ANSWER QUESTIONS PART 1 HUMAN RESOURCE MANAGEMENT Multiple Choice Questions 1 The following is (are) the key components of a business process Re engineering programme? A Product development B Service. 3The following is (are) concerned with developing a pool of candidates in line with the human resources plan
ANSWER QUESTIONS PART HUMAN RESOURCE MANAGEMENT Multiple Choice Questions 1-The following is (are) the key components of a business process Reengineering programme? A B C D Product development Service delivery Customer satisfaction All of the above The Product development, Service delivery and Customer satisfaction are the key components of a business process Re-engineering programme 2-The actual achievements compared with the objectives of the job is A B C D Job performance Job evaluation Job description None of the above 3-The following is (are) concerned with developing a pool of candidates in line with the human resources plan A B C D Development Training Recruitment All of the above The Recruitment is concerned with developing a pool of candidates in line with the human resources plan In human resource management, “recruitment” is the process of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner It can also be defined as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization” 4-Majority of the disputes in industries is (are) related to the problem of A Wages B Salaries C Benefits D All of the above 5-In an organisation initiating career planning, the career path model would essentially form the basis for A B C D Placement Transfer Rotation All of the above In an organisation initiating career planning, the career path model would essentially form the basis for Placement, Transfer and Rotation The meaning of the acronym HRM is A Human Relations Management B Humanistic Resource Management C Human Resource Management D Human Resourceful Management The meaning of the acronym HRM is Human Resource Management Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees HRM is really employee management with an emphasis on those employees as assets of the business The meaning of the acronym HRM is A Human Relations Management B Humanistic Resource Management C Human Resource Management D Human Resourceful Management The meaning of the acronym HRM is Human Resource Management Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees HRM is really employee management with an emphasis on those employees as assets of the business In an organisation initiating career planning, the career path model would essentially form the basis for A Placement B Transfer C Rotation D All of the above In an organisation initiating career planning, the career path model would essentially form the basis for Placement, Transfer and Rotation HRM is _ A A staff functions B A line function C A staff function, line function and accounting function D All of the above HRM is a staff functions A "staff function" supports the organization with specialized advisory and support functions For example, human resources, accounting, public relations and the legal department are generally considered to be staff functions 10 Finding ways to reduce is a key responsibility of management A Dissatisfaction B Uncertainty C Stress D None of the above Finding ways to reduce uncertainty is a key responsibility of management The primary role of a manager is to ensure the daily functioning of a department or group of employees 11 The and control systems should be altered to support the strategic human resource function A Appointment B Reward C Job allotment D None of the above The reward and control systems should be altered to support the strategic human resource function Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole 12 Majority of the disputes in industries is (are) related to the problem of A Placement B Transfer C Rotation D All of the above In an organisation initiating career planning, the career path model would essentially form the basis for Placement, Transfer and Rotation 13 The following person has suggested the new concept which takes into account various key factors that will tell the overall performance of a job A Elliot Jecques B Fred Luthas C Juran D None of the above Elliot Jecques has suggested the new concept which takes into account various key factors that will tell the overall performance of a job 14 The three important components in aligning business strategy with HR practice: A Business Strategy, Human Resource Practices, Organisational Capabilities B Marketing Strategy, Human Resource Practices, Organisational Capabilities C Business Strategy, Human Resource Practices, Organisational structure E Marketing Strategy, Human Resource Practices, Organisational structure The three important components in aligning business strategy with HR practice are Business Strategy, Human Resource Practices and Organisational Capabilities 14 The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is A Job analysis B Job design C Job recruitment D Job description The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is Job analysis A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job 15 The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is A Job analysis B Job design C Job recruitment D Job description The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is Job analysis A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job 16 Vertical integration in relation to SHRM can be described as which of the following? A The relationship or integration between an Organisation's senior managers B The relationship or integration between HR functional policies, for example employee development, employee reward and employee relations C The relationship or integration between the internal HR processes, and the Organisation's business strategy and external market D The relationship or integration between operational functions and policies Vertical integration in relation to SHRM can be described as the relationship or integration between the internal HR processes, and the Organisation's business strategy and external market Vertical integration is about the effectiveness of HR It is the degree to which HRM practice, roles and contributions are aligned with the strategic management process of the organisation and how they contribute to the vision, mission and strategic objectives 17 Why might there be some difficulty in identifying and applying the Bestpractice approach to HRM in Organisations? A Because the best-practice approach tends to be resource- intensive B Because there is much variation in the literature and empirical research as to what constitutes best-practice C Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-terms economies D Because the best-practice approach does not emphasize the individual business context There might be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations because there might be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations 18 Why might there be some difficulty in identifying and applying the Bestpractice approach to HRM in Organisations? A Because the best-practice approach tends to be resource- intensive B Because there is much variation in the literature and empirical research as to what constitutes best-practice C Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-terms economies D Because the best-practice approach does not emphasize the individual business context There might be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations because there might be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations 19 Directing, being one of the preeminent functions of Human Resource Management that falls under A B C D Operative functions Technical functions Managerial functions Behavioral functions In order to meet the desired goals or the end results, the manager directs the workers by means of instructing, guiding, and overviewing their performance 20 Human relation approach refers to A An approach in which workers are facilitated with humanity at the workplace B A shared teamwork between the employee and the employer for solving problematic issues C Forming a group of people on the work front so as to inspire them to work collectively for the company's growth in terms of social, economic, and psychological productivity D None of the above Human relations are defined as the study of group behavior for the purpose of improving interpersonal relationships as among employees 21 Which of the following fields requires a skilled HR professional? A B C D People handling Clarifying Both (a) and (b) None of the above HR professionals are required to be skilled in the field of clarifying fuzzy visions followed by providing feedback to the managers and the higher authority at the same time 22 Why is the career path in Japanese employee management nonspecified? A Rotational job results in providing a benefit such skills that are necessary for top-quality executives B At the time of induction, the employees within the organization get exposure to switch their careers in different job domains and get themselves trained to have hands-on trending technologies C In order to keep the employee up to date, the Japanese industries offer rotational jobs D Japanese management system emphasizes creating skilled workers by making them adapt to organizational changes as and when required 23 Which of the following are one of kind of skills inventory, regression, replacement charts, Markov analysis? A B C D Training plan Retention plan Redundancy plan Forecasting methods 24 Which of the following pairs in the given sequence represents the initial as well as the final step incurred in the T&D program? A Evaluating T&D program followed by implementing it B Determining the need for the T&D program and then evaluating the T&D program C Determining the need for the T&D program followed by designing the T&D program itself D Designing the T&D program and then implementing it The (T&D) program, which is abbreviated as "Training and Development," is one of the most powerful and essential programs for organizations as it makes it easier to make an improvement and develop the skills and knowledge of their employees 25 What does job evaluation seek? A Evaluating the importance of different jobs within the organization B Evaluating employee's performance of their respective job profiles C Determining the relative worth of various jobs within the organization in monetary terms D Establishing the hierarchy of different job profiles in the organization A job evaluation refers to an efficient way of defining the value of a job in contrast to other jobs within an organization 26 “Man of all the resources available to man, can grow and develop” quoted by A Peter Morrison B Peter.F Drucker C Adam smith D Karl Marx 27 The prespective for the need of HR is A Select the legal employee B promote the skill employee C Distinguishing the features of employees D Te right person for the right job 28 HRM is A Inter – related B Inter dependent C Interacting D All the above 29 The skill and talents of HR A Need an opportunity B Obtained by the management C Exemplified D Represented 30 HR management on procurement, development and cooperation targets A To accomplish social objectives B To obtain organizational objectives C Both A and B D Neither A nor B 31 HRM is concerned with the ——————- discussion in management A company B people C industry D society 32 HRM can be understood as a process of A Processing B Developing C Maintaining competent HR D All the above 33 HRM is an art of A Preparation of a task B coordinating middle management C Helping top management D Managing people 34 What should be the basic positive attitude among workers? A Do not join in labour unions B Reducing wastage and maximum use of resources C Educate others D Effective communication 35 HR policy makes employees A Train for future positions B A better person/workers C A knowledgeable person D All the above 36 Healthy HRM practices can help the organization A To reduce the disputes/ conflicts B To increase the promotional opportunities C To realize the employees D To maintain cordinal relationship unions 37 ——————practices teach individuals team work and adjustment A Personnel management B Effective Human Resource C Employee welfare D Healthy,safety and welfare ... management The primary role of a manager is to ensure the daily functioning of a department or group of employees 11 The and control systems should be altered to support the strategic human... responsibilities, necessary skills, outcomes, and work environment of a particular job 16 Vertical integration in relation to SHRM can be described as which of the following? A The relationship or... Best-practice approach to HRM in Organisations because there might be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations 18 Why might there be some