PRACTICE QUESTIONS FOR THE TERM END EXAMINATIONS
SEMESTER I
JULY 2023
COURSE NAME: Human Resource Management
NOTE: - These questions are for practice purpose only. Actual questions
may vary in final Examination
SECTION A: This section will have objective questions (MCQ). Each question will
carry one mark. There is no negative marking.
Question 1
One of the following is an important element of HRM
1. Design people management processes
2. Understanding why people behave
3. Strategic change management
4. None of the option
Question 2
Line managers directly conribute to which level of induction
1. Organizational level
2. Department level
3. Management level
4. Leadership level
Question 3
One of the important objectives of an induction program is
1. To share as much information as possible
2. To build a positive employer brand
3. To help the new employee understand compensation systems of the organization
4. To minimize new employee anxiety
Question 4
Induction is also known as
1. Onboarding
2. Commitment building process
3. New employee assessment
4. Employee fitment program
Question 5
One of the following is an effective induction practice
1. Building familiarity
2. Meeting clients
3. Sitting through key meetings
4. Refresher induction
Question 6
Discovering of potential candidates for actual or anticipated vacancies in the organization
is called
1. Human Resource Planning
2. Orientation
3. Recruitment
4. Branding
Question 7
Lower cost for some roles is an advantage of
1. Good selection
2. Having smart hiring managers
3. Internal recruitment
4. Recruitment through references
Question 8
Behavioral event interviewing is a tool for
1. Goal setting
2. Rewards
3. Employee communication
4. Selection
Question 9
Selection decisions also involve
1. Selecting for attitude
2. Financial expectations
3. Technical skills
4. Low cost
Question 10
For the effectiveness of HRM, an organization requires
1. Collaboration between line and HR
2. HR Technology
3. Competent HR team
4. All options
Question 11
Relative value of the job as compared to other jobs is called
1. Job design
2. Job description
3. Job evaluation
4. Job valuation
Question 12
Evolution of HRM began with:
1. Industrial Relations
2. Strategic HR
3. Human Resource Administration
4. Personnel Management
Question 13
Manpower planning is successful when:
1. line managers participate actively
2. HR takes interest
3. Business is doing well
4. HR technology is appropriate
Question 14
One of the options in a part of talent development process
1. Manpower planning
2. Induction
3. Career Management
4. Business reviews and
Question 15
Employer branding helps in
1. Recruitment
2. Induction
3. Performance Management
4. Learning and education
Question 16
One of this is not a good positining for training
1. Opportunity for growth
2. Paid holiday
3. Tool for succession planning
4. Talent development process
Question 17
Need analysis in training involves
1. Understanding quality parameters
2. Understanding skills requirement for future
3. Collecting data on individual performance
4. All options
Question 18
Training evaluation includes
1. Training
2. Trainer selection
3. Course correction
4. Defining tools for training
Question 19
Designing stage in training includes
1. Trainer selection
2. Defining tools for training
3. Assess the capacity for training
4. Training budgets
Question 20
One of the options describes the need for training
1. Training resources
2. Manager's nomination
3. Learner's interest
4. Organizational change
Question 21
For transger of learning on the job, one of the options is an essential condition
1. Learning climate
2. Team's competency
3. Client support
4. Encouraging atmosphere in the team
Question 22
One of the key reasons why training fails in an organization is because
1. Not enough resources
2. Not enough trainers
3. No training infrastructure
4. No alignment with career aspirations
Question 23
One of the key roles of HR in any organization is
1. Attrition Management
2. Conducting facilities audit
3. Employee Champion
4. Customer service
Question 24
Developing training material makes the training more
1. Fun
2. timely
3. participative
4. contextual to the needs of the participants
Question 25
Building one these 'C' in an objective of HR
1. Communication
2. Control
3. Commitment
4. Contract
Question 26
Scope of HR includes:
1. Offering facilities to employees
2. Talent Development
3. Talent record keeeping
4. Talent seperation
Question 27
Process by which pertinent information is obtaoned about the job is called
1. Job enhancement
2. Job analysis
3. Job rotation
4. Job records
Question 28
One of the key factors afffecting Human Resource Planning is
1. Business forecast information
2. Cutomer preferences
3. Leadership style
4. Budget planning
Question 29
Gap analysis in manpower planning involves
1. Knowledge of business
2. Performance gaps
3. Identyfying shortages
4. Training needs gaps
Question 30
Human qualifications which are required for successful performance of the job.
1. Job specification
2. Manpower data
3. Competency data
4. Job enrichment
Question 31
Which of the following is the person responsible for accomplishing an organization's goals
by managing the efforts of the organization's people?
1. Entrepreneur
2. Generalist
3. Marketer
4. Manager
Question 32
Which is the Human Relation Policy?
1. Mutual acceptance
2. Common interest
3. Open communication
4. None of the above
Question 33
A company's ' HR' department can create an advisory relationship through
1. none of the above
2. hiring authority
3. staff authority
4. line authority
Question 34
Assisting managers in HR functions of management, known as
1. First line supervisor
2. all of above
3. line manager
4. staff manager
Question 35
Which of the following options is an important issue in the definition of communication
1. Involvement of people
2. Process of communication
3. Transmission and reception of messages
4. All of the above
Question 36
Which one is not a managerial function of HRM?
1. Planning
2. Organizing
3. Compensation
4. Directing
Question 37
Which one does not fall under compensation function of HRM?
1. Incentive
2. Induction
3. Wage & salary administration
4. Bonus
Question 38
Which of the following factors state the importance of the Human Resource Planning?
1. Creating highly talented personnel
2. All of the above
3. International strategies
4. Resistance to change and move
Question 39
Environmental uncertainties is one of the factors that affects
1. SHRM
2. HRM
3. HRP
4. HRD
Question 40
Resistance from employees is __________ to HRP
1. advantage
2. Objective
3. scope
4. Disadvantage
Question 41
Series of positions that a person occupies throughout the life regarding job is classified as
1. career planning
2. organization planning
3. learning plans
4. careers
Question 42
Which of these is the purpose of recruitment
1. None of the above
2. Help increase the success rate of the selection process by reducing the number of
visibly underqualified or over qualified job applicants
3. Help the firm create more culturally diverse work - force
4. Make sure that there is match between cost and benefit
Question 43
The poor quality of selection will mean extra cost on _______ and supervision
1. Training
2. Recruitment
3. None of the above
4. Work quality
Question 44
Which of these is the most important external factor governing recruitments?
1. Sons of soil
2. Unemployment rate
3. Labour market
4. Supply and demand
Question 45
Romila, a manager, delegates the authority for a project to Ramesh, her subordinate.
Romila is most likely involved in which function of the management process?
1. staffing
2. leading
3. organizing
4. motivating
Question 46
A systematic method to teach skills for job while presenting facts and getting is called
programmed learning
1. job rotation
2. off the job training
3. job instruction training
4. Feedback
Question 47
Which of the following is a learning principle
1. Recognition of individual differences
2. Schedules of learning
3. Transfer of learning
4. All of above
Question 48
______ is an objective assessment of an individual's performance against well-defined
benchmarks
1. HR Planning
2. None of the above
3. Performance Appraisal
4. Information for goal identification
Question 49
What is mainly linked with performance appraisal?
1. Job Design
2. Development
3. Job analysis
4. None of the above
Question 50
Which of the following is an alternate term used for performance appraisal?
1. Employee assessment
2. Quality and quantity of output
3. Job knowledge
4. Analysis
Question 51
Which of these is the main purpose of employee assessment?
1. None of the above
2. Establish job expectations
3. Making correct decisions
4. To effect promotions based on competence and performance
Question 52
How performance appraisal can contribute to a firm's competitive advantage?
1. Ensures legal compliances
2. All of the above
3. Minimizing job dissatisfaction and turnover
4. Improves performance
Question 53
Successful defenders use performance appraisal for identifying ____________.
1. None of the above
2. Job behaviour
3. Training needs
4. Staffing needs
Question 54
What do successful analysers tend to examine?
1. Ideal appraisal process
2. Division and corporate performance evaluation
3. Current performance with past performance
4. None of the above
Question 55
Which of these is an issue while designing an appraisal programme?
1. Quantity
2. Cost of effectiveness
3. What methods of appraisal are to be used
4. Quality
Question 56
When appraisals are made by superiors, peers, subordinates and clients then it is called
____.
1. 180 degree
2. None of the above
3. Self - appraisal
4. 360 degree
Question 57
Which one is the simplest and most popular technique for appraising employee
performance?
1. BARS
2. Rating Scales
3. Cost accounting
4. Critical Incident
Question 58
Which of these is a major weakness of the forced distribution method of performance
appraisal?
1. None of the above
2. Assumes that employee performance levels always conform to a normal
distribution
3. Work is reliable
4. The error of central tendency
Question 59
Performance appraisal aims at
1. goals of employees
2. Goals of organisation
3. both a & b
4. Neither a nor b
Question 60
The performance Appraisal method BARS stands for
1. Behavioral Attitude rating system
2. Behavioral Attitude
3. Behavioral Anchored Ranking Scale
4. Behavioral Aptitude Ranking System
Question 61
Which of the following is not a Performance Appraisal Biases
1. Central Tendency
2. Wrong survey
3. Personal Biases
4. Halo effect
SECTION –II This section contains the subjective part
Student will have to answer 04 questions out of 06. Each question carries 05 marks.
Answers are to be typed in the assessment platform.
Answer following in brief.
Each question carries 5 marks
1. 1Explain Managerial Judgement method of Demand Forecasting.
2. Explain Ratio Trend Analysis method of Demand Forecasting.
3. Explain Ratio Delphi Method method of Demand Forecasting.
4. Discuss the Objectives of Succession planning.
5. Discuss the Objectives of Downsizing.
6. Explain the difference between job description and job specification.
7. Explain the difference between Job enlargement and Job enrichment.
8. Explain the contents of Job Description.
9. Explain the objective of Selction.
10. Explain the objectives of placement.
11. Explain the objectives of induction programme.
12. Explain the significance of placement.
13. Explain the significance of induction programme
14. Explain significance of talent management.
15. Explain the difference between On the Job Training and Off the Job Training.
16. Explain the significance of task analysis in the context of Training need analysis.
17. Explain any two off the job training methods.
18. Explain Minimum Wages.
19. Explain Fair Wages.
20. Explain the concept of Living Wages
21. Explain the Objectives of Trade Unions.
22. Describe Hot Stove Rule.
23. Explain the difference between Industrial Relations and Employee Relations.
Explain the difference bet