School of Distance Education

UNIVERSITY OF CALICUT
SCHOOL OF DISTANCE EDUCATION
(2019 Admn. onwards)

V Semester
B B A – BBA5B07 HUMAN RESOURCES MANAGEMENT
QUESTION BANK & ANSWER KEY
Choose the correct Answer from the bracket.
1. The focus of Human Resource Management revolves around
A. Machine C. Money
B. Motivation D.Men

2. Quality- oriented organization primary concern centers around

A. Coordination C. Human Resources
B. Communication D. Discipline
3. HRM is associated with the management of
A. General people. C. Organizational people
B. Financial resources D. Community members.
4. Effective HRM leads to:
A. Organizational success C. Organizational complexity

B. Organizational failure. D. Organizational inefficiency

5. Organizational goals should be

A. Achievable. C. Random

B. Ambiguous. D. Vague.

6. Customers of an organization fall under which of the following category?

A. Shareholders. C. Partners.
B. . Staff. D. Stakeholders.
7. Cost of human resources refers to;
A. Company profits. C. Salary packages.
B. . Employee shares D. Earned revenues

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8. To anticipate the human resource needs of the organization based on some previous data or
managerial judgment is known as;
A. Demand forecasting C. Financial forecasting
B. Supplies forecasting. D. Sales forecasting

9. is commonly used by IT companies to assign their costly activities to

outside providers for the purpose of cost saving as well as using of HR expertise in other
companies.
A. Planning. C. Restructuring
B. Decentralization. D. Outsourcing

.10 . A system used to acquire, store, manipulate, analyze, retrieve, and distributed informationrelated
to the company's human resources is called a(n)
A. HRIS. C. IRS
B. Progressive discipline system. D. Contingent workforce system.

11. Which of these is a major dimension of HRM practices contributing to company

competitiveness?
A. Compensating human resources. C. Managing the human resource
environment.
B. Acquiring and preparing human
resources D. All of the given options

12. In which of these steps, the HR manager attempts to ascertain the supply of and demand for
various types of human resources?
A. Forecasting. C. Evaluation
B. Program implementation D. Goal setting

13. Which of these is defined as any practice or activity carried on by the organization with the
primary purpose of identifying and attracting potential employees?
A. A leading indicator analysis C. Personnel policies.
B. Recruitment. D. Selection.

14. Playing the role of requires designing and delivering efficient and effectiveHR
systems, processes, and practices
A. Administrative Agent. C. Strategic Partner
B. Change Agent. D. . Employee Advocate

15. Employee involvement requires extensive additional HRM activity in which of these areas
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C. Labor negotiation
A. Training.
D. Marketing.
B. Benefits.

16. The people who perform tasks in a wide variety of human resource-related areas are called
A. HR Executives C. HR Specialist

B. HR Generalists. D. All of the given options.

17. A strategy intended to achieve fair employment by urging employers to hire certain groupsof
people who were discriminated against in the past is known as
A. Fair employment. C. Affirmative action.
B. Equal Employment Opportunity (EEO). D. Employment discrimination

18. The method that uses the organizations current level of employment as the starting point for
determining future staffing needs is
A. Zero Based Forecasting C. . Forecasting Human Resource
Availability.
B. Bottom-Up Approach.
D. None of the given options
19. What tactic will employers likely have to take to fill openings left by retiring employees
A. Instituting flexible work hours C. Hiring more women
B. Providing elder care D. Rehiring retirees

20. What is the scope of Human Resource Management?

A. Performing training and development sessions for employee growth
B. . Maintaining good impersonal industrial relations and worker's morale for companies'
productivity
C. Accomplishing advanced research in behavioral sciences, new ideas in man,
management, and advances in the field of training and development
D. None of them

21. Training courses typically designed for .............

A. Short term. C. Medium term
B. Long term D. All of the above.
22. The Human resource development has
A. Micro aspect. C. Both micro and macro aspect.
B. Macro aspect. D. None of these

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23. CBT stands for

A. Computer based training. C. Customer based training.
B. Computer base training. D. Cost based training.
24. The development function of human resources has three dimensions. Which of the
following does NOT fall under them
A. Employee training C. Career development
B. Management development D. Identifying ways to motivate employees
25. Who was the pioneer of Hawthorne studies?
A. Fredrick Taylor C. Fred Luthans
B. Elton Mayo D. Henry Mintzberg

26. in India led to the move from Personnel adminstration to HRM in Indian setup
A. Globalisation C. Independence
B. Industrialization D. None of the above

27. An HR Manager in a large multinational firm is involved in establishing an international

structure of roles for people and assigning responsibilities. What is the managerial function that the
HR manager is performing
A. Organizing C. Directing
B. Staffing D. Controlling

28. is the process by which the knowledge of an employee, his skills , abilities and
motives to perform a job must match the requirements of the job.
A. Recruitment C. Selection
B. Job analysis D. Placement

29. A control technique that helps in measuring the cost and value of people for an
organization and helps management to value human resources is
A. Human resource accounting C. Organizational control systems
B. Employee control systems D. Value based accounting

30. The specialist role of a HR Manager takes a number of roles. of these which one ensures that all
members of the management perform their respective roles concerned with effective usof human
resources
A. The facilitator C. The executive
B. The consultant D. The auditor

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31. The organisation provides employees benefits in the form of conveyance facilities, housing
facilities and educational facilities for children. What kind of benefits is the organization providing to
the employees
A. Incentives C. Fringe benefits
B. Bonus D. Security benefits

32. The relationship between an employee and a manager plays a critical role in determining the job
satisfaction level of the employee. What are the ideal characteristics that an employee would like
his manager to possess
A. Lend support and guidance C. Identify employees strength and
weakness
B. To keep to himself, his expectations
from the D. both a and c

33. The HR manager of a manufacturing firm was given the task of providing information onmarket
statistics of personnel availability, pay rates etc. What role of HR executive is the manager
performing
A. The executive C. The consultant
B. The service provider D. The facilitator

34. Which of the following is NOT a key characteristic of a successful quality improvement
program
A. Education and training C. Total systems approach
B. Team work D. Short term goal perspective

35. The extent to which an employees work meets his professional needs is termed as
A. Quality of work life C. Quality program
B. Quality circles D. Quality cycle

36. helps the organization in achieving short term and long term goals by
effective utilization of human resources. It involves the development of HR objectives and their
alignment with organizational objectives
A. Employee relations management C. Compensation management
B. Strategic human resource management D. Human relations management

37. What is the organization termed as if the reporting channels of work are pre defined and
accountability and responsibility of each role fixed for all the roles
A. Informal organization C. Formal organization
B. Semi formal organization D. Autonomous organization

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38. Which of the following is not a characteristic of a flat organization structure

A. Wide span of control C. More people under the control of one
manager
B. Fewer hierarchical levels
D. Close supervision
39. The right to give orders and the power to exact obedience from others int he process of
discharging the responsibility is termed as
A. Authority C. Responsibility
B. Accountability D. Adaptability

40. Vinay Sinha, the HR manager of a pharmaceutical firm was given the task of identifying the broad
policy issues related to human resources like employment policy, welfare policy anddevelopment
etc., after taking into consideration the changing business scenario. What level ofHR planning will
Vinay have to undertake?
A. Corporate level C. Operations level
B. Intermediate level D. Short term

41. Planning that includes the recruitment or layoff strategy, development strategy etc. based on
corporate policies and strategies is the planning
A. Corporate level C. Operations level
B. Intermediate level D. Short term

42. An HR Manager was involved in the process of human resource planning. The first step he
undertook was assessing current resources and making an inventory. What is the next step that the
manager has to take in HRP?
A. Start recruiting to meet the C. Matching the inventory with future
requirements requirements
B. Forecasting D. Developing an action plan to meet
future requirements
43. The process of determining and recording all the pertinent information about a specific job, including
the tasks involved, the knowledge and skill sets required to perform the job is termed as
A. Job evaluation C. Job Analysis
B. Job description D. Job design

44. is the simplest unit of work that involves very elementary movement
A. Position C. Job
B. Task D. Micro motion

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45. Which of the following is the first step in the process of job analysis
A. Developing a job description C. Information gathering
B. Job specific competency determination D. Developing a job specification

46. On the job training includes

C. Job rotation
A. Coaching
D. All the above.
B. Understudy
47. Motion and time studies are examples of which method of job analysis
A. Observation method C. Group interview method
B. Technical conference method D. Questionnaire method

48. Which method of job analysis is more suitable for the middle and top level management jobs
and not for the lower level jobs?
A. Position analysis questionnaire C. Diary method
B. Functional job analysis D. Critical incident technique

49. What describes in detail, the various aspects of a job like the tasks involved and responsibilities of
the job and deliverables
A. Job description C. Job evaluation
B. Job specification D. Job enlargement
50. Which of the following are uses of job analysis
A. Organization audit C. Health and safety
B. Promotion and transfer D. All of the above

51. The process of structuring work and designating the specific activities at the individual or group
level is called as
A. Job design C. Job analysis
B. Job description D. Job specification

52. In the engineering approach to job design , the workers felt that overspecialization
hindered the skills and experience. Which of the following are the demerits of such
overspecialization
A. Repetition of tasks C. Mechnical pacing
B. Limited social interaction D. All of the above

53. --- is a device or situation that replicates job demands at on the job site
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A. Brainstorming C. Simulation

B. Artificial intelligence D. Transactional analysis

54. What does a job specification include?

A. Personal characteristics C. Psychological characteristics
B. Physical characteristics
D. All the above
55. _ helps in developing management generalists at higher organizational levels as it
exposes them to several different operations
A. Job analysis C. Job enrichment
B. Job rotation D. Job enlargement

56. Which of the following helps in increasing the length and hence the operating time of eachcycle
of work for the job holder?
A. Job enlargement C. Job rotation
B. Job enrichment D. Job specification

57. A software firm allowed its employees to choose their working hours but within some
specified limits. This is an example of
A. Job sharing C. Condensed work
B. Flexitime D. Job enlargement

58. The practice of working at home or while traveling and at the same time keeping in contactwith
the office is termed as
A. Telecommuting C. Flexitime
B. Job sharing D. Condensed work

59. The process of searching for prospective employees and stimulating them to apply for jobs in an
organization is termed as
A. Promotion C. Selection
B. Recruitment D. Placement
60. A good recruitment policy

A. Is flexible enough to accommodate changes in the organization

B. Has its own policies and does not comply with government policy on hiring
C. Requires more investment for the organization
D. Ensures short term employment opportunities for its employees
61. Which of the following is not an external environmental factor that determines the
effectiveness of an recruitment program

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A. The situation in the labor market

B. The stage of development of the industry
C. Culture, social attitudes and beliefs
D. Geographical location of the job
62. The important information that has to be furnished in an advertisement includes
A. Location or place of work C. Tasks and responsibilities
B. Nature of job D. All of the above

63. Many HR professionals are now using the internet for recuritment. Which of the following is not
true about online recruiting
A. Its a time saving process
B. Its cost effective
C. It supplements rather than replaces the legwork associated with offline recruitment
D. It eliminates completely the work associated with recruitment on the part of the recruiter to his/her
total convenience
64. A software firm has a vacancy for the post of Vice President( operations). Which of the
following methods of recruitment would you suggest
A. Employment pages of a national daily or business magazine
B. Advertisement in a local daily
C. Campus placement
D. Listing of the vacancy on a placard outside the organization

65. The process of choosingthe most suitable candidate for a job from amongthe available
applicants is called
A. Recruitment C. Appraisal
B. Placement D. Selection

66. helps in identifying the knowledge skill and attitude set that enables an individual to deliver
the best performance in his job
A. Competency modeling C. People competency
B. Competency planning D. Competency training

67. In the process of selection, the step that follows initial screening interview is normally the

A. Decision making interview C. Reference check

B. Prelimnary interview D. Analyse the application bank

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68. In which approach of reliability, a group of candidates take the same test twice, within a gap of
2-3 weeks
A. Repeat or test retest C. Parallel form
B. Alternate form D. Split halves procedure

69. is the degree to which the value provided by the selection method enhances the
effectiveness of an organization
A. Generalizability C. Legality
B. Utility D. Reliability

70. A formal record of an individuals appeal or intention for employment that helps in
gathering information about a prospective candidate is called
A. Application bank C. Employee bank
B. Employee data D. Data bank

71. Which of the following are methods of evaluating the application forms in an organization
A. Weighted methodology C. Movingaverage methodology
B. Clinical methodology D. Both a and b

72. test measures a persons ability to classify things, identify relationships and derive
analogies. It measures several factors like logical reasoning, analytical skills and general
knowledge
A. Intelligence test C. Emotional tests
B. Performance tests D. Social tests

73. A bank wanted to conduct a test for the applicants for the job of a clerk cum cashier. Most of the
applicants were fresh from the college with little experience related to the job. The bank wanted to
pick and train the right candidate. Which test do you suggest to be given to the candidates
A. Aptitude test C. Achievement test
B. Intelligence test D. Situational tests

74. Mohan attended an interview and was very upset with the way it is progressed. Theinterviewer
repeatedly interrupted him, criticized his answers and asked him unrelated questions. What is the
method of interview adopted
A. Panel Interview C. In depth interview
B. Stress Interview D. Group interview

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75. Which of the following steps should be adhered to, when interviewing?

A. Ask demanding and leading questions

B. Get too engrossed in the interview to follow the plan
C. Interrupt the candidate frequently
D. Make the candidate feel comfortable and relaxed
76. is the determination of the job to which an accepted candidate is to be
assigned. It is a matching of what the supervisor has reason to think he can do with the job
demands
A. Recruitment C. Selection
B. Placement D. Training

77. In an application form design, questions on all the following are ethical except A. The
educational qualification of the employee
B. The name and addresses of individuals who can be contacted for reference checks
C. Salary drawn by the candidate in the last job
D. Issues that concern the privacy of the applicant
78. Identify the correct statement
A. The time period for orientation in relatively long as compared to socialization
B. The changes resulting out of orientation are more than those out of socialization
C. Orientation is an event where as socialization is an ongoing process
D. More organizational members are involved in the process of orientation as compared to
socialization
79. Which of the following options is not one of the approaches to HRM?
A. Human Resource approach C. Contingent approach
B. Systems approach D. Statistical approach

80. Which approach states that no one particular management action or design will be suitablefor all
situations?
A. Human behavior approach C. Systems approach
B. Role approach D. Contingent approach

81. HR department maintains a set of proposals and actions that act as reference points for
managers in their dealings with employees. What is this called?
A. HR Guide C. HR policy
B. HR ethics D. Managerial policy

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82. Which of the following HR approaches is most popular currently

A. Human resources approach C. Systems approach
B. Scientific management approach D. Technical approach

83. Which of the following is not indicated by high motivating potential score?
A. High employee motivation C. High employee satisfaction
B. High employee performance D. High employee turnover

84. Which of the following are guidelines for drafting and maintaining a good job description?
A. Indicating the scope and nature of the work and all important relationships
B. Indicating the work and duties of the position
C. Explaining the supervisory responsibility to the individuals
D. All of the above
85. One of the following is not a managerial function of HRM
A. Planning C. Staffing
B. Organizing D. Retrenching

86. All except one of the following are the different aspects of HRD
A. Job evaluation C. Career planning
B. Training and D. Performance appraisal
87. Decision making is faster in a
A. Tall organization C. Centralised organization
B. Flat organization D. None of the above

88. Some of the big IT firms in the country withdrew their campus placement offers to some
students when the IT market plummeted last a couple of years back. It shows there was
A. Problem with the recruitment policy C. Problem with the human resource|
planning
B. Problem with the selection
D. None of the above
89. should not be one of the first steps in dealing with surplus manpower for a short period
A. Leave of absence without pay C. Loaning
B. Work sharing D. Retrenchment

90. Employee referrals is a/an source of recruitment

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C. Hybrid
A. External
D. None of the above
B. Internal

91. Concealed identity or blind advertising helps organizations

A. Restrict the no. of applicants
B. Escape from the notice of competitors when critical positions are vacant
C. Lessen the burden of applicants
D. Lessen the cost of advertising
92. The individuals who reject all the organization standards are labeled as misfits as theiractions
contrast organizational goals. They are also called as
A. Rebels C. Questioners
B. Fire fighters D. Agitators

93. In India workers participation hs limited success because of the following factor A. The differing
perceptions and attitudes between the workers and the management regarding degree of participation
B. The trade unions are poorly fragmented and organized
C. Inter union rivalry and influences of different political philosophies
D. All of the above
94. All of the following are innovative methods to improve the quality of worklife except
A. Flexi time C. Job rotation
B. Job enrichment D. Demotion

95. An employee in a textile manufacturing firm was given the freedom to opt for the start andquit
time for a week. What is the type of flex time being following by the firm
A. Glidingtime C. Variable day
B. Flexi tour D. Maniflex
96. Maniflex refers to

A. The flex time in which an employee is given the freedom to opt for the start and quit time for a
particular period, say a week or a month
B. The flexi time where an employee can start and quit any time on condition that he has to
complete 8 hours of work a day
C. Flextime which requires an employee to complete 40 hours per week and the number ofhours
he/she works in a day can be varied
D. A flex time which is similar to variable day and there is no need to work for specific hours
97. Job sharing, work sharing, phased retirement, all these are examples of

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C. Compressed work week

A. Part time employment
D. Alternative work schedules
B. Full time employment

98. When the management conducts QWL programs in association with the union, it;
A. Leads to effective negotiations that enable designing contracts that satisfy both the parties
B. Improves the efficiency of the management and strengthens employee organizations
C. Encourages participative management and involves employees in decision making
D. All of the above

99. is a self governing group of workers, with or without their supervisors, who
voluntarily meet on a regular basis to identify , analyse and solve problems in their work fields
A. Employee groups C. Quality systems
B. Quality circles D. Employee circles

100. Which of the following is NOT a basic objective of a quality circle

A. To enhance, develop and utilize human resource effectively
B. To develop quality of products as well as productivity
C. To improve quality of work life
D. To increase employee benefits and incentives
101. The extent to which employees are aware of their interests, skills, strengths and
weaknesses regarding their career goals is termed
A. Career motivation C. Career insight
B. Career resilience D. Career identity

102. helps organizations identify employee strengths and weaknesses to determine

avenues for their career development
A. Gap analysis C. Organizational assessment
B. Individual assessment D. Opportunity analysis

103. Understanding the career aspirations of an employee, determining his capabilities and
competencies and identifying the gaps is termed
A. Need analysis C. Opportunity analysis
B. Gap analysis D. Employee analysis

104. Career planning and development programs for employees

A. Increase employee frustration C. Increase the employee turnover rate
B. Promote only a lucky few D. Ensure future availability of resources

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105. Reassignment of an employee to a higher level job that involves greater responsibility or status
or pay is termed
A. Transfer C. Demotion
B. Cross functional transfer D. Promotion

106. The process of selecting and developing employees in the organization to occupy key
positions in the future is termed
A. Career planning C. Career development
B. Succession planning D. Human resource enhancement

107. Evaluation of an employees performance by his colleagues is called

A. Peer appraisal
B. Management by objectives
C. Formal appraisal
D. Group appraisal
108. Clear and well defined goals, a definite time plan and an action plan to achieve these goals,
combined with timely feedback, are characteristics of
A. Work standards approach C. BARS
B. Management by objectives D. Balanced score card method

109. Paired comparison of employees is a method of

A. Ranking C. Point allocation
B. Checklist D. Forced choice rating

110. Human Resource Management aims to maximize employees as well as organizational..

A. Effectiveness C. Efficiency
B. Economy D. Planning

111. ……is a formal & detailed study of jobs

A. Job Enrichment C. Job Classification
B. Job Evaluation D. Job Analysis

112. Traditionally, the pay scales in companies were associated with

A. Employee performance C. Worth hierarchy
B. Organizational hierarchy D. Charm of the employee

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113. is the systematic process of analyzing and evaluating jobs to determine their
relative worth in an organization
A. Job analysis C. Job evaluation
B. Job design D. Job enrichment

114. The process of ranking in which the relative importance of each job is determined in
comparison with the representative job is called
A. Relative ranking C. Paired comparison
B. Comparative ranking D. Single factor ranking
115. Performance bonus is an example of a/an
A. Intrinsic reward C. Intrinsic wage payment
B. Extrinsic reward D. Extrinsic wage payment

116. The process of rewarding employees by giving them a stake in the company, which further
enhances their performance is called the
A. Gain sharing C. Employee stock plan
B. Annual bonus D. Profit sharing

117. A benefit plan where an employee gets a chance to choose from a lot of benefits is also called

A. Holiday benefit plan C. Cafeteria benefit plan

B. Restaurant benefit plan D. Variable/Flexible benefit plan

118. Job analysis is helpful in

A. Training and development C. Job evaluation and performance appraisal
B. HRP, recruitment and selection D. All of these

119. Virtuous Services Pvt Ltd. believes that it pays quite handsome salaries to its employees.
However, the turnover rate has been quite high in the recent past and all the exit interviews point ot
one factor - compensation , as the culprit. The company failed to
A. Meet the legal requirement C. Match the employee expectations
B. Follow the principle of equanimity D. Match the pay scaled abroad

120. The approach that stresses on the fact that individuals should not be treated as merefactors
of production is
A. Human relations approach C. Humanistic approach
B. Scientific management approach D. None of the above

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121. Hawthorne studies gave raise to this approach of human resource management
A. Mathematical approach C. Human Resources approach
B. Human Relations approach D. Contingent approach

122. An average sincere employee expects his boss or manager to have all the following
characteristics except
A. be genuinely interested in the employee and the work
B. Ignore all the employees mistakes
C. Be fair and frank in his dealings with the employee
D. Recognize and reward the employee and his contributions
123. As an auditor, the HR professional
A. Ensures that all managers of the organization perform their respective roles
B. Conducts training and development activities
C. Solve employee grievances
D. Provides support to other departments in conducting appraisals
124. organizations are characterised by rigid structures , directives and rules and are
appropriate for static environments
A. Mechanistic C. Flat
B. Organic D. Decentralised

125. The Which of the following is not a type of HRM strategy?

A. Task focused strategy C. Turnaround HRM strategy
B. Development oriented strategy D. Placating HRM strategy

126. The process of ensuring that there are the right number of qualified people in the right jobs
for best results is termed
A. Human Resource Planning C. Retrenchment
B. Recruitment D. Downsizing

127. The statement of the required set of knowledge, skills and competencies for a job is called the
A. Job specification C. Job classification
B. Job description D. Job Analysis

128. Adding more responsibility, providing wider scope, greater sequencing and minimizing
controls, all constitute
A. Job enlargement C. Job design
B. Job expansion D. Job enrichment

129. If a selection method produces consistent results across different situations and times, it is termed
to be

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A. Reliable C. Legal
B. Valid D. None of the above

130. An interview where the interviewer does not chart out the formal structure of the
interview but lets it take a natural course is called a
A. Formal interview C. Group interview
B. Unstructured interview D. Stress interview

131. The employee of ABC Corp lose a half days leave if they are late to work even by 15 mins.
This is an example of
A. Punitive discipline C. Positive discipline
B. Preventive discipline D. Precautionary discipline

132. Which of the following training programmes is meant for a new employee?
(A) Sensitivity training
(B) Apprenticeship training
(C) Induction training
(D) In-basket exercise
133. Rajani, left her job as a receptionist as she was not happy with the job profile and wanted a more
challenging job that would suit her qualification. Her leaving the organization is termed
A. Layoff C. Attrition
B. Outplacement D. Loaning

134. One of the reasons for over staffing in the government and public sector enterprises is
A. Minimal turnover rates C. Continuous assessment
B. Long term planning D. Highly qualified employees

135. Chand & Sons is a medium sized traditional family business which wants to introduce some
modern management practices like performance appraisal. The best suited method forthe co is

A. 360 degree performance appraisal

B. BARS
C. Management by objectives
D. Balanced Score Card method

136. Soumya works in a bank but works from 9 am to 2 (instead of 9 to 6) on so that she is back
home when her kids are back from school. This is an example of
A. Flextime C. Compressed work week
B. Part time D. Telecommuting

137. Radiant Technologies is a small 8 yr old co employing around 40 people. The co wants to
forecast its manpower requirements for the next 2-3 years/ It can rely on

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A. Time series analysis C. Past experience

B. Regression analysis D. Delphi technique

138. ADDIE is a methodology applied in the HR function of

A. Recruitment C. Performance appraisal
B. Training D. Grievance handling

139. e - HRM stands for

A. Economical C. Equal
B. Electronic D. None of the above

140. Human Resource Information system

A. Integrates core process into streamline systems
B. Collaborates core process into streamline systems
C. P lans core process into streamline systems
D. All of the above

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Answer key:

1-D 16-D 31-C 46-D 61-D 76-B 91-B 106-B 121-B 136-B
2-C 17-D 32-D 47-A 62-D 77-D 92-A 107-A 122-B 137-C
3-C 18-C 33-B 48-D 63-D 78-C 93-D 108-B 123-A 138-B
4-A 19-D 34-D 49-A 64-A 79-D 94-D 109-A 124-A 139-B
5-A 20-D 35-A 50-D 65-D 80-D 95-B 110-A 125-D 140-D
6-D 21-A 36-B 51-A 66-A 81-C 96-D 111-D 126-A
7-C 22-C 37-C 52-D 67-D 82-A 97-A 112-B 127-A
8-B 23-A 38-D 53-B 68-A 83-D 98-D 113-C 128-D
9-D 24-D 39-A 54-D 69-B 84-D 99-B 114-A 129-A
10-A 25-B 40-A 55-B 70-A 85-D 100-D 115-B 130-B
11-C 26-A 41-B 56-A 71-D 86-A 101-C 116-C 131-A
12-A 27-A 42-B 57-B 72-A 87-B 102-B 117-D 132-C
13-B 28-B 43-C 58-A 73-A 88-C 103-A 118-D 133-C
14-C 29-A 44-D 59-B 74-B 89-D 104-D 119-C 134-A
15-D 30-D 45-C 60-A 75-D 90-B 105-D 120-A 135-C

Prepared by : Dr.P Siddeeque Melmuri

Assistant Professor of BBA
School of Distance Education
University of Calicut

Human Resource Management 20