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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.

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Ans: low

2. Slavery was based on __________incentive system and serfdom was based on positive incentive system.

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Ans: negative

3. Technological changes are taking place at a ____________ pace throughout the world.

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Ans: rapid

4. The new changes have extended the functional horizon to many _____________.

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Ans: Areas

5. Participants in training groups (T-groups) effectively identi?ed problems, acquired the skills and also actively collaborated in the ______________process.

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Ans: problem solving

6. Training and Organization Development has become a recognized area of _____________

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Ans: professional endeavour

7. HRM is a ____________ approach

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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.

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Ans: appraisal

9. Valuation of employee development programmes isextremely ____________

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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.

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Ans: attitudinal

11. Increased morale and motivation of employees no doubt are necessary to achieve _______ and functional effectiveness.

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Ans: productivity

12. QWL stands for ____________

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Ans: Quality of Work Life

13. IFCI stands for ________

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Ans: Financial Corporation of India (IFCI)

14. SAIL stands for ________

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Ans: Steel Authority of India

15. Increase the ‘_________ ‘ capabilities by developing human resources.

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Ans: enabling

16. Focus on working with unions by taking them into __________________

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Ans: con?dence and collaborating

17. HRD systems should develop a ___________ feedback and re-enforcing mechanism.

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Ans: strong

18. The structure of HRD department differs from organization to organization in terms in size, nature of activity, philosophy and ____________

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Ans: attitude

19. ___________ plays the role of providing coordination and support services for the delivery of HRD programmes and services.

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Ans: Administrator

20. The Goal of HRD is to prevent __________ at all levels.

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Ans: obsolescence

21. In HRD, consultants play a very _________role.

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Ans: crucial

22. An organization may require availing the services of specialized in ___________ some areas.

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Ans: experts

23. Organizational structure is getting changed from traditional functional system to strategic or _________business units.

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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.

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Ans: subordinates

25. HRD facilitates development of an enabling ___________ in an organization.

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Ans: culture

26. In a changing environment, organizations are requiredto go for frequent restructuring and of _________ activities

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Ans: re-designing

27. HRD climate, organizations often institute a ____________ with a structured questionnaires.

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Ans: survey

28. HRD climate is the ____________ of the employees about the prevailing HRD culture in the organization.

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Ans: perception

29. HRD matrix is the ___________ between HRD practicesand organizational effectiveness.

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Ans: interrelationship

30. HRD practices generate HRD processes, which result inHRD outcomes that contribute to organizational __________

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Ans: effectiveness.

31. Policy can be ____________ from objective, programmes and procedures.

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Ans: differentiated

32. Policy is _________ from procedure.

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Ans: different

33. Policies in the management of HR cover a _________of subjects.

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Ans: wide variety

34. Procedures prescribe the details for carrying out policies.

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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.

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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.

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Ans: stable plan of action

37. Management has a __________ responsibility to see that employees become familiar with any policies that affect them

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Ans: definite

38. Questions of ______________ of administration and consistency or ?exibility of interpretation must also be faced.

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Ans: rigidity

39. ___________ managers have the final responsibility for achieving the organisation’s goals.

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Ans: Line

40. HR managers, by nature, are __________ experts

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Ans: staff

41. The first operative function of personnel management is ____________

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Ans: procurement

42. _________ is the psychological and physical reaction to certain life events or situations

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Ans: Stress

43. For HRP, job information helps in analyzing the scope for ______________ hiring.

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Ans: internal

44. Objective of job information is _____________analysis.

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Ans: organizational

45. _______________ is the process of gathering information about the job and evaluating such information in terms of what is necessary and relevant.

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Ans: Job analysis

46. Valuable job information can also be obtained from organization _________

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Ans: manuals

47. Job questionnaire is a special tool for ____________ job information.

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Ans: consolidating

48. By using a job questionnaire, organizations also get the benefit of communicating the __________ job information to the employees.

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Ans: up-to-date

49. Compiled job information is translated to _____________

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Ans: job descriptions

50. Job descriptions are _________________ records of job duties and responsibilities

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Ans: written

51. Job descriptions also facilitate proper __________ utilization.

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Ans: manpower

52. Job descriptions is a basic __________

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Ans: requirement

53. Job Evaluation originated in the United States in _________

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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.

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Ans: without

55. Every work undergoes ___________ modi?cation.

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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.

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Ans: within

57. Elimination of idle item or non-value adding time caused due to problems of flow, queues and _____________

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Ans: congestion

58. It is essential to keep in mind the ultimate objective of the _______ study.

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Ans: method

59. ILO defined work measurement as the application of _____________

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Ans: techniques designed

60. Conventionally work measurement is known as _________________

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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 __________”

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Ans: standard of performance

62. Analytical estimating is normally used in plant maintenance and _________work.

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Ans: repair

63. Ergonomics is derived from two Greek words; ________________, meaning work and enomos, meaning laws.

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Ans: ergon

64. The ?eld of ____________should also be taken into account while considering working areas

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Ans: vision

65. ______________ economy is the process of minimising the physical and perceptual loads imposed on people engaged in any type of work.

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Ans: Motion

66. Rhythm helps in speed _________formation.

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Ans: habit

67. Method study seeks to determine the effective combination of the man, the machine and the ________

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Ans: Working environment

68. A badly designed machine may be responsible for _____________performance of the workers.

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Ans: poor

69. ________________ is the worth of an article/product/service.

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Ans: Value

70. The term ___________ has now been replaced by value engineering.

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Ans: value analysis

71. _____________ is a planning process by which an organization can move from its current manpower position to its desired manpower position.

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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 ________

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Ans: right time

73. ____________estimates are done depending on the speci?c future plans of a company.

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Ans: Judgemental

74. Inventory of manpower resources helps in assessing the __________such resources optimally.

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Ans: extent of deploying

75. Job analysis is done to _________ one job from the other.

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Ans: differentiate

76. __________ is defined as collection or aggregation of tasks, duties and responsibilities,

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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.

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Ans: integrate

78. The next objective of manpower planning is to ____________ manpower policies of the organization.

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Ans: integrate planning and control of

79. Manpower requirement may change due to change in ____________ or mix, which calls for analysis of performance.

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Ans: output volume

80. Today most of the Ordnance Factories are facing ____________ crisis of operators.

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Ans: acute crisis

81. Productivity has two major components, technological change and ____________

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Ans: manpower utilisation

82. With better human relations, ___________ can be increased.

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Ans: productivity

83. Organization level manpower or human resource planning __________be done in isolation of macro issues.

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Ans: cannot

84. MRA helps us to project the demand for manpower atthe ____________ level.

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Ans: macro-level

85. Non-availability of data, labour market ?exibility, fluctuations in rate of return, etc. are the major deficiencies.

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Ans: Rate of Return Approach (RRA)

86. ISLE organizes __________ level conferences on different areas of labour economics

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Ans: national

87. Managerial judgement along with statistical tools is often considered as the _______ option for manpower planning.

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Ans: best

88. Planning for manpower within a given cost constraint, without bothering for past practices, leads to a _____________estimation.

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Ans: better

89. The word ‘Delphi’ has come from ________

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Ans: Greek

90. A series of questionnaire are prepared from the responses received from a prior set of questions in a _____________manner

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Ans: sequencing

91. ____________ Delphi method, nominal group method also involves a panel of experts.

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Ans: Nominal Group Method

92. The Nominal Group Method affords creativity and facilitates group consensus.

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Ans: unlike consensus by qualification

93. Analysis of manpower supply at the enterprise level is also done using some _________techniques.

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Ans: quantitative

94. Wastage __________with the increase of length of service.

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Ans: decreases

95. This index indicates the number of levers as percentage to _________number of employees.

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Ans: average

96. Cohort means ________groups.

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Ans: homogeneous

97. _______________ are divided into categories like, sex, age, length of service, etc.

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Ans: Stocks

98. ____________ are recruitment, promotion, wastage, transfers, demotion, etc

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Ans: Flows

99. To simulate is to ___________

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Ans: initiate

100. Simulation involves developing a model of some real phenomenon and then performing _________on the model evolved.

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Ans: experiments

101. A replacement is called for whenever new equipment offers more efficient or economical service than the ___________one.

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Ans: existing

102. The staff of an organization calls for replacement because people ____________ the organization

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Ans: leave

103. Through HRP we can understand the extent of external hiring after adjustment of ____________manpower.

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Ans: internal

104. The first important task of recruitment function is to frame a______________

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Ans: recruitment policy

105. Training and development may ____________ always ensure availability of the best talents internally.

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Ans: not necessarily

106. Organizations are mostly compelled to recruit from __________ sources, mentioned above.

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Ans: outside

107. _________ is an art of attracting applicants, from whom the most suitable ones may be selected in a particular job or jobs.

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Ans: Recruitment

108. Internal recruitment may often _________________ unpleasantness

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Ans: avoid

109. The major step in selection procedure is to personify various ___________ in candidates.

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Ans: attributes

110. The number of applications normally received against any advertised vacancy are usually _______

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Ans: more

111. The application blank form is designed to have detailed information about the ________

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Ans: applicants

112. Application blank, helps in ___________________ the applications.

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Ans: comparing

113. Psychological testing is used for purposes like, determining training needs and evaluation of training programmes, selection and placement, transfer and promotion, _________________

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Ans: counselling

114. Psychological tests are mostly designed to measure the aptitude and skills of successful ___________

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Ans: job performers

115. Attitude is a _________ state of an individual who tends to act or respond.

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Ans: mental state

116. Thurstone scale, etc. help the interviewer to assign numbers, either __________ or __________

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Ans: discrete or continuous

117. Changing attitudes, values and motivations are now the major issues _________the organizations.

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Ans: before

118. Through appropriate HRD interventions, organizations can turn such change into advantages, ensuring _____________

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Ans: quality of work life

119. Freedom from variable errors is known as the _______________

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Ans: validity of measurement

120. Reliability measure the yields same result in repeated applications to the same __________ or __________

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Ans: respondents or events

121. Perceptions generated by an individual, are ________________ through a well planned induction programme.

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Ans: reaffirmed

122. Any dichotomy between the employees perceptions and organizational perceptions, need to be properly identified and removed through __________________

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Ans: increased socialization process

123. Placement is defined as assigning employees jobs for which they have been identi?ed as suitable based on the _________

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Ans: selection techniques

124. Retaining employees after recruitment and selection is an utterly ___________area in Indian corporate sector.

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Ans: neglected

125. Career is a ____________ of attitudes and behavioursassociated with the series of job and work relatedactivities over a person’s lifetime.

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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.

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Ans: highest rate

127. Career development essentially means the process of _________________ an employee’s potential for advancement and career change.

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Ans: increasing

128. Management development is concerned with ___________the manager’s skills, knowledge and ability of employees.

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Ans: upgrading

129. Career planning process evaluates one’s abilities and interests, considering ___________

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Ans: alternative career opportunities, establishing career goals and planning practical development activities

130. Succession planning chart is a __________ for higher generalist positions.

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Ans: runner up chart

131. It is essential for the organization to ________ the behavioural attitude.

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Ans: sustain

132. ____________allow the new entrant to perform some speci?c job and to confer freedom in functioning.

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Ans: Exploratory Stage

133. At every stage of the career, employees also make an effort to _________their own information sources.

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Ans: develop

134. Manage retirement without destroying the employee’s sense of ____________

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Ans: self-worth

135. Career anchor is a ___________, motives and values which gives stability and direction to a person’s career.

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Ans: syndrome of talents

136. The complexity of behavioural parameters has of late identified some other___________

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Ans: career anchors

137. Employee empowerment etymologically means an ________of employee participation vis-a-vis involvement.

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Ans: extension

138. People need to be infused with a sense of ____________to enable them to Work to their true potential.

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Ans: confidence

139. Career development process can not be undertaken in ________________

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Ans: isolation

140. Education and occupational mismatch need not always be for reasons of ______________of matching jobs.

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Ans: non-availability

141. Career paths are ____________ out of jobs, which represent a potential progression tract.

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Ans: logical mapping

142. Career planning process is also concerned with developing _____________and transfer important

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Ans: suitable promotion

143. Growth and survival of the organization are the responsibilities of the ____________management.

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Ans: top

144. Preparation of the management resource inventory is the ____________ step in the succession planning.

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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.

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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.

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Ans: attitudes

147. TMDC stands for ________________

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Ans: Tata Management Development Centre (TMDC)

148. For____________ management, MDPs are intended to develop their intellectual faculty

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Ans: middle-level

149. ____________ MDP deserves utmost attention and importance.

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Ans: Planning

150. ____________ at executive level is a variation of the job rotation system.

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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.

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Ans: fail

152. Organizations _____________ the services of consultants and professional trainers to conduct MDPs for their executives.

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Ans: retain

153. _____________ is an important HRD activity which reinforces HRM in an organization.

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Ans: Training

154. Training may be de?ned as a systematized _____________ programme to suit the needs of a particular organization.

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Ans: tailor-made

155. Most of the organizations prefer ______________ of positions than external hiring.

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Ans: internal manning

156. It is the responsibility of the organization to train and develop their manpower as a __________________

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Ans: continuous process

157. The terms induction and orientation areinterchangeably used to give a ________welcome tothe new employees as members of the organization.

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Ans: friendly

158. ________ monitor the work of the workers and arearms of the management.

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Ans: Supervisors

159. _____________ department of each organization develops a suitable training policy.

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Ans: HRM

160. Training policy spells out the duration, time and ____________ of training.

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Ans: place

161. Simulation _______ the actual condition encountered on a job.

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Ans: again duplicates

162. The vestibule training method or the business-game method are the examples of _________

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Ans: business simulation

163. Most of the organizations utilise the services of ________ workers to impart such training.

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Ans: senior

164. Case is an __________ description of a particular situation an employee might encounter on the job.

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Ans: in-depth

165. Seniority refers to……………………….

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Ans: relative length of service of employees

166. The performance appraisal system is……………………….used throughout the world.

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Ans: widely

167. …………………………….in different cadres for years together is a result of such ill-framed policy.

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Ans: Stagnation

168. Two promotion alternatives are…………………and………………………..transfer.

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Ans: lateral and horizontal

169. Promotional disputes in the recent years have become an important…………factor.

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Ans: causal

170. The Indian Institute of Personnel Management is now renamed as the………………….

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Ans: National Institute of Personnel Management

171. Promotion enables to adjust………….changing requirements.

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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.

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Ans: vacancy

173. Whatever may be the form of promotion, it necessarily implies…………………….advancement.

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Ans: upward

174. Promotion is somewhat in the nature of…………………..

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Ans: upgradation

175. The……………..form of promotion, contrarily, ensures objective evaluation of the responsibilities and duties vis-a-vis different levels of an organization.

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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.

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Ans: open

177. HRM at the enterprise level is…………………..with transfer, promotion and job rotation.

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Ans: integrated

178. ‘Promotion from within’ as a system in an organization outlines the policies and procedures for……….. promotion of personnel

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Ans: internal

179. Job enrichment is basically the…………………..of a job to make it more interesting and stimulating.

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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.

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Ans: enrichment

181. Transfer is the……………..of an employee from one job to another.

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Ans: moving of an

182. Both lateral and horizontal transfer can be effectively used for structure and ………………….. employees as temporary promotion alternatives

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Ans: content-plateaued

183. Transfers are limited by the standard of reasonableness.

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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.

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Ans:

185. Organizational environment is……………………..

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Ans: dynamic

186. In India, most of the organizations…………………………have a Well formulated transfer policy, resulting in its gross misuse.

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Ans: do not

187. Executive compensation in India is basically built around…………………..important factors.

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Ans: three

188. Three important factors are job complexity, employers’ ability to pay and……………………………..

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Ans: executive human capital

189. Organizations decide…………….compensation packages.

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Ans: executive

190. The United States Compensation institutes’ Phoenix plan uses……………..compensable factors.

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Ans: 28

191. Most traditional organizations-even today decide the minimum and………………values of each job independently of individual workers.

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Ans: maximum

192. In high tech ?rms R&D workers might be paid better than their counterparts in the manufacturing division.

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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.

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Ans: pivotal

194. Development of new skills, knowledge, etc., is an essential part of………………………

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Ans: human resource development

195. An important component of employees’ earnings, besides salary, is…………………….

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Ans: bonus

196. Starting as an adhoc and…………………..payment, bonus was claimed as dearness allowance during the World War II

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Ans: ex-gratia

197. …………………………wage is that wage which must invariably be paid whether the company, big or small, makes pro?ts or not.

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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.

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Ans: fix and revise

199. A wage bill is an important part of the………………….cost.

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Ans: production

200. From the employee’s point of view ‘wages’ determines his………………………….

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Ans: standard of living

201. The amount of compensation received by an employee should reflect the…………put in by the employee.

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Ans: effort

202. In?ation………………..the purchasing power of employees.

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Ans: reduces

203. The term ‘wages’ implies…………………….to workers doing manual work.

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Ans: remuneration

204. The term ‘salaries’ is usually defined to………………………..to office, managerial, technical and professional staff.

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Ans: mean compensation

205. Compensation is what employees receive in exchange for their………………to the organization.

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Ans: contribution

206. ………………..is the allowance paid to employees in order to enable them to face the increasing dearness of essential commodities

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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.

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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.

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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.

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Ans: standards and experiences

210. The HR auditors must make…………………….for variations in standards and laws followed in the host country

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Ans: allowances

211. In method………………………managers and specialists set objectives in their area of responsibility.

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Ans: MBO

212. …………………………teams commonly use several of the above methods, depending on the speci?c activities under consideration.

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Ans: HR audit

213. The focus of HR Audit on managerial compliance is to ?nd out…………………..

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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.

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Ans: uncover

215. HR Audit…………….the HR activities in an organization with a view to their effectiveness and efficiency.

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Ans: evaluates

216. HR Audit is concerned with the………………………..

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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……………………

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Ans: HR function

218. HR provides an overview and evaluation of current HR policies, systems and practices with an aim to…………

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Ans: recommend ways in which they can be improved