Human Resource Management
Some Important Questions and Answers for Final Examination
Human Resource Management
Section A: Objective Type
Part One:
Multiple choices:
1. It is cultural attitude marked by the tendency by the tendency to regard one’s own culture
as superior to others.
a. Geocentrism
b. Polycentrism
c. Ethnocentrism
d. Egocentrism
Answer: c (Ethnocentrism)
2. It is systemic study of job requirements & those factors that influence the performance of
those job requirements.
a. Job analysis
b. Job rotation
c. Job circulation
d. Job description
Answer: a (Job Analysis)
3. This Act provides an assistance for minimum statutory wages for scheduled employment
a. Payment of Wages Act, 1936
b. Minimum Wages Act, 1948
c. Factories Act, 1948
d. Payment of Gratuity Act, 1972
Answer: b (Minimum Wages Act, 1948)
4. ___________ is the actual posting of an employee to a specific job.
a. Induction
b. Placement
c. Attrition
d. None
Answer: b (Placement)
,5. Broadening an individual’s knowledge, skill & abilities for future responsibilities is
known as :
a. Training
b. Development
c. Education
d. Mentoring
Answer: a (Training)
6. Change that is designed and implement in an orderly and timely fashion in anticipation of
future events.
a. Planned Change
b. Technology Change
c. Structural Change
d. None
Answer: a (Planned Change)
7. It is a process for setting goals and monitoring progress towards achieving those goals :
a. Performance Appraisal
b. Performance Gap
c. Performance Factor
d. Performance Management System
Answer: d (Performance Management System)
8. A method which requires the rates to provide a subjective performance evaluation along
scale from low to high .
a. Assessment Centre
b. Checklist
c. Rating Scale
d. Monitoring
Answer: c (Rating Scale)
9. It is the sum of knowledge, skill, attitudes, commitment, values and the liking of the
people in an organization.
a. Human Resources
b. Personal Management
c. Human Resource Management
d. Productivity
Answer: a (Human Resources)
,10. A learning exercise representing a real- life situation where trainees compete with each
other to achieve specific objectives.
a. Executive Development
b. Management Game
c. Programmed Learning
d. Understudy
Answer: b (Management Game)
Part Two:
Short Notes type Questions:
1. Explain the importance of Career Planning in industry.
Answer
Introduction
Career planning involves efforts on the part of the organizations to provide avenues for
growth to its employees. Certainly this growth should be accompanied by development. The
other side of the coin is the role of employees in career planning. It involves effort on the part
of employees to clearly think through and decided areas in which they would like to make a
career for themselves.
When employees have assessed their career needs and have become aware of organizational
career opportunities, the problem is one of alignment. The crucial role has to be played by
HRD in ensuring this alignment to build up morale in the organization. A systematic choice
of development techniques like training, special assignment, counseling and rotational
assignments should be made to ensure this alignment.
Employees at Uncertain Stage
Employees are often uncertain as to the type of work that would suit them best. There are a
number of evaluation instruments available to determine basic aptitudes. Human Resource
Development Managers should be able to guide employees by administering these
instruments on them. Employees should also find out whether they are loners or socially
active. These exercises with some assistance from HRD Managers should help in career need
assessment.
Employees at Certain Stage
At certain stage the upward mobility stops for many employees. This is inescapable in view
of pyramid organizations structure. This phenomenon is called plateauing. It takes place
around the age f 40. Some suggested measures to deal with such employees are:
, Mentors should be assigned measures to deal with such employees. Depending on the
maturity of such mentors, good results can be achieved in assuaging the hurt feelings
of plateau employees
Additional career ladders could be established to retain some valuable resource.
Giving them importance by assigning them to some important task force or
committee.
Assisting them to choose a new career. Some organizations assist their plateau
executives to start their own business.
Career path models:
This organization has developed career paths models for the major discipline
Sales
Technical services
Operations
Engineering
Aviation
LPG
Finance
Personnel
Career path models have not been drawn for the disciplines like materials, public relations,
training, etc. career path models have been evolved to provide direction to career progression
of officers. It forms the basis for placement, transfer, rotation etc. so that the officers are
prepared for higher responsibilities progressively and the experience they gain becomes
cumulative rather than respective. The most distinguishing feature of these career path model
are the stress on jib rotation and testing the incumbent in a different environment to enhance
his coping capability before giving him a higher position in the hierarchy.
2. Write the features of HRM.
Answer
Introduction
The human resources of an organization consist of all people who perform its activities.
Human resource management (HRM) is concerned with the personnel policies and
managerial practices and systems that influence the workforce. In broader terms, all decisions
that affect the workforce of the organization concern the HRM function.
Some Important Questions and Answers for Final Examination
Human Resource Management
Section A: Objective Type
Part One:
Multiple choices:
1. It is cultural attitude marked by the tendency by the tendency to regard one’s own culture
as superior to others.
a. Geocentrism
b. Polycentrism
c. Ethnocentrism
d. Egocentrism
Answer: c (Ethnocentrism)
2. It is systemic study of job requirements & those factors that influence the performance of
those job requirements.
a. Job analysis
b. Job rotation
c. Job circulation
d. Job description
Answer: a (Job Analysis)
3. This Act provides an assistance for minimum statutory wages for scheduled employment
a. Payment of Wages Act, 1936
b. Minimum Wages Act, 1948
c. Factories Act, 1948
d. Payment of Gratuity Act, 1972
Answer: b (Minimum Wages Act, 1948)
4. ___________ is the actual posting of an employee to a specific job.
a. Induction
b. Placement
c. Attrition
d. None
Answer: b (Placement)
,5. Broadening an individual’s knowledge, skill & abilities for future responsibilities is
known as :
a. Training
b. Development
c. Education
d. Mentoring
Answer: a (Training)
6. Change that is designed and implement in an orderly and timely fashion in anticipation of
future events.
a. Planned Change
b. Technology Change
c. Structural Change
d. None
Answer: a (Planned Change)
7. It is a process for setting goals and monitoring progress towards achieving those goals :
a. Performance Appraisal
b. Performance Gap
c. Performance Factor
d. Performance Management System
Answer: d (Performance Management System)
8. A method which requires the rates to provide a subjective performance evaluation along
scale from low to high .
a. Assessment Centre
b. Checklist
c. Rating Scale
d. Monitoring
Answer: c (Rating Scale)
9. It is the sum of knowledge, skill, attitudes, commitment, values and the liking of the
people in an organization.
a. Human Resources
b. Personal Management
c. Human Resource Management
d. Productivity
Answer: a (Human Resources)
,10. A learning exercise representing a real- life situation where trainees compete with each
other to achieve specific objectives.
a. Executive Development
b. Management Game
c. Programmed Learning
d. Understudy
Answer: b (Management Game)
Part Two:
Short Notes type Questions:
1. Explain the importance of Career Planning in industry.
Answer
Introduction
Career planning involves efforts on the part of the organizations to provide avenues for
growth to its employees. Certainly this growth should be accompanied by development. The
other side of the coin is the role of employees in career planning. It involves effort on the part
of employees to clearly think through and decided areas in which they would like to make a
career for themselves.
When employees have assessed their career needs and have become aware of organizational
career opportunities, the problem is one of alignment. The crucial role has to be played by
HRD in ensuring this alignment to build up morale in the organization. A systematic choice
of development techniques like training, special assignment, counseling and rotational
assignments should be made to ensure this alignment.
Employees at Uncertain Stage
Employees are often uncertain as to the type of work that would suit them best. There are a
number of evaluation instruments available to determine basic aptitudes. Human Resource
Development Managers should be able to guide employees by administering these
instruments on them. Employees should also find out whether they are loners or socially
active. These exercises with some assistance from HRD Managers should help in career need
assessment.
Employees at Certain Stage
At certain stage the upward mobility stops for many employees. This is inescapable in view
of pyramid organizations structure. This phenomenon is called plateauing. It takes place
around the age f 40. Some suggested measures to deal with such employees are:
, Mentors should be assigned measures to deal with such employees. Depending on the
maturity of such mentors, good results can be achieved in assuaging the hurt feelings
of plateau employees
Additional career ladders could be established to retain some valuable resource.
Giving them importance by assigning them to some important task force or
committee.
Assisting them to choose a new career. Some organizations assist their plateau
executives to start their own business.
Career path models:
This organization has developed career paths models for the major discipline
Sales
Technical services
Operations
Engineering
Aviation
LPG
Finance
Personnel
Career path models have not been drawn for the disciplines like materials, public relations,
training, etc. career path models have been evolved to provide direction to career progression
of officers. It forms the basis for placement, transfer, rotation etc. so that the officers are
prepared for higher responsibilities progressively and the experience they gain becomes
cumulative rather than respective. The most distinguishing feature of these career path model
are the stress on jib rotation and testing the incumbent in a different environment to enhance
his coping capability before giving him a higher position in the hierarchy.
2. Write the features of HRM.
Answer
Introduction
The human resources of an organization consist of all people who perform its activities.
Human resource management (HRM) is concerned with the personnel policies and
managerial practices and systems that influence the workforce. In broader terms, all decisions
that affect the workforce of the organization concern the HRM function.
