MCQ on Recruitment, Selection, and Training (Sem -3)
61. What does job evaluation seek?
– Determining the relation worth of various jobs within the organization in monetary terms.
62. Which of the following includes one- on- one interaction amid the administrator and the participant?
– Counselling
63. In Career planning of employees, strong vocational interest inventory and Lindsey study of values are tests used
for – Self assessment
64. The feedback in career planning, how well employees fit in future organizational plan, is classified as
Reality Check.
65. The type of career planning which prioritize the career of individuals over the needs of organization is classified
as Individual – centered career planning.
66. The series of position that a person occupies throughout the life regarding job is classified as Career.
67. The self assessment test in which employees were asked about the preferences regarding occupation is classified
as Strong Vocational Interest Inventory.
68. The Success Syndrome is a pattern in which the worker performs one assignment well and then has the
confidence to take one and even more difficult assignment.
69. Balancing your life among the competent demand of work, social life and personal interest can help you advance
your career. Without balance, a career person runs the risk of burn out and feeling that work is not worthwhile.
70. In a career development focus, providing support in employee development program is regarded as managerial
role.
71. The term career means - a person work experience over course of their life.
72. The Boundaryless Career concept is best described as sequences of job that can be cross occupational
organizational and geographic boundaries.
73. The Off-Ramp careers are predominantly female oriented career concept.
74. SHRM stands for – Strategic Human Resource Management.
75. CIPD stands for – Chartered Institute of Personnel And Development.
76. The characteristic of human resource are Heterogeneous in nature.
77. Confidential report is a traditional method of performance appraisal whereby the report is normally not disclose
to employees.
78. Horn effect influence consideration of a negative factor to rate the employee.
79. BARS (Behaviorally anchored rating scales) technique is least susceptible to personal bias.
80. Human resource planning is a process of estimating future manpower need of the organization.
81. HRM ensures the availability of competent Manpower.
82. HR managers need to align HRM policies with corporate strategy.
83. Higher employee turnover take place among high achiever.
84. In understudy position method of training subordinate is trained to perform the responsibility and duties of the
superior.
85. Competency mapping is a process of identifying key competencies required for undertaking organizational task.
86. Downsizing refers to planned eliminatio0n of position or jobs.
87. Employee empowerment involves giving employee the autonomy to take right decision.
88. Personnel management of the following terms was also used before the language of modern HRM.
89. Succession planning is all about developing a leadership substitute.
90. Succession planning process –
1. Identify key business area and position
2. Ascertaining competencies for key area and position
3. Identify interested and potential candidate and assess them as per the competencies
4. Development and implementation of succession strategies
5. Evaluate effectiveness
91. Grievance is feeling of injustice at work place.
92. Human relation is a process of an effective motivation of individuals in a given situation to achieve a balance of
objective.