HRM PDF

Preview

Summary

Download HRM PDF

Description

1. The meaning of the acronym HRM is A.

Human Relations Management

B.

Humanistic Resource Management

C.

Human Resource Management

D.

Human Resourceful Management

Answer: Option C Solution: The meaning of the acronym HRM is Human Resource Management. Human resource management (HRM) is the practice of recruiting, hiring, deploying and managing an organization's employees. HRM is really employee management with an emphasis on those employees as assets of the business.

2. HRM is___________ A.

A staff functions

B.

A line function

C.

A staff function, line function and accounting function

D.

All of the above

Answer: Option A Solution: HRM is a staff functions. A "staff function" supports the organization with specialized advisory and support functions. For example, human resources, accounting, public relations and the legal department are generally considered to be staff functions.

3. Finding ways to reduce ________ is a key responsibility of management. A.

Dissatisfaction

B.

Uncertainty

C.

Stress

D.

None of the above

Answer: Option B Solution: Finding ways to reduce uncertainty is a key responsibility of management. The primary role of a manager is to ensure the daily functioning of a department or group of employees.

Answer & Solution Discuss in Board Save for Later

4. The ________ and control systems should be altered to support the strategic human resource function. A.

Appointment

B.

Reward

C.

Job allotment

D.

None of the above

Answer: Option B Solution: The reward and control systems should be altered to support the strategic human resource function. Strategic human resource management is the practice of attracting, developing, rewarding, and retaining employees for the benefit of both the employees as individuals and the organization as a whole.

Answer & Solution Discuss in Board Save for Later

5. All aspects of the merger need ________. A.

Controlling

B.

Delegating

C.

Staffing

D.

Managing

Answer: Option D Solution: All aspects of the merger need managing. A merger is a corporate strategy of combining different companies into a single company in order to enhance the financial and operational strengths of both organizations.

6. Commitment strategy is inherently ________. A.

Short term

B.

Long term

C.

Continuous

D.

None of the above

Answer: Option B Solution: Commitment strategy is inherently long term. An employee commitment strategy is a promise, a sort of mission statement where your business leaders also commit to the employee population. Like many other things, commitment is a two-way street.

Answer & Solution Discuss in Board Save for Later

7. HR professionals has to be skilled in the art of ________. A.

Clarifying

B.

Handling people

C.

Both (A) and (B)

D.

None of the above

Answer: Option A Solution: HR professionals has to be skilled in the art of clarifying. The HR professional has to be skilled in the art of clarifying those fuzzy visions and providing feedback to top managers and others.

Answer & Solution Discuss in Board Save for Later

8. ________ of management is likely to be another key agenda item.

A.

Performance

B.

Quality

C.

Expansion

D.

Decision

Answer: Option B Solution: Quality of management is likely to be another key agenda item. Quality management is the act of overseeing all activities and tasks needed to maintain a desired level of excellence. This includes the determination of a quality policy, creating and implementing quality planning and assurance, and quality control and quality improvement.

Answer & Solution Discuss in Board Save for Later

9. Strategic thinking is a ________ process. A.

Short term

B.

Long term

C.

Continuous

D.

All of the above

Answer: Option C Solution: Strategic thinking is a continuous process. Strategic thinking is an ability to plan for the future. It's the capacity to prepare strategies and conjure ideas that will both cope with changing environments and consider the various challenges that lie ahead.

Answer & Solution Discuss in Board Save for Later

10. ________ is considered as a strategic activity. A.

Recruitment

B.

Planning

C.

Productivity

D.

All of the above

Answer: Option A Solution: Recruitment is considered as a strategic activity. Recruitment is the process of attracting qualified candidates for a job role and Selection is the process of identifying and selecting the right candidate for that job. Recruitment is not only an operational activity but a key strategic activity for the business.

11. Competitive edge comes from the ________ of people. A.

Competency

B.

Efforts

C.

Quality

D.

Hard work

Answer: Option C Solution: Competitive edge comes from the quality of people. Competitive advantage means positioning your company ahead of other companies in order to achieve superiority in quality, low cost, value or innovation.

Answer & Solution Discuss in Board Save for Later

12. The business side of the process begins with the strategic _____ as the guiding framework. A.

HR

B.

Plan

C.

Policy

D.

None of the above

Answer: Option B Solution: The business side of the process begins with the strategic plan as the guiding framework. Strategic planning is an organizational management activity that is used to set priorities, focus energy and resources, strengthen operations, ensure that employees and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organization’s direction in response to a changing environment.

Answer & Solution Discuss in Board Save for Later

13. Individual level where people are usually motivated to close the gap between their current and desired ______. A.

Capabilities

B.

Skills

C.

Expectations

D.

Performance

Answer: Option A Solution: Individual level where people are usually motivated to close the gap between their current and desired capabilities. The individual level is directly connected to the interpersonal level as the process of socialisation occurs from when we were born from people around us. The individual level is considered to be the strongest level in determining whether an individual participates in sport.

Answer & Solution Discuss in Board Save for Later

14. HR professional should apply risk management techniques to the different aspects of ________. A.

HR Strategies

B.

HR Competencies

C.

Both (A) and (B)

D.

None of the above

Answer: Option A Solution: HR professional should apply risk management techniques to the different aspects of HR Strategies. The HR strategy is based on the organizational strategy. The HR strategy touches on all the key areas in HR. These include recruitment, learning & development, performance appraisal, compensation, and succession planning.

Answer & Solution Discuss in Board Save for Later

15. Developing characteristics of people needed to run business in ________ . A.

Short term

B.

Medium term

C.

Long term

D.

Any of the above

Answer: Option C Solution: Developing characteristics of people needed to run business in long term. The long run is defined as the time horizon needed for a producer to have flexibility over all relevant production decisions.

16. ________ issues tend to be well disguised. A.

Political

B.

Territorial

C.

Social

D.

Economical

Answer: Option B Solution: Territorial issues tend to be well disguised. Sales operations adjust territories at least annually and usually include input from first line managers, who bring local knowledge to the table. When making adjustments to territories, they consider workload, relationships, and even sales rep characteristics such as tenure and experience.

Answer & Solution Discuss in Board Save for Later

17. ________ suggests Human Resource Strategy in itself may not be effective. A.

Peter Drucker

B.

Tony Groundy

C.

John Zimmerman

D.

Anonymous

Answer: Option B Solution: Tony Groundy suggests Human Resource Strategy in itself may not be effective. HR Strategy (Human Resource Strategy) is a designation for a long-term plan created to achieve objectives in the field of human resource and human capital management and development in the organization. Human Resource strategy is one of the outputs of strategic management in the field of human resources management.

Answer & Solution Discuss in Board Save for Later

18. Pettigrew & Whipp identified ________ central factors for managing change successfully. A.

Three

B.

Four

C.

Five

D.

Six

Answer: Option C Solution: Pettigrew & Whipp identified five central factors for managing change successfully. The five factors are "environmental assessment," "leading change," "linking strategic and operational change," "human resources as assets and liabili- ties," and "coherence." It refers to a process pattern that is shared among higher- performing firms.

Answer & Solution Discuss in Board Save for Later

19. ________ executives take a full part in the strategic planning process. A.

Training & Development

B.

Human Resource

C.

Quality Control

D.

Production

Answer: Option A Solution: Training & Development executives take a full part in the strategic planning process. Strategic plans help identify what an organization is striving to achieve and maps out the necessary steps needed to be successful.

Answer & Solution Discuss in Board Save for Later

20. ________ aims to put a financial measure on an organisation's intellectual capital. A.

Knowledge exchange

B.

The consortium

C.

Financial planning

D.

None of the above

Answer: Option A Solution: Knowledge exchange aims to put a financial measure on an organisation's intellectual capital. Information and knowledge can be defined as today's thermonuclear weapons. Knowledge is stronger and more valu- able than the natural sources, huge factories or swollen bank accounts. Organizations perform by using three types of capital: Physical Capital, Financial Capital and Intellectual Capital.

21. _______ is defined as the record of outcomes produced on a specific job function or activity during a specific time period. A.

Performance

B.

Work function

C.

Evaluation

D.

None of the above

Answer: Option A Solution: Performance is defined as the record of outcomes produced on a specific job function or activity during a specific time period. The evaluation of employee‟ s performance reveals the contribution of an individual in the organization‟s objectives.

Answer & Solution Discuss in Board Save for Later

22. ______ is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively. A.

Job evaluation

B.

Work evaluation

C.

Performance evaluation

D.

None of the above

Answer: Option C Solution: Performance evaluation is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively. Performance Evaluation is defined as a formal and productive procedure to measure an employee's work and results based on their job responsibilities.

Answer & Solution Discuss in Board Save for Later

23. A/AN ______ is a plan or programmes to motivate individual or group performance. A.

Incentive scheme

B.

Promotion scheme

C.

Reward

D.

None of the above

Answer: Option A Solution: An incentive scheme is a plan or programmes to motivate individual or group performance. Incentive schemes attempt to link at least a portion of pay to job performance to encourage higher productivity. Incentives, as often called, should be aligned with the behaviours that help achieve organizational goals or performance. Incentives are either individual or group (organization wide).

Answer & Solution Discuss in Board Save for Later

24. A/An ______ is a vertical move in rank and responsibility. A.

Increment

B.

Appraisal

C.

Promotion

D.

None of the above

Answer: Option C Solution: A promotion is a vertical move in rank and responsibility. Promotion is the transfer of an employee to a new position which commands higher pay, privileges or status compared with the old. It is a vertical move in rank and responsibility.

Answer & Solution Discuss in Board Save for Later

25. The _________ provides the essential information on which each job is evaluated. A.

Job ranking

B.

Job enrichment

C.

Job description

D.

Job enlargement

Answer: Option C Solution: The job description provides the essential information on which each job is evaluated. Job analysis is a systematic process of collecting all information about the job for preparing of job description and job specification meant to selection of employee, satisfaction in job, and motivation etc.

26. A ______ is a written record of the duties, responsibilities and conditions of the job. A.

Job ranking

B.

Job enrichment

C.

Job description

D.

Job enlargement

Answer: Option C Solution: A job description is a written record of the duties, responsibilities and conditions of the job. Job description is an informative documentation of the scope, duties, tasks, responsibilities and working conditions related to the job listing in the organization through the process of job analysis.

Answer & Solution Discuss in Board Save for Later

27. Section ________ of the Industrial Disputes Act 1947, states that an employer should only retrench employees who have been most recently hired A.

24-F

B.

24-G

C.

25-F

D.

25-G

Answer: Option D Solution: Section 25-G of the Industrial Disputes Act 1947, states that an employer should only retrench employees who have been most recently hired. Where any workman in an industrial establishment who is a citizen of India, is to be retrenched and he belongs to a particular category of workmen in that establishment, in the absence of any agreement between the employer and the workman in this behalf, the employer shall ordinarily retrench the workman who was the last person to be employed in that category, unless for reasons to be recorded the employer retrenches any other workman.

Answer & Solution Discuss in Board Save for Later

28. The ________ programme once installed must be continued on a permanent basis. A.

Job evaluation

B.

Training & Development

C.

Recruitment

D.

All of the above

Answer: Option A Solution: The Training & Development programme once installed must be continued on a permanent basis. Training and Development Plan is basically the plan or schedule which management or higher authorities provide to get effective outcome of work. It helps to create effectivity and thus adds to the growth of the company. Training and development improves skills, personality and performance.

Answer & Solution Discuss in Board Save for Later

29. For closure, every worker is to be compensated with ________ average pay for every year of service completed A.

15 days

B.

20 days

C.

25 days

D.

30 days

Answer: Option A Solution: For closure, every worker is to be compensated with 15 days average pay for every year of service completed. The retrenched employee must be provided with 15 days of average pay for a year of continuous service or any part thereof in excess of six months.

Answer & Solution Discuss in Board Save for Later

30. The whole process of conducting a 360 Degree Feedback process in any Organisation could last about ________.

A.

1.5 to 3 months

B.

3 to 6 months

C.

6 to 9 months

D.

9 to 12 months

Answer: Option A Solution: The whole process of conducting a 360 - Degree Feedback process in any Organisation could last about 1.5 to 3 months. The 360 review differs from an employee appraisal which traditionally provides the employee with the opinion of his or her performance as viewed by their manager....