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HUMAN RESOURCE MANAGEMENT MCQ`S

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1) Acquiring
2)developing
HRM is process that consists of four functions below which 3)command and control
1 Introduction to HRM Mid term 1 1 c 3
one is not comes under the process
4)motivation
5) retaining

1)finance Strategy
which is the best way to achieve the long term and short 2)Marketing strategy
1 Introduction to HRM Mid term 2 term goals of an organization, in dynamic and competitive 3)SHAM 1 c 3
environment . 4) Technical Strategy
5)Training and development

1) Human Resource internal system


Under the following which is the easy method to storage 2) HR Information System
and access of information, regarding employees their job's
1 Introduction to HRM Mid term 3 3)Human resource planning 1 c 2
Qualification, compeetencies,compensaton and training
need. 4) HR infrastructure system
5) HR Journal

1) Human Resource internal system


Under the following which is the easy method to storage 2) HR Information System
and access of information, regarding employees their job's
1 Introduction to HRM Mid term 4 3)Human resource planning 1 c 2
Qualification, compeetencies,compensaton and training
need. 4) HR infrastructure system
5) HR Journal

1) Management
2) Planning
Organizational structure The organization is effected by the changes, depends on
2 Mid term 5 3) Technology 1 b 4
and HRM the -----------------
4) Organization Structure
5) Governmental rules

1) Turnover
2) Rules and regulations
Human Resource Under the following what ensures that the right resources
3 Mid term 6 3) Organizational Objectives 1 b 4
Planning available in the organization.
4) Human Resource Planning
5) Optimize Staffing
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1) Retailing Employee
2) Training the Employee
Human Resource The process of Human Resource Planning starts with what 3) Developing the Employee
3 Mid term 7 1 b 4
Planning objective under the following.
4) Organizational Objective
5)Career of the Employee

1) intermediate-level
2) Operational Level
Human Resource In what level HR. takes into consideration the changing
3 Mid term 8 3) Corporate- Level 1 c 3
Planning market situation strategic plans of the organization.
4) Bottom-Level
5) Supervise - Level

1) Performance Appraisal
2) Welfare matters
Human Resource ___________ Activities are planned by Operational Level
3 Mid term 9 3) Training & Development 1 c 3
Planning Planning.
4) Technical Adoptions
5) Marketing Strategy

1) HR internal System
2) HR External System
Job Analysis And Which of the following gives clarity regarding the current
4 Mid term 10 3) HR Inventory 1 c 3
Design human resource situation of an organization.
4) HR Planning
5) HR Policies

1) Job Specification
2) Job Design
Job Analysis And Which plays the Key role in designing and managing the
4 Mid term 11 3) Job Analysis 1 c 3
Design performance appraisal system in an organization.
4) Job Description
5) Job Evaluation

1) Questionnaires Method
2) Observation Study
Under the following which Method gives the information
4 Job Analysis And Design Mid term 12 3) Diary Method 1 c 2
regarding Motion - Time Studies..
4) Technical Method
5) Penal method
HUMAN RESOURCE MANAGEMENT MCQ`S

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1) Social Specification
2) Behavioral Specification
Job Analysis And under the following which Includes the study of
4 Mid term 13 3) Job Specification 1 c 4
Design employees height, Competency, weight,vision,abilty.
4) Physical Specification
5) Mental Ability

1) 1.3.4.5.2
Identify the right Steps involved in the Process of 2) 3.1.2.5.4
Recruitment.1) Identify the HR Requirement 2) Choose the 3) 1.2.3.4.5.
5 Recruitment Mid term 14 2 b 2
method 3)Human Resource planning 4)Evaluation the 4) 3.2.4.5.1.
Program 5) Select and hire the candidate.
5) 5.3.2.1.4.

1) Employment agencies
If the Employee recommend their Friends or Acquaintances 2) Educational Institutions
5 Recruitment Mid term 15 for vacant position is the organization, such sources is 3) Interested applicant 2 c 4
known as---------------- 4) Employee referrals
5) Company Source

1) Employment agencies
2) Educational Institutions
Which is the Best Source to get candidate in bulk form
5 Recruitment Mid term 16 3) Interested applicant 1 c 4
different areas.
4)Advertisement
5_Employee referrals

1) Company development
2) provide a good job
The aim of an effective recruitment program is to
5 Recruitment Mid term 17 3) Best candidates 1 c 3
attract----------------
4) To give Good Training
5) To give good Package

1) Recruitment
2) Selection
The process of choosing the most suitable candidate for a
6 Selection Mid term 18 3) placement 1 b 2
job among the available application is known as.
4) Interview
5)Hiring
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1) In-depth Interview
Under the following which type of interview faced by the 2) Primary interview
6 Selection Mid term 19 candidate if the interviewer asked the selected questions 3) Selection Interview 1 b 4
based on the application. 4) Formal Interview
5) Penal Interview

1)2.3.4.1.2.
There are five Elements in a selections process Identify the 2) 4.1.2.4.5
correct sequence form the following.1)job design 2)job
6 Selection Mid term 20 3)1.2.3.5.4 1 b 4
specification 3)competency modeling 4)organizational
objective 5)selection 4) 2..3.1.45
5) 54.2.1.3.

1) Group interview
2) In-depth interview
under the following which type of interview test, the ability
6 Selection Mid term 21 3) Decision making interview 1 c 4
of the candidate when he/she under the Burden
4) Stress interview
5) HR interview

1) job
2) placement
6 Selection Mid term 22 Once the candidate accepts the offer letter is known as…. 3) Selection 1 c 4
4) Interview
5) Decision

1) Career path
2) career planning
which of the following gives the basic attitudinal
7 Career planning End/term 23 3) Career Anchors 1 b 3
characteristics that guide people throughout their carrier
4) Career goals
5) Career development

1) Career counseling
2) career program
Occupation and career with little attrition to career planning 3) career need
7 Career planning End/term 25 1 c 4
and then felling disengaged is known as-----------------------
4) career drift
5) career analysis
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1) 1.2.3.4.
Which of the following in the CORRECT sequence process 2) 2.1.3.4.
of career planning.1)Organizational assent and
7 Career planning End/term 26 3) 3.2.1.4. 1 c 4
opportunity.2)Individual Assessment and need
Analysis.3)Need-opportunity.4)Career counseling 4) 4.1.3.2.
5) 1.3.2.4.

1) supervisor
following the below form were employee will be information 2) HR Manager
7 Career planning End/term 27 for his supervisor, along with the HR department regarding 3)Career counseling 1 c 3
available opportunites,and his competencies. 4) Co-workers
5) trainers

1) 2.3.4.1.5.
Which of the following is CORRECT sequence of 2) 1.2.3.4.5.
Performance Appraisal process.
8 Performance Appraisal End/term 28 3) 5.4.3.2.1 1 c 2
1)Determination.2)Mesurement.3)Actual process of
4)Communication.5)effective use. 4) 3.2.1.4..5
5) 3.4.2.1.5.

1) Critical incident method


under the following which method of appraisal required the 2) Graphic rating method
8 Performance Appraisal End/term 29 rater to rate the Employee on factors like quantity and 3) Forced choice rating method 1 b 2
quality of work, job knowledge,dependability, attendance. 4) Ranking method
5) point allocation method

1) 360`degree performance appraisal


which method the following the employees performance is 2) team appraisal
8 Performance Appraisal End/term 30 evaluated by his supervisor, his peers, his internal/external 3) checklist 1 b 2
suppliers and his subordinates. 4) Easy appraisal
5) Balanced scorecard

1) Ranking method.
2) forced choice rating method.
Under the following which method appraiser is required to
8 Performance Appraisal End/term 31 3) point allocation method. 1 b 2
assign ranks to different attributes of the employee.
4) critical Incident method.
5) graphic rating method.
HUMAN RESOURCE MANAGEMENT MCQ`S

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1) Multiple exercises
Employee Training 2) Simulation exercises
Following the which method case study has been
9 and Management End/term 32 3) Sensitivity Training. 1 b 2
discusses, for the management development.
Development 4) Transactional Analysis.
5) Lectures.

1) Incident method.
Employee Training 2) Role Playing.
Participants enact roles to solve problems that are common
9 and Management End/term 33 3) Business games. 1 b 2
in real life situation such method is know as ------------------
Development 4) In-Basket Method.
5) Multiple Management.

1) Under Study Method.


Employee Training 2) Training Method.
9 and Management End/term 34 below the methods, Coaching comes under which method? 3) On-The-Job Method. 1 b 3
Development 4) Of-The-Job Method.
5) Lecture method.

1) 2.3.4.1.5.
Identify the CORRECT sequence of steps in the Evaluation 2) 1.2.3.4.5.
Employee Training
of Training.1) Setting Evaluation Criteria. 2) Assessing the 3) 3.4.5.1.2.
9 and Management End/term 35 4) 5.1.2.3.4. 2 b 2
knowledge prior to training.3)Assessing knowledge after
Development
Training..4)Transfer to the Job.5)follow-up studies.
5) 4.3.2.1.5.

1) Off-The-Job Training.
Employee Training In which of the following method of training takes place in a 2) Skill-based Training.
9 and Management End/term 36 real Environment where the Trainee is exposed to an actual 3) Ability-based Training. 1 c 4
Development work situation. 4) On-the-Job Training.
5) Interaction Training.
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1) 2.3.4.1.5.6.
Identify the CORRECT sequence of process of Job 2)1.2.3.4.5.6.
Evaluation.1) Preparation of a Job Evaluation Plan.2) Job 3)3.2.4.1.5.6.
Compensation
10 End/term 37 Analysis. 3) Job Description and Job specification. 4) 1.6.5.4.3.2. 2 b 2
Management
4)Selection and job dimensions.5)
implementation.6)Maintenance. 5)3.2.1.4.6.5.

1) Compensable Factors.
2) Determine the sub-factors.
Compensation Which of the following factors not comes under the Point
10 End/term 38 3) Profile statement. 1 b 4
Management Rating Method.
4) Relative Ranking.
5) Preparation of a Chart

1) Attracting Talented Resources


2) Maintain Equity
Compensation
10 End/term 39 Why incentives and Bonus has to give to the employee? 3) To recognition of his/her performance
1 c 4
Management
4) Job evaluation
5) To full fill Employee needs

1) Living Wage.
2) Fair Wage.
Compensation which Wage is fixed by the government and enforced by
10 End/term 40 3) Basic Wage. 1 b 4
Management the Law.
4) Minimum Wage.
5) Work Wage.

1) HR Administration
Under the following which system compensating employees 2) Finance Administration
Compensation
10 End/term 41 in fair manner and maintaining the principle of equity and 3) Basic Wage. 1 b 4
Management
matching employee expectancy, is known as-------------------- 4) Compensation Administration.
5) Bonus

1) Displanary Actions
2) Collective Bargaining
Which of the following procedure of an organization
11 Grievance Handling End/term 42 3) Grievance Redress 1 c 3
enables employee to air their dissatisfaction.
4) Labor Court
5) Labor Commissioner
HUMAN RESOURCE MANAGEMENT MCQ`S

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1) Approaching Head of the Department


2) Approaching Union
11 Grievance Handling End/term 43 Which is the first Steps for Grievance redress . 3) Approaching Supervisor Verbally 1 b 3
4) Approaching Arbitration.
5) Approaching Grievance Committee.

1) Arbitration.
Under the following in which method a outside party 2) Mediation.
11 Grievance Handling End/term 44 interfere and helps the both the parties and reach the 3) Compromising. 1 b 2
conciliation. 4) Settlement.
5) Win-Lose.

1) Once Employee is not happy


2) once employee not paid the Salary
under which circumstances Complaint become a
11 Grievance Handling End/term 45 3) Once Employee meet union 1 c 4
Grievance.
4)Once it brought to the notice of the management
5) Once discussed by other workers.

1) Complaint
When a grievance, not resolved immediately can hamper 2) Labor case
11 Grievance Handling End/term 46 the work process in the organization which leads to 3) Conflict 2 b 3
---------------- 4) Retrenchment.
5) Dissatisfaction

1) Through Punishment.
2) Through Rigid rules and procedures.
How to manage the sensitive problems that is related to in
12 Disciplinary Action End/term 47 3) Through Disciplinary Action 1 c 3
disciple at the work place.
4)Through Penalties.
5) Through cutting the Pays.

1) Preventive Discipline
Under the following which type of Discipline faced by the 2) Through Rigid rules and procedures.
12 Disciplinary Action End/term 48 employee to follow the rules and regulations of the 3) Punitive Discipline. 1 b 3
organization, by inducing fear in them. 4)Late intervention.
5) Negative Feedback.
HUMAN RESOURCE MANAGEMENT MCQ`S

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1) Considering Explanations
2) Charge Sheet
12 Disciplinary Action End/term 49 Disciplinary procedure starts with which action. 3) Issuing the Notice. 1 c 2
4) Enquirer
5) full-fledged Enquirer

1) Punitive Discipline.
Under the following which is the effective way to approach 2) Preventive Discipline
12 Disciplinary Action End/term 50 in the disciplinary process. Which suggests the 3) Burning rules 2 b 4
Administering Discipline. 4) Red-Hot-Stove
5) Rigid rules and procedures.

1) Collective Style
Employee Relations under the following which style, workers were paid low 2) Participate Style
13 and Collective End/term 51 wages in spite of working for unduly long hours and were 3) Exploitative style 2 b 3
Bargaining restlessly. 4) Benevolent Style
5) Consultative style

1) Disciplinary Actions
Employee Relations -------------------- is the Managerial tool that faculties an 2) Employment Law
13 and Collective End/term 52 amicable and mutually acceptable agreement between the 3) Employee relation 2 b 3
Bargaining management and the employees. 4) Collective Bargaining
5) Labor Law

1) Science & Economics


Employee Relations 2) Social & Science
13 and Collective End/term 53 ---------------- feature of the Collective Bargaining. 3) Discipline & Science 2 b 5
Bargaining 4) Employee & Science
5) Art & Science

1) Responsibility
2) Authority
Organizational When Manager can Act ,exert influence and make
2 Mid Term 54 3) Accountability 1 b 2
structure and HR. decisions in caring out their responsibility.
4) Decision making
5) Adaptability.
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1) Back Role
2) Center Role
Organizational
2 Mid Term 55 HR Plays which Sub-system role in a urination. 3) Bottom Role 1 b 2
structure and HR.
4) Upper role
5) Professional role

1) Clinical Method
Under the following Which method Evaluating the 2) Weighted Method
6 Selection Mid Term 56 application forms, goes through certain points are assigned 3) Legality Method 1 b 2
to each item in the application form. 4) General Method
5) Validity Method

1) Clinical Method
Under the following Which method Evaluating the 2) Weighted Method
Job Analysis
4 Mid Term 57 application forms, goes through certain points are assigned 3) Legality Method 1 b 2
and Design
to each item in the application form. 4) General Method
5) Validity Method

1) Job Description
information regarding the Employee like, Education, 2) Job Evaluation
Job Analysis experience, trining ,judgement,initiative,physical efforts,
4 Mid Term 58 3) Job Analysis 1 b 4
and Design physical skills, communiation skills cover under the which
concept. 4) Job specification
5)Job Design
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SITUATIONAL BASED QUESTIONS
1) Placement
Mr. Deepak is appointed as a Marketing Executive of a
2) Offer letter
MAC Bank, and for his first day his manager took him into
the Bank and introduced by there employees, its culture, 3) Induction
1 Introduction of HR. Mid Term 1 business, its values and beliefs and practices and 4) Recruitment 1 c 3
procedure.
Deepak went with what type of 5) Meeting
procedure for is first day?

1) Responsibility.
MR.Ravi is accountable to his boss for the performance of 2) Accountability.
Organizational a task when the resistibility and the authority to perform 3) Authority.
2 Mid Term 2 1 c 2
Structure and HR. have been delegated to him .In above the case Mr.Ravi 4) Employee responsibility.
went with what type of delegation procedure.
5) Managerial Authority.

1) Line Functions
Mr. Narayan Employee of a firm he performed to core 2) .Staff functions
Organizational activities and contributed to its business directly
2 Mid Term 3 3) Managerial Functions. 1 c 2
Structure and HR. Mr.Narayan went with what type of function in above the
case. 4) Supervisory functions
5) Corporate Functions

1) As a Service Provider.
Niteen Sharma is having o years Experience in a Steel 2)As a Auditor.
Industry. He was there as a HR manager. Recently he 3)AS a Executive.
shifted form steel company to insurance Sector as a HR
Organizational 4) As a Specialist.
2 Mid Term 4 Specilist.His duty is to ensuring that all the member of the 2 c 2
Structure and HR.
sector perform their respective roles concurred with the
effective use of human resources .In the above case Mr. 5) As a Consultant
Nien Ashrams role is as a--------
HUMAN RESOURCE MANAGEMENT MCQ`S

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1) 1.3.4.
Arun and Devya started a HR constancy in a Bangalore.
And they in the procedure of planning HR Policy to there 2) 1.2.5.3.
Constancy. In above circumstances what the factors that
company should take into consideration.1) HR .Policies 1 c 4
Human Resource 3) 3.2.4.5.1.
3 Mid Term 5 need to find a balance between organizational Objective
Planning
and individual expectations. 2) HR Policy should be based
on external facts. 3)HR policies should easy to understand 4) 1.3.5.
and implement. 4)HR Policies should treat human
resources as just factors of production.
5)1.2.3.4.5.

a) Understanding the markets


and the business better
Bharthi and Padma joined Panaltic Pvt.Ltd Co, both are HR b)Have a complete
Specialist, but in the organization Bhathi`s position is a line understanding of organizational
manager and Padma is Staff Manager. After some time process.
Organizational they had some Conflicts them, and the same mater went
2 Mid Term 6 c) Being an atmosphere of trust 2 c 2
Structure and HR. to the top management. And Top Management has been
suggested to Bharthi that you encourage the participation and transpierce
and attitudes of the line functions to wards the staff .d) Being empathic to the
function. This can be done through . limitations of the line process.
e) Be oppertununistic and tries to
steel the limelight

1) Employee policy
2) development policy
Makes Kanna is a HR General Manager of a IT Industries 2 c 4
and he has taken some decisions in the Company with 3)Technological policy
Human Resource connected to Changing Technologies. And In the same 4) Training and development policy
3 Mid Term 7
Planning company has other persons to take decisions connected to
other matter. In such case which of the following is not a
function Associated with Makes Khanna. 5) Welfare Policy
HUMAN RESOURCE MANAGEMENT MCQ`S

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1) Critical Planning
Kiran is working in a sugar Industry as a Supervisor past 2) short-term activities plans
2 c 2
ten years, and he is healding day-to-day activities and it is 3)operational Planning
Human Resource
3 Mid Term 8 very crucial type of planning because the success or failure 4) Corporate level planning
Planning
of the corporate plans stands on such plans. Now In this
case which planning level that kiran is handling. 5)Intermediate planning

1) Retrenchment
Nadan Kishor senior executive officer in the steel industries 2) Outplacement
2 c 2
and he is working there since 15 years. But suddenly 3) Lay-off
organization wants reduce some manpower form the 4) Attrition
organization because they adapted some new technology
Human Resource and they find that some workers are not having any work
3 Mid Term 9
Planning and they have to handle the surplus with smooth manner.
In such circumstances they adopted one techic they
helping the surplus employee to providing some jobs to 5) Job analysis
outside. Nandan
Kishor adopted which type method he adopted?.

1) Staff Functions
Miss Sushma completed MBA with HR specialization. She 2) Line functions 1 b 2
Organizational joined one HR consultant company in Bangalore. Her 3) Operational functions
2 Structure Mid Term 10 manager was told her your work is to look after Human 4) Supervisor function
and HRM Resource Fouctions.in above case sushma working as
a------------------------------- 5) Training manager

1) Job analysis
2) Job Specification
When Mr. Jain joined the organization as a HR manager. 1 b 3
3) Job design
Job Analysis Immediately he restructured the work of employee and
4 Mid Term 11 4) Job Descriptive
and Design designated the specific activities to the employee. Mr. Jain
went with which type job analysis.
5) Job Evaluation
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1) Questionnaire Method
Kalpature fast moving super bazaar in karnataka. The HR
manager Mr.Ganesh has been informed by the top 2) Observation Method
1 c 2
management to prepare a details job analysis of all the 3) Diary Method
workers in the organization so that necessary inputs for a 4) Group interview Method
Job Analysis number of HR activities, performance apprisal,Incentive,
4 Mid Term 12
and Design Bonus and promotional activities can be made. In this
situation Ganesh absovered and relevant points are noted
and that note are includes what was done and how was 5) Technical Conference Method.
done went with
Ganesh Adopted what type of method?

1) Job Evaluation
Mr. Ramesh is aHR Manager of a IT Firm he has been 2) Job design
1 c 4
informed by the top management to prepare the necessary 3) Job Descriptive
inputs for a number of HR activities such as Recruitment, 4)Job Specification
Job Analysis selection, interview procedure, and placement and be
4 Mid Term 13
and Design made. So ramesh started the collecting information form
supervisor required qulification,experence skills etc.,
In the above 5)Job Evaluation
case Ramesh went with what type of analysis?.

1) Formal interview
In a conference Seema meet with the HR Manager of KPO 2) unstructured interview
organization. And while tooking with Seema the 1 c 4
managercame to know that she is such or job, and that 3) in-depth interview
same time KPO manger is also looking lady candidate for a 4) Preliminary interview
6 Selection Mid Term 14 HR Job , so Manager just go on asking some questons to
Seems regarding her education, experience, were she
worked,etc and after find some qualities in her he told her 5) Penal interview
to send a CV to my HR department . KPO
manager went with what type of interview process?.
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1) Formal interview
Ramaya is a bright and intelligent MBA graduated from top 2) unstructured interview
most institute of India, she wants to statrs with her career 1 c 4
3)Penal interview
with good company and she found the vacancies TCS and 4) Preliminary interview
she applied for the job. And when she walked for the
interview and attended the interview she find there are
6 Selection Mid Term 15
three persons are sitting in the interview room, and one by
one they go asking the questions connected with skills, HR
related, Marketing related questions. In 5) in-depth interview
above process Ramaya went with what type of interview
process?.

1) 1.2.5.3.4.
The Famous retailing company Reliance Fresh having the 2) 3.2.1.4.5.
vacancies for post of manager and they given the add in 1 c 1
3)1.2.3.5.4.
the News paper .received many application form ,from the
candidates , and they short listed some candidates among 4) 2.3.4.1.5.
them and called the interview, but before that they took
some process, now arrange the following functions that
6 Selection Mid Term 16
they prepared correct manner of interview. 1)
Invite applications form interested candidates.
2)Send the invitation to the candidates. 5)4.3.1.2.5.
3)interview handled.
4)Selected the Candidate.
5)scan them for the first round interview.

1) Career Path
Sita is a Fresh graduate of MBA with HR Specialist. She 2) Career Goal
joined a IT company, and she wants to be guided for her 1 c 3
7 Managing Careers End Term 17 3) Career Anchors
career.form which method she will get the guidelines and
plan for her future career. 4) Self Career
5) Career planning.
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1) Career planning & Development


The KPO company evey six months makes the assessment 2) Service provider
of employees Weakness and Strenght.based on that 1 c 4
8 Performance Appraisal End Term 18 3) Management Development
assessment they decides about incentives, hike in salary
and promotions. Such functions are known as in the HRM? 4) Performance Appraisal
5) Training and Development

1)Work standards method


Bharath Manufacturing company has decided to implement 2)Team Appraisal.
1 c 1
modern type of performance appraisal system in the 3)360` Degree performance appraisal
organization, so that employee can get better benefits .4)Balanced scorecard method
8 Performance Appraisal End Term 19
motivated to wark hard effeciently..under the following
through whichare methods not comes under the modern
methods... 5) Rating Method

A Pharmaceutical Organization HR manager received the 1)Job Review


message from the Top management, that they want to 2) Job Design
1 c 3
check all the information regarding Employee job and skill 3) Job Specification and Job decription
Job Analysis knowledge, and requirement of the performance of the job, 4) Job Classification
4 Mid Term 20
and Design then HR manager took two days and submitted the report
to the Top management.
In the above matter HR manager was gone through what 5) Job Decription
type of analysis?.

1) Committee Assignment
Anand kumar is a fresh MBA graduate, FCT Ltd. Selected 2) Vestibule Training
1 c 3
Anand for a marketing executive job, he worked 2 years as 3) Apprenticeship
Employee Training a trainee, but during this period Company is not treated as 4) Simulation Exercise
9 & Management End Term 21 a employee of the organization and are not eligible for any
Development salary or benefits form the company, But they took him after
as a fill time employee of the company and provided all the 5) Sensitivity Training
facilities to him.Such training programs are know as?
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1) To providing Training
The HR manager of an organization in the year end he 2) To providing Medical Facility
received messages from top management, that the with in 1 c 3
Compensation 3) To ranking and Grading
10 End Term 22 a week they want all the information connected with
Management 4) To giving Education Facility to Employee children's
employee performance and grads .Why top management
asked by the HR manager such information? 5)To Transfer the employee

1) Piece wage plan


Mr. Vijapy is appointed as a compensation Administrator in 2) Time wage plan
a mild product company. And in that company work hours is 1 c 2
3) skill based wage plan
daily 8 in a per day,in that situation One employee made
Compensation 4) Competency Wage plan
10 End Term 23 the 10000 padas and another Employee made the only
Management
5000 pada.But both of them still get the same salary from
Vijaly. In such case 5) Simple wage plan
Vijay followed what type o system?.

1)2.3.4.5.1.
Mr. Prakesh is 20 year experience in HR Department as a
2) 5.4.3.1.2.
HR Manager and looking after HR connected all the matter, 1 c 2
even wage and salary matters also he is handing, in his 3) 4.5.3.2.1.
presence company has been never faced any kind of 4) 1.2.3.4.5.
problem be cause he is following one standard design with
Compensation followed by some steps. Identify the steps correct steps
10 End Term 24
Management form below information. 1) Review
the existing executive compensation.
2)Analyze the organizational plan. 5) 3.2.5.4.1.
3)Retaing and cometent.
4)Finding the executive compensation.
5)The executive comensation plan
HUMAN RESOURCE MANAGEMENT MCQ`S

CHAPTER MID/END
CHAPTER NAME Q. NO QUESTION TAG OPTIONS MARKS RIGOUR KEY
NO TERM

1) Negative Decline
Mr. Satis motivated through rewards, appreciation 2) Enforced Deciplne
constructive support reinforcement to conform to 1 c 4
12 Disciplinary Action End Term 25 3) Group Decepline
organization rules and regulations. In the above process
Stish Went with what type of Decline. 4) Self-imposed
5) Team Decipline

1)1.2.3.4.5.6.
Mr. Surya HR manger of manufacturing industries, and top 2) 6.4.3.2.1.5. 1 c 4
management had made some new policies concerning to 3) 2.3.4.1.5.6.
deceiplanary procedure. And to the HR manager has 4) 1.3.2.4.5.6.
given the direction that he has to take care about this.
What steps he has to take for circulating the same
message among the employee. To go with positive
discipline procedure. 1)
12 Disciplinary Action End Term 26 responsibility for ensuring discipline.
2) Communicate the performance expected and penalties
for violation. 5) 6.5.4.3.2.1.
3) Communicating organizational policies, procedures
and rules.
4)Collecting concrete data about any disciplinary volition. 5)
Administering Progressive Discipline.
6) Administering Corrective counseling.

1) Written warning
Nitien is a HR manager , he appointed MR. Ravi for a 2) Variable Warning
Selection Branch, and Rave is inexperienced person he just 3) Demotion 1 c 2
joined as a trainee. While in the selection procedure is 4) Suspension
12 Disciplinary Action End Term 27
made mistake in calacting documents from conducted. In
such situation Nitien can take what type of action against
the Ravi?. 5) Pay-cut
HUMAN RESOURCE MANAGEMENT MCQ`S

CHAPTER MID/END
CHAPTER NAME Q. NO QUESTION TAG OPTIONS MARKS RIGOUR KEY
NO TERM

1) Holding a Full pledge Enquiry


lata is a manger in company she is handling decilinary 2) Issuing the notice
1 c 2
12 Disciplinary Action End Term 28 procedures I the organization, in a deceplinary procedure 3) Considering the explanation
what is first step to go with deceplinary Action. 4)Charge Sheet
5) Follow-up

Mr Nehal is the Union Leader of a Febric industry. And 1) 3412


under is leadership workers are not paid the Dewail bonus. 2) 4231
Employees are very upset for that and they told Nehal to 1 c 3
3) 1324
we go a strike against the management. So Nehal through
that instead of strike we go far a collective bargaining if 4)1234
then also the management is not reedy then we go for a
strike. Now Nehal want to go for a collective Barraging
Employee relation and which is the correct procedure for a Collective bargaining
13 End Term 29
Collective Bargaining under the following.
1) With contacting all the employee
2) Negotiation 5) 2143

3) Preparation for
negotiation
4) Contract Administration

Radha is a marketing manager in the Pharmacy company.


She decided to change some procedure and go for some 1) Associative Participation
good procedure for the sales, so she called the all the 2) Decisive Participation
subordinates in that procedure, she asked there views, 1 c 2
3) Informative Participation
and with co-operation of all the subordinate she come up 4) Consultative Participation
Employee relation and
13 End Term 30 with some good procedure, which makes more impact on
Collective Bargaining
the sales.
In above matter Radha w ent 5)Formal Participation
with what type of participation in making decision.

1) Employee Relation.
If the HR manger in the Factory, he wants to control in 2) Managerial Relation.
Employee relation and Strike, and Employee should have the Friendly relation in 1 c 3
13 End Term 31 3) Industrial Relation.
Collective Bargaining the organization, then what type of Strategy he can adopt,
under the following, 4) Social Relation.
5) Friendly relation.
HUMAN RESOURCE MANAGEMENT MCQ`S

CHAPTER MID/END
CHAPTER NAME Q. NO QUESTION TAG OPTIONS MARKS RIGOUR KEY
NO TERM

1) Throughout Collective Bargaining


Mr. Arun is a the HR manager of a Kiloskar Company, and 2) Through Labor Court
one day he come a across a A employee are not working 1 c 4
3) Through Concealing
and they stooped the production. Because they are dis-
4) Through Grievance Handling
11 Grievance Handling End Term 32 satisfied with food .
In Such Circumstances how
MR.Arun can handle a situation Using some Management 5) Through Top management Help.
Mantra?.

1) with in the one Day


Supervisor received the compliant against production
head form the workers, regarding work, and he told the 2) with in Fiffteen days
1 c 3
11 Grievance Handling End Term 33 worker that I will look after this matter. 3) with in Fourth Eight Hour
Now in this case as a Supervisor with a what period of 4) With in Seven days
Time he has to give Report?. 5) with in a Hour

In a Steel industry, conflict arises in between management 1) Mediation


and union, considering to Time. Then HR manager Called 2) Compromise
1 c 3
the out side party which involves itself in resolving the 3) Arbitration
11 Grievance Handling End Term 34
conflicts and issued the final decision. 4) Win-Lose
In above matter HR
manager Went with which method?. 5) Advocate

MNC Company takeover the Indian company and 1) Cafeterial Benefit Plan
immediate they change the rules and procedure of the 2) Golder parachute
1 c 2
company, in the same time they don't want to lose the 3) Selver plan
employee as well as employee should follow the all the new 4) Golden Plan
procedure. The company come up with good concepts
which includes,
compensation
10 End Term 35 1)Continuation of the Salary.
Management
2)Bonus and certain benefits and prequisits
3) Retirement benefits, 5) Golden handshake
4) Accelerated vesting of stock incentives.

In the above case Company adopted what type


of Scheme?
HUMAN RESOURCE MANAGEMENT MCQ`S

CHAPTER MID/END
CHAPTER NAME Q. NO QUESTION TAG OPTIONS MARKS RIGOUR KEY
NO TERM

ICICI Bank facing Problem of Attrition of Employee, for that


1) Financial Strategy
reason they are facing lot of problems, and in the mean
time They appointed one HR person MR. Rao , and he 2) Social Security
1 c 3
come up with some solution which really worked out and 3) Greeter Security
Immediately Mr/. Rao got the promotion also, 4)General Security

Compensation in the above matter MR. Rao He taking care about


10 End Term 36
Management Basic requirements of the employee and provides for stable
family life and for social security. After this employees are
thought to proceed in the organization for a long time. 5) Basic Security
In the above matter
Mr Rao Come up with what type management system? .

Pavan Working ina Pharmaceutical Company. And daily 1) Minor infuriation


he use to come with taking drugs and many time he is not 2) Major infuriation
1 c 2
consentrative on his work also. Many time HR manager 3) punishable
given the instructions also but still he is not listing, but after 4) Intolerable
12 Disciplinary Action End Term 37
they took some action agist him.
In the
above matter pavan can be classified as an 5) Disciplinary Action
---------------------------------

Kiloskar one of the leading manufcturing unit in the India, 1) Incentives


they are fulfilling the employees all the basic needs 2) Bonus
1 c 3
providing to their children's Free education, families to the 3) fringe benefits
Compensation
10 End Term 38 free medication facilities, housing facilities. 4) General Benefits
Management
Kiloskar Company is
providing what type non-monetary benefits to the 5) Basic Banefits
employees.

1)Retrenchment
The Zero-Honda company is not doing well in terms of
profit and incurring losses for the past 5 years and the Top 2)Lay-off 1 c 3
management felt that there were surplus employees in the 3) Outplacement
Human resource organization now. So it directed Head-HR , Mr.Akash to 4)Work sharing
3 Mid Term 39
planning assist the surplus employees to prepare their resumes and
to prepare the surplus employees for interviews.This kind of
gesture from the organization is known as
TheHUMAN
Zero-HondaRESOURCE
company is MANAGEMENT MCQ`S
not doing well in terms of
profit and incurring losses for the past 5 years and the Top
CHAPTER MID/END management felt that there were surplus employees in the
CHAPTER NAME
Human resource Q. NO organization now. SoQUESTION TAG
it directed Head-HR , Mr.Akash to OPTIONS MARKS RIGOUR KEY
NO
3 TERM
Mid Term 39
planning assist the surplus employees to prepare their resumes and
to prepare the surplus employees for interviews.This kind of
gesture from the organization is known as 5) Job sharing
HUMAN RESOURCE MANAGEMENT MCQ`S

CHAPTER MID/END
CHAPTER NAME Q. NO QUESTION TAG OPTIONS MARKS RIGOUR KEY
NO TERM

`1)Halo effect
Mr.Sharma,General manager – HR Department, has got
2)Stereotyping
three HR Managers under him.They are Mr. Gautham, Mr. 1 c 1
Menon and Mr.Shankar. Sharma while appraising them , 3)Leniency effect
8 Performance Appraisal End Term 40 4) Central Tendency Effect
has rated all the employees in the middle of the
performance scale.
This rating method is known as---------------------- 5) Hand shake

The Kittal company is a steel manufacturing company with


good HR Practices.The manager , Ms.Shymala has 1) Job Enlargement
identified that three of her important employees we doing 2)Job Rotation 1 c 2
the same job repeatedly over the years. 3)Job Enlargement
In order to overcome that, Ms.Shymala assigned 4)Job Excitement
4 Job analysis Mid Term 41
periodically those three employees eight alternative jobs.
This technique used by Ms.Shymala is called as
a---------------------------- 5) Job specification

Mr.Sigal , HR Manager was conducting an interview to Structured Interview


select three management trainees for marketing b) Stress Interview
departments. During the interview process, he followed no 1 c 3
predetermined framework of questions and c) Unstructured interview
6 Selection Mid Term 42 Asked his questions based on the responses from the three Group Interview
applicants.
This pattern of interview followed by Mr.Sigal is known as
what? 5) penal interview

Telecommuting
The Xipro IT Company has allowed 50 of its select b) Flexitime
employees to work at home, keeping in contact with the 1 c 1
office. c) Loaning
4 Job analysis Mid Term 43 d) JobSharing
This kind of modern management technique practiced by
Xipro is known as------------------------
5)Salary Sharing
HUMAN RESOURCE MANAGEMENT MCQ`S

CHAPTER MID/END
CHAPTER NAME Q. NO QUESTION TAG OPTIONS MARKS RIGOUR KEY
NO TERM

1)Time wage plan


Suman, HR manager for J V tapes, had a lot of problem
when it came to fixing salary for the workers and during 2) piece wage plan
1 c 4
giving bonus, since all the workers were working physically 3)skill based pay
and there was no need for the application of knowledge.
The workers under him also could not be categorized, only 4)broad banding
five categories were there. Workers expect a large booty
Compensation
End Term 44 during Diwali festival, since all the workers irrespective of
Management
the religion diwali is celebrated in a grand manner. The
Director asked Suman to workout on the bonus keeping in
mind the annual performance of the company.. Which basic
wage plan should Suman choose for his workers?

5)competency based pay

a)job instruction
. RCM industries employees 400 people on regular basis
and 60 workers on contract basis. A new batch of workers b)apprenticeship 1 c 2
was to join, the organization since the company was c)job rotation
planning to start another unit. A separate HR department d)committee assignments
was also to be started since the other unit was around 10
kms away from the existing factory. The authorities thought
6 Selection Med sem 45
of selecting a few people in the existing HR department and
train them and see that they are shifted to the other unit
once it starts production
Which method of training do you think will be suitable for
the new batch of workers, who are to be technically sound?

e)Training
HUMAN RESOURCE MANAGEMENT MCQ`S

CHAPTER MID/END
CHAPTER NAME Q. NO QUESTION TAG OPTIONS MARKS RIGOUR KEY
NO TERM Any performance appraisal system facilitates optimization
of employee performance and also helps in identifying
areas for development. Ram, the HR manager was to
conduct appraisal for his junior managers. He is sure that
all these steps have to be followed, like
(1) determination of standards of a) Work standards approach
performance based on the organizational objectives and
the job description,
(2) actual process of measurement,
b) essay appraisal 1 c 5
(3)
8 Performance appraisal End Sem 46 measurement of employee performance against the pre-
determined goals and standards, c)critical incident method
(4) after
discussing it with the employee, it has to be put to effective
use,
(5) communicating the results of d) point allocation method
appraisal to the employee concerned. Ram is very much
interested in measuring the performance of individuals
which changeless the efforts to achieve organizational
goals.If Ram is interested in measuring the performance of e)balanced scorecard method
individuals
Mr Rakesh which
is HR changeless
manager in the Selection
efforts to achieve
department,
organizational
while selectiongoals which
plan he method
hasto followshould he follow?
some elements. 1)Job Design
Unnder the process were he failed to make a good
selection . Find
2)Job offer
1 c 1
out where he failed process the selection? 1) 3)Job plan
Organizational Objective 4)Job application
6 Selection med Term 47
2)

3)Job specification

5) job satisfaction
4)Job Application.

Mr. Rajesh is manager of the IT Firm, and his nature is he 1) Organic Structure
kept all the authority and power with him only, He is just 2) Rigid Structure
Human resource assigning the tasks,and duties to the employees, and he 1 c 3
2
planning
M/T 48
never alow the subordinates has to interfire in any kind of
3)Mechanistic Structure
official matter. 4)Informal Structure
Mr. Rajesh is follwoing what type of organic Structure?. 5) Group Structure
HUMAN RESOURCE MANAGEMENT MCQ`S

CHAPTER MID/END
CHAPTER NAME Q. NO QUESTION TAG OPTIONS MARKS RIGOUR KEY
NO TERM

1)Advtisement
The HR manager of a VTC company limited, Started new
branch in area like Hyderabad, and they want fresh MBA 2) Educational Institutes
1 c 2
5 Recruitment M/T 49 candidate for their new sector. 3)Internal Source
Which is the best Source to get a fresh conducts for New 4) Employee refrence
sector?
5) Employment Agence

Geri started call center, around 25 employees are working 1)Data


in her call center. In the year end she went with the 2) People
Functional Analysis, the work functions of any job she 1 c 3
4 Job Analysis M/T 50
categorized under three heads.
3)Techiqies
Which of the following will not come under the Functional 4) Thing
Analysis. 5) Behaviour

MATCH THE FOLLOWING QUESTIONS

I) HRM a)Job identification I) 1a, 2c, 3e, 4b, 5a.


2) HRP b) Employee Data iii) 1d, 2a, 3e, 4c, 5b
2 c 3
1 3) Job analysis c) Right job for right candidate iii) 1d, 2c, 3e, 4a, 5b
4)job Discription d) Deling with people iv ) 1a, 2d, 3c,4e, 5d.
5) Job Specification e) Determining &recording v) 1c, 2d, 3a,4e, 5b

Match the following


I) Carporate level a)Training &development i) 1b, 2a, 3d, 4c
2 2) Intermediate level b) Grivance Handling ii) 1d, 2a, 3c, 4b
2 c 4
3) Opertation Level c) Teaching matters iii) 1d, 2c, 3a, 4b
4) Short-term planning d)Recruitment iv) 1c, 2d, 3a, 4b
v) 1a.2b.3c, 4d
CHAPTER
NO
MID/END QUESTIO
CHAPTER NAME Q. NO OPTIONS MARKS RIGOUR KEY
TERM N TAG

b) Leniency effect
d) Central Tendancy Effect
CHAPTE
MID/END
R CHAPTER NAME Q. NO QUESTION TAG
TERM
NO

HRM is process that consists of four functions below


1 Introduction to HRM Mid term 1
which one is not comes under the process
OPTIONS MARKS RIGOUR KEY

1) Acquiring
2)developing
3)command and control
4)motivation
5) retaining
HUMAN RESOURCE MANAGEMENT MCQ`S BATCH NO XXVIII

CHAPTE
MID/END
R CHAPTER NAME Q. NO QUESTION TAG
TERM
NO

HRM is process that consists of four functions below


1 Introduction to HRM
Mid term 1
which one is not comes under the process

which is the best way to achieve the long term and


1 Introduction to HRM
Mid term 2 short term goals of an organization, in dynamic and
competitive environment .

Under the following which is the easy method to


storage and access of information, regarding
1 Introduction to HRM
Mid term 3
employees their job's Qualification,
compeetencies,compensaton and training need.

Under the following which is the easy method to


storage and access of information, regarding
1 Introduction to HRM
Mid term 4
employees their job's Qualification,
compeetencies,compensaton and training need.

Organizati
onal The organization is effected by the changes,
2 Mid term 5
structure depends on the -----------------
and HRM

Human
Under the following what ensures that the right
3 Resource Mid term 6
resources available in the organization.
Planning

Human
The process of Human Resource Planning starts
3 Resource Mid term 7
with what objective under the following.
Planning
Human In what level HR. takes into consideration the
3 Resource Mid term 8 changing market situation strategic plans of the
Planning organization.

Human
___________ Activities are planned by Operational
3 Resource Mid term 9
Level Planning.
Planning

Job
Analysis Which of the following gives clarity regarding the
4 Mid term 10
And current human resource situation of an organization.
Design

Job
Which plays the Key role in designing and managing
Analysis
4 Mid term 11 the performance appraisal system in an
And
organization.
Design

Under the following which Method gives the


Job
4 Analysis And Design
Mid term 12
information regarding Motion - Time Studies..

Job
Analysis under the following which Includes the study of
4 Mid term 13
And employees height, Competency, weight,vision,abilty.
Design

Identify the right Steps involved in the Process of


Recruitment.1) Identify the HR Requirement 2)
5 Recruitment Mid term 14 Choose the method 3)Human Resource planning
4)Evaluation the Program 5) Select and hire the
candidate.

If the Employee recommend their Friends or


5 Recruitment Mid term 15 Acquaintances for vacant position is the
organization, such sources is known as----------------

Which is the Best Source to get candidate in bulk


5 Recruitment Mid term 16
form different areas.
Which is the Best Source to get candidate in bulk
5 Recruitment Mid term 16
form different areas.

The aim of an effective recruitment program is to


5 Recruitment Mid term 17
attract----------------

The process of choosing the most suitable candidate


6 Selection Mid term 18 for a job among the available application is known
as.

Under the following which type of interview faced by


6 Selection Mid term 19 the candidate if the interviewer asked the selected
questions based on the application.

There are five Elements in a selections process


Identify the correct sequence form the following.1)job
6 Selection Mid term 20
design 2)job specification 3)competency modeling
4)organizational objective 5)selection

under the following which type of interview test, the


6 Selection Mid term 21 ability of the candidate when he/she under the
Burden

Once the candidate accepts the offer letter is known


6 Selection Mid term 22
as….

which of the following gives the basic attitudinal


7 Career planning
End/term 23 characteristics that guide people throughout their
carrier

Occupation and career with little attrition to career


7 Career planning
End/term 25 planning and then felling disengaged is known
as-----------------------
Occupation and career with little attrition to career
7 Career planning
End/term 25 planning and then felling disengaged is known
as-----------------------

Which of the following in the CORRECT sequence


process of career planning.1)Organizational assent
7 Career planning
End/term 26
and opportunity.2)Individual Assessment and need
Analysis.3)Need-opportunity.4)Career counseling

following the below form were employee will be


information for his supervisor, along with the HR
7 Career planning
End/term 27
department regarding available opportunites,and his
competencies.

Which of the following is CORRECT sequence of


Performance Appraisal process.
8Performance Appraisal
End/term 28
1)Determination.2)Mesurement.3)Actual process of
4)Communication.5)effective use.

under the following which method of appraisal


required the rater to rate the Employee on factors
8Performance Appraisal
End/term 29
like quantity and quality of work, job
knowledge,dependability, attendance.

which method the following the employees


performance is evaluated by his supervisor, his
8Performance Appraisal
End/term 30
peers, his internal/external suppliers and his
subordinates.

Under the following which method appraiser is


8Performance Appraisal
End/term 31 required to assign ranks to different attributes of the
employee.

Employee
Training
and
Following the which method case study has been
9 Managem End/term 32
discusses, for the management development.
ent
Developm
ent
Employee
Training
and Participants enact roles to solve problems that are
9 Managem End/term 33 common in real life situation such method is know as
ent ------------------
Developm
ent
Employee
Training
and
below the methods, Coaching comes under which
9 Managem End/term 34
method?
ent
Developm
ent
Employee
Training Identify the CORRECT sequence of steps in the
and Evaluation of Training.1) Setting Evaluation Criteria.
9 Managem End/term 35 2) Assessing the knowledge prior to
ent training.3)Assessing knowledge after
Developm Training..4)Transfer to the Job.5)follow-up studies.
ent
Employee
Training
and In which of the following method of training takes
9 Managem End/term 36 place in a real Environment where the Trainee is
ent exposed to an actual work situation.
Developm
ent

Identify the CORRECT sequence of process of Job


Compens
Evaluation.1) Preparation of a Job Evaluation
ation
10 End/term 37 Plan.2) Job Analysis. 3) Job Description and Job
Managem
specification. 4)Selection and job dimensions.5)
ent
implementation.6)Maintenance.

Compens
ation Which of the following factors not comes under the
10 End/term 38
Managem Point Rating Method.
ent

Compens
ation Why incentives and Bonus has to give to the
10 End/term 39
Managem employee?
ent

Compens
ation which Wage is fixed by the government and
10 End/term 40
Managem enforced by the Law.
ent

Compens Under the following which system compensating


ation employees in fair manner and maintaining the
10 End/term 41
Managem principle of equity and matching employee
ent expectancy, is known as--------------------

Which of the following procedure of an organization


11Grievance Handling
End/term 42
enables employee to air their dissatisfaction.
Which of the following procedure of an organization
11Grievance Handling
End/term 42
enables employee to air their dissatisfaction.

11Grievance Handling
End/term 43 Which is the first Steps for Grievance redress .

Under the following in which method a outside party


11Grievance Handling
End/term 44 interfere and helps the both the parties and reach
the conciliation.

under which circumstances Complaint become a


11Grievance Handling
End/term 45
Grievance.

When a grievance, not resolved immediately can


11Grievance Handling
End/term 46 hamper the work process in the organization which
leads to ----------------

How to manage the sensitive problems that is


12 Disciplinary Action
End/term 47
related to in disciple at the work place.

Under the following which type of Discipline faced by


12 Disciplinary Action
End/term 48 the employee to follow the rules and regulations of
the organization, by inducing fear in them.

12 Disciplinary Action
End/term 49 Disciplinary procedure starts with which action.

Under the following which is the effective way to


12 Disciplinary Action
End/term 50 approach in the disciplinary process. Which
suggests the Administering Discipline.
Under the following which is the effective way to
12 Disciplinary Action
End/term 50 approach in the disciplinary process. Which
suggests the Administering Discipline.

Employee
Relations under the following which style, workers were paid
13 and End/term 51 low wages in spite of working for unduly long hours
Collective and were restlessly.
Bargaining

Employee
-------------------- is the Managerial tool that
Relations
faculties an amicable and mutually acceptable
13 and End/term 52
agreement between the management and the
Collective
employees.
Bargaining

Employee
Relations
13 and End/term 53 ---------------- feature of the Collective Bargaining.
Collective
Bargaining

Organizati
onal When Manager can Act ,exert influence and make
2 Mid Term 54
structure decisions in caring out their responsibility.
and HR.

Organizati
onal
2 Mid Term 55 HR Plays which Sub-system role in a urination.
structure
and HR.

Under the following Which method Evaluating the


6 Selection Mid Term 56 application forms, goes through certain points are
assigned to each item in the application form.

Job
Under the following Which method Evaluating the
Analysis
4 Mid Term 57 application forms, goes through certain points are
and
assigned to each item in the application form.
Design

Job information regarding the Employee like, Education,


Analysis experience, trining ,judgement,initiative,physical
4 Mid Term 58
and efforts, physical skills, communiation skills cover
Design under the which concept.
match the following

1) HR M a) Job identification
2) HRP b) Employee,information
3) Job analysis c) The process of right job to
right candidate
4) Job Discription d) Dealing with the people
5) Job specification e) determining &Recording
CQ`S BATCH NO XXVIII

OPTIONS MARKS RIGOUR KEY

1) Acquiring
2)developing
3)command and control 1 c 3
4)motivation
5) retaining

1)finance Strategy
2)Marketing strategy
3)SHAM 1 c 3
4) Technical Strategy
5)Training and development

1) Human Resource internal system


2) HR Information System
3)Human resource planning1 c 2
4) HR infrastructure system
5) HR Journal

1) Human Resource internal system


2) HR Information System
3)Human resource planning1 c 2
4) HR infrastructure system
5) HR Journal

1) Management
2) Planning
3) Technology 1 b 4
4) Organization Structure
5) Governmental rules

1) Turnover
2) Rules and regulations
3) Organizational Objectives1 b 4
4) Human Resource Planning
5) Optimize Staffing

1) Retailing Employee
2) Training the Employee
3) Developing the Employee1 b 4
4) Organizational Objective
5)Career of the Employee
1) intermediate-level
2) Operational Level
3) Corporate- Level 1 c 3
4) Bottom-Level
5) Supervise - Level

1) Performance Appraisal
2) Welfare matters
3) Training & Development 1 c 3
4) Technical Adoptions
5) Marketing Strategy

1) HR internal System
2) HR External System
3) HR Inventory 1 c 3
4) HR Planning
5) HR Policies

1) Job Specification
2) Job Design
3) Job Analysis 1 c 3
4) Job Description
5) Job Evaluation

1) Questionnaires Method
2) Observation Study
3) Diary Method 1 c 2
4) Technical Method
5) Penal method

1) Social Specification
2) Behavioral Specification
3) Job Specification 1 c 4
4) Physical Specification
5) Mental Ability

1) 1.3.4.5.2
2) 3.1.2.5.4
3) 1.2.3.4.5. 2 b 2
4) 3.2.4.5.1.
5) 5.3.2.1.4.

1) Employment agencies
2) Educational Institutions
3) Interested applicant 2 c 4
4) Employee referrals
5) Company Source

1) Employment agencies
2) Educational Institutions
1 c 4
3) Interested applicant 1 c 4
4)Advertisement
5_Employee referrals

1) Company development
2) provide a good job
3) Best candidates 1 c 3
4) To give Good Training
5) To give good Package

1) Recruitment
2) Selection
3) placement 1 b 2
4) Interview
5)Hiring

1) In-depth Interview
2) Primary interview
3) Selection Interview 1 b 4
4) Formal Interview
5) Penal Interview

1)2.3.4.1.2.
2) 4.1.2.4.5
3)1.2.3.5.4 1 b 4
4) 2..3.1.45
5) 54.2.1.3.

1) Group interview
2) In-depth interview
3) Decision making interview1 c 4
4) Stress interview
5) HR interview

1) job
2) placement
3) Selection 1 c 4
4) Interview
5) Decision

1) Career path
2) career planning
3) Career Anchors 1 b 3
4) Career goals
5) Career development

1) Career counseling
2) career program
3) career need 1 c 4
4) career drift
1 c 4

5) career analysis

1) 1.2.3.4.
2) 2.1.3.4.
3) 3.2.1.4. 1 c 4
4) 4.1.3.2.
5) 1.3.2.4.

1) supervisor
2) HR Manager
3)Career counseling 1 c 3
4) Co-workers
5) trainers

1) 2.3.4.1.5.
2) 1.2.3.4.5.
3) 5.4.3.2.1 1 c 2
4) 3.2.1.4..5
5) 3.4.2.1.5.

1) Critical incident method


2) Graphic rating method
3) Forced choice rating method
1 b 2
4) Ranking method
5) point allocation method

1) 360`degree performance appraisal


2) team appraisal
3) checklist 1 b 2
4) Easy appraisal
5) Balanced scorecard

1) Ranking method.
2) forced choice rating method.
3) point allocation method. 1 b 2
4) critical Incident method.
5) graphic rating method.

1) Multiple exercises
2) Simulation exercises
3) Sensitivity Training. 1 b 2
4) Transactional Analysis.
5) Lectures.

1) Incident method.
2) Role Playing.
3) Business games. 1 b 2
4) In-Basket Method.
5) Multiple Management.
1) Under Study Method.
2) Training Method.
3) On-The-Job Method. 1 b 3
4) Of-The-Job Method.
5) Lecture method.

1) 2.3.4.1.5.
2) 1.2.3.4.5.
3) 3.4.5.1.2. 2 b 2
4) 5.1.2.3.4.
5) 4.3.2.1.5.

1) Off-The-Job Training.
2) Skill-based Training.
3) Ability-based Training. 1 c 4
4) On-the-Job Training.
5) Interaction Training.

1) 2.3.4.1.5.6.
2)1.2.3.4.5.6.
3)3.2.4.1.5.6. 2 b 2
4) 1.6.5.4.3.2.
5)3.2.1.4.6.5.

1) Compensable Factors.
2) Determine the sub-factors.
3) Profile statement. 1 b 4
4) Relative Ranking.
5) Preparation of a Chart

1) Attracting Talented Resources


2) Maintain Equity
3) To recognition of his/her performance
1 c 4
4) Job evaluation
5) To full fill Employee needs

1) Living Wage.
2) Fair Wage.
3) Basic Wage. 1 b 4
4) Minimum Wage.
5) Work Wage.

1) HR Administration
2) Finance Administration
3) Basic Wage. 1 b 4
4) Compensation Administration.
5) Bonus

1) Displanary Actions
2) Collective Bargaining
1 c 3
3) Grievance Redress 1 c 3
4) Labor Court
5) Labor Commissioner

1) Approaching Head of the Department


2) Approaching Union
3) Approaching Supervisor Verbally
1 b 3
4) Approaching Arbitration.
5) Approaching Grievance Committee.

1) Arbitration.
2) Mediation.
3) Compromising. 1 b 2
4) Settlement.
5) Win-Lose.

1) Once Employee is not happy


2) once employee not paid the Salary
3) Once Employee meet union 1 c 4
4)Once it brought to the notice of the management
5) Once discussed by other workers.

1) Complaint
2) Labor case
3) Conflict 2 b 3
4) Retrenchment.
5) Dissatisfaction

1) Through Punishment.
2) Through Rigid rules and procedures.
3) Through Disciplinary Action
1 c 3
4)Through Penalties.
5) Through cutting the Pays.

1) Preventive Discipline
2) Through Rigid rules and procedures.
3) Punitive Discipline. 1 b 3
4)Late intervention.
5) Negative Feedback.

1) Considering Explanations
2) Charge Sheet
3) Issuing the Notice. 1 c 2
4) Enquirer
5) full-fledged Enquirer

1) Punitive Discipline.
2) Preventive Discipline
3) Burning rules 2 b 4
4) Red-Hot-Stove
2 b 4

5) Rigid rules and procedures.

1) Collective Style
2) Participate Style
3) Exploitative style 2 b 3
4) Benevolent Style
5) Consultative style

1) Disciplinary Actions
2) Employment Law
3) Employee relation 2 b 3
4) Collective Bargaining
5) Labor Law

1) Science & Economics


2) Social & Science
3) Discipline & Science 2 b 5
4) Employee & Science
5) Art & Science

1) Responsibility
2) Authority
3) Accountability 1 b 2
4) Decision making
5) Adaptability.

1) Back Role
2) Center Role
3) Bottom Role 1 b 2
4) Upper role
5) Professional role

1) Clinical Method
2) Weighted Method
3) Legality Method 1 b 2
4) General Method
5) Validity Method

1) Clinical Method
2) Weighted Method
3) Legality Method 1 b 2
4) General Method
5) Validity Method

1) Job Description
2) Job Evaluation
3) Job Analysis 1 b 4
4) Job specification
5)Job Design