Questions & Answers for HRM Internal Assessment Test I

0 %
100 %
Information about Questions & Answers for HRM Internal Assessment Test I
Education

Published on December 16, 2017

Author: gcmohanta29

Source: authorstream.com

slide 1: HUMAN RESOURCE MANAGEMENT QUESTIONS AND ANSWERS FOR INTERNAL ASSESSMENT-I - Dr. G C Mohanta SECTION – A Answer all questions. Each question carries ½ mark. Write the choice in the given bracket for the following: 1. Human Resources of an organisation is/are ….…..................................................... b a Financial resource b People c Material resource d All e None 2. The objectives of HRM is/are.................................................................................... c a Maximize return on investment from human capital b Align capabilities behaviors of employees with goals of the organisation c Both d None 3. HRM functions is/are ….…....................................................................................... d a Recruitment selection b Training development c Motivation d All e None 4. Human resource information system functions is/are ................................................ a a Performance assessment b Improving productivity c Reducing cost d All e None 5. The Leadership Competencies of HR Competency Framework is/are ………….…..e a Use of HR tools b Effective communication c Knowledge of HR principles d All e None 6. As per core concepts of HR matrix strategic components of HRM is/are .....…..…..c a How the HR function is managed b Skills of HR professionals c Both d None 7. External Factors influencing the HRM Function is/are …………..…..…..………... e a Mission b Vision c Policies d All e None 8. Internal Factors influencing the HRM Function is/are …………...………………... d a Organizational Culture b Organization Structure c HR System d All e None 9. Core dimensions of Hackman Oldham’s Job Characteristics Model is/are ..…... c a Meaningfulness of work b Responsibility c Skill variety d All e None 10. Psychological States of Hackman Oldham’s Job Characteristics Model is/are ....e a Task identity b Task significance c Feedback d All e None 11. Job Analysis can be used in compensation to identify or determine..........................d a Skill levels b Compensable job factors c Work environment d All e None 12. Job Analysis can be used in training needs assessment to identify or develop ...........b a responsibilities b training content c work environment d All e None slide 2: 13. In Systems exchange model of job analysis.................................………………..… d a Vertical dimension is organization-job relationship b Horizontal dimension is person- job relationship c Both d None 14. The main job design approaches is/are .................................………………..…... e a variety b use of abilities c feedback d All e None 15. The Principles of job design is/are .................................…...........…………..…... a a To influence autonomy b To influence reliability c To influence profitability d All e None 16. The components on Performance management is/are.............………………..…... c a Defining performance b Measuring performance c Both d None 17. Performance Appraisal Steps is/are .................................…...........…………..…... d a Setting Performance Standards b Setting Performance Objectives c Defining Job Expectations d All e None 18. Cohort analysis identifies .................................…...........…………..….................... b a Production rate of an organisation b Survival rate of particular groups of workers c Both d None 19. A method of analysing turnover is the .............…...........…………..….................... a a Survival rate b Longevity rate c Both d None 20. The Methods of Job Evaluation is/are .............…...........…………..….................. c a Job rotation b Job enlargement c Factor Comparison d All e None SECTION – B Answer all questions. Each question carries ½ mark. Fill in the Blanks for the following: 1. Human resource management is the effective use of human resources in order to enhance organizational performance. 2. Human resource management operates through human resource systems. 3. HR philosophies describe the overarching values and guiding principles adopted in managing people. 4. HR processes consist of the formal procedures and methods used to put HR strategic plans and policies into effect. 5. HR practices comprise the informal approaches used in managing people. 6. HR programmes enable HR strategies policies and practices to be implemented according to plan. 7. There are two types of work place control: bureaucratic control and technical control. 8. Bureaucratic control includes written rules and procedures covering work. slide 3: 9. The resource-based approach exploits the distinctive competencies of a work organization: its resources and capabilities. 10. Acquisition and development are concerned with developing internal human capital. 11. Locus of control is concerned with the degree to which HR strategy focuses on monitoring employees’ compliance with process-based standards. 12. As per the core concepts of HR matrix there should be a fit between the stage of the organization and the stage of development of the human resources function that supports it. 13. Sustainability is the ability of a company to survive in a dynamic competitive environment. 14. Stakeholders are the various interest groups who have relationships with and consequently whose interests are tied to the organization’s success. 15. The job characteristics model designed by Hackman and Oldham is based on the idea that the task itself is key to employee motivation. 16. Business strategic plans define future activity levels and initiatives demanding new skills. 17. Scenario planning is assessing in broad terms where the organization is going in its environment and the implications for human resource requirements. 18. Operational effectiveness analysis is analysing productivity the utilization of people and the scope for increasing flexibility to respond to new and changing demands. 19. Job rotation comprises the movement of employees from one task to another to reduce monotony by increasing variety. 20. Job enlargement means combining previously fragmented tasks into one job again to increase the variety and meaning of repetitive work. SECTION – C Answer all questions. Each question carries One mark. 1. Write the various uses of information systems in an organisation. Ans. The uses of information systems in an organisation are: i Business operations: Day to day activities of the organisation such as producing its products or delivering its services. ii Management of organisation: The activities for controlling and monitoring the day-to-day activities of the organisation in the context of its aims and goals. iii Strategic objectives: The long-term objectives and goals of the organisation. 2. What is Human Resource Strategy Ans. Human resource strategy is designed to develop the skills attitudes and behaviours among staff that will help the organization to meet its goals. It covers human resources functions: recruitment compensation performance management reward recognition employee relations training etc. It must be aligned with the organizations vision mission and goals. slide 4: 3. Describe the Matching Model of HRM. Ans. As per matching model of HRM: i HR systems and the organization structure should be managed in a way that is congruent with organizational strategy. ii There is a human resource cycle which consists of four generic processes or functions those are performed in all organizations. These are: Selection Appraisal Rewards and Development. 4. Describe the Guest Model of HRM. Ans. As per Guest Model individuals can be motivated for helping the organization to achieve excellence by concentrating on six core values. The six core values are: i Ategy ii HRM policies iii A set of outcomes iv Behavioural outcomes v Performance outcomes and vi Financial outcomes. 5. Discuss Line vs. Staff Management. Ans. Line and staff management has two separate hierarchies: i The line hierarchy in which the departments are revenue generators and their managers are responsible for achieving the organizations main objectives by executing the key functions. ii The staff hierarchy in which the departments are revenue consumers and their managers are responsible for activities that support line functions. 6. What is Human Resource Planning Ans. Human Resource Planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. 7. What is hard and soft human resource planning Ans. Hard human resource planning is based on quantitative analysis in order to ensure that the right number of the right sort of people is available when needed. Soft human resource planning is concerned with ensuring the availability of people with the right type of attitudes and motivation who are committed to the organization and engaged in their work and behave accordingly. 8. What is Towers Perrin Model of Total Reward Ans. Towers Perrin model is a matrix with four quadrants. The upper two quadrants – pay and benefits are financial in nature and are essential to recruit and retain staff but can be easily copied by competitors. The lower two quadrants – learning development and work environment are non-financial rewards cannot be imitated so readily and can therefore create both human capital and human process advantage. 9. What is Job Analysis Ans. Job Analysis is the process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. 10. What is Performance Appraisal Ans. Performance appraisal is the process by which a manager i examines and evaluates an employees work behaviour by comparing it with preset standards ii documents the results of the comparison and iii uses the results to provide feedback to the employee to show where improvements are needed and why. Performance appraisals are employed to determine who needs what training and who will be promoted demoted retained or fired.

Add a comment

Related presentations