HRM questions and solutions
Transcript of HRM questions and solutions
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Q.No. Question Options Answer
1. ThechallengeofspeedydeliveryofHRMservicesbringstheconceptof_____totheforefront.
1. Internetbasedtraining
1
2. Employeeinvolvement
3. Managementbyobjectives
4. Recruitmenteffectiveness
5.
1. WhowasthepioneerofHawthornestudies?
1. FredrickTaylor
2
2. EltonMayo
3. FredLuthans
4. HenryMintzberg
5.
1. InformationcollectedthroughthejobanalysisprocessisthebasisforthefollowingHRactivities
1. Performanceappraisal
5
2. Humanresourceplanning
3. Recruitmentandselection
4. Traininganddevelopment
5. Alloftheabove
1. ThechallengeofspeedydeliveryofHRMservicesbringstheconceptof_____totheforefront.
1. Internetbasedtraining
1
2. Employeeinvolvement
3. Managementbyobjectives
4. Recruitmenteffectiveness
5.
1. Selecttheodditemfromthefollowing:
1. Hay
1
2. Hawthorne
3. FWTaylor
4. Fayol
5.
1.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. jobdescription.
2
2. jobanalysis.
3. jobspecification.
4. humanresourceinventory.
5.
1. InformationcollectedthroughthejobanalysisprocessisthebasisforthefollowingHRactivities
1. Performanceappraisal
5
2. Humanresourceplanning
3. Recruitmentandselection
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4. Traininganddevelopment
5. Alloftheabove
1. InformationcollectedthroughthejobanalysisprocessisthebasisforthefollowingHRactivities
1. Performanceappraisal
4
2. Humanresourceplanning
3. Recruitmentandselection
4. Alloftheabove
5.
1. InformationcollectedthroughthejobanalysisprocessisthebasisforthefollowingHRactivities
1. Performanceappraisal
4
2. Humanresourceplanning
3. Recruitmentandselection
4. Alloftheabove
5.
1. InformationcollectedthroughthejobanalysisprocessisthebasisforthefollowingHRactivities
1. Performanceappraisal
5
2. Humanresourceplanning
3. Recruitmentandselection
4. Traininganddevelopment
5. Alloftheabove
1.Anindividualizedoutlineoftraining,experience,andpossiblyeducationdesignedtofacilitateanemployee'sgrowthandenhanceopportunitiesforadvancementiscalled:
1. Jobdescription.
2
2. Careerdevelopmentplan.
3. Assessmentsheet.
4. Interviewform.
5.
1.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. jobdescription.
2
2. jobanalysis.
3. Jobspecification.
4. humanresourceinventory.
5.
1. Whichofthefollowingisnotofferedinajobanalysis?
1. Jobdescriptions
2
2. Performanceappraisals
3. Workingconditions
4. Jobspecifications
5.
1. JobStudy
2. JobAnalysis
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2. Selecttheodditemfromthefollowing: 3. JobWork 3
4. JobEvaluation
5.
2. Theadvantageofemployingvariousmethodsofjobanalysisis
1. Cost
4
2. Complexity
3. Time
4. Accuracy
5.
2._____________istheprocessbywhichtheknowledgeofanemployee,hisskills,abilitiesandmotivestoperformajobmustmatchtherequirementsofthejob?
1. Recruitment
3
2. Jobanalysis
3. Selection
4. Placement
5.
2. Whatkindofpeopletohireforaparticularjobisindicatedbythe:
1. Activitiesandresponsibilitiesofjob.
3
2. Performancestandards.
3. Jobdescription.
4. Jobspecifications.
5.
2. Whatkindofpeopletohireforaparticularjobisindicatedbythe:
1. Activitiesandresponsibilitiesofjob.
3
2. Performancestandards.
3. Jobdescription.
4. Jobspecifications.
5.
2. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis:
1. collectdataonjobs.
4
2. preparejobdescription.
3. preparejobspecification.
4. selectjobstobeanalyzed.
5.
2. Whatkindofpeopletohireforaparticularjobisindicatedbythe:
1. Activitiesandresponsibilitiesofjob.
3
2. Performancestandards.
3. Jobdescription.
4. Jobspecifications.
5.
1. Activitiesandresponsibilitiesofjob.
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2. Whatkindofpeopletohireforaparticularjobisindicatedbythe:
2. Performancestandards.
33. Jobdescription.
4. Jobspecifications.
5.
2. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis:
1. collectdataonjobs.
4
2. preparejobdescription.
3. preparejobspecification.
4. selectjobstobeanalyzed.
5.
2. Whatkindofpeopletohireforaparticularjobisindicatedbythe:
1. Activitiesandresponsibilitiesofjob.
3
2. Performancestandards.
3. Jobdescription.
4. Jobspecifications.
5.
2.Incorporatingfieldgeneralists,centresforexpertise,andservicecentresintotheHRMorganizationstructurecontributestoimprovedservicedeliverythrough_____.
1. Simplification
2
2. Specialization
3. Decentralization
4. Generalization
5.
2.Incorporatingfieldgeneralists,centresforexpertise,andservicecentresintotheHRMorganizationstructurecontributestoimprovedservicedeliverythrough_____.
1. Simplification
2
2. Specialization
3. Decentralization
4. Generalization
5.
2. PayForPerformanceSystem
1. Seekstoacknowledgedifferencesinemployeeorgroupcontributions
4
2. Respondstothefactthatorganizationalperformanceisafunctionofindividualorgroupperformance
3. Usespaytoattract,retainandmotivateemployeesrelativetotheirperformanceandcontribution
4. AlloftheAbove
5.
3.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. jobdescription.
2
2. jobanalysis.
3. jobspecification.
4. humanresourceinventory.
5.
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3. Theadvantageofemployingvariousmethodsofjobanalysisis
1. Cost
3
2. Complexity
3. Accuracy
4. Time
5.
3.
Anorganizationprovidesemployeesbenefitsintheformofconveyancefacilities,housingfacilitiesandeducationalfacilitiesforchildren.Whatkindofbenefitsistheorganizationprovidingtotheemployees?
1. Incentives
3
2. Bonus
3. Fringebenefits
4. Securitybenefits
5.
3.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. jobdescription.
2
2. jobanalysis.
3. jobspecification.
4. humanresourceinventory.
5.
3. Thefirststepinthehumanresourceplanningprocessis:
1. preparingajobanalysis
2
2. forecastingfuturehumanresourceneeds
3. assessingfuturedemand
4. assessingfuturesupply.
5.
3.Ajobisawrittenstatementofthejob,sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.
1. analysis.
4
2. specification.
3. design.
4. description.
5.
3. Jobdescriptionsshouldbereviewedby
1. Supervisors
4
2. Jobincumbents,
3. HRD
4. alltheabove
5.
3. Selecttheodditemfromthefollowing:
1. Test
2
2. Competency
3. Questionnaire
4. Interview
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5.
3.Ajobisawrittenstatementofthejob'sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.
1. analysis.
4
2. specification.
3. design.
4. description.
5.
3. Thefirststepinthehumanresourceplanningprocessis:
1. preparingajobanalysis
2
2. forecastingfuturehumanresourceneeds
3. assessingfuturedemand
4. assessingfuturesupply.
5.
3. Thefirststepinthehumanresourceplanningprocessis:
1. preparingajobanalysis
2
2. forecastingfuturehumanresourceneeds
3. assessingfuturedemand
4. assessingfuturesupply.
5.
3. PayForPerformanceSystem
1. Seekstoacknowledgedifferencesinemployeeorgroupcontributions
4
2. Respondstothefactthatorganizationalperformanceisafunctionofindividualorgroupperformance
3. Usespaytoattract,retainandmotivate(?)employeesrelativetotheirperformanceandcontribution
4. AlloftheAbove
5.
3. PayForPerformanceSystem
1. Seekstoacknowledgedifferencesinemployeeorgroupcontributions
4
2. Respondstothefactthatorganizationalperformanceisafunctionofindividualorgroupperformance
3. Usespaytoattract,retainandmotivate(?)employeesrelativetotheirperformanceandcontribution
4. AlloftheAbove
5.
4. Ajobanalysisquestionnaireshouldincludeallbutthefollowing
1. jobevaluation
1
2. Performancestandards
3. Jobduties
4. Jobstatus
5.
4. Theextenttowhichanemployee'sworkmeetshisprofessionalneedsistermedas
1. Qualityofworklife
1
2. Qualitycircles
3. Qualityprogram
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4. Qualitycycle
5.
4. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis
1. collectdataonjobs.
1
2. preparejobdescription.
3. preparejobspecification.
4. selectjobstobeanalyzed.
5.
4. Selecttheodditemfromthefollowing:
1. Wage
3
2. Perquisite
3. Survey
4. DearnessAllowance
5.
4. Humanresourceplanningtechniquesincludetheuseofsomeorallofthefollowing:
1. humanresourceinventories
4
2. actionplans
3. controlandevaluation
4. alloftheabove
5.
4. Humanresourceplanningtechniquesincludetheuseofsomeorallofthefollowing:
1. humanresourceinventories
4
2. actionplans
3. controlandevaluation
4. alloftheabove
5.
4. Performanceappraisalsserveasbuildingblocksof
1. Recruiting
2
2. CareerPlanning
3. ManpowerPlanning
4. Selecting
5. Jobanalysis
4.Whichofthefollowingisawrittenstatementoftheskills,knowledge,abilities,andothercharacteristicsneededtoperformajobeffectively?
1. jobdesign.
2
2. jobspecification.
3. jobanalysis.
4. jobdescription.
5.
1. government
2. theHRdepartment
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4. Careerplanningistheresponsibilityof 3. thesponsor 4
4. theemployer
5. careercounsellors
4. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis
1. collectdataonjobs.
1
2. preparejobdescription.
3. preparejobspecification.
4. selectjobstobeanalyzed.
5.
4. Performanceappraisalsserveasbuildingblocksof
1. Recruiting
2
2. CareerPlanning
3. ManpowerPlanning
4. Selecting
5. Jobanalysis
4. Humanresourceplanningtechniquesincludetheuseofsomeorallofthefollowing:
1. humanresourceinventories
4
2. actionplans
3. controlandevaluation
4. alloftheabove
5.
4.Whichofthefollowingisawrittenstatementoftheskills,knowledge,abilities,andothercharacteristicsneededtoperformajobeffectively?
1. jobdesign.
2
2. jobspecification.
3. jobanalysis.
4. jobdescription.
5.
5. Selecttheodditemfromthefollowing:
1. OD
2
2. OB
3. T&D
4. MBO
5.
5. Themainadvantageofdevelopingajobanalysisquestionnaireis
1. Cost
2
2. Consistency
3. Savestime
4. allowinguntrainedpeopletocollectinformation
5.
1. jobdescription.
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5.Anindividualizedoutlineoftraining,experience,andpossiblyeducationdesignedtofacilitateanemployee,sgrowthandenhanceopportunitiesforadvancementiscalled:
2. careerdevelopmentplan.
23. assessmentsheet.
4. interviewform.
5.
5.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. jobdescription
2
2. jobanalysis
3. jobspecification
4. humanresourceinventory
5.
5.Ajobisawrittenstatementofthejob'sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.
1. analysis.
4
2. specification.
3. design.
4. description.
5.
5.Whatistheorganizationtermedas,ifthereportingchannelsofworkrelationsarepredefinedandaccountabilityandresponsibilityarefixedforalltheroles?
1. Informalorganization
3
2. Semiformalorganization
3. Formalorganization
4. Autonomousorganization
5.
5.Ajobisawrittenstatementofthejob'sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.
1. analysis.
4
2. specification.
3. design.
4. description.
5.
5. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
5
2. Criticalincidents
3. Ratingscales
4. Checklists
5. BehaviourallyAnchoredRatingScale
5. WhichofthefollowingisnotastepthatHRdepartmentshouldfollowtodealwithenvironmentalchallenges?
1. takeproactivemeasures
5
2. evaluatepotentialcostsandbenefits
3. obtainandexaminefeedback
4. stayinformed
5. proceedcarefullyuntiltheimpactisclear
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5. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
5
2. Criticalincidents
3. Ratingscales
4. Checklists
5. BehaviourallyAnchoredRatingScale
5.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. jobdescription
2
2. jobanalysis
3. jobspecification
4. humanresourceinventory
5.
5.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. jobdescription
2
2. jobanalysis
3. jobspecification
4. humanresourceinventory
5.
5.Anindividualizedoutlineoftraining,experience,andpossiblyeducationdesignedtofacilitateanemployee'sgrowthandenhanceopportunitiesforadvancementiscalled:
1. jobdescription.
2
2. careerdevelopmentplan.
3. assessmentsheet.
4. interviewform.
5.
6. Selecttheodditemfromthefollowing:
1. HRD
2
2. CPM
3. PMS
4. HRP
5.
6. Workforcefactorsthatinfluencedemandinclude
1. Expansionmoves
2
2. Terminations
3. Strategicplans
4. Salesprojection
5.
6. Thebasisforhumanresourceplanningis
1. Theeconomictrends
4
2. Supplyofemployees
3. demandforemployees
4. strategicplansofthefirm
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5.
6. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis
1. collectdataonjobs
1
2. preparejobdescription
3. preparejobspecification
4. selectjobstobeanalyzed
5.
6.Whichofthefollowingisawrittenstatementoftheskills,knowledge,abilities,andothercharacteristicsneededtoperformajobeffectively?
1. jobdesign.
2
2. jobspecification.
3. jobanalysis.
4. jobdescription.
5.
6.Whichofthefollowingisawrittenstatementoftheskills,knowledge,abilities,andothercharacteristicsneededtoperformajobeffectively?
1. jobdesign.
2
2. jobspecification.
3. jobanalysis.
4. jobdescription.
5.
6. Whichofthefollowingisnotacharacteristicofaflatorganizationstructure?
1. Widespanofcontrol
4
2. Fewerhierarchicallevels
3. Morepeopleunderthecontrolofonemanager
4. Closesupervision
5.
6. Jobdescriptionsshouldbereviewedby
1. supervisors
5
2. jobincumbents
3. humanresourcedepartment
4. noneoftheabove
5. alloftheabove
6. Critiqueshavearguedthatprofitsharing
1. Isunfairbecauseprofitsarenotalwayscontrolledbyemployees
1
2. Lessonscommitment
3. Reducesquality
4. Enhancesindividualexploitation
5. Isnothealthypracticebecauseworkersinmostcases,donotgettheirdueshare
6. Critiqueshavearguedthatprofitsharing
1. Isunfairbecauseprofitsarenotalwayscontrolledbyemployees
1
2. Lessonscommitment
3. Reducesquality
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4. Enhancesindividualexploitation
5. Isnothealthypracticebecauseworkersinmostcases,donotgettheirdueshare
6. Thebasisforhumanresourceplanningis
1. Theeconomictrends
4
2. Supplyofemployees
3. demandforemployees
4. strategicplansofthefirm
5.
6. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis
1. collectdataonjobs
1
2. preparejobdescription
3. preparejobspecification
4. selectjobstobeanalyzed
5.
6. Thefirststepinatypicaljobanalysisistoexaminetheoverallorganization.Thenextstepis
1. collectdataonjobs
1
2. preparejobdescription
3. preparejobspecification
4. selectjobstobeanalyzed
5.
7. Selecttheodditemfromthefollowing:
1. Layoff
4
2. Strike
3. Lockout
4. VRS
5.
7. Thefirstfactorindecidingthesupplyoflaboris
1. Developingstaffingtables,
2
2. Auditingpresentemployees
3. Preparingreplacementcharts
4. Analyzinglabormarkets
5.
7. Theadvantageofemployingvariousmethodsofjobanalysisis
1. Cost
3
2. Complexity
3. Accuracy
4. Time
5.
Ajob_________isawrittenstatementofthejob,sactivities,theequipmentrequiredforit,andtheworkingconditionsin
1. analysis
2. specification
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7. whichitexists. 3. design 4
4. description
5.
7. Jobistheprocessofdescribingjobsandarrangingtheirinterrelationships.
1. design.
1
2. specification.
3. analysis.
4. description.
5.
7. Jobistheprocessofdescribingjobsandarrangingtheirinterrelationships.
1. design.
1
2. specification.
3. analysis.
4. description.
5.
7.
Duringslackperiodsorganizationsdonotwanttheirmiddle/toplevelmanagertostagnate.Theemployeesareaskedtoworkforotherorganizationsforaspecifiedperiodoftime.Theemployeesworkonprojectswiththeseorganizationsbutcontinueontherollsoftheparentorganization.Whatistheaboveprocesstermedas?
1. Loaning
1
2. Worksharing
3. Outplacement
4. Attrition
5.
7. Techniquesofestimatingdemandforhumanresources
1. Mereapproximations
1
2. Arerarelydone
3. InvolveHRaudits
4. Canbeveryaccurate
5.
7. Themainadvantageofdevelopingajobanalysisquestionnaireis
1. consistency
1
2. cost
3. savestime
4. allowinguntrainedpeopletocollectinformation
5. noadvantage
7. Themainadvantageofdevelopingajobanalysisquestionnaireis
1. consistency
1
2. cost
3. savestime
4. allowinguntrainedpeopletocollectinformation
5. noadvantage
1. Cost
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7. Theadvantageofemployingvariousmethodsofjobanalysisis
2. Complexity
33. Accuracy
4. Time
5.
7.Ajob_________isawrittenstatementofthejob,sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.
1. analysis
4
2. specification
3. design
4. description
5.
7.Ajob_________isawrittenstatementofthejob,sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.
1. analysis
4
2. specification
3. design
4. description
5.
8. Selecttheodditemfromthefollowing:
1. Job
3
2. Task
3. Occupier
4. Career
5.
8. Techniquesofestimatingdemandforhumanresources
1. Mereapproximations
1
2. Arerarelydone
3. InvolveHRaudits
4. Canbeveryaccurate
5.
8. Themostreliableandvalidtestsaregenerally
1. Polygraphtests
4
2. Attitudetests
3. Intelligencetests
4. Performancetests
5.
8.Whichofthefollowingisawrittenstatementoftheskills,knowledge,abilities,andothercharacteristicsneededtoperformajobeffectively?
1. jobdesign
2
2. jobspecification
3. jobanalysis
4. jobdescription
5.
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8. Analyzingjobsinvolvesdeterminingindetail
1. Whatkindofpeopletohire.
4
2. Whatthejobentails.
3. Theemployee'sperformance.
4. Whatthejobentailsandthecharacteristicsofpeopletohire.
5.
8. Analyzingjobsinvolvesdeterminingindetail
1. Whatkindofpeopletohire.
4
2. Whatthejobentails.
3. Theemployee'sperformance.
4. Whatthejobentailsandthecharacteristicsofpeopletohire.
5.
8.
Theprocessofdeterminingandrecordingallthepertinentinformationaboutaspecificjob,includingthetasksinvolved,theknowledgeandskillsetsrequiredtoperformthejob,istermedas
1. Jobevaluation
3
2. Jobdescription
3. Jobanalysis
4. Jobdesign
5.
8. Themostreliabletypeofinterviewis
1. Behavioral
3
2. Stress
3. Structured
4. Situational
5.
8. Careerprogresslargelydependson
1. internationalexposure
2
2. performance
3. experience
4. mentoring
5. qualifications
8. Careerprogresslargelydependson
1. internationalexposure
2
2. performance
3. experience
4. mentoring
5. qualifications
8. Themostreliableandvalidtestsaregenerally
1. Polygraphtests
4
2. Attitudetests
3. Intelligencetests
4. Performancetests
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5.
8.Whichofthefollowingisawrittenstatementoftheskills,knowledge,abilities,andothercharacteristicsneededtoperformajobeffectively?
1. jobdesign
2
2. jobspecification
3. jobanalysis
4. jobdescription
5.
8.Whichofthefollowingisawrittenstatementoftheskills,knowledge,abilities,andothercharacteristicsneededtoperformajobeffectively?
1. jobdesign
2
2. jobspecification
3. jobanalysis
4. jobdescription
5.
9. Selecttheodditemfromthefollowing:
1. Teacher
2
2. Counsellor
3. Trainer
4. Coach
5.
9. Thebestwayofrecruitingisalways
1. Advertisements
3
2. Searchfirm
3. Variable
4. Referrals
5.
9. Informationforcareerplanninginacompany
1. isavailablethroughtheHRIS(HumanResourceInformationSystem)
1
2. canbehadfromlinemanagers
3. canbeobtainedfromstaffassistants
4. isoftennotavailable
5. isbestobtainedfromfortunetellers
9. Job___________istheprocessofdescribingjobsandarrangingtheirinterrelationships.
1. design
1
2. specification
3. analysis
4. description
5.
9. Identifyingpersonaltraitsthatvalidlypredictwhichcandidateswilldowellonthejobisthegoalof:
1. Standardsofperformance.
3
2. Jobspecifications.
3. Jobdescriptions.
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4. Noneoftheabove.
5.
9. Whichofthefollowingisthefirststepintheprocessofjobanalysis?
1. Developingajobdescription
3
2. Jobspecificcompetencydetermination
3. Informationgathering
4. Developingajobspecification
5.
9. Interviewingmistakesincludeallbut
1. Haloeffects
4
2. Personalbias
3. Leniency
4. realizingthatforeignnationalsmayhavedifferentcustoms
5.
9. Identifyingpersonaltraitsthatvalidlypredictwhichcandidateswilldowellonthejobisthegoalof:
1. Standardsofperformance.
3
2. Jobspecifications.
3. Jobdescriptions.
4. Noneoftheabove.
5.
9. Careerplanningistheresponsibilityof
1. government
4
2. theHRdepartment
3. thesponsor
4. theemployer
5. careercounsellors
9. Careerplanningistheresponsibilityof
1. government
4
2. theHRdepartment
3. thesponsor
4. theemployer
5. careercounsellors
9. Informationforcareerplanninginacompany
1. isavailablethroughtheHRIS(HumanResourceInformationSystem)
1
2. canbehadfromlinemanagers
3. canbeobtainedfromstaffassistants
4. isoftennotavailable
5. isbestobtainedfromfortunetellers
Job___________istheprocessofdescribingjobsand
1. design
2. specification
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9. arrangingtheirinterrelationships. 3. analysis 1
4. description
5.
9. Job___________istheprocessofdescribingjobsandarrangingtheirinterrelationships.
1. design
1
2. specification
3. analysis
4. description
5.
10. Selecttheodditemfromthefollowing:
1. 360degree
3
2. MBO
3. Trait
4. Goal
5.
10. Replacementcharts
1. Showlikelyterminations
2
2. Indicatethecurrentperformanceofemployeesandtheirpromotability
3. Displaythestrengthsandweaknessofemployees
4. PointoutfutureHRneedsforeachjob
5.
10. Anexampleofacareerdevelopmentabilitywouldbe
1. scalingamountain
5
2. planningavacation
3. workinghard
4. discussionwiththeboss
5. gettinganotherdegree
10. Analyzingjobsinvolvesdeterminingindetail
1. Whatkindofpeopletohire
4
2. Whatthejobentails
3. Theemployee,sperformance
4. Whatthejobentailsandthecharacteristicsofpeopletohire
5.
10. Theorganizationwidedivisionofworkisshownbya(n):
1. Organizationchart.
1
2. Processchart.
3. Jobanalysis.
4. Alloftheabove
5.
1. Observationmethod
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10. Motionandtimestudiesareexamplesofwhichmethodofjobanalysis?
2. Technicalconferencemethod
13. Groupinterviewmethod
4. Questionnairemethod
5.
10. Senioritybasedpromotionsareadvantageousbecause
1. Theymakeunionspowerful
2
2. Theyareobjective
3. Theyarebasedonperformance
4. Theyhelpemployeesgrowhorizontally
5.
10. Theorganizationwidedivisionofworkisshownbya(n):
1. Organizationchart.
1
2. Processchart.
3. Jobanalysis.
4. Alloftheabove
5.
10. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
2
2. Criticalincidents
3. Ratingscales
4. Checklists
5.
10. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
2
2. Criticalincidents
3. Ratingscales
4. Checklists
5.
10. Anexampleofacareerdevelopmentabilitywouldbe
1. scalingamountain
5
2. planningavacation
3. workinghard
4. discussionwiththeboss
5. gettinganotherdegree
10. Analyzingjobsinvolvesdeterminingindetail
1. Whatkindofpeopletohire
4
2. Whatthejobentails
3. Theemployee,sperformance
4. Whatthejobentailsandthecharacteristicsofpeopletohire
5.
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10. Analyzingjobsinvolvesdeterminingindetail
1. Whatkindofpeopletohire
4
2. Whatthejobentails
3. Theemployee,sperformance
4. Whatthejobentailsandthecharacteristicsofpeopletohire
5.
11. Selecttheodditemfromthefollowing:
1. Leniency
3
2. CentralTendency
3. Reward
4. Halo
5.
11. Ajobanalysisquestionnaireshouldincludeallbutthefollowing
1. Performancestandards
2
2. jobevaluation
3. workingconditions
4. jobstatus
5.
11. Careerprogresslargelydependson
1. internationalexposure
2
2. performance
3. experience
4. mentoring
5. qualifications
11. Increasingthenumberandvarietyoftasksassignedtoajobiscalled:
1. jobrotation
3
2. jobenlargement
3. jobenrichment
4. A&C
5.
11.AnHRmangerisresponsibleforcoordinatingthehumanresourcesplanningprocessesintheorganization.ThisincludesallofthefollowingEXCEPT:
1. ObtainingfinancialresourcesTrue
1
2. ForecastingHRneeds
3. Balancingthesupplyanddemand
4. Forecastingavailabilityofinternalandexternalcandidates
5.
11.
SupriyaVermajoinedapharmaceuticalfirmandthereshewasgiventhefreedomanddiscretioninschedulingherwork.Whatisthecoredimensionaccordingtothejobcharacteristicsmodelthatisbeingfollowing?
1. Taskidentity
3
2. Tasksignificance
3. Autonomy
4. Skillvariety
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5.
11. Trainingevaluationscriteriaincludeall
1. Reactions
4
2. Learning
3. Behavior
4. Relevance
5.
11.AnHRmangerisresponsibleforcoordinatingthehumanresourcesplanningprocessesintheorganization.ThisincludesallofthefollowingEXCEPT:
1. ObtainingfinancialresourcesTrue
1
2. ForecastingHRneeds
3. Balancingthesupplyanddemand
4. Forecastingavailabilityofinternalandexternalcandidates
5.
11. Inputstotheselectionprocessincludeallbut
1. Jobanalysis
3
2. Humanresourceplanning
3. Supervision
4. Jobapplicants
5.
11. Inputstotheselectionprocessincludeallbut
1. Jobanalysis
3
2. Humanresourceplanning
3. Supervision
4. Jobapplicants
5.
11. Careerprogresslargelydependson
1. internationalexposure
2
2. performance
3. experience
4. mentoring
5. qualifications
11. Increasingthenumberandvarietyoftasksassignedtoajobiscalled:
1. jobrotation
3
2. jobenlargement
3. jobenrichment
4. A&C
5.
11. Increasingthenumberandvarietyoftasksassignedtoajobiscalled:
1. jobrotation
3
2. jobenlargement
3. jobenrichment
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4. A&C
5.
12. Selecttheodditemfromthefollowing:
1. Ability
3
2. Willingness
3. Interview
4. Competency
5.
12. Humanresourcedepartmentsare
1. Linedept
2
2. Servicedept
3. Functionaldept
4. Authoritydept
5.
12. Careerplanningistheresponsibilityof
1. government
4
2. theHRdepartment
3. thesponsor
4. theemployer
5. careercounsellors
12. Identifyingpersonaltraitsthatvalidlypredictwhichcandidateswilldowellonthejobisthegoalof:
1. Standardsofperformance
3
2. Jobspecifications
3. Jobdescriptions
4. Noneoftheabove
5.
12. Whichofthefollowingisnotacoredimensionofajob?
1. skillvariety.
4
2. taskidentity.
3. tasksignificance.
4. highinternalworkmotivation.
5.
12. Whichofthefollowingisnotacoredimensionofajob?
1. skillvariety.
4
2. taskidentity.
3. tasksignificance.
4. highinternalworkmotivation.
5.
Asoftwarefirmalloweditsemployeestochoosetheirworking
1. Jobsharing
2. Flextime
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12. hoursbutwithinsomespecifiedlimits.Thisisanexampleof 3. Condensedwork 2
4. Jobenlargement
5.
12. Informationforcareerplanninginacompany
1. IsavailablethroughtheHRIS(HumanResourceInformationSystem)
1
2. canbehadfromlinemanagers
3. canbeobtainedfromstaffassistants
4. Isoftennotavailable
5. Isbestobtainedfromfortunetellers
12. Humanresourcedepartmentsare
1. Linedept.
2
2. Servicedept.
3. Functionaldept.
4. Authoritydept.
5.
12. Humanresourcedepartmentsare
1. Linedept.
2
2. Servicedept.
3. Functionaldept.
4. Authoritydept.
5.
12. Careerplanningistheresponsibilityof
1. government
4
2. theHRdepartment
3. thesponsor
4. theemployer
5. careercounsellors
12. Identifyingpersonaltraitsthatvalidlypredictwhichcandidateswilldowellonthejobisthegoalof:
1. Standardsofperformance
3
2. Jobspecifications
3. Jobdescriptions
4. Noneoftheabove
5.
12. Identifyingpersonaltraitsthatvalidlypredictwhichcandidateswilldowellonthejobisthegoalof:
1. Standardsofperformance
3
2. Jobspecifications
3. Jobdescriptions
4. Noneoftheabove
5.
1. Study
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13. Selecttheodditemfromthefollowing:
2. Openended
13. Leading
4. CloseEnded
5.
13. Thebasisforhumanresourceplanningis
1. Theeconomictrends
4
2. Supplyofemployees
3. demandforemployees
4. strategicplansofthefirm
5.
13. WhichofthefollowingisnotastepthatHRdepartmentshouldfollowtodealwithenvironmentalchallenges?
1. takeproactivemeasures
5
2. evaluatepotentialcostsandbenefits
3. obtainandexaminefeedback
4. stayinformed
5. proceedcarefullyuntiltheimpactisclear
13. Theorganizationwidedivisionofworkisshownbya(n):
1. Organizationchart
1
2. Processchart
3. Jobanalysis
4. Alloftheabove
5.
13. Allofthefollowingaresourcesofinternalrecruitingexcept:
1. jobposting.
3
2. employeerecommendations.
3. advertisements.
4. transfers.
5.
13. Allofthefollowingaresourcesofinternalrecruitingexcept:
1. jobposting.
3
2. employeerecommendations.
3. advertisements.
4. transfers.
5.
13. Thepracticeofworkingathomeorwhiletravelingandatthesametimekeepingincontactwiththeofficeistermedas
1. Telecommuting
1
2. Jobsharing
3. Flextime
4. Condensedwork
5.
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13. Anexampleofacareerdevelopmentabilitywouldbe
1. scalingamountain
5
2. Planningavacation
3. Workinghard
4. Discussionwiththeboss
5. Gettinganotherdegree
13. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
2
2. Criticalincidents
3. Ratingscales
4. Checklists
5.
13. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
2
2. Criticalincidents
3. Ratingscales
4. Checklists
5.
13. Thebasisforperformancestandardsis
1. Managers
3
2. HRplans
3. Employees
4. Compensationplans
5. Jobanalysis
13. Theorganizationwidedivisionofworkisshownbya(n):
1. Organizationchart
1
2. Processchart
3. Jobanalysis
4. Alloftheabove
5.
13. Theorganizationwidedivisionofworkisshownbya(n):
1. Organizationchart
1
2. Processchart
3. Jobanalysis
4. Alloftheabove
5.
14. Selecttheodditemfromthefollowing:
1. Perk
4
2. RegioncumIndustry
3. Wages
4. Welfare
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5.
14. Themostreliabletypeofinterviewis
1. Behavioral
3
2. Stress
3. Structured
4. Situational
5.
14. Themainadvantageofdevelopingajobanalysisquestionnaireis
1. consistency
1
2. cost
3. savestime
4. allowinguntrainedpeopletocollectinformation
5.
14. Alistofwhatajobentailsisthejob,s:
1. Jobanalysis
4
2. Performancestandards
3. Jobspecifications
4. Jobdescription
5.
14. Twotangibleproductsofthejobanalysisare
1. Processchartjobdescription
2
2. Jobdescriptionjobspecifications.
3. Processchartorganizationchart
4. Jobdescriptionperformanceappraisal
5.
14. Twotangibleproductsofthejobanalysisare
1. Processchartjobdescription
2
2. Jobdescriptionjobspecifications.
3. Processchartorganizationchart
4. Jobdescriptionperformanceappraisal
5.
14. Fromwhichofthefollowingapproachesistheengineeringapproachderived?
1. Scientificmanagementapproach
1
2. Processapproach
3. Socialsystemsapproach
4. Systemsapproach
5.
14. Themainadvantageofdevelopingajobanalysisquestionnaireis
1. Consistency
1
2. Cost
3. Savestime
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4. Allowinguntrainedpeopletocollectinformation
5. Noadvantage
14. Roleplayingisoftenusedto
1. Modelbehaviour
4
2. Changeresults
3. Learnskills
4. Changeattitudes
5.
14. Roleplayingisoftenusedto
1. Modelbehaviour
4
2. Changeresults
3. Learnskills
4. Changeattitudes
5.
14. Oneofthefollowingisafutureorientedappraisaltechniques
1. MBO
1
2. Ratingscale
3. Checklist
4. BARS
5.
14. Alistofwhatajobentailsisthejob,s:
1. Jobanalysis
4
2. Performancestandards
3. Jobspecifications
4. Jobdescription
5.
14. Alistofwhatajobentailsisthejob,s:
1. Jobanalysis
4
2. Performancestandards
3. Jobspecifications
4. Jobdescription
5.
15. Selecttheodditemfromthefollowing:
1. Labourlaw
2
2. Lawyer
3. Dispute
4. Collectivebargaining
5.
1. Supervisorinput
2. Keychanges
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15. Needassessmentshouldconsiderallbut 3. Trainingobjectives 3
4. Changesintheexternalenvironment
5.
15. thefirstfactorindecidingthesupplyoflabouris
1. developingstaffingtables
5
2. issuingadvertisements
3. preparingreplacementcharts
4. analysinglabourmarkets
5. auditingpresentemployees
15.AnHRmangerisresponsibleforcoordinatingthehumanresourcesplanningprocessesintheorganization.ThisincludesallofthefollowingEXCEPT:
1. Obtainingfinancialresources
1
2. Monitoringandevaluatingtheresults
3. ForecastingHRneeds
4. Balancingthesupplyanddemand
5. Forecastingavailabilityofinternalandexternalcandidates
15. Popularmethodsforgatheringjobanalysisdataare:
1. Questionnaires.
4
2. Observations
3. Diaries/logs
4. Alloftheabove.
5.
15.Theprocessofsearchingforprospectiveemployeesandstimulatingthemtoapplyforjobsinanorganizationistermedas
1. Promotion
2
2. Recruitment
3. Selection
4. Placement
5.
15. Thefirstfactorindecidingthesupplyoflaboris
1. Developingstaffingtables
5
2. Issuingadvertisements
3. Preparingreplacementcharts
4. Analyzinglabormarkets
5. Auditingpresentemployees
15. Popularmethodsforgatheringjobanalysisdataare:
1. Questionnaires.
4
2. Observations
3. Diaries/logs
4. Alloftheabove.
5.
1. supervisors
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15. Jobdescriptionsshouldbereviewedby
2. jobincumbents
53. humanresourcedepartment
4. noneoftheabove
5. alloftheabove
15. Jobdescriptionsshouldbereviewedby
1. supervisors
5
2. jobincumbents
3. humanresourcedepartment
4. noneoftheabove
5. alloftheabove
15. Performanceappraisalsserveasbuildingblocksof
1. Recruiting
2
2. CareerPlanning
3. ManpowerPlanning
4. Selecting
5. Jobanalysis
15.AnHRmangerisresponsibleforcoordinatingthehumanresourcesplanningprocessesintheorganization.ThisincludesallofthefollowingEXCEPT:
1. Obtainingfinancialresources
1
2. Monitoringandevaluatingtheresults
3. ForecastingHRneeds
4. Balancingthesupplyanddemand
5. Forecastingavailabilityofinternalandexternalcandidates
15.AnHRmangerisresponsibleforcoordinatingthehumanresourcesplanningprocessesintheorganization.ThisincludesallofthefollowingEXCEPT:
1. Obtainingfinancialresources
1
2. Monitoringandevaluatingtheresults
3. ForecastingHRneeds
4. Balancingthesupplyanddemand
5. Forecastingavailabilityofinternalandexternalcandidates
16. Selecttheodditemfromthefollowing:
1. Notice
1
2. 18(1)
3. Arbitration
4. 12(3)
5.
16. Inputstotheselectionprocessincludeallbut
1. Jobanalysis
3
2. Humanresourceplanning
3. Supervision
4. Jobapplicants
5.
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16. Thebasisforperformancestandardsis
1. Managers
3
2. HRplans
3. Employees
4. Compensationplans
5. Jobanalysis
16. Whichofthefollowingisnotacoredimensionofajob?
1. skillvariety
4
2. taskidentity
3. tasksignificance
4. highinternalworkmotivation
5.
16. Themostwidelyusedmethodforidentifyingajob'sdutiesandresponsibilitiesisthe:
1. Questionnaire
2
2. Interview
3. Diary/logs
4. Observation
5.
16.
TheHRdepartmentofMagnusTextilesmadesurethatanyvacanciesintheorganizationfirstreachedtheprospectivecandidatesintheorganizationrespondedtojobpostings.Whatisthesourceofrecruitmentbeingused?
1. Advertisements
2
2. Internalsearch
3. Employeereferrals
4. Campusrecruitment
5.
16. Employees
1. Carefullyplantheircareersandobtaininformation
4
2. Feelhelplesstoplantheircareer
3. Areoftenunawareanduninformed
4. Donotcareaboutcareerplanning
5. Areawareoftheneedbutdonthavetheinformation
16. Themostwidelyusedmethodforidentifyingajob'sdutiesandresponsibilitiesisthe:
1. Questionnaire
2
2. Interview
3. Diary/logs
4. Observation
5.
16.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. Jobdescription.
2
2. Jobanalysis.
3. Jobspecification.
4. Humanresourceinventory.
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5.
16.Whichtermdescribestheprocessofgathering,analyzingandsynthesizinginformationaboutthejobsthatarebeingdoneandanynewjobsthatareenvisaged?
1. Jobdescription.
2
2. Jobanalysis.
3. Jobspecification.
4. Humanresourceinventory.
5.
16. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
5
2. Criticalincidents
3. Ratingscales
4. Checklists
5. BARS
16. Whichofthefollowingisnotacoredimensionofajob?
1. skillvariety
4
2. taskidentity
3. tasksignificance
4. highinternalworkmotivation
5.
16. Whichofthefollowingisnotacoredimensionofajob?
1. skillvariety
4
2. taskidentity
3. tasksignificance
4. highinternalworkmotivation
5.
17. Themostreliableandvalidtestsaregenerally
1. Polygraphtests
4
2. Attitudetests
3. Intelligencetests
4. Performancetests
5.
17. Oneofthefollowingisafutureorientedappraisaltechniques
1. MBO
1
2. Ratingscale
3. Checklist
4. BARS
5.
17. Selecttheodditemfromthefollowing:
1. TradeUnion
3
2. Conciliator
3. Termination
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4. Management
5.
17. Allofthefollowingaresourcesofinternalrecruitingexcept:
1. jobposting
3
2. employeerecommendations
3. advertisements
4. transfers
5.
17. Humanresourcedepartmentsare
1. Linedept
2
2. Servicedept
3. Functionaldept
4. Authoritydept
5.
17. Theprocessofchoosingthemostsuitablecandidateforajobfromamongtheavailableapplicantsiscalled
1. Recruitment
4
2. Placement
3. Appraisal
4. Selection
5.
17. Thefirstfactorindecidingthesupplyoflabouris
1. Developingstaffingtables
5
2. Issuingadvertisements
3. Preparingreplacementcharts
4. Analyzinglabormarkets
5. Auditingpresentemployees
17. Humanresourcedepartmentsare
1. Linedept
2
2. Servicedept
3. Functionaldept
4. Authoritydept
5.
17.Ajob_________isawrittenstatementofthejob'sactivities,theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.
1. Analysis.
4
2. Specification.
3. Design.
4. Description
5.
Ajob_________isawrittenstatementofthejob'sactivities,
1. Analysis.
2. Specification.
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17. theequipmentrequiredforit,andtheworkingconditionsinwhichitexists.
3. Design. 4
4. Description
5.
17. Inputstotheselectionprocessincludeallbut
1. Jobanalysis
3
2. Humanresourceplanning
3. Supervision
4. Jobapplicants
5.
17. Allofthefollowingaresourcesofinternalrecruitingexcept:
1. jobposting
3
2. employeerecommendations
3. advertisements
4. transfers
5.
17. Allofthefollowingaresourcesofinternalrecruitingexcept:
1. jobposting
3
2. employeerecommendations
3. advertisements
4. transfers
5.
18. Interviewingmistakesincludeallbut
1. Haloeffects
4
2. Personalbias
3. Leniency
4. realizingthatforeignnationalsmayhavedifferentcustoms
5.
18. Performanceappraisalsserveasbuildingblocksof
1. Recruiting
2
2. CareerPlanning
3. ManpowerPlanning
4. Selecting
5. Jobanalysis
18. Selecttheodditemfromthefollowing:
1. Separate
4
2. Acquire
3. Motivate
4. Nurture
5.
1. Processchartjobdescription
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18. Twotangibleproductsofthejobanalysisare
2. Jobdescriptionjobspecifications.
23. Processchartorganizationchart
4. Jobdescriptionperformanceappraisal
5.
18. Whichofthefollowingbestexplainswhyhumanresourcemanagementisimportanttoallmanagers?
1. Technologicalchangesandglobalcompetitionrequireclearorganizationcharts.
4
2. Sophisticatedaccountingcontrolsaresupportedbyhumanresourcemanagers.
3. Anenthusiasticlaborforceislikelytoprovidefinancialsupporttolocalunions.
4. Investinginhumancapitalenablesmanagerstoachievepositiveresultsforthefirm.
5.
18."_________signifiesasystemofsharedmeaningheldbythemembersthatdistinguishoneorganizationfromanotherorganization".
1. Organizationalchange
3
2. Organizationaldevelopment
3. Organizationalculture
4. Groupdynamics
5.
18. Thebasisforhumanresourceplanningis
1. Theeconomictrends
3
2. Demandforemployees
3. Strategicplansofthefirm
4. Budgets
5. Supplyofemployees
18. Whichofthefollowingbestexplainswhyhumanresourcemanagementisimportanttoallmanagers?
1. Technologicalchangesandglobalcompetitionrequireclearorganizationcharts.
4
2. Sophisticatedaccountingcontrolsaresupportedbyhumanresourcemanagers.
3. Anenthusiasticlaborforceislikelytoprovidefinancialsupporttolocalunions.
4. Investinginhumancapitalenablesmanagerstoachievepositiveresultsforthefirm.
5.
18. Themostreliableandvalidtestsaregenerally
1. Polygraphtests
4
2. Attitudetests
3. Intelligencetests
4. Performancetests
5.
18. Themostreliableandvalidtestsaregenerally
1. Polygraphtests
4
2. Attitudetests
3. Intelligencetests
4. Performancetests
5.
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18. Themostreliabletypeofinterviewis
1. Behavioral
3
2. Stress
3. Structured
4. Situational
5.
18. Twotangibleproductsofthejobanalysisare
1. Processchartjobdescription
2
2. Jobdescriptionjobspecifications.
3. Processchartorganizationchart
4. Jobdescriptionperformanceappraisal
5.
18. Twotangibleproductsofthejobanalysisare
1. Processchartjobdescription
2
2. Jobdescriptionjobspecifications.
3. Processchartorganizationchart
4. Jobdescriptionperformanceappraisal
5.
19. Senioritybasedpromotionsareadvantageousbecause
1. Theymakeunionspowerful
2
2. Theyareobjective
3. Theyarebasedonperformance
4. Theyhelpemployeesgrowhorizontally
5.
19. Adisadvantageofratingscalesis
1. Cost
2
2. Feedback
3. Timeinvolved
4. Quantificationofscores
5. Littletrainingneeded
19. Selecttheodditemfromthefollowing:
1. EEO
4
2. HRP
3. Inventory
4. Feedback
5.
19. Popularmethodsforgatheringjobanalysisdataare:
1. Questionnaires
4
2. Observations
3. Diaries/logs
4. Alloftheabove
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5.
19. Theprimarypurposeofstrategichumanresourcemanagementisto.
1. develophumanresourcepoliciesthatalignwiththeindustrystandard
2
2. linkacompany'sstrategicplanwithitshumanresourcestrategies
3. createstringentappraisalsystemsthathighlightemployeeweaknesses
4. useoffshoringtoreducehumanresourcecostsandtoinitiateglobalization
5.
19.Whatistheprocessbywhichanindividualacquirestheattitudes,behaviorandknowledgeheorsheneedstoparticipateasaorganizationalmembercalled?
1. Performanceappraisal
3
2. Managementdevelopment
3. Socialization
4. Employeetraining
5.
19. Disadvantageofratingscalesis
1. Cost
2
2. Feedback
3. Timeinvolved
4. Quantificationofscores
5. Littletrainingneeded
19. Theprimarypurposeofstrategichumanresourcemanagementisto.
1. develophumanresourcepoliciesthatalignwiththeindustrystandard
2
2. linkacompany'sstrategicplanwithitshumanresourcestrategies
3. createstringentappraisalsystemsthathighlightemployeeweaknesses
4. useoffshoringtoreducehumanresourcecostsandtoinitiateglobalization
5.
19. Thebasisforperformancestandardsis
1. Managers
3
2. HRplans
3. Employees
4. Compensationplans
5. Jobanalysis
19. Thebasisforperformancestandardsis
1. Managers
3
2. HRplans
3. Employees
4. Compensationplans
5. Jobanalysis
19. Needassessmentshouldconsiderallbut
1. Supervisorinput
3
2. Keychanges
3. Trainingobjectives
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4. Changesintheexternalenvironment
5.
19. Popularmethodsforgatheringjobanalysisdataare:
1. Questionnaires
4
2. Observations
3. Diaries/logs
4. Alloftheabove
5.
19. Popularmethodsforgatheringjobanalysisdataare:
1. Questionnaires
4
2. Observations
3. Diaries/logs
4. Alloftheabove
5.
20. Trainingevaluationscriteriaincludeall
1. Reactions
4
2. Learning
3. Behavior
4. Relevance
5.
20. Jobdescriptionsshouldbereviewedby
1. Supervisors
4
2. Jobincumbents,
3. HRD
4. alltheabove
5.
20. Themostwidelyusedmethodforidentifyingajob,sdutiesand
responsibilitiesisthe:
1. Questionnaire
2
2. Interview
3. Diary/logs
4. Observation
5.
20. Accordingtoexperts,theprimaryhindrancetoafirm'sproductivityisitsinabilityto.
1. establisheffectivemanufacturingfacilities
2
2. acquireandmaintainhumancapital
3. useadvancedaccountingcontrols
4. developorganizationalplans
5.
Whichapproachstatesthat"nooneparticularmanagement
1. Humanbehaviorapproach
2. Roleapproach
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20. actionordesignwillbesuitableforallsituations?" 3. Systemsapproach 4
4. Contingencyapproach
5.
20. Inanincentivepaymentplan,workerpayisdeterminedby
1. Management
5
2. Profits
3. Seniority
4. Costofliving
5. Performance
20. Selecttheodditemfromthefollowing:
1. Incentive
3
2. Salary
3. Checkoff
4. Wages
5.
20. Accordingtoexperts,theprimaryhindrancetoafirm'sproductivityisitsinabilityto.
1. establisheffectivemanufacturingfacilities
2
2. acquireandmaintainhumancapital
3. useadvancedaccountingcontrols
4. developorganizationalplans
5.
20. Needassessmentshouldconsiderallbut
1. Supervisorinput
3
2. Keychanges
3. Trainingobjectives
4. Changesintheexternalenvironment
5.
20. Needassessmentshouldconsiderallbut
1. Supervisorinput
3
2. Keychanges
3. Trainingobjectives
4. Changesintheexternalenvironment
5.
20. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
2
2. Criticalincidents
3. Ratingscales
4. Checklists
5.
1. Questionnaire
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20. Themostwidelyusedmethodforidentifyingajob,sdutiesand
responsibilitiesisthe:
2. Interview
23. Diary/logs
4. Observation
5.
20. Themostwidelyusedmethodforidentifyingajob,sdutiesand
responsibilitiesisthe:
1. Questionnaire
2
2. Interview
3. Diary/logs
4. Observation
5.
21. Informationforcareerplanninginacompany
1. isavailablethroughtheHRIS(HumanResourceInformationSystem)
1
2. canbehadfromlinemanagers
3. canbeobtainedfromstaffassistants
4. isoftennotavailable
5. isbestobtainedfromfortunetellers
21. Themostreliabletypeofinterviewis
1. Behavioral
3
2. Stress
3. Structured
4. Situational
5.
21.Anindividualizedoutlineoftraining,experienceandpossiblyeducationdesignedtofacilitateanemployee,sgrowthandenhanceopportunitiesforadvancementiscalled:
1. jobdescription
2
2. careerdevelopmentplan
3. assessmentsheet
4. interviewform
5.
21.
1.
0
2.
3.
4.
5.
21.
1.
0
2.
3.
4.
5.
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21. Selecttheodditemfromthefollowing:
1. Jobholder
1
2. Jobspecification
3. Jobstudy
4. Jobdescription
5.
21.
1.
0
2.
3.
4.
5.
21.
1.
0
2.
3.
4.
5.
21.
1.
0
2.
3.
4.
5.
21.Anindividualizedoutlineoftraining,experienceandpossiblyeducationdesignedtofacilitateanemployee,sgrowthandenhanceopportunitiesforadvancementiscalled:
1. jobdescription
2
2. careerdevelopmentplan
3. assessmentsheet
4. interviewform
5.
21.Anindividualizedoutlineoftraining,experienceandpossiblyeducationdesignedtofacilitateanemployee,sgrowthandenhanceopportunitiesforadvancementiscalled:
1. jobdescription
2
2. careerdevelopmentplan
3. assessmentsheet
4. interviewform
5.
22. Anexampleofacareerdevelopmentabilitywouldbe
1. scalingamountain
5
2. planningavacation
3. workinghard
4. discussionwiththeboss
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5. gettinganotherdegree
22. Needassessmentshouldconsiderallbut
1. Supervisorinput
3
2. Keychanges
3. Trainingobjectives
4. Changesintheexternalenvironment
5.
22.Thedevelopmentandapplicationofemployees,skillsandenergiestoaccomplishthegoalsandobjectivesoftheorganizationiscalled:
1. humanresourcemanagement
2
2. humanresourceplanning
3. selection
4. recruiting
5.
22. Selecttheodditemfromthefollowing:
1. Grading
2
2. Banding
3. Ranking
4. Factorcomparison
5.
22.Thedevelopmentandapplicationofemployees,skillsandenergiestoaccomplishthegoalsandobjectivesoftheorganizationiscalled:
1. humanresourcemanagement
2
2. humanresourceplanning
3. selection
4. recruiting
5.
22.Thedevelopmentandapplicationofemployees,skillsandenergiestoaccomplishthegoalsandobjectivesoftheorganizationiscalled:
1. humanresourcemanagement
2
2. humanresourceplanning
3. selection
4. recruiting
5.
23. Employees
1. carefullyplantheircareersandobtaininformation
4
2. feelhelplesstoplantheircareer
3. areoftenunawareanduninformed
4. donotcareaboutcareerplanning
5. areawareoftheneedbutdon,thavetheinformation
23. Inputstotheselectionprocessincludeallbut
1. Jobanalysis
3
2. Humanresourceplanning
3. Supervision
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4. Jobapplicants
5.
23. Selecttheodditemfromthefollowing:
1. Potential
4
2. Performance
3. Promotion
4. Incentive
5.
23. Humanresourcedepartmentsare
1. Linedept.
2
2. Servicedept.
3. Functionaldept.
4. Authoritydept.
5.
23. Humanresourcedepartmentsare
1. Linedept.
2
2. Servicedept.
3. Functionaldept.
4. Authoritydept.
5.
24. Careerprogresslargelydependson
1. internationalexposure
2
2. performance
3. experience
4. mentoring
5. qualifications
24. Humanresourcedepartmentsare
1. Linedept
2
2. Servicedept
3. Functionaldept
4. Authoritydept
5.
24. Selecttheodditemfromthefollowing:
1. Jobenrichment
4
2. Jobenlargement
3. Jobevaluation
4. Jobdesign
5.
Whichofthefollowingtechniquesisleastsusceptibleto
1. Forcedchoice
2. Criticalincidents
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24. personalbias? 3. Ratingscales 2
4. Checklists
5.
24. Whichofthefollowingtechniquesisleastsusceptibletopersonalbias?
1. Forcedchoice
2
2. Criticalincidents
3. Ratingscales
4. Checklists
5.
25. Replacementcharts
1. Showlikelyterminations
2
2. Indicatethecurrentperformanceofemployeesandtheirpromotability
3. Displaythestrengthsandweaknessofemployees
4. PointoutfutureHRneedsforeachjob
5.
25. Careerplanningistheresponsibilityof
1. government
4
2. theHRdepartment
3. thesponsor
4. theemployer
5. careercounsellors
25. Selecttheodditemfromthefollowing:
1. Increment
1
2. Upgradation
3. Promotion
4. Demotion
5.
25. Roleplayingisoftenusedto
1. Modelbehaviour
4
2. Changeresults
3. Learnskills
4. Changeattitudes
5.
25. Roleplayingisoftenusedto
1. Modelbehaviour
4
2. Changeresults
3. Learnskills
4. Changeattitudes
5.
1.
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26.
2.
03.
4.
5.
26. WhichofthefollowingisnotastepthatHRdepartmentshouldfollowtodealwithenvironmentalchallenges?
1. takeproactivemeasures
5
2. evaluatepotentialcostsandbenefits
3. obtainandexaminefeedback
4. stayinformed
5. proceedcarefullyuntiltheimpactisclear
26. Selecttheodditemfromthefollowing:
1. MBO
2
2. ACDC
3. ACR
4. 360degree
5.
27. Jobdescriptionsshouldbereviewedby
1. supervisors
5
2. jobincumbents
3. humanresourcedepartment
4. noneoftheabove
5. alloftheabove
27. Selecttheodditemfromthefollowing:
1. Interview
1
2. Consultant
3. Campus
4. Advertisement
5.
28. Themainadvantageofdevelopingajobanalysisquestionnaireis
1. consistency
1
2. cost
3. savestime
4. allowinguntrainedpeopletocollectinformation
5. noadvantage
28. Selecttheodditemfromthefollowing:
1. HRP
3
2. HRInventory
3. BusinessPlan
4. HRforecast
5.
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29. Thefirstfactorindecidingthesupplyoflabouris
1. developingstaffingtables
5
2. issuingadvertisements
3. preparingreplacementcharts
4. analysinglabourmarkets
5. auditingpresentemployees
29. Selecttheodditemfromthefollowing:
1. HRDOfficer
4
2. Labourofficer
3. PersonnelOff
4. PROfficer
5.
30. Thebasisforhumanresourceplanningis
1. theeconomictrends
3
2. demandforemployees
3. strategicplansofthefirm
4. budgets
5. supplyofemployees
30. Selecttheodditemfromthefollowing:
1. Incometax
1
2. ConveyanceAllowance
3. HRA
4. CCA
5.
31.
1.
0
2.
3.
4.
5.