1 Which is not a method of performance appraisal? a Straight ranking method b Man to man comparision method c Check list method d None of above 2 Arrange the following staffing procedure in the correc.
1.Which is not a method of performance appraisal? a.Straight ranking method b.Man-to-man comparision method c.Check list method d.None of above 2.Arrange the following staffing procedure in the correct sequence (i) Determining sources of personnel supply (ii) Preparing personnel specifications (iii) Selection of personnel (iv) Determining Personnel Characteristics a (ii), (i), (iv) and (iii) b (i), (ii), (iii) and (iv) c (ii), (i), (iii) and (iv) d (ii), (iii), (i) and (iv) 3.Training informational system included Training aids Internal and external faculty Training resources Training needs An enterprise gets more output and mutual cooperation from its subordinate staff by adopting Motivating by Leadership Motivation by participation Motivation by goals Motivation by Challenges On the Job Training Methods is based on Demonstration Method Apprenticeship Training Method Informal Training All of the above Feedback and counselling involves Discuss the steps the employee can take for improvement Provide support Give critical and supporting feedback All of the above Employee morale relates to Productivity Attitude Empathy Skills Performance appraisal is Morale boosting Training and Development Activity Job Analysis None of the above Glass ceiling relates to Eirgonomics Recruitment Gender Bias Promotion 10 Business plans designed to achieve the organizational objectives is called Human Resource Planning Human Resource Forecasting Strategic plan Corporate Development Plan 11 Human Resources Management emphasises Development of People Punishment of people Adoption of People None of the above 12 Which one of the following purpose is not served by the performance evaluation? Decisions about promotions transfers and terminations Centralisation and decentralisation of decision making authority Identification of training and development needs Criterion against which selection and development programmes are validated 13 Selection means Elimination Testing Recruitment None of the above 14 The purpose of job evaluation is Fixation of Responsibility Promotion Wage Determination Transfer to better job 15 Recruitment is concerned with the process of Selection of right candidate Developing a pool of potential employees Inviting application for jobs None of the above 16 What is the method used to determine wage differentials Merit Job design Job evaluation None of the above 17 Productivity means An act of increasing the knowledge and skill of an employee for doing a particular job Using the minimum amount of resources need to produce goods and services One's skill abilities in meeting the needs of the job which one is holding currently The ratio of an organisation's output to its inputs 18 An interview conducted at the time of an employee leaving the organisation is called Exit interview Feedback interview Convincing interview Directed interview 19 '360' degree method related to Performance appraisal Organization climate Employees moral Retrenchment 20 Labour productivity means Output is greater than input Output is less than input Output is equal to input Output is negative 21 Which of the following is categorized as an indirect payment portion of employee compensation? Wages Salaries Employer-paid insurance Commission 22 Stress an affect not only your health, but also other aspects of your life What else can be affected by stress? Family relationships Work performance Your attention to safety All of the given options 23 Workers’ compensation benefit fall into all of these major categories except: Medical care Retirement benefits Disability income Death benefits 24 Total compensation constitutes of Direct rewards Indirect rewards Both of the given options None of the given options 25 A process that significantly affects organizational success by having managers and employees work together to set expectations, review results, and reward performance Management by objectives Performance Appraisal Performance Management Organizational Planning 26 The ability of one person to influence another is Power Responsibility Authority All given options 26 To become a Leader all except Build your power Develop your judgment Use your management Skills Do not trust anyone 27 One reason for failing union membership in recent year is that Legislation protects workers in a way that was once only offered by the unions Unions have been seen as largely ineffectual Unions membership is too expensive Manufactures will not hire union members 28 Which of the following benefits could be awarded as workers’ compensation? Cash benefit Medical services Time off with pay A and b 29 Rewards offered to labours involved in production, are categorized as Salary Fringe benefits Wage Commission 30 Which of the following is a state outcome of “Job Analysis”? Job description Job specification Job evaluation All of the given options 31 Which of the following best defines recruitment in an organization? Forecast the supply of outside candidates Develop an appropriate applicant pool Determine the importance of job applicants All of the given options 32 Which of the following term is used for choosing the individual who is best suited to a particular position and to the organization from a group of potential applicants? Recruitment Staffing Enrolment Selection 33 Followings are included in contingent workers, except: Part-timers Contractors Directors Temporaries 34 IHRM means Concerned with HRM issues that cross national boundaries or are conducted in locations other than the home country headquarters The relationships between the HRM activities of organizations and the foreign environments in which the organizations operate Includes comparative HRM studies; e.g differences in how companies in Japan, Thailand, Austria and Switzerland plan for upgrading of employee skills and so on All of above 35 Which of the following term is used for a context of an expatriate sent from the headquarter to a foreign subsidiary on an international assignment PCN TCN HCN PCN and TCN 36 Which is the advantage of PCN? Adaptation to local language / culture Selection, training and maintaining costs Lack of knowledge of local institutional / cultural context Maintain organization control and communication, effective liaison 37 Which is the disadvantage of PCN? Development opportunities Specialist skills and experience; technical and managerial competence Knowledge of company procedures Family adjustment issues, especially unemployed partners 38 Which of the following term is used for a concept of HCN Is a subsidiary manager of a MNC in the host country Is a citizen of the parent country Works temporarily on an international assignment in a foreign subsidiary Citizen of the country in which the headquarter is located nor a citizen of the assignment country 39 Which is the disadvantage of HCN? Communication difficulties in dealing with home-office personnel Limits opportunities for PCNs to gain international and cross-cultural experience Both of them None of them 40 Which is the advantage of HCN? Career development – impact on commitment & morale Communication difficulties in dealing with home-office personnel Limits opportunities for PCNs to gain international and cross-cultural experience Promotes a more regional/federal rather than global approach 41 …… works temporarily on an international assignment in a foreign subsidiary Fill in the gap TCN HCN PCN None of them 42 Which is the advantage of TCN? May have better knowledge of cultural and institutional context Communication difficulties in dealing with home-office personnel Promotes a more regional/federal rather than global approach Potential cultural animosity 43 Which is the disadvantage of TCN? Host government resentment Communication difficulties in dealing with home-office personnel Limits opportunities for PCNs to gain international and cross-cultural experience Promotes a more regional/federal rather than global approach 44 Corporation orientation in which managers of host country understand, behavior and culture of host-country markets be best classified as ethnocentric polycentric geocentric expat-centric 45 Non-citizen employees of a country in which they are working is classified as expatriates subordinates coordinates none of above 46 Corporation orientation, in which management style and evaluation criteria of home country is superior to anything that host country offers, is called polycentric geocentric ethnocentric expat-centric 47 Procedure that aims to assess probable success of assignees, in handling of a foreign transfer is classified as adaptability screening ethnocentric screening polycentric screening geocentric screening 48 United States executives, who are working in Australian branch of United Kingdom multinational bank are an example of Third country nationals home country nationals home country nationals Second country nationals 49 United States citizen work in China, in subsidiary of company whose headquarter is located in United States, this is an example of expatriates Second country nationals home country nationals both a and c 50 A country in which headquarters of company are located are classified as Third country nationals home country nationals expatriates subordinates 51 Values of top executives include polycentric geocentric ethnocentric all of above 52 A company's HR team is responsible for training of supervisors monitor appraisal system affectivity training employees all of above 53 Reason that involves in employer's movement for performance management is total quality appraisal issues strategic planning all of above 54 Human resource department plays/serves as advisory role line authority hiring department only training department only 55 An aim of performance appraisal is to fire employee motivate employee counsel employee hire employee 56 Performance management is always goal oriented performance oriented sales oriented none of above 57 An evaluation process of employee's performance, in comparison to set standards is called performance appraisal compensation counseling design of evaluation 58 A list; consisting job duties and responsibilities is part of Job descriptions Job analysis Job specifications Both a and c 59 Determining duties and characteristics of positions to be staffed is Job descriptions Job analysis Job specifications Both a and c 60 An outline of chain of command and reporting relationships in form of chart, is stated in Organization chart Process chart Process management Production unit 61 An outline of chain of command and reporting relationships in form of chart, is stated in Organization chart Process chart Process management Production unit 62 Determining type of people, which a company needs for job is referred as Job descriptions Job analysis Job specifications Both a and c 63 Job analysis is must for employees' Training Performance appraisal Compensations All of above 64 Competency-based-job-analysis means defining job in terms of Measureable competency Behavioural competency Observable competency All of above 65 Reporting relationships and working conditions related to a job is stated in Job descriptions Job analysis Job specifications Both a and c 66 While writing job description, major functions or activities are written in Job summary Responsibilities and duties Job identification Both b and c 67 Personal qualities and traits required for job is stated in Job descriptions Job analysis Job specifications Both a and c 68 'job rotation' means Redesigning jobs of workers Assigning additional activities to workers Moving workers from one job to other None of above 69 Interviews can be Structured only Unstructured only Both structured and unstructured None of above 70 A job analysis consists of Job description Job specification Both a and b None of above 71 Job analysis information can be collected through Interviews Questionnaires Both A and B none of above 72 While writing job description, 'job title' is written in section of Job summary Responsibilities and duties Job identification Both b and c 73 Structured interview is also called Non directive interview Directive interview Both a and b None of above 74 Unstructured interview is also called Non directive interview Directive interview Both a and b None of above 75 An interview, in which candidates are asked about relevant past experiences is a Situational interview Stress interview Behavioral test Job related question 76 An interview, in which you ask about a candidate's behavior in a certain given situation is Situational interview Situational test Behavioral tests Job related questions 77 An interview which consists of a group of interviewers, asking questions from group of interviewee is called Panel interview Mass interview Computer interview None of above 78 An interview in which, candidate is asked about behavior in past for given situation is Situational interview Situational test Behavioral tests Job related questions 79 An interview, in which interviewer does not ask question as a set format is called Non directive interview Directive interview Both a and b None of above 80 … Is a process of managing employees’ differences and similarities so that individuals can achieve maximum personal growth and can contribute positively to organizational goals Diversity management Performance management Reward management Talent management 81 How many dimensions in diversity concept? dimensions dimensions dimensions dimension 82 How many main levels of diversity management? main levels main levels main levels main levels 82 How many types of diversity organization have been identified? 83 Discrimination means: Categorising people using generalisations that are often based on prejudice Refers to people’s attitudes towards members of other groups that are based on faulty, incorrect and invalid generalisations A particular form of discrimination designed to humiliate, offend, intimidate or otherwise make a person feel unwelcome or inadequate Unfair treatment of a person or minority group based on prejudice, consisting of three types; direct, indirect and structural (or systematic) 84 As Line Managers, workplace diversity knowledge is essential because Calgary companies are globalized Can be used to solve conflict Can be used to effectively communicate All of the above 85 High-context cultural communication involves Greater emphasis on nonverbal than verbal Direct communication Closer distance to people who they are speaking with A&C 86 A smile (gesture) is universal True False Only in North America and Asia Only in North American countries 87 Effect listening during communication involves Paraphrasing content Reflecting on underlying feelings Active Listening All of the above 88 What are the approaches to dealing with conflict? Ignoring, Competing, Accommodating, Sharing, Collaborating Ignoring, Competing, Accommodating, Compromising, Collaborating Ignoring, Competing, Accommodating, Opposing, Collaborating Avoiding, Competing, Accommodating, Compromising, Collaborating 89 Diversity at the workplace is The many talents that each employee brings to the table All the differences that makes everyone unique The sexual orientation that each employee is All of the above 90 How can diversity benefit the organization? ROI (Return on Investment) Competitive Advantage Adaptability All of the above 91 Which of the following is true regarding women and men communication differences? Women will ask questions to verify information, and men will not even if they don't get it Women use language to build and maintain relationships, and men use language to dominate, take control, maintain independence, and to avoid failure When women nod their head it means they understand, and when men nod their head, it means yes All of the above 92 Which of the following is not a way that line managers can promote an inclusive workplace that embraces diversity and equity? Provide an environment where employees feel comfortable speaking with you about work related issues Create a diverse candidate pool by trying to recruit through new and different resources Demonstrate respect for the work of some employees and pay attention to reports of inappropriate behaviour Develop flexible ways to motivate employees outside of the competitive aggressive style that may not resonate with some workers 93 Strategic human resource management aims to achieve competitive advantage in the market through Price Product People Process 94 The process which consists how and what positions are to be filled is called Employment planning Human resource planning Succession planning All of the above 95 The HR plans of any organization does not includes Personnel plans Production plans Compensation plans Training and development plans 96 The Talent Management automated end to end process involves Recruiting and hiring Managing employees Compensating employees All of the above 97 Employers generally use feedback for Employee development To avoid central tendency and biases Rank someone Hire the employee 98 Which of the following is closely associated with strategic human resource management? Efficient utilization of human resources Attracting the best human resources Providing the best possible training All of the above 99.In strategic human resource management, HR strategies are generally aligned with business strategy marketing strategies finance strategy economic strategy 100.Converting strategies into actions means Formulate strategies Implement the strategies Evaluate performance All of the above 101.What our business is stated in Mission statement Strategic goals Vision statement All of the above 102 What is HR policies function? The formal written statements of the HR activities, practices or processes to be used to manage a specific contingency Sequences of HR practices/actions combined to achieve more complex outcomes Actions aimed at achieving a specific HR purpose/goal Things people (behaviour) when implementing or carrying out an HR practice 103 What is HR processes function? The formal written statements of the HR activities, practices or processes to be used to manage a specific contingency Sequences of HR practices/actions combined to achieve more complex outcomes (e.g recruit job applicants, employee selection, manage performance) Actions aimed at achieving a specific HR purpose/goal Things people (behaviour) when implementing or carrying out an HR practice 104 What is HR practices function? The formal written statements of the HR activities, practices or processes to be used to manage a specific contingency Sequences of HR practices/actions combined to achieve more complex outcomes (e.g recruit job applicants, employee selection, manage performance) Actions aimed at achieving a specific HR purpose/goal Things people (behaviour) when implementing or carrying out an HR practice 105 What is HR activites function? The formal written statements of the HR activities, practices or processes to be used to manage a specific contingency Sequences of HR practices/actions combined to achieve more complex outcomes (e.g recruit job applicants, employee selection, manage performance) Actions aimed at achieving a specific HR purpose/goal Things people (behaviour) when implementing or carrying out an HR practice (can be written as formal operating procedures) 106 The development and application of employees' skills and energies to accomplish the goals and objectives of the organization is called: Human resource management Human resource planning Selection Recruiting 107 The first step in the human resource planning process is: preparing a job analysis forecasting future human resource needs assessing future demand assessing future supply 108 Human resource planning techniques include the use of some or all of the following: human resource inventories action plans control and evaluation all of the above 109 The first step in a typical job analysis is to examine the overall organization The next step is: collect data on jobs prepare job description prepare job specification select jobs to be analyzed 110 A job _ is a written statement of the job's activities, the equipment required for it, and the working conditions in which it exists analysis specification design description 111 Which of the following is a written statement of the skills, knowledge, abilities, and other characteristics needed to perform a job effectively? job design job specification job analysis job description 112 Job _ is the process of describing jobs and arranging their interrelationships design specification analysis description 113 Increasing the number and variety of tasks assigned to a job is called: job rotation job enlargement job enrichment A & C 114 Which of the following is not a core dimension of a job? skill variety task identity task significance high internal work motivation 115 All of the following are sources of internal recruiting except: job posting employee recommendations advertisements transfers 116 An individualized outline of training, experience and possibly education designed to facilitate an employee's growth and enhance opportunities for advancement is called: job description career development plan assessment sheet interview form 117 A formal, systematic appraisal of the qualitative and quantitative aspects of an employee's performance is called: performance evaluation performance appraisal performance analysis orientation 118 Which of the following is not a personal benefit? sick leave flex benefit sales bonus dental plan 119 _ is a percentage on the volume of sales profit sharing piecework commission bonus 120 what is a behaviour based interview? A special kind of structured interview, sometimes called the situational or competencybased interview Based on a detailed analysis of the skills required to perform the job Skills are listed so that they can be systematically explored during the interview It is a hiring practice, based on the theory that past performance and behavior is an accurate predictor of future performance and behavior All of the above 121 How to conduct a behavioral based interview? Perform a thorough job analysis Develop and write job descriptions with behavioral competencies Include knowledge, skills and abilities required to perform the job Develop interview questions about past behavior, actions and experiences All of the above 122 Which is the behavioral interview techniques ? PAR STAR SAR All of the above 123 Human Resource Management is process of Acquiring Employees Training Employees Appraising and Compensating Employees All of above 124 HR manager must be familiar with Strategic planning Production department Marketing and finance All of above 125 Planning function of management process involves Developing employees Evaluating performance Establishing departments Establishing goals 126 A is the set of duties performed by a particular person Job Work flow design Job specification Position 127 Which one of the following items is not considered typical information provided within the format of an organization's job descriptions? Benefits package description Job title List of essential duties Detailed specifications for carrying out each duty 128 Job analysis has often been called the building block of human resource management Which of the following items would most probably not be affected or influenced by information acquired through job analysis? Defined benefit plans Job evaluation Career planning Selection and training