Questions & Answers for HRM Internal Assessment Test II

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Information about Questions & Answers for HRM Internal Assessment Test II
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Published on December 16, 2017

Author: gcmohanta29

Source: authorstream.com

slide 1: HUMAN RESOURCE MANAGEMENT QUESTIONS AND ANSWERS FOR INTERNAL ASSESSMENT-II - 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 resource management HRM encompasses the functions like: a Design b Inspection c Testing d All e None ….…............................................. e 2. HRD Functions is/are: a Organizational development b Career development c Training and development d All e None .................................................................. d 3. Career Development is: a Career planning b Career management c Both d None................................................................................................................................. c 4. Training improves: a knowledge b skills c attitudes d All e None ................. d 5. Economic Value Approach in HRA measurement includes methods based on: a the economic value of HR b the contribution of HR to company’s gains c Both d None.................................................................................................................................c 6. Hermanson suggested models for the measurement of human resources: a Unpurchased Goodwill Model b Adjusted Discounted Future Wage Model c Both d None ................................................................................................................................c 7. Job Skills in Human Relations is/are: a Forecasting b Solving problem c Creating ideas d All e None .........................................................................................................e 8. The Elements of Protean Career Contract is/are: a Career is managed by the organisation b The goal is Psychological success c Both d None ............................b 9. The transactional psychological contract is present when employment arrangement is of: a a short-term b a long-term c both d None ............................................................a 10. Function of Psychological Contract is/are: to reduce the insecurity b to fill the gaps in employment relationship c to shape behaviour of employees d all e none……......d 11. Employee involvement practices enhancing quality of work life is/are: a PERT b CPM c QC d All e None ...................................................................................c 12. Quality Circles Advantages is/are: a Increased Productivity b Improved Quality c Boosted Employee Morale d All e None .............................................................d 13. An organogram is a diagram that shows: a the structure of an organization and the relationships b the relative ranks of its parts and positions c both d none ……….c 14. The symbols used for Workflow Mapping and Analysis is/are: a Square b Octagonal c Circle d All e None ...........................................................................c slide 2: 15. Organizational issues covered during induction of an employee is/are: a Products/services offered b Overview of the company procedures c Disciplinary procedures d All e None ..............................................................................................d 16. Kirkpatrick’s Model has: a 2 levels b 3 levels c 4 levels d All e None…….c 17. Functions of a training program is/are: a Acquiring knowledge b Changing the attitudes c Helping to improve abilities/competencies d None e All …………… e 18. Grievance is a complaint about: a an organizational policy/procedure b managerial practices c discomfort d All d None ………………………………………..…….d 19. Methods of labour turnover analysis is/are: a Stability index b Labor turnover index c Both d None …………………………..……………………………..………..…….c 20. Objectives of Workers Participation in Management is/are: a Increasing productivity b Giving employees a better understanding of their role c Satisfying the worker’s urge for self-expression d All e None …………………………………………………..…….d SECTION – B Answer all questions. Each question carries ½ mark. Fill in the Blanks for the following: 1. HRD is a set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet the current and future job demands. 2. The organizational development is the process of improving an organization’s effectiveness member’s well-being through application of behavioral science concepts. 3. Development prepares the individuals for future responsibilities while increasing the capacity to perform at a current job. 4. Cost Approach in HRA measurement involves methods based on costs incurred by the company with regard to an employee. 5. Flamholtz Model determines an individual’s value to an organisation by the services he is expected to render during the period he is likely to remain with the organisation. 6. Purposes of HR Audit is to figure out any gap or lapse and the reason for the same. 7. HR Policies can be defined as pre-made management decisions affecting the employer- employee relationship. 8. Short term career planning focuses on a timeframe for the career plan ranging from the coming year to the next few years. 9. In Protean career the individual takes the responsibility for transforming his career path. slide 3: 10. Transitional psychological contract is present during company mergers acquisition downsizing as well as related state of uncertainties in work life of employees. 11. HR Utility Analysis measures the economic contribution of a training program and its effectiveness in identifying modifying the behaviour of employees. 12. Markov analysis assumes that probability of movement of an employee within organisation is determined solely by employee’s initial job state. 13. The objectives of Quality of Work Life is to improve the standard of living of the employees. 14. Quality Circles operate on the principle that employee participation in decision-making and problem-solving improves the quality of work. 15. The different types of organization charts are: Hierarchical Matrix and Flat. 16. Industrial relations is the relationship between management and employees or among employees and their organization that characterize and grow out of employment. 17. A workflow map shows exactly how all materials and information are combined in correct sequence to accomplish a known end purpose. 18. Set of activities designed to familiarize the new employees with their jobs coworkers and key aspects of the organization is known as Orientation. 19. Yield Ratio reflects the percentage of candidates who move to the next recruitment/ selection process out of the candidates at the beginning of recruitment/selection process. 20. Management Development Programmes are aimed at enhancing competencies amongst managers and executives working at different levels. SECTION – C Answer all questions. Each question carries One mark. 1. What is Human Resource Accounting Ans. Human Resource Accounting is defined as the process of identifying and measuring data about human resources and communicating this information to interested parties. 2. Discuss in brief Lev and Schwartz Model. Ans. This model determines the value of human capital embodied in a person at a particular time. It is the present value of his remaining future earnings from employment in the form of direct indirect payments benefits. 3. What is HR research Ans. HR research may be defined as the systematic investigation of a problem related to human resource management with a view to solve the problem or to derive principles governing the solution of the problem. slide 4: 4. Discuss in brief the various stages in Greenhaus Career Development Model. Ans. The various stages in Greenhaus Career Development Model are as follows: a Stage 1: Occupation Choice – Preparation for Work Age 0-25 b Stage 2: Organisational entry Age 18-25 c Stage 3: Early Career – Establishment and Achievement Age 25-40 d Stage 4: Mid Career Age 40-55 and e Stage 5: Late Career Age 55 – Retirement 5. What are the Psychological Contracts Ans. Psychological contracts are the beliefs individuals hold regarding the terms and conditions of the exchange agreement between themselves and their organisations. 6. What is Markov Employee Transition Ans. Markov employee transition analysis is a method of predicting the internal supply of labour at some future time. It describes the probabilities of an incumbent: whether he is staying in his or her present job for the forecast time period usually one year moving to another job in the organisation or leaving the organisation. 7. What is Quality of Work Life Ans. Quality of work life is a conscious effort for improving the working conditions work content safety security wages benefits etc. of employees. It aims at improving the employees’ satisfaction and enhancing the organizational effectiveness. It tries to improve the life of employees at work and also outside the work. 8. Discuss in brief Dunlop’s IR Model. Ans. Dunlop’s IR Model tries to explain why particular rules are established in an industrial relation system. The model is divided into four inter-related components such as actors contexts ideology/beliefs and rules/regulatory elements. Actors working within the contexts develop a body of rules held together by an ideology. 9. What is Recruitment Selection Ans. Activities designed to attract a qualified pool of job applicants to an organization and to hire new employees who have abilities skills and experiences that will help the organization to achieve its goals. 10. What is employee engagement Ans. The Employee engagement can be defined as the extent to which the employee enjoy and believe in what they do and feel valued for doing it. It is also referred to as the involvement and level of commitment the employees have towards the company in which they work.

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