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PAPER IIHuman Resource Management

Labour WelfareIndustrial Relations

(Sub Code: 55)

Prepared By Manu Melwin Joy

Assistant ProfessorIlahia School of Management Studies

Kerala, India.Phone – 9744551114

Mail – manu_melwinjoy@yahoo.com

Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations.

Contents

1. UGC NET LW/PM/IR June 2016. (Fully solved)2. UGC NET LW/PM/IR December 2015. (Fully solved)3. UGC NET LW/PM/IR June 2015. (Fully solved)4. UGC NET LW/PM/IR December 2014. (Fully solved)5. UGC NET LW/PM/IR June 2014. (Fully solved)6. UGC NET LW/PM/IR December 2013. (Fully solved)7. UGC NET LW/PM/IR June 2013. (Fully solved)8. UGC NET LW/PM/IR December 2012. (Fully solved)9. UGC NET LW/PM/IR June 2012. (Fully solved)

Contents1. UGC NET LW/PM/IR Sample paper 1. (Fully solved)2. UGC NET LW/PM/IR Sample paper 2. (Fully solved)3. UGC NET LW/PM/IR Sample paper 3. (Fully solved)4. UGC NET LW/PM/IR Sample paper 4. (Fully solved)5. UGC NET LW/PM/IR Sample paper 5. (Fully solved)6. UGC NET LW/PM/IR Sample paper 6. (Fully solved)7. UGC NET LW/PM/IR Sample paper 7. (Fully solved)8. UGC NET LW/PM/IR Sample paper 8. (Fully solved)9. UGC NET LW/PM/IR Sample paper 9. (Fully solved)10. UGC NET LW/PM/IR Sample paper 10. (Fully solved)

UGC NET LABOUR WELFARE/PERSONNEL MANAGEMENT/INDUSTRIAL RELATION

June 2016

Option 4

Option 3

Option 1

Option 2

Option 3

Option 2

Option 4

Option 3

Option 4

Option 3

Option 1

Option 4

Option 3

Option 4

Option 1

Option 4

Option 1

Option 3

Madras

• The first of May in 1927 was for the first time celebrated as ‘Labour Day’ at

• (1) Calcutta • (2) Bombay• (3) Madras • (4) Ahmedabad

Muzaffar Ahmad

• Who started the publication of the Bengali Weekly, titled ‘Janawani’ in Calcutta ?

• (1) Shapurji Bengalee • (2) M.N. Roy• (3) Muzaffar Ahmad • (4) Diwan Chamanlal

300 workers

• According to the Second National Commission on Labour, ‘check-off system’ must be made compulsory for members of all registered trade unions in establishments employing :

• (1) 150 workers • (2) 200 workers• (3) 250 workers • (4) 300 workers

Agency shop

• Under which type of Union Security, an employee in the bargaining unit is obliged to pay dues to the union in return for the collective bargaining service which it is rendering to him, although he does not join the union ?

• (1) Preferential union shop• (2) Closed shop• (3) Agency shop • (4) Union shop

Industrial Union

• The Ahmedabad Textile Labour Association is an example of

• (1) Craft Union • (2) Staff Union• (3) Industrial Union • (4) General Union

Wage Board

• Which of the following is a non-statutory adhoc body ?

• (1) Central Implementation and Evaluation Committee

• (2) Central Committee on Labour Research• (3) Committee on Conventions• (4) Wage Board

Option 3

Option 1

Option 2

Social assistance

• Social security provided by a ‘means test’ is called

• (1) Need based assistance • (2) Social assistance• (3) Social assurance • (4) Mutual assistance

Option 1

Option 4

• An employee working in an organisation draws a salary of ` 20,000/- per month. What is the amount of bonus that he shall be paid at the minimum rate of 8.33% under the payment of Bonus Act, 1965 ?

• (1) 20,000 • (2) 8,333• (3) 7,000 • (4) 3,500

Option 4

Option 3

Option 2

Option 1

Option 2

Keynes

• Who among the following viewed unemployment as outcome of the disorganization of economic system ?

• (1) Keynes • (2) Lioneal Edie• (3) Karls Pribram • (4) Fairchild

Option 3

Option 2

Option 3

Option 2

Article 40

• The Directive Principles of state policy, as Contained in the Constitution of India, contains Articles incorporating provisions for Labour Welfare. Which among the following Articles does not contain provisions for Labour Welfare :

• (1) Article 38 • (2) Article 39• (3) Article 40 • (4) Article 41

Option 1

END of Question Paper

December 2015

Option 2

Option 4

Option 2

Option 1

Option 2

Option 3

Option 4

Option 3

Option 4

Option 3

Option 2

Option 4

Option 3

Option 2

Option 1

Option 2

Option 1

Option 3

Option 1

Option 3

Option 2

Option 3

Option 2

Option 3

Option 2

Option 3

Option 4

Option 2

Option 3

Option 4

Option 1

Option 4

Option 2

Option 3

Option 1

Option 2

Option 4

Option 3

December 2014

Frank B. Gilbreth

• Who identified the basic elements of work known as ‘therbligs’ ?

• (A) Henry L. Gantt • (B) Frank B. Gilbreth• (C) F.W. Taylor • (D) All of the above

Elton Mayo

• Who among the following concluded that the factory was a social system and informal groups at work place play a vital role in industrial affairs ?

• (A) Elton Mayo • (B) Henry Fayol• (C) Blake and Mouton • (D) Herzberg

Option A

Option D

Social loafing

• The tendency of people to expend less effort when working collectively than when working individually is called

• (A) Social loafing • (B) Socialising• (C) Adjourning • (D) Social action

Line & staff function

• Personnel Management is essentially a• (A) Matrix function• (B) Line function• (C) Staff function • (D) Line & staff function

B and C

• Which of the following comes under the scope of line and staff relationship ?

• (A) The relationship between works manager and maintenance engineer

• (B) The relationship between works manager and personnel manager

• (C) The relationship between personnel manager and development engineer

• (D) The relationship between the public relation officer and the public

Job description

• The broad statement of the duties and responsibilities of a Job or position is called

• (A) Job description • (B) Job specification• (C) Job analysis • (D) Job evaluation

Staffing

• The function of attracting, acquiring and inducting Human Resources in an organisation is called

• (A) Selection • (B) Recruitment• (C) Staffing • (D) Training and Placement

Industry level

• Wage Boards Fix wages for employees at• (A) Regional level • (B) Plant level• (C) National level • (D) Industry level

Sensitivity Training

• Which of the following is not a Simulation Technique of development ?

• (A) In-basket • (B) Case study• (C) Sensitivity Training • (D) Management Games

(C) iii ii i

• Match the following Expression with the Ego states mentioned against them :

• Expression Ego States• a. Rationality i. Parent• b. Fantasizing ii. Child• c. Demonstrating iii. Adult• Codes :• a b c• (A) i ii iii• (B) ii i iii• (C) iii ii i• (D) i iii ii

Cognitive Dissonance

• Selectivity in responding to information that is in conformity with one’s own feeling, is because of

• (A) Cognitive Dissonance• (B) Perceptual Defence• (C) Filtering• (D) Mis-perception

Sequential interdependence

• When one group’s performance depends on another group’s performance, it may result into inter-group conflict. Such dependence is described as :

• (A) Pooled interdependence • (B) Classical interdependence• (C) Reciprocal interdependence • (D) Sequential interdependence

Self-renewal system

• The act of an organization which ‘re-examines its organizational structures, systems and procedures from time to time, even when the organisation is successful and has no problems necessitating such examination’ is known as :

• (A) Performance Appraisal System • (B) Counteracting system• (C) Self-renewal system • (D) Development system

(C) c d b a

• Match the following theories and the scientists who propounded them :• List – A (Theories) List – B(Scientists)• I. Two Factor Theory a. Adolf Alderfer• II. Achievement Motivation Theory b. Murray• III. Manifest Need Theory c. Frederic Hertzberg• IV. ERG Theory d. David McClelland• Codes :• I II III IV• (A) d c b a• (B) a b c d• (C) c d b a• (D) a d c b

(B) III IV II I V

• Which of the following sequence of group development process is correct ?

• I. Performing II. Norming• III. Forming IV. Storming• V. Adjourning• Codes :• (A) V I II IV III• (B) III IV II I V• (C) III I II V IV• (D) I V III II IV

(C) Both(A) and (R) are true. (R) is not the correct explanation of (A).

• Assertion (A) : The content Theories of Motivation assume a direct relationship between Job Satisfaction and improved performance.

• Reason (R) : Job satisfaction does not necessarily lead to work performance.

• (A) (A) is true, (R) is false.• (B) (A) is false, (R) is true.• (C) Both(A) and (R) are true. (R) is not the correct

explanation of (A).• (D) Both (A) and (R) are false. (R) is the correct explanation

of (A).

Attribution

• When people give ‘Cause and Effect explanation’ to their behaviour, it is called

• (A) Closure • (B) Stereotyping• (C) Attribution • (D) Inference

(B) The ‘self’ which is known to others but not to oneself.

• The term “Blind Spot” in the Johari Window refers to

• (A) The ‘Public self’ which is known to others as well as to oneself.

• (B) The ‘self’ which is known to others but not to oneself.

• (C) The ‘self’ which is neither known to others nor to oneself.

• (D) The motives, feelings, etc. which are known to oneself.

(C) Pluralistic approach

• Which approach to industrial relations aims to combine social stability with adaptability and freedom ?

• (A) Classical approach • (B) Neo-classical approach• (C) Pluralistic approach • (D) Social action approach

(C) It believes that capitalism cannot continue to maintain itself only by lowering the standard of living

of the working class.

• Which of the following statements about the Marxist approach to industrial relations is not correct ?

• (A) It sees industrial conflict as synonymous with political and social conflicts.

• (B) It considers pluralism as a mere illusion.• (C) It believes that capitalism cannot continue to

maintain itself only by lowering the standard of living of the working class.

• (D) It favours transformation of trade unions into revolutionary organisations.

Interest Disputes

• Disputes that arise out of deadlocks in negotiations for a collective agreement are popularly known as

• (A) Grievance Disputes • (B) Interest Disputes• (C) Recognition Disputes • (D) Unfair Labour Practice Disputes

All the above sections.

• In India, strikes in contravention of the provisions of which section(s) of the Industrial Disputes Act, are illegal ?

• (A) Section 22 • (B) Section 23• (C) Section 24 • (D) All the above sections.

Option C

Frank Tannenbaum

• Who emphasised that the trade union movement had emerged as labour’s reaction to the dominance of the machine in modern society ?

• (A) G.D.H. Cole • (B) Selig Perlman• (C) Karl Marx • (D) Frank Tannenbaum

(B) Primary union of general type

• Any Union that caters to all employees working in a variety of industries under one owner located at the same place is categorised as

• (A) Primary union of industrial type• (B) Primary union of general type• (C) Primary union of craft type• (D) Region-cum-industrial level union

(A) c, d, b, e, a

• Arrange the following trade union federations on the basis of their year of emergence from the earliest to the latest :

• (a) CITU (b) UTUC (c) AITUC (d) INTUC• (e) BMS• Codes :• (A) c, d, b, e, a • (B) a, e, b, d, c• (C) d, c, b, e, a • (D) c, b, d, a, e

(C) a, c, d

• Which of the following statements is/are true about trade unionism in India ?

• a. It had moorings in the freedom struggle.• b. It had received patronage from employers.• c. It originated due to workers’ demands.• d. It originated due to imperatives of tripartite representation in

the ILO.• Codes :• (A) Only a • (B) a and b• (C) a, c, d • (D) a, b, d

Sidney and Beatrice Webbs

• The ‘Socialist Manifesto’ for converting capitalist economy into a mixed economy was developed by

• (A) Karl Marx • (B) G.D.H. Cole• (C) William Baveridge • (D) Sidney and Beatrice Webbs

(B) Convention No. 100, 1951

• The enactment of the Equal Remuneration Act, 1976 is associated with which of the following conventions of the ILO ?

• (A) Convention No. 111, 1958 • (B) Convention No. 100, 1951• (C) Convention No. 123, 1975 • (D) Convention No. 118, 1964

Three years

• The valuation of the assets and liabilities of the ESI corporation shall have to be made at an interval of

• (A) Two years • (B) Five years• (C) Four years • (D) Three years

Option C

Option A

(D) 7 days of wages for every season

• Under the provisions of the Payment of Gratuity Act, 1972, employees working in a seasonal establishment and who have not been employed throughout the year, the employers shall be paid gratuity at the rate of

• (A) 10 days of wages for every year • (B) 10 days of wags for every season• (C) 15 days of wages for every year • (D) 7 days of wages for every season

(A) 10 ½ hours

• Under the Factories Act, 1948, the spread over period including rest interval in a day for an adult worker should not normally exceed

• (A) 10 ½ hours • (B) 11 hours• (C) 12 hours • (D) 11 ½ hou

Option C

(B) ` 100

• What is the minimum amount of bonus payable to an adult employee during an accounting year ?

• (A) ` 1000 • (B) ` 100• (C) ` 833 • (D) ` 750

(A) Three percent of wage

• What is the maximum amount of fine that can be imposed on an employee in a wage period under the Payment of Wags Act, 1936 ?

• (A) Three percent of wage • (B) Five percent of wage• (C) Ten percent of wage • (D) Eight percent of wage

(D) Both i and ii

Option D

Option C

Option B

(A) iii iv i ii

• Match the following principles of labour welfare with the relevant themes :• Principle Theme• a. Principle of coordination i. Delegation of authority to the committees• b. Principle of association ii. Avoiding procrastination in welfare work.• c. Principle of responsibility iii. Avoiding piecemeal approach to labour

welfare and adopting a total perspective.• d. Principle of timeliness iv. Eliciting the participation and collaboration

of workers and their representatives.• Codes :• a b c d• (A) iii iv i ii• (B) ii iv i iii• (C) iii ii iv i• (D) iv ii i iii

Option B

(A) iii i iv ii

• Match the following concepts of labour with the relevant theme :• Concept of Labour Theme• a. Commodity concept of Labour i. Labour regarded by the employer largely as

operating organizations in industry.• b. Machinery concept of Labour ii. Labour has right to be consulted in regard to the

terms and conditions under which they are supposed to work.• c. Goodwill concept of Labour iii. Labour is affected by the law of supply and

demand.• d. Citizenship concept of Labour iv. Paternalistic approach towards labour by the

employers.• Codes :• a b c d• (A) iii i iv ii• (B) ii iv iii i• (C) iv iii i ii• (D) i iii ii iv

(D) Monospony in the labour market is less common than monopoly.

• Which of the following is not a feature of labour market ?

• (A) It is essentially local in character.• (B) It is not monopolistic.• (C) It is less mobile compared to commodity and

capital markets.• (D) Monospony in the labour market is less

common than monopoly.

(A) Subsistence Theory

• Which of the following theories of wages is called as the ‘Iron Law of Wages’ ?

• (A) Subsistence Theory • (B) The Standard of Living Theory• (C) The Wage Fund Theory • (D) The Residual Claimant Theory

(D) Labour Market Perfections

• Which of the following is not a factor that creates wage differentials ?

• (A) Differences due to existence of non-competing groups.

• (B) Non-equalizing differences• (C) Differences in Labour Quality• (D) Labour Market Perfections

(A) Consumer Price Index

• On what basis the money wage can be converted into real wages ?

• (A) Consumer Price Index • (B) Wholesale Price Index• (C) Retail Price Index • (D) Money Exchange Rate

June 2014

(C) Decision Theory

• Which of the following is/are not a part of classical approach to management ?

• (A) Scientific Management• (B) Administrative Management• (C) Decision Theory• (D) Bureaucratic Organization

Option A

(C) Flexibilities in management.

• Which of the following is not a barrier to effective planning ?

• (A) Difficulty of accurate premising.• (B) Environmental changes.• (C) Flexibilities in management.• (D) Time and Cost factors.

Option D

• Graicuna’s formula suggests that• (A) the number of subordinates and relations both

increase in arithmetic progression.• (B) the number of subordinates increases in

geometric progression and number of relations increases in arithmetic progression.

• (C) The number of subordinates and relations both increase in geometric progression.

• (D) the number of subordinates increases in arithmetic progression while the number of relations increase in geometric progression.

Option B

• The first step in control process is to• (A) measure actual performance.• (B) establish objectives and standards.• (C) compare results with objectives.• (D) take corrective action.

Option B

• The procedure for determining duties, responsibilities, working conditions and reporting relationships is known as

• (A) Job design• (B) Job description• (C) Job specification• (D) Job evaluation

Option D

• In which of the following systems, minimum wage is guaranteed but beyond a certain efficiency level, bonus is given in addition to minimum day wages ?

• (A) Straight piece rate system• (B) Differential piece rate system• (C) Gantt task and Bonus system• (D) Emerson’s Efficiency system

Option C

• In line and staff organization• (A) lines of authority and instructions are vertical.• (B) unity of command is maintained.• (C) staff specialists advise line managers to

perform their duties.• (D) Staff decides without consulting line

authority.

Option B

• TAT stands for• (A) Thematic Application Test• (B) Thematic Apperception Test• (C) Training Aptitude Test• (D) Thematic Attitude Test

Option C

• Which of the following is not a method of Job Evaluation ?

• (A) Ranking Method• (B) Grading Method• (C) Paired Comparison Method• (D) Point Method

Option C

• Who is the propagator of Human Capital Approach to Human Resource Development ?

• (A) Lim Teck Ghee• (B) Lorraine Corner• (C) T.W. Schultz• (D) F.D. Lawrence

Option D

• Which of the following statements about Human Resource Development is not true ?

• (A) It is an enabling process.• (B) It is a competence building exercise.• (C) It shall be implemented in an incremental

way with geographical, vertical, functional and sophisticating phasing.

• (D) It does not cover the global and country level Human Resource Development practices.

Option B

• Which of the following is not a method of performance appraisal ?

• (A) Forced Distribution Method• (B) Factor Comparison Method• (C) Forced Choice Method• (D) Critical Incident Method

Option A

• Gagne-Briggs Theory of Training is otherwise called as

• (A) Instructional Design Theory• (B) Component Display Theory• (C) Elaboration Theory• (D) KSA Theory

Option D

• Assertion (A) : Quality circles in India was an imported idea from Japan without proper cultural changes in the organizations.

• Reason (R) : The corporate culture assimilating learning, empowerment and participation as equals could not be developed due to absolute mindset of both employers and employees.

• Codes :• (A) Assertion is wrong and Reason does not validate the assertion.• (B) Both Assertion and Reason are wrong.• (C) Assertion is right but Reason does not validate the Assertion.• (D) Both Assertion and Reason are right and the Reason validates

the Assertion.

Option C

• The aspect of management that is concerned with the individuals, their roles, the dyads, the teams and the entire organization is

• (A) Human Resource Management• (B) Human Resource Development• (C) Organizational Behaviour• (D) Organizational Culture

Option B

• Potential effectiveness of a person in both personal and interpersonal situations while in performance in a position is known as

• (A) Role effectiveness• (B) Role efficacy• (C) Role making• (D) Role linking

Option D

• The essence of Exchange theory regarding formation of a group is

• (A) People are attracted to one another on the basis of exchange of similar attitudes towards common objects and goals.

• (B) People are attracted to one another interacting with one another and cooperating to achieve the goals.

• (C) People are attracted to one another by having propinquity to each other.

• (D) People are attracted to one another by interacting through reward-cost outcomes.

Option D

• Being a Manager in an organization, if you are asked to enrich the job of your subordinate, you will not consider which of the following ?

• (A) Remove some controls while retaining accountability.

• (B) Increase the accountability of individuals to their work.

• (C) Introduce new and more difficult tasks compared to those handled previously.

• (D) Assign general tasks to people to make them experts in those tasks.

Option A

Karl Marx

• Who is associated with the radical approach to industrial relations ?

• (A) Mahatma Gandhi• (B) John T. Dunlop• (C) Karl Marx• (D) Allan Flandevs

Option D

• According to John T. Dunlop, the outputs of an Industrial Relations System include

• (A) Agreements, customs and traditions of the work place and work community.

• (B) Awards and orders of Government agencies.• (C) Regulations and policies of the management

hierarchy.• (D) All the above.

Option A

• The institutional causes of industrial disputes do not include

• (A) Technology and Machinery• (B) Recognition of Unions• (C) Membership of Unions• (D) Bargaining Unit

Option B

• Arrange the following in a sequence according to the years of their establishment from the earliest to latest

• a. Indian Labour Conference• b. Central Board of Worker’s Education• c. Standing Conference on Public Enterprises• d. Indian National Trade Union Congress• (A) a, b, c, d (B) a, d, b, c• (C) d, c, b, a (D) b, d, a, c

Option A

• Assertion (A) : The scope of Industrial Relations is relative to business environment.

• Reason (R) : It shall be Universal and Perpetual.• Codes :• (A) (A) and (R) are right.• (B) (A) is right and (R) is wrong.• (C) (A) is wrong and (R) is right.• (D) (A) is right, but its explanation given in (R) is

wrong.

Option C

Option A

• The Jamshedpur Labour Union is• (A) a general union.• (B) an industrial union.• (C) a craft union.• (D) an industrial federation.

Option D

• Arrange the following in a sequence according to the years of their establishment from the earliest to the latest :

• a. Madras Labour Union• b. Bombay Mill Hands Association• c. AITUC• d. Indian Federation of Labour• Codes :• (A) c, d, b, a (B) a, c, d, b• (C) d, b, c, a (D) b, a, c, d

Option C

• The provision of Unfair Labour Practices is incorporated under which labour legislation ?

• (A) The Trade Unions Act• (B) The Industrial Employment• (Standing Orders) Act• (C) The Industrial Disputes Act• (D) The Factories Act

Option C

• Which one of the following is not a manifestation of inter-union rivalry ?

• (A) A registered union pressurizing the employer to call it for negotiation on issues which are already agreed upon with the recognized union.

• (B) A registered union claiming itself to be the majority union and as such pressurising the employer to accord the recognition status to it.

• (C) Two rival groups of members emerging within a union expressing their support to two separate office bearers of the union.

• (D) The members of two registered unions getting engaged in a blame game while performing a job that calls for team work.

Option C

• Which Article of the Indian Constitution deals with Right to Freedom of Association ?

• (A) Article 15• (B) Article 17• (C) Article 19• (D) Article 23

Option B

• Which of the following conventions of the ILO has not been ratified by India ?

• (A) Convention relating to Forced Labour.• (B) Convention relating to Freedom of

Association and Right to Organise.• (C) Convention relating to Equal Remuneration.• (D) Convention relating to Discrimination

(Employment/Occupation)

Option D

• Under the Factories Act, it is compulsory for an employer to appoint a safety officer in his factory, if the number of workers employedin factory is

• (A) 400 • (B) 600• (C) 800 • (D) 1000

Option D

• Which of the following factors is not responsible for growth of social and labour legislation ?

• (A) Early industrialisation• (B) Rise of Unionism• (C) Establishment of ILO• (D) Ethnic association

Option D

• The amount of funeral benefit under the Employees’ State Insurance Act is

• (A) ` 2,500 • (B) ` 3,500• (C) ` 5,000 • (D) ` 10,000

Option D

• Which of the following is not affected by the Trade Unions Act ?

• (A) Any agreement between partners as to their own business.

• (B) Any agreement between an employer and those employed by him as to such employment.

• (C) Any agreement in consideration on the sale of the goodwill of business or of instruction in any profession, trade or handicraft.

• (D) All of these.

Option C

• Chronologically arrange the years of enactments from earliest to latest of labour legislations relating to wages and remunerations given below :

• a. Minimum Wages Act• b. Payment of Wages Act• c. Equal Remuneration Act• d. Payment of Bonus Act• Codes :• (A) a, b, c, d (B) a, c, d, b• (C) b, a, d, c (D) b, a, c, d

Option A

• Which of the following is not considered as “Wage” under the provisions of Payment of Wages Act ?

• (A) Any sum paid to the employed person to defray special expenses entailed by him by the nature of his employment.

• (B) Any remuneration to which the person is entitled in respect of overtime work.

• (C) Any sum to which the person employed under any scheme framed under any law in force.

• (D) All of these.

Option B

• In the landmark judgement by Supreme Court in case of “Bangalore Water supply and Sewerage Board Vs. A. Rajappa” which of the following is not considered as essential requisite for defining “Industry” ?

• (A) Systematic Activity• (B) Profit-motive and capital investment• (C) Co-operation between employer and employees• (D) Production and/or distribution of goods and

services scheduled to satisfy human wants and wishes.

Option B

Option A

• Who spearheaded the Welfare Movement during the early industrialisation period ?

• (A) Robert Owen• (B) Robert Katz• (C) Andrew Ure• (D) Sheebhom Rowntree

Option D

• Baveridge Plan is associated with• a. Unemployment• b. Disability• c. Loss of livelihood• d. Retirement benefits• Codes :• (A) b, c and d (B) b and d• (C) c and d (D) a, b, c and d

Option B

• Which of the following statements about CSR provision in the new Companies Bill passed in parliament is not true ?

• (A) It is compulsory for a company to spend on CSR if its net worth is at least ` 500 crore.

• (B) There is provision for minimum turnover of ` 800 crore.

• (C) The net profit of at least ` 5 crore in a year is a condition for compulsory spending on CSR.

• (D) The companies have to spend 2% of its average profits of three years on corporate social responsibility.

Option B

• ‘A place for everything and everything in its place’ is the basic underlying principle of– (A) Safety– (B) House-keeping– (C) Workplace governance– (D) None of the above

Option C

• Under which legislation, housing is a statutory provision ?– (A) The Factories Act– (B) The Mines Act– (C) The Plantation Labour Act– (D) All the above

Option D

• Which of the following statements about ‘labour’ is false ?– (A) Labour is not a commodity.– (B) Labour is perishable and does not last.– (C) Labour is inseparable from labourer himself.– (D) Rapid adjustment of supply of labour to its

demand is possible.

Option A

Option B

• Which of the following have been devoted to reduce inter-firm and inter-area wage differentials in India ?– (A) Joint Negotiation Committees– (B) Wage Boards– (C) Works committee– (D) Joint Councils

Option B

• Under which of the following incentive plans “a worker is guaranteed a minimum wage on the time basis. Then a standard time is fixed for the completion of every work and if the worker completes the work in less time, he is given a bonus of the time actually saved in proportion to the total time” ?– (A) Halsey Premium System– (B) Rowan Premium System– (C) Barth System– (D) The Emersion Efficiency System

June 2015

Option 2

Option 3

• In which year, the book entitled “Principles of Scientific Management” was published?

• 1901.• 1903.• 1911.• 1912.

Option 3

• Which method of training utilizes equipments that closely resemble the actual ones used on the job?

• Role playing.• Vestibule Training.• Sensitivity Training.• Programmed Instruction.

Option 3

Option 1

• Which one of the following is an immediate product of job analysis?

• Job description.• Job rotation.• Job enrichment.• Job enlargement.

Option 3

Option 4

• Which of the following approaches to management is a reactive approach instead of being proactive?

• System approach.• Quantitative approach.• Decision theory approach.• Contingency approach.

Option 3

Option 2

Option 3

• Which perspective on industrial relations is based on the notion that the production system is privately owned and is motivated by profit?

• Unitary perspective.• Pluralist perspective.• Radical perspective.• Trusteeship perspective.

Option 4

Option 3

Option 2

Option 4

• A strike that is suddenly called, generally without notice is known as:

• Sit in strike.• Protest strike.• Tools down strike.• Wild cat strike.

Option 4

Option 2

• Who played an instrumental role in the formulation of code of discipline?

• V V Giri.• G L Nanda.• Khandubhai Desai.• Ravindra Verma.

Option 1

• Which of the following conventions of the ILO relates to freedom of association?

• Convention No. 87.• Convention No. 100.• Convention No. 29.• Convention No. 105.

Option 3

• Which of the following methods of forecasting assumes that group decision making is more valid than individual judgement?

• Trend analysis.• Sales force composite method.• Delphi Method.• Opinion poll method.

Option 2

• Which of the following represents the general statements that guide or channel thinking in decision making?

• Strategies.• Policies.• Procedures.• Programmes.

Option 3

Option 2

Option 3

Option 2

• Horizontal clique, vertical clique and random clique are the examples of:

• Formal group.• Informal group.• Out – group.• In – group.

Option 3

Option 2

• The term “court” under the industrial Disputes Act, 1947 refers to which of the following?

• Labour court.• Court of inquiry.• High court.• Civil Court.

Option 1

Option 2

• Under the maternity Benefit act, 1961, a women employee would get a medical bonus amounting to:

• 3000• 3500• 4000• 5000

Option 3

• Before the enactment of Workmen’s (Employee’s) Compensation Act, 1923, workers suffering a personal injury in course of employment claimed damages under:

• Economic Law.• Social Law.• Common Law.• Industrial Law.

Option 2

• As per the provisions of the Factories Act, 1948, Week is a period of seven days beginning at midnight of :

• Sunday.• Saturday.• Monday.• Friday.

Option 3

• What is the minimum number of persons to be appointed in the Advisory Committee under the provisions of the Equal Remuneration Act, 1976?

• Five.• Fifteen.• Ten.• Twelve.

Option 1

• Under the provisions of the Maternity Benefit Act, 1961, every woman employee after delivery of a child who returns to duty is to be provided with nursing breaks till the child attains the age of:

• Fifteen months.• Twelve months.• Eighteen months.• Ten months.

Option 1

• Under the provisions of the Payment of Bonus Act, 1965, the gross profits derived by an employer from an establishment in respect of any accounting year in case of a banking company shall be calculated in the manner as specified under:

• First schedule.• Second schedule.• Third Schedule.• Fourth Schedule.

Option 3

Option 1

Option 3

Option 2

Option 3

Option 2

Option 1

Option 3

Option 4

December 2013

Option A

Option D

• Which one of the following is not the characteristic of planning ?

• (A) It deals with future• (B) It involves selection of particular course of

action• (C) It is pervasive• (D) It is not strategic

Option B

• Premature evaluation is a type of• (A) semantic barrier• (B) psychological barrier• (C) organisational barrier• (D) personal barrier

Option C

• Which of the following is not a feature of systems approach ?

• (A) A system is a combination of parts• (B) Parts and sub-parts are related to one

another• (C) It is not necessary for a system to have a

boundary• (D) System transforms inputs into outputs

Option B

• Which of the following organisations is a two-dimensional structure ?

• (A) Functional structure• (B) Matrix structure• (C) Line structure• (D) Divisional structure

Option A

• Job description includes information about• (A) Job responsibilities, duties and working

conditions.• (B) Job responsibilities, duties and worth in

terms of wage and salary.• (C) Job responsibilities and qualifications for

performance.• (D) Job responsibilities, duties and

qualifications for performance.

Option D

• Differentiation between line and staff functions is necessary because it helps in

• (A) providing specialized services.• (B) maintaining adequate checks and balances.• (C) maintaining accountability.• (D) All the above.

Option B

• Which of the following refers to analysis of handwriting to determine writer’s basic personality traits ?

• (A) Kinesics• (B) Graphology• (C) Polygraphy• (D) Both (B) and (C)

Option B

• The five basic features of Scanlon plan of incentive payment are

• (A) control, individuality, competence, involvement and sharing of benefits.

• (B) cooperation, identity, competence, involvement and sharing of benefits.

• (C) control, individuality, commitment, involvement , and sharing of benefits.

• (D) cooperation, identity, control, involvement and sharing of profits.

Option B

• Which of the following is a process of systematically identifying, assessing and developing organisational leadership to enhance performance ?

• (A) Manpower planning• (B) Career planning• (C) Succession planning• (D) Human Resource planning

Option D

• Who is the profounder of the Socio psychological approach to Human Resource Development ?

• (A) T.W. Schultz• (B) Lorraine Corner• (C) Lim Teck Ghee• (D) David McClelland

Option C

• Read the following statements on HRD need analysis. Identify the one which is not true :

• (A) HRD needs can be identified at strategic, organisational, operational, task and person levels

• (B) HRD needs can be diagnostic, analytic, compliance oriented and proactive

• (C) competency mapping, performance appraisal and clarity of career paths identify HRD needs at task level only

• (D) Task related KSA analysis and training need analysis are integral part of HRD need analysis

Option D

• Assertion (A) : Performance Appraisal cannot be error free and unbiased.

• Reason (R) : The Appraisal Methods are covertly influenced by human judgement which may be vitiated by inter-personal discriminatory impulses.

• (A) Assertion (A) is right, Reason (R) is wrong.• (B) Assertion (A) is wrong, Reason (R) is right.• (C) Reason (R) does not subscribe to the Assertion (A).• (D) Both Assertion (A) and Reason (R) are right, and

Reason (R) validate Assertion (A).

Option C

Option D

• When Human Relations training is given to managers the method adopted is :

• (A) In-Basket Exercise• (B) Role-play method• (C) Managerial Grid Training• (D) Sensitivity Training

Option C

• When team-building can be attempted by creating artificial teams in which people get opportunity to experiment and learn from their behaviour in a less threatening context, it is based on :

• (A) Behaviour Modification Approach• (B) Action Research Approach• (C) Simulation Approach• (D) Team Role Approach

Option C

Option D

• Who has extended the Vroom’s Expectancy Theory of Motivation by suggesting that motivation is not equal to satisfaction and performance and by depicting what happens after performance ?

• (A) Harold Kelly• (B) Edward Tolman• (C) Alderfer• (D) Porter and Lawler

Option A

• Which of the following is an invisible part but a powerful template that shapes, what happens at the workplace ?

• (A) Organisational culture• (B) Organisational climate• (C) Organisational dynamics• (D) Organisational structure

Option A

• Match the following :• Needs Refers to• a. Intrinsic i. Recognition by boss• b. Extrinsic ii. Regular salary• c. Expressed iii. Self initiative• d. Wanted iv.Expecting others to• initiate• Codes :• a b c d• (A) iv iii i ii• (B) i iv iii ii• (C) ii i iv iii• (D) iii ii iv i

Option D

• The trusteeship approach to industrial relations was advocated by :

• (A) Karl Marx• (B) Max Weber• (C) Allan Flanders• (D) Mahatma Gandhi

Option C

• Which of the following is a machinery for the settlement of Industrial Disputes in India ?

• (A) National Commission on Labour• (B) Wage Board• (C) Industrial Tribunal• (D) Standing Labour Committee

Option D

• In which year, the International Institute of Labour studies was established ?

Option A

Option C

• Who advanced the concept of ‘Three tier institutional structure’ of Industrial Relations ?

• (A) John T. Dunlop• (B) Allan Flanders• (C) Kochan, Katz & Mckersie• (D) Roy Adam

Option B

• Which of the following is not a correct statement pertaining to the meaning of trade union ?– (A) It is a continuous association of wage earners for

maintaining or improving the conditions of their working lives.– (B) It is a society of individuals in one or more professions for

the purpose of protecting and advancing, members’ economic interest.

– (C) It is a combination with an objective of regulating the relation between workmen and workmen, workmen and employer, employer and employer

– (D) It is any combination, whether temporary or permanent formed primarily for regulating relations between the two parties.

Option C

• Who formed the Bombay Millhands Association ?

• (A) Sorabjee Shaprujee Bengali• (B) Bal Gangadhar Tilak• (C) N.M. Lokhande• (D) V.V. Giri

Option C

• In which country the trade union movement began with industrial unions ?

• (A) Great Britain • (B) U.S.A.• (C) India • (D) Canada

Option A

• Which one is not a right of a recognized union ?– (A) A right of ‘Check-off’– (B) To use notice board on the premises of the

undertaking– (C) To appear on behalf of the union on domestic

inquiry– (D) inspecting the undertaking

Option C

• The criteria for recognition of trade union under the code of discipline are• (a) union claiming recognition should have been functioning for atleast one

year after• registration.• (b) the membership of a union should cover atleast 5% of the workers in

that establishment.• (c) A union can claim recognition as representative union for an industry in a

local area if it has 25% workers as members in that industry in that area.• (d) When a union is recognised there shall be no change in the position for 5

years.• (A) All the provisions are correct• (B) All the provisions are incorrect• (C) Only (a) and (c) are correct• (D) Only (d) and (b) are correct

Option A

• Which of the following subjects is not enumerated in the ‘concurrent list’ of the Indian constitution ?

• (A) Oil fields• (B) Trade Unions• (C) Factories• (D) Vocational and technical training of labour

Option C

• Which of the following statements relating to the Employees’ Compensation Act is not correct ?

• (A) This Act has a link with the Workmen’s Compensation Act

• (B) This act is the outcome of the amendment that was made to the Workmen’s Compensation Act

• (C) This act does not have any provision relating to temporary disablement of workmen

• (D) This act has a provision relating to permanent partial disablement

Option B

• Under the Maternity Benefit Act, a woman employee would get a medical bonus of :

• (A) ` 3000 • (B) ` 3500• (C) ` 4000 • (D) ` 4500

Option B

• Which section of the Factories Act deals with appointment of Welfare Officers ?

• (A) Section 45 • (B) Section 49• (C) Section 51 • (D) Section 55

Option D

• The Maternity Benefit (Amendment) Act, 1988 provides for extension of the benefits to shops and commercial establishments employing a minimum of :

• (A) 7 persons • (B) 8 persons• (C) 10 persons • (D) 20 persons

Option A

• Which of the following is not considered to be a legal status for a registered union ?– (A) No power to acquire and hold both movable and

immovable property– (B) Power to contract with other entities– (C) Perpetual succession and common seal– (D) A body corporate by the name under which it is

registered

Option D

Option B

Option A

Option C

• The ‘New Lanark’ experiment is associated with :• (A) Human Relations at workplace• (B) Networking Organisations• (C) Welfare Movement in Industries• (D) Behavioural Theory

Option D

• Social security provided by a ‘means test’ is called :

• (A) Social Insurance• (B) Mutual Insurance• (C) Social Assurance• (D) Social Assistance

Option D

Option B

• In which of the following approaches ‘good will’ is considered as an important goal of labour welfare work ?

• (A) Placating Theory• (B) Public Relations Theory• (C) Fundamental Theory• (D) Philanthropic Theory

Option D

• For which of the following categories of workers, there is no provision for welfare fund ?

• (A) The Beedi workers• (B) Workers working in Mica Mines• (C) Cine Workers• (D) Workers working in the Printing Industry

Option B

• Under which segment of the Indian Constitution, the Labour Policy is designed ?

• a. Preamble• b. Fundamental Rights• c. Directive Principles of State• Policy• d. Fundamental Duties• (A) Only c• (B) a, b and c• (C) a and c• (D) a, b, c and d

Option D

• The conversion of the ‘nominal wages’ into ‘Real Wages’ is done by which of the following indices ?

• (A) Human Development Index• (B) Poverty Index• (C) Wholesale Price Index• (D) Consumer Price Index

Option C

Option B

• Which of the following statements about wage differentials is not true ?

• (A) Wage differentials can be attributed to imperfections in employment market.

• (B) Social prejudices do not influence the wage differentials.

• (C) Inter-industry wage differentials are bound to occur.

• (D) Geographical wage differentials are a common phenomenon.

Option C

• Which of the following formulae is used for determining Minimum wages ?

• (A) Adarkar’s Formula• (B) Rege Committee’s Formula• (C) Dr. Aykroid’s Formula• (D) Royal Commission on Labour’s Formula

June 2013

Option C

• Who is regarded as the father of Scientific Management ?– (A) Albert Bandura– (B) Louis D. Brandies– (C) Frederick Winslow Taylor– (D) Elton Mayo

Option B

• The Principle of Equifinality operates• (A) within the internal environment• (B) within the external environment• (C) without environment• (D) hostile environment

Option C

• Max Weber developed a theory of• (A) Autocratic Management• (B) Democratic Management• (C) Bureaucratic Management• (D) Free Style Management

Option D

• Grapevine is a type of• (A) Formal Communication• (B) Written Communication• (C) Lateral Communication• (D) Informal Communication

Option A

• Decision-making process is guided by• (A) Policy• (B) Procedure• (C) Programme • (D) Strategy

Option B

• Ten ‘C’ model of HRM architect was advanced by• (A) Katz and Kahn• (B) Alan Price• (C) Chester I. Bernard• (D) Max Weber

Option B

• Recruitment means• (A) Total number of inquiries made• (B) Total number of applications received• (C) Total number of persons short listed• (D) Total number of selectionsmade

Option C

• Arrange the following steps of Job analysis in proper sequence :

• (a) Prepare the job description report.• (b) Select the job.• (c) Find out the requirements for each part of the job.• (d) Break the job into various parts.• Codes :• (A) (b), (a), (d), (c)• (B) (b), (c), (d), (a)• (C) (b), (d), (c), (a)• (D) (d), (c), (b), (a)

Option D

• Which of the following is not a factor for wage determination ?

• (A) Cost of living• (B) Prevailing wages• (C) Purchasing power of people• (D) Productivity

Option C

• Which of the following is not a part of disciplinary action ?

• (A) Warning • (B) Suspension• (C) Transfer • (D) Discharge

Option D

• The goal of HRD system is to develop • (A) the capabilities of each employee as an

individual.• (B) the capabilities of each individual in relation to

his or her present role.• (C) the capabilities of each employee in relation to

his or her expected future roles.• (D) all the above

Option B

• Which one is not a part of HRD system ?• (A) Career Planning• (B) Manpower Planning• (C) Training• (D) Organizational Development

Option A

• The other name of Sensitivity Training is• (A) T-Group Training• (B) Brainstorming• (C) In-basket Exercise• (D) Managerial Grid Training

Option C

• A small voluntary group of employees doing similar or related work who meet regularly to identify, analyse and solve product quality problems and to improve general operations is known as

• (A) Task Group• (B) Kaizen Groups• (C) Quality Circles• (D) Informal Groups

Option B

• Which of the following is not an OD technique ?• (A) Sensitivity Training• (B) Delphi Technique• (C) Survey Feedback• (D) Grid Training

Option D

• Which of the following statements about Organizational Behaviour is wrong ?

• (A) It is an inter-disciplinary subject.• (B) It believes that individual, group and

organization are subsystems of OB.• (C) Its explanation find roots in systems as well as

contingency theories.• (D) It deals only with prediction of human

behaviour at work.

Option D

• Cultural Diversity explained by Greet Hofstede has four components. Which of the following is not a part of it ?

• (A) Individualism Vs Collectivism• (B) Power Distance• (C) Uncertainty Avoidance• (D) Quality Vs Quantity of Life

Option B

• Arrange the following phases of group formation in their right sequence :

• (a) forming (b) norming• (c) performing (d) storming• (e) adjourning• Codes :• (A) (a), (d), (c), (b), (e)• (B) (a), (d), (b), (c), (e)• (C) (a), (b), (d), (c), (e)• (D) (a), (c), (d), (b), (e)

Option A

Option B

• Which of the following is not a field of industrial relations ?

• (A) Study of workers and their trade unions• (B) Study of consumers and their associations• (C) Management and their associations• (D) State and their institutions

Option D

• Which of the following is not a determinant factor of industrial relations ?

• (A) Institutional factors• (B) Economic factors• (C) Technological factors• (D) Social stratification factors

Option A

• Which of the following cannot be said to be an effect of industrial disputes ?

• (A) High Productivity, Peace and Profit• (B) High Labour Turnover• (C) Higher rate of Absenteeism• (D) Higher rate of Man-days lost

Option D

• Which of the following has not been provided under the Code of Discipline ?

• (A) Unfair Labour Practices• (B) Recognition of Trade Unions• (C) Grievance Procedure• (D) Multinational Companies

Option C

• Who among the following propounded the theory of industrial democracy ?

• (A) Allan Flanders• (B) Neil W. Chamberlain• (C) Sydney & Beatrice Webbs• (D) John T. Dunlop

Option A

• Which of the following was the first trade union organised in India ?

• (A) Madras Labour Union• (B) Textile Labour Association• (C) Bombay Millhands Association• (D) Kamgar Hitvardhak Sabha

Option B

• Functional types of trade unions were advocated by

• (A) Selig Perlman• (B) Robert F. Hoxie• (C) G.D.H. Cole• (D) S.H. Slitcher

Option C

• The Inter-Union Code of Conduct was evolved in the year

Option A

Option C

• Which of the following is not a type of Labour Legislation ?

• (A) Regulative Legislation• (B) Protective Legislation• (C) Uniformity Legislation• (D) Social Security Legislation

Option B

• The first Factory Legislation in India was enacted in

• (A) 1860 • (B) 1881• (C) 1882 • (D) 1891

Option C

• Which of the following benefits have not been provided under the Employee’sState Insurance Act, 1948 ?

• (A) Sickness Benefit• (B) Unemployment Allowance• (C) Childrens’ Allowance• (D) Disablement Benefit

Option C

• Before the enactment of Employees’ Compensation Act, 1923, workers suffering a personal injury in course of employment claimed damages under

• (A) Economic Law• (B) Social Law• (C) Common Law• (D) None of the above

Option A

• The Royal Commission on Labour examined which of the two States’Maternity Benefit Acts andrecommended enactment of similar laws all over the country ?

• (A) Bombay and Madhya Pradesh• (B) Madras and Mysore• (C) Bihar and Bengal• (D) Punjab and Assam

Option D

• What will be the minimum number of workers required for organizing a trade union for registration accordingto the latest amendment under the Trade Unions’ Act,1926 ?

• (A) 7 workers• (B) 10 %• (C) 100• (D) 10% or 100 or 7

Option C

• The minimum subscription rate for members of trade unions of rural workers shall not be less than

• (A) ` 12 per annum• (B) ` 3 per annum• (C) ` 1 per annum• (D) No such provision

Option D

Option C

• ‘First come last go and last come first go’ is the principle of

• (A) Lay-off• (B) Closure• (C) Retrenchment• (D) Dismissal

Option C

• Which of the following statements is not true regarding Industrial Employment (Standing Orders) Act, 1946 ?

• (A) Within 6 months from the date of application of the Act, the employer shall submit to the Certifying Officer 5 copies of the draft standing orders.

• (B) There is a schedule which sets out the matters to be incorporated in the standing orders.

• (C) There is no provision to refer the draft standing orders to the Unions/Workmen by the Certifying Officer.

• (D) Certifying Officers and appellate authorities shall have powers of Civil Courts.

Option D

• Which of the following statements with regard to labour welfare is not correct ?

• (A) Welfare is a social concept.• (B) Welfare is a relative concept.• (C) Welfare is a positive concept.• (D) Welfare is an absolute concept.

Option C

• Which of the following is not an intramural welfare facility ?

• (A) Canteen• (B) Workmen safety measures• (C) Housing facility• (D) Drinking water facility

Option B

Option C

• “The factory and industrial workplaces provide ample opportunities for owners and managers of capital to exploit workers in an unfair manner. This cannot be allowed to continue” is the philosophy of which theory of Labour Welfare ?

• (A) Placating Theory• (B) Functional Theory• (C) Policing Theory• (D) Religious Theory

Option B

• “A place for everything and everything in its place” is the principle that governs

• (A) Placement• (B) Housekeeping• (C) Officekeeping• (D) Floor Management

Option D

• Which of the following is not a peculiarity of labour market ?

• (A) Labour market is normally local in nature.• (B) The number of buyers is less than the number

of sellers.• (C) Labour is less mobile. • (D) Worker can sell not only his own labour but

also the labour of his fellow workers.

Option D

• Which one of the following is not a characteristic feature of Indian labour force ?

• (A) High rate of absenteeism and• labour turnover• (B) Low degree of unionization rate• (C) Lack of mobility• (D) Homogeneous in nature

Option D

• Which of the following is not a type of wage differentials ?

• (A) Occupational• (B) Geographical• (C) Industrial• (D) Social

Option C

• The Concepts of Wages like Minimum Wage, Fair Wage and Living Wages were given by

• (A) Royal Commission on Labour• (B) First National Commission on Labour• (C) Committee on Fair Wages• (D) Adarkar Committee

Option B

• Which of the following theories of wages was propounded by Karl Marx ?

• (A) Subsistence Theory• (B) Surplus Value Theory• (C) Wage Fund Theory• (D) Residual Claimant Theory

December 2012

Option C

• Which of the following is the major element of planning process ?

• (A) Developing leadership abilities• (B) Selecting right people• (C) Perception of opportunities• (D) Motivating people

Option C

• Which principle of management is violated by matrix organisation structure ?

• (A) Division of Labour• (B) Unity of Direction• (C) Unity of Command• (D) None of the above

Option A

• Which of the following involves careful analysis of inputs and corrective actions before operation is completed ?

• (A) Feed forward control• (B) Concurrent control• (C) Feedback control• (D) All the above

Option D

• Which of the following is not a semantic barrier of communication ?

• (A) Faulty translation• (B) Ambiguous words• (C) Specialist’s language• (D) Inattention

Option B

• People should be regarded as assets rather than variable costs was emphasised in

• (A) Personnel Management• (B) Human Resource Management• (C) Personnel Administration• (D) Public Administration

Option C

• The classical theorists favoured organisation based on

• (A) Civilian model• (B) Strategic model• (C) Military model• (D) None of the above

Option C

• Job analysis includes :• (A) Job description and job enlargement• (B) Job enlargement and job enrichment• (C) Job description and job specification• (D) All of the above

Option D

• A test which measures, what it is intended to measure is

• (A) Reliable test• (B) Standardised test• (C) Objective test• (D) Valid test

Option B

• An enquiry that is conducted afresh because of the objections raised by alleged employee is called

• (A) Domestic enquiry• (B) De-novo enquiry• (C) Ex-parte enquiry• (D) None of the above

Option C

• The concept of HRD scorecard was introduced in India by

• (A) Udai Pareek• (B) Rao and Pareek• (C) T.V. Rao• (D) Arun Honappa

Option D

• Performance appraisal by all the following parties is called 360 performance appraisal :

• (A) Supervisors and Peers• (B) Subordinates and Employees themselves• (C) Users of Service and Consultants• (D) All the above

Option B

• The following is the right process of training :• (A) Instructional design, validation, need analysis,

implementation and evaluation• (B) Need analysis, instructional design, validation,

implementation and evaluation• (C) Need analysis, validation, instructional design,

implementation and evaluation• (D) Instructional design, need analysis,

mplementation, validation and evaluation

Option C

• Fish bone analysis as a tool of quality circle was advanced by

• (A) Edward Deming• (B) Joseph Juran• (C) Kouru Ishi Kawa• (D) Phillip Crosby

Option B

Option C

• Which of the following decreases group cohesiveness ?

• (A) Agreement on group goals• (B) Frequency of interaction• (C) Large group size• (D) All the above

Option A

• Managers subscribing to ______ assumptions attempt to structure, control and closely supervise their employees.

• (A) Theory ‘X’• (B) Theory ‘Y’• (C) Both Theory ‘X’ and Theory ‘Y’• (D) Neither Theory ‘X’ nor Theory

Option B

• According to Fiedler’s Contingency Model of Leadership, which one of the following is a situational variable ?

• (A) Leader – Member relationship• (B) Organisational System• (C) Degree of task structure• (D) Leader’s position power

Option A

• The right sequence of steps in Kurt Lewin’s change procedure is

• (A) Unfreezing – Moving – Freezing• (B) Moving – Unfreezing – Freezing• (C) Unfreezing – Freezing – Moving• (D) Freezing – Moving – Unfreezing

Option C

• Which of the following is not a traditional method of organisational development ?

• (A) Survey feedback• (B) Sensitivity training• (C) Process consultation• (D) Managerial grid

Option D

Option C

• Who are not the Actors of Industrial Relations ?• (A) Workers and their organisations• (B) Employers and their organisations• (C) Community and cultural associations• (D) Government and the role of the State

Option C

• Which of the following is a machinery for settlement of industrial disputes ?

• (A) Indian Labour Conference• (B) Joint Management Council• (C) Industrial Tribunal• (D) Standing Labour Committees

Option A

• A Trade Union means “An association of workers in one or more professions carried on mainly for the purpose of protecting and advancing the members’ economic interest in connection with their daily work”. Identify the author :

• (A) Sidney and Beatrice Webb• (B) J. Cunnison• (C) G.D.H. Cole• (D) Clyde E. Dankert

Option C

• A union may claim recognition for an industry in a local area, if it has membership of

• (A) 10% of the workers in that industry.• (B) 15% of the workers in that area.• (C) 25% of the workers of that industry in that

area.• (D) 30% of the workers in similar industry.

Option D

• Who among the following advocated the Trusteeship Theory of Trade Union ?

• (A) N.M. Lokhande• (B) B.P. Wadia• (C) G.L. Nanda• (D) M.K. Gandhi

Option B

• Inter and intra-union rivalry in Trade Unions is reduced by

• (A) The provisions of the Industrial Disputes Act 1947

• (B) By voluntary tripartite code of inter-union rivalry – 1957

• (C) By bipartite mutual agreement at the industry level

• (D) Above all

Option A

Option B

Option C

• Under ESI Act, 1948 a member of the Corporation, Standing Committee or the Medical Council shall cease to be a member of the body if he fails to attend

• (A) two consecutive meetings• (B) three meetings intermittently• (C) three consecutive meetings• (D) four consecutive meetings

Option D

• Under Workmen’s Compensation Act, 1923 • (A) individual manager subordinate to an

employer cannot act as managing agent.• (B) managing agent includes an individual

manager subordinate to an employer.• (C) only employer can act as managing agent.• (D) the appropriate government shall appoint

managing agent.

Option D

• The Workmen’s Compensation Act, 1923, the Maternity Benefit Act, 1965 and the Employees State Insurance Act, 1948

• (A) together can be applicable. • (B) the Maternity Benefit Act and the Employees State

Insurance Act can be applicable at a time.• (C) the Workmen’s Compensation Act and the Employees State• Insurance Act can be applicable at a time.• (D) if the Workmen’s Compensation Act and the Maternity

Benefit Act are applicable, the Employees State Insurance Act is not applicable.

Option D

• What is the content of the Schedule I of the ESI Act, 1948 ?

• (A) List of injuries deemed to result in permanent total disablement.

• (B) List of injuries deemed to result in permanent partial disablement.

• (C) List of occupational diseases.• (D) None of the above

Option B

• A person is qualified to be chosen as a member of the executive or any other office bearer of the registered trade union if he attained the age of

• (A) Fifteen years• (B) Eighteen years• (C) Twenty one years• (D) Twenty five years

Option C

• The registered trade union can collect political fund from its members as a

• (A) general fund• (B) cannot collect political fund• (C) separate fund from the interested members• (D) only from political parties

Option D

• ‘Award’ under Industrial Disputes Act, 1947 is• (a) not interim determination of labour court• (b) not arbitration award under Section 10A• (c) not final determination of labour court• (d) not final determination of arbitration award under

section 10A• (A) All statements are true.• (B) (a) and (d) are true.• (C) (b) is true.• (D) All statements are wrong.

Option B

• The ceiling on wage or salary for calculation of Bonus under the Payment of Bonus Act 1965 is

• (A) ` 2,500• (B) ` 3,500• (C) ` 4,500 • (D) ` 6,500

Option B

• “A desirable state of existence comprehending physical, mental, moral and emotional health or well being” is the theme of which concept of Labour Welfare ?

• (A) Social Concept• (B) Total Concept• (C) Relative Concept• (D) Positive Concept

Option D

• Assertion (A) : Labour Welfare is relative to time and space.

• Reason (R) : It shall be universal and perpetual.• (A) Assertion and Reason are right.• (B) Assertion is wrong and Reason is right.• (C) Both Assertion and Reason are wrong.• (D) Assertion is right but its explanation given in

Reason is wrong.

Option C

• Minimum conditions of welfare is explained by• (A) Dr. Aykroid’s formula• (B) Subsistence Theory• (C) Both (A) and (B)• (D) None of the above

Option A

• Which of the following is not a principle of Labour Welfare ?

• (A) The Principle of Uniformity• (B) The Principle of Co-ordination and Integration• (C) The principle of Association• (D) The Principle of Timeliness

Option B

Option A

• “Labour is not a commodity” – is the assertion made by

• (A) the Declaration of Philadelphia adopted by 26th session of ILO

• (B) the Magna Carta• (C) the Constitution of India• (D) the International Labour Conference

Option B

Option C

• Assertion (A) : Industrial Labour in India has been migratory.

• Reason (R) : Driving force in migration comes almost entirely from one end of the channel, that is the village end.

• (A) Both (A) and (R) are wrong.• (B) (A) is wrong and (R) is right.• (C) (A) is right and (R) also is right.• (D) (A) is right and (R) is wrong.

Option B

Option A

• The “Marginal Discounted Product of Labour” as a modified version of Marginal Productivity Theory was advanced by

• (A) Taussig • (B) Kalecki• (C) Ricardo • (D) Adam Smith

June 2012

Option D

• Which of the following principles of management was not given by Fayol ?

• (A) Unity of direction• (B) Subordination of individual interest to

common interest• (C) Stability of tenure• (D) Standardisation

Option B

Option D

• Delphi technique is used in• (A) Organising• (B) Operating• (C) Staffing• (D) Forecasting

Option A

• Narrow span of control results into• (A) Tall structure• (B) Flat structure• (C) Mechanistic structure• (D) All the above

Option D

• Which of the following is correct about ‘Grapevine’ ?• (A) It tends to exist when members of formal group

know one another well.• (B) It is the result of social forces at work place.• (C) It is more common in times of high organisational

excitement.• (D) All the above.

Option B

• The following concept is developed on unitarism, individualism, high commitment and strategic alignment.

• (A) Personnel Management• (B) Human Resource Management• (C) Industrial Relations• (D) Personnel Administration

Option D

• Human Resource Planning include• (A) Scenario planning• (B) Action planning• (C) Demand and Supply forecasts• (D) All the above

Option D

• Which one is not a part of recruitment process ?

• (A) Determining requirements• (B) Planning recruitment campaign• (C) Attracting candidates• (D) Selecting candidates

Option C

• Which one is not a non-quantitative job evaluation method ?

• (A) Ranking method• (B) Grading method• (C) Point rating method• (D) Job-classification method

Option C

• Consider the following punishments in disciplinary actions :• (i) Warning• (ii) Demotion• (iii) Censure• (iv) Dismissal• Which of the above fall under minor punishment ?• (A) (i) and (ii)• (B) (i), (ii) and (iii)• (C) (i) and (iii)• (D) (i), (ii) and (iv)

Option D

• Which of the following factors are included in the calculation of human development index ?

• (A) Life expectancy• (B) Adult literacy• (C) Decent standard of living• (D) All the above

Option B

• Who is not associated with development of human development index ?

• (A) Mahabub-ul-Haq• (B) Manmohan Singh• (C) Meghnad Desai• (D) Sudhir Anand

Option C

• The sequence of human resource development activities according to Leonard Nadler are

• (A) Education, training and development• (B) Development, training and education• (C) Training, education and development• (D) Training, development and education

Option D

• Who introduced the concept of quality circles in India ?

• (A) P. V. Rao• (B) Udai Pareek• (C) Dharani P. Sinha• (D) S. R. Udpa

Option A

• Which of the following is the correct sequence of training evaluation ?

• (A) Reaction, learning, behaviour and results• (B) Learning, reaction, behaviour and results• (C) Learning, behaviour, reaction and results• (D) Reaction, learning, results and behaviour

Option A

• Which of the following is the outcome of job satisfaction ?

• (A) High employee turnover• (B) High productivity• (C) Absenteeism• (D) All the above

Option D

• Under Alderfer’s ERG theory, the three core needs are

• (A) Emotional, Relational, and Growth• (B) Emotional, Rational and Growth• (C) Existence, Reliability and Gain• (D) Existence, Relatedness and Growth

Option C

• The group to which a person would like to belong is known as

• (A) Primary Group• (B) Membership Group• (C) Reference Group• (D) None of the above

Option D

• The Managerial Grid was given by• (A) Rensis Likert• (B) Kurt Lewin• (C) Hersey Blanchard• (D) Blake and Mouton

Option A

• Arrange the following stages of group dynamics in right sequence :

• a. Norming• b. Performing• c. Storming• d. Forming• (A) d, c, a, b• (B) a, b, c, d• (C) d, c, b, a• (D) c, d, b, a

Option D

• Identify the correct definition of industrial relations :

• (A) Relations between or among human beings• (B) Relations between employer and employees as

individuals• (C) Relations between parties in an employment

context• (D) Collective relationship between management

and trade unions

Option C

• Who has propounded the system concept of industrial relations ? Find out from the following :

• (A) L. N. Allen Flander• (B) L. N. Flax• (C) John T. Dunlop• (D) Neil N. Chamberlein

Option B

• Which is the correct order of settlement of industrial disputes ?

• a. Industrial Tribunal• b. National Tribunal• c. Conciliation• d. Labour Court• (A) c, a, d, b• (B) c, d, a, b• (C) a, d, c, b• (D) c, b, d, a

Option A

• Which of the following is not a Tripartite body ?

• (A) Works Committee• (B) I. L. O• (C) Indian Labour Conference• (D) Wage Boards

Option B

• The code of discipline was ratified by the Indian Labour Conference to ensure discipline in industry. Identify the year of ratification out of the following :

Option C

• Which of the following is not a characteristics of Trade Union ?

• (A) Is an association of employers or the employees or of the independent workers ?

• (B) Is relatively a permanent combination but not temporary or casual.

• (C) Is an association of workers who are engaged in not securing economic benefits for their members.

• (D) Is influenced by a member of ideologies.

Option C

• Recognition of trade union is made by the provision of

• (A) Trade Unions Act of 1926• (B) Industrial Dispute Act 1947• (C) Code of Discipline• (D) Factories Act of 1948

Option D

• Which is not a structure of Trade Union of Industrial Organisation ?

• (A) Craft union• (B) General union• (C) Industrial union• (D) Consumers’ union

Option D

• A Trade Union should be registered as per the law must have

• (A) 20% of the workers• (B) 150 workmen• (C) Minimum 17 persons• (D) None of the above

Option B

• The founder of Ahmedabad Textile Labour Association was

• (A) V. V. Giri• (B) M. K. Gandhi• (C) B. P. Wadia• (D) N. M. Lokhande

Option B

• If there is wilful removal or disregard by the workman of any safety guard or other device which he knew to have been provided for the purpose of securing safety of workman,

• (A) Employer is liable to pay compensation• (B) Employer is not liable to pay compensation• (C) Appropriate government is liable to pay

compensation• (D) The Trade Union is liable to pay compensation

Option D

Option A

• The maternity leave period with full wage is• (A) six months• (B) twelve weeks• (C) four months• (D) sixteen weeks

Option D

Option B

• The goal of I LO is• (A) creation of jobs for men and women• (B) not just creation of jobs but the creation of

jobs of acceptable quality• (C) not overcoming under employment• (D) not to provide freedom of choice in

employment

Option D

• The Payment of Bonus Act, 1965 is applicable to an employee who draws wage or salary of

• (A) ` 3500 in case of apprentice• (B) ` 5000 in case of apprentice and employee• (C) ` 7500 in case of employee only• (D) ` 10,000 in case of employee only

Option C

• Unfair Labour Practices are listed in • (A) the Factories Act, 1948.• (B) the Industrial Employment (Standing

Orders) Act, 1946.• (C) the Industrial Disputes Act, 1947.• (D) the Trade Unions Act, 1926.

Option D

• The Minimum Wages Act, 1948 has • (A) one schedule covering different types of

industries.• (B) one schedule covering different types of

industries, shops and establishments.• (C) one schedule covering shops and

establishments.• (D) two schedules covering industrial establishments

and agriculture.

Option B

• If deduction is made contrary to the provisions of the Payment of Wages Act, 1936 the aggrieved employee can write to the inspector appointed under the Act within the time period given below from the date on which the deduction from wages was made or the date on which the payment of wages is due

• (A) two years• (B) one year• (C) twelve weeks• (D) six weeks

Option C

• The maximum daily hours of work in a day with normal wage allowed in factories is

• (A) 11 hours• (B) 10 hours• (C) 9 hours• (D) 8 hours

Option C

• Assertion (A) : Intra-mural and extramural welfare are mutually

• complimentary.• Reason (R) : The work-life balances need to be ensured

in order to get the best output from an employee.• (A) Assertion is wrong but Reason is logical.• (B) Both Assertion and Reason are wrong.• (C) Assertion and Reason are right.• (D) The Assertion is right but Reason is wrong.

Option A

• Which of the following statements is not true in explaining the concept and scope of labour welfare ?

• (A) Labour welfare has no roots in social work.• (B) Long Arm of the job and social invasion of

workplace’ concepts, explain the mutuality between intramural and extramural labour welfare

• (C) Labour welfare is a social concept. • (D) Corporate social responsibility is an extended

concept of welfare.

Option D

• Who is the champion of the ‘Welfare movement’ propagated in mid 19th century ?

• (A) Frederick Winslow Taylor• (B) Andrew Ure• (C) Sheebhom Rownlvee• (D) Robert Owners

Option A

• Sequence the following developments by their period of occurrence from earliest to the latest :

• (i) The Labour Investigation Committee• (ii) The Whitley Commission• (iii) The Enactment of Factories Act• (iv) The 1st National Commission on Labour• (A) (ii) (i) (iii) (iv)• (B) (ii) (iii) (iv) (i)• (C) (i) (ii) (iv) (iii)• (D) (iv) (ii) (iii) (i)

Option B

• Which of the following statements relating to Welfare Officer is not true

• (A) The provision of Welfare Officer is given in both the Factories Act, 1948 and the Mines Act, 1952.

• (B) Welfare Officer’s duties and responsibilities are defined and prescribed in the legislation.

• (C) Welfare Officer’s appointment is tagged to the provision of minimum workforce employed in an organisation

• (D) The Welfare Officer’s role was designed as a ‘Third force’.

Option D

• Which of the following statements about characteristics of labour is not true ?

• (A) Labour is a perishable commodity.• (B) Labour cannot be separated from the

person.• (C) Workers have no reserve price.• (D) Labour is as flexible and mobile as capital.

Option D

• Which of the following statements about labour market is not true ?

• (A) Labour market like commodity market is analyzed by supply, demand and price equilibrium.

• (B) Labour Market is relatively more local than commodity market.

• (C) Unlike a commodity market, the relationship between a buyer and seller in a labour market is not temporary.

• (D) Monopoly in the labour market is high.

Option C

• Money Wage is otherwise called as• (A) Real wage• (B) Living wage• (C) Nominal wage• (D) Fair wage

Option C

• Wage Boards set right• (A) Inter-regional differentials• (B) Inter-sectoral differentials• (C) Intra-industry differentials• (D) Inter-industry differentials

Option D

• Which of the following is not a determinant of wages ?

• (A) Prevailing wages• (B) Bargaining strength of Unions• (C) Job Evaluation• (D) Performance Appraisal

End of question paper

Sample Paper 1

preferred provider organizations

• Type of managed care plan in which health care service provider fulfills services at competitive rates to group of employers is classified as

• preferred provider organizations• defined maintenance organization• health maintenance organizations• non preferred provider organization

health maintenance organizations

• Type of managed care plan in which health care service providers gives services on prepaid basis for fixed period of time is classified as

• health maintenance organizations• non preferred provider organization• preferred provider organizations• defined maintenance organization

utilization review

• Audit of costs and services of all bills of health care providers is classified as

• productivity review• profitability review• utilization review• wellness review

both a and c

• Types of managed care includes• health maintenance organizations• non preferred provider organization• preferred provider organizations• both a and c

co-payment strategy

• In controlling health care benefits cost, strategy in which employees have to pay cost of medical care and insurance premiums is classified as

• co-payment strategy• deferred payment strategy• Keogh vesting strategy• deferred vesting strategy

all of above

• Concept in which whole or part of yearly pay increase is paid as single payment is called

• consumer price index adjustment• lump sum increase• cost of living adjustment• all of above

compa-ratio

• Ratio in which pay level is divided by pay range midpoint is classified as

• primacy ratio• regression ratio• matrix ratio• compa-ratio

seniority

• Time spent in organization while performing particular job is classified as

• seniority• career maturity• career equity• non equity

maturity curve

• Curve which is used to represent relationship between pay rate and experience is classified as

• equity curve• maturity curve• experience curve• seniority curve

• If mid-point is 20 and current pay of an employee is INR25 then compo ratio is

• 75• 225• 125• 25

job design

• In an organization, arrangement of duties, responsibilities and tasks to accomplish desired results is classified as

• job design• validation design• reliability design• rethinking design

job rotation

• In an organization, technique of shifting an individual employee from one job to another is considered as

• job retooling• job rethinking• job redesigning• job rotation

quality circle

• Group of employees in an organization who suggests solutions to quality and productivity problems is classified as

• productivity monitors• suggestion group• idea group• quality circle

skill variety

• Extent to which different tasks are required to complete work successfully is classified as

• skill variety• job variety• design variety• enrichment variety

self-directed work team

• Team composed with cluster of assigned tasks, responsibilities and duties that must be successfully accomplished is classified as

• provisional managers• validity team• self-directed work team• production cells

behavioral modeling

• Elementary way of employee learning in which employees of an organization copy behaviors of some one else is classified as

• behavioral modeling• active modeling• spaced modeling• massed modeling

visual learners

• Type of learners who focus on graphics and process and purpose of training are classified as

• massed learners• visual learners• auditory learners• tactile learners

tactile learners

• Kind of learners who uses training resources by getting their hands on task are classified as

• auditory learners• tactile learners• massed learners• visual learners

auditory learners

• Kind of learners who take keen interest in information told by someone about training content are classified as

• massed learners• visual learners• auditory learners• tactile learners

delivery of training

• Completion time of training, cost of resources and number of trainees are variables that must be considered in

• selection of employees• delivery of productivity• delivery of training• delivery of performance

e-learning

• Usage of internet for training employees of an organization is classified as

• compression training• e-learning• outsource learning• supported learning

intranet

• Private organizational network which limits access of information to authorized users is classified as

• informal network• wide area network• extranet• intranet

on job training

• ost flexible type of training in which employees are trained while performing tasks and responsibilities associated with job is classified as

• informal training• formal training• on job training• off job training

do follow up

• In employee training, last stage for trainee's on-the-job training is to

• present information• prepare learners• do follow up• practice of trainees

flexible spending account

• Account which allows employees to buy additional benefits by contributing pretax dollars is classified as

• fixed spending account• flexible spending account• contributory spending account• non contributory spending account

adverse selection

• Situation in which higher risk employees use and select special benefits is classified as

• flexible selection• non contributory plan• adverse selection• contributory plan

performance consulting

• ss in which organizational client and job trainer work together to support business goals is classified as

• performance and training integration• performance identification• performance consulting• individual interaction

training

• Systematic procedure in which people contribute in organizational goals achievement by acquiring capabilities is classified as

• training• planning• staffing• hiring

administered wages and salaries

• Performance appraisals are basically used by organizations to

• defining needed capabilities• administered wages and salaries• recruiting employees• fulfilling staffing needs

performance appraisal

• Employee evaluation, performance evaluation, performance review and employee rating are all terms used to define

• criterion appraisal• employee development appraisal• performance appraisal• subjective appraisal

administrative uses

• Uses of performance appraisals such as compensation, downsizing, layoffs and promotion are classified as

• systematic uses• subjective uses• development uses• administrative uses

systematic appraisal

• If relationship between employee and manager during performance appraisal then this type of appraisal is classified as

• systematic appraisal• administrative appraisal• subjective appraisal• administrative appraisal

development uses

• Uses of performance appraisals such as coaching and career planning, identifying strengths and areas for growth are classified as uses of

• systematic uses• subjective uses• development uses• administrative uses

Keogh plan

• Pension plan which is for self-employed employees and is usually individualized is classified as

• portability account• vesting account• Keogh plan• individual retirement account

relocation benefits

• Types of pension plans does not includes• employee retirement income security act• cash balance plans• traditional pension plans• relocation benefits

portability

• Feature attached to pension plans for employees through which employees can move their pension benefit from one employer to an other employer is called

• portability• Keogh plan• vesting• nesting

pension plans

• Retirement benefits that are planned and funded by employees and employers are called

• pension plans• defined contribution plan• non defined contribution• contributory plan

unemployment compensation

• Compensation which is paid to those employees seeking for a job and usually paid for up to 26 weeks is classified as

• worker's compensation• employment compensation• unemployment compensation• severance pay

worker's compensation

• Type of benefits which are given to those employees who got injured on job are classified as

• unemployment compensation• severance pay• worker's compensation• employment compensation

severance pay

• Benefit offered to employee voluntarily by employers who had lost their jobs is classified as

• lump sum pay• severance pay• unemployment pay• insurance option

all of above

• Primary benefits of most organization includes• unemployment compensation• severance pay• worker's compensation• all of above

pre-employment screening

• Step in recruitment process in which candidates are shortlisted fulfilling minimum requirements of job is classified as

• placement screening• pre-employment screening• compensatory screening• affirmative screening

realistic job preview

• Systematic process through which an accurate picture of job is given to applicants job is classified as

• realistic job preview• realistic job placement• realistic job criterion• realistic job administration

compensatory approach

• n predictors combination, approach in which scores from each predictor is added to compensate lower score of any of predictor is classified as

• multiple hurdles• collective approach• compensatory approach• none of above

multiple hurdles

• Approach in which minimum point is set off for each predictor and minimum level must be achieved is classified as

• placement hurdles• selection hurdles• compensatory hurdle• multiple hurdles

typical benefits

• Reduction in turnover rate, rise in production, change in attitudes and less supervisory needs are classified as

• post measure variables• pre-measures variables• typical costs• typical benefits

Donald Kirkpatrick

• Concept of four level training evaluation (reaction, learning, behavior and results) is given by

• Donald Kirkpatrick• Robert Mathis• John (No Suggestions)• none of above

learning evaluation step

• In training evaluation, measurement of how much of concepts, attitudes and theories learned have made impact on job is classified as

• learning evaluation step• behavior evaluation step• reaction evaluation step• results evaluation step

behavior evaluation step

• In training evaluation, measurement of training effect on performance and observation of job performance is classified as

• reaction evaluation step• results evaluation step• learning evaluation step• behavior evaluation step

post measure variables

• Expense of training, materials of training, salary and time of trainees and trainers are classified as

• typical costs• typical benefits• post measure variables• pre-measures variables

job site methods

• Online development, coaching, committee assignments and job rotation are methods for development approach called

• psychological testing• succession planning method• job site methods• off-site methods

off-site techniques

• Techniques such as class room courses, business games, outdoor trainings and sabbaticals are classified as

• psychological test techniques• succession planning techniques• job site techniques• off-site techniques

coaching

• Process in which immediate supervisors gives training and feedback to employees is classified as

• coaching• job rotation• job enrichment• job enlargement

job rotation

• In development approaches, procedure of shifting one employee from one job to another is classified as

• job enrichment• job enlargement• coaching• job rotation

assistant-to positions

• One of development technique in which trainees are placed at immediate staff positions under manager is classified as

• learning organization• assistant-to positions• online development• coaching

telecommuting

• Process in which jobs are done through telecommunication devices or other electronic computing are classified as

• on go communication• mobility jobs• mobile offices• telecommuting

compressed workweek

• Job time scheduling in which work must be accomplished earlier rather than time constraint given is classified as

• compressed workweek• flextime workweek• affirmative workweek• shamrock workweek

flextime

• Type of job timing in which employees works for fix numbers of hours but ending and starting timings can vary is classified as

• affirmative schedule• flextime• compressed time• compression tasks

written documentation

• Second step in positive discipline approach is• final warning• discharge• counseling• written documentation

final warning

• hird step in positive discipline approach is• counseling• written documentation• final warning• discharge

discharge

• Fourth step in positive disciple approach is• final warning• discharge• counseling• written documentation

counseling

• First step of positive discipline approach is• counseling• written documentation• final warning• discharge

human value added

• Full time equivalent employees is added into adjusted profit to calculate

• employee hiring cost• return on training• human value added• turnover cost

volunteer turnover rate

• Number of total employees are added into employee voluntary separations to calculate

• production turnover rate• investment turnover rate• volunteer turnover rate• employee hiring rate

third quartile strategy

• Compensation quartile strategy in which 75% of employers pays below than market and remaining 25% pays compensations higher than market is called

• forth quartile strategy• third quartile strategy• second quartile strategy• first quartile strategy

added into base pay

• According to total rewards approach, variable pay of employee is

• added into base pay• subtracted from base pay• multiplied to base pay• divided to base pay

employee-related outcomes

• Outcomes of competency based system such as improved and higher employee satisfaction and commitment are classified as

• quartile strategy based outcome• organization-related outcomes• employee-related outcomes• percentiles strategy outcomes

for executive only

• According to traditional compensation approach, perks and bonuses are

• for CEO only• for all employees• for executive only• not for executives

entitlement orientation philosophy

• Compensation philosophy according to which organization increase salary of employees every year is called

• primacy orientation philosophy• entitlement orientation philosophy• performance orientation philosophy• recency orientation philosophy

separation agreement

• Agreement through which terminated employees agrees to get benefits in exchange of not to sue employers is classified as

• separation agreement• contractual agreement• statutory agreement• non separable agreement

employment contract

• Agreement used to define outlines of employment details is classified as

• contributory agreement• controlled agreement• separation agreement• employment contract

non compete agreement

• Agreement which stops individual to not to compete employer in same business for specific period of time after leaving company is called

• competing agreement• non compete agreement• implied contract• employment contract

contractual rights

• Rights based on special agreement between employees and employer are called

• statutory rights• non statutory rights• contractual rights• separation agreement

responsibilities

• Obligations that are accountable for actions are called

• non statutory rights• statutory rights• rights• responsibilities

productivity costs

• Loss of customer contacts, break-in time of employees and unfamiliarity with products of organization are classified as

• separation costs• productivity costs• training costs• hiring costs

separation costs

• Exit interview time, expenses of unemployment and legal fees of challenged separations are classified as

• training costs• hiring costs• separation costs• productivity costs

hiring costs

• Recruiting expense, relocation costs and employment testing costs are classified as

• separation costs• productivity costs• training costs• hiring costs

exit interviews

• Kind of interviews taken place in organizations to ask about possible reasons leads to job turnover are classified as

• employee firing interviews• transfer interviews• termination interviews• exit interviews

turnover rate

• Number of employees separation during a specific period is divided by number of employees at midmonth and is multiplied to 100 is used to calculate

• absenteeism rate• satisfaction rate• turnover rate• employment rate

non-exempt status

• Factors such as earnings level, discretionary authority and percentage of time spent time in manual work are factors that must be held to define

• overtime pay status• exempt status• non-exempt status• distributive status

salaried non-exempt

• Considering non-exempt status of employees, employees to whom overtime must be paid according to FLS act are classified as

• salaried exempt• salaried non-exempt• hourly pay employees• clerical level employees

exempt employees

• Position such as administrative, professionals and executive are classified as

• exempt employees• non-exempt employees• salaried exempt employees• salaried non exempt employees

pay equity

• Concept in which pay for jobs that require similar skills, abilities and knowledge without taking duties into consideration is called

• pay equity• pay exemption• pay primacy• distributive pay

importing and exporting

• Buying and selling of products and services from firms in other countries is called

• importing and exporting• regional alliances• national alliances• international alliances

multinational enterprise

• Type of organization which has operating units in some foreign countries is classified as

• alliance enterprise• global enterprise• interdependence enterprise• multinational enterprise

all of above

• Factors that affect global human resource management are

• economic factors• societal factors• cultural factors• all of above

global enterprise

• Kind of organization which have integrated worldwide corporate units in different countries is classified as

• alliance enterprise• global enterprise• interdependence enterprise• multinational enterprise

culture

• All societal forces that affect values, actions and beliefs of different groups of people are together called

• expatriation• repatriation• culture• economy

human resource research

• Procedure which is based on analysis of present and past data to determine system effectiveness is classified as

• human resource audit• human resource research• human resource assessment• human staff rating

human resource audit

• In an organization, research efforts that are made to evaluate current structure of human resource management are classified as

• human resource assessment• human staff rating• human resource audit• human resource research

secondary research

• Research method which considers data that has already been published in articles, journals and books are classified as

• human resource research• primary research• secondary research• ternary research

layoffs

• Situation which results in putting employees on unpaid absences is classified as

• layoffs• retirement buyouts• attribution• attrition

outplacement services

• Support and assistance services given to displaced employees are classified as

• attrition services• buyout services• outplacement services• attribution services

equity

• Perceived fairness between what person receives and what person did is classified as

• procedural justice• distributive justice• recency justice• equity

both a and b

• Key issues related to internal equity are• distributive justice• procedural justice• primacy justice• both a and b

procedural justice

• Perceived fairness of all procedures and process that are considered to make decisions about employees and their pay is called

• primacy justice• recency justice• procedural justice• distributive justice

distributive justice

• Perceived fairness that must be considered in outcomes of performance is classified as

• procedural justice• distributive justice• primacy justice• recency justice

affirmative action

• Process in which organization employer identify problems, set new standards and taking positive steps for corrections is classified as

• confirmative action• reverse action• affirmative action• protective action

equal employment opportunity

• Concept which focus on availability of jobs to all individuals without any discrimination is classified as

• equal employment opportunity• non discrimination opportunity• opportunity of equality• none of above

reverse discrimination

• ype of discrimination which occurs when applicants for a job are refused and prioritizing protected class individuals is classified as

• individualistic discrimination• affirmative discrimination• diversified discrimination• reverse discrimination

Sample Paper 2

diversity

• Differences among individuals performing jobs at same workplace are classified as

• diversity• opportunity• employment• cultural unemployment

protected class

• roup of individuals that are provided with safety under regulation of equal employment is classified as

• legislative class• protected class• affirmative class• reverse discrimination class

combination plan

• Pay plan having a mixture of 75% base [basic] salary and 25% incentives is classified as

• combination plan• non commission plan• competitive plan• non competitive plan

extrinsic motivation

• Adding incentives to job is included in• intrinsic motivation• extrinsic motivation• outsourced motivation• in-house motivation

pay for performance

• All incentive plans are surely• pay for performance• pay for skills• pay for tenure• pay for knowledge

valence

• Reward of performance must have some value for employee is best example of

• expectancy• instrumentality• valence• de-expectancy

social recognition program

• An informal employee-manager refers to• social recognition program• performance feedback• non-financial awards• financial awards

reinforcement of new programs

• New performance appraisal systems and incentives usage is part of

• mobilize commitment• consolidation of gains• creating guiding coalition• reinforcement of new programs

All of above

• Lewin's process consists of• unfreezing stage• moving stage• refreezing stage• All of above

consolidation of gains

• moving stage' in Lewin's organizational change process considers

• mobilize commitment• consolidation of gains• monitoring and assessing programs• reinforcement of new programs• Answer B

strategic intervention

• 'self-designing organizations' is an example of• human process intervention• techno structural interventions• strategic intervention• HRM interventions

human process intervention

• Formulating SMART performance training objectives are included in

• human process intervention• techno structural interventions• strategic intervention• HRM interventions

foreign service premiums

• Financial payments above and over a regular base pay for expartriate employees are classified as

• ethnocentric allowances• mobility premiums• hardship allowances• foreign service premiums

mobility premiums

• Lump sum payments given to employees who move from one assignment to another are classified as

• ethnocentric allowances• mobility premiums• hardship allowances• foreign service premiums• Answer B

hardship allowances

• Compensation given to expatriates for exceptionally hard working and living conditions at certain locations is classified as

• ethnocentric allowances• mobility premiums• hardship allowances• foreign service premiums

• Types of appraisal interview are• 3• 4• 5• 6

All of above

• Reason involves in employers movement for performance management is

• total quality• appraisal issues• strategic planning• All of above

unsatisfactory-uncorrectable interview

• When person's performance is neither satisfactory nor correctable is

• satisfactory-promotable interview• satisfactory-not promotable interview• unsatisfactory-correctable interview• unsatisfactory-uncorrectable interview

goal oriented

• Performance management is always• goal oriented• performance oriented• sales oriented• None of above

satisfactory-promotable interview

• Most easiest performance appraisal interview is

• satisfactory-promotable interview• satisfactory-not promotable interview• unsatisfactory-correctable interview• unsatisfactory-uncorrectable interview

training and development

• In traditional focus, providing opportunities for learning is part of

• training and development• performance appraisal• recruiting and placement• human resource planning

human resource planning

• In career development focus, information about individual interests and preferences is part of

• training and development• performance appraisal• recruiting and placement• human resource planning

• In career development focus, addition of development plans is part of

• training and development• performance appraisal• recruiting and placement• compensation and benefits

manager role

• In career development, providing support in employee's development plans is part of

• individual role• manager role• employer role• line manager

compensation and benefits

• In traditional focus, rewards based on production is part of

• training and development• performance appraisal• recruiting and placement• compensation and benefits

Organizing function

• If company defines authority & communication channels for employees, it is performing

• Staffing function• Organizing function• Leading function• Controlling function

Staff authority

• Company's HR department can create an 'advisory' relationship through

• Line authority• Staff authority• Hiring authority• All of above

staff manager

• One who assists other managers in HR functions of management process is

• line manager• first line supervisor• staff manager• All of above

Compensating

• Following [given] factor is not involved in communication to employees

• Interviewing• Disciplining• Counseling• Compensating

Staff manager

• Most of time manager of Human Resource department is

• Line manager• Staff manager• None of above• Both A and B

off shoring

• If outside vendors abroad supply services that are previously done by in-house employees is

• Outsourcing• off shoring• alternative staffing• None of above

Outsourcing

• Supply of services by outside vendors that are done previously by in-house employees is

• Outsourcing• off shoring• alternative staffing• None of above

company's plan

• Communications and employee participation is part of

• company's plan• strategic plan• vision• mission

benchmarking jobs

• Anchoring jobs and slotting other jobs accordingly is called

• benchmarking jobs• evaluating pay scales• evaluating pay grades• evaluating internal equity

salary surveys

• Data of benefits like employees insurance and other fringe benefits can be collected through

• benchmark surveys• salary surveys• primary survey• secondary survey

performance based pay

• “each unit made by worker is paid", is best classified as

• time based pay• performance based pay• promotion• salary increments

non direct payments

• Concession employees gets in form of discounts in air ticket and bus fares is an example of

• incentives• non direct payments• direct payments• salary increments

reality shock

• When employee's high expectations confront reality of boring job, it is called

• promotions• transfers• reality shock• formal training

promotions

• Strategy employees seek for interesting jobs and greater advancement opportunities is included in

formal training

• Given a chance for employee's personal growth is considered in

transfers

• Reassignment of work related to job in another part of organization at similar position is called

lock out

• An employer's refusal to provide opportunities for work is classified as

• grievance procedure• lock out• injunction• strike procedure

boycott

• A combined refusal to use or buy product of employers by members of union or all employees is classified as

• boycott• impasse boycott• strike• picketing

picketing

• Situation in which employees carry signs to depicts their concerns near employer's business place is classified as

• strike• picketing• boycott• impasse boycott

economic strike

• Strike occurs when labor does not agree on conditions of contract is classified as

• unfair labor practice strike• economic strike• sympathy strike• wildcat strike

injunction

• Order of court to compel parties either to desist a certain action or to resume a particular action is classified as

• grievance procedure• lockout• injunction• strike procedure

individual pay plan

• 'piecework' pay plan is often called• individual pay plan• group pay plan• extrinsic rewards• intrinsic rewards

performance based pay

• Pay based on piecework is an example of• time based pay• performance based pay• bonuses• promotion

percent premium

• Basic difference between piecework and standard hour plan is

• percent premium• proportion premium• fixed premium• variable premium

All of above

• Factors which influence bonuses are• eligibility• fund size• individual performance• All of above

annual bonus

• Plans that are designed to motivate employees short term performance are called

• annual bonus• annual award• annual sales promotion• annual transfer

concurrent validation

• Validity test conducted on employees already on job in your company is called

• concurrent validation• predictive validation• criterion validity• content validity

choose tests

• Second step in validating a test is• analyze job• choose tests• administer tests• Relate test scores

Test scores and job performance

• 'expectancy chart' is a graph to show relationship between

• tasks performed and time utilized• Test scores and job performance• Both A and B• None of above

predictive validation

• Validity test for applicants for a specific job is called

• concurrent validation• predictive validation• criterion validity• content validity

Potential Weaknesses

• 'large inventories' can be best classified as• Potential opportunities• Potential Threats• Potential Strengths• Potential Weaknesses

Potential Threats

• 'low cost foreign competition' can be best classified as

• Potential opportunities• Potential Threats• Potential Strengths• Potential Weaknesses

Mission statement

• What our business is' is stated in• Mission statement• Strategic goals• Vision statement• All of above

All of above

• External and internal audit of a company includes

• Economic trends• Political trends• Competitive trends• All of above

Potential opportunities

• 'diversification' can be best classified as• Potential opportunities• Potential Threats• Potential Strengths• Potential Weaknesses

interpersonal competencies

• Communicating leadership' is included in• personal competencies• interpersonal competencies• business management• Both A and C

personal competencies

• Managing tasks effectively' is included in• personal competencies• interpersonal competencies• business management• Both A and C

task analysis

• For analyzing identify specific skills needed for specific job is called

• need analysis competency model• competency model• task analysis• Both A and C

interpersonal competencies

• effective negotiation' is included in• personal competencies• interpersonal competencies• business management• Both A and C

performance analysis

• Verification of deficiencies in performance to determine training or job rotation is called

• need analysis competency model• competency model• task analysis• performance analysis

compensating employees

• 'coaching of employees' does not include• planning• preparation• follow-up• compensating employees

consequences

• In 'ABC' approach which is used in formulating hypothesis, "C" stands for

• compensating• communication• counseling• consequences

longer span of time

• Mentoring by employees dealt with• longer span of time• shorter span of time• resetting salary schedules• self-managing teams

All of above

• In 'ABC' approach, analyzing behaviors means• measuring aptitudes• measuring adequacy of tools• measuring adequacy of training• All of above

performance management

• In talent management end to end process, workforce compensation management leads to

• succession planning• performance management• learning management systems• e-recruiting

effective mentors

• Professional competence and consistency is exhibited by

• effective mentors• performance manager• appraisal manager• None of above

keep retirees

• Modifying selection procedures for senior employees is a step to

• keep retirees• keep employees• retirement benefits• talent management

talent management

• Process of attracting, selecting, training and promoting employees through a particular firm is called

• phased retirement• preretirement counseling• talent management• modifying selection procedure

Corporate HR group

• Assistance to top level management for strategic plans is provided by

• Transactional HR group• Corporate HR group• Embedded HR group• Center of expertise

Organizational change

• Centers of expertise provide special assistance in

• Updates regarding appraisal• Production department• Organizational change• Long term strategic plan

Embedded HR group

• An assistance needs to manage localized human resources which are provided by

• Transactional HR group• Embedded HR group• Corporate HR group• Centers of expertise

Transactional HR group

• Changing and updating benefit plans is performed by

• Corporate HR group• Center of expertise• Transactional HR group• Embedded HR unit

investigative orientation

• People do not attract to occupations which require affective activities is best classified as

• realistic orientation• investigative orientation• social orientation• artistic orientation

social orientation

• People chosen clinical psychology as career are classified as

realistic orientation

• An occupation of farming is best classified for personality orientation named is

trial sub stage

• Stage in which an employee decides whether not or to continue specific field is

• stabilization sub stage• trial sub stage• establishment stage• maintenance stage

decline stage

• Period in which many people have lesser responsibility and power is called

• exploration stage• growth stage• midcareer crisis sub stage• decline stage

point method

• A quantitative technique in job evaluation processes is

• job classification• alternative ranking method• aligned reward strategy• point method

grouping jobs

• Second step in 'ranking method' of job evaluation is to

• combine ratings• rank jobs• selecting compensable factors• grouping jobs

job grading

• Job evaluation process in which raters categorize jobs into groups is called

• point method• job classification• job grading• aligned reward strategy

None of above

• 'quantitative process of job evaluation' does not include

• classifying jobs• grading jobs• ranking jobs• None of above

training

• Teaching of current or employees with skills needed to perform effectively on job is

• training• negligent training• Both A and B• None of above

instructional design

• Formulating SMART performance training objectives is included in

• need analysis• instructional design• implement• evaluate

need analysis

• First step in training process is• need analysis• instructional design• implement• evaluate

employee orientation

• Providing new employees with basic information regarding background is

• employee orientation• employee training• Both A and B• None of above

negligent training

• When an employee harms a third party because of inadequate employee training it is called

• training• negligent training• Both A and B• None of above

All of above

• Company's HR team is responsible for• training of supervisors• monitor appraisal system affectivity• training employees• All of above

advisory role

• Human resource department serves as• advisory role• line authority• hiring department only• training department only

alternation ranking method

• Ranking of all employees measuring a specific trait such as communicating is measured in

• graphic rating scale method• management by objectives• alternation ranking method• paired comparison method

feedback session

• Step in which employer and employee discuss his performance and plans for future is

• defining job• training session• feedback session• interview sessions

graphic rating scale method

• A rating scale which enlists traits and performance values is called

• graphic rating scale method• management by objectives• alternation ranking method• in-house development

All of above

• Reason involves in employers movement for performance management is

• total quality• appraisal issues• strategic planning• All of above

goal oriented

• Performance management is always• goal oriented• performance oriented• sales oriented• None of above

Both A and B

• Management guru Edward Deming argues that employee's performance is result of

• training communication• quality• own motivation• Both A and B

Sample Paper 3

comparing performance with goals

• In performance management, main feature of performance management is to

• increase salary• planning incentives• comparing performance with goals• comparing sales figures from last year

goal alignment

• Enabling employees to link company's and his own department goals is

• direction sharing• goal alignment• ongoing performance monitoring• ongoing feedback

salary survey

• Surveying market in a way to know what others are paying is called

• salary survey• market survey• equity survey• motivation survey

direct financial payments

• Increments based on performance is a basis of• direct financial payments• non direct financial payments• direct compensation• bonuses

HR scorecard

• Assigning HR management financial and non-financial goals to achieve aims and monitor results

• HR scorecard• HR digital dashboard• Both A and B• None of above

Strategy map

• A graphical tool used to summarize chain of activities to get "big picture" of performance is

• HR scorecard• HR digital dashboard• Strategy map• All of above

Digital dashboard

• Tool used to present manager with performance graphs and charts is

• HR scorecard• Digital dashboard• Strategy map• All of above

wage curve

• Relationship between value of job and average salary paid for this job is called

• wage curve• salary curve• job evaluation curve• job description curve

external equity

• Salary surveys are used for monitoring and maintaining

• external equity• internal equity• compensating equity• collective equity

individual equity

• Comparison between what salary coworkers are getting for similar jobs is called

• individual equity• pay rate equity• collective equity• procedural equity

tension is created

• If person finds imbalance between his services and paid salary, than

• tension is created• person is more motivated• person is less motivated• person is never motivated

all of above

• Types of third party negotiation is known as arbitration includes

• non binding arbitration• interest arbitration• binding arbitration• all of above

interest arbitration

• Kind of arbitration used when parties of agreement no longer use such agreements or wants to change existing agreement is classified as

• binding arbitration• non binding arbitration• interest arbitration• rights arbitration

all of above

• Types of interventions to overcome effect of impasse include

• fact finder• arbitration• mediation• all of above

strike

• Voluntary withdrawal of labor of company is classified as

• strike• picketing• boycott• impasse boycott

rights arbitration

• Kind of arbitration which is also known as contract interpretation arbitration is

• binding arbitration• non binding arbitration• interest arbitration• rights arbitration

layoffs

• rocess in which employees take some time off from job and expect that they will come back for work is classified as

• mergers• acquisitions• layoffs• downsizing

outplacement counseling

• Formal procedure in which job terminated person is counseled and trained to secure a job position by teaching self-appraising techniques is classified as

• termination interview• outplacement counseling• exit interviews• subordination interviews

wrongful discharge

• Dismissal of employee who violates law of contractual arrangements stated by employer is classified as

• descriptive termination• distributive termination• wrongful discharge• wrongful termination

lack of qualifications

• Employees inability to perform assigned task is classified as

• misconduct• lack of qualifications• unsatisfactory satisfaction• insubordination

no punitive discipline

• Method of disciplining which usually involves systems of paid decision-making leaves and oral warnings is classified as

• punitive discipline• distributive discipline• descriptive discipline• no punitive discipline

central tendency

• An equal rating of all employees such as 'good' is called

• lenient tendency• strict tendency• biasing tendency• central tendency

• An employee if rated lower in appraisal rating because of 'gender' is an example of

• lenient/strict tendency• bias• central tendency• different tendencies

preretirement counseling

• 'Financial and investment counseling' is an example of

• phased retirement• preretirement counseling• honoring experience• modifying selection procedure

• An employee is rated high in performance appraisal because of 'religion' is example of

• Manipulation of appraisal rating on basis of 'age' is an example of

distributive justice

• Justice and fairness of a result of a decision is classified as

• descriptive justice• procedural justice• distributive justice• severance justice

ethics code

• Document that consists of all ethical standards that employer expects from employees is classified as

• ethics code• descriptive code• procedural code• distributive code

procedural justice

• Fairness[ An elegance] of process is classified as

• descriptive justice• procedural justice• distributive justice• severance justice

ethics

• Standards that are decided to what kind of conduct employees of organization should possess are classified as

• descriptive justice• procedural justice• distributive justice• ethics

Diversification

• Addition of new product lines in company is• Diversification• Vertical integration• Horizontal integration• Geographic expansion

• Types of 'diversification' are• 2• 3• 4• 5

Vertical integration

• 'Apple' has opened its own retail stores is a classic example of

• Vertical integration• Horizontal integration• Consolidation• Geographic expansion

Cost leadership

• 'corporate strategy' does not include• Diversification• Consolidation• Cost leadership• Vertical integration

Market penetration

• Company marketing and selling current product aggressively is

• Market penetration• Market development• Product development• Both a & b

closed shop

• Kind of union security in which organizations can hire current union members is classified as

• closed shop• union shop• agency shop• preferential shop

preferential shop

• Kind of union security in which union members were [are] given preference in hiring is classified as

right to work

• Term which describes union membership is not required as a condition of employment is classified as

• right to proceed• right to work• right to get hired• none of above

all of above

• Types of available union securities are• preferential shop• agency shop• closed shop• all of above

agency shop

• Kind of union security in which employees are not member of union but pay dues of union is classified as

employer role

• In career development, offering and discussing variety of paths for career development is included in

• individual role• manager role• employer role• line manager

production plans

• HR plans of any organization does not include• personnel plans• production plans• compensation plans• training and development plans

All of above

• A personnel plan requires forecast of• personnel needs• supply of inside candidates• supply of outside candidates• All of above

scatter plot

• Relationship between two variables can be identified with help of

• ratio analysis• scatter plot• trend analysis• All of above

All of above

• Process which consists how and what positions are to be filled is called

• Employment planning• Human resource planning• Succession planning• All of above

trend analysis

• Study of different employment needs of company is

• ratio analysis• scatter plot• trend analysis• All of above

non directive interview

• 'structured interview' is also called• non directive interview• directive interview• Both A and B• None of above

directive interview

• 'unstructured interview' is also called• non directive interview• directive interview• Both A and B• None of above

situational interview

• An interview in which you ask a candidates behavior in given situation is

• situational interview• situational test• behavioral tests• job related questions

behavioral tests

• n interview in which candidate is asked about behavior in past for given situation is

• situational interview• situational test• behavioral tests• job related questions

savings and thrift plan

• Employees pension plan in which employees contribute a portion of earning into fund is classified as

• cash balance plans• early retirement window• deferred profit sharing plan• savings and thrift plan

deferred profit sharing plan

• Pension plan in which specific amount of profit is transferred to employees account that are payable at time of retirement or death is classified as

• deferred profit sharing plan• savings and thrift plan• cash balance plans• early retirement window

cash balance plans

• Pension plans in which specific percentage of an employee's pay is contributed by an employer are classified as

• cash balance plans• severance pay plans• early retirement window plans• employee stock ownership plans

defined contribution pension plan

• Kind of pension plan in which employers contribution is specified in employees retirement savings funds is classified as

• defined benefit pension plan• defined contribution pension plan• defined non contributory pension plan• deferred contribution pension plan

portability

• Process of instituting policies to enable employees to get their accumulated pension plans with ease after leaving organization is classified as

• compatibility• durability• portability• profitability

human resource metrics

• Quantitative measure of employee's turnover and hours of training per employee is called

• human resource metrics• evidence based management• high performance work system• None of above

high performance work system

• Promoting organizational effectiveness through HR policies and practices is known as

• human resource metrics• evidence based management• high performance work system• None of above

reengineering

• Redesigning a business process for more efficient and effective results is called

• redesigning jobs of workers• assigning additional activities to workers• moving workers from one job to other• reengineering

assigning additional activities for workers

• 'job enlargement' means• redesigning jobs for workers• assigning additional activities for workers• moving workers from one job to other• None of above

redesigning jobs for workers

• job enrichment' means• redesigning jobs for workers• assigning additional activities to workers• moving workers from one job to other• None of above

All of above

• Competency-based-job-analysis means defining job in terms of

• measureable competency• behavioral competency• observable competency• All of above

motivate employees

• A job enrichment is a way to• motivate employees• compensate employs• staffing new employees• All of above

enterprising orientation

• People attracted to careers involving individualistic activities are classified as personality type of

• enterprising orientation• investigative orientation• social orientation• conventional orientation

conventional orientation

• Accountants are classified as personality type of

• realistic orientation• investigative orientation• social orientation• conventional orientation

conventional orientation

• People favors career in which personal needs of employees are subordinated to company is

• realistic orientation• investigative orientation• social orientation• conventional orientation

All of above

• Relationships section of job description define whom would you

• supervise• report to• work with• All of above

job summary

• While writing job description, major functions or activities are written in

• job summary• responsibilities and duties• job identification• both b and c

job identification

• While writing job description, 'job title' is written in section of

• job summary• responsibilities and duties• job identification• both b and c

4 dimensions

• HRD maturity level in an organization is measured in

• 3 dimensions• 4 dimensions• 5 dimensions• 6 dimensions

Least maturity level

• In HRD scorecard scale, '1' represents• Moderate maturity level• Least maturity level• Highest maturity level• All of above

Highest maturity level

• In HRD scorecard scale, '10' represents• Moderate maturity level• Least maturity level• Highest maturity level• All of above

10-point scale

• Scale is used in HRD scorecard consists of• 5-point scale• 10-point scale• 4-point scale• None of above

HRD competence score

• Dimension which measures competency of company's top management to lower level employees is

• HRD systems maturity score• HRD competence score• The HRD culture• Employee linkage score

expatriates

• Non citizen employees of country in which they are working is classified as

• expatriates• subordinates• coordinates• none of above

codetermination

• Specific procedure according to which employees of company has legal rights to take part in policy designing is classified as

• sub-determination• sub-ordination• co-ordination• codetermination

ethnocentric

• Corporation orientation in which management style and evaluation criteria of home country is superior to anything that host country offers is called

• polycentric• geocentric• ethnocentric• expat-centric

difficult to rate

• Disadvantage of critical incident method is• difficult to develop• cause of disagreements• time consuming• difficult to rate

logrolling

• Situation in which subordinates collude to rate high with each other

• logrolling• dialog rolling• up rating• lenient/strict tendency

time consuming

• Disadvantage of MBO(management by objectives) method is

• difficult to develop• cause of disagreements• time consuming• difficult to rate

simple to use

• Advantage of 'graphic rating scale method' is• simple to use• avoided central tendency and biases• ended up with predetermined rating figures• on going basis evaluation

halo effect

• When rating of employee trait biases its performance on other traits is called

• halo effect• deja vo effect• narrow effect• None of above

Quantitative technique

• Position Analysis Questionnaire (PAQ) for job analysis is

• Quantitative technique• Qualitative technique• Both A and B• None of above

both structured and unstructured

• Interviews can be• structured only• unstructured only• both structured and unstructured• None of above

Both A and B

• Job analysis information can be collected through

• Interviews• Questionnaires• Both A and B• None of above

set standards

• Basic approach in employee's performance compares with their current performance to

• set standards• performance in previous years• performance in last job• None of above

motivate employee

• An aim of performance appraisal is to• fire employee• motivate employee• counsel employee• hire employee

• An evaluation process of employee's performance as compared to set standards is called

• performance appraisal• compensation• counseling• design of evaluation

All of above

• 'performance' appraisal feedback always include

• assessment of employee performance• setting work standards• providing feedback to employees• All of above

analyze job

• First step in validating a test is to• analyze job• choose tests• administer tests• Relate test scores

two ways

• A Test's validity can be demonstrated in• two ways• three ways• four ways• five ways

Sample Paper 4

Both A and B

• Types of 'test validity' consist of• criterion validity• content validity• score validity• Both A and B

test validity

• Through test measuring for Checking what we intended is known as

• test validity• criterion validity• content validity• reliability

reliability

• Consistency of obtained scores in a test is measured by

• test validity• criterion validity• content validity• reliability

both b and c

• In big five models, 'agreeableness' is tendency to be

• sociable• trusting• compliant• both b and c

situational test

• A test in which examinees respond to situations representing jobs is called

• situational test• reasoning test• video simulation test• job training

miniature job training

• Employees training and evaluating performance before actual job is

• situational test• reasoning test• video simulation test• miniature job training

mentoring

• Focus on long-term issues that are hard-to-reverse are part of

• coaching• mentoring• informal training• formal training

Both A and B

• A job analysis consists of• job description• job specification• Both A and B• None of above

short-term of shareholder value

• 'revenue growth' is included in• short-term of shareholder value• compensation of company executive• determination of stocks• determination of investment

All of above

• Compensation for top executive job is largely based on

• job complexity• (employers)ability to pay• executive's human capital• All of above

employers ability to pay

• Total profit and rate of return is classified as• employers ability to pay• employers ability to hire• employers ability to train employees• employers ability to grow

short-term of shareholder value

• Operating profit margin is included in• short-term of shareholder value• long-term shareholder value• economic value added• managerial job evaluation

Human capital advantage

• Focusing on core competencies means companies have the possibility of generating?

• A.Human capital advantage• B.Larger profit margins• C.Better output• D.New staff

5 and 6 only

• Which of the following are not Central Organisation of Workers?• 1. Indian, National Trade Union Congress• 2. Hind Mazdoor Sabha• 3. Bhartiya Mazdoor Sangh• 4. United Trade Union Congress• 5. SAFTA• 6. COSEFA• A.1, 4, 5 and 6• B.2, 3, 4 and 6• C.5 and 6 only• D.1, 2, 3 and 5

B.(A) (B) (C) (D)1 3 4 2

• Match the following• List-I (Methods of Wage Payment) List-II (Factor/Base)• (A) Time wage 1. Hours• (B) Piece wage 2. Bonus• (C) Balance wage 3. Production• (D) Incentive wage plans 4. Minimum wage• (E) Self-realisation needs 5. Penalty• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 1 3 4 2• C.(A) (B) (C) (D)• 3 1 4 2• D.(A) (B) (C) (D)• 3 4 2 1

Assertion (A) and Reason (R) both are true

• Assertion (A) : Job analysis information provides the foundations of an organisations human resource information system.

• Reason (R) : The job analysis information can be collected through interviews, juries of experts, mail questionnaires, employee logs, direct observation or some combination of these techniques.

• A.Assertion (A) and Reason (R) both are true• B.Assertion (A) and Reason (R) both are untrue• C.Assertion (A) is true, but Reason (R) both are untrue• D.Assertion (A) is untrue, but Reason (R) is true

Human Resources Decision

• The components of the information systems should be made up only of information units which enhance effective

• A.Personnel Management Decision• B.Project• C.Human Resources Decision• D.None of these

Both (b) and (c)

• Redressal of employee grievances covers• A.Equitable wages and salary system• B.Institutionalising an expeditions machinery

for resolving employees grievances• C.Positive attitude towards employee

grievances and readiness to help• D.Both (b) and (c)

Value of organisation

• Top management is interested how human resource management is contributing to

• A.Value of organisation• B.Training of employees• C.Profit making• D.None of the above

• Assertion (A) : Organisational policies set to achieve uniformity, economic, public relations benefits or other objectives that one sometimes unrelated to recruiting.

• Reason (R) : Promote from within policies are intended to give present employees the first opportunity for job openings.

• A.Assertion (A) and Reason (R) both are true• B.Assertion (A) is true, but Reason (R) is untrue• C.Assertion (A) is false, but Reason (R) is true• D.Assertion (A) is true

All of the above

• Which is the objectives of training?• A.To arouse loyalty towards the institution• B.Awareness of the problems• C.Increase in employee morale, confidence

skill and productivity• D.All of the above

Personnel management

• "FIRM is a responsibility of all those who manage people as well as bring a description of the work of those who are employed as specialists. It is that part of management which is concerned with people at work and with their relationships within an enterprise. It applies not only to industry and commerce but to all fields of employment." Known as ________.

• A.Performance management• B.Human resource management• C.Personnel management• D.Functional management

All of these

• Which is the component of Mechanism of Human Resource Development?

• 1. Research• 2. Performance Appraisal• 3. Potential Appraisal• 4. Organisation and Development• 5. Career Planning and Development• 6. Training and Development• A.1, 2, 3, 4 and 5• B.4, 5 and 6• C.1, 3, 4, 5 and 6• D.All of these

A.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Component of Human Resource Management) List-II (Function of Human Resource

Management)• (A) Human resource development 1. Training• (B) Compensation management 2. Job-evaluation• (C) Human relations 3. Motivation• (D) Human resource accounting 4. Human Resource Management• 5. Knowledge• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 5 4 1 3• C.(A) (B) (C) (D)• 4 1 3 2• D.(A) (B) (C) (D)• 2 1 3 4

The reduction in distinctions between standard and unsocial hours or standard and extra hours

• What kinds of practices outlined below are typically associated with non-standard working and flexibility?

• A.9-5 working hours• B.The reduction in distinctions between standard

and unsocial hours or standard and extra hours• C.Premium rates for unsocial hours• D.The voluntary agreement of unsocial hours

Collective bargaining

• Which of the following is not machinery for settlement of ID in India?

• A.Board of conciliation• B.Labour court• C.Collective bargaining• D.National Tribunal

All of the above

• Which statement is true?• A.Job analysis is a group of positions, that are similar as to

kind and level of work• B.A promotion is the advancement of an employee to a

better job better in terms of greater responsibilities, more prestige or status, greater skill and especially, increase rate of pay or salary

• C.A promotion is the transfer of an employee to a job that pays more money or that enjoys some preferred status

• D.All of the above

Absence of a simplified procedure to be followed in voluntary arbitration

• Factors which have contributed to the slow progress of arbitration have identified by the National Commission on Labour as

• A.Absence of a simplified procedure to be followed in voluntary arbitration

• B.Absence of recognised unions which could bind workers to common agreements

• C.The fact that in law on appeal was competent against an arbitrator's award

All of these

• Which of the following point is not important for training?• 1. Reduction in supervision• 2. Reduction in cost• 3. Increased stability• 4. Convenience in co-ordination• 5. Improvement in industrial relations• 6. Individual development and growth.• A.1, 3, 4, 5 and 6• B.1, 3, 5 and 6• C.2, 3 and 4• D.All of these

Complaint

• Grievance is affecting one or more individual workers in respect of their conditions of work and not disputes over matters of general applicability to all

• A.Complaint• B.Claims• C.Information• D.Order

Specific Job

• Job analysis is a systematic procedure for securing and reporting information defining a

• A.Specific Product• B.Specific Job• C.Specific Goods or Service• D.All these

Robert Hoxie

• Who Said "collective bargaining is a model of fixing the term of employment by means of bargaining between an organised body of employers and employees and or association of employees usually acting through organised agent.

• A.Sydney and Beatrice Webb• B.Robert Hoxie• C.John T. Dunlop• D.Samuel Gompers

All of the above

• Objects of Trade Unions includes• A.To strive for better working conditions for the workers

in the form of shorter working hours, leave with pay, social security benefits and other welfare facilities

• B. To protect a part of the increased prosperity of industry for their members in the form of bonus

• C.To secure better wages for the workers in keeping with the prevailing standard of living and cost of living in the nation

1, 2, 3 and 4

• Given• 1. Training is required at different levels namely, for unskilled workers,

semiskilled workers. Skilled workers, office staff, supervisory staff and managerial.

• 2. Semi-skilled workers are selected amongst the unskilled workers who have made themselves conversant with the handling of the machine.

• 3. Management training has become an essential activity of every firm.• 4. Training programme should be periodically evaluated to determine its

effectiveness.• Select the code of correct statement.• A.1, 2 and 3• B.1, 2 and 4• C.1, 3 and 4• D.1, 2, 3 and 4

All of these

• Industrial accident may be traced by• 1. Fatigue• 2. Distributed rental state of the worker• 3. Unsafe practices associated with the job• 4. Faulty equipment• 5. Unsafe part of worker• 6. Uncomfortable working condition.• A.2, 3 and 4• B.1, 2, 3 and 4• C.Only 3• D.All of these

All of these

• Which is the functions of Industrial Psychologist?

• A.Consulting• B.Individual evaluation• C.Research• D.All of the above

Organisational, environmental and behavioural fact

• Job design is affected by• A.Organisational, environmental and

behavioural fact• B.Price• C.Study• D.Process

All of the above

• Organisation and development consists• A.Awareness of organisation and development being

along drawn out process, whose benefits are raped only over a period of time

• B.Involvement of line and operational staff in its implementation

• C.Top management commitment for the organisation development process continued education

1, 2, 3 and 4

• Which of the following statement is true?• 1. The demand for human resource is modified by such employee

actions as retirements, resignations and terminations.• 2. Human resources forecasts are attempts to predict an organisation's

future demand for employees.• 3. Expert forecasts are based on the judgment of those who are

knowledgeable of future human resource needs.• 4. Major organisational decisions affect the demand for human

resources.• A.1, 2, 3 and 4• B.2 and 4• C.2, 3 and 4• D.1, 3 and 4

Debt wage

• Which is the method of wage payment?• A.Time wage• B. Piece wage• C.Debt wage• D.All of these

All of the above

• uman resource planning includes• A.Creating a climate of opportunity and

professional challenge• B.Recognition of excellence in performance• C.Improvement of excellence in performance• D.All of the above

C.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Concepts of HRM) List-II (Factors)• (A) Job satisfaction 1. Achievement• (B) Wage and Salary Administration 2. Halsey Plan• (C) Incentive Plan 3. Halsey Plan• (D) Motivation 4. X-Theory• 5. EOQ• A.(A) (B) (C) (D)• 1 4 3 2• B.(A) (B) (C) (D)• 3 4 1 2• C.(A) (B) (C) (D)• 1 2 3 4• D.(A) (B) (C) (D)• 1 3 4 2

• _________ is a group of position involving substantially the same duties, skills, knowledge and responsibilities.

• A.Job• B.HRM• C.Product• D.Personnel

All of the above

• Human Resource Audit System covers• A.By examining the structure and content of the systems

to see if the activities are controlling to the fulfillment of objectives

• B.By recording the component of all the systems relating to man power in the organisation and see that all important activities have been covered by the systems

• C.By examining if the systems are being followed and identifying the bottlenecks

Medi-claim insurance scheme

• This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalisation due to illness, disease or injury or pregnancy

• A.Employee referral scheme• B.Medi-claim insurance scheme• C.Maternity & adoption leave• D.All of the above

Downsizing

• ________ means reducing the size of the organisation. It is restructuring of the organisation whereby non-core activities are disposed off. Where there is surplus staff, trimming will be essential.

• A. Downsizing• B.Exit Policy• C.Golden Handshake• D.All of these

B.1, 2, 3 and 4

• Which of the following statement is true?• 1. Annual planning budgeting process includes human resource needs.• 2. Managers discuss goals, plant and thus types and numbers of people

needed in the short run.• 3. The personnel department may contribute of these estimates

through the use of psychological tests, interviews and other methods of assessment.

• 4. Replacement charts are a visual repre-sentation of who will replace whom in the event of a job opening.

• A.1, 2 and 3• B.1, 2, 3 and 4• C.2, 3 and 4• D.1, 2 and 4

C.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Human Relations Training Methods) List-II (Features)• (A) Role Playing Method 1. Position• (B) Gaming 2. Simulation• (C) Lectures 3. Subject Matter Dictation• (D) Conference Training 4. Presentation• 5. Power• A.(A) (B) (C) (D)• 4 1 3 2• B.(A) (B) (C) (D)• 1 4 3 2• C.(A) (B) (C) (D)• 1 2 3 4• D.(A) (B) (C) (D)• 3 1 4 2

All of the above

• Which of the following is a source of formulating Human Resource Management Policies?

• A.Organisational policies• B.Existing practices and experiences in other

organisations of the same nature• or in the same geographical area or in the entire

nation• C.Past experience of the organisation• D.All of the above

C.1, 2, 3 and 4

• Which of the following need is not fall under needs of Training and Development?

• 1. Technological advances.• 2. Organisational complexity• 3. Organisational tenure• 4. Performance evaluation• 5. Human relation movement.• A.2 and 3• B.2, 3, 4 and 5• C.1, 2, 3 and 4• D.1, 2, 3, 4 and 5

All of the above

• Which of the following challenges faced by recruiters?

• A.Human Resource Plans• B.Recruiter habits• C.Organisational Policies• D.All of the above

All of the above

• Personnel Administration includes• A.Interview and selection• B.Recruitment• C.Employment• D.All of the above

All of the above

• Training involves• A.Evaluating the effectiveness of training

programmes• B.Developing suitable training programmes• C.Identification of training needs of the

individuals and the company• D.All of the above

A.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Human Relation Policy) List-II (Features)• (A) Mutual Acceptance 1. Group• (B) Local Decision 2. Problem• (C) Employee Participation 3. Profit Sharing• (D) Common Interest 4. Labour Union• 5. Noise• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 3 4 2 1• C.(A) (B) (C) (D)• 3 1 4 2• D.(A) (B) (C) (D)• 1 3 4 2

All of the above

• Which of the following is Central Organisation of Workers?

• A.United Trade Union Congress• B.Trade Union Co-ordination Centre• C.Indian National Trade Union Congress• D.All of the above

All of the above

• Which statement is true?• A.Profit sharing is an agreement freely entered into by

which the employees received a share fixed in advance of the profit

• B.An experiment in profit sharing on a wide scale would therefore, be definitely undertaking a voyage an uncharted seas

• C.Co-partnership implies both profit sharing and control sharing

A.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Methods of Collection information for Job analysis) List-II (Features)• (A) Record Method 1. Recording• (B) Observation Method 2. Work Table• (C) Interview Method 3. Ideal• (D) Questionnaire 4. Survey• 5. Controlling• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 1 3 4 5• C.(A) (B) (C) (D)• 1 3 4 2• D.(A) (B) (C) (D)• 4 3 2 1

Like-me judgements

• Which items below are forms of perceptual errors made during the selection process?

• A.Like-me judgements• B.A candidate's time-keeping• C.The interview setting• D.The time of day

T group Training

• Sensitivity training is known as _________• A.T group Training• B.Operative training• C.Problem solving Training• D.In basket exercise

Mental Age/Acutal Age x 100

• Intelligence quotient can be calculated as• A.Mental Age/Acutal Age x 100• B.Acutal Age/100 x Mental Age• C.100/Acutal Age x Mental Age• D.Acutal Age/Standard Age x 100

All of the above

• Which of the following is the benefits of the training and development?

• A.Creates an appropriate climate for growth and communication

• B.Improve the morale of the work force• C.Helps people identify with organisational

goals• D.All of the above

A.1, 2, 3, 4 and 5

• Alexander of Leighton enumerative five major determinants of morale, which are

• 1. Confidence of the individual members in the purpose of the group.• 2. Confidence of the different member of the group in the leadership

and the ability of the leadership.• 3. Confidence of the individual members in their fallen worker• 4. Organisational efficiency• 5. Conditions in the group and working conditions• A.1, 2, 3, 4 and 5• B.2, 3, 4 and 5• C.1, 2, 3 and 4• D.2 and 3

A.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Authors) List-II (Books)• (A) James J. Bambrick 1. Guideline for Developing Workable Personnel Policies• (B) Peter F. Drucker 2. The Practice of Management• (C) Urwick and Bambrick 3. The Making of Scientific Management• (D) Pigors and Myres 4. Personnel Administration• 5. Planning• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 3 4 1 2• C.(A) (B) (C) (D)• 3 1 4 2• D.(A) (B) (C) (D)• 4 3 2 1

All of the above

• Human resource Planning is compulsory for• A.To provide a solid base for recruitment• B.To make the employee development

programmes effective• C.Reduction in industrial unrest through

correct planning• D.All of the above

B.1, 2 and 3

• Which of the following statement is true?• 1. Human resource management is a strategic management function.• 2. Under Human resource management employee is treated as a

resource.• 3. Human resource management is the management of employee's

skills talents and abilities.• 4. Human resource management function is treated as only an

auxiliary.• A.1, 2, 3 and 4• B.1, 2 and 3• C.2, 3 and 4• D.None of these

Context evaluation

• Obtaining and using information about the current operational context that is about individual difficulties, organisation deficiencies and so on

• A.Context evaluation• B.Input evaluation• C.Outcomes & reaction evaluation• D.All of these

Industrial disputes refer to difference that affect groups of employees and employers engaged m an industry

• Which of the following statement is true?• A.The minimum membership fee of a union

should be raised and statutorily goals• B.The formation centre-cum-industry and national

industrial federations should be encouraged• C.Industrial disputes refer to difference that affect

groups of employees and employers engaged m an industry

B.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Functions of Personnel Management) List-II (Main Functions)• (A) Management Function 1. Human Resource Planning• (B) Advisory Function 2. Advising to the Departmental Officers• (C) Executive Function 3. Appointment of Labour• (D) Management Function 4. Personnel Planning• 5. Controlling• A.(A) (B) (C) (D)• 3 1 4 2• B.(A) (B) (C) (D)• 1 2 3 4• C.(A) (B) (C) (D)• 2 3 1 4• D.(A) (B) (C) (D)• 1 3 4 2

Human Resource of the Organisation

• Human Resource Audit is an audit of• A.Human Resource of the Organisation• B.Cost of Production• C.Goodwill• D.Plant

Monopoly in the labour market is high.

• Which of the following statement about labour market is not true?

• A.Labour is a like commodity market is analysed by supply, demands and price equilibrium

• B.Labour market is relatively more local than commodity

• C.Unlike a commodity market, the relationship between a buyer and sellar in labour market is not temporary

• D.Monopoly in the labour market is high.

Where a strategic planning process exists, but people are viewed as a cost.

• In the 'matching model' of HRM, what is meant by 'Cost driven HRM'?

• A.Where a strategic planning process does not exist, but people are viewed as a resource.

• B.Where a strategic planning process exists, but people are viewed as a cost.

• C.Where a strategic planning process does not exist, and people are viewed as a cost.

• D.Where a strategic planning process exists, and people are viewed as a resource.

All of the above

• bjectives of training is• A.Increased morale• B.Increased productivity• C.Favourable reaction to change• D.All of the above

Merit Rating

• ________ of an employee is the process of evaluating the employee performance of the job in terms of the requirements of the job.

• A.Merit Rating• B.Job evaluation• C.Job analysis• D.Performance appraisal

All of the above

• Wage and Salary Administration consists• A.Representative Role• B.Rate Determination• C.Creation of Post• D.All of the above

Organisational Efficiency

• Organisational elements of job design are concerned with

• A.Cost Techniques• B.Organisational Efficiency• C.Firm• D.Cost Approach

Dimensions

• People with a strong desire to satisfy higher order needs perform their best when placed on jobs that were high on certain

• A.Dimensions• B.Circumstances• C.Issues• D.Performance

All of the above

• Which of the following attributes should be posses by the personnel manager?

• A.Intelligence• B.Educational skill• C.Discriminating skill• D.All of the above

Training needs

• Training information system included• A.Training aids• B.Internal and external faculty• C.Training resources• D.Training needs

Best fit

• What is the name of the approach that suggests that HR strategy should be matched to business strategy?

• A.Best performance• B.Best fit• C.Best approach• D.Best value

All of the above

• Which is the factors of job satisfaction as per Hertzberg?

• A.Job security• B.Recognition• C.Interpersonal relation with subordinates• D.All of the above

Profitability

• Which one of the following does not include under the functions of human resource management?

• A.Planning• B.Recruitment• C.Organising• D.Profitability

Development of decision skilled

• The Basket Training Method means• A.Development of decision skilled• B.Development of Institute• C.Development of Resources• D.Development of Production

All of the above

• The object of employees appraisal is• A.To help determine promotions and transfers• B.To identify areas which require further

training• C.To reduce grievances• D.All of the above

All of the above

• The type of transfer includes• A.Departmental Transfer• B.Remedial Transfer• C.Replacement Transfer• D.All of the above

Measuring present performance to predict future performance

• What is the focus of performance-based methods?• A.Measuring past performance to assess current

performance.• B.Measuring past performance to predict future

performance.• C.Measuring current performance to assess past

performance.• D.Measuring present performance to predict future

performance

All of the above

• Training control system includes• A.Annual review of years training plans• B.Monthly review of budget and plans• C.Real time review of specific projects• D.All of the above

Interview Rating Firm

• Which of the following is not a type of interview?

• A.Depth Interview• B.Interview Rating Firm• C.Panel Interview• D.Productive Interview

Special Meetings

• Understudy Training means• A.Under the Executives• B.Roundtable Conference/Meetings• C.Special Meetings• D.None of these

All of the above

• Feedback and counselling involves• A.Discuss the steps the employee can take for

improvement• B.Provide support• C.Give critical and supporting feedback• D.All of the above

All of the above

• Which is the Human Relation Policy?• A.Open communication• B.Common interest• C.Mutual acceptance• D.All of the above

All of the above

• The internal supply of human resources consists of present employees who can be _________ to fill expected opening

• A.Promoted• B.Demoted• C.Transferred• D.All of these

All of the above

• Which is/are Executive Functions of Personnel/Managers?

• A.Job Description• B.Job Evaluation• C.Wages and Salary Administration• D.All of the above

All of the above

• Employee services includes• A.Personal Services• B.Recreation Services• C.Medical Services• D.All of the above

A system where feedback is obtained from peers subordinates and supervisors.

• What is meant by 360 degree appraisal?• A.A system where a senior manager rates all line

managers simultaneously.• B.A system where every employee rates another

employee chosen at random.• C.A system where feedback is obtained from

peers subordinates and supervisors.• D.A system where the line manager rates

subordinates simultaneously.

The practice of giving everyone average ratings

• What is meant by the 'Veblen effect'?• A.The practice of giving everyone random

ratings.• B.The practice of giving everyone low ratings.• C.The practice of giving everyone high ratings.• D.The practice of giving everyone average

ratings

All of the above

• Off the Job Training Method consists• A.Role Playing Method• B.Case Study Method• C.Programmed Training• D.All of the above

Both (a) and (b)

• dvisory Functions of Personnel Managers includes

• A.Training and Development• B.Advising to the departmental officers• C.Advising to the top management• D.Both (a) and (b)

White collar unions

• hey stand for professionals who work from an office such as those who occupy a managerial or administrative chair.

• A.Brown Collar union• B.White collar unions• C.Both a & b• D.All of these

All of the above

• Which is the element of an ideal personnel policy?

• A.Employment Policy• B.Probation Policy• C.Review of Progress• D.All of the above

All of the above

• Which is the Principles of Human Relations?• A.Principle of Work Recognition• B.Principle of Participation• C.Principle of Motivation• D.All of the above

All of the above

• Internal sources of recruitment involves• A.Lent Services• B.Extension of Service• C.Internal Advertisement• D.All of the above

Qualified candidates

• he objective of the selection decision is to choose the individual who can most successful perform the job from the pool of

• A.Qualified candidates• B.Qualified correspondent• C.Unqualified candidates• D.Non-qualified report

Executive Search Agency

• External sources of recruitment consists• A.Professional Training Institutions• B.Educational Institutions• C.Waiting List• D.Executive Search Agency

Location of work

• In a recent survey, what was the top attraction for employees to jobs and organisations?

• A.Holiday entitlement• B.Workplace culture• C.Location of work• D.Flexible working hours

Sample Paper 5

Product Quality

• Which of the following challenges are not faced by recruiters?

• A.Job requirement• B.Affirmative action plans• C.Environmental conditions• D.Product Quality

All of the above

• Which of the following factors affecting to the productivity?

• A.The ability of the individual employees• B.Employee's job performance• C.Technological development• D.All of the above

All of the above

• Which is the step of working procedure of Job analysis?

• A.Review of the first hand information• B.To fill in the Job description form• C.Collection of facts• D.All of the above

All of the above

• Which is the type of fatigue?• A.Muscular or Physiological Fatigue• B.Industrial fatigue• C.Nervous fatigue• D.All of these

All of the above

• Personnel Policy includes• A.Working conditions• B.Rules related to security• C.Joint consultation• D.All of the above

Uplift Unionism

• Union put more emphasis on insurance benefits health, education and welfare measures are called

• A.Uplift Unionism• B.Business unionism• C.Both a & b• D.All of these

All of the above

• The successive steps in disciplinary action are• A.Service of the charge sheet• B.Suspension of the offender in grave cases• C.Preparing and serving the charge sheet• D.All of the above

Introduction of New Technology

• The main objects of Training Method is• A.Introduction of New Technology• B.To earn money• C.To obtain property• D.Accounting

Techniques

• Methods for training and development involve various job techniques such as expanded responsibility, job rotation, assistant to positions and other

• A.Techniques• B.Projects• C.Firms• D.System

All of the above

• Which is modern training method of human relation?

• A.Role Playing Method• B.Gaming• C.Sensitivity Training• D.All of the above

All of the above

• Programmes for development by Company Training includes

• A.Training through correspondence course• B.Packaged Training• C.On the Job Training• D.All of the above

All of the above

• Which is not a type of transfer?• A.Production Transfer• B.Versatility Transfer• C.Remedial Transfer• D.All of the above

All of the above

• Which is a job satisfaction factor as per Stagner?

• A.Medical and Health facilities• B.Pension• C.Pay• D.All of these

• Job enlargement expands the number of related tasks in the

• A.Job• B.Identity• C.Work• D.Range

All of the above

• Which of the following includes under techniques of Training?

• A.On the job Training Method• B.Informal Training• C.Role Playing Method• D.All of the above

Abilities

• Human resource audits summarise each employee's skill and

• A.Abilities• B.Evidence• C.Property• D.Life

Recruitment process

• Recruiters must be sensitive to the constraints on the________

• A.Recruitment process• B.Appointment process• C.Environment process• D.Employment process

Recruitment process

• The view that a distinctive set of HR practices can be applied successfully to all organisations irrespective of their setting is referred to as what?

• A.Best philosophy• B.Best performance• C.Best practice• D.Best procedure

The total number of workers who are union members.

• What is meant by the term 'union density'?• A.The proportion of workers who are not

members of a trade union.• B.The number of workers whose pay is set by

collective bargaining.• C.The proportion of workers who are union

members.• D.The total number of workers who are union

members.

B.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Thinkers) List-II (Publications)• (A) Elmar H. Burak 1. Strategies for Human Resource Planning and Programming• (B) Smith and Walker 2. Business Planning is people planning• (C) Richard B. Frantzerb 3. Human Resource Planning - Forecasting Human Resource needs• (D) Gehrman 4. Objective Based Human Resource Planning• 5. Human Resource• A.(A) (B) (C) (D)• 1 3 2 4• B.(A) (B) (C) (D)• 1 2 3 4• C.(A) (B) (C) (D)• 3 1 2 4• D.(A) (B) (C) (D)• 4 2 3 1

C.1, 2, 3

• Which of the following are the suggestions to strengthen the Union Movement?

• 1. Measures should be taken on several forms to strengthen forces building up internal leadership.

• 2. The minimum number required for starting a new union should be raised.• 3. Establishing a convention that no union office bearer will concurrently

hold office in a political party.• 4. Trade unions should not be more fighting organisation of workers, but

should be co-operating bodies to promote the cause of workers.• A.2, 3 and 4• B.1, 2 and 3• C.1, 2, 3• D.1, 2 and 4

Article 43

• Which article lays down that a directive principle of state policy that "That state shall endeavour to secure ________ to all workers a living wages, conditions of work ensuring decent standard of life, full employment social and cultural opportunities."

• A.Article 43• B.Article 70• C.Article 46• D.Article 23

None of these

• _________ is the study of people as individuals and in groups of the relationship between individuals and groups.

• A.Financial Management• B.Wages• C.Human Resource Planning• D.None of these

C.(A) (B) (C) (D)3 1 2 4

• Match the following• List-I (Component of Human Resource Planning) List-II (Their Qualities)• (A) Demographics 1. Community attitudes also affect the nature of the• labour market• (B) Community attitudes 2. The list likely replacements for each job and indicate• their relative strengths and weaknesses• (C) Replacement summaries 3. Demographic trends are another long-term development• that affects the availability of external supply• (D) Human resource planning 4. The Planning requires considerable time, staff and• financial resources• 5. Quality of product• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 3 4 2 1• C.(A) (B) (C) (D)• 3 1 2 4• D.(A) (B) (C) (D)• 4 3 2 1

To work on the site

• On the Job Training Method means• A.Development of institute• B.To arrange conference• C.Providing study matters• D.To work on the site

All of the above

• Which statement is/are correct?• A.The aim of the majority of systems of job evaluation is to

establish, on an agreed logical basis, the relative values of different jobs in a given plant or industry

• B.Job evaluation is a systematic procedure for measuring the relative value and importance of occupation on the basis of their common factor for the purpose of determining wage and salary differentials

• C.Job evaluation may be defined as an effort to determine the relative value of every job in a plant and to determine what the four basic wage for such a job should be

A.(A) (B) (C) (D)(ii) (i) (iii) (iv)

• Match the following with List-A to List-B• List-A List-B• (A) Job rotation (i) The trainer appraises the performance of the trainee, provides• feedback information and corrects the trainee• (B) Job instruction (ii) movement of the trainee from one job to another• (C) Vestibule training (iii) Simulation of actual work conditions in a class room• (D) Programmed instruction (iv) The subject matter to be learned is presented in a services of• carefully planned sequential units• A.(A) (B) (C) (D)• (ii) (i) (iii) (iv)• B.(A) (B) (C) (D)• (i) (ii) (iii) (iv)• C.(A) (B) (C) (D)• (iii) (i) (ii) (iv)• D.(A) (B) (C) (D)• (iii) (ii) (i) (iv)

Because it is a process which could lead to contraction of employees in a department and therefore

diminishing its power base.

• Why is job analysis so infused with organizational politics? Is it:

• A.Because it is a process which could lead to contraction of employees in a department and therefore diminishing its power base.

• B.A result of interdepartmental rivalry.• C.Because it is not an objective activity.• D.Because it is a process through which

companies try to shed labour.

Systematic identification of training is not done through performance appraisal

• Which one of the following statement is not true?• A.Organisational need to find ways to tap this potential and

motivate them for improved performance• B.The introduction and operation of a good performance

appraisal system is among the most difficult of all organisational process

• C.Initiating Human Resource Development has been a reactive step for most organisation in our country when every things else second to fail

• D.Systematic identification of training is not done through performance appraisal

B.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Types of Test) List-II (Features)• (A) Aptitude Test 1. I. Q. Test• (B) Performance Test 2. Job knowledge• (C) Personality Test 3. Ambition• (D) Interest Test 4. Hobby• 5. Planning• A.(A) (B) (C) (D)• 1 4 3 2• B.(A) (B) (C) (D)• 1 2 3 4• C.(A) (B) (C) (D)• 3 1 4 2• D.(A) (B) (C) (D)• 4 1 3 2

C.(A) (B) (C) (D)3 1 4 2

• Match the following• 205. Match the following• List-I (Developers) List-II (Ideas)• (A) Wyatt and Langdon 1. Fatigue and Boredom in Repetitive Work, Industrial Health

Research• (B) Morse Nancy C. 2. Satisfaction in the white collar job• (C) Hull, Richard and Kolstad 3. Moral on the job• (D) Gilmer B. Van. Haller 4. Industrial Psychology• 5. Human Resource• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 4 1 5 3• C.(A) (B) (C) (D)• 3 1 4 2• D.(A) (B) (C) (D)• 3 4 1 2

All of the above

• Human Resource Management includes• A.Motivation, communication and team

building• B.Human Resource planning• C.Employee services• D.All of the above

B.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Management Educationist) List-II (Books)• (A) Bruce H. Johnson, Gegory Moorhead and 1. The empirical dimensionality of the job• Rick W. Girffin characteristic inventory.• (B) J. L. Piere and Randall 2. Task Design• (C) Edward. E. Lawler 3. Job Attitudes and Employee Motivation• (D) Freedrick Herzberg, Bernard Musner 4. The Motivation to work• and Barbara Synderman• 5. Job• A.(A) (B) (C) (D)• 2 1 3 4• B.(A) (B) (C) (D)• 1 2 3 4• C.(A) (B) (C) (D)• 3 1 4 2• D.(A) (B) (C) (D)• 5 1 4 3

B.(A) (B) (C) (D)1 2 3 4

•Match the following

• List-I (Thinkers) List-II (Publications)• (A) Breach 1. Personnel: The Management of People at work• (B) R. P. Calhoon 2. Managing Personnel• (C) Powel R. 3. Management and Executive Needs• (D) Hamblin 4. Evaluation and Control of Training• 5. HRM• A.(A) (B) (C) (D)• 1 3 2 4• B.(A) (B) (C) (D)• 1 2 3 4• C.(A) (B) (C) (D)• 3 4 5 1• D.(A) (B) (C) (D)• 1 4 3 2

All of the above

• Recruitment deals with• A.Identification of existing source of applicants

and developing them• B.Creation of new sources of applicants• C.Identification of existing source of applicants

and developing them• D.All of the above

All of the above

• The human resource development initiatives have a significant role to play in terms of

• A.Training and development effort attendant upon technological changes to upgrade skill and managerial ability

• B.Rationalisation of organisation and of man, power along with increase in production, capacity and investment in new technology

• C.Improvement in work culture as perquisite for improvements in other areas and to tune up the organisation for modernisation

A.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Type of Skill Test) List-II (Sub-type of Test)• (A) Aptitude Test 1. Skill Test• (B) Achievement Test 2. Job knowledge Test• (C) Situational Test 3. Group Discussion• (D) Personality Test 4. Projective Test• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 3 1 4 5• C.(A) (B) (C) (D)• 3 1 4 2• D.(A) (B) (C) (D)• 1 4 3 2

All of the above

• Procedures of collection of data for Job Analysis includes

• A.Maintenance of long record• B.Direct observations• C.Interview• D.All of the above

The degree of fit between the applicant and the demands of the job.

• The interview is used as a method for determining?

• A.The personality of the candidate.• B.The degree of fit between the applicant and

the demands of the job.• C.His/her age.• D.Physical attributes.

C.1, 2 and 3

• Mc-Gehee and Thayer recommend which of the following three tier approach to determine the training needs?

• 1. Organisational Analysis• 2. Operational / Task Analysis• 3. Man Power Analysis• 4. Assets Value Analysis• 5. Inventory Analysis• 6. Skill Analysis• A.4, 5 and 6• B.2, 3 and 6• C.1, 2 and 3• D.1, 3 and 5

• Assertion (A) : A job description defines what the job is it is a profile of the job.

• Reason (R) : A job specification describes what the job demands of employees who do it and the human skills that are required.

• A.Assertion (A) and Reason (R) both are true• B.Assertion (A) is true, but Reason (R) is not true• C.Assertion (A) is not true, but Reason (R) is true• D.Assertion (A) is true only

Downsizing and Delayering

• What measures are typically involved in the rationalizing of businesses?

• A.Downsizing and Layering• B.Expanding and Layering• C.Downsizing and Delayering• D.Expanding and Delayering

All of the above

• Which of the following statement is true?• A.The code of discipline, requiring employers and

workers to utilise the existing machinery for the settlement of disputes and avoiding direct action, was evolved at the Indian Labour conference in 1958

• B.In the highest form of discipline, all are self-regulated and all are free

• C.Industrial relations are as old as industry itself• D.All of the above

B.1, 2, 3 and 4

• Which of the following statement is true?• 1. Jobs cannot be designed by using only those element is that aid

efficiency.• 2. The acceptability of a job's design is also influenced by the

expectations of society• 3. Behavioural elements of job design tell personnel specialists to add

more autonomy, variety, task identity, task significance and feedback.• 4. A lack of variety may cause boredom.• A.1, 2 and 3• B.1, 2, 3 and 4• C.2, 3 and 4• D.1, 2 and 3

C.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Items of HRM) List-II (Features)• (A) Job 1. Job Standardisation• (B) Motivation 2. X-Theory• (C) Selection 3. Test• (D) Trade Union 4. Hind Mazdoor Sabha• 5. Personnel• A.(A) (B) (C) (D)• 1 3 2 4• B.(A) (B) (C) (D)• 1 4 3 2• C.(A) (B) (C) (D)• 1 2 3 4• D.(A) (B) (C) (D)• 3 4 2 1

A.1, 2, 3 and 4

• Which of the following statement is true?• 1. The design of a job reflects the organisational, environmental and

behavioural demand placed on it.• 2. The design of the jobs provides individual employee's full

responsibility for groups of a accounts.• 3. Poorly designed jobs not only lead to low productivity, but they can

also cause employee turnover, absenteeism, complaints, sabotage, unionisation, resignations and other problems.

• 4. Organisational elements of job design are concerned with efficiency.• A.1, 2, 3 and 4• B.Only 4• C.1, 2 and 4• D.2, 3 and 4

C.Assertion (A) is true, but Reason (R) is explanation of Assertion (A)

• Assertion (A) : Performance appraisal is a critical activity of personnel management.

• Reason (R) : It goal is to provide an accurate picture of a past and future employee performance.

• • A.Assertion (A) and Reason (R) both are true• B.Assertion (A) and Reason (R) both are false• C.Assertion (A) is true, but Reason (R) is explanation of

Assertion (A)• D.Assertion (A) is true, but Reason (R) is not explanation of

Reason (R)

A.Assertion (A) and Reason (R) both are true

• Assertion (A) : The most important aspects of the training programme is a correct assessment of the training needs.

• Reason (R) : This is assessment of training needs.• A.Assertion (A) and Reason (R) both are true• B.Assertion (A) and Reason (R) both are false• C.Assertion (A) is true, but Reason (R) is false• D.Assertion (A) is false, but Reason (R) is true

B.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Principle of Human Relations) List-II (Features)• (A) Effective Communication 1. Good environment• (B) Work Recognition 2. Acceptance• (C) Giving Preference to Personal Feelings 3. Ideal• (P) Motivation 4. Promotion• 5. Post Codes:• A.(A) (B) (C) (D)• 3 1 4 2• B.(A) (B) (C) (D)• 1 2 3 4• C.(A) (B) (C) (D)• 1 3 2 4• D.(A) (B) (C) (D)• 1 3 4 2

D.1, 3 and 4

• Methods of securing worker's participation in management involves

• 1. Co-partnership• 2. Suggestions scheme• 3. Joint consultation• 4. Employee representation on the Board of Directors• 5. Product Value Code:• A.2, 3 and 4• B.1, 2, 3 and 4• C.1, 2 and 4• D.1, 3 and 4

B.Human relations

• ______ is a medium through which both employees and the company mutually cooperate to achieve more production through high morale which after all is economic purpose of all business and industries.

• A.Job• B.Human relations• C.Industrial relations• D.Executive Development Programme

A.Reaction, learning, behaviour and result

• Which of the right sequences of training evaluation

• A.Reaction, learning, behaviour and result• B.Learning, reaction, behaviour and result• C.Reaction, learning, result & behaviour• D.All of these

C.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Type of Interview) List-II (Example)• (A) Patterned Interview 1. Hard Work• (B) Non-directive Interview 2. Depth• (C) Exit Interview 3. Supervision Knowledge• (D) Board Interview 4. Group• 5. Predictors• A.(A) (B) (C) (D)• 1 3 2 4• B.(A) (B) (C) (D)• 3 4 2 1• C.(A) (B) (C) (D)• 1 2 3 4• D.(A) (B) (C) (D)• 1 4 3 2

D.Statement (A), (B), (C) and (D) are true

• Statement (A) : Training is for present job.• Statement (B) : Development is for future jobs.• Statement (C) : Orientation is not enough for employee.• Statement (D) : Training help employees to their

present job.• A.Statement (A), (B) and (C) are true• B.Statement (B), (C) and (D) are true• C.Statement (A), (C) and (D) are true• D.Statement (A), (B), (C) and (D) are true

A.(A) (B) (C) (D)4 3 2 1

• Match the following• List-I (Act) List-II (Year)• (A) The Payment of Wages Act 1. 1872• (B) Minimum Wages Act 2. 1923• (C) Workmen's Compensation Act 3. 1948• (D) Indian Contract Act 4. 1936• 5. 1912• A.(A) (B) (C) (D)• 4 3 2 1• B.(A) (B) (C) (D)• 1 5 4 3• C.(A) (B) (C) (D)• 1 2 3 4• D.(A) (B) (C) (D)• 3 1 4 2

A.(A) (B) (C) (D)3 1 4 2

• Match the following• List-I (Items of HRM) List-II (Example)• (A) Wage Administration 1. Interview• (B) Selection 2. Separation method• (C) Executive development 3. Wage determination• (D) Labour Turnover 4. Written materials• 5. EOQ• A.(A) (B) (C) (D)• 3 1 4 2• B.(A) (B) (C) (D)• 1 2 3 4• C.(A) (B) (C) (D)• 1 3 2 4• D.(A) (B) (C) (D)• 1 3 4 5

A.(A) (B) (C) (D)1 4 3 2

• Match the following• List-I (Steps of Selection Procedure) List-II (Features)• (A) Application Form 1. Bio-data• (B) Preliminary Interview 2. Experience• (C) Employment Test 3. Aptitude Test• (D) Appointment Interview 4. Encoding• 5. Budgeting• A.(A) (B) (C) (D)• 1 4 3 2• B.(A) (B) (C) (D)• 3 4 2 1• C.(A) (B) (C) (D)• 1 2 3 4• D.(A) (B) (C) (D)• 1 3 2 4

• Recruitment is the process of searching for prospective employees and stimulating them to apply for ________ in organisation.

• A.Jobs• B.Cost• C.Wage• D.Product

C.Is an association of workers who are engaged is not securing economic benefit for their member.

• Which of the following is not the characteristic of trade union?

• A.Is an association of employers or the employees or of the independent workers?

• B.Is relatively a permanent combination but not temporary and casual.

• C.Is an association of workers who are engaged is not securing economic benefit for their member.

• D.Is influenced by the member of ideologies

A.(A) (B) (C) (D)1 2 3 4

• Match the following• List-I (Authors) List-II (Books)• (A) Dale Yoder and Robert 1. Jobs is Personnel and Employee Relations• (B) Spriegal, William and Richard 2. Industrial Management• (C) A. F. Kindall 3. Personnel Administration• (D) H. H. Carre 4. An Outline of Personnel Activates• 5. Controlling• A.(A) (B) (C) (D)• 1 2 3 4• B.(A) (B) (C) (D)• 1 4 3 2• C.(A) (B) (C) (D)• 4 1 3 2• D.(A) (B) (C) (D)• 3 4 1 2

A.Internship Training

• This training is basically provided to bring the balance between the theoretical knowledge and the practical skills required to do the job. This training is the combined effort of the educational institutions and business organisations

• A.Internship Training• B.Twenty key system• C.Both a & b• D.None of these

D.All of the above

• Human Resource Management Policy consists• A.Enriching employee commitment and role effectiveness

through sharing of information regarding mutual rights, obligations and the philosophy underlying man management policies and systems

• B.Ensuring congruence between individual and organisational goals and objectives and setting high standard of productivity, efficiency and quality of working life

• C.Development collaborative and problem solving approaches in human resources management

D.Recruitment Method

• hich is not a Training Method?• A.Management Role Playing• B.Workshop• C.Multiple Management• D.Recruitment Method

• http://www.avatto.com/ugc-net-exam/management/mcqs/ugc-net/questions/466/1.html

Duplicate

• Under training and development plan, the form is to be prepared in ________ form.

• Duplicate• Structured• Detailed• None of the above

Job Analysis

• The process of analyzing jobs from which job descriptions are developed are called________.

• Job analysis• Job evaluation• Job enrichment• Job enlargement

A-3, B-1, C-2, D-4

• Match the following• Question• Correct option• A. The monitoring stage - 1. The firm identifies and confirms the overall business

direction.• B. The clarification stage - 2. Investment on the human capital and the value

placed by employees on this investment.• C. The assessment stage - 3. The firm checks the new system against strategy.• D. The design stage - 4. The firm plans the proposed changes into practice.• The correct order is• A-3, B-1, C-2, D-4• A-3, B-1, C-4, D-2• A-1, B-3, C-2, D-4• A-3, B-2, C-1, D-4

Blue moon lighting

• When effort to earn additional income through a second job does not bear fruit, such type of efforts & the consequent results may be called as

• Red moon lighting• Blue moon lighting• Yellow moon lighting• Silver moon lighting

Performance

• Which pay is one of the most crucial pay given to the employee & also shown in the pay structure?

• Performance• Strategic• Bonus• Commission

All the above

• Which of the following is (are) the HRD score card?

• HRD systems maturity score• Competency score• HRD competencies systems maturity score• All of the above

All the above

• 360 -Degree Feedback enhances the quality of ________ decisions.

• HR• Management• HRD• All of the above

Teaching

• In the Grid Seminars, stress is laid on _______.

• Teaching• Professionalism• Training & Development• All of the above

Rapport building, Exploration, Action planning

• The three performance counseling phases are• Rapport building, Exploration, Action planning• Support building, Exploration, Action planning• Rapport building, Explanation, Action planning• Rapport building, Exploration, Accurate

planning

Job analysis

• What is that describes the duties of the job, authority relationship, skills requirement, conditions of work etc.

• Job analysis• Job enlargement• Job enrichment• Job evaluation

1.5 to 3 months

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

• 1.5 to 3 months• 3 to 6 months• 6 to 9 months• 9 to 12 months

Job profile

• In a re-engineering programme, when a process changes so does the ________ of the concerned employee.

• Designation• Job profile• Qualification• Job experience

Hiring

• The process which is continuous and stops only when the organisation ceases to exist

• Training• Job evaluation• Hiring• All of the above

Democratic principle

• Union leaders at different levels & at federations are elected on ________

• democratic principle• political considerations• employer’s recommendation• seniority basis

• The following factor would be relatively low if supply of labour is higher than demand.

• production• labour cost• wage• all of the above

All the above

• The nation wide consumer councils formed by the Government comprise of representatives of

• Cost account and consumer• Various ministries• Manufactures of commerce• All of the above

All the above

• The following is (are) the option(s) while planning for surplus

• Reassign the jobs• Redesign the jobs• Reduce work hours• All of the above

Ranking

• The following system is simple, less expensive and less time consuming.

• Paired comparison• Confidential report system• Ranking• Checklist method

All the above

• The following are the factors which come under ‘ Work planning’ that is component systems of HRD

• Contextual analysis• Role analysis• Performance appraisal• All of the above

Bench marking

• ______ is the simple act of comparison & learning for organisational improvement

• Benchmarking• Feedback• Ranking• Job evaluation

Job description

• -_______ can be defined as a written record of the duties, responsibilities and conditions of job.

• Job description• Job specification• Job profile• None of the above

Economic, employee market, company’s sales expansion

• The three types of forecasts are• Economic, employee market, company’s sales

expansion• Long, Short, Medium• Production, economic, company’s sales

expansion• Production, labor, economic

Skill, effort, Accountability

• Under point method, factor(s) generally considered are

• Skill, effort, Accountability• Skill, job enrichment, accountability• Wage, job enrichment, accountability• Wage effort, accountability

All the above

• HRD process variable include• Role clarity• Work planning• Better communication• All of the above

All the above

• The following is (are) included in salary survey.

• Average salary• Inflation indicators• Salary budget averages• All of the above

All the above

• The following is (are) the key components of a business process Re-engineering programme?

• Product development• Service delivery• Customer satisfaction• All of the above

Job performance

• The actual achievements compared with the objectives of the job is

• Job performance• Job evaluation• Job description• None of the above

Recruitment

• The following is (are) concerned with developing a pool of candidates in line with the human resources plan

• Development• Training• Recruitment• All of the above

All the above

• Majority of the disputes in industries is (are) related to the problem of

• Wages• Salaries• Benefits• All of the above

All the above

• In an organisation initiating career planning, the career path model would essentially form the basis for

• Placement• Transfer• Rotation• All of the above

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

• 24-F• 24-G• 25-F• 25-G

Immediate boss

• Performance development plan is set for the employee by his _______________.

• Employer• Department Head• Immediate boss• Any of the above

External recruitment

• The following type of recruitment process is said to be a costly affair.

• Internal recruitment• External recruitment• Cost remains same for both types

All the above

• The following is (are) the objective(s) of inspection.

• Quality product• Defect free products• Customer satisfaction• All of the above

• Large recruitment ____ problematic and vice-versa

• Less• More• Any of the above

Job evaluation

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

• Job evaluation• Training & Development• Recruitment• All of the above

Elliot Jecques

• The following person has suggested the new concept which takes into account various key factors that will tell the overall performance of a job.

• Elliot Jecques• Fred Luthas• Juran• None of the above

15 days

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

• 15 days• 20 days• 25 days• 30 days

Business Strategy, Human Resource Practices, Organisational Capabilities

• The three important components in aligning business strategy with HR practice:

• Business Strategy, Human Resource Practices, Organisational Capabilities

• Marketing Strategy, Human Resource Practices, Organisational Capabilities

• Business Strategy, Human Resource Practices, Organisational structure

• Marketing Strategy, Human Resource Practices, Organisational structure

All the above

• The basic managerial skill(s) is(are)• To supervise• To stimulate• To motivate• All of the above

• During the lay off period, the employer has to pay ____ of the basic wages.

• One fourth• Half• Three fourth• One third

Sample Paper 6

Counselling

• -__________ involves a one to one discussion between the participant and administrator.

• Counselling• Training• Motivation• All of the above

Potential

• -______ appraisal done separately will provide feedback on the potential of these managers.

• Potential• Managerial• General• Administrative

Quantitative job evaluation

• Point system and factor comparison methods are placed under such category

• Non-quantitative job evaluation• Quantitative job evaluation• Any of the above

Merit rating

• -________ system stresses on discipline and there is simplicity in the form.

• Merit rating• Point rating• Both ‘a’ and ‘b’

Qualification

• Stephen Knauf defined HRA as “the measurement & ________ of Human organisational inputs such as recruitment, training experience & commitment

• Qualification• Accounting• Management• None of the above

All of the above

• A key HR role in the firm will be multidisciplinary consulting around

• Individual• Team• Business unit• All of the above

Point method

• Under ______ method, common factors to all the jobs are identified.

• Point• Merit• Paired comparison• Ranking

All of the above

• The following are the key factors of the new economic policy.

• Privatization• Market friendly state• Liberalisation• All of the above

Design

• During which of the following stage, the firm plans the proposed changes into practice.

• Clarification• Monitoring• Assessment• Design

Clarification

• During which of the following stage, the firm identifies and confirms the overall business direction

• Clarification• Monitoring• Assessment• Design

Reviewer

• The ________ role is to ensure the deserving managers should get appropriate opportunities for job Rotation.

• Reviewer• Assessor• Administrator• Employer

• The process of the feedback is made up of __ phases.

• 4• 5• 6• 7

Planning, Implementing, Evaluating

• The three phases of recruitment process are• Planning, Implementing, Evaluating• Planning, Implementing, Screening• Planning, Implementing, Enrichment• Planning, Screening, Evaluating

Career progression

• The role of the organisation in career planning is to introduce & strengthen systems to ensure ________ of employees

• Career progression• Self development• Economical Development• Skill enhancement

• 1, The first Factories Act was enacted in• a)1881• B)1895• c)1897• d)1885

Who has completed 18 years of age

• 2. Who is an adult as per Factories Act, 1948 ?

• a. Who has completed 18 years of age

• b. who is less than 18 years

• c. who is more than 14 years

• d. who is more than 15 years

Occupier

• A person who has ultimate control over the affairs of the factory under Factories Act, 1948 is called as _________

• a. Occupier

• b. Manager

• c. Chairman

• d. Managing Director

• The space for every worker employed in the Factory after the commencement of Factories Act,1948 should be ________ Cubic Meters.

• a. 9.9

• b. 10.2

• c. 14.2

• d. 13.2

• The provision for cooling water during hot weather should be made by the organization if it employees _______ or more employees.

• a. 200

• b. 250

• c. 300

• d. 150

who has completed 15 years but less than 18 years

• Who is an Adolescent as per Factories Act, 1948 ?

• a. Who has completed 17 years of age

• b. who is less than 18 years

• c. who has completed 15 years but less than 18 years.

• d. None of these

Drinking Water

• Which one of the following is not a welfare provision under Factories Act, 1948

• a.Canteen

• b. Creches

• c.First Aid

• d.Drinking water.

• First Aid Boxes is to be provided for ______ of persons

• a. 125

• b. 135

• c. 150

• d. 160

• Safety Officers are to be appointed if Organisation is engaging ______ or more employees.

• a. 1000

• b. 2000

• c. 500

• d. 750

• Canteen is to be provided if engaging employees more than ______ persons.

• a. 250

• b. 230

• c. 300

• d. 275

• Leave with wages is allowed for employees if they work for _______ days in a month.

• a. 15

• b. 25

• c. 20

• d. 28

• The Ambulance Room is to be provided if engaging employees more than______

• a. 400

• b. 350

• c. 500

• d. 450

• Creche is to be provided if ______ or more lady employees are engaged.

• a. 25

• b. 32

• c. 30

• d. 40

• An adult worker can upto ____ hrs in a day as per factories Act, 1948.

• a. 8

• b. 9

• c. 10

• d. 12

• Obligations of Workers under the Factories Act 1947 was discussed in section -----

• a) 78

• b) 101

• c) 111

• d) 99

Paid leave for study

• The term Sabbatical is connected with

• a) Paid leave for study

• b) Paternity leave

• c) Maternity leave

• d) Quarantine leave

Welfare officer

• Section 49 of the Factories Act 1947Says about

• a) Welfare officer

• b) Canteen

• c) Rest room

• d) Crèche

Manufacturing Process

• Section 2 ( K )of the Factories Act 1947 says about

• a) Manufacturing Process

• b) Factory

• c) Worker

• d) None of these

All of them

• Mention the types of Leave facilities available to a worker under the Factories Act 1947 ?

• Annual Leave with wages as per Factories Act

• Casual leave as per Standing orders

• National & Festival Holiday

• Maternity leave

• All of them

Safety Officer

• If the factory employs more than 1000workers, they should appoint qualified------------- to carry out the prescribed duties

• a) Safety Officer

• b) Welfare officer

• c) Security officer

2 years or fine up to Rs.1,00,000 or both

• For contravention of provisions of Factories Act or Rules, the occupier shall liable for punishment up to

• a)2 years or fine up to Rs.1,00,000 or both• • b) 6 months or fine upto 10, 000 or both

• c) 3 three years or fine 10, 000 or both

Form No:18

• In case of fatal accident occurred inside the factory , a separate accident report shall be sent to the District magistrate in Form No ---- within 12 hours

• a) Form No:16

• b) Form No:18 A

• c) Form No :18 B

• d) Form No:18

Form No:18,24

• An Accident Report Shall Be Confirmed By The Manager By Sending A Separate Report In Form No. ____ With Details Of Number Of Person Killed Or Injured To The Inspector Of Factory Within ______ Hr Of The Accident.

• a) Form No:16, 12

• b) Form No:18 A, 24

• c) Form No :18 B, 24

• d) Form No:18, 24

Form No:15

• The particulars of the accident should be entered in separate registers kept as-Accident Book- Form No for ESI office .

• a)Form No 14

• b)Form No 15

• c)From No 21

• d)From No 20

before 31st January of the following year

• Annual Return Under Factory Act Shall Be Submitted On Or Before ______

• a) before 31st January of the following year

• b) before 31st February of the following year

• c) before 31st March of the following year

• d) before 31st April of the following year

before 31st July of the year

• Half Yearly Return Under Factory Act Shall Be Submitted On Or Before _____

• a) before 31st July of the year

• b) before 31st June of the year

• c) before 31st March of the year

• d) before 31st December of the year

Form No : 22

• Manager of every factory should sent aannual report to the Inspectorate of factories containing details like numbers of workers employed , leave with wages, safety officers ,ambulance room, canteen, shelter, accidents in formno --- on or before 31 st January

• a) Form No : 22

• b) Form No: 21

• c) Form No: 25 A

• d) Form No: 25 B

• If any employee found violating the section 20 of Factories Act 1947 shall be fine up to

• • a)Rs. 10

• b) Rs. 5

• c) Rs. 15

• d) Rs.20

Workers participation in safety mgt

• Section 41- G of the Factories Act 1948 says about

• a) Fencing of machineries

• b) Facing of machineries

• c) Work on near machinery in motion

• d) Workers participation in safety mgt.

Manager of a factory nominated under the section 7 (f) of Factories Act

• Who is responsible for payment to a person employed by him in a Factory under the Payment of wages Act 1936

• a) Accounts Manager

• b) HR manager

• c) Manager

• d) Owner

Form No - 2

• The applicant / occupier who propose to start the factory should submit the

• a)Form No- 1

• b)Form No- 2

• c) Form No- 2A

• d) Form No.1A

Five years only

• The license fee can be paid to get a license for a factory maximum upto

• • a).One Year only

• b).Two Years only

• c).Three Years only

• d)Five years only.

31st October of every year.

• The occupier has to submit the document on or before------- of every year to renewal of a license for a factory.

• a) 31st October of every year.

• b) 31st November of every year.

• c) 31st September of every year.

• d) 31st December of every year.

20% of the license fee

• The renewal application for a license submitted after December 31st of the every year shall paid the fine amount.

• a) 10 % of the license fee

• b) 20% of the license fee

• c) 30 % of the license fee

• d) none of these.

Spittoons

• The Section 20 of the Factories act discusses about

• a)Drinking Water

• b)Lighting

• c)Spittoons• • d) Latrines and Urinals

Section 23

• The employment of young person on dangerous machines shall be prohibited under the section -------- of Factories Act.1947.

• a) Section 21• • b) Section 22• • c) Section 23• • d) Section 24

Section 35

• A suitable goggles shall be provided for the protection of persons employed in anyfactory is discussed inn the section ----

• a) Section-36

• b) Section-39

• c) Section-40

• d) Section -35

Form No 21, 31st July

• A half yearly return for every half of every calendar year, in duplicate in Form -------- so as toreach the inspector of factories on or before ------------- of the year

• a) Form NO 20, 31st July

• b) Form No 21, 31st July

• c) Form No 25, 31st July

• d) Form No 24, 31st June

• Section-------- of the Factories Act describes about the rights of the workers

• a) 111

• b) 111 A

• c) 110

• d) 112

two months, 1000 rupees

• The occupier shall be punishable with imprisonment extend to -------- months or fine ---------or both for using false certificate of fitness.

• a) two months, 1000 rupees• • b) one year, 2000 rupees• • c) six months, 1000 rupees• • d) one month, 5000 rupees

• Every worker shall have the right to obtain information relating to workers’ health and safety work at work.

• True / False

7 Years, Rs, 2,00,000

• The occupier fails to take remedial actions against apprehension of imminent danger to lives orhealth of the workers (41H), shall liable for punishment which may extend to an imprisonment

• a) 5 Years , Rs25,000• b) 2 Years, Rs.1, 00,000• c) 7 Years, Rs, 2,00,000• d) 10 Years, Rs. 1, 00,000

Form No. 16

• In case of employee covered under the ESI, the accident report shall be sent in Form No --------- to Local office of the ESI to which the company attached

• a) Form No. 18• b) Form No. 18 A• c) Form No. 25• d) From No.16

Form No. 12

• Under the Factories Act 1948, a register of Adult workers shall be maintained in Form No-----

• a) From No.25• b) Form No. 25 A• c) Form No.12• d) Form No. 14

Form No. 25

• Under the Factories Act 1948, a register of Muster roll shall be maintained in Form No. ----------

• a) Form No.25 B• b) Form No.15• c) Form No. 25A• d) Form No. 25

Form No. 28

• Under the Factories Act 1948, an inspection book shall be maintained for exemptions granted or availed in Form No.—

• a) Form No.29• b) From No.27• c) From No.28• d) Form No. 26

• Under the Chapter II of the Tamil Nadu Shops and Establishments Act, 1947 ,the Government of Tamil Nadu exempted the Software Industries in the State from the rule on opening and closing hours.

• True / False

250 or more workers

• Where ------------or more workers are employed in a factory, then there shall be a Safety Committee in the factory.

• a) 100 or more workers• b) 150 or more workers• c) 200 or more workers• d) 250 or more workers

Section 41 G

• Section 41 G of the Factories Discuss about the Workers Participation in Management .

• a) Section 40• B) Section 41 H• c) Section 41 G• d) Section 41 F

Latrines and Urinals

• Section 19 of Factories Act discusses about the -------------

• a) Drinking Water• B) Lighting• c) Latrines and Urinals• d) Artificial Humidification

Section 7 ( f)

• Section ----- of the Factories Act discusses about the nomination of the manager of a factory.

• a) Section 7 ( e )• b) Section 7 ( f)• c) Section 7 ( g )• d) Section 7 ( d)

• A general manager of a company can be appointed as a occupier of a company.

• True / False

Section 2( m)

• Section ----------- of the Factories Act says about the definition for a factory.

• a) Section 2(k)• b) Section 2 (l)• c) Section 2( m)• d) Section 2 ( n)

Chief Inspector of Factories

• The Factories employing more than 1000 workers are required to submit their plan for approval to

• a)Deputy Chief Inspector of Factories• b)Joint Chief Inspector of Factories• c) Chief Inspector of Factories• d) Additional Chief Inspector of Factories.

Form – 3 A.

• The notice of change of manager shall be intimated in Form No. -------to the inspector of factories under the Factories Act.

• a) Form -7• b) Form – 3 A.• c) Form No. 8• d) From No. 3

Form – 7.

• A particulars of white washing shall be maintained in form no. ----------- under the factories act.

• a) Form No-7• b) Form No. 3• c) From No. 7 A• d) From No. 11

• A weekly holiday was introduced in the Factories for the first time in the year-------.

• a) 1948• b) 1931• c) 1926• d) 1923

• The expression of “Time card” in Form No.25. shall be substituted as “Service card” by an amendment in the Factories Act from the year.

• a) 1984• b) 2005• c) 2004• d) 1981

Once in 5 Year

• Under the Section 41.A. of the Factories Act , the Site Appraisal Committee shall be constituted once in ---------- year under the chairmanship of Chief Inspector of Factories.

• a) Once in 5 Year• b) Once in 2 Year• c) Once in 3 Year• d) Once in a Year.

Safety Officer

• 40 B. of the Factories Act discusses about the appointment of --------------

• a) Welfare Officer• b) Manager• c) Safety Officer• d) None of these

2 years, fine Rs. One Lakh.

• The occupier shall liable for punishment imprisonment for term of ------------ or fine ------------or both for failure to comply with the provisions of Factories Act.

• a) 2 years, fine Rs. One Lakh.• b) One Year, fine Rs, 10,000• c) Six months, fine Rs. 50,000• d) One year, fine 1, 00,000

4.5 Litres

• The workers shall be provided with minimum -------- litres of water for every day under the Factories Act.

• a) 2 litres• b) 4.5 litres• c) 3 litres• d) 5 litres.

150 Workers

• The Factories employees ---------- or more workers the rest room and lunch room shall be provided under the Act.

• a) 100 Workers• b) 150 Workers• c) 200 Workers• d) 250 Workers

60 Days

• To close down a factory, the occupier has to give ------- days notice to the authorities.

• a) 30 Days• b) 60 Days• c) 90 Days• d) 14 Days

Employee

• If an employee alleges that he was working for the employer and the employer denies it, who has to prove this fact?

• a) Employer• b)Employee• c) Authority• d) Employer and Authority.

Form No. 14.

• The Notice of period of work for adult workers under the Factories Act shall be displace in Form ___

• a) Form No -7• b) Form No-11• c) Form No. 12• d) Form No. 14.

31st January

• The annual return under the Factories Act shall be submitted to Inspector of Factories on or before -----------------------------

• a) 31st January• b) 31st December• c) 30th April• d) 31st March

Rs. 24,000

• The license fee for the factory employs 500 workers using 250 Horse Power is Rs -------

• a) Rs.12,000• b) Rs.18,000• c)Rs. 24,000• d) Rs.30,000

Deputy Chief Inspector of factories

• The application for amendment of a license to a factory shall be submitted to -------------------

• a) Deputy Chief Inspector of factories• b) Joint Chief Inspector of factories• c) Additional Chief Inspector of Factories• d) Chief Inspector of Factories

Three months

• No order is communicated to the applicant within -------------months from the date on which it is so sent the permission applied for in the application shall be deemed to have been granted Under the Factories Act.

• a) one month• b) Two months• c) Three months• d) Four months

20 workers

• Where males are employed , there shall be at least one latrine seat for every -------- male workers shall be provided.

• a)20 workers• b) 50 Workers• c) 30 Workers• d) 100 Workers

4 months

• The walls, ceilings and partitions of every latrine and urinal shall be white washed or colour washed at least once in every period of -------- months

• a) 6 months• b) 4 months• c) 12 months• d) 14 months

100 Workers

• The occupier of every factory employing -------- or more workers shall plant and maintain trees within the premises of the factory.

• a) 500 workers• b) 250 Workers• c) 200 Workers• d) 100 Workers

24 months

• The examination of eye sight of certain workers under the factories Act shall be done at least once in every ----- months

• a) 6 months• b) 12 months• c) 18 months• d) 24 months

more than 5 or less than 2

• The number of elected workers in the canteen managing committee shall not be more than ------ or less than ----------

• a) more than 5 or less than 2• b) more than 20 or less than 10• c) more than 15 or less than 10• d) more than 10 or less than 5

two years

• The term of office of the canteen committee is ------------------ years

• a) one year• b) two years• c) three years• d) Four years

15, 180 days, 5

• In a factory where the number of married women or widows employed was less than --------or where the factory works for less than --------days or where number of children kept in the crèche was less than -------- in the previous year , the chief Inspector factories may grant exemption from the provision of crèche.

• a) 15, 180 days, 5• b) 20, 240 days, 10,• c) 30, 240 days , 10,

Form No.14

• A register of young person workers shall be maintained in Form No.--------------------

• a) Form No.12• b) Form No. 13• c) Form No.14• d) Form No. 15

10 minutes

• Time allotted for the purpose of washing is ---------- minutes before the end of days work .

• a) 5 Minutes• b) 10 minutes• c) 15 Minutes• d) 20 minutes

• The Tamil Nadu safety officers (duties , qualification and conditions of service )rules was enacted in the year .

• a) 2002• b) 2003• c) 2004• d) 2005

Board of Directors

• By an Amendment Act of 1987 in Factories Act 1947, who is to be appointed as an occupier.

• a) Manager• b) General Manager• c) Human Resource Manager• d) Board of Directors

• If any time number of worker falls below 500 in a factory, the welfare officer ceases to have a locus standing.

• True / False

Social Isolation

• Which of the following is a major contribution to workplace stress?

• a) Low pay• b) Poor working conditions• c) Reasonable work pressures• d) Social isolation

Not attached to a single employer and contract of employment

• Portfolio working is working which is:• a) Not attached to a single employer and

contract of employment• b) An individual who works at home for a single

employer• c) A person who demonstrates his/her work in a

portfolio• d) A person who chooses more than one career

That people need to belong to a 'social group'

• What did the Hawthorne experiments discover?• a) That people need to belong to a 'social

group'• b) That people need heat and good lighting to

work well• c) Money is a motivator• d) It makes no difference how you treat people

at work in relation to their behaviour

Emotional pain

• What is the meaning of 'toxicity'? Is it:• a) Emotional pain• b) Physical pain• c) Psychological pain• d) A state of well being

More than one type of rationality prevails in work organizations

• Post modernist ideas have impacted on our understanding of the role of rationality in workplaces by recognizing:

• a) One type of rationality prevails• b) More than one type of rationality prevails in work

organizations• c) That managements type of rationality is the only

true one to exist at work• d) Employees must learn to respect managements

version of rationality at work

Decline in hierarchy and bureaucracy

• According to Cloke and Goldsmith the biggest change to the history of management is:

• a) Decline in hierarchy and bureaucracy• b) The continuation of autocratic management• c) Workers directives• d) Team working

Is more than a single ingredient

• A philosophy of management...• a) Doesn't exist• b) Is the assumptions managers make about

people• c) Is more than a single ingredient• d) Is a style of management

A question of balance which will be affected by the context of each organization

• Treating employees as people or as an economic resource is:

• a) A choice all managers have to make• b) Mutually exclusive• c) A question of balance which will be affected

by the context of each organization• d) A matter of luck

Disenfranchising line managers in dealing with key aspects of people management.

• The creation of personnel as a specialist function dealing with people issues from the latter part of the twentieth century has been responsible in part for:

• a) Disenfranchising line managers in dealing with key aspects of people management.

• b) Reducing the stress and work load of line managers.

• c) Creating greater workplace efficiency.• d) Bureaucratising the people function in workplaces.

The work of nineteenth century social reformers and Quaker employer

• The origins of Personnel Management was an outcome of:

• a) Welfare workers• b) Legislation relating to factory reform• c) The work of nineteenth century social

reformers and Quaker employers• d) The government

The planning and organization of work based on scientific principles such as time and motion studies

• Scientific management contributed to the development of a more rational approach to management by developing which characteristics?

• a) The planning and organization of work based on scientific principles such as time and motion studies

• b) Better working conditions• c) Standardized pay• d) The encouragement of trade unions

Growing importance of training

• One final development influencing the practice of Personnel Management in the 1960s was:

• a) The effect of recession• b) Powerful trade unions• c) Globalization• d) Growing importance of training

A mutual commitment of employees and employers to the goals of the organization

• A distinction can be made between 'hard' and 'soft' types of HRM. Soft HRM can be characterized by:

• a) Seeing people as organizational assets• b) A quantitative approach to HRM• c) A mutual commitment of employees and

employers to the goals of the organization• d) Being driven by costs

Used to create new capabilities that help achieve organizational success

• The resource based view of the firm is one that believes the key human resources are:

• a) Those employees not members of trade unions

• b) Knowledge workers• c) Used to create new capabilities that help

achieve organizational success• d) Those willing to work overtime

The processes and decisions that shape the organization's philosophy towards its employees.

• SHRM is also about strategic choice, which refers to:

• a) The processes and decisions that shape the organization's philosophy towards its employees.

• b) Managerial prerogative in decision making.• c) Negotiating with trade unions or employee

associations over the direction of the organization.• d) Giving employees their 'say' in organizational

concerns

Yes, but these effects can be negative as well as positive.

• o HR activities have an effect on employee and managerial behaviour?

• a) Yes, but these effects can be negative as well as positive.

• b) HR has limited impact on either employee behaviour or managerial.

• c) HR impacts on employee behaviour but not on managerial.

• d) No, it is managerial behaviour which impacts on HR.

Managing the human resource has become even more important because it is the one resource most difficult to replicate.

• The view that employees are critical to organizational success is now generally accepted. Does this mean that:

• a) All employees have the same value or potential for the organization.

• b) It reflects the unprecedented success of HR practitioners to deliver.

• c) Good management of people will prevail.• d) Managing the human resource has become even

more important because it is the one resource most difficult to replicate.

Occupational health, payroll, pensions and training

• The most common activities performed by HR, which are often outsourced, are:

• a) Recruitment and selection• b) Occupational health, payroll, pensions and

training• c) Human resource planning• d) Assessment centres

Something which seems difficult to understand and explain

• The continuing search by HR for an identity and status represents, for some, an enduring paradox that, until resolved or explained will limit HR's contribution to organizational objectives. A paradox can be understood as:

• a) A structural feature of all organizations• b) An inherently human condition• c) Something which seems difficult to understand and

explain• d) A feature of the way groups function

There is a lack of strategic control and accountability over what HR does

• Moony (2001) argues that the cost of carrying out HR activities is often found to be inversely related to their value. This occurs when:

• a) There is a lack of strategic control and accountability over what HR does

• b) No one in HR is controlling the budget• c) What HR does isn't really that important• d) HR is confused about its costs and the value of

the benefits its activities generate

The unique and non replicable nature of human capabilities

• The strategic importance of an organization's people to their long term success has become a central tenet of what has become known as SHRM. This importance is based on:

• a) They are flexible and will respond positively to what management wants

• b) The use of rewards to elicit higher levels of performance• c) The unique and non replicable nature of human

capabilities• d) They can be easily controlled by the organization's

structure and culture

Having an impact on the things that are most important to the organization's corporate goals and objectives

• Being strategic, from the perspective of an HR department, is often the way to be taken seriously and offered a 'seat at the top table.' But what does being strategic really mean?

• a) Talking the language of strategy• b) Seeing everything as strategically important• c) Being aware of and implementing the latest 'solutions'

and leading edge thinking• d) Having an impact on the things that are most important

to the organization's corporate goals and objectives

Performing different activities from competitor organizations or performing similar activities in different ways

• According to Michael Porter, it is important to distinguish between operational effectiveness and strategic positioning. The former means performing similar activities better than competitors, whilst the latter involves:

• a) Investing more in high value activities• b) Performing different activities from competitor

organizations or performing similar activities in different ways

• c) Engaging in 'best practice' HR• d) HR having a clear route map of activities and outcomes

hey are consumed by their own importance and rhetoric and are convinced that managers can't see what an important job they are

• Hammond (2005) offers a stinging critique of HR based on what he claims is 20 years of 'hopeful rhetoric about becoming 'strategic partners.'' He argues that HR people are for the most part are neither strategic nor leaders. This is because:

• a) They are consumed by their own importance and rhetoric and are convinced that managers can't see what an important job they are doing

• b) They lack leadership skills• c) They don't know what being a strategic partner means• d) Many HR people have only ever worked in HR

Strategy as agreement on the 'best way' to operate

• Minzberg is a major contributor to the literature on strategy and strategic management and is someone who recognizes that the word strategy can mean different things to different people. Which of the following conceptualizations is not associated with his work?

• a) Strategy as a plan• b) Strategy as a pattern of behaviour• c) Strategy as agreement on the 'best way' to operate• d) Strategy as a position

Increasing the value they add and their productivity by finding new and more effective ways of using people

• Hamel and Prahalad (1990, 1993, 1994) present an analysis of strategy that goes beyond the more conventional concepts of fit, integration and the effective allocation of resources. They talk about the importance of organizations 'leveraging' its resources. In the context of human resources, leveraging means:

• a) Increasing the value they add and their productivity by finding new and more effective ways of using people

• b) Putting more pressure on people to work harder• c) Finding out why people are not productive and make it easier

for them to do their jobs• d) Getting managers to engage more with their subordinates

More adaptable, innovative and engaging places to work

• Gary Hamel (2009) is another strategy 'guru' who has influenced the thinking and practice of numerous executives. His emphasis in particular on organizations taking a dynamic and forward looking approach to the way they function suggests that simply doing the same things better is not necessarily the way forward. He suggests that organizations in looking into the future need to be:

• a) More aware of the importance and power of rewards• b) More diverse and promote disadvantaged groups into

managerial positions• c) Train their managers to be more effective leaders• d) More adaptable, innovative and engaging places to work

That different activities and initiatives need to mutually supportive and designed in a holistic way

• The importance of integration to organizations has long been a feature of the literature on strategy. As far as HR is concerned the search for vertical and horizontal integration is a key driver in the attempt to become 'more strategic'. Horizontal integration means:

• a) That different activities and initiatives need to mutually supportive and designed in a holistic way

• b) That managers and employees need to work more closely together

• c) That leadership and management need to be brought closer together

• d) That different management functions need to stop working in 'silos'

Delivers the highest calibre of individuals at optimum most

• Recruitment and selection must be effective to ensure it:

• a) Offsets high labour turnover• b) Delivers the highest calibre of individuals at

optimum most• c) To have a surplus in case of sickness and

absence• d) Encourages new blood into the organization

• Can the assessment and selection of applicants be carried out in such a way that the 'best' or 'right' person will always be identified?

• a) Yes• b) No• c) If enough money is invested in the process• d) If managers use their intuition or 'gut

reaction' in making recruitment decisions

Careful selection of the right people for the job

• The solution to many so-called 'people problems' is often associated with improving the effectiveness of the recruitment process by:

• a) Having a robust HR department to carry out the process

• b) Outsourcing the HR department• c) Careful selection of the right people for the job• d) Devolving to line managers

• he science and engineering sectors reflect significant under representation of which group of employees?

• a) Highly skilled operators• b) Young people• c) Over 50s• d) Women

Over-reliance on the internal labour market to fill new positions.

• The concept of stagnation in the context of recruitment means:

• a) Lack of appropriate selection criteria.• b) HR staff having very limited experience

outside the HR function.• c) Over-reliance on the internal labour market to

fill new positions.• d) Lack of integration of R&S into the wider H

function.

The most costly to employ.

• Are the best and most productive employees likely to be:

• a) The least costly in terms of recruitment and employment costs.

• b) A matter of 'pot luck' in terms of recruitment decisions.

• c) The most costly to employ.• d) Have no bearing on recruitment and selection

costs.

£4,000

• In the CIPD Recruitment, Retention, and Turnover survey (2009) the estimated costs of recruitment for a single employee was:

• a) £4,000• b) £2,000• c) £8,000• d) £3,000

Reduced job performance

• Too great a reliance on internal recruitment can result in:

• a) Reduced job performance• b) High labour turnover• c) Internal conflict• d) Poor group dynamics

Word of mouth

• What strategies deployed by HR for attracting potential candidates to apply for vacancies might be seen to result in indirect discrimination?

• a) Advert in local press• b) Word of mouth• c) Now recruiting banners/notices• d) Agency or job centre

Future job performance

• According to O'Leary et al (2002) the most important property of the assessment instruments used to measure or assess applicants against set criteria is their ability to predict what?

• a) Whether a person will be a good team player• b) Length of service• c) Future job performance• d) Time it will take to train the person

Both parties

• The employment contract provides a set of rights, responsibilities and obligations that structure the behaviour of whom?

• a) Both parties• b) The employee• c) The employer• d) Trade unions

Collective bargaining framework

• What did the Whitely Councils establish? Was it:

• a) Tripartite employee relations• b) Collective bargaining framework• c) Trade unions• d) Employer associations

Rates of pay and how levels are determined

• Substantive rules are those which determine:• a) Rules governing redundancy• b) Rules governing discipline and grievance• c) Trade union recognition• d) Rates of pay and how levels are determined

Exhibit a degree of hostility to unions

• Are employers who believe in a unitary perspective on employment relations likely to:

• a) Encourage trade unions• b) Exhibit a degree of hostility to unions• c) Support the used of Collective Bargaining• d) None committal either way

• What % of membership does a trade union have to demonstrate amongst the group it is wishing to represent before it can apply to the Central Arbitration Committee (CAC)?

• a) 10%• b) 40%• c) 20%• d) 5%

All employees regardless of union membership who are in the grade of work covered by the agreement.

• If a local collective agreement on pay and conditions is in place, who benefits?

• a) Only those employees who are members of the trade union.

• b) All employees regardless of union membership.• c) All employees in that industry nationwide.• d) All employees regardless of union membership

who are in the grade of work covered by the agreement.

Wide range of personal benefits

• Apart from pay what is the second most common reason for employees to join a trade union?

• a) Group solidarity• b) Friendship groups• c) Political reasons• d) Wide range of personal benefits

Protected by union immunity

• In organizing industrial action a Union is encouraging its members to break their contractual obligation to attend work. Is this action:

• a) Protected by union immunity• b) Unlawful• c) Referred to as a 'wild cat strike'• d) Such that employers can sue the union for loss

of earnings

Action short of a strike

• What are the types of industrial action a union is most likely to engage in?

• a) Unofficial action• b) Strike action• c) Action short of a strike• d) Absence

The loyalty and trust of employees

• The psychological contract refers to the obligations that an employer and an employee perceive to exist between each other as part of the employment relationship. As such it will include:

• a) The loyalty and trust of employees• b) Pay and working conditions• c) Managers pay only 'lip service' to consultation• d) Managers reneges on commitments to

employees

Where managers condone or ignore behaviour that breaches formal rules they can give such behaviour a degree of legitimacy

which is limited to that informal context.

• How does the concept of indulgency help us understand some of the complexities of employee rule breaking?

• a) Where managers condone or ignore behaviour that breaches formal rules they can give such behaviour a degree of legitimacy which is limited to that informal context.

• b) It suggests that some managers are soft.• c) It means that managers don't know what is going on and

are not interested in finding out.• d) It means that employees know how to subvert formal

rules.

Commitment

• The purpose and function of discipline in contemporary organizations seems at odds with developments in contemporary management thinking with its emphasis on:

• a) Tight control• b) A disciplined workforce• c) Commitment• d) Sanctions and punishments

To ensure that individuals have a sense that they have been treated fairly.

• Why is 'procedural justice' important in the context of the management of misconduct?

• a) It reflects on the integrity of HR professionals.• b) To ensure that individuals have a sense that

they have been treated fairly.• c) It reflects on the values and attitudes of top

management.• d) To protect line managers.

A system of rules designed to improve and correct behaviour through teaching or training

• What does discipline mean in the context of the workplace?

• a) Enforcing compliance and order• b) A system of rules designed to improve and

correct behaviour through teaching or training• c) Punishment• d) Exercising control

It is an essential requirement for survival

• Why can altruism as an approach to discipline be regarded as an essential element?

• a) It is an essential requirement for survival• b) To maintain good employee relations• c) To demonstrate who's boss• d) To re-establish a welfare approach to HR

Those involved often agree to contain the incident.

• What might be the reason for why HR are not often informed of incidents that could result in a disciplinary action being taken?

• a) Those involved often agree to contain the incident.• b) Those involved would be concerned about

reprisals.• c) Due to lenient managers.• d) It would impact on the relationships between

subordinates and superiors.

• Which organization provides established guidelines for disciplinary procedures?

• a) TUC• b) ACAS• c) CIPD• d) Employers

Breaches of standards and rules that are serious and unacceptable in any circumstances

• What is the meaning of the term 'gross misconduct' in the context of a company's disciplinary procedures?

• a) Breaches of standards and rules that are serious and unacceptable in any circumstances

• b) Stealing company property• c) Being repeatedly late for work• d) Absence without leave

Harrassment and bullying by managers

• Most formal grievances raised in the workplace are related to -

• a) Low pay• b) Harrassment and bullying by managers• c) Dislike of individual managers• d) Employees attempting to resist being

managed

It ensures a degree of impartiality

• Is it important to have two managers responsible for leading a disciplinary investigation because:

• a) Provides support for each other when dealing with stressful situations

• b) It ensures a degree of impartiality• c) It a requirement by tribunals• d) Provides cover in the event of absence

through ill health

All aspects of HR

• Which aspect of employment is fairness in the management of HR linked to?

• a) Just recruitment and selection• b) Grievance and discipline• c) Reward management• d) All aspects of HR

An 'equal opportunity employer'

• What expresses the commitment management have made to embrace the concepts of equality and diversity?

• a) Investors in people• b) Strategic HRM• c) An 'equal opportunity employer'• d) Diversity management

Compliance and maintaining minimum standards

• An equal opportunities approach to fairness at work is essentially about:

• a) Taking a business perspective• b) Taking a more strategic approach• c) Having a diverse workforce• d) Compliance and maintaining minimum

standards

Seeing people as a group with similar characteristics rather than recognising differences between people

• A stereotype is a fixed idea or misconception about an individual or group of people. The basis of stereotyping is:

• a) Based on objective and rational considerations• b) Seeing people as a group with similar

characteristics rather than recognising differences between people

• c) Gut reaction• d) Formed from personal experience of different

groups of people

The 1970s

• The first elements in the legal framework for equal opportunities legislation were introduced in:

• a) The 1940s• b) The 1970s• c) The 1920s• d) 2000

Where a person is employed to provide authenticity such as employing a black person to play a black role in a play.

• Circumstances in which discrimination can be justified include:

• a) Where the employer prefers to employ someone of a specific sex.

• b) Where the employer believes the tasks are more suitable for someone of a specific sex.

• c) Where a person is employed to provide authenticity such as employing a black person to play a black role in a play.

• d) Where there has been a tradition of employing a person of one sex as opposed to the other sex.

Paying them more

• Which of the following is an unreasonable adjustment in light of a person's disability:

• a) Alterations to a persons working conditions• b) Acquiring or modifying equipment• c) Assigning a different place of work• d) Altering hours of work or duties• e) Paying them more

One in 5 people of working age

• Approximately what % of the UK working population is classified as disabled?

• a) One in 5 people of working age• b) 1 in 10 people of working age• c) 1 in 20 people of working age• d) 1 in 30 people of working age

• The CIPD survey of 2005 found that the impact of poor work-life balance affecting performance was perceived by what % of employees?

• a) 60%• b) 40%• c) 20%• d) 5%

It can lead to impairment of an employee's physical and/or mental health.

• Which of the following is the main reason for why harassment and bullying need to be taken seriously at work?

• a) It is costly for the employer.• b) It can lead to impairment of an employee's

physical and/or mental health.• c) It impacts on social relations at work.• d) It could lead to dismissal of the perpetrator.

The policies and practices of MNC's

• IHRM is an area of academic study which focuses on:

• a) Comparative research• b) The movement of individuals across

national boundaries• c) The exchange of ideas and practices• d) The policies and practices of MNC's

The relative underdevelopment of HR functions.

• HR challenges which might be faced by internal companies include:

• a) The needs for a diverse work-force.• b) The relative underdevelopment of HR

functions.• c) Knowledge of national employment law.• d) Knowledge of cultural norms and values.

Greater convergence of national economic and social identities

• A global economy means:• a) Greater convergence of national economic

and social identities• b) Greater divergence• c) Unrestricted movement of people across

national boundaries• d) A global culture

Cultural differences

• Often the reason why expatriate assignments fail and why some immigrants and migrant workers in the UK find difficulty in assimilating into the British way of life is because of:

• a) Cultural differences• b) Homesickness• c) Climate• d) Reduction in remuneration in pay and

conditions

National differences

• Hofstede's five variables: power distance; individualism, masculinity /femininity; uncertainty avoidance and long term versus short term orientation; were terms used to describe:

• a) Family traits• b) HR strategy• c) National differences• d) globalization

It can impact on individuals taking overseas assignments.

• Cultural shock which is often the outcome of the negative experience of moving from a familiar culture to one that is unfamiliar is important to understand in the context of internationalization because:

• a) It can effect soldiers returning form was zones.• b) It can effect students on 'gap year' experiences.• c) It can impact on individuals taking overseas

assignments.• d) Friends and families reunited.

Identify key skills and competencies required for working overseas

• Key to successful management of HR processes is the ability to?

• a) Travel abroad• b) Recruit local managers• c) Identify key skills and competencies

required for working overseas• d) Having appropriate training systems

Successful overseas assignment are more a matter of luck than judgement.

• Paul Sparrow (2006) in work commissioned by the CIPD found:

• a) That certain people have a natural attribute for cultural awareness.

• b) That the majority of expatriate skills are learnt through experience.

• c) That it doesn't matter who you are as its all down to training.

• d) Successful overseas assignment are more a matter of luck than judgement.

They display a different HR mindset; one which is more creative, business focused and dynamic.

• Research into the developing HR functions in Asian businesses suggest that they:

• a) Employ better qualified people than UK companies.

• b) Pay more to their HR professionals.• c) Have an easier job because the legal

constraints they work under are less restrictive.• d) They display a different HR mindset; one which

is more creative, business focused and dynamic.

Earning their trust and acceptance by building strong relationships based on mutual respect

• n the end of chapter case study, doing business with people from different cultural backgrounds depends a great deal on -

• a) Being prepared to pay commission• b) Earning their trust and acceptance by building

strong relationships based on mutual respect• c) Learning to behave as they do• d) Learning their language

Manpower planning

• What was the traditional term used for HRP and the one often associated with personnel management?

• a) Gap analysis• b) Human resource Planning• c) Employee planning• d) Manpower planning

Costs associated with employing any given number of people

• Human resource planning (HRP) is not simply about meeting the demand for labour but also involves:

• a) Redeploying staff• b) Directing line managers• c) Costs associated with employing any given

number of people• d) Making redundancies

• What % of payroll costs did Bob Cotton the chief executive of the British hospitality Association estimate as a result of the increase in the statutory number of holidays from 20 days to 28 days?

• a) 1.5%• b) 2.5%• c) 3.5%• d) 5%

HR specialists

• here is, however, a degree of choice in the way in which job cuts and employment losses are implemented, and making the right choice can minimize the consequences of job losses, preserve the reputation of the employer and maintain good employee relations. Who would in the main be responsible for making such decisions?

• a) Line managers• b) Senior management• c) HR specialists• d) Personnel

To accommodate the rapidly changing environments in which most organizations operate.

• Why is it important to ensure that HR plans are flexible?

• a) To accommodate changes to senior management teams.

• b) To adapt to changing skills and qualifications.• c) To accommodate the rapidly changing

environments in which most organizations operate.• d) To ensure a diverse labour force is maintained at

all times.

Because it was overly quantitative in direction

• The prevalent approach to planning an organization's human resources in the 1970s and 1980s is seen, in retrospect, as having been overly prescriptive and inflexible (bin Idris and Eldridge, 1998). Why?

• a) Because it was overly quantitative in direction• b) Because it was underdeveloped• c) Because it wasn't necessary as the pace of change

was not so rapid• d) Because it was not carried out by professionals

Sample Paper 8

£13.4bn

• What is the estimated cost to the UK businesses of days lost due to sickness?

• a) £5.4 bn• b) £7.4 bn• c) £10.4bn• d) £13.4bn

Gives weightings to the frequency of absence

• The Bradford absence index is useful because it:• a) Penalises those employees who are absence

for long periods of time• b) Predicts those taking 'sickies'• c) Calculated the actual costs of any given level

or individual pattern of absence• d) Gives weightings to the frequency of absence

Public sector employees take more absence than those in the private sector.

• 2004 absence surveys - average recorded days absence per employee per year in public and private sectors demonstrates that:

• a) Public sector employees take more absence than those in the private sector.

• b) Public and private sector employees take about the same number of days for absence.

• c) That there is no discernable patter.• d) Public sector employees take less absence than

those in the private sector.

he balance of internal promotions versus external recruitment or loss of employees.

• Vitality' is a method of measuring:• a) The balance of internal promotions versus

external recruitment or loss of employees.• b) Training and development costs.• c) Retention of skilled staff.• d) Levels of apprenticeships.

A negative experience of learning in childhood

• What factor can have a lasting impairment on a person's motivation to learn?

• a) Learning for work• b) Learning which is challenging• c) Learning which is instrumental• d) A negative experience of learning in

childhood

The nature of work has changed and therefore its unsuitable for the type of employees engaged

• riticisms of training are based on the understanding that:

• a) Its an outmoded method of providing learning• b) Its linked with short-term goals• c) Disliked by trade unions• d) The nature of work has changed and therefore

its unsuitable for the type of employees engaged

Widespread improvements in training

• Research carried out by the Adult Learning Inspectorate and published in its 2004-05 report (Scott, 2005) provides evidence of:

• a) More senior management interest in training• b) New thinking and practice in training• c) Widespread improvements in training• d) More self awareness and development

amongst employees

Industries employing low skilled workers

• Training is more likely to be seen as a cost by those organisations employing what type of worker?

• a) Those employed in Japanese companies• b) Those working in the motor industries• c) Industries employing low skilled workers• d) Those employing higher skilled employees

Planned and associated with specific outcomes

• Structured learning refers to learning that is:• a) Learning that is imposed from above• b) Planned and associated with specific

outcomes• c) Is theoretical in nature• d) Is text book learning

Experience

• According to Masie e-learning is about:• a) Computers and computing• b) Technology-driven• c) Electronic• d) Experience

Insights into the way that people learn

• he Kolb learning cycle refers to:• a) The relationship between leaning and

training• b) The use of e-learning• c) The training cycle• d) Insights into the way that people learn

It can encouraged bad habits and negative attitudes

• Unplanned and unstructured (informal) learning can be detrimental to employers because:

• a) Will not be long lasting• b) Will result in ineffective learning• c) It can encouraged bad habits and negative

attitudes• d) Is based on pragmatic learning only

An alternative experience to traditional approaches

• Accelerated learning offers the participant:• a) A sombre and serious experience• b) A mechanised and standardized experience• c) An alternative experience to traditional

approaches• d) Externally controlled 'one size fits all'

experience

Accelerated learning

• The three types of energy: cognitive, affective and physical are associated with which type of learning:

• a) Accelerated learning• b) Reflective learning• c) Traditional learning• d) The learning triangle

Ongoing process or cycle

• Performance management should be seen as a process which is a:

• a) Once a year task• b) Twice a year activity• c) Ongoing process or cycle• d) Is engaged in when the appraisals are

carried out

Creating management systems to ensure high performance from everyone

• What will make some organizations more successful, and therefore more likely to survive and prosper, than others?

• a) Creating cultures and systems in which staff can use their talents

• b) Creating management systems to ensure high performance from everyone

• c) Creating superior organizations• d) Only recruiting talented people

The link between extra pay and achievement is unclear

• Many schemes that reward employees and managers for something additional to their normal level of performance fail. Why?

• a) The link between extra pay and achievement is unclear

• b) They are detrimental to trade union agreements

• c) PRP is controversial• d) Everyone should receive the same

Because of barriers created to reduce performance

• As little as 20% of all human performance problems is attributable to individual employees; as much as 80% of all such problems is attributable to the work environments or systems in which employees work. An example of such problems would be:

• a) Because people are often absent from work• b) Because people at work don't perform• c) Because low standards of performance are

legitimised• d) Because of barriers created to reduce performance

One year

• The timescale for performance appraisals are usually:

• a) One year• b) Biannually• c) 3 monthly• d) At irregular intervals

A grade or score relating to overall performance

• A performance rating system is:• a) A grade or score relating to overall

performance• b) Details of the extent to which work

objectives were met• c) Last years objectives• d) Achievements during the year

Measures of performance against objectives set

• Objective-based rating scales are:• a) Subjectively determined• b) Based on a points-based system• c) Measures of performance against objectives

set• d) Manager-allocated rating scales

Comprehensive, reliable and consistent information

• To be effective a points based rating systems require:

• a) Close management control• b) Comprehensive, reliable and consistent

information• c) Objectivity in assessments• d) 360% assessments

When objectives can be established which are supportive or secondary to the organizations central objectives.

• Key performance indicators are used in situations when:• a) When objectives can not easily be expressed in terms

of numbers.• b) When targets might be expressed in terms of delivery

of a project.• c) When objectives can be established which are

supportive or secondary to the organizations central objectives.

• d) Objectives that can be quantified using financial values.

Anyone who is directly in contact with the appraisee

• 360degree; feedback involves appraisals by:– a) Line manager's– b) Subordinates'– c) Superiors'– d) Anyone who is directly in contact with the

appraisee

A total reward approach

• Reward management in the modern era involves:

• a) Just dealing with issues of pay• b) A total reward approach• c) Dealing solely with trade unions• d) Dealing solely with legal issues

Arbitrary

• How organizations should be rewarding their employees is:

• a) On best practice• b) Arbitrary• c) Based on understanding behavioural

theories• d) Based on Herzberg theory

They are viewed as 'hygiene factors'Feedback:

• Herzberg (2003) and Kohn (1993a) have consistently taken the view that rewards such as performance related pay fail to deliver because:

• a) They are viewed as 'hygiene factors'• b) They are motivators• c) They are unfair• d) They are unwelcome by trade unions

When the wage or salary is seriously out of line with expectations

• Circumstances in which rewards normally impact on behaviour are:

• a) When given a pay increase• b) When the wage or salary is seriously out of

line with expectations• c) Will not occur as pay is a 'hygiene factor'• d) In all cases

F.W Taylor

• The individual most associated with first recognizing the link between pay and performance was:

• a) Mayo• b) F.W Taylor• c) Herzberg• d) Kohn

25 - 33%

• The incentivized level of effort and performance can only be accessed through additional financial payments that are between:

• a) 5 - 10%• b) 10 - 15%• c) 25 - 33%• d) 34 - 40%

Rewards as rights

• A set wage or salary is an expression of what type of reward?

• a) Rewards as rights• b) Rewards as those which are contingent• c) Rewards which are discretionary• d) PRP

When overtime varies and is a large part of the remuneration

• aying people a monthly salary would not be suitable in which circumstances?

• a) When employing people on a part-time basis• b) For those on regular fixed incomes• c) When overtime varies and is a large part of

the remuneration• d) When employing people on a temporary

Calculating working time on an annual rather than a weekly basis

• Annualized hours refers to:• a) Those individuals who are seasonal workers• b) Those employees working on shifts• c) Full-time permanent employees• d) Calculating working time on an annual

rather than a weekly basis

Length of service

• he defining feature of incremental payment systems is:

• a) A fair days pay for a fair days work• b) Cost of living• c) Length of service• d) The quantity of qualifications achieved

• ________ are the resources that provide utility value to all other resources.

• Men• Material• Money• Machinery

recruitment and selection

• The term procurement stands for• recruitment and selection• training and development• pay and benefits• health and safety

heterogeneous

• The characteristics of human resources are ________ in nature

• homogeneous• Heterogeneous• Ductility• None of the above

organizing

• Identify the managerial function out of the following functions of HR managers.

• procurement• Development• Organizing• performance appraisal

procurement

• Which of the following is an example of operative function of HR managers?

• planning• Organizing• Procurement• controlling

All of the above

• The scope of human resource management includes

• procurement• Development• Compensation• All of the above

proactive

• Human resource management is normally ________ in nature.

• proactive• Reactive• Combative• None of the above

helping the organization deal with its employees in different stages of

employment

• The human resource management functions aim at• ensuring that the human resources possess adequate capital, tool, equipment and material to perform the job successfully

• helping the organization deal with its employees in different stages of employment

• improving an organization’s creditworthiness among financial institutions

• None of the above

Staff advisors focus more on developing HR programmes while line managers are more

involved in the implementation of those programmes.

• Which of the following aptly describes the role of line managers and staff advisors, namely HR professionals?

• Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes.

• Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes.

• Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR.

• Line managers alone are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR.

Human Resources

• Which one of the following becomes a creative factor in production?

• a) Land • b) Capital • c) Consumers • D)Human Resources

Human Resources

• People cast in the role of contributors to production are called

• a) Capitalist • b) Land owners • c) Human Resources• d) Consumers

Human Resources

• Wide range of abilities and attributes possessed by people are called as

• a) Management • b) Human Resources • c) Entrepreneur • d) Intreprenuer

• Deployment of which resource is difficult to master

• a) Human• b) Land • c) Capital • d) Natural

• The focus of Human Resource Management revolves around

• a) Machine • b) Motivation• c) Money • D) Men

Human Resource

• Quality- oriented organization primary concern centers around

• a) Coordination• b) Communication • c) Human Resources• d) Discipline

Expansion of industry

• Demand for human resources and management is created by

• a) Expansion of industry• b) Shortage of labor • c) Abundance of capital• d) Consumer preferences

Shortage of labor

• Management function arises as a result of • a) Consumer preferences • (b) Abundance of capital • (c) Expansion of industry• d) Shortage of labor

Dissatisfaction

• Union function arises as a result of employees• a) Problem of communication • b) Longing for belonging • c) Dissatisfaction• d) Change in technology

Dimensions of people

• Human Resource Management is primarily concerned with

• a) Sales • b) Dimensions of people• (c) External environment • d) Cost discipline

Effectiveness

• Human Resource Management aims to maximize employees as well as organizational

• (a) Effectiveness• b) Economy • c) Efficiency • d) Performativity

• The difference between human resource management and personnel management is

• (a)Insignificant • b) Marginal • (c) Narrow• d) Wide

Cost control

• Human Resource Management function does not involve

• a)Recruitment • b) Selection• c) Cost control• d) Training

Separating employees

• Which one is not the specific goal of human resource management?

• a) Attracting applicants • b) Separating employees• c)Retaining employees• d)Motivating employees

Productivity

• Identify the top most goal of human resource management

• a) Legal compliance • b) Competitive edge • c) Work force adaptability• d) Productivity

Commitment

• To achieve goals organizations require employees

• a)Control • b) Direction• c) Commitment• d) Cooperation

Productivity

• Human resource management helps improve• a)Production• b) Productivity• c) Profits• d) Power

Productivity

• The amount of quality output for amount of input means

• a)Productivity• b) Production• c) Sales increase • d) Increase in profits

Quality of work life

• Responding to employees and involving them in decision making is referred to as

• a)Quality of work life• b) Autonomy • c) Empowerment • d)Preaction

The setting of objectives to bring about the achievement of the corporate goals

• What is meant by the term 'management by objectives'?

• a. A system of giving the authority to carry out certain jobs by those lower down the management hierarchyb. The system of management that is based on bringing together experts into a team

• c. The setting of objectives to bring about the achievement of the corporate goals

• d. The control of the organization by those in the 'head office'

Responsibility

• manager may delegate any of the following except:

• a. Authority• b. Workload• c. Responsibility• d. attendance at meetings to represent the

department

Organising the training of staff

• Workforce planning involves all of the following except:

• a. Organising the training of staff• b. forecasting future personnel requirements• c. examining production plans in a factory• d. preparing and maintaining personnel

records

safety and security is a low order human need

• Maslow, in his triangle of human needs, showed that

• a. having challenging new tasks is a basic human need

• b. money always motivates workers• c. safety and security is a low order human need• d. workers will not give of their best unless they

have good social events provided by the firm

is paid for what he or she achieves

• Piecework is a payment system where the worker is”

• a. paid overtime for any hours worked beyond 25 per week

• b. rewarded for good conduct• c. is paid a minimum of £4.20 per hour• d. is paid for what he or she achieves

Greater consistency in the decisions made

• Which of the following will NOT result following the introduction of a more decentralised system of management?

• a. Increased motivation amongst those empowered to make decisions

• b. Greater consistency in the decisions made• c. The development of skills amongst the junior

members of the management team• d. An increase in the speed at which essential

decisions are made

that it brings in new experience and skills to the firm

• An advantage of recruitment from outside the company is

• a. that it is cheaper than internal recruitment• b. that there is no need to advertise the

vacancy• c. that it brings in new experience and skills to

the firm• d. that it avoids jealousy within the firm

The need to build a career path

• When designing his hierarchy of needs triangle Maslow did NOT include one of these. Was it?

• a. Good wages and salaries and working conditions• b. The need to feel secure at work with adequate

financial rewards such as pensions to assist one later in life

• c. The need to build a career path• d. Opportunities for teamworking and social

events that allow a sense of belonging to emerge

The need to make objectives Tangible

• When deciding on objectives for management it is advised that companies should aim to achieve 'SMART' within these. Which of the following is NOT part of the SMART scheme?

• a. The need to be Specific in the choice of objectives• b. The need to make objectives Tangible• c. All objectives must be Measurable• d. For personnel to feel capable of reaching

objectives they must be Achievable

The senior management wants to develop a clearly defined set of responsibilities

• Which of the following is a reason for introducing a matrix management system?

• a. Because it allows for an easily understood functional responsibility chart to designed

• b. The management can increase the use of delegation within the organisation

• c. The senior management wants to develop a clearly defined set of responsibilities

• d. A more centralised system of control is required

A system that groups together various jobs and is organised by departments,

sections or functions

• What is meant by the term functional management?• a. A system of business organisation that is based on

an individual having a wide range of skills needed to administer a business

• b. A type of management that is based more on personality

• c. A system that groups together various jobs and is organised by departments, sections or functions

• d. A system that supports a flat form of command chain

The giving of tasks by a manager to a subordinate

• What is meant by the term delegation?•

A system of management that relies on consulting employees before making decisions

• a. The process of using goals as the best way of motivating managers to achieve corporate targets/objectives

• b. The giving of tasks by a manager to a subordinate• c. A style of management supported by FW Taylor

Management wishes to introduce a process of de-layering

• Which of the following is a reason for supporting a wider span of control within an organisation?

• a. The management wants to reduce the opportunities for delegation

• b. There is a need for tighter control within the business• c. The business accepts that within its management

there will be increased contact between managers and employees

• d. Management wishes to introduce a process of de-layering

Supervision and control are tighter

• Which of the following is NOT a characteristic of a narrow span of control?

• a. There is less opportunity to delegate• b. This form of span of control creates a

smaller hierarchy within the business• c. Supervision and control are tighter• d. The distance between the top and bottom

of the organisation is greater

ability of the chosen manager to control effectively those under their control

• he effectiveness of wide spans of control will depend on:• a. ability of the chosen manager to control effectively

those under their control• b. Designing a complex set of tasks for less senior

personnel to perform• c. Employees being treated in a more Theory X way

(McGregor) and not left to supervise their own working environment

• d. The senior management wishing to encourage promotion from within its current staff

A system that involves authority and responsibility for decision-making being in

the hands of senior managers

• Which of the following is the best definition of a centralised management system?

• a. A system that encourages empowerment of workers

• b. A management structure that concentrates on developing the skills of junior personnel

• c. A system that involves authority and responsibility for decision-making being in the hands of senior managers

• d. A system that encourages faster decision-making

The evaluation of an individual employee's performance over a given

period of time.

• Most management teams use 'appraisal' but what is meant by this term?

a. A system used to improve the performance of personnel.• b. The main way in which an employees wages are

determined.• c. A system of reward points offered by retailers to attract

customer loyalty.• d. The evaluation of an individual employee's performance

over a given period of time.

The creation of teams which have a high level of autonomy and control over their

immediate working environment.

• In recent years autonomous working groups have come to play an important part in many businesses. What are their essential features?

• a. The group reports directly to the senior management above them in the hierarchy of the firm.

• b. The creation of teams which have a high level of autonomy and control over their immediate working environment.

• c. The bringing together of various individuals who have a common interest in solving certain problems.

• d. A group of experts brought into research new ways of producing a product.

A style of leadership where the leader keeps a very tight control on all information and

decision-making processes.

• Authoritarian leadership is a term often seen in textbooks. What does it mean?

• a. A style of leadership where the leader keeps a very tight control on all information and decision-making processes.

• b. A system of leadership that allows maximum participation by all employees.

• c. A chain of command that is flat and allows considerable personal freedom to make decisions.

• d. The selling of debts to an agency, who take responsibility for their collection.

Recruitment and selection problems.

• Ineffective planning of workforce would be highlighted by:

• a. Recruitment and selection problems.• b. The need to out source some of the

production• c. A need to offer retraining to current

employees.• d. An opportunity to increase the use of

mechanisation.

The skills expected from each employee.

• Which of the following is one of the factors that might influence the style of leadership used by a firm?

• a. Accepting that employees who agree are favoured.• b. Workers should be left to be more in control of

their own working environment.• c. Offering profit sharing as part of employees

remuneration package.• d. The skills expected from each employee.

The culture of the company, the nature of its work and the preferences of the individual

managers.

• Which of the following will influence the style of management used by a company?

• a. The desire by the owner to have the workforce treat him in a fatherly way.

• b. The need to focus discussions on policy as a joint process between employees and employer / manager.

• c. The culture of the company, the nature of its work and the preferences of the individual managers.

• d. The use of distinct penalties for poor performance.

A process of giving employees greater autonomy and decision-making powers

• What is meant by the term empowerment?• a. A process of giving employees greater

autonomy and decision-making powers.• b. A system that encourages workers to move

more freely within the workforce.• c. The opportunity to share in the company's

profits.• d. A formal system of leadership that relies

greatly on control.

The size of the organisation.

• Which of the following will influence the method of recruitment and selection used by a company?

• a. The state of the economy.• b. The size of the organisation.• c. The type of training programmes used by the

company.• d. The possible expansion of UK business in

Europe.

The process by which companies fill the need to find new employees.

• Which of the following is an accurate definition of recruitment?

• a. The process of attempting to fill gaps that exist in the skills of the current labour force.

• b. The system of following someone around and noting how they perform their duties.

• c. The process by which companies fill the need to find new employees.

• d. A statement that enshrines the fundamental objectives of the company.

Increased levels of personal productivity

• Which of the following is NOT normally a sign of poor morale amongst a workforce?

• a. High levels of absenteeism.• b. High levels of turnover.• c. Increased levels of personal productivity• d. A poor external image and difficulties

attracting good recruits.

Opportunities to achieve some personal advancement within the organisation.

• Which of the following IS one of Herzberg's 'motivational factors'?

• a. Opportunities to achieve some personal advancement within the organisation.

• b. The application of respected supervision of employees by those responsible for this role within the organisation.

• c. Within organisations it is the workings of groups that influence codes of behaviour.

• d. People are primarily motivated by money and little else.

A reasonable salary

• Which of the following is one of Herzberg's 'hygiene factors'?

a. Recognition in the workplace.• b. A reasonable salary.• c. An opportunity to take some responsibility in

ones place of work.• d. Developing a sense of achievement in the

working environment.

business strategy

• In strategic human resource management, HR strategies are generally aligned with

• business strategy• marketing strategies• finance strategy• economic strategy

All of the above

• Which of the following is closely associated with strategic human resource management?

• efficient utilization of human resources• attracting the best human resources• providing the best possible training• All of the above

soft HRM

• Treating employees as precious human resources is the basis of the _______ approach.

• hard HRM• soft HRM• medium HRM• None of the above

People

• Strategic human resource management aims to achieve competitive advantage in the market through

• price• Product• People• process

Business-oriented model

• Wright and Snell made important contribution to the growth of

• Strategic fit model• Strategic labour allocation process model• Business-oriented model• None of the above

• Strategic management process usually consists of _______ steps.

• Four• Five• Six• Seven

All of the above

• One of the components of corporate level strategy is

• growth strategy• portfolio strategy• parenting strategy• All of the above

High involvement management model

• Creating an environment that facilitates a continuous and two-way exchange of information between the superiors and the subordinates is the core of

• High involvement management model• High commitment management model• High performance management model• None of the above

organizational culture

• Which one of the following is not a part of the external environment of an organization?

• social factors• political factors• legal factors• organizational culture

technology

• Identify the odd one out of the following factors

• organizational structure• HR systems• business strategy• technology

the pre-industrial revolution era

• The first recorded human resource management initiative was made during

• the pre-industrial revolution era• the First World War era• the Second World War era• None of the above

Sample Paper 9

the discovery of the informal relationship and social groups among employees

• What is the most important contribution of the Hawthorne studies?

• the discovery of the informal relationship and social groups among employees

• the significance of lighting and ventilation for performance

• the difference in the performance of male and female employees

• the relationship between the behaviour and performance

gathering data about the organization and its surroundings

• The term environmental scanning stands for• gathering data about the organization and its surroundings

• collecting information about the shareholders• gathering information relating to the employees

• none of the above

the human relations movement

• McGregor’s Theory X and Theory Y was introduced during

• the First World War• the Industrial revolution• the Second World War• the human relations movement

perceived environment perspective

• One of the important assumptions of the ----------perspective is that uncertainty in environment is more of an internal problem and less of an external problem

• objective environment perspective• perceived environment perspective• enacted environment perspective• none of the above

enacted environment

• When an organization creates its own environment out of its knowledge of the environment, it has created a/an

• enacted environment• perceived environment• objective environment• none of the above

• Job analysis is a process of gathering information about the

• job holder• Job• Management• organization

job description and job specification

• The final process of a job analysis is the preparation of two statements, namely,

• job observation and job description• job specification and job observation• job description and job specification• None of the above

competitor

• Which of the following terms is not associated with job analysis?

• task• Duty• Position• competitor

job design

• The process of bringing together different tasks to build a job is called

• job evaluation• job design• job classification• job description

job classification

• The process of grouping of similar types of works together is known as

• job classification• job design• job evaluation• job description

job evaluation

• The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is known as

• job evaluation• job design• job specification• job description

job description

• he written statement of the findings of job analysis is called

• job design• job classification• job description• job evaluation

work profiling system

• A structured questionnaire method for collecting data about the personal qualities of employees is called

• functional job analysis• management position description questionnaire

• work profiling system• none of the above

Fleishman Job Analysis System

• The model that aims at measuring the degree of each essential ability required for performing the job effectively is known as

• Fleishman Job Analysis System• common metric questionnaire• management position description questionnaire

• functional job analysis

technical conference method

• The method that depends mainly on the ability and experience of the supervisors for gathering relevant information about the job is called the

• task inventory analysis method• technical conference method• diary maintenance method• critical incident method

ergonomics

• Designing a job according to the worker’s physical strength and ability is known as

• ergonomics• task assortment• job autonomy• none of the above

job outsourcing

• Which of the following is not a component of job design?

• job enrichment• job rotation• job reengineering• job outsourcing

job rotation

• Moving employees from one job to another in a predetermined way is called

• job rotation• job reengineering• work mapping• job enrichment

All of the above

• The basic purpose of human resource planning is to

• identify the human resource requirements• identify the human resource availability• match the HR requirements with the HR availability

• All of the above

General Manager

• The primary responsibility for human resource planning lies with

• HR Manager• general manager• trade union leader• line manager

none of the above

• The plans that necessitate changes in the existing technology, the organizational structure, and the employees’ authority and responsibility are called

• short-term HR plan• medium-term HR plan• long-term HR plan• none of the above

replacement charts

• hich of the following is not a forecasting technique to assess the human resource requirements of an organization?

• trend analysis• ratio analysis• managerial judgment• replacement charts

managerial judgment

• The term bottom-up approach is commonly associated with

• normal group technique• Delphi technique• managerial judgment• work study technique

zero-base forecasting

• The method that requires the line managers to justify the continuance of each job that becomes vacant is called

• simulation model• zero-base forecasting• human resource allocation approach• Delphi technique

managerial judgment

• The forecasting based on the subjective views of the managers on the HR requirements of an organization is known as

• normal group technique• Delphi technique• managerial judgment• work study technique

meet the high labour turnover

• The primary aim of recruitment and selection process is to

• meet the high labour turnover• hire the best individuals at optimum cost• ensure the availability of surplus in the case of sickness and absence

• none of the above

positive

• Recruitment is widely viewed as a _______ process.

• positive• Negative• both positive and negative• none of these

recruitment

• The process of developing an applicants’ pool for job openings in an organization is called

• hiring• Recruitment• Selection• retention

job specification

• Recruitment policy usually highlights the need for establishing

• job specification• job analysis• job description• none of the above

validity

• _______ indicates the degree to which a tool or test measures what it is supposed to measure.

• validity• Reliability• Dependability• goodness of fit

internal resistance

• Which of the following is the most serious problem that might arise due to excessive reliance on internal recruitment?

• reduced job performance• high labour turnover• lack of motivation• internal resistance

misunderstanding

• Internal recruitment has the potentiality to increase the _______ of the employees.

• conflicts• Misunderstanding• Income• morale

indirect

• Advertisements through newspapers, TV, radio, professional journals and magazines are _______ methods of recruitment.

• direct• Indirect• third-party• none of the above

public employment

• State employment exchanges are generally the main agencies of

• private employment• public employment• professional employment• None of the above

HR policy

• A prerequisite for a successful and efficient recruitment programme is to have a(n)

• corporate policy• HR policy• recruitment policy• health and safety policy

Negative

• Selection is usually considered as a _______ process.

• positive• Negative• Neutral• None of the above

selection

• The process of eliminating unsuitable candidates is called

• selection• Recruitment• Interview• induction

• Which of the following helps the managers with the information required to make good human resources decisions?

• selection• industrial relations• Recruitment• performance appraisal

strategies and objectives

• The process of selection of employees is usually influenced by

• rules and regulations• strategies and objectives• principles and programmes• none of the above

candidate

• The purpose of an application blank is to gather information about the

• company• Candidate• questionnaire or interview schedule• competitors

psychological test

• Which of the following is used to measure the various characteristics of the candidate?

• physical test• psychological test• attitude test• proficiency test

aptitude test

• Identify the test that acts as an instrument to discover the inherent ability of a candidate.

• aptitude test• attitude test• proficiency test• physical test

stress interview

• When the candidate is put to hardship during interview, it is called

• patterned interview• in-depth interview• stress interview• preliminary interview

Application form, test and/or interview, reference check and physical examination

• Which of the following orders is followed in a typical selection process?

• Test and/or interview, application form, reference check and physical examination

• Application form, test and/or interview, reference check and physical examination

• Reference check, application form, test and/or interview and physical examination

• Physical examination, test and/or interview, application form and reference check

American Psychological Association

• Biographical inventory questions were developed by the

• American Psychological Association• Indian Psychological Association• French Psychological Association• none of the above

raising the salary of the employees

• Which of the following is not an objective of employee orientation?

• preventing employee alienation• developing team spirit• acclimatizing the employees• raising the salary of the employees

placement

• The process of finding an appropriate fit between the people and the positions in an organization is called

• orientation• Placement• Socialization• none of the above

socialization

• The process of introducing or integrating the new employees into the organizational culture is known as

• placement• Socialization• Orientation• none of the above

orientation

• The systematic process of offering essential information to the new employees is usually called

• orientation• Socialization• Placement• none of the above

anticipatory socialization

• The values, attitudes and other behaviours already acquired by the new employees before their entry into the firm is called

• anticipatory socialization• organizational socialization• tournament-oriented socialization• disjunctive socialization

sequential strategy

• When the experienced superiors conduct a socialization programme for the new employees before they are placed in the organization, it is specifically called

• sequential strategy• investiture strategy• collective strategy• contest-oriented strategy

investiture strategy

• Socialization programmes that aim at reinforcing the values and beliefs brought in by the new employees is called

• tournament-oriented strategy• contest-oriented strategy• investiture strategy• divestiture strategy

Career

• Positions held by an individual throughout his work life are normally referred to as

• job• Task• Career• none of the above

subjective perspective

• Which of the following perspectives looks at the career of an individual from the future positions he is likely to hold?

• subjective perspective• objective perspective• neutral perspective• none of the above

career path

• The systematic and deliberate advancement made by an individual in his career in the entire work life is known as

• career path• career goals• career guidance• career anchoring

career anchoring

• The factors that influence the selection of individuals’ career choices are usually referred to as

• career anchoring• career path• career goals• mentoring

All of the above

• Which of the following is used as a self-assessment technique by the employees?

• The strength and weakness balance sheet• The likes and dislikes survey• The type focus assessment• All of the above

network career path

• The career development programme which enables the employees to gain multi-skills and diverse experience before being considered for any promotion in the future is called

• Dual-skills path• conventional career path• lateral career path• network career path

mentoring

• A process in which the manager, supervisors or an external expert acts as the advisor, philosopher and guide is called

• career anchoring• career development• Mentoring• none of the above

career guidance

• A series of processes aimed at assisting the employees make informed career decisions is known as

• career guidance• career anchoring• Mentoring• career goals

It is primarily for managers and executives.

• Which of the following is not true about training?

• It is a short-duration exercise.• It is technical in nature.• It is primarily for managers and executives.• It is concerned with specific job skills.

Organization analysis

• In which type of analysis are corporate goals and plans compared with the existing manpower inventory to determine the training needs?

• Organization analysis• Operation analysis• Individual analysis• None of the above

coaching the members of an organization how to perform effectively in their current jobs

• Training concentrates on• coaching the members of an organization how to perform effectively in their current jobs

• expansion of the knowledge and skills of the members of an organization

• preparing the employees to take on new responsibilities.

• none of the above.

training

• The process of enhancing the technical skills of workers in a short period is called

• training• Development• Education• none of the above

experience

• E-learning is all about• computers and computing• being technology-driven• Electronics• experience

e-learning

• The planned use of networked information and communications technology for the delivery of training is called

• e-learning• role playing• case study• programmed learning

all of the above

• Which one of the following is a source of assessing training needs?

• performance evaluation• attitude survey• advisory panel• all of the above

sensitivity training

• Laboratory training is also known by the name

• sensitivity training• job instruction training• apprenticeship training• none of the above

The Simulation

• _______ method creates a situation that is as far as possible a replica of the real situation for imparting training.

• The programmed learning• The Simulation• The case study• The lecture

group-based e-learning synchronously

• A team of learners working online in a real-time mode using the Internet is known as

• individualized self-paced e-learning online• individualized self-paced e-learning offline• group-based e-learning synchronously• group-based e-learning asynchronously

deciding what to teach

• Training need analysis takes place during which phase of the training process?

• deciding what to teach• deciding how to maximize participant learning• choosing appropriate instructional methods• determining whether training programmes are effective

To ensure that there is no delay in the settlement of retirement benefits of the managers

• Which of the following is not a goal of a management development programme?

• To make certain that the managers are aware of the latest and best managerial practices, measurement methods and work techniques

• To ensure that the attitudes, values and beliefs of the managers match the core values and strategy of the organization

• To assist the managers to build on their strengths and work on their weaknesses

• To ensure that there is no delay in the settlement of retirement benefits of the managers

Mentoring

• Teaching by a wise and trusted superior on a one-to-one basis is called

• In-basket training• Behaviour modelling• Mentoring• Action Learning

In-basket training

• The development technique which educates the trainees about the need for and the techniques of prioritizing the situations for decision-making is called

• In-basket training• Action learning• Mentoring• Executive coaching

None of these

• Trainees forming teams and assuming managerial roles in two or more imaginary but rival companies is part of the _______ development technique.

• university-based programmes• external coaching• in-house development centres• None of these

Executive coaching

• A programme of one-to-one collaboration between a certified external expert and a manager for developing the leadership skills of the latter is called

• Executive Orientation• Executive coaching• Mentoring• None of these

Executive orientation

• The initial training effort to inform the new managers about the company, the job, and the work group is known as

• Action learning• Behaviour modeling• Executive coaches• Executive orientation

Absence of strike or lock-out

• Which of the following is not a hurdle for an effective succession management plan?

• Lack of criteria for successor identification• Improper diagnosis of development requirements

• Absence of managerial initiative and support• Absence of strike or lock-out

Performance evaluation

• Which of the following is the most objective method of identifying the potential successor in succession management?

• Performance evaluation• Peer group suggestion• Superior’s recommendation• Management’s preference

top-to-bottom

• Organizational development as an intervention programme is basically a _______ approach.

• top-to-bottom• Horizontal• bottom-to-top• None of the above

action research

• A scientific approach to study and then solving organizational issues experienced by an organization is called

• action research• applied research• pure research• None of the above

None of the above

• Which one of the following is not a stakeholder in an organizational development process?

• Customers• Suppliers• Government agencies• None of the above

Contingency approach

• Which of the following methods is adopted when there is a high uncertainty in the external environment?

• Contingency approach• System design approach• Data-driven approach• None of the above

All of the above

• Which of the following is not an organizational development intervention programme?

• Team-building• Survey feedback• Leadership development• All of the above

ongoing process or cycle

• Performance management is viewed as a process carried out as a(n)

• once-a-year task• twice-a-year activity• ongoing process or cycle• None of the above

past and present performance

• Performance evaluation can be defined as a process of evaluating

• past performance• present performance• future performance• past and present performance

a grade or score concerning the overall performance

• he term performance rating system stands for

• a grade or score concerning the overall performance

• the information about the extent to which the work objectives were met

• the past objectives of the organization• the achievements for a period of one year

all who are directly in contact with the ratee

• The 360-degree performance feedback involves the evaluation of employees by

• HR managers• Employees• Supervisors• all who are directly in contact with the ratee

Comprehensive, dependable and consistent information

• Which of the following is the most essential requirement for an effective points-based rating system?

• Close coordination between the management and the HR department

• Comprehensive, dependable and consistent information

• Impartiality in evaluation• None of the above

objective

• When the focus of the evaluation is on facts and not on traits, it is known as _____ evaluation.

• objective• Subjective• Performance• career

None of the above

• The purpose of the Behaviourally Anchored Rating Scale(BARS) is to

• evaluate a good or bad performance• define a job• improve inter-personal relationship skills• None of the above

All of the above

• Which of the following is an essential prerequisite of MBO?

• Joint goal-setting• Mid-term review• Developing reviews• All of the above

Sample Paper 10

Critical incident method

• The evaluation method that requires the supervisors to keep a written record of positive and negative work-related actions of the employees is called

• Critical incident method• Essay method• Work standard method• Field review method

Field review method

• In which of the following methods is the evaluation done by someone other than the employee’s own supervisors?

• Essay method• Critical incident method• Field review method• None of the above

internal worth

• ob evaluation is a technique adopted for determining the _______ of the job.

• internal worth• external worth• internal and external worth• None of the above

Ranking method

• When each job is individually compared with every other in the organization, it is called

• Ranking method• Paired comparison method• Point ranking method• Factor comparison method

Paired comparison

• Which of the following is not an analytical method of job evaluation?

• Point ranking method• Factor comparison method• Paired comparison• None of the above

Point ranking method

• Which of the following is an analytical method of job evaluation?

• Paired comparison• Ranking method• Job grading• Point ranking method

Job grading

• When jobs are grouped on the basis of the similarities found in their characteristics and values, it is called

• Paired comparison• Ranking method• Job grading• Point ranking method

external equity

• Providing equal pay for jobs of equal nature based on job evaluation ensures _______ in compensation administration.

• external equity• internal equity• Neutrality• None of the above

direct compensation

• Payment of cash rewards for the work extracted from the employee is normally called

• direct compensation• indirect compensation• non-monetary compensation• None of the above

Base salary

• Which of the following is the fixed component in compensation packages?

• Profit-sharing• Base salary• Gain-sharing• Equity stock options

indirect monetary compensation

• Insurance schemes, retirement benefits and leave travel concession are examples of

• indirect monetary compensation• direct monetary compensation• non-monetary compensation• None of the above

equity theory

• Ensuring a fair balance between an employee’s contributions to the job and the rewards received in return from that job is the essence of

• equity theory• expectancy theory• agency theory• contingency theory

Expectancy theory

• Which of the following theory states that the employees work hard in the job only when they are sure of positive outcomes from that job?

• Equity theory• Expectancy theory• Agency theory• Contingency theory

agency theory

• Managers never own complete responsibility for the all the decisions made by them since they are not the owners of the business is the assumption of

• equity theory• expectancy theory• agency theory• contingency theory

fair wages

• Wages which are usually positioned above the minimum wages but below the living wages are described as

• real wages• fair wages• minimum wages• living wages

Living wages

• _______ ensure that the employees get an income which is sufficient for meeting their present and future necessities and contingencies.

• Real wages• Minimum wages• Living wages• None of the above

eal wages

• Wages usually adjusted for the prevailing rate of inflation is called

• real wages• fair wages• minimum wages• living wages

traditional pay structure

• When there are several pay grades in a pay structure, it is called

• traditional pay structure• broad-graded structure• job family structure• None of the above

Ability to pay

• Which of the following factors is not an external influencing factor in wages and salary administration?

• Cost of living• Labour legislations• Labour market conditions• Ability to pay

None of the above

• Which of the following factors is not an external influencing factor in wages and salary administration?

• Capacity of the organization to pay• Corporate policies and philosophy• Performance evaluation report• None of the above

Separating ownership interest and controlling interest

• Which of the following is not an objective of executive compensation plans?

• Separating ownership interest and controlling interest

• Enhancing employee motivation, involvement and commitment

• Promoting managerial efficiency• Attracting and retaining the best executives

executive perks

• Provision for cars, parking lots and membership in country club are examples of

• base salary of executives• short-term incentive plans• executive perks• None of the above

long-term incentive plan

• Stock option and performance shares are examples of

• base salary• short-term incentive plan• long-term incentive plan• All of the above

short-term incentive plan

• Performance-based annual bonuses are an example of

• base salary• short-term incentive plan• long-term incentive plan• All of the above

Facilitating the separation of employees

• Which of the following is not an objective of wage incentive programmes?

• Developing ownership interest• Improving employee retention• Reducing labour cost• Facilitating the separation of employees

Straight piece rate

• When the same rate of incentives is paid to the employees for each unit of goods produced by them, it is called

• Straight piece rate• Differential piece rate• Task and time bonuses• None of the above

Differential piece rate

• When more than one piece rate is offered to the individuals for goods produced by them, it is called

• Straight piece rate• Differential piece rate• Priestman bonus plan• None of the above

Task and time bonuses

• Which of the following methods discourages too much speed in the production by the employees?

• Straight piece rate• Differential piece rate• Task and time bonuses• None of the above

Merit rating

• Evaluating the relative worth of the employees in the organization and then deciding the awards for them is called

• Merit rating• Differential piece rate• Task and time bonuses• Straight piece rate

Taylor’s differential piece rate plan

• Which of following incentive systems recommends a two-piece rate for wage determination?

• Merrick multiple piece rate plan• Taylor’s differential piece rate plan• Emerson efficiency plan• Gnatt task and bonus system

Bedeaux system

• In which of the following methods is the standard time stated as minutes and points?

• Bedeaux system• Barth variable incentive plan• Task and time bonus• None of the above

Rowan incentive plan

• Which of the following incentive plans has the following equation for computing the earnings of employees? (Actual hours worked × Time rate) + (Actual time worked / Standard time) × Time saved × Time rate

• Emerson efficiency plan• Rowan incentive plan• Halsey incentive plan• Barth variable incentive plan

Halsey incentive plan

• Which of the following is not usually a group incentive plan?

• Halsey incentive plan• Priestman bonus plan• Rucker incentive plan• Towne’s incentive plan

Rucker incentive plan

• Achieving cost saving not only on labour cost but also on overheads is the crux of

• Towne’s incentive plan• Priestman bonus plan• Rucker incentive plan• Halsey incentive plan

Hayne’s incentive plan

• In which method is the standard time expressed in terms of man-minutes called “MANT”?

• Hayne’s incentive plan• Rowan incentive plan• Barth variable incentive plan• Bedeaux system

All of the above

• Which of the following is an example of fringe benefits?

• Health and accident insurance• Contribution to superannuation funds• Leave facilities• All of the above

Submissive

• The motion of men implicit in the classical theory lends to generate a kind of employee psyche, which may be described as:(a) Self-development oriented(b) Aggressive(c) Submissive(d) Deficiency-oriented

Parkinson

• Who described the phenomenon that each employee engaged in a staff function creates work for his colleagues:(a) W. Wilson(b) Parkinson(c) D. Waldo(d) Creep

Classical Theory

• Theory is the formulation of universal principles of organization:(a) Classical Theory(b) Human Relation Theory(c) Bureaucratic Theory(d) Scientific Management

Informal communication

• “Grapevine” is a term used in relation to:(a) Formal communication(b) Informal communication(c) Both (a) and (b)(d) This term is not used in relation to communication

Theory X

• The authoritarian leadership style goes with:(a) Theory X(b) Theory Y(c) Theory Z(d) None of these

A rise in consumers demand and for present over future consumption

• Which of the following will tend to raise the market rate of interest in the long run?(a) A fall in the marginal productivity of capital(b) An increase in the amount of savings by individuals(c) A rise in consumers demand and for present over future consumption(d) None of the above

GNP at factor cost

• National income ordinary expressed means:(a) Net national product at market price(b) Groups national product as market price(c) GNP at factor cost(d) NNP at factor cost

The marginal cost of that firm will exceed its average cost through the output range in

question

• If the short-run marginal cost of a typical firm in a competitive industry should fall continuously over a substantial range of increasing output the likely consequences is that:(a) New firms must enter that industry(b) The profit earned by that typical firm can be expected to fall(c) The marginal cost of that firm will exceed its average cost through the output range in question(d) None of the above

The company is not dissolved

• What happens to a company, If a shareholder dies?(a) The company is dissolved(b) The company is not dissolved(c) The operations of the company will be temporarily suspended(d) The company dissolved subject to the orders of the court

Larger

• Delegation of authority makes the size of the organization:(a) Smaller(b) Larger(c) Very Big(d) Dose not affect size

All labourers should be assigned different amount of work

• Taylor’s differential piece work plan provides that:(a) All labourers should be assigned different amount of work(b) All labourers should be put in different time-period(c) Those who produce above standard should receive higher wages than those producing below standard(d) Payment should be the same on a fixed standard

1 and 2

• Taylor whose thoughts go under the name of scientific management made two assumptions:1. The application of the methods of science to organizational problems leads to higher industrial efficiency.2. The incentive of high wage will promote the mutuality of interest between workersand managers which, in its turn, will lead to higher, productivity.3. The staff members are personally free, observing only the impersonal duties of their offices.4. There is a clear hierarchy of offices. Select the correct answer from the codes given below:(a) 1 and 2(b) 1 and 3(c) 2 and 3(d) 1, 2, 3 and 4

A panel of experts making a series of independent decisions.

• The Delphi techniques uses:(a) Mathematical models as input to the decision making process.(b) A panel of experts making a series of independent decisions.(c) A “top down” approach.(d) None of the above.

All of the above

• Econometric models include techniques from:(a) Economics(b) Statistics(c) Mathematics(d) All of the above

(iii) and (iv)

• Dorwin Cartwright and Alvin Zander identified the following two variables;(1) Employee-oriented(ii) Production-oriented(iii) Goal-oriented(iv) Group-orientedThe Correct Code is:(a) (i) and (ii)(b) (ii) and (iii)(c) (iii) and (iv)(d) (1) and (iv)

Theory Y

• The democratic leadership style goes with:(a) Theory X(b) Theory Y(c) Theory Z(d) None of these

(i), (ii), (iii) and (iv)

• Taylorism:(i) Viewed man as an adjunct of man(ii) Completely neglected the psychological aspects(iii) Emphasized only a limited number of the physiological variables(iv) Under-estimated the meaning of human motivationSelect the correct answer:(a) (i), (ii) and (iii)(b) (iii), (ii) and (iv)(c) (i), (ii), (iii) and (iv)(d) (1) and (iv)

First statement is wrong but second is correct.

• Assertion (A): Delegation of authority does not reduce the work load of a superior executive.Reason (R): Authority can be delegated but responsibility cannot be delegated.Codes:(a) Both the statements are correct and second is a correct explanation of the first.(b) Both the statements are correct but second is not a correct explanation of the first.(c) First statement is correct but second is not.(d) First statement is wrong but second is correct.

First statement is correct but second is not

• Assertion (A): The top management in an organization should be mainly concerned with very important and complex problems and not with routine day to day problems. Reason (R):This is started by the scalar principle of organization.Codes:(a) Both the statements are correct and second is a correct explanation of the first.(b) Both the statements are correct but second is not a correct explanation of the first.(c) First statement is correct but second is not.(d) First statement is incorrect but second is correct.

Both the statements are correct and second is a correct explanation of the first.

• Assertion (A): The span of management at upper levels of management is generally narrow while at lower level span is wide.Reason (R): Tasks allocated to subordinates at lower levels of management are more specific and precise and thus making supervision easy and simple.Codes:(a) Both the statements are correct and second is a correct explanation of the first.(b) Both the statements are correct but second is not a correct explanation of the first.(c) First statements is correct but second is not.(d) First statement is incorrect but second is correct.

2 1 4 3

• Match the following:List-I List-IIA. To check the quality of work 1. Speed bossB. To see that work is completed in time 2. InspectorC. To check absenteeism of workers 3. Instruction and clerk.D. To issue instructions regarding method of Work 4. Shop disciplineCodes:A B C D(a) 3 2 1 4(b) 2 1 4 3(c) 2 1 3 4(d) 4 3 1 2

1-2-3-4

• Match the following• INTUC – (1)CONGRESS• AITUC--- (2)CPI• CITU– (3)CPI(M)• BMS-(4)BJP

Action-Oriented

• Accent of human relation theory is:(a) Action-Oriented(b) Hierarchy-Oriented(c) Organization-Oriented(d) None of the above

Direction function

• Effective supervision is an activity of:(a) Organization function(b) Staffing function(c) Direction function(d) Control function

Shadow price

• it is the value assigned to the expected benefits for desirable national gains:(a) Cost price(b) Shadow price(c) Real price(d) Opportunity cost

All of these

• Effective leadership behaviour is a result of following variable:(a) Structure(b) Consideration(c) Environment(d) All of these

• Structure variable is synonymous with:(a) Task(b) Relations(b) Style(d) Attitude

Relations

• Consideration is synonymous with:(a) Task(b) Relations(c) Style(d) Attitude

2 4 1 3

• Match the following:List-I List-IIA. Fayol 1. Economy and SocietyB. Taylor 2. General and Industrial AdministrationC. Weber 3. Principles of OrganizationD. Mooney and Reilley 4. Shop ManagementSelect the correct code:A B C D(a) 3 4 1 2(b) 2 4 1 3(c) 1 3 2 4(d) 4 3 2 1

Individual

• The main focus of the Human Relations Theory is on:(a) Formal organization(b) Informal organization(c) Individual(d) Participatory decision making

High concern both for production and people

• Managerial Grid suggests the following as the best leader-behaviour:(a) Low structure and low consideration(b) High concern both for production and people(c) Low concern both for production and people(d) High structure and high consideration

Mechanistic approach

• Henri Fayol supports the:(a) Humanistic approach(b) Mechanistic approach(c) Organic approach(d) Scientific approach

• Who is regarded as the Father of Scientific Social Surveys?(a) Darwin(b) Best(c) Marx(d) Angels

Unity of command

• F. W. Taylor called “the Military type of foreman” to:(a) Span of control(b) Unity of command(c) Department(d) Delegated legislature

F. W. Taylor

• Who is known as father of scientific management?(a) Henry Fayol(b) Herbert Spencer(c) Hertzberg(d) F. W. Taylor

A collection of feelings that an individual has towards his/her job.

• The term job satisfaction refers to: • A collection of feelings that an individual has

towards his/her job. • The degree to which an individual identifies

himself/herself with job. • The degree to which an individual identifies

himself/herself with the, organization. • None of the above:

Fredrick Hertzberg

• The factor theory propounded by: • Fredrick Hertzberg• David McClellanel • Mc Cardhy • Philip Rotler

Win-win strategy

• Mutual cooperation and net working is: • Win-win strategy • Networking strategy • Franchise strategy • Competitive strategy

Job description

• A list of Jobs duties, responsibilities, reporting relationships, and working conditions is called:

• Job enhancement • Job specification • Job description • Job enlargement

Management games

• One of the following is training provided to enhance decision making skills:

• On the job training • Behavioural modeling • Management games • Action learning

Retrenchment

• Dramatic reduction of manpower is called: • Termination • Retrenchment • Down sizing• Right sizing

Succession planning

• Monitoring employees through a preplanned series of position is called:

• Promotion • Succession planning • Job reporting • Job rotation

Succession planning

• Monitoring employees through a preplanned series of position is called:

• Promotion • Succession planning • Job reporting • Job rotation

Option B

• Appointment of Welfare Officer under Factories Act, 1948 is compulsory where_______ employees are employed.

• ( (a) 50 • (b) 500 • (c) 1000 • (d) 100)

Option C

• Crèche is mandatory under the Factories Act where ______________ workers are employed

• ( (a) 30 • (b) 100 • (c) 30 women • (d) 250)

Option D

• Any amount due from an employer under settlement or award can be recovered following the procedures laid down in ______________

• ( (a) The Standing Orders • (b) section 15 of the Payment of Wages Act • (c) Minimum Wages Act • (d) section 33 (C) of the Industrial Disputes Act.

Option C

• ______________ absolves the employer’s liability under the Maternity Benefit Act and Workmen’s Compensation Act.

• ( (a) Employees Provident Fund Act • (b) Industrial Employment (Standing Order )

Act • (c) Employees State Insurance Act • (d) Industrial Disputes Act

Option B

• The wages under the Minimum Wages Act, 1948 shall include ______________

• (a) CTC • (b) a basic rate of wages and dearness

allowance variable according to cost of living • (c) basic rate of wages, DA, HRA and CCA • (d) A consolidated amount decided by the

employer

Option B

• Subsistence Allowance @ __________ shall be paid if suspension extends to a period beyond 90 days

• ( (a) 50% • (b) 75% • (c) 90% • (d) 100% )

Option D

• _______________________prohibits discrimination in fixing salary to men and women engaged in the work of similar nature

• ( (a) Minimum Wages Act, 1948• (b) Payment of Wages Act, 1936• (c) Payment of Subsistence Allowance Act • (d) Equal Remuneration Act, 1976

Option A

• Continuous Service under major labour legislations means _______________

• (a) work of 240 days if work is above the ground and 190 days if work is below the ground

• (b) work of 240 days • (c) work of 180 days • ( d) work of 160 days

Option D

• The minimum no. of workers required to register a Trade Union under the Trade Unions Act, 1926 is _________

• ( (a) 10% • (b) 50% • (c) 33 % • (d) 10% or 100 whichever is less

Option B

• Lay off compensation is to be paid @ _________ of average wages

• ( (a) 15 days • (b) 50% • (c) 60% • (d) 75 %

Option B

• Forming of a Works Committee under the Industrial Disputes Act, is mandatory where the no. employees is _________

• ( (a) 1000 • (b) 100 • (c) 500 • (d) 250

Option A

• Prior permission from the appropriate Govt to lay off, retrench or close down an establishment is required under the Industrial Disputes Act where there are ________ workers

• (a) 100 • (b) 1000 • (c) 50 • (d) 500

Option C

• Employer’s contribution to Employees’ Deposit Linked Insurance is __________

• (a) 3.67 % • (b) 1.1 % • (c) 0.5 % • (d) 0.05 %

Option A

• Employer’s contribution to Employees Pension Scheme is _______

• (a) 8.33% • (b) 12% • (c) 3.67 % • (d) 4.75 %

Option C

• Employer’s share of contribution to the provident fund is ________

• (a) 8.33% • (b) 12% • (c) 3.67 % • (d) 4.75 %

Option A

• Employees’ share of provident fund contribution is __________

• (a) 12 % • (b) 8.33% • (c) 1.75 % • (d) 4.75%

Option C

• An employee whose salary at the time of joining does not exceed _________ shall become a member of the provident fund under the Act.

• (a) Rs 10000 • (b) Rs 7500 • (c) Rs 6500 • (d) Rs 5000

Option A

• Employees who are getting a daily average wages up to ________ are exempted from contributing employees’ share of ESI contribution.

• (a) Rs 70 • (b) Rs 50 • (c) Rs 100 • (b) Rs 384.60

Option D

• The employer’s share of contribution under the ESI Act is _____

• (a) 12 % • (b) 8.33 % • (c) 1.75 % • (d) 4.75 %

Option C

• Employees’ share of contribution under the ESI Act is ________

• (a) 12% • (b) 8.33% • (c) 1.75 % • (d) 4.75%

Option A

• Employees who are drawing salary not more than __________ are covered under the Employees State Insurance Act, 1948.

• (a) Rs 10000 • (b) Rs 7500 • (c) Rs 6500 • (d) Rs 3500

Option D

• A news paper employee is eligible for gratuity if he has ______ years continuous years of service

• (a) 10 • (b) 5 • (c) 7 • (d) 3

Option C

• Under the Payment of Gratuity Act, the rate of gratuity is _________ salary for every completed year of service

• (a) 20 days • (b) 30 days • (c) 15 days • (d) 2 months

Option B

• In order to be eligible for Gratuity under the Payment of Gratuity Act, 1972, an employee should have a minimum continuous service of __________

• (a) 10 years • (b) 5 years • (c) 7 years • (d) 3 years

Option D

• Maximum bonus under the Payment of Bonus Act is _______

• (a) 8.33% • (b) 10% • (c) 24% • (d) 20%

Option A

• The statutory minimum bonus is ________ • (a) 8.33% • (b) 10% • (c) 24% • (d) 20%

Option D

• An employee whose salary does not exceed ____________ is eligible for Bonus under the Payment of Bonus Act.

• (a) Rs 3500 • (b) Rs 2500 • (c) Rs 6500 • (d) Rs 10000

Option A

• An employee is eligible to get bonus under the Payment of Bonus Act, 1965 if he had worked for not less than ________ days in the preceding year

• (a) 30 • (b) 240 • (c) 160 • (d) 190

Option D

• Under the Payment of Wages Act, payment of wages of establishments employing not less than 1000 employees shall be paid within __________ of the wage month

• (a) 7th day • (b) 15th day • (c) 2nd day • (d) 10th day

Option B

• Under the Payment of Wages Act, 1936 payment of wages of establishments employing not more than 1000 employees shall be paid within _______ of the wage month

• (a) 10th day • (b) 7th day • (c) 2nd day • (d) 15th day

Option B

• In case of miscarriage, a woman worker shall be allowed______ weeks leave with wages

• (a) 12 • (b) 6 • (c) 4 • (d) 24

Option D

• Under the Maternity Benefit Act, a woman worker is eligible for ______ weeks leave with wages

• (a) 6 • (b) 24 • (c) 15 • (d) 12

Option A

• In order to be eligible for maternity benefit under the Maternity Benefit Act, 1961, a woman worker should have worked for not less than_________ days in the 12 months immediately preceding the date of delivery

• (a) 160 • (b) 240 • (c) 30 • (d) 150

Option D

• Certification of Standing Orders under the Industrial Employment (Standing Orders) Act, 1946 is mandatory where ________ workers are employed

• ( (a) 500 • (b) 1000 • (c) 250 • (d) 100

Option A

• Repainting or re varnishing under the Factories Act is required to be carried out in every ________ years

• (a) 5 • (b) 10 • (c) 3 • (d) 1

Option D

• Under the Factories Act, white washing of the factory building should be carried out in every _________ months

• (a) 12 • (b) 24 • (c) 26 • (d) 14

Option B

• An adult worker under the Factories Act is eligible for leave with wages @ I day for every________ days worked during the preceding year

• ( (a) 50 • (b) 20 • (c) 15 • (d) 240

Option B

• Under the Factories Act no worker is permitted to work for more than _____ hours in a day

• (a) 8 • (b) 9 • (c) 10 • (d) 24

Option D

• Under Plantation Labour Act, canteen is compulsory where ________ workers are working

• (a) 100 • (b) 250 • (c) 500 • (d) 150

Option A

• Under Plantation Labour Act, crèche is to be set up where ______________ women workers are employed or the no. of children of women workers exceeds ________

• (a) 50 and 20 • (b) 30 and 20 • (c) 50 and 30 • (d) 30 and 5

Option B

• Under Plantation Labour Act, 1951 a Welfare Officer is required to be appointed where the no. of workers is __________

• ( (a) 100 • (b) 300 • (c) 500 • (d) 1000

Option C

• ________teams consist of employees from the same hierarchical level, but from different functional areas of the organization.

• a. Problem-solving teams • b. Self-managed work teams • c. Cross-functional teams • d. Quality circles

Option D

• Which of the following is not essential for building effective teams?

• a. Providing a supportive environment • b. Relevant skills and role clarity • c. Focus on super ordinate goals • d. Employees benefits

Option B

• _______is a management philosophy that focuses on customer relationships and tries to build an environment of trust and openness.

• a. Team Rewards • b. Total Quality Management • c. Task force • d. Quality Circle

Option D

• Which of the following automobile companies initiated TQM?

• a. Toyota • b. Nissan • c. General Motors • d. Ford Motor Company

Option A

• How is control exerted in a formal organization?

• a. Through rewards and punishments • b. Through norms • c. Through sanctions • d. Both b and ac

Option A

• Where is the grapevine most active in the organization ? • i. Lunch rooms • ii. Coffee vending machines • iii. Near water coolers • iv. Conferences • Only I, ii, and iii • Only I, iii and iv • Only ii, iii and iv • I, ii, iii, and iv

Option D

• Though communication spreading along the grapevine may contain some legitimacy, it doesn’t contain the entire truth and research has shown that only about _______ of the information that spreads through the grapevine is true.

• a.1/3 • b.1/3 • c. 2/3 • d. ¾

Option D

• ______ is a type of organization grapevine in which one person randomly spreads the information to everybody he/she comes in contact with. Further the flow of information along this type of network is not very fast

• a. Single Strand • b. Gossip • c. Probability • d. Cluster

Option D

• What does the term ‘Filtration’ refer to? • a. It is the process by which people, based on their reasoning,

add new details to the original information and distort it. • b. It is the process by which an individual retains complete

details of the incident and transmits them to others in ditto. • c. It refers to damage caused to a business by the baseless

spread of rumors. • d. It is the process by which an individual retains a few basic

details of the incident which he/she finds interesting and transmits only these details to others.

Option A

• _____arise during periods of stress, are action-oriented in nature, originate without any planning, and do not involve forethought.

• a. Spontaneous rumors • b. Premeditated rumors • c. Bogy rumors • d. Wedge rumors

Option D

• Building blocks for designing an organizational structure consist of six elements, which of the following alternatives is not one of these elements?

• a. Departmentalization • b. Formalization • c. Span of control • d. Bureaucracy

Option A

• _______is a process in which jobs are grouped together for coordination among organizational tasks.

• a. Departmentalization • b. Chain of command • c. Span of control • d. Formalization

Option B

• ______involves breaking down an organization into small, independent units called Strategic Business Units, each of which produces a particular product or service.

• a. Departmentalization by function • b. Departmentalization by product • c. Departmentalization by process • d. Departmentalization by geography

Option D

• ____________ helps organizations customize products to suit customer tastes and preferences, and formulate strategies depending on the intensity of competition in the region. Which of the following types of departmentalization has this inherent advantage?

• a. Departmentalization by customer • b. Departmentalization by product • c. Departmentalization by process • d. Departmentalization by geography

Option C

• What is decentralization? • a. It refers to concentration of power and

authority at the topmost level of the organization • b. It refers to the extent of centralization

implemented in the organization • c. It is delegation of authority and decision making

power to different levels in the organization • d. It is the degree to which rules and procedures

govern roles and responsibilities of employees

Option C

• The degree to which rules and procedures govern the roles and responsibilities of employees is referred to as ________

• a. Bureaucracy • b. Span of control • c. Formalization • d. Centralization

Option A

• What are the three most commonly used organizational designs?

• i. simple structure • ii. Bureaucracy • iii. Matrix Structure • iv. Hierarchy • Only I, ii, and iii • Only I, ii and iv • Only I, iii and iv • Only ii, iii and iv

Option B

• In what kind of organizational structure is decision-making power for the entire organization vested in one person at the top?

• a. Bureaucracy • b. Simple structure • c. Matrix structure • d. None of the above

Option D

• Who among the following formulated the bureaucratic model of organizations for the first time?

• a. Fred Luthans • b. Stephen Robbins • c. Herbert Simon • d. Max Weber

Option D

• What are the disadvantages of Division of Labor? • a. Decrease in productivity and efficiency of an

organization • b. Repetition of the same task gives rise to boredom,

fatigue, and stress in employees • c. Division of labor segregates people into blue and

while collar employees, and widens the gap between them, both in the organization and the society.

• d. Both b and c

Option D

• Certain employees are most productive in mechanistic structures where there is a high degree of work specialization. Who are these employees?

• a. Employees who prefer tasks that require low level of skills

• b. Employees who prefer tasks that can be performed mechanically

• c. Employees who prefer tasks that facilitate personal growth and give individuals an opportunity to utilize skills.

• d. Both a and b

Option D

• which of the following structures combines the features of project design with those of a functional one ?

• a. tall structure • b. simple structure • c. bureaucratic structure • d. matrix structure

Option B

• ________is popularly used in sectors characterized by a high degree of specialization along with emphasis on projects and other specific goals such as R&D organizations ,consultancies ,advertising ,agencies ,hospitals, universities, etc…

• a. formalization • b. matrix structure • c. tall structure • d. bureaucratic structure

Option D

• Robert kreitner defines what as” a process of identifying and choosing alternative courses of action in a manner appropriate to the demand of the situation .the act of choosing implies that alternative courses of action must be weighed and weeded out”?

• a. divergent thinking • b. cognitive thinking • c. brainstorming • d. decision making

Option B

• In the ________ model of behavioral decision making that is drawn from psychology ,human emotions and feelings are said to affect the decision –making process of the decision makers .

• a. judgmental heuristics and biases • b. social • c. simon’s bounded rationality • d. economic rationality

Option C

• who among the following conducted a conformity experiment to demonstrate the impact of social influence over human behavior and decision-making processes?

• a. Herbert A.simon • b. fred luthans • c. Solomon asch • d. kahneman and Tversky

Option A

• ___________is the inherent propensity of decision makers to commit resources to a course of action that is certain to fail.

• a. Escalation of commitment • b. organizational determinants • c. cognitive complexity • d. group polarization

Option D

• the most common traditional participative technique is the __________.

• a. management science technique • b. computerized decision support systems

(DSS) • c. expert systems • d. Scanlon plan

Option A

• _________is a modern participative decision –making technique that comprises a group of 10-12 volunteers who meet regularly to indentify ,analyze, and come up with solutions to quality related and other problems in their area of responsibility .

• a. quality circles • b. self-managed teams • c. scanlon plan • d. none of the above

Option B

• according to feldman an individuals ability to develop innovative ,but relevant responses to given questions or problems may be referred to as__________.

• a. convergent thinking • b. divergent thinking • c. cognitive complexity • d. bounded rationality

Option A

• What is Group Polarization? • a. It refers to the shift in attitudes of members of a group towards

a more extreme state after having a discussion among themselves when compared to pre-discussion attitudes.

• b. It is the phenomenon when decisions are made by a cohesive group of individuals and their motivation to appraise and appreciate alternative courses of action is overpowered by their desire for unanimity of decision.

• c. It is a technique that is widely used in the idea generation phase of a decision-making process and aims at generating all the possible alternative courses of action.

• d. None of the above

Option C

• Every one intends to discuss a great deal about issues related to their work atmosphere. Of the topics mentioned below, the wish to discuss is minimum with regard to ________ owing to varied reasons.

• a. Job satisfaction • b. Job profile • c. Power issues • d. Training activities

Option C

• Legitimate power emanates from the • a. Performance in the organization • b. Rewards showered • c. Hierarchical position in the organization • d. Belief of the subordinates

Option C

• Referent power is dependent of which of the following attributes?

• a. Position in the organizational hierarchy • b. Belief of the subordinate • c. Charisma of the superior and admiration of

the same by the subordinates • d. It is a derivative of the domain expertise

Option C

• Which of the following is identical to authority?

• a. Referent power • b. Expert power • c. Legitimate power • d. Reward power

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