Personel Administration

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True/False

Question The recruitment agency is paid certain % of the incumbents' salary as professional charges.

Correct Answer False Your Answer False

Multiple Choice Single Answer

Question Potential of managers may be assessed through Correct Answer Assessment centers

Your Answer Achievement of goals

Select The Blank

Question The Minimum Wages act fixes & revises minimum wages for a certain class of workmen to prevent exploitation of ________. Correct Answer Unorganized labour

Your Answer Agricultural labour

True/False

Question It is mandatory in all States to inform the employment exchange of vacancies at workmen level.

Correct Answer False Your Answer True

Match The Following

Question Correct Answer Your Answer

Difficult employees Consistently breaks company rules

Consistently breaks company rules Constructive approach to

discipline Root out causes Hot stove rule

Serious offence Written reprimand Non compliance with rules corrective discipline Non compliance with rules Written reprimand

True/False

Question Participation is impossible at all levels of management. Correct Answer False

Your Answer True

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Question The rater's ________ of the employee affects his assessment Correct Answer Personal opinion

Your Answer Personal opinion

True/False

Question There are external & internal influences on the organization. Correct Answer True

Your Answer True

Multiple Choice Multiple Answer

Question Process of selection includes

Correct Answer Preliminary screening , Interviews , Employment tests Your Answer Preliminary screening , Interviews , Employment tests

Question Career planning is viable way to meet the organization's ________.

Correct Answer Internal staffing requirements Your Answer Interdependency

Turnaround phase Motivate people Enrichment

Growth Phase Clear Vision Motivate people

Industry Shift phase Comfortable with ambiguity Comfortable with ambiguity Major integration phase Visualize picture Visualize picture

Question Level of expertise of employee can be determined through ________.

Correct Answer Competency Mapping Your Answer Organization development

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Question The main objective of the Payment of Wages Act is to ________ in payment of wages.

Correct Answer Avoid unnecessary delay Your Answer Avoid unnecessary delay

True/False

Question Production transfers are caused due to changes in market demand.

True/False

Question The well established bases of promotion are qualification & productivity.

Question Following are measures of effectiveness of personnel function. Correct Answer Relatedness of pay to performance , Reduced grievances ,

Improved moral

Your Answer Relatedness of pay to performance , Improved moral , Time office function

Question The Contract Labour act provides for

Correct Answer Abolition of contract labour , Improve conditions of work , Provision for health & welfare

Your Answer Improve conditions of work , Provision for health & welfare , Guarantee of employment

Question Special features of the BIR Act are

Correct Answer Establishing an Industrial Court , Establishing Labour Court , Making victimization illegal

Your Answer Establishing Labour Court , Working conditions

Question The key to a successful human resource planning is Correct Answer An information

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Question The rater's ________ of the employee affects his assessment Correct Answer Personal opinion

Your Answer Personal opinion

True/False

Question There are external & internal influences on the organization. Correct Answer True

Your Answer True

Question Process of selection includes

Correct Answer Preliminary screening , Interviews , Employment tests Your Answer Preliminary screening , Interviews , Employment tests

Question Career planning is viable way to meet the organization's ________.

Correct Answer Internal staffing requirements Your Answer Interdependency

Turnaround phase Motivate people Enrichment

Growth Phase Clear Vision Motivate people

Industry Shift phase Comfortable with ambiguity Comfortable with ambiguity Major integration phase Visualize picture Visualize picture

Correct Answer Competency Mapping Your Answer Organization development

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True/False

Question Compensation should not ensure internal equity. Correct Answer False

Your Answer False

Question Employees are demoted on Correct Answer Disciplinary grounds

Your Answer Disciplinary grounds

Question What is necessary to maintain harmonious employee relation? Correct Answer Constant dialogue

Your Answer Constant dialogue

True/False

Question Consultative participation involves a higher degree of sharing views.

Question ________ method of training is connected to real life problem. Correct Answer Case

Your Answer Management games

Question Who Make or mar any organization? Correct Answer Men

Your Answer Men

Question Personnel man must be a person who must have the Correct Answer Sensibility , Conceptual Skill , Human relation skill

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True/False

Question The well established bases of promotion are qualification & productivity.

Question Following are measures of effectiveness of personnel function. Correct Answer Relatedness of pay to performance , Reduced grievances ,

Improved moral

Your Answer Relatedness of pay to performance , Improved moral , Time office function

Question The Contract Labour act provides for

Your Answer Improve conditions of work , Provision for health & welfare , Guarantee of employment

Question Special features of the BIR Act are

Your Answer Establishing Labour Court , Working conditions

Question The key to a successful human resource planning is Correct Answer An information

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Question In majority of the companies increments are linked with Correct Answer Performance

Your Answer Performance

Question Shortage of highly skilled manpower with short period but non recurring in nature can be solved through

Correct Answer Consultants Your Answer Consultants

Question Promotion policies are as follows

Correct Answer It should be consistent & should be applied uniformly to all employees , It should be fair & impartial , Favoritism should not be taken as a basis of promotion

Your Answer It should be consistent & should be applied uniformly to all employees , It should be fair & impartial , Favoritism should not be taken as a basis of promotion

True/False

Question The ten years of a career are termed as the Establishment stage. Correct Answer False

Your Answer False

Question Aims of Personnel Administration is Correct Answer Getting cooperation of people

Your Answer Getting cooperation of people

Question Following are measures of effectiveness of personnel function.

Correct Answer Relatedness of pay to performance , Reduced grievances , Improved moral Your Answer Relatedness of pay to performance , Reduced grievances , Improved moral

Question Advertisement is an ________ of seeking recruits. Correct Answer Effective way

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Shilpa_attempt-2

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Question Individual abilities can be expanded by enrolling for

Correct Answer Training programmes , Acquiring additional degree , Seeking new work assignments

Your Answer Training programmes , Acquiring additional degree , Seeking new work assignments

Question Participation enhances employees ability to influence decision making with corresponding assumption of

Correct Answer Responsibility Your Answer Responsibility

Question Information Technology helps the business in Correct Answer Restructuring , Reengineering , Outsourcing Your Answer Restructuring , Reengineering , Outsourcing

Question Promotion which does not receive any increase in salaries is called Correct Answer Dry promotion

Your Answer Dry promotion

Advantages of career planning Satisfied employee's needs for recognition

Satisfied employee's needs for recognition

Advancement stage Age of 30-45 Age of 30-45

Job performance Career progression Career progression Retirement phase Completes one career &

moves on to another

Completes one career & moves on to another

Question Approaches to discipline are

Correct Answer Hot stove rule , Warning , Immediate burn Your Answer Hot stove rule , Warning , Immediate burn

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Personnal administration Reeta1

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True/False

Question Problem solving approach should be used where criticisms are specific & focused on the person.

True/False

Your Answer False

Question Works Committee is related with Correct Answer Latrines , Urinals , Temperature Your Answer Latrines , Urinals , Temperature

Question ________ is a first stapes of training procedure. Correct Answer Identify training requests.

Your Answer Identify training requests.

Question Following are the types of audit in personnel department.

Correct Answer Audit of managerial compliance , Audit of employee satisfaction , Audit of Corporate strategy

Your Answer Audit of managerial compliance , Audit of employee satisfaction , Audit of Corporate strategy

True/False

Question Case method is one of the training type. Correct Answer True

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Question Job descriptions may be used to set up Correct Answer Goals , Targets , Standards of performance Your Answer Goals , Targets , Standards of performance

True/False

Your Answer False

Question Some appraisers, at times, rate persons they like ________ than those they do not like.

Correct Answer Higher Your Answer Higher

Question Demotions are less frequently used as it affects the employees'

Correct Answer Career prospects & morale Your Answer Career prospects & morale

Question The compensation practices differ in the following ways Correct Answer Structure , Mix , Quantum

Your Answer Structure , Mix , Quantum

Question The Minimum Wages act fixes & revises minimum wages for a certain class of workmen to prevent exploitation of

________.

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Question ________ can reduces anxiety in the new employee.

Correct Answer Induction Your Answer Induction

True/False

Question Job of similar responsibilities must be placed in the same grade.

Correct Answer True Your Answer True

Question Employees wish to know what career

advancements opportunities are available in the Correct Answer Organization

Your Answer Organization

Question The Personnel department can create formal procedure for ________.

Correct Answer Problem solving Your Answer Problem solving

Growth Phase Clear Vision Clear Vision

Industry Shift phase Comfortable with

ambiguity Comfortable with ambiguity Major integration

phase Visualize picture Visualize picture

Turnaround phase Motivate people Motivate people

Question Job enrichment increases

Correct Answer Responsibility , Autonomy , Control Your Answer Responsibility , Autonomy , Control

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LIST OF ATTEMPTED QUESTIONS AND ANSWERS

Multiple Choice Multiple Answer

Question Advantages of career planning are :-

Correct Answer Reduces turnover , Tap potentials of employees , Motivates employees

Your Answer Motivates employees , Reduces turnover , Tap potentials of employees

True/False

Question Job specification is not related to Qualification of job the holder.

True/False

Question Temporary shortage of manpower can not manage through overtime.

Multiple Choice Single Answer

Question Under the Employment Exchange Act all employers are obliged to inform employment exchanges of :-

Correct Answer Vacancies occurring Your Answer Vacancies occurring

Select The Blank

Question Some appraisers, at times, rate persons they like ________ than those they do not like.

Correct Answer Higher Your Answer Higher

Question Grievance & complaints can be reduced through Correct Answer Communication

Your Answer Communication

Match The Following

IT process in Personnel Management Reduction in cost Training & development

HRIS Facilitates Personnel decisions Reduction in cost

Online panel of experts Standard disciplinary actions Standard disciplinary actions

Online guidelines to line managers Organizational development Organizational development

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Question Compensation practices are ________ across companies & across jobs.

Correct Answer Different Your Answer Different

Question Who is appointed by Govt. to solve labour dispute? Correct Answer Labour Commissioner

Your Answer Labour Commissioner

Question The purpose of the Industrial Employment Act is to standardize :-

Correct Answer Working conditions Your Answer Working conditions

Question What are the objectives of induction?

Correct Answer Reduce anxiety , Reduce turnover , Save time Your Answer Reduce anxiety , Reduce turnover , Save time

Question Outsourcing is a viable solution for the companies that do not have sufficient work for :-

Correct Answer Full time employees Your Answer Full time employees

Question Following is the internal way of human resources supply:- Correct Answer Human Resources Audit

Your Answer Human Resources Audit

Select The Blank

Question Job evaluation is the process by which relative worth of ________ in the organization is determined for the purpose of salary computation.

Correct Answer Various jobs Your Answer Various jobs

Question The trade unions are not prepared to divert themselves of their power in :-

Correct Answer Bargaining Your Answer Bargaining

Question Participation involves parting with :- Correct Answer Power

Your Answer Power

Question Process of selection includes :-

Correct Answer Preliminary screening , Interviews , Employment tests

Your Answer Preliminary screening , Interviews , Employment tests

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Question Integrating the human resources function with business is not a goal of Personnel Department

Question Decision of Works Committee are :- Correct Answer Recommendatory

Your Answer Recommendatory

Question Collective bargaining function comes under :- Correct Answer Firefighting & Legal Role

Your Answer Firefighting & Legal Role

Question Role of Personnel Administrator consists of :-

Correct Answer Fire fighting Role , Counselor's Role , Legal Role Your Answer Fire fighting Role , Counselor's Role , Legal Role

Select The Blank

Correct Answer Competency Mapping Your Answer Competency Mapping

Select The Blank

Question Issues of collective bargaining and ________ are outside the scope of council.

Correct Answer Individual grievances Your Answer Individual grievances

Question If vacancies cannot be filled within the organization, Personnel Department need to prepare a :-

Correct Answer Recruitment Plan Your Answer Recruitment Plan

Select The Blank

Question The objective of ID Act is higher productivity which contributes to the ________.

Correct Answer Country's prosperity Your Answer Country's prosperity

Question Challenge in front of personnel department is of :- Correct Answer Recruit & retain qualified persons

Your Answer Recruit & retain qualified persons

True/False

Question Standing orders means the rules of conduct for workmen employed in industrial establishments.

Match The Following

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Growth Phase Clear Vision Clear Vision

Industry Shift phase Comfortable with ambiguity Comfortable with ambiguity

Major integration phase Visualize picture Visualize picture Turnaround phase Motivate people Motivate people

Question Contents of Personnel Manual are :-

Correct Answer Organizational goals & objectives , Personnel Policy , Role of Personnel Department

Your Answer Organizational goals & objectives , Personnel Policy , Role of Personnel Department

Select The Blank

True/False

Question The MBO approach involves establishing performance goals jointly by Superior & subordinates.

Question Qualities of manager who work in the organization which is in growth phase:-

Correct Answer See alternatives , Accept change easily , Clear vision of the future

Your Answer See alternatives , Accept change easily , Clear vision of the future

Question Various theories to study an impact of compensation on employee behavior are :-

Correct Answer Reinforcement theory , Expectancy theory , Equity theory

Your Answer Reinforcement theory , Expectancy theory , Equity theory

Question Personal characteristics such as age & marital status may be essential for certain jobs & hence needs to be :-

Correct Answer Specified Your Answer Specified

Question Shortage of highly skilled manpower with short period but non recurring in nature can be solved through :-

Correct Answer Consultants Your Answer Consultants

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Question Job description may be used to set up goals and targets and :-

Correct Answer Standards of performance Your Answer Standards of performance

True/False

Question An exit interview provides last opportunity to discover the nature of dissatisfaction.

True/False

Question It is difficult to measure service & judge the seniority. Correct Answer False

Your Answer False

Select The Blank

Question ________ is a first stapes of training procedure. Correct Answer Identify training requests.

Your Answer Identify training requests.

True/False

Question The Standing Orders Act is applicable to industrial establishments in which 50 or more workmen are employed.

Select The Blank

Question Under BIR Act a union having a minimum membership of ________of the employees is called a Representative union.

Correct Answer 0.25 Your Answer 0.25

True/False

Question Organization cant give Layoffs to surplus employee. Correct Answer False

Your Answer False

Question Promotion policies are as follows :-

Correct Answer It should be consistent & should be applied

uniformly to all employees , It should be fair & impartial , Favoritism should not be taken as a basis of promotion

Your Answer It should be consistent & should be applied uniformly to all employees , It should be fair & impartial , Favoritism should not be taken as a basis of promotion

Select The Blank

Question The Minimum Wages act fixes & revises minimum wages for a certain class of workmen to prevent exploitation of ________.

Correct Answer Unorganized labour Your Answer Unorganized labour

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Question Job descriptions & job specifications provide information for advertisement for:-

Correct Answer The position Your Answer The position

Select The Blank

Question Only________ jobs are needed to take up for job analysis study.

Correct Answer Critical Your Answer Critical

Question Personnel Management helps in :-

Correct Answer Identifying the best talent , Attracting & retain capable person , Motivating personnel to achieve excellence in work. Your Answer Identifying the best talent , Attracting & retain capable person , Motivating personnel to achieve excellence in work.

Select The Blank

Question Employees expect their supervisors to play an active role in their ________.

Correct Answer Career development Your Answer Career development

Select The Blank

Question Management by Objectives is a system of ________. Correct Answer Performance Appraisal

Your Answer Performance Appraisal

Question Factories Act aims at protecting employees from exploitation by the :-

Correct Answer Employer Your Answer Employer

Question Personnel Administration is connected with :- Correct Answer Employee

Your Answer Employee

Multiple Choice Single Answer Question What is Job analysis?

Correct Answer Systematic process of collecting information about job.

Your Answer Systematic process of collecting information about job.

Match The Following

Head hunters Higher level managerial positions Higher level managerial positions

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Cost effective method of screening applications Educational accomplishments Educational accomplishments

Medical examinations After offer letter After offer letter

Question Which is external influence in the organization? Correct Answer Govt. Rules & Regulation.

Your Answer Govt. Rules & Regulation.

Question Objective of Personnel Administration is:- Correct Answer Ensure compliance with law

Your Answer Ensure compliance with law

Question Who can conduct Orientation Program? Correct Answer Operating Manager

Your Answer Operating Manager

True/False

Question Case method is one of the training type. Correct Answer True

Your Answer True

True/False

Question HRIS provides detailed information & facilitates Personnel decisions.

Question Types of manifestation of conflicts of unions are :- Correct Answer Non-co-operation , Arguments , Hostility Your Answer Non-co-operation , Arguments , Hostility

Question Individual abilities can be expanded by enrolling for :- Correct Answer Training programmes , Acquiring additional degree , Seeking new work assignments

Your Answer Training programmes , Acquiring additional degree , Seeking new work assignments

Question As per the Edward Flippo Personnel Administration is :- Correct Answer Maintenance of Human Resource , Integration of Human Resource , Development of Human Resource

Your Answer Maintenance of Human Resource , Integration of Human Resource , Development of Human Resource

Select The Blank

Question Job analysis can help in ________. Correct Answer Strategic planning

Your Answer Strategic planning

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Question What is quality circles?

Correct Answer Small group of people who solve the problem. Your Answer Small group of people who solve the problem.

Select The Blank

Question ________ method of training is connected to real life problem.

Correct Answer Case Your Answer Case

Question Following are measures of effectiveness of personnel function.

Correct Answer Relatedness of pay to performance , Reduced grievances , Improved moral

Your Answer Relatedness of pay to performance , Reduced grievances , Improved moral

Question Qualities of personnel Manager is :- Correct Answer Support to top management Your Answer Support to top management

Question Under BIR Act an Appellate court hears appeals against the orders of :-

Correct Answer The Registrar of Union , Labour Commissioner , Wage boards

Your Answer The Registrar of Union , Labour Commissioner , Wage boards

Select The Blank

Question Article 43 'A' was inserted in the constitution under the ________.

Correct Answer Directive Principles of State Policy Your Answer Directive Principles of State Policy

Match The Following

Advantages of career planning Satisfied employee's needs for recognition Satisfied employee's needs for recognition

Advancement stage Age of 30-45 Age of 30-45

Job performance Career progression Career progression

Retirement phase Completes one career & moves on to another Completes one career & moves on to another

Question Characteristics of personnel Manager is:- Correct Answer Specialist in organization theory Your Answer Specialist in organization theory

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Question Discipline is a process to correct & mould employees for ________.

Correct Answer Better performance Your Answer Better performance

Select The Blank

Question Information Technology reverses the effect of ________. Correct Answer Bureaucracy

Your Answer Bureaucracy

Question Salary structure is developed by :- Correct Answer Job evaluation

Your Answer Job evaluation

Question Following are the types of audit in personnel department. Correct Answer Audit of managerial compliance , Audit of employee satisfaction , Audit of Corporate strategy

Your Answer Audit of managerial compliance , Audit of employee satisfaction , Audit of Corporate strategy

Select The Blank

Question The Personnel department can create formal procedure for ________.

Correct Answer Problem solving Your Answer Problem solving

Question The Contract Labour act provides for :-

Your Answer Abolition of contract labour , Improve conditions of work , Provision for health & welfare

Question The campus recruitment process is generally repeated :- Correct Answer Every year

Your Answer Every year

Select The Blank

Question ________ can be utilized for employees promotion & progress from one stage to another stage.

Correct Answer Job analysis data Your Answer Job analysis data

Question Job enrichment increases :-

Correct Answer Responsibility , Autonomy , Control Your Answer Responsibility , Autonomy , Control

Select The Blank

Question ________ can reduces anxiety in the new employee. Correct Answer Induction

Your Answer Induction

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Question Employee can perform in friendly environment. Correct Answer True

Your Answer True

Question The important forms in which workers can participate in management are :-

Correct Answer Information sharing Your Answer Information sharing

True/False

Question Personnel department has to design the organizational structure which should be in tune with the Organization's strategies. Correct Answer True

Your Answer True

Question Special features of the BIR Act are :-

Your Answer Establishing an Industrial Court , Establishing Labour Court , Making victimization illegal

True/False

Question Labour turnover can be reduced through induction. Correct Answer True

Your Answer True

Question Oral reprimand is sufficient to achieve :- Correct Answer Desired results

Your Answer Desired results

Question Aims of the Works Committee are:-

Correct Answer To promote good relations , To comment on matters of common interest , To endeavor to compose any differences

Your Answer To promote good relations , To comment on matters of common interest , To endeavor to compose any differences

True/False

Question The policy of the organization is to give top priority to Human Resource Development.

True/False

Question Compensation should not ensure internal equity. Correct Answer False

Your Answer False

Select The Blank

Question The year ________ was witnessed as the year of industrial unrest.

Correct Answer 1920 Your Answer 1920

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True/False

Question It is mandatory in all States to inform the employment exchange of vacancies at workmen level.

Question A prior arrangement for the distribution of the gains of the higher production & participation, is a necessary condition for :- Correct Answer Success

Your Answer Success

True/False

Question Induction is part of training. Correct Answer True

Your Answer True

Question The disciplinary action is not directed towards a person, it is meant to eliminate:-

Correct Answer Undesirable behavior Your Answer Undesirable behavior

Select The Blank

Question Assessment centers gives idea about________ Correct Answer Promotable employee

Your Answer Promotable employee

Question Disadvantages of merit based promotions are :-

Correct Answer Measurement of merit is highly difficult , Many people distrust the management's integrity in judging merit , The techniques of merit measurement are subjective

Your Answer Measurement of merit is highly difficult , Many people distrust the management's integrity in judging merit , The techniques of merit measurement are subjective

True/False

Question Problem solving approach should be used where criticisms are specific & focused on the person.

Question Participation enhances employees ability to influence decision making with corresponding assumption of :-

Correct Answer Responsibility Your Answer Responsibility

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Question Satisfactory resolution of the disputes may avoid the following :-

Correct Answer Ill will , Strikes , Non co-operative actions Your Answer Ill will , Strikes , Non co-operative actions

Question Under the trusteeship, the inherent responsibility of business enterprises is towards it's :-

Correct Answer Consumers , Workers , Shareholders Your Answer Consumers , Workers , Shareholders

True/False

Question Before any behavior has taken place the consequences of undesirable behavior are communicated to the employee.

True/False

Question Employee should participate in the decision making process.

Question Which are the key factor in the management of human component?

Correct Answer Land , Material , Money Your Answer Land , Material , Money

Select The Blank

Question Each person has a unique ________. Correct Answer Personality

Your Answer Personality

Question Personnel Department audit involves

Correct Answer Timely compliance with legal requirements Your Answer Timely compliance with legal requirements

True/False

Question Induction also helps to old employees. Correct Answer False

Your Answer False

Question Which is the last stapes in training? Correct Answer Out put of training.

Your Answer Out put of training.

Question Which is internal influence in the organization? Correct Answer Goals & Objective

Your Answer Goals & Objective

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Question Standard disciplinary action can be taken by line managers in any unit with the help of a panel of experts available :-

Correct Answer On line Your Answer On line

Question Through human resource information system data is :- Correct Answer Acquired , Analyzed , Stored

Your Answer Acquired , Analyzed , Stored

Select The Blank

Question Advertisement is an ________ of seeking recruits. Correct Answer Effective way

Your Answer Effective way

Select The Blank

Question The policy of the Management is to assure ________. Correct Answer Security of the employment

Your Answer Security of the employment

True/False

Question Manual need not be revised periodically. Correct Answer False

Your Answer False

Question Job descriptions may be used to set up :-

Correct Answer Goals , Targets , Standards of performance Your Answer Goals , Targets , Standards of performance

Question Through web pages, prospective applicants can obtain the data about the company for :-

Correct Answer Its products , Its services , Employment opportunities

Your Answer Its products , Its services , Employment opportunities

Question Participative forms prevalent in India are:-

Correct Answer Works Committees , Joint Management Councils , Joint Councils

Your Answer Works Committees , Joint Management Councils , Joint Councils

Select The Blank

Question ________ has impact on employee's behavior at work. Correct Answer Nuclear Family

Your Answer Nuclear Family

Question What is necessary to maintain harmonious employee relation?

Correct Answer Constant dialogue Your Answer Constant dialogue

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Question Problem solving approach method identifies problems which may be interfering with________.

Correct Answer Employee performance Your Answer Employee performance

Question Mediation is different from :- Correct Answer Arbitration

Your Answer Awards

Select The Blank

Question Transfer is viewed as a change in assignment in which the employee moves from ________.

Correct Answer One job to another Your Answer One job to another

Question Promotion is an advancement of a employee to a better job in terms of :-

Correct Answer Higher responsibility Your Answer Higher responsibility

Question Which are the external influences?

Correct Answer Technology , Economic condition , Unions Your Answer Technology , Economic condition , Unions

True/False

Question To remain competitive, organization needs to build positive employee relation.

True/False

Question Consultative participation involves a higher degree of sharing views.

Match The Following

Question Correct Answer Your Answer Feedback Information Information

Quality of work life Quality Circles Quality Circles Autonomy Responsibility Responsibility

Variety Different Skills Different Skills

Select The Blank

Question ________ energizes human behavior to achieve goals. Correct Answer Motivation

Your Answer Motivation

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Question The Employment Exchange Act is intended for the benefit of the :-

Correct Answer Employer & worker Your Answer Employer & worker

Select The Blank

Question Analyze & solve problems from a ________ oriented point of view.

Correct Answer Profit Your Answer Profit

Select The Blank

Question Morale of the employee can be improved through________. Correct Answer Climate Surveys

Your Answer Climate Surveys

Question When employees are given constructive feedback, to:- Correct Answer Encourage initiative , Perform better , Develops sense of responsibility

Your Answer Encourage initiative , Perform better , Develops sense of responsibility

Question The management's primary interest lies in :- Correct Answer Improving productivity

Your Answer Improving productivity

Question The problem with subjective method is the bias of the rater. Some of the common biases are:-

Correct Answer Halo effects , Contrast error , Personal prejudice Your Answer Halo effects , Contrast error , Personal prejudice

True/False

Your Answer False

Match The Following

Contribution of personnel administration Analyze & solve problems Analyze & solve problems

Developing human resources Career planning Training

Maintaining & protecting human resources Evaluation Evaluation Objective of personnel administration Achieve organization goals Achieve organization goals

True/False

Question To conduct compensation survey data should be manipulated. Correct Answer False

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Question Works Committee normally deal with :- Correct Answer Ventilation , Lighting , Sanitation Your Answer Ventilation , Lighting , Sanitation

Select The Blank

Question Trade union prefer ________ as a sole basis of promotion. Correct Answer Seniority

Your Answer Seniority

Question In majority of the companies increments are linked with :- Correct Answer Performance

Your Answer Performance

True/False

Question Key result areas are related to Target / Goals of the job holder.

PERSONNEL MANAGEMENT

Q9 What are the components of an effective compensation system? How is unpaid employee likely to behave?

Ans: Compensation is the reward employees receive in exchange for performing

organizational tasks. Compensation is direct and indirect wages.

Direct compensation includes wages, salaries and bonuses or commission.

Indirect compensation is paid as medical benefits, housing allowance and such others

that are what part of direct compensation.

Design of a compensation program is significant in PM because of its direct influence on employees’ behaviour and performance in the company .The components of an effective compensation system is, if salaries and perquisites are:

• Adequate :In line with what is paid in similar companies in the same geographical

area. Salaries and perquisites should be similar to what is paid in the other companies for the similar work e.g. people working in the night shifts and doing similar hours and in the same geographical area should be paid equally otherwise they will shift for better salary or facilities.

• Equitable: Salaries and perquisites should commensurate with the effort put in not be

less than the work and the ability used by the individual for hard work. Salaries should be equal to the work put in.

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• Balanced : The compensation includes a reasonable combination of direct and indirect

benefits.

• Cost Effective : Salaries and perquisites should be such that the company can afford to

pay or should not exceed the benefits the company gets from the employees. The benefits should not be more than what they get, then only company will be able to make more profit.

• Secure : The salary should be such, as the employees do not feel that even their basic

needs are not fulfilled. It should be sufficient to satisfy the employees basic need and make him full secure.

• Incentive providing : Both monetary and non-monetary incentives should be given to

the employees as they motivate employees to work effectively and productivity.

Factors Affecting Compensation are:

• Supply and demand: The availability of people and the demand determine the “going

wage rate” when the demand is high and the availability low, salaries are high, when the availability exceeds the demand, salaries are low.

• Ability to pay: In general if a company is doing well and has the ability to pay the

tendency is to raise the compensation level. However if a company is highly successful there is little need to pay for more then the compensation rate to attract the best available in the industry.

• Cost of living: The cost of living index does not determine the base compensation .It

indicates what the rate of increase in salary should be, to keep up with inflation so that employees real wages do not reduce.

A proper compensation (salaries and perquisites is very imp) if the company wants to survive or retain its present employee may:

 Leave the company: He may switch over to another company; he may look for better

opportunities where he is fully or not underpaid.

 Absenteeism: Underpaid employees may increase the rate of turnover and absenteeism

may increase and ultimately, it will affect the productivity of the company.

 Low morale of the employee: If an employee is underpaid according to the job then

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 Low motivation: A low motivated employee of the company will not be productive

employee. He will not feel happy or will not be attached to the company.

 Bad image for the company: Underpaid employees create bad image for the company.

 Productivity suffers: Due to absenteeism, low motivation &morale, productivity

automatically comes down etc.

Q11.What are the various ways in which a person can help look for a new job? Ans: A person can look for a new job through internal as well as external sources. A

person can look for a new job or new opportunity within his own organization or where he is currently working through promotions, transfers, ex-employees who have left the job now.

A person can also look for a new job through the following external sources:

• Newspapers: Companies usually advertises in newspapers according to their

Requirements. If the requirements of the company match the person’s profile he/she can apply for the new job.

• Employment Agencies: Government creates them and a person who seeks a new job

can register themselves at these agencies. Companies who want people come there with their requirements & employee’s people from they’re only.

• Casual Callers: On occasions, people drop in without any announcement of

vacancy to find out for a new vacancy.

• Gate Hiring: Small factories to fill up vacancies at the lower level generally follow it.

In such cases the organization look on casual workers who present themselves at the factory gates.

• Employees’ recommendations: People who are currently working with the

organization on recommendation, some new people for the past vacant in the company, as they know the person very well. Existing employees generally stand surety for a new employee.

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• Education institution: Schools, colleges and unprofessional institutes offer

opportunities for recruiting their students .The prospective employees verify the credentials of students and conduct interviews directly.

• Union list: Sometimes trade unions maintains a list of candidates seeking employment

in the company, such candidates could be recruited in consultation with the union. These are some of the ways in which a person can look for new job in both his own organization whenever there is a requirement due to retirement of ex employees or the employees changing jobs or he can look for a new outside the present company if he felts that there is no opportunity, in the present company as he can find better opportunities outside he can look for advertisement, newspapers, go to government agencies or give bio data to the companies, gate hiring etc…

Q1.what is meant by Quality of work life? What role does the human resource manager play in contributing to the QWL of employees?

Ans. To introduce, the HRD practices into the organization, it is important to have

conductive atmosphere. Quality of work life is one of the most important factors, which leads to such conductive atmosphere. Good quality of work life leads to an atmosphere of good interpersonal relations and highly motivated employees who strive for the development.

Monetary benefit occupy the first place in the list of elements of QWL, other elements are like physical working condition, job redesign etc are gaining imp rapidly. Provided good quality of work life, employees concentrate more on their individuals and group development .The management can get their attention with their high motivation and morale which leave way by rapid and smooth HRD.

By providing good QWL one can eliminate the exploitation, injustice, inequality oppression which hamper the continuous growth of human resources which in turn leads to its overall development.

QWL has its root in scientific management advocated by F.W.Taylor way back in 1940’s. The mechanical approach or quantitative approach that scientific management assessed gave way to the frustration of workers, which leads to human relations movement and later so on technical movement which is the basic by today’s quality of work life. Thus the evolution of the concept QWL was mainly in 3 phases: Scientific management, Human

relation movement and finally Socio technical system advocates such an organization

design which ensure high quality of work life.

Improving QWL was not considered as important factor in India until recently because there were more factors like resource deficiency, environmental threats and serious financial problems. There is a need to limit positive attitude in workers, union and management to improve QWL.

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Walton’s & factors are considered as most comprehensive criteria for measurement of QWL.

The 8 point criteria of Walton to measure quality of work life individuals:

 Adequate and fair compensation  Soft and healthy working conditions  Opportunity for career growth  Social integration in the work force  Constitutionalism

 Work and quality of life  Social relevance

Barrier to QWL

 All parties of the organization still resist to any schemes to improve QWL at present level is satisfactory arrange and no steps need to be taken to improve it. They fail to measure the impact of improved QWL on the psyche of the employee.

 Another barrier is financial resources.

 Employees on the other hand resist to change with a pre-concerned notion that any scheme the management taken up would be to increase production without extra cost. However the situation changing for good .All parties organization i.e. employee, employers and union are realizing the spontaneous of QWL.

Today, the role of personnel management is changing .Its includes: • Investment in overall organization planning and change.

• Decentralisation of tradition personnel management activities from personnel specialists to line manages.

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Strategies are made for improving quality of work life through self managed work, job design and enrichment, effective leadership and supervisory behavior, career development, alternative work schedules, job security, administrative or organization justice and participating mgt. By implementing such changes management can create sense of investment, commitment and togetherness among the employees, which paves for better quality of work life.

The personnel management function has never become broad and strategic involving all managerial and personnel and regarding employees as the most important organisational assets.

Q7.What is succession planning. What information is necessary to evaluate the potential of an employee?

Ans: Succession Planning :It refers to the plans a company makes to fills most imp

executive position .In practice the process involves a fairly complicated and integrated series of steps.

A most comprehensive definition of succession planning is that it is the process of ensuring a suitable supply of success or for current and future senior or key jobs arising in the business strategy, so that the career of individuals can be planned and managed to optimize the organization needs and the individual aspirations.

Succession planning is done in 3 time frames:

Immediate - within one year Intermediate - one year to 3 years Long Range - Beyond three years

Organizations gear most by their management succession activities to the immediate future. This is mostly because it is integrated closely with the annual budgets and business plans. However, the real succession plan should be geared towards intermediate and long-range time frames.

Elements of Succession Planning:

As a first step, management staffing plans should be developed. These plans should

be prepared on an individual basis for all anticipating needs in the intermediate years ahead and for key position in the intermediate and long-range future. The potential effects by external factors, such as economic forecasts and overall manpower market forecasts should be received and considered. The business plans should be received to determine their effect all-managerial needs. As business plans for both the near and

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long term are developed, the organizations plans and human resources forecasts should be formed.

The Second Step concerns staffing and development. Staffing includes recruitment,

selection and placement of candidates from the outside and inside the organization and development of managerial personnel should be ensured through approaches such as formal training both within the organization and outside, planned job rotation performance planning and appraisal, counseling and coaching.

The third step concerns needing a congenial environment, where people give their

best. The organization’s environment should ensure the retention of the most desirable employee.

The Fourth Step consists of doing appraisals. Appraisals and analysis of results

achieved should provide an organization with essential feedback on the performance of managers.

The Fifth Step is the S.P exercise in the preparation of management resource statutory

consisting of the following: Personal Data

Performances Potential

Skills Career Goals Career Plans

Potential appraisals are done to know the potential of the employees so that the employees who have more potential become eligible for promotions.

As assessment center is used to assess the potential of management candidates considered are asked to perform realistic tasks under observation of expert appraisers.

Simulated exercises in a typical assessment center includes: In basket:

The candidate is given a number of reports, names, and notes on incoming phone calls, letters and the material collected in the in-basket of the simulated jobs he is supposed to take over. The candidate is asked to take appropriate actions on each of these materials.

Group Discussion:

A leaderless group discussion is given a topic for discussion and asked to arrive at a group discussion. The raters then evaluate each group member’s personal skills, acceptance by the group, leadership ability and individual inference.

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Participants engage in realistic problem solving. E.g., as member of two more companies that are competing in the marketplace. Decisions would have to be made about matters like how to advertise and manufacture and how much inventory to keep in stock.

Individual Presentation:

A participant’s communication skill and persuasiveness evaluated by having the person take an oral presentation on an assigned topic.

Objective Tests: Papers and pencil tests for personality, mental ability, interests and

achievement may be conducted to measure the participant’s sense on factors to be assessed.

Interview: are conducted to determine the participant’s current interests, background,

past performance and motivation.

Through these processes, the participant’s potential is assessed and management development and placement decisions taken. Potential of the existing candidates working with the company can be evaluated by their past performances with the company.

Q4. Describe some common rating errors in performance appraisals? How does the personal bias of the appraiser affect performance appraisals?

Ans. Performance appraisal is the process by which organizations evaluate employee

performance. Appraisals are both formal and informal. While informal appraisals take place on a continuous basis where feedback is given to the employee by his immediate supervisors. They are no documented. Formal appraisals are conducted periodically and documented.

Some common rating errors in Performance Appraisal System are:

Halo Effect: This occurs when the rater’s personal opinions of the employee affects his

assessment. Halo errors can be positive or negative meaning that internal impressions can cause the rating to be too high or too low.

Leniency or Strictness: When rater tries to be easy in their evaluation it is called a

leniency effect. On the other hand, there are some raters who see all performers as poor. This is the strictness effect.

Central Tendency Error: Some raters prefer neither high nor low ratings and assign

average ratings to all the subordinates. This fails to discriminate between people in the same department and therefore, of little use to performance management decisions,.

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Regency Effect: Raters often tend to forget past behaviors and remember actions that

occurred recently. Some appraisers use this tendency among their appraisals to be more visible nearer the time of the assessment, particularly if the date of the assessment is known.

Contrast Error: At times appraisals lets one person’s appraisal affect that of the next

person where an average performer is evaluated immediately after an outstanding one in which case the average performer may get rated as a poor performer.

Personal Pre-justice: Personal biases occur due to pre-justice against a group or a

class of people. Sometimes appraisers give a high rating to a person who has qualities or characteristics similar to their own. Some appraisers at times rate person they like higher than those they don’t.

Perceptual Set: There is, at times a tendency among raters to see what they want to see

and their assessment is affect by their attitude. These are some of the common ratings errors.

Personal bias of the appraiser affects the performance appraisal as the right performance appraisal is not done or the right candidate is not promoted due to personal liking or dislike of the appraiser. Personal bias could be due to personal liking of the appraiser. He may like the appraise personally though he may not be deserving of promotion and persons who have better performance or better potential are not promoted if the appraiser does not like them personally.

Personal bias may occur a group or class of people who the appraiser may have personal pre-justice against their religion, cast, creed, and colour. He may not promote them though they may be more capable of promoting the business. The appraiser may see things his own way to a person who has qualities or characteristics similar to his own. The appraiser may like the persons who are similar to his own personality but that is not the way the appraisal should be done as it includes the personal bias of the appraiser.

The appraiser may see what they want to see to or except see and then assessment is effected by this attitude.

At time male appraiser have personal bias for female candidate and may think they are not capable of getting high ratings though they may be capable of getting better rating. At times of appraisal the appraiser finds or makes an opinion based on his personal opinion or the way he thinks. The appraisee may get confused at that times or he is not able to respond properly due to nervous or he may feel uncomfortable with the appraiser .the appraiser rates according to that meeting or appraisal only who the appraisal behaves between that appraisal time.

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So, the personal bias of the appraisal effects the appraisal system, as the may give higher rating to the persons he thinks is capable of getting higher rating due to his things, his attitude and his own .He may like the similar to his own and may give higher rating to them and the desiring candidates may not get good rating or the incapable candidates will be promoted by getting higher rating.

This sports the whole effect at the whole purpose the appraisal by not giving chance to the right candidate for promotion due to personal liking or disliking of the appraiser. This personal opinion about the candidate effect the whole procedure.

Q5 What is management by objective? What are its advantages and disadvantages?

Ans: The management by objective approach involves establishing performances goals jointly by the superior and subordinates for this programme to be effective both the superior and subordinate must be actively involved in objective formulating and agree on the methods to be used to assess performances.

This MBO programme involves:

• Defining key tasks for the subordinate and setting a limited number of objectives. • Establishing criteria for evaluation of objectives.

• Determining data for review of progress and making modification in original objectives.

• Having final evaluation secession for counseling and encouragement. • Setting objectives for the next cycle.

Advantages of MBO

• Improvement in management: MBO results in generally improved management

objectives cannot be set without planning and result oriented planning is the only one that make sense. MBO therefore forces managers to think about planning for results rather than merely planning activities or work.

• Development effective control: MBO also aids in developing effective controls.

Now control involves measuring results and taking actions to correct deviations from plans to ensure goals are reached.

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• Clarification of organization: Another benefits of MBO is that it forms managers

to clarify organizational roles and structure even to the extent where position could be limit around the key results expected areas, of the people occupying them companies that have effectively on the MBO program have discovered deficiencies in the organization. Such lack of delegation of authority accordingly to the results expected, decentralization management etc.

• Encouragement of personal commitment: One of the greatest advantages of

MBO is that it encourages the people to commit themselves to their goals. They have an opportunity to put their ideas .In planning programmes; they understand their areas of discreating their authority.

Some of the problems faced by the MBO programme are: • Too much paper work

• Setting too many objectives may create a problem of prioritization • May be difficult to establish measurable objectives for some jobs

• Too much emphasis on short term performance and loosing sight of long-term objectives

• May be used by some supervisors as a control devise that intimidates rather than motivates subordinates

Q6.How does long term career development of employees help an organization? What are the different phases in the career of an employee?

Ans Career development: It provides a supply of talents and abilities. Individuals

must be committed to and accept responsibility for their career development .A number of action prove useful in career development. These are:

• Job performance: Career progression depends largely on job performances, the

better the performance the higher the chances of going up the corporate ladders. • Resignation: when an individual sees career opportunities else where which are not

available in the existing, transfer may be the only alternative. When used spontaneously it results in promotion, salary increased and a new learning experience.