Take Test: MBCH732D-Human Resource Management-Jan20-Assignment1

Take Test: MBCH732D-Human Resource Management-Jan20-...
11/05/20, 10:48 AM
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Sem2.Human
Resource
Management
Take Test: MBCH732D-Human Resource Management-Jan20-Assignment1
Test Information
Description
Instructions Center for Continuing Education - UPES
Human Resource Management
Assignment 1
Total Questions: 63
Total Marks: 100
Assignment Information :
The examination will consist of only Objective type (multiple choice) questions requiring candidates to Mouse-click their correct
choice of alternatives against the related question number. The questions would carry 1 to 5 marks each depending on the difficulty
level of the question as indicated in the table below:
Difficulty Level of Questions:
1 Mark - Direct, Memory based

2 Marks - Memory & Conceptual
3 Marks - Conceptual & Analytical
4 Marks - Analytical based on understanding of concepts
5 Marks - Application based on understanding of concepts
The question paper will be for 100 marks and considering marks allotted to each question, the total number of questions
would be around 63.
There will not be negative marking for wrong answers.
In case candidate does not want to attempt the question he I she should not mouse-click any option.
The students are allowed to save the responses and come back later to resume, complete and "Save and Submit" the
assignment. However, if the Due Date has expired, then the assignment will not be accessible and will be marked as zero. In
such cases, the student can re-attempt the assignment allocated after enrolling in the subsequent Semester.
Once submitted, that answer sheet cannot be retreieved for any editing. The student has to initiate a new attempt (if
allowed), if he has submitted the assignment by mistake.
The students are normally allowed 3 chances to attempt and submit the assignment. The number of attempts availed is
displayed under the "Test Information".
The Highest Grade of the 3 attempts shall be considered for grading.
The assignments are auto evaluated, and hence no chance of re-evaluation/re-totalling is allowed to the student.
Multiple This Test allows 3 attempts. This is attempt number 1.

Attempts
Force This Test can be saved and resumed later.
Completion
Question Completion Status:
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21
22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42
43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 63
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Take Test: MBCH732D-Human Resource Management-Jan20-... 11/05/20, 10:48 AM
QUESTION 1 1 points Saved
Select the most appropriate option

Providing equal pay for jobs of equal nature based on job evaluation ensures ------- in compensation
administration.
1. External equity
2. Internal equity
3. Neutrality
4. None of the above
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Which of the following terms is not associated with job analysis?
1. Task
2. Duty
3. Position
4. Competitor

------- refers to the set of steps or stages which make up the individual's own concept of career progression
within an occupation.
1. External Career
2. Internal career
3. Career Path

The ------- form of promotion, contrarily, ensures objective evaluation of the responsibilities and duties vis-à-vis
different levels of an organization.
1. Informal
2. Formal
3. Open
4. Close

------- is a sampling technique.
1. Method study
2. Ratio-delay
3. Work Measurement

------- means having a person learn a job by actually doing it.
1. Practice
2. On-the-job training
3. Socialization
4. Social learning
5. Modeling

Which of the following is not a consideration when designing a training program that motivates the trainees?
1. Provide the opportunity to apply the material
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2. Provide prompt feedback

3. Utilize a half or three-fourths day schedule
4. Pay the trainees for the time spent in training
5. Allow trainees to set their own pace

Moving average method smoothens random errors by giving exponentially decreasing weights to ------- data.
1. Statistical
2. Historical
3. Future
4. Projected

Which of the following is the major form of promotion?
1. Informal promotion
2. Formal promotion
3. Both (1) and (2)

The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is
known as ------- .
1. Job evaluation
2. Job design
3. Job specification
4. Job description

Information regarding matters such as physical working conditions and work schedule is included in the
information about ------- an HR specialist may collect during a job analysis.
1. Work activities
2. Human behaviors
3. Machines, tools, equipment, and work aids
4. Performance standards
5. Job context

When low expectations on the trainer’s part translate into poor trainee performance, this is called the ------- .
1. Golem effect
2. Expectations fallacy
3. What you ask for is what you get effect
4. Expectancy risk
5. Trainer bias

------- is the process of dividing how much an employee should be paid.
1. Compensation administration
2. Job Evaluation
3. Job Analysis
4. Performance Evaluation

------- are developed on the basis of policies with a view to implementing them and accordingly programmes
involve one additional step beyond policies to simplify the decisions.
1. Programmes
2. Objectives
3. Procedures
4. Policies

------- application blanks are also prepared by some organizations to record personal history items associated
with job success.
1. Weighted
2. Observed
3. Organised
4. Associated

Job analysis is a process of gathering information about the :
1. Job holder
2. Job
3. Management
4. Organization

The new employees should be oriented to the organisation and to its :
1. Policies
2. Rules
3. Regulations
4. All of the above

Job specifications translate ------- into human qualifications, required for successful performance of a job.
1. Job Observation
2. Job Descriptions
3. Both (1) and (2)

The Chinese as early as 1650 B.C. had originated the -------
1. Principle of Division of Labour
2. Principle of Division of Workforce
3. Division of Human Resource

------ transfer is the movement within the same job-family.
1. Horizontal
2. Vertical
3. Both (1) and (2)

--------- basically is a reward for efficiency.
1. Transfer
2. Promotion
3. Job Rotation
4. Job Enrichment

A ------- is a predetermined established guideline towards the attainment of accepted goals and objectives.
1. Strategy
2. Programme
3. Procedure
4. Policy

Which of the following techniques are not connected with human resource planning?
1. Management of change
2. Simple linear regression
3. Succession planning
4. Markov matrix analysis

A structured process by which people become skilled workers through a combination of classroom instruction
and on-the-job training is called -------- .
1. Job instruction training
2. Understudy training
3. Programmed learning
4. Apprenticeship training
5. Coaching

Personnel managers are created for the purpose of providing ------- to line managers in order to relieve them
from the burden of management of personnel and to allow them to concentrate on their technical operations.
1. Assistance
2. Advice
3. Information
4. All of the above
5. Only (1) and (2)

------- policies, on the other hand, spell out managerial thinking on paper so that there is very little room for
loose interpretation.
1. Written
2. Implied
3. Oral

ILO defined ------- "as the application of techniques designed to establish the work content of a specified task
by determining the time required for carrying it out at a defined standard of performance by a qualified worker".
1. Work measurement
2. Method study
3. Job evaluation
4. Time study
Fit the best option

Ergonomics is derived from two Greek words; ergon, meaning work and enomos, meaning laws.

Performance-based annual bonuses are an example of :
1. Base salary
2. Short-term incentive plan
3. Long-term incentive plan
4. All of the above

Which of the following types of information can be collected via a job analysis?
1. Work activities
2. Human behaviors
3. Performance standards
4. Job context
5. All of the above

Which of the following factors is not an external influencing factor in wages and salary administration?
1. Cost of living
2. Labour legislations
3. Labour market conditions
4. Ability to pay

If an employer fails to train an employee adequately and an employee subsequently does harm to a third party,
the court could find the employer liable for ------- .
1. Negligent hiring
2. Discrimination
3. Negligent training
4. Occupational fraud
5. Adverse action
State whether the given statement is true or false

Unlike Delphi method, nominal group method involves a panel of experts.
1. true
2. false

Which of the following is not an organizational development intervention programme?
1. Team-building
2. Survey feedback
3. Leadership development
4. All of the above

------- indicates the degree to which a tool or test measures what it is supposed to measure.
1. Validity
2. Reliability
3. Dependability
4. Goodness of fit

Starting and stopping of work, rest periods, time-keeping, in subordination, fighting or drinking on the job,
smoking, report of injuries, etc. are normally incorporated in ------- .
1. Work rules
2. Work Study
3. Time Study
Choose the right option-The question may have more than one correct answer.
For some companies, conducting tests and interviews for all the candidates may not be always -------
1. Feasible
2. Cost-efficient
3. Infeasible
4. Complicated

When there are several pay grades in a pay structure, it is called -------.
1. Traditional pay structure
2. Broad-graded structure
3. Job family structure

In Labour Turnover Index, ------- number of employees employed in a given time period is decided by adding
the employees at the beginning and end and then dividing the same by two.
1. Average
2. Total
3. Equal

------- are specific goals or aims, preferably in quantitative terms and can be considered as something which
an individual or group seeks to accomplish.
1. Objectives
2. Programmes
3. Procedures
4. Policies

Typical activities covered by succession planning include:
1. Identifying possible successors.
2. Challenging and reviewing succession plans through discussion of people and posts.
3. Analysis of the gaps or surpluses revealed by the planning process
4. All of the above
5. Only (1) and (2)

Which of the following is true for Internal Mobility?
1. The movement of employees from one job to another through transfers and promotions is called internal
mobility.
2. Some employees leave an organisation due to various reasons leading to resignation, retirement and
even termination. These movements are known as internal mobility.
3. Both (1) and (2)
The objectives of a career development programme include :
1. To attract and retain effective persons in an organization.
2. To utilise human resources optimally.
3. To improve morale and motivation level of employees.
4. To increase employee turnover.

The factors which are likely to affect job design can be enumerated as :
1. Job specialisation and repetitive operations.
2. Adequate availability of potential personnel.
3. Interaction among jobs with the system.
4. All of the above
Organisations resort to transfers with a view to serve which of the following purposes?
1. To meet the organisational requirements: Organisations may have to transfer employees due to changes
in technology, changes in volume of production, production schedule, product line, quality of products,
changes in the job pattern caused by change in organisational structure, fluctuations in the market
conditions like demands fluctuations, introduction of new lines and/or dropping of existing lines. All these
changes demand the shift in job assignments with a view to place the right man on the right job.
2. To satisfy the employee needs: Employees may need transfers in order to satisfy their desire to work
under a friendly superior, in a department/region where opportunities for advancement are bright, in or
near their native place or place of interest, doing a job where the work itself is challenging, etc.
3. To utilise employees better: An employee may be transferred because management feels that his skills,
experience and job knowledge could be put to better use elsewhere. To make the employee more
versatile: Employees may be rolled over different jobs to expand their capabilities. Job rotation may
prepare the employee for more challenging assignments in future.
4. To adjust the workforce: Workforce may be transferred from a plant where there is less work to a plant
where there is more work. To provide relief: Transfers may be made to give relief to employees who are
overburdened or doing hazardous work for long periods.
5. To reduce conflicts: Where employees find it difficult to get along with colleagues in a particular section,
department or location – they could be shifted to another place to reduce conflicts. To punish employees:
Transfers may be effected as disciplinary measures – to shift employees indulging in undesirable activities
to remote, far-flung areas.
QUESTION 46
QUESTION 46
4 points Saved
In realising the HRD objectives by line managers, inter alia, also require them to play a proactive role in which
of the following area?
1. Line managers need to define the capabilities of employees. By developing such capability profiles of
employees, they can facilitate skill and competency mapping for other strategic decisions of the
organizations, like; HRM, etc. This input also helps an organization to identify shortage in critical skill
areas and accordingly organization can initiate required action plan through training and development
programmes. Apart from the above strategic functions, this also helps in developing skill inventory,
deciding about redundancy, transfer, promotion, relocation, restructuring, redeployment, etc
2. Line managers facilitate identification of training needs. Being in close proximity to the operational
people, they observe and understand the performance of employees better. This requirement is important
even for documentation of quality standards, i.e., ISO: 9000. All the ISO certified organizations have
documented systems in this respect.
3. Line managers play other developmental roles to motivate people to learn and take responsibility by
continuous coaching and developing problem solving skills, by recommending them for further training,
etc. They encourage employees to promote small group activities like; Quality Circles, TQM club, value
engineering team, etc. Many organizations prefer to involve line managers in in-house training
programmes, rather than outsourcing training experts.
4. Line managers play a role in identification and clarification of KRAs/KPAs. Setting KRAs/KPAs alone
cannot set the ball rolling. It requires continuous support and sustaining of an environment of mutual trust
and openness. Line managers by extending their help and support; enable the subordinates to realize
their goals. This inculcates a sense of achieving, which has tremendous motivational benefit.
5. In organisation development intervention, line managers play an important role by identifying required
initiatives, by participating in organizational diagnosis surveys and finally by implementing the suggestive
action plan.

Which of the following can be considered as Management Development Programmes (MDP) objective(s) for
Middle-level Management ?
1. To establish a clear picture of executive functions and responsibilities. To bring an awareness of the broad
aspects of management problems and an acquaintance with and appreciation of inter-departmental
relations.
2. To develop the ability to analyse problems and to take appropriate action. To develop familiarity with the
managerial uses of financial accounting, psychology, business law and business statistics.
3. To inculcate knowledge of human motivation and human relationships and to develop responsible
leadership.
4. All of the above
Which of the following factor(s) is / are developed the concept of HRM by replacing the traditional concept of
Labour Welfare and Personnel Management?
1. Changes in Workforce and the Nature of Work: Structural change in the occupational pattern is now a
worldwide phenomenon. Technology, increased requirement of skill and knowledge, occupational shifts,
restructuring of production, new quality systems requirement, etc., are now demanding better educated,
new generation of workers, who obviously have higher expectations from their organizations. Such a
trend calls for redefining the employer-employee relationship associated with Human Resource
Management.
2. Decline in Trade Union Pressure: Changing economic and political climate around the world resulted in
decline in trade union pressure on management. This necessitated switch in emphasis from collective
issues (traditional Industrial Relations Approach) to individual and co-operative issues i.e. the Human
Resource Management Approach.
3. Models of Excellence: Study of Successful Organizations as Models of Excellence by Peters and
Waterman (1982) and Kanter (1984) evinced the interest of HRM, as models of excellent companies,
isolating it from traditional Personnel Management Functions.
4. Failure of Personnel Management: Management of human resources as a mainstream management
activity has been advocated by Skinner (1981) and many others as their studies show Personnel
Management has failed to promote potential benefits of effective management of people.
5. Search for Competitive Advantage: The competitive advantage school of thought (pioneered by Beer,
1985, Tricky, Fombrun and Devenna, 1982) argued that better utilizations of human resources by an
organization or by any nation is necessary to achieve competitive advantage.
Which of the following is/ are limitation(s) of job evaluation?
1. Job evaluation is a systematic technique and not the scientific technique of rewarding the job. Job
evaluation lacks scientific precision because all factors cannot be measured accurately.
2. Job evaluation is regarded by the trade unions with suspicion because it is made on certain principles
and results are generally ignored. Some of the methods of job evaluation are not easily understood by
workers. Workers fear that job evaluation will do away with collective bargaining.
3. Substantial differences exist between job factors and the factors emphasised in the market. These
differences are wider in cases in which the average pay offered by a company is lower than that prevalent
in other companies in the same industry or in the same geographical area.
4. Though many ways of applying the job evaluation techniques are available rapid changes in technology
and in the supply and demand of particular spills have given rise to problems of adjustment.

The ‘father’ of Scientific Management is:
1. Henry Ford
2. Frederick W. Taylor
3. Tom Peters
4. W. Edwards Deming
5. Henri Gantt

A process in which the manager, supervisors or an external expert acts as the advisor, philosopher and guide is
called :
1. Career anchoring
2. Career development
3. Mentoring

Looking at socio-technical systems, which job design principle is not important?
1. Task variety
2. Skill variety
3. Feedback
4. Task autonomy

Technological obsolescence of engineers can be easily prevented by:
1. Behaviour modelling
2. Lectures
3. Coaching
4. Laboratory training
5. On-the-job training

A written statement of policies and principles that guides the behaviour of all employees is called ------ .
1. Code of ethics
2. Word of ethics
3. Ethical dilemma

In a ------- process, management development facilitates self-development of managers, as they learn many
things through action learning methods, sharing the experiences of each other in a simulated classroom
atmosphere.
1. Organizational Development
2. Self Development
3. Management Development
4. Employee Development

Which of the following is/ are important variables of manpower wastage?
1. Working conditions
2. Size of the firm
3. Both (1) and (2)

The HR policy which is based on the philosophy of the utmost good for the greatest number of people is
covered under the ------- .
1. Utilitarian approach
2. Approach based on rights
3. Approach based on justice

What was the traditional term used for HRP and the one often associated with personnel management?
1. Gap analysis
2. Human resource Planning
3. Employee planning
4. Manpower planning

Various ------ result in commitment, competence, cost effectiveness and congruence.
1. HR Functions
2. HR policies
3. HR Goals

The basic purpose of ------- is to ensure that the right talent is available when needed and that appropriate
development experiences are provided for higher-level employees.
1. Succession management
2. Succession Planning
3. Replacement Planning
4. Career Planning
Which of the following is / are non-cognitive traits?
1. Personality traits
2. Academic achievements
3. Motivation
4. Knowledge

------ movement of employees from one job to another may be either due to promotion, demotion,
organizational restructuring or may be for routine administrative reasons.
1. Versatility
2. Lateral
3. Parallel
State whether the given statement is true or false

The major difference between the Delphi technique and nominal group method is that under nominal group
method , experts are not allowed to discuss among themselves for assessing the questions whereas under
Delphi technique experts are given the opportunity to discuss among themselves.
1. true
2. false

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H My Assignments Take Test: MBCH732D-Human Resource Management-Jan20-Assignment1 ?

Difficulty Level of Questions:

1 Mark - Direct, Memory based

Multiple This Test allows 3 attempts. This is attempt number 1.

Question Completion Status:

QUESTION 1 1 points Saved

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2. Provide prompt feedback

QUESTION 8 1 points Saved

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QUESTION 20 1 points Saved

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4. None of the above

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QUESTION 28 1 points Saved