1. Which is a typical HR activity in an organization?

a.Logistics
b.Merchandise budgeting
c.Market planning
d.Compensation

2. Majority of the disputes in industries is (are) related to the problem of

a. Wages
b. Salaries
c. Benefits
d. All of the above

3. Section ________ of the Industrial Disputes Act 1947, states that an employer should
only retrench employees who have been most recently hired
a. 24-F
b. 24-G
c. 25-F
d. 25-G

4. The process which is continuous and stops only when the organisation ceases to exist
a. Training
b. Job evaluation
c. Hiring
d. All of the above
5. The three types of forecasts are
a. Economic, employee market, company’s sales expansion
b. Long, Short, Medium
c. Production, economic, company’s sales expansion
d. Production, labor, economic

6. A company's ' HR' department can create an advisory relationship through

a. line authority
b. staff authority
c. hiring authority
d. all of above

7. Assistance to top level management for strategic plans is provided by

a. transactional HR group
b. corporate HR group
c. embedded HR group
d. center of expertise

8. Assisting managers in HR functions of management, known as

 a. line manager
b. First line supervisor
c. staff manager
d. all of above
9. If company defines authority and communication channels for employees, it is performing
a. staffing function
b. organizing function
c. leading function
d. controlling function
10. Portfolio working is working which is:
a. Not attached to a single employer and contract of employment
b. An individual who works at home for a single employer
c. A person who demonstrates his/her work in a portfolio
d. A person who chooses more than one career

UNIT 2

1. The following system is simple, less expensive and less time consuming.
a. Paired comparison
b. Confidential report system
c. Ranking
d. Checklist method
2. The actual achievements compared with the objectives of the job is
a. Job performance
b. Job evaluation
c. Job description
d. None of the above

3. The following is (are) the option(s) while planning for surplus

a. Reassign the jobs
b. Redesign the jobs
c. Reduce work hours
d. All of the above

4. The following is (are) concerned with developing a pool of candidates in line with the
human resources plan
a. Development
b. Training
c. Recruitment
d. All of the above

5. The following type of recruitment process is said to be a costly affair.

a. Internal recruitment
b. External recruitment
c. Cost remains same for both types

6. The ________ programme once installed must be continued on a permanent basis.

a. Job evaluation
b. Training & Development
c. Recruitment
d. All of the above

7. Large recruitment ____ problematic and vice-versa

a. Less
b. More
c. Any of the above
8. The whole process of conducting a 360 – Degree Feedback process in any Organisation
could last about ________.

a. 1.5 to 3 months
b. 3 to 6 months
c. 6 to 9 months
d. 9 to 12 months

9. The following factor would be relatively low if supply of labour is higher than demand.
a. production
b. labour cost
c. wage
d. all of the above

10. The following system is simple, less expensive and less time consuming.
a. Paired comparison
b. Confidential report system
c. Ranking
d. Checklist method

UNIT 3
11. The role of the organisation in career planning is to introduce & strengthen systems to ensure
________ of employees
a. Career progression
b. Self development
 c. Economical Development
d. Skill enhancement

12. In an organisation initiating career planning, the career path model would essentially
form the basis for
a. Placement
b. Transfer
c. Rotation
d. All of the above

13. Performance development plan is set for the employee by his immediate boss.
a. Employer
b. Department Head
c. Immediate boss
d. Any of the above

14. Performance development plan is set for the employee by his immediate boss.
a. Employer
b. Department Head
c. Immediate boss
d. Any of the above

15. For closure, every worker is to be compensated with ________ average pay for every year of
service completed
a. 15 days
b. 20 days
c. 25 days
d. 30 days
16. The three important components in aligning business strategy with HR practice:
a. Business Strategy, Human Resource Practices, Organisational Capabilities
b. Marketing Strategy, Human Resource Practices, Organisational Capabilities
c. Business Strategy, Human Resource Practices, Organisational structure
d. Marketing Strategy, Human Resource Practices, Organisational structure
17. The basic managerial skill(s) is(are)
a. To supervise
b. To stimulate
c. To motivate
d. All of the above
18.Under training and development plan, the form is to be prepared in ________ form.
a. Duplicate
b. Structured
c. Detailed
d. None of the above

19. Which of the following is a benefit of employee training?

a. Improves morale
b. Helps people identify with organisational goals
c. Provides a good climate for learning, growth and co - ordination
d. None of the above

20. Which of this is a step in training process?

a. KSA deficiency
b. Provide proper feedback
c. Obstacles in the system
d. Use of evaluation models

UNIT 4

21. The following is (are) the objective(s) of inspection.

a. Quality product
b. Defect free products
c. Customer satisfaction
d. All of the above

22. In a re-engineering programme, when a process changes so does the ________ of the
concerned employee.
a. Designation
b. Job profile
c. Qualification
d. Job experience

23. Union leaders at different levels & at federations are elected on ________
a. democratic principle
b. political considerations
c. employer’s recommendation
d. seniority basis
24. The nation wide consumer councils formed by the Government comprise of representatives
of
a. Cost account and consumer
b. Various ministries
c. Manufactures of commerce
 d. All of the above

25. ______ is the simple act of comparison & learning for organisational improvement
a. Benchmarking
b. Feedback
c. Ranking
d. Job evaluation
26. HRD process variable include
a. Role clarity
b. Work planning
c. Better communication
d. All of the above

27. Which of the following is (are) the HRD score card?

a. HRD systems maturity score
b. Competency score
c. HRD competencies systems maturity score
d. All of the above
28. Stephen Knauf defined HRA as “the measurement & ________ of Human organisational
inputs such as recruitment, training experience & commitment
a. Qualification
b. Accounting
c. Development
d. None of the above
29. During which of the following stage, the firm identifies and confirms the overall business
direction
a. Clarification
b. Monitoring
c. Assessment
d. Design
30. Work-life balance practices concern:
a. How work is performed
b. How work hours are arranged
c. Who does certain work
d. Maternity and Paternity leave

41. What is the nature of Human Resource Management?

42. Discuss the functions of human Resource Management with relevant examples?
43. What are the future Challenges before managers?
44. What do you understand by psychological contract?
45. Discuss the moonlighting phenomenon.