Personel Administration

LIST OF ATTEMPTED QUESTIONS AND ANSWERS

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 True/False Question Agricultural labour

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 Difficult employees Constructive approach to discipline Serious offence corrective discipline True/False Question

Correct Answer Consistently breaks company rules Root out causes Written reprimand

Your Answer Consistently breaks company rules Hot stove rule Non compliance with rules

Non compliance with rules Written reprimand

Participation is impossible at all levels of management.

Correct Answer False Your Answer True

Multiple Choice Multiple Answer


Select The Blank Question The rater's ________ of the employee affects his assessment Correct Answer Personal opinion Your Answer True/False Question Personal opinion

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

Select The Blank Question Career planning is viable way to meet the organization's ________. Correct Answer Internal staffing requirements Your Answer Interdependency

Match The Following Question Turnaround phase Growth Phase Industry Shift phase Major integration phase

Correct Answer Motivate people Clear Vision

Your Answer Enrichment Motivate people

Comfortable with ambiguity Comfortable with ambiguity Visualize picture Visualize picture

Select The Blank Question Level of expertise of employee can be determined through ________. Correct Answer Competency Mapping Your Answer Organization development

Select The Blank Question Compensation practices are ________ across companies &


Select The Blank Question The main objective of the Payment of Wages Act is to ________ in payment of wages. Correct Answer Avoid unnecessary delay Your Answer True/False Question Avoid unnecessary delay

Production transfers are caused due to changes in market demand. Correct Answer False Your Answer True

True/False Question

The well established bases of promotion are qualification & productivity. Correct Answer False Your Answer True

Multiple Choice Multiple Answer 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 Multiple Choice Multiple Answer 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 Multiple Choice Multiple Answer 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 Multiple Choice Single Answer Question The key to a successful human resource planning is :Correct Answer An information








Correct Answer Motivate people Clear Vision

Your Answer Enrichment Motivate people

Comfortable with ambiguity Comfortable with ambiguity Visualize picture Visualize picture




True/False Question

Compensation should not ensure internal equity.

Correct Answer False Your Answer False

Multiple Choice Single Answer Question Employees are demoted on :Correct Answer Disciplinary grounds Your Answer Disciplinary grounds

Multiple Choice Single Answer Question What is necessary to maintain harmonious employee relation? Correct Answer Constant dialogue Your Answer True/False Question Constant dialogue

Consultative participation involves a higher degree of sharing views. Correct Answer False Your Answer True

Select The Blank Question ________ method of training is connected to real life problem. Correct Answer Case Your Answer Management games

Multiple Choice Single Answer Question Who Make or mar any organization? Correct Answer Men Your Answer Men

Multiple Choice Multiple Answer Question Personnel man must be a person who must have the following:Correct Answer Sensibility , Conceptual Skill , Human relation skill Your Answer Sensibility , Conceptual Skill , Human relation skill




True/False Question




Multiple Choice Single Answer Question In majority of the companies increments are linked with :Correct Answer Performance Your Answer Performance

Multiple Choice Single Answer Question Shortage of highly skilled manpower with short period but non recurring in nature can be solved through :Correct Answer Consultants Your Answer Consultants

Multiple Choice Multiple Answer 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.


Multiple Choice Single Answer Question Aims of Personnel Administration is :Correct Answer Getting cooperation of people Your Answer Getting cooperation of people

Multiple Choice Multiple Answer 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

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

Shilpa_attempt-2


Multiple Choice Multiple Answer 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 Multiple Choice Single Answer Question Participation enhances employees ability to influence decision making with corresponding assumption of :Correct Answer Responsibility Your Answer Responsibility

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

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

Match The Following Question

Correct Answer

Your Answer

Advantages of career planning Satisfied employee's needs for Satisfied employee's needs for recognition recognition Advancement stage Age of 30-45 Age of 30-45 Job performance Retirement phase Career progression Completes one career & moves on to another Career progression Completes one career & moves on to another

Multiple Choice Multiple Answer Question Approaches to discipline are :Correct Answer Hot stove rule , Warning , Immediate burn Your Answer Select The Blank Hot stove rule , Warning , Immediate burn

Personnal administration Reeta1LIST OF ATTEMPTED QUESTIONS AND ANSWERS

True/False Question

Problem solving approach should be used where criticisms are specific & focused on the person. Correct Answer False Your Answer False

True/False Question




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

Select The Blank Question ________ is a first stapes of training procedure. Correct Answer Identify training requests. Your Answer Identify training requests.

Multiple Choice Multiple Answer 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.



Multiple Choice Multiple Answer Question Job descriptions may be used to set up :Correct Answer Goals , Targets , Standards of performance Your Answer True/False Question Goals , Targets , Standards of performance



Select The Blank Question Some appraisers, at times, rate persons they like ________ than those they do not like. Correct Answer Higher Your Answer Higher

Multiple Choice Single Answer Question Demotions are less frequently used as it affects the employees' :Correct Answer Career prospects & morale Your Answer Career prospects & morale


Multiple Choice Multiple Answer Question The compensation practices differ in the following ways :Correct Answer Structure , Mix , Quantum Your Answer Structure , Mix , Quantum

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


Select The Blank Question ________ can reduces anxiety in the new employee. Correct Answer Induction Your Answer True/False Question Induction

Job of similar responsibilities must be placed in the same grade. Correct Answer True Your Answer True

Multiple Choice Single Answer Question Employees wish to know what career advancements opportunities are available in the :Correct Answer Organization Your Answer Organization

Select The Blank Question The Personnel department can create formal procedure for ________. Correct Answer Problem solving Your Answer Problem solving

Match The Following Question Correct Answer Growth Phase Industry Shift phase Major integration phase Turnaround phase Clear Vision Comfortable with ambiguity Visualize picture Motivate people

Your Answer Clear Vision Comfortable with ambiguity Visualize picture Motivate people

Multiple Choice Multiple Answer Question Job enrichment increases :Correct Answer Responsibility , Autonomy , Control Your Answer Responsibility , Autonomy , Control

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. Correct Answer False Your Answer False True/False Question Temporary shortage of manpower can not manage through overtime. Correct Answer False Your Answer False 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 Multiple Choice Single Answer Question Grievance & complaints can be reduced through Correct Answer Communication Your Answer Communication Match The Following Question Correct Answer Your Answer 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 Select The Blank

Question Compensation practices are ________ across companies & across jobs. Correct Answer Different Your Answer Different Multiple Choice Single Answer Question Who is appointed by Govt. to solve labour dispute? Correct Answer Labour Commissioner Your Answer Labour Commissioner Multiple Choice Single Answer Question The purpose of the Industrial Employment Act is to standardize :Correct Answer Working conditions Your Answer Working conditions Multiple Choice Multiple Answer Question What are the objectives of induction? Correct Answer Reduce anxiety , Reduce turnover , Save time Your Answer Reduce anxiety , Reduce turnover , Save time Multiple Choice Single Answer 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 Multiple Choice Single Answer 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 Multiple Choice Single Answer Question The trade unions are not prepared to divert themselves of their power in :Correct Answer Bargaining Your Answer Bargaining Multiple Choice Single Answer Question Participation involves parting with :Correct Answer Power Your Answer Power Multiple Choice Multiple Answer Question Process of selection includes :Correct Answer Preliminary screening , Interviews , Employment tests Your Answer Preliminary screening , Interviews , Employment tests True/False

Question Integrating the human resources function with business is not a goal of Personnel Department Correct Answer False Your Answer False Multiple Choice Single Answer Question Decision of Works Committee are :Correct Answer Recommendatory Your Answer Recommendatory Multiple Choice Single Answer Question Collective bargaining function comes under :Correct Answer Firefighting & Legal Role Your Answer Firefighting & Legal Role Multiple Choice Multiple Answer 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 Question Level of expertise of employee can be determined through ________. 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 Multiple Choice Single Answer 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 Multiple Choice Single Answer 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. Correct Answer False Your Answer True Match The Following Question Correct Answer Your Answer

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 Multiple Choice Multiple Answer 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 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 The MBO approach involves establishing performance goals jointly by Superior & subordinates. Correct Answer True Your Answer True Multiple Choice Multiple Answer 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 Multiple Choice Multiple Answer 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 Multiple Choice Single Answer Question Personal characteristics such as age & marital status may be essential for certain jobs & hence needs to be :Correct Answer Specified Your Answer Specified Multiple Choice Single Answer Question Shortage of highly skilled manpower with short period but non recurring in nature can be solved through :Correct Answer Consultants Your Answer Consultants

Multiple Choice Single Answer 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. Correct Answer True Your Answer True 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. Correct Answer False Your Answer False 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 Multiple Choice Multiple Answer 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 Multiple Choice Single Answer

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 Multiple Choice Multiple Answer 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. LIST OF ATTEMPTED QUESTIONS AND ANSWERS 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 Multiple Choice Single Answer Question Factories Act aims at protecting employees from exploitation by the :Correct Answer Employer Your Answer Employer Multiple Choice Single Answer 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 Question Correct Answer Your Answer Head hunters Higher level managerial positions Higher level managerial positions Urgent recruitment Walk-in-interviews Walk-in-interviews

Cost effective method of screening applications Educational accomplishments Educational accomplishments Medical examinations After offer letter After offer letter Multiple Choice Single Answer Question Which is external influence in the organization? Correct Answer Govt. Rules & Regulation. Your Answer Govt. Rules & Regulation. Multiple Choice Single Answer Question Objective of Personnel Administration is:Correct Answer Ensure compliance with law Your Answer Ensure compliance with law Multiple Choice Single Answer 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. Correct Answer True Your Answer True Multiple Choice Multiple Answer Question Types of manifestation of conflicts of unions are :Correct Answer Non-co-operation , Arguments , Hostility Your Answer Non-co-operation , Arguments , Hostility Multiple Choice Multiple Answer 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 Multiple Choice Multiple Answer 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 Multiple Choice Single Answer

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 Multiple Choice Multiple Answer 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 Multiple Choice Single Answer Question Qualities of personnel Manager is :Correct Answer Support to top management Your Answer Support to top management Multiple Choice Multiple Answer 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 Question Correct Answer Your Answer 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 Multiple Choice Single Answer Question Characteristics of personnel Manager is:Correct Answer Specialist in organization theory Your Answer Specialist in organization theory Select The Blank

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 Multiple Choice Single Answer Question Salary structure is developed by :Correct Answer Job evaluation Your Answer Job evaluation Multiple Choice Multiple Answer 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 Multiple Choice Multiple Answer Question The Contract Labour act provides for :Correct Answer Abolition of contract labour , Improve conditions of work , Provision for health & welfare Your Answer Abolition of contract labour , Improve conditions of work , Provision for health & welfare Multiple Choice Single Answer 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 Multiple Choice Multiple Answer 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 True/False

Question Employee can perform in friendly environment. Correct Answer True Your Answer True Multiple Choice Single Answer 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 Multiple Choice Multiple Answer Question Special features of the BIR Act are :Correct Answer Establishing an Industrial Court , Establishing Labour Court , Making victimization illegal 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 Multiple Choice Single Answer Question Oral reprimand is sufficient to achieve :Correct Answer Desired results Your Answer Desired results Multiple Choice Multiple Answer 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. Correct Answer True Your Answer True 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

True/False Question It is mandatory in all States to inform the employment exchange of vacancies at workmen level. Correct Answer False Your Answer False Multiple Choice Single Answer 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 Production transfers are caused due to changes in market demand. Correct Answer False Your Answer False True/False Question Induction is part of training. Correct Answer True Your Answer True LIST OF ATTEMPTED QUESTIONS AND ANSWERS Multiple Choice Single Answer 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 Multiple Choice Multiple Answer 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. Correct Answer False Your Answer False Multiple Choice Single Answer Question Participation enhances employees ability to influence decision making with corresponding assumption of :Correct Answer Responsibility Your Answer Responsibility

Multiple Choice Multiple Answer 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 Multiple Choice Multiple Answer 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. Correct Answer True Your Answer True True/False Question Employee should participate in the decision making process. Correct Answer True Your Answer True Multiple Choice Multiple Answer 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 Multiple Choice Single Answer 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 Multiple Choice Single Answer Question Which is the last stapes in training? Correct Answer Out put of training. Your Answer Out put of training. Multiple Choice Single Answer Question Which is internal influence in the organization? Correct Answer Goals & Objective Your Answer Goals & Objective Multiple Choice Single Answer

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 Multiple Choice Multiple Answer 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 Multiple Choice Multiple Answer Question Job descriptions may be used to set up :Correct Answer Goals , Targets , Standards of performance Your Answer Goals , Targets , Standards of performance Multiple Choice Multiple Answer 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 Multiple Choice Multiple Answer 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 Multiple Choice Single Answer Question What is necessary to maintain harmonious employee relation? Correct Answer Constant dialogue Your Answer Constant dialogue Select The Blank

Question Problem solving approach method identifies problems which may be interfering with________. Correct Answer Employee performance Your Answer Employee performance Multiple Choice Single Answer 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 Multiple Choice Single Answer Question Promotion is an advancement of a employee to a better job in terms of :Correct Answer Higher responsibility Your Answer Higher responsibility Multiple Choice Multiple Answer 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. Correct Answer False Your Answer False True/False Question Consultative participation involves a higher degree of sharing views. Correct Answer True Your Answer True 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 Multiple Choice Single Answer

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 Multiple Choice Multiple Answer 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 Multiple Choice Single Answer Question The management's primary interest lies in :Correct Answer Improving productivity Your Answer Improving productivity Multiple Choice Multiple Answer 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 Question Participation is impossible at all levels of management. Correct Answer False Your Answer False Match The Following Question Correct Answer Your Answer 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 Your Answer False

Multiple Choice Multiple Answer 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 Multiple Choice Single Answer 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. Correct Answer True Your Answer True

PERSONNEL MANAGEMENTQ9 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.

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 his morale will come down.

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 persons 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 & employees people from theyre 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.

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 1940s. 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 todays 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. Measuring QWL:

Waltons & 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. Creation of organization culture and facilitation of organizational commitment.

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 Intermediate Long Range within one year one year to 3 years 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

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 organizations 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 members personal skills, acceptance by the group, leadership ability and individual inference. Management Games:

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 participants 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 participants sense on factors to be assessed. Interview: are conducted to determine the participants current interests, background, past performance and motivation. Through these processes, the participants 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 raters 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,.

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 persons 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 dont. 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.

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.

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.

Mentors: Mentors can aid career development by sharing their knowledge and insight and wisdom to help their junior managers. Growth opportunities: Individuals can expand their abilities by enrolling for training programme, acquiring additional degree, seeking new work assignments. When an opportunity arises in an organization, employee with the required skills would be placed in that position.

Employeescareer development cannot take place without support from top management. Commitment of top management is crucial, employee also need to be given feedback about their career development efforts. It is difficult for an employee to sustain years of preparation to reach career goals unless they receive feedback. Career development does not guarantee success but without it employees would not be ready for a job when the opportunity arises. Career development looks at the long term career effectiveness and success of organization personal .The long term career development of employees through career development programmes help the organization .in the following ways: By the availability of talent: Career development efforts are consistent with, and a natural extension of human resource & planning. Changing staff requirement over the intermediate and long term should be individual employees to help them identified in human resources planning working with better align their needs and aspiration with those of the organization will increase the probability that the right people will be available to meet the organization changing staff requirement. Attract & retain high talent personal: Outstanding employees will always be scare and they usually find there is considerable competition to secure their services. Such individuals may give performances to employers who demonstrate a concern for their employees future. If already employed by an organization that offer career advice, their people exhibits greatly loyalty and commitment to their employers .As more and more people seeks jobs that offer challenges, responsibility and opportunities and advancement realistic career planning becomes increasingly necessary career development should result in a better individual organization match for such individual and lead to less turnover. Unfortunately the recent years where characterized by a strong economic growth and reduced advancement opportunities. The result is increased frustration of employees when they see a significant disparity between their aspirations and actual opportunities. Career counseling can result in more realistic employee expectation. Different phases in the career of an employee: Most working people go through career stages and it has been found that an individual moves through these stages:

Establishment Stage: The first five years of a career are linked to establishment stage where safety needs are the highest. This is the beginning of a persons work life and the focus is on earning well to acquire assets the person believes are essential like a car, house, furniture and such other. Advancement Stage: The advancement stage begins from the age of 30-45. During this period the persons safety needs would have been largely satisfied. Hence there is considered less concern for hygiene factors (house, car) and focus shifts to achievement, esteem and autonomy on the job. Maintenance Stage: During this period gains of the past are consolidated. Since the individual has satisfied the psychological and financial needs this phase is a period of creativity. The employee now wishes to satisfy his esteem and selfactualization needs. However, many people experience psychological xxxxx. Retirement Stage: During this phase individual completes one career and moves onto another. The individual now has the freedom to take an activity that he may have been interested in such as social work, teaching which were difficult to pursue while working.

PART BQ.4. What are the key elements in the disciplinary process? Ans: Discipline is action taken by management to encourage compliance with organizations standards. Its a process to correct and mould employees for better performance. There are two types of disciplines preventive and corrective. Preventive Discipline: is action taken to encourage employees to follow standards and rules so that indiscipline is prevented. The Personnel Department plays a major role in preventive discipline. They communicate rules to employees, conduct training programmes and even counsel employees, if necessary. Corrective Discipline: is action taken when there is non-compliance with the rules. Typically, corrective discipline is a penalty like warning or suspension. Types of Discipline Action Oral Reprimand: In most cases, an oral reprimand is sufficient to achieve desired results. Superiors must know their employees well to know whether to mention the offence casually is fine or severe dressing down is necessary to get attention and cooperation and bring about change.

Written Reprimand: When the offence is more serious, written reprimand may be given. Since this would remain on the employees record it is regarded as a more severe penalty. Loss of Privileges and Fines: Loss of privilege means losing a good assignment or the right to work on a machine of ones choice for offences. Leaving the work place without permission a time may be imposed which would have a relationship with the amount of time lost due to the offence. Lay off demotion, discharge: There are several penalties and usually out of the preview of the supervisor alone. These disciplinary actions have to be taken in consolation with the personal department and senior managers after a proper enquiry.

Key elements in the disciplinary process: First of all the root causes: Two supervisors needs to identify reasons for indiscipline. This can be achieved by interacting regularly with employees and their co-workers and observing them closely on the job. Analyse reason purpose performances: through frequent interaction and observation determine if the indiscpline is due to lack of skill and training low effort or circumstances beyond the employees control. Prepare for discipline interview: After determining causes and reason for poor performance, prepare for an interview with the employees by examining past records and taking to previous supervisor. Conduct the interview core and professionalism: Conduct the interview privately and discuss the problem, not the person give the employees on opportunity to speak and listen to his point of view also. Some discipline: Prescribe the discipline steps to taken according to the problem in specific terms with a clean timetable. Win respect Administer disciple in a firm and equitable manner and earn respect.

Thus, These are some of key elements in a discipline process. Q3.what are the limitation to applying the hot stove rule to all employees? Ans. Hot stove rule is an approach to disciple. This disciplinary action has the same characteristic, as the penalty a person would receive if he touched a hot stove. The consequences are:

Warning: Before any behaviour has taken place the consequences of undesirable behaviour are communicated to the employees. Immediate turn: If any disciplinary action has to be taken, it is taken immediately after the undesirable act has accrued. The employee must be able to see the connection between the act and the punishment. Consistency: The same action is taken against any person performing the undispable act: there is no discrimination. Impersonality: The disciplinary action is not against an individual, it is meant to eliminate undesirable behaviour.

In hot stove approach the progressive discipline approach is administrative to give an employee a chance to take corrective action (warning) before more serious penalties are improved .therefore the of penalty is increased every time the offence is repeatedly .The objective of the discipline programme is to create and maintain a productive responsive work force. Limitation of the hot stove rule Hot stove rule like the progressive discipline focus as the past behaviour the employees is punished in the present for employees is punished in the present for what he has done in the past through he may realize that he was wrong in the past. It spoils the image of the company in the eyes of the employees as they fell insecure and there morale comes down or some employees who are discipline in positive way may not remain committed to their job or feel good about the company. It doesnt focus much on seeing that indiscipline does not occur in the first place. It first starts with warning and communicating the penalties .It is not future oriented like positive discipline. The person who is punished so severely doesnt remain loyal to the company and create fans in other employees as well. In spite of all these limitation, Hot stove rule has certain advantages also: Due to its serve punishment employee remain in discipline organization, rate of productivity increase when there is an atmosphere of discipline. There is no discriminate all the employees who does the same indiscipline are punished equally. Before, any punishments given warning is given in the satisfy before any behaviour has taken place the consequence as of undesirable behaviour are communicated to the employees.

It is not against: any individual, in personal .It is directed formal a person; it is meant to eliminate undesirable behaviour. Creates an atmosphere of discipline in the organization. Q1.How can conflicts are avoided in an organization? What are the differences between arbitration and mediation? Ans: Conflicts are part of the natural order of the things .In an organization, employees and management have divergent resources may be allocated and this leads to grievances. The PM plays and important role in handling disagreements while each supervisor deals only with problems occurring in his department The personal executive has a company wide perspective of complaints and can identify the types and cause of the problems with this information the personnel department can create formal procedure for problem solving. Conflicts generally arise on certain issues between the union and the management and the workers. It is necessary to avoid the rest cause of all the conflicts for that is important first of all to discover the reasons for conflicts generally conflicts due to following reasons on the part of union, management, workers etc.

Manifestation of conflictManifestation of organization group conflict: (Union management conflict) Manifestation of Union Non co-operation Argument Hostility Stresses Unwillingness To negotiate Resentment Absenteeism manifestation of management unwillingness to Negotiate termination demotion Lay offs Lockouts absenteeism complaints instances of Breaking of rules strikes Manifestation of individual (Unorganized conflicts) workers unorganized with holding of efforts international waste And inefficiency labour turnover managers automatic supervision over-strict discipline penalties unnecessary Firing demotion lays offs lock outs

Work to rule Demonstration Loss of production Strikes

If the conflict occurs then there are certain resolution like: The first step in the resolution of conflict is their discovery and exposure. Direct observation: Not all problems are express but a good supervisor known the customary behaviour of his subordinates. When a significant change occurs in his behaviour or work it may be assumed that employee has a problem. Open door policy: A formal open door procedure allows an employee to discuss his problem with his supervisor and then up the hierarchy to the highest level, if necessary. Personnel counselors: employees can discuss these problems with these experts who would protect their identity. Suggestion boxes: Companies can set up a suggestion box in which the employee may write their problem. Exit interview: If the conflict is so great that the employee resign the exit interview provides are best opportunities to discover the nature of dissatisfaction. Ombudsman approach: Ombudsman approach is investigation as mediator who solves the problem and give a solution which is except able to both the management and the employee etc.

ARBITRATION The grievance handling procedure does not always work and when a deadlock occurs the union management or the employees are unable to solve the conflict on arbitration is required. The arbitrator acts as Judge, hear both sides of the dispute and after weighing the facts renders abiding decision which is to be accepted by both the parties.

MEDIATION It is different from arbitration in that the mediator is a third party who enters a dispute but has no power of decision. He can only suggest, coax, recommend or keep the two parties talking with each other.LIST OF ATTEMPTED QUESTIONS AND ANSWERS







Correct Answer Motivate people Clear Vision Comfortable with ambiguity Visualize picture

Your Answer Enrichment Motivate people Comfortable with ambiguity Visualize picture






True/False Question



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 True/False Question Agricultural labour

It is mandatory in all States to inform the employment exchange of vacancies at workmen level. Correct Answer False Your Answer True Participation is impossible at all levels of management.

True/False Question


Select The Blank Question Information Technology reverses the effect of ________. Correct Answer Bureaucracy Your Answer Rigidity

Multiple Choice Single Answer Question All applicants are asked to fill up an :Correct Answer Application blank Your Answer Application blank

Multiple Choice Single Answer 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 Commitment

Multiple Choice Single Answer Question Bombay Industrial Relation Act 1946 provides guidelines for the relationship between :Correct Answer Employees & employer Your Answer Employees & employer

Select The Blank Question Transfer is a ________. Correct Answer Horizontal job assignment Your Answer Horizontal job assignment

Select The Blank Question Article 43 'A' was inserted in the constitution under the ________. Correct Answer Directive Principles of State Policy Your Answer Fundamental Rights

Select The Blank Question Advertisement is an ________ of seeking recruits. Correct Answer Effective way Your Answer Effective way

Multiple Choice Single Answer Question Which cost can save through good induction or orientation program? Correct Answer Labour Cost. Your Answer Labour Cost.

Select The Blank Question ________ is a tool of data collection. Correct Answer Questionnaire Your Answer Questionnaire

Multiple Choice Single Answer Question Employees wish to know what career advancements opportunities are available in the :Correct Answer Organization Your Answer Organization

Multiple Choice Single Answer Question What is the action involved in job redesign? Correct Answer Job rotation Your Answer True/False Question Training

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

Correct Answer True Your Answer True/False Question True Hiring, Termination & Turnover of employee dose not involve cost.


Multiple Choice Single Answer Question The process of Job Analysis involves :Correct Answer Clear understanding of the job. Your Answer True/False Question Clear understanding of the job.



Select The Blank Question An effective organization must meet both company's objectives & employee ________. Correct Answer Needs Your Answer Needs

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

True/False Question

Standing orders means the rules of conduct for workmen employed in industrial establishments. Correct Answer False Your Answer True

Multiple Choice Single Answer Question HRIS can be useful for almost all the :Correct Answer Personal functions Your Answer Personal functions

Select The Blank Question Problem solving approach method identifies problems which may be interfering with________. Correct Answer Employee performance Your Answer Employee relation

Select The Blank Question Personnel Administration is concerned with managing people at________. Correct Answer Work Your Answer Work

Select The Blank Question Issues of collective bargaining and ________ are outside the scope of council. Correct Answer Individual grievances Your Answer Salary negotiations

Multiple Choice Single Answer Question Outsourcing is a viable solution for the companies that do not have sufficient work for :Correct Answer Full time employees Your Answer Part time employees

Multiple Choice Single Answer Question In majority of the companies increments are linked with :Correct Answer Performance Your Answer True/False Question Performance

Before any behavior has taken place the consequences of undesirable behavior are communicated to the employee. Correct Answer True Your Answer False

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 True/False Question Various jobs

The policy of the organization is to give top priority to Human Resource Development. Correct Answer True Your Answer True

Multiple Choice Single Answer Question The benefit to employer under the Employment Exchange is that he has a wider choice of :Correct Answer Applicants Your Answer Jobs






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

Select The Blank Question ________ means limitation of organized action. Correct Answer Directing Your Answer Directing

Match The Following Question Demotion Rotation transfer Measurement of merit Transfer

Correct Answer Lower level job To increase the versatility of employees Highly difficult Reduces monotony & boredom

Your Answer Lower level job To increase the versatility of employees Highly difficult Reduces monotony & boredom

True/False Question

Under ID Act, unfair acts on the part of employers, workmen or trade unions are called unfair labour practices. Correct Answer False Your Answer False

Select The Blank 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

Multiple Choice Multiple Answer Question Under the trusteeship, the inherent responsibility of business enterprises is towards it's :Correct Answer Consumers , Workers , Shareholders


INCLUDEPICTU RE "http://www.scdl.n et/Assessment/im ages/spacer.gif" \* MERGEFORMAT INET True/False Question


Correct Answer False Your Answer INCLUDEPICTU RE "http://www.scdl.n et/Assessment/im ages/spacer.gif" \* MERGEFORMAT INET Multiple Choice Single Answer Question Employees are demoted on :Correct Answer Disciplinary grounds Your Answer INCLUDEPICTU RE "http://www.scdl.n et/Assessment/im ages/spacer.gif" \* MERGEFORMAT INET Multiple Choice Single Answer Question What is necessary to maintain harmonious employee relation? Correct Answer Constant dialogue Your Answer INCLUDEPICTU RE "http://www.scdl.n et/Assessment/im ages/spacer.gif" \* MERGEFORMAT INET True/False Question Constant dialogue Disciplinary grounds False

Consultative participation involves a higher degree of sharing views. Correct Answer False

Match The Following Question Objective of industry Maintenance of work force Principles of Personnel Administration Personnel Manager has to have support Match The Following Question IT process in Personnel Management HRIS Online panel of experts Online guidelines to line managers Match The Following Question Objective of industry Maintenance of work force Principles of Personnel Administration Personnel Manager has to have support Match The Following Question Procedure of training Induction Training Type of training Match The Following Question Advantages of career planning Advancement stage Job performance

Correct Answer Profit Labour Welfare Activity Dignity of labour Top Management Correct Answer Reduction in cost Facilitates Personnel decisions Standard disciplinary actions Organizational development Correct Answer Profit Labour Welfare Activity Dignity of labour Top Management

Your Answer Profit Profit Labour Welfare Activity Dignity of labour Your Answer Training & development Standard disciplinary actions Facilitates Personnel decisions Organizational development Your Answer Profit Labour Welfare Activity Dignity of labour Top Management

Correct Answer Identify training needs Reduces Turnover Exposed to new idea Job rotation Correct Answer Satisfied employee's needs for recognition Age of 30-45 Career progression

Your Answer Identify training needs Reduces Turnover Exposed to new idea Job rotation Your Answer Satisfied employee's needs for recognition Age of 30-45 Career progression

Retirement phase Match The Following Question Indirect benefits Factors affecting compensation Incentive system Group incentive plan Match The Following Question Shop Council Works Committee Participation WPM Match The Following Question

Completes one career & moves on to another Correct Answer Medical benefit Supply & demand Piece work Cost reduction plan Correct Answer 500 or more workers I.D.Act Parting with power Promotion of Industrial Democracy Correct Answer

Completes one career & moves on to another Your Answer Medical benefit Supply & demand Piece work Cost reduction plan Your Answer 500 or more workers I.D.Act Parting with power Promotion of Industrial Democracy Your Answer Satisfied employee's needs for recognition Age of 30-45 Career progression Completes one career & moves on to another

Advantages of career planning Satisfied employee's needs for recognition Advancement stage Age of 30-45 Job performance Retirement phase Career progression Completes one career & moves on to another

Match The Following Question Indirect benefits Factors affecting compensation Incentive system Group incentive plan Match The Following Question Difficult employees Constructive approach to discipline

Correct Answer Medical benefit Supply & demand Piece work Cost reduction plan Correct Answer Consistently breaks company rules Root out causes

Your Answer Medical benefit Supply & demand Piece work Cost reduction plan Your Answer Consistently breaks company rules Hot stove rule

Serious offence corrective discipline Match The Following Question Growth Phase Industry Shift phase Major integration phase Turnaround phase Match The Following Question Procedure of training Induction Training Type of training

Written reprimand Non compliance with rules Correct Answer Clear Vision Comfortable with ambiguity Visualize picture Motivate people Correct Answer Identify training needs Reduces Turnover Exposed to new idea Job ro

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