MALLA REDDY INISTITUTE OF MANAGEMENT

HUMAN RESOURCE MANAGEMENT

UNIT -1
FILL IN THE BLANKS
1. _____HR MANAGER,EMPLOYEES_________ are those which have a direct responsibility for the
accomplishment of objectives of an enterprise.
2. ______HRM_____ is a series of decisions that affect the relationship between employees and employers.
3. Hr matrix is an integration of _________HR STRATEGIES AND ACTIVITES___________ .
4. _______STAFF ORGN_______ involves those individuals who are engaged in activities that guide the
line in achieving objectives.
5. Stock holders are a part of _______STAKE HOLDERS______ .
6. Strategic typology of human resources consists of _____4_______ quadrants.
7. _____OUTSIDE-IN APPROACH,INSIDE-OUT APPROACH________ approaches can be adopted in
formulation of HR strategy.
8. ______HRMANAGER________ act as a bridge between management and employees.
9. _______HRIS_______ is very expensive with regard to money and manpower requirement.
10. ___HRM____ is a line managers responsibility but a staff function.
11. HR strategy is used to _______FULLFIL REQUIREMENT OF BUSINESS_________ .
12. Resourcing is a process _______ATTRACT AND RETAIN TALENT AND COMPETENT
EMPLOYEES________ .
13. _____BASEBALL TEAM______ focuses on bringing talent and different levels and gives less importance to
development.
14. Acquisition, development, integration ,maintenance will fall into ______OPERATIVE
FUNCTIONS________ functions of HRM.
15. Quality of work life is maintained to ______MAKE THE PEOPLE TO ATTRACT TOWARS
ORGN________ .
16. The main objective of HRM is ______TO UTILIZE AVAILIABLE HUMAN RESOURCE
EFFECTIVELY_______ .
17. HRM focuses on task achievement rather than _______RECORD KEEPING_________ .
18. ______COMPETITIVE ADVANTAGE________ is used to create a value creation with available human
resources.
19. Retrenchment is an act of ______CUTTING DOWN OR REDUCTION OF EXPENSES_______ .
20. Strategic objective and action plan are the components of ______HR STRATEGY________ .
21. Human capital management provides direction to ______VALUE ADDING PEOPLE MGMT &
OPERATIONAL ACTIVITES_________ .
22. Defenders concentrate on _______INCREASING THEIR EFFICENCY_________ .
23. Staff managers act as ______SPOKESMAN_______ or _______ADVISOR_______ of management.
24. HRSS stands for ________HUMAN RESOURCE SELF SERVICE SYSTEM____________
25. HRD stands for _____HUMAN RESOURCE DEVELOPMENT_________
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Key

1. HR managers, employees
2. HRM
3. HR strategies and activities
4. Staff organization
5. Stake holders
6. 4
7. Outside – in approach, inside- out approach
8. Human resource manager
9. HRIS
10. Human resource management
11. Fulfil requirements of the business
12. Attract and retain talent and competent employees
13. Baseball team
14. Operative functions
15. Make the people to attract towards organization
16. To utilize available human resource effectively.
17. Record keeping
18. Competitive advantages
19. Cutting down or reduction of expenses
20. HR strategy
21. Value adding people management and operational activities
22. Increasing their efficiency
23. Spokesman or advisor
24. Human resource self-service system
25. Human resource development

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MULTIPLE CHOICE QUESTIONS

1.Meta qualities are ( 1,4)

1)Creativity, mental agility 2)social skills and abilities 3)emotional resistance 4)self knowledge

2.HRA falls into activity ( 3 )

1) Compensation 2) development 3)maintenance 4)integration

3. Corporate social responsibility is ( 2)

1) HR function 2) HR strategy 3) HR policy 4) HR challenges

4.Analyzers concentrate on ( 1)

1) acceptance of new ideas 2)opportunities 3) efficiency 4) individuals

5.Line organization build relations with ( 2)

1)employees 2)trade unions 3) managers 4)none of the above

6.staff officials are (1 )

1) administrative assistants 2)managers 3) customers 4)stake holders

7.line organization involves individuals from (1 )

1)manufacturing 2)internal organization 3)customers 4)shareholders

8.which one of the following comes under characteristics of HRM (4 )

1)people oriented 2) task oriented 3)future oriented 4) all

9.staff is a _____________ relationship ( 3 )

1)controlling 2)unbalanced 3) assisting 4)powerful

10. A ____ employee who has no sufficient skills to beget promoted after sometime on his profile ( )

1)expatriate 2)plateaued 3)leased 4) waged

11.horizatal maps are used to implement (2 )

1)HRM 2)HR score card 3)HR matrix 4)strategic HRM

12. HRM activities are also includes ( 4 )

1) Role analysis 2)HRP 3)orientation , T & D 4)all the above

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13.____________ is allowing outside vendors to provide services ( 4)

1)competency building 2)globalization 3)outsourcing 4)aligning

14.what are the following is a benefit of employee training ( 2)

1)learning 2)identify organizational goals 3)improve morale 4)none

15.first come last go and last come and first go is principle of (3 )

1)dismissal 2)closure 3)retrenchment 4)lay off

16.the gap between management and employee is done with (2 )

1)HRM 2) SHRM 3)GHRM 4)IHRM

17.features of HRIS are (1 )

1)integration, intranet, self-service 2)procuring 3)maintenance 4)none

18.payroll,benefits management employee record falls in _______ quadrant of typology of HR activities (2 )

1)4 2) 3 3) 1 4) 2

19.metaqualities will leads to (2 )

1)successful employee 2)successful manager 3)employer 4)none

20.emotional stress is caused due to ( 4)

1)authority 2)power 3)targets and dead lines 4)all the above

21.competency building is done with (3 )

1) HRM 2) outsourcing 3)SHRM 4)None

22._____ is a process of welcoming and receiving an employee for first time he/she joins in company (4
)

1)recruitment 2)promotion 3)placement 4)induction

23. HRIS is a system of ( 4)

1)assembling information 2) organizing information 3)communicating 4)all

24.HR manager should be as (4 )

1)liaison 2)succession planner 3)IR 4)all the above
25. HRD is used for (3 )
1)development of organization 2) improve efficiency 3)over all development of employees 4)none

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Key

1. 1 & 4
2. 3
3. 2
4. 1
5. 2
6. 1
7. 1
8. 4
9. 3
10. 2
11. 4
12. 4
13. 3
14. 2
15. 3
16. 2
17. 1
18. 2
19. 2
20. 4
21. 3
22. 4
23. 4
24. 4
25. 3

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UNIT- II
FILL IN THE BLANKS
1. Enriching the organization with ______TALENTED EMPLOYEES______ is a crucial task of the HR
department.
2. _______JOB ANALYSIS______ is the process of studying and collecting information
relating to operations and responsibilities of specific job.
3. Subjective questions in the form of yes or no is the method of ______CHECK LIST_______ .
4. The relationship between the employees and its organization with respect to its job is called ____SYSTEM
EXCHANGE MODEL____ .
5. ______WORK FLOW_______ is the movement of work from one department to another till is
accomplishment.
6. ______ANALYSIS_____ and ______MAPPING______ of workflow is critical in planning HR
requirements.
7. _______WORK PROCESS MAPPING_______ is frequently used by an organisation for job description.
8. Different dimensions of job and its influence on employees is known as _______JOB DIAGNOSTIC
MODEL________ .
9. The process of deciding on the contents of a job in terms of its duties and responsibilities is _______JOB
DESIGN______
.
10. The process of designing ,motivating jobs to make it more rewarding is _____JOB ENRICHMENT______ .
11. Ranking a job, but not a job holder is ______JOB EVALUATION_____ .
12. Earning on successful completion of any given task is ____REWARD______ .
13. Extrinsic rewards are _______FINANCIAL REWARD________ .
14. Forming a mental picture of a person on the basis of his/her age ,appearance etc., is _____STEREO
TYPING______.
15. The loss of employees to an organization is referred to as ______WASTAGE_______ .
16. _____EMPLOYEE TURN OVER______ is defined as the rate at which the employees join and leave the
organization.
17. _____RECRUITMENT________ is development and maintenance of adequate manpower resources.
18. _____SELECTION________ is a process by which candidates are offered employment and those who will
not.
19. ______PRELIMINARY INTERVIEW_______ is usually short and its objective is to eliminate the
unqualified .
20. ____PLACEMENT_______ is assignment are reassignment of an employee to a new or different job.
21. ______JOB FAMILY_______ explains classification of various job based on the nature of the job.
22. Training is the act of increasing the _______KNOWLEDGE&SKILLS____________ of an employee for
_____JOB______ .
23. A _____COHORT______ is a group of people who experience the same event during the same time period.
24. In ______VESTIBLUE________ training method , actual work conditions are stimulated in a class room.
25. Reactions , capability , application and worth are the outcomes of ______________ .

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Key
1. Talented employees
2. Job analysis
3. Check list
4. Systems exchange model
5. Work flow
6. Analysis, mapping
7. Work process mapping
8. Job diagnostic model
9. Job design
10. Job enrichment
11. Job evaluation
12. Reward
13. Financial reward
14. Stereo typing
15. Wastage
16. Employee turn over
17. Recruitment
18. Selection
19. Preliminary interview
20. Placement
21. Job family
22. Knowledge & skills , job
23. Cohort
24. Vestibule
25. Bells system approach

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MULTIPLE CHOICE QUESTIONS

1. Which one is not a part of recruitment process (2 )

1)attracting candidates 2)selecting candidates 3)determining requirements 4)planning recruitment campaign

2.which one is not a none quantitative job evaluation method ( 3)

1)grading method 2) ranking method 3) point rating method 4) job classification method

3.performance appraisal is a double edged tool to (4 )

1)offering challenges for promotion 2) accompany the course of demotion 3)create space for
employee to survive 4)all of the above

4.job evaluation criterion comes from ( 4)

1) job manual 2)job duration 3) job description 4)job specification

5. recruitment means ( 4)

1) inquiries made 2) selections made 3) persons shortlisted 4)application received

6. when human relations training is given to managers, the method adopted is ( 2)

1)role play method 2)sensitivity training method 3) in basket exercise 4)managerial grid exercise

7.which one of the following is not the characteristic of planning ( 3)

1)persuasive 2) deals with future 3) not strategic 4)selection of action

8.premature evaluation is type of ( 3 )

1)personal barrier 2)semantic barrier 3)psychological barrier 4)organizational barrier

9.training program for anew employee is ( 1)

1)induction program 2)sensitivity training 3)in - basket exercise 4)apprenticeship training

10. technic of drawing conclusion from candidates hand writing in a roll (3 )

1)astronomy 2) phrenology 3) graphology 4) physiognomy

11.which of the following options a component of remuneration ( 4)

1) motivation 2)commitment 3) external equity 4)fringe benefit

12.people should be regarded as assets rather than valuable cost was emphasised on ( 4)

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1)public administration 2) personal administration 3)personal management 4) HRM

13.which method is used for evaluating the performance of executives or supervisory position (1)

1)assessment centre 2)360 degree feedback 3)psychological appraisals 4)B.A.R.S

14.tomuch of reliance on internal recruitment can result in (4 )

1)internal conflict 2)labour turn over 3) poor group dynamics 4)reduced job performance

15.who introduced the concept of quality circles in India ( 2)

1)P.V.Rao 2) S.R.Udapa 3) Udai pareek 4) Dharani p . Sinha

16.the other name for sensitivity training is ( 2 )

1)brain storming 2) T-Group training 3) In- Basket exercise 4)managerial grid training

17.”Red hot stove” rule of disciplinary action was suggested by ( 3 )

1) Dail eyader 2) Fred Luthan S 3)Douglas M c Gregor 4) Richard . P.Calhon

18.human values in regard to management development do not include ( 1)

1) arrogance and anger 2) humility and honesty 3)dignity and forgiveness 4) gratitude and gentleness

19.which of the following is the meaning of “golden hand shake “? (3 )

1)it is a gift 2)it is a gratis 3) it is a bribe 4) it is compensation

20.which of the following is a benefit of employee training (2 )

1)improve morale 2)helps people to identify with organization goals 3)good climate for growth 4)none

21.which one of the following is a not method of job evaluation (4 )

1)grading 2)ranking 3) point method 4)force distribution

22.the appraisal method which uses role plays ,case studies is (1 )

1)assessment centres 2) BOS 3)bars 4)critical incident method
23.recruitment is a process done for ( )
1) potential employees 2) organizational requirements 3) searching for resources 4) none
24.HR planning provides regulatory measure ensure ( 2 )
1) adequate resources 2) adequate manpower 3)adequate development 4) none
25. the most commonly used technique of job evaluation is ( 4)
1) factor comparison 2) grading 3) paired comparison 4) point rating
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Key

1. 2
2. 3
3. 4
4. 4
5. 4
6. 2
7. 3
8. 3
9. 1
10. 3
11. 4
12. 4
13. 1
14. 4
15. 2
16. 2
17. 3
18. 1
19. 3
20. 2
21. 4
22. 1
23. 1
24. 2
25. 4

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UNIT – III

MULTIPLE CHOICE QUESTIONS

1.Which is the Human Relation Policy? ( )

1)open communication 2)common interest 3)mutual acceptance 4)all

2.the goal of HRD is to develop ( )

1) employee 2)individual role 3)individual future role 4)all

3.which is one of the part of HRD system( )

1)training 2)carrier planning 3)manpower planning 4) organizational development

4.carrier planning ,carrier path model would be essentially form the basis for ( )

1)placement 2)transfer 3) Rotation 4)All

5.the basic managerial skills are ( )

1)supervise 2)stimulate 3)motivate 4)all

6.the role of organization in carreier planning is to ensure ( )

1)career progression 2)self development 3)economic development 4)skill enhancement

7.stages in career are ( )

1)exploration 2)all 3)establishment 4) none

8.psychological contract consists of ( )

1)causes 2)content 3)consequences 4)all

9.choice od carer depends upon ( )

1)organization 2)preference &requirement 3)psychology 4)none

10.generation X of people falls in the range of ( )

1)1980-90 2)1945-65 3)before 1945 4)1986-90

11.research is a short cut to ( )

1)knowledge & understanding 2)job design 3)investigation 4)all

12.___________ employees are involved in conducting the current validation ( )

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1)current 2)retired 3)less productive 4)none

13.HR policies are ( )

1)age and employment 2)unequal opportunity 3)unsafe environment 4)diversity management

14.factors effecting psychological contract are ( )

1)economic changes 2)generational differences 3)1 & 2 4)none

15.technics of HRD are ( )

1)performance appraisal 2)quality circles 3)grievance mechanism 4)all

16.puposive,objective,parsimonious are the characteristics of ( )

1)HRM 2)HRA 3)HR Research 4)HRP

17.HR policies are as ( )

1)QWL 2)AIDS & BULLYING 3)QC 4)ALL

18.providing talent need is an important concept of ( )

1)HRIS 2)HRP 3)Career development 4)HRD

19.realistic orientation and social orientation are involved in ( )

1)HRIS 2)MIS 3)VPT 4)HRD

20.HR auditor functions are ( )

1)recruitment 2)training 3)labour relations 4)all

21.interviews are used to ( )

1)gather information 2)in depth understanding 3)individual attitudes 4)all

22.one among different approaches of validity is ( )

1)decisions validation 2)predictive validation 3)performance validation 4)none
23.the valuation models in HRA ( )
1)Hermasonos model 2)lev and schwartz model 3)jaggis – lau’s model 4)none
24.one of the approach to HR research is ( )
1)historical studies 2)Hypothesis studies 3)working guide 4)none
25.HRD is related with improving the ( )
1)skills 2)competencies 3)knowledge 4)all
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Key

1. 4
2. 4
3. 3
4. 4
5. 4
6. 1
7. 1&3
8. 4
9. 2
10. 4
11. 1
12. 1
13. 1 &4
14. 3
15. 4
16. 2
17. 3
18. 3
19. 3
20. 4
21. 4
22. 2
23. 2 &3
24. 1
25. 4

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FILL IN THE BLANKS

1. Career planning is one of _____________ subsystem.

2. ______________ refers to the beliefs of an individuals regards to promises made.
3. Major component of market analysis is _________________ .
4. _____________ is used to improve skills and knowledge of the employees.
5. _____________ is simple tool for supply of workers internally.
6. __________ is used to collect information for HR research.
7. _______________ anticipate potential personal problems.
8. Carrier planning is used to identify _____________ .
9. ____________ is ascertained of what is and not required to done .
10. _________ are oriented towards relationships and performance standards.
11. VPT stands for _______________
12. On going process of preparing and monitoring carrier plans is _________ .
13. Experimentation is used to _____________ .
14. Management programs are reviewed with the help of ____________ .
15. _________________ refers to the analysis which is linked with the performance features.
16. _____________ is used to plan the specific roles of human.
17. Screening of an employee by conducting test is _______________ .
18. Assigning suitable jobs for the candidate is ______________ .
19. Determines promotion to a candidate is a role of _____________ .
20. Historical cost and standard cost are the methods of _______________ .
21. Opportunity cost approach was developed by ________________ .
22. HR audit covers __________________ of HRM.
23. HR research is a _____________ and _____________ entity.
24. _______________ is realistic and objective.
25. A career starts with exploring for a job and ends with retirement is called ________________________ .

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Keys
1. HRD
2. Psychological contracts
3. Transformation of probability matrix
4. HRD
5. MARKOV analysis
6. Surveys
7. HR research
8. Career related goals
9. HR audit
10. Balanced contracts
11. Vocational preference test
12. Career management
13. Grab new opportunities
14. HR Audit
15. Validity
16. HRP
17. Selection
18. Placement
19. Line manager
20. Valuation of HRA
21. Hekimian and jones
22. Goals , objectives and strategies
23. Purposive ,objective
24. External carrier
25. Green haus career development model

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UNIT – IV

FILL IN THE BLANKS

1. ____________ indicates dissatisfaction of employees with job and its nature.

2. ______________ is an index which is continuous short term absence by measuring number and duration
of absence.
3. _____________ the rate at which the employees quit their organizations.
4. _______________ refers to favourable and unfavourable nature of job enrichment.
5. Absenteeism is also increased by _____________ .
6. ____________ was used for explaining the brand
7. ______________ refers to participation of all parties related with management and industries.
8. ______________ or _______________ is also reason for employees to leave the organization.
9. The cost for recruiting and selecting new employee is ______________ .
10. A minimal percentage of the _______________ cannot be avoided and it is escapable.
11. A ________________ should be developed with the help of job design.
12. Labour turnover has impact on _____________ and _________ .
13. ____________ is one of the traditional methods for measuring labour turnover.
14. A relationship which exist between in two individuals particularly who is providing assistance is
__________.
15. A direct and adequate /equitable relationship must exist between effort and reward is ___________ .
16. ____________ refers to the feelings of confidence which a person has towards his own competence .
17. ____________ clearly outlines the relationships existing in an organization.
18. ILO stands for _____________ .
19. ___________________ developed a systematic structure of industrial relations.
20. An ____empl___________ exists between employer and employee in HRM.
21. The ________________ will help them to either join or remain with in the organization.
22. ___________ refers to the relationship which exist between employees and management in the
regular industrial work.
23. ______________ is the small team or association of employees who meets regularly for determining
work related problems.
24. The work environment influenced by _____________ .
25. Employee engagement is an effective tool of achieving _________ .

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Key
1. Grievance
2. Brand ford factor
3. Labour turnover
4. Quality of work life
5. Sick pay schemes
6. Brand wheel
7. Industrial democracy
8. Threatening , harassing
9. Replacement cost
10. Labour turn over
11. Work commitment
12. Employee, employers
13. Employee turn over index
14. Employee counselling
15. Principle of equity
16. Sense of competence
17. Organogram
18. Industrial labour organization
19. John T Dunlop
20. Interactive behaviour
21. Employee value proposition
22. Industrial relations
23. Quality circle
24. Organizational climate
25. Employee commitment

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MULITPLE CHOICE QUESTIONS

1.Job situation factors which causes absenteeism are ( )

1)job scope 2)working conditions 3)stress 4)all

2.which of the following increase attendance in organization ( )

1)reward system 2)sick pay schemes 3)remunerations 4)none

3. coordinating agency of quality circle is coordinated with ( )

1)middle level employees 2)top management 3)employees 4)employers

4.facual realistic is a characteristic feature of ( )

1)quality circle 2)grievance 3)labour turnover 4)none

5.engagement is influenced by ( )

1)work and its environment 2)leadership 3)opportunities personal growth 4)all

6._______ denotes the tendency for longer service employees to retain with in organization( )

1)survival rate 2)employee turnover index 3)stability 4)half life index

7._____grievance takes place mainly due to the right of union members under labour control( )

1)contract interpretation 2)employee disciple 3)1 & 2 4)none

8.Indusrial relations cover the following areas ( )

1)collecting bargaining 2)labour legislation 3)industrial relations training 4)all

9.which of the following statement of labour market is not true ( )

1)labour market is relatively local 2)monopoly is high 3)1 & 2 4) None

10.counselling involves ( )

1)discuss steps for improvement 2)provide support 3)give critical feedback 4)all

11.which is the human relation policy ( )

1)open communication 2)common interest 3) mutual acceptance 4)all

12.which is /are functions of human relations ( )

1)minimise dissatisfaction 2)morale building programs 3)personal contacts 4)all

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13.providing employees with basic background information about firm is ( )

1)education 2)employee orientation 3)colleges & universities 4)required by law

14.selection includes ( )

1)formulating interviewing techniques 2)checking references 3)framing and developing application blank
4)all

15.the main elements of DONLOP approach are ( )

1)participants of the system 2)ideological linking 3)context 4)all

16.industrial relations are influenced by ( )

1) economic factors 2)institutional factors 3)technological factor 4)all

17.____ is a index which determines continuous short term absence ( )

1)half line index 2)employee turnover index 3)Bradford factor 4)survival rate

18.______ is a process where in the workers participate in decision making ( )

1)workers participation in management 2) retention 3)labour turnover 4)all

19.grievance is characterised as ( )

1)factual 2) imaginary 3) disguised 4)all

20.job satisfaction is very closely related to ( )

1)engagement 2)attitudes 3)feelings 4)all

21.personal factors of absenteeism are ( )

1)size of work group 2)age ,sex, personality3)values 4)none

22.work satisfaction lead to ( )

1)intrinsic motivation 2)extrinsic motivation 3)1 &2 4)none
23.the concept of brand wheel was introduced by ( )
1)Elton Mayo 2)Bates 3)Fedric Williams 4)none
24.unit councils are used to ( )
1)Examine absenteeism 2)install reward system 3) recommend improvement work area 4)all
25.quality circles was introduced in INDIA in the year ( )
1)1970 2)1990 3)1980 4)1960
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Key

1. 4
2. 1
3. 2
4. 2
5. 4
6. 3
7. 1
8. 4
9. 2
10. 4
11. 1
12. 4
13. 2
14. 4
15. 4
16. 4
17. 3
18. 1
19. 4
20. 4
21. 2
22. 1
23. 2
24. 4
25. 3

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UNIT-V

FILL IN THE BLANKS

1. HRPI stands for _____________ .

2. Six sigma process was developed by ____________ .
3. _____________ is a component of PMS.
4. Increasing motivational level of employees are benefit done with ______________ .
5. HR ROI stands for _______________ .
6. ______________ is contract is done with outsiders.
7. ______________ is statement contrary to accepted opinion.
8. ______________ brings the people of the world closure together.
9. ______________ is an ability to deal with different changing situation.
10. SHRM is extended upon _____________ approach.
11. Paradox , duality and dilemma are concepts of ___________ .
12. The employees who are working in subsidiary companies are called _____________ .
13. IHRM stands for ______________ .
14. Work life integration is used to both ______________ and _____________ .
15. The _____________ model is a model which shows different dimensions of job and its influence
on employees.
16. The individual performance index consists of _____________ index and standard work index.
17. ______________ refers to the evaluation of employees performance in the job
18. Six sigma is technique is used for _____________ .
19. DMAIC stands for ______________ .
20. HR index is introduced by ____________ .
21. ____________ and ______________ are functions of IHRM.
22. The workers who works are lives in foreign countries are called ____________ .
23. IHRM deals with _____________ .
24. Strategy refers as ________________ .
25. _______________ is the pattern of planned human deployments and activities intended to enable
an organization to achieve its goals.

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KEY

1. Human resource performance index

2. Motorola
3. Competency mapping
4. Emotional intelligence
5. Human resource return on investment /intangibles
6. Outsourcing
7. Paradox
8. Globalization
9. Flexibility
10. Multi paradigm
11. Paradox theory
12. Host country nationals
13. International human resource management
14. Work, family
15. Job diagnostic model
16. Efficiency
17. Performance appraisal
18. Quality management
19. Define , measure, analysis, improve and control
20. JR LAPOINT
21. Expatriates , global recruitment
22. Expatriates
23. International administrative practices
24. Integrated course of action or plan
25. Strategic human resource management

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MULTIPLE CHOICE QUESTIONS

1.P/E ratio is also known as ( )

1)price/earnings ratio 2)profit/earnings ratio 3)performance/earnings ratio 4)none

2. _____ is a process of managing people across international boundaries ( )

1)IHRM 2) global HRM 3)1or 2 4)strategic HRM

3._________refers to the preference of people in country for formed situations. ( )

1)power distance 2)certainty avoidance 3)individualism 4)uncertainty avoidance

4.Sustainable HRM is an extension of ( )

1)strategic HRM 2)IHRM 3)sustainable HRM 4)performance – oriented HR

5.Paradox with two incompatible situations are ( )

1)logical paradox 2)social paradox 3)philosophy of science paradox 4)ordinary language paradox

6.Political, legal and cultural issues comes under factors of ( )

1)economical factors 2)legal factors 3)political factors 4)cultural factors

7.The ________ is an ability to balance the emotions and reasons which results in long term happiness ( )

1)ambivalence 2)ambiguity 3)experience 4) emotional intelligence

8.PDI stands for ___( )

1)performance index 2)power distance 3)1 & 2 4)none

9. _______ is psychological method of separating a paradox to various levels of analysis ( )

1)temporal separation 2)spatial separation 3)synthesis 4)opposition

10.Motorala introduced six sigma in ( )

1)1960 2)1970 3)1980 4)1990

11.The number of steps involved in HR ROI ( )

1)4 2)6 3)2 4)3

12.The competency based HRM is applied in ( )

1)learning 2)development 3)PMS 4)all

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13.Work at home is executed in ( )

1)job profile 2)working based hours 3)work life integration 4)none

14.UAI stands for ( )

1)Uncertainty avoidance 2) united association 3) 1 &2 4) none

15.The payment of gratuity act was started in ( )

1)1948 2)1965 3)1972 4)1949

16.Geocentric approach is ( )

1)very expensive 2)time consumes 3) multi skilling 4)all

17.Global recruitment is a ( )

1)local scenario 2)national scenario 3)international scenario 4)none

18.Psychological uncertainty is known as ( )

1)culture shock 2)adjustment 3)1 &2 4)none

19.HR capital pool is an element of ( )

1)HRM 2)IHRM 3)SHRM 4)GHRM

20.Balanced score card was developed by ( )

1)Brain Backer 2)Dave Ulirich 3)Robert Kapland and saved Norton 4)none

21.Paradox contain _ ___ opposing forces ( )

1)one 2) two or more 3) two 4)none

22.Concept of paradox was developed as an ( )

1)mapping 2)over arching 3)enrichment 4)none

23.The minimum wages act was introduced in ( )

1)1948 2)1972 3)1990 4)1970
24.The Payment Bonus Act was started in ( )
1)1972 2)1965 3)1932 4)none
25.Polycentric is a ( )
1)less expensive approach 2)strategic based approach 3)1&2 4)none

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Key

1. 1
2. 3
3. 4
4. 1
5. 2
6. 1
7. 4
8. 2
9. 2
10. 2
11. 4
12. 4
13. 3
14. 1
15. 4
16. 4
17. 3
18. 1
19. 3
20. 3
21. 2
22. 2
23. 1
24. 2
25. 1

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UNIT-1

SHORT QUESTIONS

1. Three level comparison of managerial competency frame work?

2. Features of HRIS.
3. Challenges faced by HRM
4. Nature of HRM
5. Importance of HRM
6. Integrated model of HRM
7. Merits of line and staff organization
8. HRM typology
9. Who are stake holders
10. HR matrix

ASSIGNMENT QUESTIONS

1. Write about role played by HR in sustainable competitive advantages.

2. Examine the role of HRM in changing environment.
3. How should HR strategy be formulated
4. Steps involved evaluation of HR system of an organization.

UNIT- 2

SHORT QUESTIONS

1. Explain work flow analysis process.

2. What is job characteristics model
3. Explain the process of job design
4. Types of rewards
5. Objectives of performance appraisal
6. Objectives of manpower planning
7. Explain management development programmes
8. Explain the identification of training needs
9. Explain various methods used in recruitment process
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10. Explain the use of cohorot analysis in human resource planning.

ASSIGNMENT QUESTIONS

1. Job analysis Vs job description

2. Training methods
3. Employee placement model
4. Explain towers Perrin Model of total reward.

UNIT-3

SHORT QUESTIONS

1. Models for HRD

2. Methods for valuation of HR
3. Areas of HR Audit
4. Methods of HR research
5. Reasons for implementing HR policies
6. Model of carrier planning
7. Types of psychological contract
8. Methods of data collection in HR research
9. MARKOV employee transition
10. Carrier planning

ASSIGNMENT QUESTIONS

1. Strategic frame Work of HRD

2. Role of line manager
3. Process of HR audit
4. Models of carrier planning

UNIT – IV

SHORT QUESTIONS

1. Significance industrial relations

2. How organogram is created
3. Determinants of quality of work life
4. Features of quality circles

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5. Methods of grievance management

6. Types of workers participation in management
7. Employee engagement index
8. How is an employer brand created
9. Retention planning and retention strategy
10. Elements of absents policy

ASSIGNMENT QUESTIONS

1. Bates brand wheel for employer brand

2. Steps involved in grievance procedure
3. Organization structure of quality circle
4. DUNLOP’S IR model
UNIT-V

SHORT QUESTIONS

1. Explain emotional intelligence

2. Types of competencies
3. Functions of IHRM
4. Sources of global recruitment
5. Advantages of strategic HRM
6. Uses of HR score card
7. Elements of Paradox theory
8. HR Index
9. Global HRM
10. Competency mapping

ASSIGNMENT QUESTIONS

1. Process of outsourcing
2. HR six sigma process
3. Process of HR returns on investment
4. Job diagnostic model

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