Q.1) Which one of the following statements is not true in the case of human resource management?
a. It performs developmental function
b. Employees are motivated by salary
c. It is proactive in nature
d. It consist of various sub-systems
Answer: ( )
Explanation:
Q.2) Match the items given in List-I with List-II and choose the correct option.
| List I | List II | ||
| A | Personnel replacement chart | 1 | A chart prepared for each position in a company to show possible replacement candidates and their qualifications |
| B | Job posting | 2 | The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance |
| C | Succession planning | 3 | Company records showing present performance and promotability of inside candidates for the most important positions |
| D | Position replacement chart | 4 | Publicizing an open job to employees and listing its attributes, like qualifications, supervisor, working, schedule etc. |
| A | B | C | D | |
| a | 2 | 1 | 3 | 4 |
| b | 3 | 1 | 4 | 2 |
| c | 4 | 2 | 1 | 3 |
| d | 3 | 4 | 2 | 1 |
Answer: (d)
Explanation:
Replacement chart is the tool used to determine the current and future need of promotion of employee, motivation of employee through training, improvement of employee and replacement of employee if they are not fulfilling the job requirements in terms of their performance. The employees who have potential but due to some difficulties their performance may be reduced. Such employees can be motivated through training. Replacement chart indicate such employees. Option 3 is belongs to replacement chart.
Job posting act like job description except job posting is external document used to attract the suitable candidates. It describes each and every aspects of job and company to attract external candidates.
Succession planning is the broad concept of HRM which involve identification of job or positions along with the capabilities and potential required for better performance. It develops the workforce to fulfil any required positions in future.
Q.2) Assertion (A): The more differentiated the HR environment, the more uncertain it shall be.
Reason (R): Organizations are dependent in an environment where human resources are not widely available.
Codes
- Both A and R are correct
- A is correct and R is the right explanation of A
- A is correct, but R is not the right explanation of A
- Both A and B are incorrect
Answer: (C)
Explanation: Work-force management and job based management utilized in HR differentiation. HR differentiation may employ different processes to accomplish different tasks due to which uncertainty may be increased. Work-force management include management of factors related to employees such as required number of employees, requirements of trainings, replacement, promotion, job rotation etc. And in case of job based management job analysis and description done in order to accomplish the targets.
Reason is irritant to the assertion A which tends to make option c is right answer.
Q.3) which one of the following training method/s is not a managerial ‘on-the-job training method”?
a. Coaching
b. Action Learning
c. job rotation
d. Management games
Answer: (d)
Explanation: the statement ‘on-the-job training method’ itself explains what it is. It concern with the methods while job is on and management games are not concerned with these. So the answer d is correct.
Q.4) _____to deal with employee indiscipline provides the offender every opportunity to state his side of the case
a. Punitive approach
b. HRD approach
c. Humanistic approach
d. Judicial approach
Answer: (d)
Explanation:
Judicial approach of HRM mostly evidence oriented. Evidence considered as important factor while implementing HRM practices. Most important concept of judicial approach is law of natural justice is followed in judicial approach which provides an opportunity to the offender to state of defend his/her side of the case.
Punitive approach concerned with punishment given in case of indiscipline at work.
HRD and Humanistic approach are different than judicial approach so the answer which mostly concerned with question is d. judicial approach.
Q.5) Which one of the following is a disadvantage of critical incident method as a tool of performance appraisal?
a. difficult to rate or rank employees relative to one another
b. Time consuming
c. Can cause disagreements among employees and may be unfair if all employees are, in fact, excellent
d. employee’s appraisal results depend on employer’s choice of cut-off points
Answer:(a)
Explanation:
Critical incidence method is concerned with the determination of essential behavior or approach of employees during critical incident. This method enables the company to make successful in solving the problem of that incident. Time consuming and employees’ disagreements are not concerned with critical incident. It can be observed that the rating and rank of employees with comparison with other employees in critical incidence is difficult to judge. Thus the answer of the above question is option (a).