Q1. “Job analysis is the most basic human resource management activity.” Discuss.
Q2. Explain in brief the performance appraisal process. Also compare Behaviourally Anchored Rating Scale and MBO as methods of performance appraisal.
Q3. Explain the emerging trends in Human Resource Management and discuss the importance of technology on human resource function. Illustrate your answer with examples.
Q4. Why should organizations engage in HR Planning? Why do some organizations require relatively complex and comprehensive HR planning systems than do others? Discuss.
Q5. “What are some of the traditional and current sources of recruitment used by organizations? What are their pros and cons?
Q1. Explain the steps you will suggest to design an effective salary system for a medium sized equipment manufacturing organization.
Q2. Discuss the concept of relevance of employee discipline. Identify the important methods of grievance handling, with examples.
Q3. Style Warehouse is a major retailer of men’s business clothing. Despite the increasing size of the services sector, management of retail personnel is often poor and turnover is high. Further, training is non – existent and the industry is increasingly competitive. Style Warehouse wishes to establish itself as a quality clothier with a high growth and earnings rate, as well as growth in its stock value. If you were the training manager of Style Warehouse:
(a) What kinds of training programmes would you organize for the employees of the organization?
(b) What approach would you follow for evaluating the effectiveness of training?
Mariam has been a data processing supervisor for two years. She is in the process of selecting a candidate for a programmer trainee position she has created. Her plan is to develop the trainee into a system analyst within two years. Since this is a fast track, she needs a candidate whose aptitude and motivation is high.
Fourteen candidates applied for the job in employment section of the human resource department. Six were women, eight were men. An employment specialist screened the candidates for Mariam using a carefully prepared interview format that included questions to determine job – related skills. Six candidates, three women and three men, were referred to Mariam.
Mariam then conducted structured, in – depth interviews and further narrowed the selection to one woman and two men. Her boss, a company vice – president, agrees with her judgment after hearing Mariam’s description of the candidates. However, Mariam’s boss feels particularly unsure of the abilities of the female candidates. From the selection interview, past job experience and education, there is no clear indication of the candidate’s ability to perform the job. The vice – president is insistent that Mariam should screen the candidate with a programmer aptitude test devised by a computer manufacturing firm. The test had been given four years ago, and some of the most successful current analysis had scored high on it.
Mariam went to the human resource department and asked them to administer the test to the ‘questionable’ candidate. The human resource manager informed her that the company policy had been to do no testing of any kind during the last two years. Mariam explained that the request had come from a vice – president and asked that she be given a decision on her request by Friday.
(a) Identify and evaluate the stages of the selection process reflected in the case.
(b) If you were Mariam, what would you do?
(c) Suggest a selection process which such organizations as that of Mariam’s could adopt easily.
1. HRM is an approach to the management of:
2. Management by objectives (MBO) was conceptualised by
a) Reniss Likert
b) Tom Peters
c) William Collins
d) Peter Drucker
- Which historical group of thinkers underlined the importance of integration and involvement in HRM?
a) The behaviour science movement
b) The corporate culture movement
c) The organizational development movement
d) All the above schools
- The functions performed by the Hr Manager are :
b) Voluntary Integration
d) All the above
- The quality of HRM practised in an organizational is indicated by:
a) the type of employee treatment
b) the type of organizational climate
c) the type of management style
d) All the above
- The HRM practice which involves the appraisal of results against objectives is called
a) Reward Management
b) Employee Management
c) Task Management
d) Performance Management
- The Career Management Programmes are incorporated into:
a) Human resource Development
b) Human Resource Organization
c) Human Resource Systems
d) Human Resource Planning
- The human factor across all organizations comprises of:
a) The people
b) The management style
c) The organizational climate
d) All of the above
- Who advocated job enrichment as a means of increasing organizational effectiveness
10. Human Resource Management (HRM) functions are broadly classified into managerial functions and operative functions. The basic managerial functions of HRM are:
(a) Planning, organizing, staffing, directing and controlling
(b) Job analysis, human resource planning, job specification and directing
(c) Induction, human resource planning, job analysis and controlling
(d) Induction , planning, organizing and recruitment
11. A program in which employees continue their present jobs, but duties are added with the intention of making the job more rewarding is known as
(a) Job enrichment
(b) Job enlargement
(c) Job rotation
(d) Job specification
12. A program in which employees continue their present jobs, but duties are added with the intention of making the job more rewarding is known as
(a) Job enrichment
(b) Job enlargement
(c) Job rotation
(d) Job specification
13. A specialized category of private agencies, who cater mostly to top management level recruitment needs is known as
(a) Employee referrals
(b) Head hunters
(c) Unsolicited applications
(d) Employment exchange
14. The process of choosing the most suitable candidate for a job among the available applicants is called
(c) Human resource planning
(d) Job analysis
15. The process of selection starts with a review of the applications. Which of the following steps follows the review of the application?
(a) Analysis of the application blank
(b) Preliminary interview
(c) Reference check
(d) Initial screening interview.
16. Once the interviewer has decided on the format, he can start formulating specific questions. The question “Tell me about yourself” belongs to which of the following type of questions?
(a) Open-ended question
(b) Closed-ended question
(c) Critical question
(d) Casual question
17. In which of the following methods of ranking, every employee is compared with every other employee in the group and the employees are ranked based on the number of times they emerge the winner in each comparison?
(a) Point allocation method
(b) Paired comparison method
(c) Forced distribution method
(d) Force choice rating method
18. The method of performance appraisal where the rater has to respond ‘Yes’ or ‘No’ to a set of questions which assess the employees performance and behavior is known as the
(a) Checklist method
(b) Team appraisal method
(c) Balanced scorecard method
(d) Point allocation method
19. Which of the following is the amount of remuneration that is just sufficient to enable an average worker to fulfill all his obligations?
(b) Maximum wage
(c) Dearness allowance
(d) Minimum wage
20. In which of the following job analysis methods, individuals performing the job are observed and relevant points are noted?
(a) Dairy method
(b) Observation method
(c) Questionnaire method
(d) Individual interview method
21. A conflict resolution technique in which a neutral third party attempts to assist the conflicting parties in reaching an agreement is:
22. An incentive pay plan for factory assembly line workers would be most likely to use which of the following methods?
(b) Stock options
(c) Golden parachutes
23. Organizations wishing to ensure a suitable supply of employees for current and future senior or key jobs should consider implementing:
(a) succession planning.
(b) work-life initiatives.
(c) higher compensation rates.
(d) a stress interviewing process
24. The process through which employees are adapted to an organization’s culture is called _____.
25. Performance Appraisal is a primary HRM process that links employees and organizations and provides input for other processes through these means
(a)Identification, Measurement, Management
(b)Assessment, Direction, Development
(c) Recruitment, Selection, Onboarding
(d) Skill, Effort, Responsibility
26. The primary purpose of new employee orientation is to:
(a) help the new employee feel comfortable in the organization.
(b) reduce employee lawsuits.
(c) provide new employees with basic information so that they can perform their jobs satisfactorily.
(d) reduce turnover and absenteeism.
27. Industrial Relation, in India has traditionally been a
(a) Fire-fighting function
(b) Fire-stocking function
(c) All the above
(d) None of the above
28. The Trade Union Act came into being in
29. The information obtained from job analysis is also used in developing compensation packages, it is called-
(a) Job description
(b) Job evaluation
(c) Job enrichment
(d) None of the above
30. The two most widely popular approaches to job design are-
(a) Job enlargement
(b) Job enrichment
(c) Both a and b
(d) Neither a and b
31. A step-by-step self-learning method that consists of presenting the information, allowing a response, and providing feedback on the response is:
(a) computer based (programmed) training.
(b) on-the-job training.
(c) apprenticeship training.
(d) simulated training.
32. The monetary benefits and non-monetary benefits given to employees during their employment and sometimes in the post-employment period are called
(a) Fringe benefits
(b) Performance appraisal benefits
(c) Management development benefits
33. If an organization’s pay rates are similar with prevailing rates in other organizations, the compensation structure reflects:
(a) internal equity.
(b) external equity.
(c) face validity.
(d) concurrent reliability.
34. Employee relations deal with the employees in the organizational context, as a social group that contributes to the organization. Which of the following is not included in employee relations?
(a) Increasing employees productivity
(b) Keeping the employees satisfied and motivated
(c) Developing team building, team management and leadership skills in employees
(d) Reducing the quality of work life and personal life of the employees.
35. Which of the following functions of HRM deals with ‘Collective Bargaining’?
(c) Employee-assistance management
(d) Employee-relations management
36. In which of the following appraisal systems, the employees’ performance is evaluated by his/her supervisor, his/her peers, his/her internal/external customers and suppliers and his/her subordinates?
(b) Behaviorally anchored rating scale
(c) 360 degree feedback
(d) Team appraisal
37. Organizational rewards can be both extrinsic and intrinsic. Which of the following is an example for extrinsic rewards?
(b) Job satisfaction
38. What is the term used to describe the process of helping a new employee to settle quickly into their job so they become efficient and productive workers?
(a) action learning
(b) discovery learning
(c) sitting by Nellie
39. Which of the following is not a stage in the systematic training cycle?
b) assessing training needs
c) planning the training
d) job instruction on a one to one basis
40. Which of the following HR function is the basic element of recruitment?
(a)Attract the job applicants for the particular post
(b) Select the best one among all applicants
(c) Train the people as per organizational requirements
(d) Fire the non-performing employees