Académique Documents
Professionnel Documents
Culture Documents
-.
The people component is becoming the key factor to success of strategy;For survival / For growth / For achieving excellence.
-.
-.
The role of the individuals handling HRM functions has undergone change and this
change is;Quantitative & qualitative.
-.
Indian Institute of Personnel Management (IIPM).
National Institute of Labour Management (NILM).
-.
The objective of establishment of IIPM was;To serve as a forum for exchange of ideas and experiences and collection and
dissemination of the principle & to develop and spread ideas concerning human
values.
To promote the study of personnel and industrial relations problems.
To safeguard the interest of personnel management industrial relations and labour
welfare work.
-.
True statements about slow growth of Personnel management;The top management in organization did not consider personnel to be significant.
The insensitivity of personnel managers to organizations internal needs.
Labour laws outdated and political scenario did not allow it to be amended.
-.
-.
-.
-.
-.
The characteristics of personnel function are;Key responsibility for dealing personnel matters.
People motivated specially by rewards and salary.
Effectively respond to the demands.
-.
-.
-.
-.
-.
-.
-.
The HR philosophy and approach of Thermax includes ;Accepting responsibility and taking calculated risks are important.
We respect all people.
Discipline and regulations are necessary for any organization.
-.
Fifth Central Pay Commission made recommendations in their report regarding;Making performance appraisal open.
Improving motivational levels.
Offering facilities to women for career development.
-.
-.
There is an emerging need for data based decisions for which;Human resources system needed.
Policy reviews are needed.
IT needed.
-.
-.
There is shift of manufacturing economy to informationeconomy due to;The advent of Micro processor.
The dramatic increase in power & slide in prices of processor.
-.
There is a great scope of IT in HRM functions;Recruitment and posting. / Training & promotions / Appraisal system.
-.
-.
-.
-.
-.
Whether IT has changed the importance of human resources;Computerization can not replace the strategic decision making abilities of persons.
-.
Change to the future organization from the existing workforce is to be resisted due to;Inability of individuals to change their thinking.
Fears, anxieties and implicit loss of power.
Mind could be blind to the opportunities of improvements.
-.
If an organization has to adopt technology for survival and excellence, the prime
responsibility will be;Changing the mindset of individuals across the levels.
-.
-.
Research in HRM areas can be taken to understand;Trends of existing systems like recruitment, promotion, training etc.
To feel the pulse of the workforce in terms of motivation, commitment, frustration etc.
-.
The knowledge management relates to the process of;Creating knowledge / storing of knowledge / distribution and pooling of knowledge.
-.
To make sure that the organizational goals are achieved, it is necessary that;The individual has knowledge of what is expected from each level/unit.
Individuals have the required capabilities to do what is expected.
Mechanisms are available to measure what is expected.
-.
-.
The typical systems developed to enhance achievement of HRD goals include;Training and development.
Performance appraisal.
Human Resources Information System.
-.
-.
Job evaluation is primarily used to compare similarity;Between jobs within the organization.
Between organizations.
In an industry.
Learning to prepare the individual for different but identified job - EDUCATION
Learning for growth of the individual not related to specific present or future job DEVELOPMENT
-.
Establishing Training and Development system as part of HRd efforts involves;Identification of training needs.
The activities which relate to the need of organization linked to the career progress of
the individuals are;Improved performance of the individual on his present job.
Preparation of an identified job in near future.
General growth not related to present job.
Which of the following steps to be taken enhancing the performance Average
Performer?
Rotation in job. / transfer to another location.
Special up gradation training programme.
The term Andragogy differentiates the learning process;Adult process from that of children.
Which of the following data is required for Training Need Analysis (TNA)?
Data to define the need.
Data to identify solution.
Data to specify those needing training.
-.
TNA stem from the objectives;It can be for employee development concern.
It can be personal or staffing concern.
It can be administrative and management concern.
Evaluation of training is done at which of the following levels;Reaction level / learning level / behavior & functioning level.
Which aspect is to be looked into for selection and development of the trainers in an Inhouse Training set up?
He should be practicing/operational manager.
He should be recruited specially as Core faculty.
-.
-.
Attitudes help people adapt to their work environment and attitudes serve which
important functions in the processes;Adjustment function.
Ego-defensivefunction.
Value expression & knowledge function.
-
Which are the ways where the barriers can be overcome and attitudes can be
changed?
Providing new information.
Use of fear.
Resolving the discrepancies between attitude and behavior.
When individuals tend to loose interest and get frustration towards career path?
Things do not happen as expected.
Certain changes/ advancements to take place time bound but do not occur.
Mismatch between expectations and actual events.
Which are the Career roles where at each stage tasks are different and relationships
are different?
Apprentice / colleague / mentor and sponsor.
When it can be said that the organization has developed a career path?
Individual has knowledge of all activities of the organization. (horizontal).
Individual has different perspective of management & different levels of management.
How does the Career Development take place;Benchmarks which the individuals must cross in terms of achievements, skills,
attitudes etc.
-.
-.
The prime responsibility of the organization for developing and implementing the
career plan is to see which of the following?
It is made clear that career path is a facility for growth and not a right for advancement.
The career path is followed uniformly for all employees without any bias.
It should be flexible to accommodate variations when needed.
The concept of Locus of Control explains which of the following individuals belief?
Some individuals have beliefs about who is responsible for what happens in life.
Some individuals believe that events are determined by external forces like luck,
destiny etc.
Some individuals believe that the individual can determine the events.
-.
The behavior patterns are evoked in different degrees from which Ego state?
Parent / Adult / Child.
-.
-.
-.
People have much in common, but each person is individually different in which of the
following?
Intelligence / Physical features / Personality traits.
-.
Which of the following make a big difference in the attitude of employee to perform?
Money and social interaction.
Which of the following assumptions centre around people about human behavior?
-.
Type B personality exhibits the characteristic;He plans the work in such a way that urgent matters are disposed of in time.
Human behavior and motivation are the outcome of which following psychoanalytic
elements?
Id / Ego / Super Ego.
-.
-.
-.
The characteristics and dimensions attributed to the left Hemisphere of the brain are;LOGICAL & DOMINANT.
Which are the characteristics and dimensions of the Right Hemisphere of the brain?
Emotional and spiritual.
-.
Cultural audit tries to determine the following;To find out as what is blocking the progress of nontraditional
employees.
To focus on the differences between groups.
To identify the similarities between groups.
Many jobs have preference for a particular gender. Which of following is more
appropriate?
The difference between men and women is getting blunt. Now women are willing for
jobs which were held by men.
-.
-.
According to Abraham Maslow which of the following are the basic level of needs?
Physiological.
Safety and social.
Self-esteem and self-actualization.
Which of the following factor lead to job satisfaction and job dissatisfaction?
Motivational & Hygiene.
-.
Which are the maintenance factors, the presence thereof does not significantly
motivate the employees but their absence cause serious dissatisfaction?
Salary and job security.
Personal life and working condition.
Company policy and technical supervision.
-.
-.
Which of the following premises are under Porters Performance satisfaction model/
Efforts does not directly lead to performance, it is mediated by traits and role
perceptions.
The rewards that follow and how these are perceived will determine satisfaction.
Motivation, satisfaction and performance are separate variables and related in different
ways.
-.
Which type of Appraisal system is generally used to appraise the Top Management?
Free from essay method.
Under management by Objective Methods, the short term performance 1 goals are
set;By the superior and employees both.
True about the Appraisal system;Appraisers do not devote much time on appraisal due to their busy schedule.
There is tremendous scope to use IT in which range of HRM functions?
Recruitment / Appraisal / Training.
-.
Role set conflicts take which of the following forms;Role ambiguity and Role expectation conflict.
Role overload and role erosion.
-.
-.
-.
Though the content of the climate survey may vary from organization to the
organization, typical surveys coverage consist;Structure and responsibility.
Reward and risk.
Standards and conflicts.
The Survey might be completed utilizing variety of instruments but which of following
matters should be addressed?
Organizational and structure and design.
Employees views of career opportunities.
The overall companys atmosphere.
Which of the following factors is not internal which determine the level of
compensation?
Labour law.
Which of the following Wages cover minimum wages, productivity of worker, prevailing
rates, economic scenario etc.?
Fair wages.
-.
-.
The words Cafeteria or Menu option to employees refers to which of the following?
The employee decides what he will draw as basic salary, HRA etc.
Which specific objectives are achieved of the management through the Performance
Appraisal System?
To maintain an inventory of the quality and skill of people.
To determine the performance linked increments.
To provide data for promotions and transfers.
Methods of Performance Appraisal can be grouped into traditional and modern. Which
of the following is modern method?
Assessment centre method.
Which out of the following methods is Traditional method for Performance Appraisal?
Graphic or Linear Rating scales method.
Mechanistic Theory of Learning is;The learner is passive in the process of learning.
Learning occurs only when a learner is conditioned to give the right response to a
given stimulus.
Organism Theory of learning holds;Learning occurs only when learners have freedom to learn.
Learning is to encourage each individual to develop his or her full, unique potential.
Whether the actual training is done internally or externally, organizations have to follow
certain logical steps;Analysis and identification of training needs.
Preparation of Training plan & conduct of training programme.
Evaluation of training programme & selection of trainers.