suggestions are typed and bound for presentation to the top management for suitable review and reflection.
Answer
Ans: report
208. The report is often succeeded by a formal discussion between the……………and…………managers on one hand and……………….member/s on the other hand.
Answer
Ans: CEO, key managers, HR Audit team
209. There is a tendency for the HR audit team to use the…………..and………….from their home countries as a benchmark against which the evaluation is conducted.
Answer
Ans: standards and experiences
210. The HR auditors must make…………………….for variations in standards and laws followed in the host country
Answer
Ans: allowances
211. In method………………………managers and specialists set objectives in their area of responsibility.
Answer
Ans: MBO
212. …………………………teams commonly use several of the above methods, depending on the speci?c activities under consideration.
Answer
Ans: HR audit
213. The focus of HR Audit on managerial compliance is to ?nd out…………………..
Answer
Ans: how well the managersin other departments comply with HR policies and procedures
214. The audit should preferably………………….instances where managers have ignored or neglected policies and violated laws.
Answer
Ans: uncover
215. HR Audit…………….the HR activities in an organization with a view to their effectiveness and efficiency.
Answer
Ans: evaluates
216. HR Audit is concerned with the………………………..
Answer
Ans: gathering, analyzing information, and then deciding what actions need to be taken to improve performance
217. HR Audit is focused on improving the effectiveness of the……………………
Answer
Ans: HR function
218. HR provides an overview and evaluation of current HR policies, systems and practices with an aim to…………
Answer
Ans: recommend ways in which they can be improved
