Académique Documents
Professionnel Documents
Culture Documents
Q.No.
1.
1.
1.
1.
1.
1.
1.
CampusManagementSolution@IIFT
Question
ThechallengeofspeedydeliveryofHRMservicesbringsthe
conceptof_____totheforefront.
WhowasthepioneerofHawthornestudies?
Informationcollectedthroughthejobanalysisprocessisthe
basisforthefollowingHRactivities
ThechallengeofspeedydeliveryofHRMservicesbringsthe
conceptof_____totheforefront.
Selecttheodditemfromthefollowing:
Options
1.
Internetbasedtraining
2.
Employeeinvolvement
3.
Managementbyobjectives
4.
Recruitmenteffectiveness
5.
1.
FredrickTaylor
2.
EltonMayo
3.
FredLuthans
4.
HenryMintzberg
5.
1.
Performanceappraisal
2.
Humanresourceplanning
3.
Recruitmentandselection
4.
Traininganddevelopment
5.
Alloftheabove
1.
Internetbasedtraining
2.
Employeeinvolvement
3.
Managementbyobjectives
4.
Recruitmenteffectiveness
5.
1.
Hay
2.
Hawthorne
3.
FWTaylor
4.
Fayol
5.
1.
jobdescription.
2.
jobanalysis.
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
Informationcollectedthroughthejobanalysisprocessisthe
basisforthefollowingHRactivities
jobspecification.
4.
humanresourceinventory.
5.
1.
Performanceappraisal
2.
Humanresourceplanning
3.
Recruitmentandselection
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Answer
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1.
1.
1.
1.
1.
1.
Informationcollectedthroughthejobanalysisprocessisthe
basisforthefollowingHRactivities
Informationcollectedthroughthejobanalysisprocessisthe
basisforthefollowingHRactivities
Informationcollectedthroughthejobanalysisprocessisthe
basisforthefollowingHRactivities
Anindividualizedoutlineoftraining,experience,andpossibly
educationdesignedtofacilitateanemployee'sgrowthand
enhanceopportunitiesforadvancementiscalled:
CampusManagementSolution@IIFT
4.
Traininganddevelopment
5.
Alloftheabove
1.
Performanceappraisal
2.
Humanresourceplanning
3.
Recruitmentandselection
4.
Alloftheabove
5.
1.
Performanceappraisal
2.
Humanresourceplanning
3.
Recruitmentandselection
4.
Alloftheabove
5.
1.
Performanceappraisal
2.
Humanresourceplanning
3.
Recruitmentandselection
4.
Traininganddevelopment
5.
Alloftheabove
1.
Jobdescription.
2.
Careerdevelopmentplan.
3.
Assessmentsheet.
4.
Interviewform.
5.
1.
jobdescription.
2.
jobanalysis.
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
Whichofthefollowingisnotofferedinajobanalysis?
Jobspecification.
4.
humanresourceinventory.
5.
1.
Jobdescriptions
2.
Performanceappraisals
3.
Workingconditions
4.
Jobspecifications
5.
1.
JobStudy
2.
JobAnalysis
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2.
2.
2.
2.
2.
2.
2.
Selecttheodditemfromthefollowing:
CampusManagementSolution@IIFT
3.
JobWork
4.
JobEvaluation
5.
1.
Cost
2.
Complexity
Theadvantageofemployingvariousmethodsofjobanalysisis 3.
4.
Accuracy
5.
1.
Recruitment
2.
Jobanalysis
_____________istheprocessbywhichtheknowledgeofan
employee,hisskills,abilitiesandmotivestoperformajobmust 3.
matchtherequirementsofthejob?
Whatkindofpeopletohireforaparticularjobisindicatedby
the:
Whatkindofpeopletohireforaparticularjobisindicatedby
the:
Selection
4.
Placement
5.
1.
Activitiesandresponsibilitiesofjob.
2.
Performancestandards.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
Activitiesandresponsibilitiesofjob.
2.
Performancestandards.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
collectdataonjobs.
2.
preparejobdescription.
Thefirststepinatypicaljobanalysisistoexaminetheoverall
3.
organization.Thenextstepis:
Whatkindofpeopletohireforaparticularjobisindicatedby
the:
Time
preparejobspecification.
4.
selectjobstobeanalyzed.
5.
1.
Activitiesandresponsibilitiesofjob.
2.
Performancestandards.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
Activitiesandresponsibilitiesofjob.
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2.
2.
2.
2.
2.
2.
3.
Whatkindofpeopletohireforaparticularjobisindicatedby
the:
CampusManagementSolution@IIFT
2.
Performancestandards.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
collectdataonjobs.
2.
preparejobdescription.
Thefirststepinatypicaljobanalysisistoexaminetheoverall
3.
organization.Thenextstepis:
Whatkindofpeopletohireforaparticularjobisindicatedby
the:
4.
selectjobstobeanalyzed.
5.
1.
Activitiesandresponsibilitiesofjob.
2.
Performancestandards.
3.
Jobdescription.
4.
Jobspecifications.
5.
1.
Simplification
2.
Specialization
Incorporatingfieldgeneralists,centresforexpertise,and
servicecentresintotheHRMorganizationstructurecontributes 3.
toimprovedservicedeliverythrough_____.
Decentralization
4.
Generalization
5.
1.
Simplification
2.
Specialization
Incorporatingfieldgeneralists,centresforexpertise,and
servicecentresintotheHRMorganizationstructurecontributes 3.
toimprovedservicedeliverythrough_____.
PayForPerformanceSystem
preparejobspecification.
Decentralization
4.
Generalization
5.
1.
Seekstoacknowledgedifferencesinemployeeorgroupcontributions
2.
Respondstothefactthatorganizationalperformanceisafunctionofindividualorgroup
performance
3.
Usespaytoattract,retainandmotivateemployeesrelativetotheirperformanceand
contribution
4.
AlloftheAbove
5.
1.
jobdescription.
2.
jobanalysis.
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
jobspecification.
4.
humanresourceinventory.
5.
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3.
3.
3.
3.
3.
3.
3.
Theadvantageofemployingvariousmethodsofjobanalysisis
CampusManagementSolution@IIFT
1.
Cost
2.
Complexity
3.
Accuracy
4.
Time
5.
1.
Incentives
2.
Anorganizationprovidesemployeesbenefitsintheformof
conveyancefacilities,housingfacilitiesandeducationalfacilities
forchildren.Whatkindofbenefitsistheorganizationproviding 3.
totheemployees?
Thefirststepinthehumanresourceplanningprocessis:
Selecttheodditemfromthefollowing:
Fringebenefits
Securitybenefits
5.
1.
jobdescription.
2.
jobanalysis.
jobspecification.
4.
humanresourceinventory.
5.
1.
preparingajobanalysis
2.
forecastingfuturehumanresourceneeds
3.
assessingfuturedemand
4.
assessingfuturesupply.
5.
1.
analysis.
2.
specification.
Ajobisawrittenstatementofthejob,sactivities,the
equipmentrequiredforit,andtheworkingconditionsinwhichit 3.
exists.
Jobdescriptionsshouldbereviewedby
Bonus
4.
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
design.
4.
description.
5.
1.
Supervisors
2.
Jobincumbents,
3.
HRD
4.
alltheabove
5.
1.
Test
2.
Competency
3.
Questionnaire
4.
Interview
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3.
3.
3.
3.
3.
4.
4.
CampusManagementSolution@IIFT
5.
1.
analysis.
2.
specification.
Ajobisawrittenstatementofthejob'sactivities,the
equipmentrequiredforit,andtheworkingconditionsinwhichit 3.
exists.
Thefirststepinthehumanresourceplanningprocessis:
Thefirststepinthehumanresourceplanningprocessis:
PayForPerformanceSystem
PayForPerformanceSystem
design.
4.
description.
5.
1.
preparingajobanalysis
2.
forecastingfuturehumanresourceneeds
3.
assessingfuturedemand
4.
assessingfuturesupply.
5.
1.
preparingajobanalysis
2.
forecastingfuturehumanresourceneeds
3.
assessingfuturedemand
4.
assessingfuturesupply.
5.
1.
Seekstoacknowledgedifferencesinemployeeorgroupcontributions
2.
Respondstothefactthatorganizationalperformanceisafunctionofindividualorgroup
performance
3.
Usespaytoattract,retainandmotivate(?)employeesrelativetotheirperformanceand 4
contribution
4.
AlloftheAbove
5.
1.
Seekstoacknowledgedifferencesinemployeeorgroupcontributions
2.
Respondstothefactthatorganizationalperformanceisafunctionofindividualorgroup
performance
3.
Usespaytoattract,retainandmotivate(?)employeesrelativetotheirperformanceand 4
contribution
4.
AlloftheAbove
5.
1.
jobevaluation
2.
Performancestandards
Ajobanalysisquestionnaireshouldincludeallbutthefollowing 3.
Jobduties
4.
Jobstatus
5.
1.
Qualityofworklife
2.
Qualitycircles
Theextenttowhichanemployee'sworkmeetshisprofessional
3.
needsistermedas
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Qualityprogram
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4.
4.
4.
4.
4.
4.
CampusManagementSolution@IIFT
4.
Qualitycycle
5.
1.
collectdataonjobs.
2.
preparejobdescription.
Thefirststepinatypicaljobanalysisistoexaminetheoverall
3.
organization.Thenextstepis
Selecttheodditemfromthefollowing:
Humanresourceplanningtechniquesincludetheuseofsome
orallofthefollowing:
Humanresourceplanningtechniquesincludetheuseofsome
orallofthefollowing:
Performanceappraisalsserveasbuildingblocksof
Whichofthefollowingisawrittenstatementoftheskills,
knowledge,abilities,andothercharacteristicsneededto
performajobeffectively?
preparejobspecification.
4.
selectjobstobeanalyzed.
5.
1.
Wage
2.
Perquisite
3.
Survey
4.
DearnessAllowance
5.
1.
humanresourceinventories
2.
actionplans
3.
controlandevaluation
4.
alloftheabove
5.
1.
humanresourceinventories
2.
actionplans
3.
controlandevaluation
4.
alloftheabove
5.
1.
Recruiting
2.
CareerPlanning
3.
ManpowerPlanning
4.
Selecting
5.
Jobanalysis
1.
jobdesign.
2.
jobspecification.
3.
jobanalysis.
4.
jobdescription.
5.
1.
government
2.
theHRdepartment
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4.
4.
4.
4.
4.
5.
5.
Careerplanningistheresponsibilityof
CampusManagementSolution@IIFT
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
collectdataonjobs.
2.
preparejobdescription.
Thefirststepinatypicaljobanalysisistoexaminetheoverall
3.
organization.Thenextstepis
Performanceappraisalsserveasbuildingblocksof
Humanresourceplanningtechniquesincludetheuseofsome
orallofthefollowing:
Whichofthefollowingisawrittenstatementoftheskills,
knowledge,abilities,andothercharacteristicsneededto
performajobeffectively?
Selecttheodditemfromthefollowing:
preparejobspecification.
4.
selectjobstobeanalyzed.
5.
1.
Recruiting
2.
CareerPlanning
3.
ManpowerPlanning
4.
Selecting
5.
Jobanalysis
1.
humanresourceinventories
2.
actionplans
3.
controlandevaluation
4.
alloftheabove
5.
1.
jobdesign.
2.
jobspecification.
3.
jobanalysis.
4.
jobdescription.
5.
1.
OD
2.
OB
3.
T&D
4.
MBO
5.
1.
Cost
2.
Consistency
Themainadvantageofdevelopingajobanalysisquestionnaire
3.
is
Savestime
4.
allowinguntrainedpeopletocollectinformation
5.
1.
jobdescription.
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5.
5.
5.
5.
5.
5.
5.
Anindividualizedoutlineoftraining,experience,andpossibly
educationdesignedtofacilitateanemployee,sgrowthand
enhanceopportunitiesforadvancementiscalled:
CampusManagementSolution@IIFT
2.
careerdevelopmentplan.
3.
assessmentsheet.
4.
interviewform.
5.
1.
jobdescription
2.
jobanalysis
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
4.
humanresourceinventory
5.
1.
analysis.
2.
specification.
Ajobisawrittenstatementofthejob'sactivities,the
equipmentrequiredforit,andtheworkingconditionsinwhichit 3.
exists.
design.
4.
description.
5.
1.
Informalorganization
2.
Semiformalorganization
Whatistheorganizationtermedas,ifthereportingchannelsof
workrelationsarepredefinedandaccountabilityand
3.
responsibilityarefixedforalltheroles?
Formalorganization
4.
Autonomousorganization
5.
1.
analysis.
2.
specification.
Ajobisawrittenstatementofthejob'sactivities,the
equipmentrequiredforit,andtheworkingconditionsinwhichit 3.
exists.
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
jobspecification
design.
4.
description.
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
BehaviourallyAnchoredRatingScale
1.
takeproactivemeasures
2.
evaluatepotentialcostsandbenefits
WhichofthefollowingisnotastepthatHRdepartmentshould
3.
followtodealwithenvironmentalchallenges?
obtainandexaminefeedback
4.
stayinformed
5.
proceedcarefullyuntiltheimpactisclear
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5.
5.
5.
5.
6.
6.
6.
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
CampusManagementSolution@IIFT
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
BehaviourallyAnchoredRatingScale
1.
jobdescription
2.
jobanalysis
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
4.
humanresourceinventory
5.
1.
jobdescription
2.
jobanalysis
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
Anindividualizedoutlineoftraining,experience,andpossibly
educationdesignedtofacilitateanemployee'sgrowthand
enhanceopportunitiesforadvancementiscalled:
Selecttheodditemfromthefollowing:
Workforcefactorsthatinfluencedemandinclude
Thebasisforhumanresourceplanningis
jobspecification
jobspecification
4.
humanresourceinventory
5.
1.
jobdescription.
2.
careerdevelopmentplan.
3.
assessmentsheet.
4.
interviewform.
5.
1.
HRD
2.
CPM
3.
PMS
4.
HRP
5.
1.
Expansionmoves
2.
Terminations
3.
Strategicplans
4.
Salesprojection
5.
1.
Theeconomictrends
2.
Supplyofemployees
3.
demandforemployees
4.
strategicplansofthefirm
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6.
6.
6.
6.
6.
6.
6.
CampusManagementSolution@IIFT
5.
1.
collectdataonjobs
2.
preparejobdescription
Thefirststepinatypicaljobanalysisistoexaminetheoverall
3.
organization.Thenextstepis
Whichofthefollowingisawrittenstatementoftheskills,
knowledge,abilities,andothercharacteristicsneededto
performajobeffectively?
Whichofthefollowingisawrittenstatementoftheskills,
knowledge,abilities,andothercharacteristicsneededto
performajobeffectively?
Whichofthefollowingisnotacharacteristicofaflat
organizationstructure?
Jobdescriptionsshouldbereviewedby
Critiqueshavearguedthatprofitsharing
Critiqueshavearguedthatprofitsharing
preparejobspecification
4.
selectjobstobeanalyzed
5.
1.
jobdesign.
2.
jobspecification.
3.
jobanalysis.
4.
jobdescription.
5.
1.
jobdesign.
2.
jobspecification.
3.
jobanalysis.
4.
jobdescription.
5.
1.
Widespanofcontrol
2.
Fewerhierarchicallevels
3.
Morepeopleunderthecontrolofonemanager
4.
Closesupervision
5.
1.
supervisors
2.
jobincumbents
3.
humanresourcedepartment
4.
noneoftheabove
5.
alloftheabove
1.
Isunfairbecauseprofitsarenotalwayscontrolledbyemployees
2.
Lessonscommitment
3.
Reducesquality
4.
Enhancesindividualexploitation
5.
Isnothealthypracticebecauseworkersinmostcases,donotgettheirdueshare
1.
Isunfairbecauseprofitsarenotalwayscontrolledbyemployees
2.
Lessonscommitment
3.
Reducesquality
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6.
6.
6.
7.
7.
7.
Thebasisforhumanresourceplanningis
CampusManagementSolution@IIFT
4.
Enhancesindividualexploitation
5.
Isnothealthypracticebecauseworkersinmostcases,donotgettheirdueshare
1.
Theeconomictrends
2.
Supplyofemployees
3.
demandforemployees
4.
strategicplansofthefirm
5.
1.
collectdataonjobs
2.
preparejobdescription
Thefirststepinatypicaljobanalysisistoexaminetheoverall
3.
organization.Thenextstepis
4.
selectjobstobeanalyzed
5.
1.
collectdataonjobs
2.
preparejobdescription
Thefirststepinatypicaljobanalysisistoexaminetheoverall
3.
organization.Thenextstepis
Selecttheodditemfromthefollowing:
Thefirstfactorindecidingthesupplyoflaboris
preparejobspecification
4.
selectjobstobeanalyzed
5.
1.
Layoff
2.
Strike
3.
Lockout
4.
VRS
5.
1.
Developingstaffingtables,
2.
Auditingpresentemployees
3.
Preparingreplacementcharts
4.
Analyzinglabormarkets
5.
1.
Cost
2.
Complexity
Theadvantageofemployingvariousmethodsofjobanalysisis 3.
Ajob_________isawrittenstatementofthejob,sactivities,
theequipmentrequiredforit,andtheworkingconditionsin
preparejobspecification
Accuracy
4.
Time
5.
1.
analysis
2.
specification
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7.
7.
7.
7.
7.
7.
7.
whichitexists.
CampusManagementSolution@IIFT
3.
design
4.
description
5.
1.
design.
2.
specification.
Jobistheprocessofdescribingjobsandarrangingtheir
3.
interrelationships.
4.
description.
5.
1.
design.
2.
specification.
Jobistheprocessofdescribingjobsandarrangingtheir
3.
interrelationships.
analysis.
4.
description.
5.
1.
Loaning
Duringslackperiodsorganizationsdonotwanttheirmiddle/top 2.
levelmanagertostagnate.Theemployeesareaskedtoworkfor
otherorganizationsforaspecifiedperiodoftime.The
3.
employeesworkonprojectswiththeseorganizationsbut
continueontherollsoftheparentorganization.Whatisthe
aboveprocesstermedas?
4.
Techniquesofestimatingdemandforhumanresources
analysis.
Outplacement
1.
Mereapproximations
2.
Arerarelydone
3.
InvolveHRaudits
4.
Canbeveryaccurate
5.
1.
consistency
2.
cost
savestime
4.
allowinguntrainedpeopletocollectinformation
5.
noadvantage
1.
consistency
2.
cost
savestime
4.
allowinguntrainedpeopletocollectinformation
5.
noadvantage
1.
Cost
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Attrition
Themainadvantageofdevelopingajobanalysisquestionnaire
3.
is
Worksharing
5.
Themainadvantageofdevelopingajobanalysisquestionnaire
3.
is
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7.
7.
7.
8.
8.
8.
8.
Theadvantageofemployingvariousmethodsofjobanalysisis
Ajob_________isawrittenstatementofthejob,sactivities,
theequipmentrequiredforit,andtheworkingconditionsin
whichitexists.
Ajob_________isawrittenstatementofthejob,sactivities,
theequipmentrequiredforit,andtheworkingconditionsin
whichitexists.
Selecttheodditemfromthefollowing:
Techniquesofestimatingdemandforhumanresources
Themostreliableandvalidtestsaregenerally
Whichofthefollowingisawrittenstatementoftheskills,
knowledge,abilities,andothercharacteristicsneededto
performajobeffectively?
CampusManagementSolution@IIFT
2.
Complexity
3.
Accuracy
4.
Time
5.
1.
analysis
2.
specification
3.
design
4.
description
5.
1.
analysis
2.
specification
3.
design
4.
description
5.
1.
Job
2.
Task
3.
Occupier
4.
Career
5.
1.
Mereapproximations
2.
Arerarelydone
3.
InvolveHRaudits
4.
Canbeveryaccurate
5.
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
5.
1.
jobdesign
2.
jobspecification
3.
jobanalysis
4.
jobdescription
5.
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8.
8.
8.
8.
8.
8.
8.
Analyzingjobsinvolvesdeterminingindetail
Analyzingjobsinvolvesdeterminingindetail
Theprocessofdeterminingandrecordingallthepertinent
informationaboutaspecificjob,includingthetasksinvolved,
theknowledgeandskillsetsrequiredtoperformthejob,is
termedas
Themostreliabletypeofinterviewis
Careerprogresslargelydependson
Careerprogresslargelydependson
Themostreliableandvalidtestsaregenerally
CampusManagementSolution@IIFT
1.
Whatkindofpeopletohire.
2.
Whatthejobentails.
3.
Theemployee'sperformance.
4.
Whatthejobentailsandthecharacteristicsofpeopletohire.
5.
1.
Whatkindofpeopletohire.
2.
Whatthejobentails.
3.
Theemployee'sperformance.
4.
Whatthejobentailsandthecharacteristicsofpeopletohire.
5.
1.
Jobevaluation
2.
Jobdescription
3.
Jobanalysis
4.
Jobdesign
5.
1.
Behavioral
2.
Stress
3.
Structured
4.
Situational
5.
1.
internationalexposure
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
internationalexposure
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
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8.
8.
9.
9.
9.
9.
9.
Whichofthefollowingisawrittenstatementoftheskills,
knowledge,abilities,andothercharacteristicsneededto
performajobeffectively?
Whichofthefollowingisawrittenstatementoftheskills,
knowledge,abilities,andothercharacteristicsneededto
performajobeffectively?
Selecttheodditemfromthefollowing:
Thebestwayofrecruitingisalways
Informationforcareerplanninginacompany
Job___________istheprocessofdescribingjobsand
arrangingtheirinterrelationships.
CampusManagementSolution@IIFT
5.
1.
jobdesign
2.
jobspecification
3.
jobanalysis
4.
jobdescription
5.
1.
jobdesign
2.
jobspecification
3.
jobanalysis
4.
jobdescription
5.
1.
Teacher
2.
Counsellor
3.
Trainer
4.
Coach
5.
1.
Advertisements
2.
Searchfirm
3.
Variable
4.
Referrals
5.
1.
isavailablethroughtheHRIS(HumanResourceInformationSystem)
2.
canbehadfromlinemanagers
3.
canbeobtainedfromstaffassistants
4.
isoftennotavailable
5.
isbestobtainedfromfortunetellers
1.
design
2.
specification
3.
analysis
4.
description
5.
1.
Standardsofperformance.
2.
Jobspecifications.
Identifyingpersonaltraitsthatvalidlypredictwhichcandidates
3.
willdowellonthejobisthegoalof:
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
Jobdescriptions.
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9.
9.
9.
9.
9.
9.
Whichofthefollowingisthefirststepintheprocessofjob
analysis?
Interviewingmistakesincludeallbut
CampusManagementSolution@IIFT
4.
Noneoftheabove.
5.
1.
Developingajobdescription
2.
Jobspecificcompetencydetermination
3.
Informationgathering
4.
Developingajobspecification
5.
1.
Haloeffects
2.
Personalbias
3.
Leniency
4.
realizingthatforeignnationalsmayhavedifferentcustoms
5.
1.
Standardsofperformance.
2.
Jobspecifications.
Identifyingpersonaltraitsthatvalidlypredictwhichcandidates
3.
willdowellonthejobisthegoalof:
Careerplanningistheresponsibilityof
Careerplanningistheresponsibilityof
Informationforcareerplanninginacompany
Jobdescriptions.
4.
Noneoftheabove.
5.
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
isavailablethroughtheHRIS(HumanResourceInformationSystem)
2.
canbehadfromlinemanagers
3.
canbeobtainedfromstaffassistants
4.
isoftennotavailable
5.
isbestobtainedfromfortunetellers
1.
design
2.
specification
Job___________istheprocessofdescribingjobsand
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
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9.
9.
10.
10.
10.
10.
10.
arrangingtheirinterrelationships.
Job___________istheprocessofdescribingjobsand
arrangingtheirinterrelationships.
Selecttheodditemfromthefollowing:
Replacementcharts
Anexampleofacareerdevelopmentabilitywouldbe
Analyzingjobsinvolvesdeterminingindetail
Theorganizationwidedivisionofworkisshownbya(n):
CampusManagementSolution@IIFT
3.
analysis
4.
description
5.
1.
design
2.
specification
3.
analysis
4.
description
5.
1.
360degree
2.
MBO
3.
Trait
4.
Goal
5.
1.
Showlikelyterminations
2.
Indicatethecurrentperformanceofemployeesandtheirpromotability
3.
Displaythestrengthsandweaknessofemployees
4.
PointoutfutureHRneedsforeachjob
5.
1.
scalingamountain
2.
planningavacation
3.
workinghard
4.
discussionwiththeboss
5.
gettinganotherdegree
1.
Whatkindofpeopletohire
2.
Whatthejobentails
3.
Theemployee,sperformance
4.
Whatthejobentailsandthecharacteristicsofpeopletohire
5.
1.
Organizationchart.
2.
Processchart.
3.
Jobanalysis.
4.
Alloftheabove
5.
1.
Observationmethod
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CampusManagementSolution@IIFT
2.
10.
10.
10.
10.
10.
10.
10.
Motionandtimestudiesareexamplesofwhichmethodofjob
analysis?
3.
Senioritybasedpromotionsareadvantageousbecause
Theorganizationwidedivisionofworkisshownbya(n):
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
Anexampleofacareerdevelopmentabilitywouldbe
Analyzingjobsinvolvesdeterminingindetail
Technicalconferencemethod
Groupinterviewmethod
4.
Questionnairemethod
5.
1.
Theymakeunionspowerful
2.
Theyareobjective
3.
Theyarebasedonperformance
4.
Theyhelpemployeesgrowhorizontally
5.
1.
Organizationchart.
2.
Processchart.
3.
Jobanalysis.
4.
Alloftheabove
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
scalingamountain
2.
planningavacation
3.
workinghard
4.
discussionwiththeboss
5.
gettinganotherdegree
1.
Whatkindofpeopletohire
2.
Whatthejobentails
3.
Theemployee,sperformance
4.
Whatthejobentailsandthecharacteristicsofpeopletohire
5.
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10.
11.
11.
11.
11.
11.
11.
Analyzingjobsinvolvesdeterminingindetail
Selecttheodditemfromthefollowing:
CampusManagementSolution@IIFT
1.
Whatkindofpeopletohire
2.
Whatthejobentails
3.
Theemployee,sperformance
4.
Whatthejobentailsandthecharacteristicsofpeopletohire
5.
1.
Leniency
2.
CentralTendency
3.
Reward
4.
Halo
5.
1.
Performancestandards
2.
jobevaluation
Ajobanalysisquestionnaireshouldincludeallbutthefollowing 3.
Careerprogresslargelydependson
workingconditions
4.
jobstatus
5.
1.
internationalexposure
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
jobrotation
2.
jobenlargement
Increasingthenumberandvarietyoftasksassignedtoajobis
3.
called:
jobenrichment
4.
A&C
5.
1.
ObtainingfinancialresourcesTrue
2.
ForecastingHRneeds
AnHRmangerisresponsibleforcoordinatingthehuman
resourcesplanningprocessesintheorganization.Thisincludes 3.
allofthefollowingEXCEPT:
Balancingthesupplyanddemand
4.
Forecastingavailabilityofinternalandexternalcandidates
5.
1.
Taskidentity
2.
SupriyaVermajoinedapharmaceuticalfirmandthereshewas
giventhefreedomanddiscretioninschedulingherwork.Whatis
thecoredimensionaccordingtothejobcharacteristicsmodel 3.
thatisbeingfollowing?
4.
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
Tasksignificance
Autonomy
Skillvariety
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11.
11.
11.
11.
11.
11.
11.
Trainingevaluationscriteriaincludeall
CampusManagementSolution@IIFT
5.
1.
Reactions
2.
Learning
3.
Behavior
4.
Relevance
5.
1.
ObtainingfinancialresourcesTrue
2.
ForecastingHRneeds
AnHRmangerisresponsibleforcoordinatingthehuman
resourcesplanningprocessesintheorganization.Thisincludes 3.
allofthefollowingEXCEPT:
Inputstotheselectionprocessincludeallbut
Inputstotheselectionprocessincludeallbut
Careerprogresslargelydependson
Balancingthesupplyanddemand
4.
Forecastingavailabilityofinternalandexternalcandidates
5.
1.
Jobanalysis
2.
Humanresourceplanning
3.
Supervision
4.
Jobapplicants
5.
1.
Jobanalysis
2.
Humanresourceplanning
3.
Supervision
4.
Jobapplicants
5.
1.
internationalexposure
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
jobrotation
2.
jobenlargement
Increasingthenumberandvarietyoftasksassignedtoajobis
3.
called:
jobenrichment
4.
A&C
5.
1.
jobrotation
2.
jobenlargement
Increasingthenumberandvarietyoftasksassignedtoajobis
3.
called:
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
jobenrichment
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12.
12.
12.
12.
12.
12.
Selecttheodditemfromthefollowing:
Humanresourcedepartmentsare
Careerplanningistheresponsibilityof
CampusManagementSolution@IIFT
4.
A&C
5.
1.
Ability
2.
Willingness
3.
Interview
4.
Competency
5.
1.
Linedept
2.
Servicedept
3.
Functionaldept
4.
Authoritydept
5.
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
Standardsofperformance
2.
Jobspecifications
Identifyingpersonaltraitsthatvalidlypredictwhichcandidates
3.
willdowellonthejobisthegoalof:
Whichofthefollowingisnotacoredimensionofajob?
Whichofthefollowingisnotacoredimensionofajob?
Jobdescriptions
4.
Noneoftheabove
5.
1.
skillvariety.
2.
taskidentity.
3.
tasksignificance.
4.
highinternalworkmotivation.
5.
1.
skillvariety.
2.
taskidentity.
3.
tasksignificance.
4.
highinternalworkmotivation.
5.
1.
Jobsharing
2.
Flextime
Asoftwarefirmalloweditsemployeestochoosetheirworking
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
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12.
12.
12.
12.
12.
12.
12.
hoursbutwithinsomespecifiedlimits.Thisisanexampleof
Informationforcareerplanninginacompany
Humanresourcedepartmentsare
Humanresourcedepartmentsare
Careerplanningistheresponsibilityof
CampusManagementSolution@IIFT
3.
Condensedwork
4.
Jobenlargement
5.
1.
IsavailablethroughtheHRIS(HumanResourceInformationSystem)
2.
canbehadfromlinemanagers
3.
canbeobtainedfromstaffassistants
4.
Isoftennotavailable
5.
Isbestobtainedfromfortunetellers
1.
Linedept.
2.
Servicedept.
3.
Functionaldept.
4.
Authoritydept.
5.
1.
Linedept.
2.
Servicedept.
3.
Functionaldept.
4.
Authoritydept.
5.
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
Standardsofperformance
2.
Jobspecifications
Identifyingpersonaltraitsthatvalidlypredictwhichcandidates
3.
willdowellonthejobisthegoalof:
Jobdescriptions
4.
Noneoftheabove
5.
1.
Standardsofperformance
2.
Jobspecifications
Identifyingpersonaltraitsthatvalidlypredictwhichcandidates
3.
willdowellonthejobisthegoalof:
Jobdescriptions
4.
Noneoftheabove
5.
1.
Study
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13.
13.
13.
13.
13.
13.
13.
Selecttheodditemfromthefollowing:
Thebasisforhumanresourceplanningis
CampusManagementSolution@IIFT
2.
Openended
3.
Leading
4.
CloseEnded
5.
1.
Theeconomictrends
2.
Supplyofemployees
3.
demandforemployees
4.
strategicplansofthefirm
5.
1.
takeproactivemeasures
2.
evaluatepotentialcostsandbenefits
WhichofthefollowingisnotastepthatHRdepartmentshould
3.
followtodealwithenvironmentalchallenges?
Theorganizationwidedivisionofworkisshownbya(n):
Allofthefollowingaresourcesofinternalrecruitingexcept:
Allofthefollowingaresourcesofinternalrecruitingexcept:
Thepracticeofworkingathomeorwhiletravelingandatthe
sametimekeepingincontactwiththeofficeistermedas
obtainandexaminefeedback
4.
stayinformed
5.
proceedcarefullyuntiltheimpactisclear
1.
Organizationchart
2.
Processchart
3.
Jobanalysis
4.
Alloftheabove
5.
1.
jobposting.
2.
employeerecommendations.
3.
advertisements.
4.
transfers.
5.
1.
jobposting.
2.
employeerecommendations.
3.
advertisements.
4.
transfers.
5.
1.
Telecommuting
2.
Jobsharing
3.
Flextime
4.
Condensedwork
5.
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13.
13.
13.
13.
13.
13.
14.
Anexampleofacareerdevelopmentabilitywouldbe
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
Thebasisforperformancestandardsis
Theorganizationwidedivisionofworkisshownbya(n):
Theorganizationwidedivisionofworkisshownbya(n):
Selecttheodditemfromthefollowing:
CampusManagementSolution@IIFT
1.
scalingamountain
2.
Planningavacation
3.
Workinghard
4.
Discussionwiththeboss
5.
Gettinganotherdegree
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Managers
2.
HRplans
3.
Employees
4.
Compensationplans
5.
Jobanalysis
1.
Organizationchart
2.
Processchart
3.
Jobanalysis
4.
Alloftheabove
5.
1.
Organizationchart
2.
Processchart
3.
Jobanalysis
4.
Alloftheabove
5.
1.
Perk
2.
RegioncumIndustry
3.
Wages
4.
Welfare
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14.
14.
14.
14.
14.
14.
14.
Themostreliabletypeofinterviewis
CampusManagementSolution@IIFT
5.
1.
Behavioral
2.
Stress
3.
Structured
4.
Situational
5.
1.
consistency
2.
cost
Themainadvantageofdevelopingajobanalysisquestionnaire
3.
is
Alistofwhatajobentailsisthejob,s:
Twotangibleproductsofthejobanalysisare
Twotangibleproductsofthejobanalysisare
Fromwhichofthefollowingapproachesistheengineering
approachderived?
savestime
4.
allowinguntrainedpeopletocollectinformation
5.
1.
Jobanalysis
2.
Performancestandards
3.
Jobspecifications
4.
Jobdescription
5.
1.
Processchartjobdescription
2.
Jobdescriptionjobspecifications.
3.
Processchartorganizationchart
4.
Jobdescriptionperformanceappraisal
5.
1.
Processchartjobdescription
2.
Jobdescriptionjobspecifications.
3.
Processchartorganizationchart
4.
Jobdescriptionperformanceappraisal
5.
1.
Scientificmanagementapproach
2.
Processapproach
3.
Socialsystemsapproach
4.
Systemsapproach
5.
1.
Consistency
2.
Cost
Themainadvantageofdevelopingajobanalysisquestionnaire
3.
is
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
Savestime
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14.
14.
14.
14.
14.
15.
Roleplayingisoftenusedto
Roleplayingisoftenusedto
Oneofthefollowingisafutureorientedappraisaltechniques
Alistofwhatajobentailsisthejob,s:
Alistofwhatajobentailsisthejob,s:
Selecttheodditemfromthefollowing:
CampusManagementSolution@IIFT
4.
Allowinguntrainedpeopletocollectinformation
5.
Noadvantage
1.
Modelbehaviour
2.
Changeresults
3.
Learnskills
4.
Changeattitudes
5.
1.
Modelbehaviour
2.
Changeresults
3.
Learnskills
4.
Changeattitudes
5.
1.
MBO
2.
Ratingscale
3.
Checklist
4.
BARS
5.
1.
Jobanalysis
2.
Performancestandards
3.
Jobspecifications
4.
Jobdescription
5.
1.
Jobanalysis
2.
Performancestandards
3.
Jobspecifications
4.
Jobdescription
5.
1.
Labourlaw
2.
Lawyer
3.
Dispute
4.
Collectivebargaining
5.
1.
Supervisorinput
2.
Keychanges
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
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15.
15.
15.
15.
15.
15.
15.
Needassessmentshouldconsiderallbut
thefirstfactorindecidingthesupplyoflabouris
CampusManagementSolution@IIFT
3.
Trainingobjectives
4.
Changesintheexternalenvironment
5.
1.
developingstaffingtables
2.
issuingadvertisements
3.
preparingreplacementcharts
4.
analysinglabourmarkets
5.
auditingpresentemployees
1.
Obtainingfinancialresources
2.
Monitoringandevaluatingtheresults
AnHRmangerisresponsibleforcoordinatingthehuman
resourcesplanningprocessesintheorganization.Thisincludes 3.
allofthefollowingEXCEPT:
Popularmethodsforgatheringjobanalysisdataare:
4.
Balancingthesupplyanddemand
5.
Forecastingavailabilityofinternalandexternalcandidates
1.
Questionnaires.
2.
Observations
3.
Diaries/logs
4.
Alloftheabove.
5.
1.
Promotion
2.
Recruitment
Theprocessofsearchingforprospectiveemployeesand
stimulatingthemtoapplyforjobsinanorganizationistermed 3.
as
Thefirstfactorindecidingthesupplyoflaboris
Popularmethodsforgatheringjobanalysisdataare:
ForecastingHRneeds
Selection
4.
Placement
5.
1.
Developingstaffingtables
2.
Issuingadvertisements
3.
Preparingreplacementcharts
4.
Analyzinglabormarkets
5.
Auditingpresentemployees
1.
Questionnaires.
2.
Observations
3.
Diaries/logs
4.
Alloftheabove.
5.
1.
supervisors
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
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15.
15.
15.
15.
15.
16.
16.
Jobdescriptionsshouldbereviewedby
Jobdescriptionsshouldbereviewedby
Performanceappraisalsserveasbuildingblocksof
CampusManagementSolution@IIFT
2.
jobincumbents
3.
humanresourcedepartment
4.
noneoftheabove
5.
alloftheabove
1.
supervisors
2.
jobincumbents
3.
humanresourcedepartment
4.
noneoftheabove
5.
alloftheabove
1.
Recruiting
2.
CareerPlanning
3.
ManpowerPlanning
4.
Selecting
5.
Jobanalysis
1.
Obtainingfinancialresources
2.
Monitoringandevaluatingtheresults
AnHRmangerisresponsibleforcoordinatingthehuman
resourcesplanningprocessesintheorganization.Thisincludes 3.
allofthefollowingEXCEPT:
4.
Balancingthesupplyanddemand
5.
Forecastingavailabilityofinternalandexternalcandidates
1.
Obtainingfinancialresources
2.
Monitoringandevaluatingtheresults
AnHRmangerisresponsibleforcoordinatingthehuman
resourcesplanningprocessesintheorganization.Thisincludes 3.
allofthefollowingEXCEPT:
Selecttheodditemfromthefollowing:
Inputstotheselectionprocessincludeallbut
ForecastingHRneeds
ForecastingHRneeds
4.
Balancingthesupplyanddemand
5.
Forecastingavailabilityofinternalandexternalcandidates
1.
Notice
2.
18(1)
3.
Arbitration
4.
12(3)
5.
1.
Jobanalysis
2.
Humanresourceplanning
3.
Supervision
4.
Jobapplicants
5.
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
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16.
16.
16.
16.
16.
16.
16.
Thebasisforperformancestandardsis
Whichofthefollowingisnotacoredimensionofajob?
CampusManagementSolution@IIFT
1.
Managers
2.
HRplans
3.
Employees
4.
Compensationplans
5.
Jobanalysis
1.
skillvariety
2.
taskidentity
3.
tasksignificance
4.
highinternalworkmotivation
5.
1.
Questionnaire
2.
Interview
Themostwidelyusedmethodforidentifyingajob'sdutiesand
3.
responsibilitiesisthe:
Diary/logs
4.
Observation
5.
1.
Advertisements
2.
TheHRdepartmentofMagnusTextilesmadesurethatany
vacanciesintheorganizationfirstreachedtheprospective
candidatesintheorganizationrespondedtojobpostings.What 3.
isthesourceofrecruitmentbeingused?
Internalsearch
Employees
Employeereferrals
4.
Campusrecruitment
5.
1.
Carefullyplantheircareersandobtaininformation
2.
Feelhelplesstoplantheircareer
3.
Areoftenunawareanduninformed
4.
Donotcareaboutcareerplanning
5.
Areawareoftheneedbutdonthavetheinformation
1.
Questionnaire
2.
Interview
Themostwidelyusedmethodforidentifyingajob'sdutiesand
3.
responsibilitiesisthe:
Diary/logs
4.
Observation
5.
1.
Jobdescription.
2.
Jobanalysis.
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
4.
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
Jobspecification.
Humanresourceinventory.
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16.
16.
16.
16.
17.
17.
17.
CampusManagementSolution@IIFT
5.
1.
Jobdescription.
2.
Jobanalysis.
Whichtermdescribestheprocessofgathering,analyzingand
synthesizinginformationaboutthejobsthatarebeingdoneand 3.
anynewjobsthatareenvisaged?
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
Whichofthefollowingisnotacoredimensionofajob?
Whichofthefollowingisnotacoredimensionofajob?
Themostreliableandvalidtestsaregenerally
Oneofthefollowingisafutureorientedappraisaltechniques
Selecttheodditemfromthefollowing:
Jobspecification.
4.
Humanresourceinventory.
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
BARS
1.
skillvariety
2.
taskidentity
3.
tasksignificance
4.
highinternalworkmotivation
5.
1.
skillvariety
2.
taskidentity
3.
tasksignificance
4.
highinternalworkmotivation
5.
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
5.
1.
MBO
2.
Ratingscale
3.
Checklist
4.
BARS
5.
1.
TradeUnion
2.
Conciliator
3.
Termination
http://campus360.iift.ac.in/OL_final/quizkey.asp?qcode=MGT%2004$01
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17.
17.
17.
17.
17.
17.
Allofthefollowingaresourcesofinternalrecruitingexcept:
Humanresourcedepartmentsare
CampusManagementSolution@IIFT
4.
Management
5.
1.
jobposting
2.
employeerecommendations
3.
advertisements
4.
transfers
5.
1.
Linedept
2.
Servicedept
3.
Functionaldept
4.
Authoritydept
5.
1.
Recruitment
2.
Placement
Theprocessofchoosingthemostsuitablecandidateforajob
3.
fromamongtheavailableapplicantsiscalled
Appraisal
4.
Selection
5.
1.
Developingstaffingtables
2.
Issuingadvertisements
3.
Preparingreplacementcharts
4.
Analyzinglabormarkets
5.
Auditingpresentemployees
1.
Linedept
2.
Servicedept
3.
Functionaldept
4.
Authoritydept
5.
1.
Analysis.
2.
Specification.
3.
Design.
4.
Description
5.
1.
Analysis.
2.
Specification.
Thefirstfactorindecidingthesupplyoflabouris
Humanresourcedepartmentsare
Ajob_________isawrittenstatementofthejob'sactivities,
theequipmentrequiredforit,andtheworkingconditionsin
whichitexists.
Ajob_________isawrittenstatementofthejob'sactivities,
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17.
17.
17.
17.
18.
18.
18.
theequipmentrequiredforit,andtheworkingconditionsin
whichitexists.
Inputstotheselectionprocessincludeallbut
Allofthefollowingaresourcesofinternalrecruitingexcept:
Allofthefollowingaresourcesofinternalrecruitingexcept:
Interviewingmistakesincludeallbut
Performanceappraisalsserveasbuildingblocksof
Selecttheodditemfromthefollowing:
CampusManagementSolution@IIFT
3.
Design.
4.
Description
5.
1.
Jobanalysis
2.
Humanresourceplanning
3.
Supervision
4.
Jobapplicants
5.
1.
jobposting
2.
employeerecommendations
3.
advertisements
4.
transfers
5.
1.
jobposting
2.
employeerecommendations
3.
advertisements
4.
transfers
5.
1.
Haloeffects
2.
Personalbias
3.
Leniency
4.
realizingthatforeignnationalsmayhavedifferentcustoms
5.
1.
Recruiting
2.
CareerPlanning
3.
ManpowerPlanning
4.
Selecting
5.
Jobanalysis
1.
Separate
2.
Acquire
3.
Motivate
4.
Nurture
5.
1.
Processchartjobdescription
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18.
18.
18.
18.
18.
18.
18.
Twotangibleproductsofthejobanalysisare
Whichofthefollowingbestexplainswhyhumanresource
managementisimportanttoallmanagers?
"_________signifiesasystemofsharedmeaningheldbythe
membersthatdistinguishoneorganizationfromanother
organization".
Thebasisforhumanresourceplanningis
Whichofthefollowingbestexplainswhyhumanresource
managementisimportanttoallmanagers?
Themostreliableandvalidtestsaregenerally
Themostreliableandvalidtestsaregenerally
CampusManagementSolution@IIFT
2.
Jobdescriptionjobspecifications.
3.
Processchartorganizationchart
4.
Jobdescriptionperformanceappraisal
5.
1.
Technologicalchangesandglobalcompetitionrequireclearorganizationcharts.
2.
Sophisticatedaccountingcontrolsaresupportedbyhumanresourcemanagers.
3.
Anenthusiasticlaborforceislikelytoprovidefinancialsupporttolocalunions.
4.
Investinginhumancapitalenablesmanagerstoachievepositiveresultsforthefirm.
5.
1.
Organizationalchange
2.
Organizationaldevelopment
3.
Organizationalculture
4.
Groupdynamics
5.
1.
Theeconomictrends
2.
Demandforemployees
3.
Strategicplansofthefirm
4.
Budgets
5.
Supplyofemployees
1.
Technologicalchangesandglobalcompetitionrequireclearorganizationcharts.
2.
Sophisticatedaccountingcontrolsaresupportedbyhumanresourcemanagers.
3.
Anenthusiasticlaborforceislikelytoprovidefinancialsupporttolocalunions.
4.
Investinginhumancapitalenablesmanagerstoachievepositiveresultsforthefirm.
5.
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
5.
1.
Polygraphtests
2.
Attitudetests
3.
Intelligencetests
4.
Performancetests
5.
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18.
18.
18.
19.
19.
19.
19.
Themostreliabletypeofinterviewis
Twotangibleproductsofthejobanalysisare
Twotangibleproductsofthejobanalysisare
Senioritybasedpromotionsareadvantageousbecause
Adisadvantageofratingscalesis
Selecttheodditemfromthefollowing:
Popularmethodsforgatheringjobanalysisdataare:
CampusManagementSolution@IIFT
1.
Behavioral
2.
Stress
3.
Structured
4.
Situational
5.
1.
Processchartjobdescription
2.
Jobdescriptionjobspecifications.
3.
Processchartorganizationchart
4.
Jobdescriptionperformanceappraisal
5.
1.
Processchartjobdescription
2.
Jobdescriptionjobspecifications.
3.
Processchartorganizationchart
4.
Jobdescriptionperformanceappraisal
5.
1.
Theymakeunionspowerful
2.
Theyareobjective
3.
Theyarebasedonperformance
4.
Theyhelpemployeesgrowhorizontally
5.
1.
Cost
2.
Feedback
3.
Timeinvolved
4.
Quantificationofscores
5.
Littletrainingneeded
1.
EEO
2.
HRP
3.
Inventory
4.
Feedback
5.
1.
Questionnaires
2.
Observations
3.
Diaries/logs
4.
Alloftheabove
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19.
19.
19.
19.
19.
19.
19.
CampusManagementSolution@IIFT
5.
1.
develophumanresourcepoliciesthatalignwiththeindustrystandard
2.
linkacompany'sstrategicplanwithitshumanresourcestrategies
Theprimarypurposeofstrategichumanresourcemanagement
3.
isto.
Whatistheprocessbywhichanindividualacquiresthe
attitudes,behaviorandknowledgeheorsheneedsto
participateasaorganizationalmembercalled?
Disadvantageofratingscalesis
4.
useoffshoringtoreducehumanresourcecostsandtoinitiateglobalization
5.
1.
Performanceappraisal
2.
Managementdevelopment
3.
Socialization
4.
Employeetraining
5.
1.
Cost
2.
Feedback
3.
Timeinvolved
4.
Quantificationofscores
5.
Littletrainingneeded
1.
develophumanresourcepoliciesthatalignwiththeindustrystandard
2.
linkacompany'sstrategicplanwithitshumanresourcestrategies
Theprimarypurposeofstrategichumanresourcemanagement
3.
isto.
Thebasisforperformancestandardsis
Thebasisforperformancestandardsis
Needassessmentshouldconsiderallbut
createstringentappraisalsystemsthathighlightemployeeweaknesses
createstringentappraisalsystemsthathighlightemployeeweaknesses
4.
useoffshoringtoreducehumanresourcecostsandtoinitiateglobalization
5.
1.
Managers
2.
HRplans
3.
Employees
4.
Compensationplans
5.
Jobanalysis
1.
Managers
2.
HRplans
3.
Employees
4.
Compensationplans
5.
Jobanalysis
1.
Supervisorinput
2.
Keychanges
3.
Trainingobjectives
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19.
19.
20.
20.
20.
20.
Popularmethodsforgatheringjobanalysisdataare:
Popularmethodsforgatheringjobanalysisdataare:
Trainingevaluationscriteriaincludeall
Jobdescriptionsshouldbereviewedby
CampusManagementSolution@IIFT
4.
Changesintheexternalenvironment
5.
1.
Questionnaires
2.
Observations
3.
Diaries/logs
4.
Alloftheabove
5.
1.
Questionnaires
2.
Observations
3.
Diaries/logs
4.
Alloftheabove
5.
1.
Reactions
2.
Learning
3.
Behavior
4.
Relevance
5.
1.
Supervisors
2.
Jobincumbents,
3.
HRD
4.
alltheabove
5.
1.
Questionnaire
2.
Interview
Themostwidelyusedmethodforidentifyingajob,sdutiesand
3.
responsibilitiesisthe:
Accordingtoexperts,theprimaryhindrancetoafirm's
productivityisitsinabilityto.
Diary/logs
4.
Observation
5.
1.
establisheffectivemanufacturingfacilities
2.
acquireandmaintainhumancapital
3.
useadvancedaccountingcontrols
4.
developorganizationalplans
5.
1.
Humanbehaviorapproach
2.
Roleapproach
Whichapproachstatesthat"nooneparticularmanagement
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20.
20.
20.
20.
20.
20.
20.
actionordesignwillbesuitableforallsituations?"
Inanincentivepaymentplan,workerpayisdeterminedby
Selecttheodditemfromthefollowing:
Accordingtoexperts,theprimaryhindrancetoafirm's
productivityisitsinabilityto.
Needassessmentshouldconsiderallbut
Needassessmentshouldconsiderallbut
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
CampusManagementSolution@IIFT
3.
Systemsapproach
4.
Contingencyapproach
5.
1.
Management
2.
Profits
3.
Seniority
4.
Costofliving
5.
Performance
1.
Incentive
2.
Salary
3.
Checkoff
4.
Wages
5.
1.
establisheffectivemanufacturingfacilities
2.
acquireandmaintainhumancapital
3.
useadvancedaccountingcontrols
4.
developorganizationalplans
5.
1.
Supervisorinput
2.
Keychanges
3.
Trainingobjectives
4.
Changesintheexternalenvironment
5.
1.
Supervisorinput
2.
Keychanges
3.
Trainingobjectives
4.
Changesintheexternalenvironment
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Questionnaire
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20.
20.
21.
21.
21.
21.
21.
Themostwidelyusedmethodforidentifyingajob,sdutiesand
responsibilitiesisthe:
CampusManagementSolution@IIFT
2.
Interview
3.
Diary/logs
4.
Observation
5.
1.
Questionnaire
2.
Interview
Themostwidelyusedmethodforidentifyingajob,sdutiesand
3.
responsibilitiesisthe:
Informationforcareerplanninginacompany
Themostreliabletypeofinterviewis
Anindividualizedoutlineoftraining,experienceandpossibly
educationdesignedtofacilitateanemployee,sgrowthand
enhanceopportunitiesforadvancementiscalled:
Diary/logs
4.
Observation
5.
1.
isavailablethroughtheHRIS(HumanResourceInformationSystem)
2.
canbehadfromlinemanagers
3.
canbeobtainedfromstaffassistants
4.
isoftennotavailable
5.
isbestobtainedfromfortunetellers
1.
Behavioral
2.
Stress
3.
Structured
4.
Situational
5.
1.
jobdescription
2.
careerdevelopmentplan
3.
assessmentsheet
4.
interviewform
5.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
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21.
21.
21.
21.
21.
21.
22.
Selecttheodditemfromthefollowing:
Anindividualizedoutlineoftraining,experienceandpossibly
educationdesignedtofacilitateanemployee,sgrowthand
enhanceopportunitiesforadvancementiscalled:
Anindividualizedoutlineoftraining,experienceandpossibly
educationdesignedtofacilitateanemployee,sgrowthand
enhanceopportunitiesforadvancementiscalled:
Anexampleofacareerdevelopmentabilitywouldbe
CampusManagementSolution@IIFT
1.
Jobholder
2.
Jobspecification
3.
Jobstudy
4.
Jobdescription
5.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
1.
2.
3.
4.
5.
1.
jobdescription
2.
careerdevelopmentplan
3.
assessmentsheet
4.
interviewform
5.
1.
jobdescription
2.
careerdevelopmentplan
3.
assessmentsheet
4.
interviewform
5.
1.
scalingamountain
2.
planningavacation
3.
workinghard
4.
discussionwiththeboss
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22.
22.
22.
22.
22.
23.
23.
Needassessmentshouldconsiderallbut
Thedevelopmentandapplicationofemployees,skillsand
energiestoaccomplishthegoalsandobjectivesofthe
organizationiscalled:
Selecttheodditemfromthefollowing:
Thedevelopmentandapplicationofemployees,skillsand
energiestoaccomplishthegoalsandobjectivesofthe
organizationiscalled:
CampusManagementSolution@IIFT
5.
gettinganotherdegree
1.
Supervisorinput
2.
Keychanges
3.
Trainingobjectives
4.
Changesintheexternalenvironment
5.
1.
humanresourcemanagement
2.
humanresourceplanning
3.
selection
4.
recruiting
5.
1.
Grading
2.
Banding
3.
Ranking
4.
Factorcomparison
5.
1.
humanresourcemanagement
2.
humanresourceplanning
3.
selection
4.
recruiting
5.
1.
humanresourcemanagement
2.
humanresourceplanning
3.
selection
4.
recruiting
5.
1.
carefullyplantheircareersandobtaininformation
2.
feelhelplesstoplantheircareer
3.
areoftenunawareanduninformed
4.
donotcareaboutcareerplanning
5.
areawareoftheneedbutdon,thavetheinformation
1.
Jobanalysis
2.
Humanresourceplanning
3.
Supervision
Thedevelopmentandapplicationofemployees,skillsand
energiestoaccomplishthegoalsandobjectivesofthe
organizationiscalled:
Employees
Inputstotheselectionprocessincludeallbut
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23.
23.
23.
24.
24.
24.
Selecttheodditemfromthefollowing:
Humanresourcedepartmentsare
Humanresourcedepartmentsare
Careerprogresslargelydependson
Humanresourcedepartmentsare
Selecttheodditemfromthefollowing:
CampusManagementSolution@IIFT
4.
Jobapplicants
5.
1.
Potential
2.
Performance
3.
Promotion
4.
Incentive
5.
1.
Linedept.
2.
Servicedept.
3.
Functionaldept.
4.
Authoritydept.
5.
1.
Linedept.
2.
Servicedept.
3.
Functionaldept.
4.
Authoritydept.
5.
1.
internationalexposure
2.
performance
3.
experience
4.
mentoring
5.
qualifications
1.
Linedept
2.
Servicedept
3.
Functionaldept
4.
Authoritydept
5.
1.
Jobenrichment
2.
Jobenlargement
3.
Jobevaluation
4.
Jobdesign
5.
1.
Forcedchoice
2.
Criticalincidents
Whichofthefollowingtechniquesisleastsusceptibleto
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24.
24.
25.
25.
25.
25.
25.
personalbias?
Whichofthefollowingtechniquesisleastsusceptibleto
personalbias?
Replacementcharts
Careerplanningistheresponsibilityof
Selecttheodditemfromthefollowing:
Roleplayingisoftenusedto
Roleplayingisoftenusedto
CampusManagementSolution@IIFT
3.
Ratingscales
4.
Checklists
5.
1.
Forcedchoice
2.
Criticalincidents
3.
Ratingscales
4.
Checklists
5.
1.
Showlikelyterminations
2.
Indicatethecurrentperformanceofemployeesandtheirpromotability
3.
Displaythestrengthsandweaknessofemployees
4.
PointoutfutureHRneedsforeachjob
5.
1.
government
2.
theHRdepartment
3.
thesponsor
4.
theemployer
5.
careercounsellors
1.
Increment
2.
Upgradation
3.
Promotion
4.
Demotion
5.
1.
Modelbehaviour
2.
Changeresults
3.
Learnskills
4.
Changeattitudes
5.
1.
Modelbehaviour
2.
Changeresults
3.
Learnskills
4.
Changeattitudes
5.
1.
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26.
26.
26.
27.
27.
28.
28.
CampusManagementSolution@IIFT
2.
3.
4.
5.
1.
takeproactivemeasures
2.
evaluatepotentialcostsandbenefits
WhichofthefollowingisnotastepthatHRdepartmentshould
3.
followtodealwithenvironmentalchallenges?
Selecttheodditemfromthefollowing:
Jobdescriptionsshouldbereviewedby
Selecttheodditemfromthefollowing:
4.
stayinformed
5.
proceedcarefullyuntiltheimpactisclear
1.
MBO
2.
ACDC
3.
ACR
4.
360degree
5.
1.
supervisors
2.
jobincumbents
3.
humanresourcedepartment
4.
noneoftheabove
5.
alloftheabove
1.
Interview
2.
Consultant
3.
Campus
4.
Advertisement
5.
1.
consistency
2.
cost
Themainadvantageofdevelopingajobanalysisquestionnaire
3.
is
Selecttheodditemfromthefollowing:
obtainandexaminefeedback
savestime
4.
allowinguntrainedpeopletocollectinformation
5.
noadvantage
1.
HRP
2.
HRInventory
3.
BusinessPlan
4.
HRforecast
5.
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29.
29.
30.
30.
31.
Thefirstfactorindecidingthesupplyoflabouris
Selecttheodditemfromthefollowing:
Thebasisforhumanresourceplanningis
Selecttheodditemfromthefollowing:
CampusManagementSolution@IIFT
1.
developingstaffingtables
2.
issuingadvertisements
3.
preparingreplacementcharts
4.
analysinglabourmarkets
5.
auditingpresentemployees
1.
HRDOfficer
2.
Labourofficer
3.
PersonnelOff
4.
PROfficer
5.
1.
theeconomictrends
2.
demandforemployees
3.
strategicplansofthefirm
4.
budgets
5.
supplyofemployees
1.
Incometax
2.
ConveyanceAllowance
3.
HRA
4.
CCA
5.
1.
2.
3.
4.
5.
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