"Human Resource Management MCQ" with answers helps with fundamental concepts for self-assessment with theoretical, analytical, and … 2. To help the superior to have a proper understanding about their subordinate. This paper. Therefore a salary system so designed that it attract, retain and motivate the employee towards the organisation. Personnel Policies – Organization Structure, Social Responsibility, Employment Terms & Conditions, Compensation, Career & Promotion, Training & Development and Industrial Relations. 8. Retain key employees through the use of competitive compensation programs. 250+ Hr Management Interview Questions and Answers, Question1: What is Human Resource Management? An enormous shift from manufacturing jobs to service jobs is taking place in America and Western Europe. Ans. It involves friendly intervention of a neutral person or group of persons to help the parties to settle their dispute peacefully. v. HRD takes a much wider view of its scope and aims at developing the total organization. Employer should be made conscious of their obligation to workers and the benefits of participative management. It includes food, cloth and shelter. Collective bargaining is bipartite in nature because only the employers and the employees are involved in the bargaining process. Top management have little confidence about the training methods which ensuring development of human resources. 8. To achieve higher productivity and organization developments. To provide suitable promotional opportunities. Q.35. b. 3. 4. ii. To improve employee morale and motivation by matching their skills to job requirements. … You will recognize that staffing the organization, designing jobs and team, developing skillful employees, identifying approaches for improving their performance, and rewarding employee successes—all typically are known as HRM issues-are as relevant to line managers as they are to managers in the HR department. In the opinion of Jucius- Human resource refers to a whole consisting of inter-related, inter- department and interacting physiological, sociological and ethical components. 1. Hope it would be Beneficial. Ans. During the year, discussion is on that, the labour will not be thrown out of employment in the name of modernisation. After asking questions about the data, it is the responsibility of the HR department to assist the management in analyzing and interpreting the data. vi. For the purpose of HR audit, data are collected by the outsider and insider. Question2: What is performance management? Incentive is taken as synonym of temptation or allurement. 4. 2. The higher one rises in the management hierarchy, the greater the need of conceptual skills. Job specification assists the management in selecting a match for the job. ii. personal management, manpower management personal administration, staff management etc.” The basic objectives of human resource management effectiveness may be explained as follows: 1. HUMAN RESUPURCE MANAGEMENT (2 marks Question and Answers) 1. Human Resource Management General Knowledge Multiple Choice Questions(MCQs) and Answers. Ans. In training, the focus is solely on the current job while in development, the focus is on both the current job and the jobs that employees will hold in future. Societal Objectives – To be ethically and socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. 3. Development can be at times because of non-training factors too. (4) Monitoring and Control- HRM department conducts HR audit and helps other departments in proper implementation of human resource policies and programmes. To have a stable workforce by reducing absenteeism and employee turnover. Log In; Sign Up ... Informational role C. Supportive role A. Describe the steps and project plan in-depth including some of the project challenges and how you might overcome them. iii. Changes in public policy, social justice, industrial democracy, ecology, cultural anthropology are the main socioeconomic changes. Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. 2. Second, it determines which individuals get to participate in which decision-making processes, and thus to what extent their views shape the organization’s actions. and to MAKE DECISIONS on who to invite for interview. Regards Atul Singh 19th February 2014 From India, Delhi Attached Files . It is necessary in a diversified and decentralised organisation. Stress is a pressure condition causing hardship. iii. 12. Increase in the size and complexity of organisation. Research has revealed that there is highly positive correlation between incentive and consequence. Human Resource Planning is helpful in selection and training activities. Extra-ordinary Pension- Extra-ordinary pension are provided for-. In order to protect employee interest central and state governments intervene more the activities of human resource management here audit of human resource is helpful in avoiding such intervention of government. viii. Skip to main content . From practical point of view the co-operation of the employees with the employer was essential to stimulate the interest of the employees in their work and prevent administrative abuses. Any agreement, which is likely to destroy cordial industrial relations, should be avoided. From moral point of view it was realised that the public services must have a voice in determining their own condition of Work. Ans. For developing specific outcomes to achieve strategies and tactics. 5. TIME: 18.00 – 20. 2. The profit-sharing is not based on individual merit or performance. ii. It is essentially adding more tasks to a single job. Involvement in social and religious Organizations, 9. It makes fresher employee fully productive, in the minimum time. Ans. 4. Ans. Technology will also force companies to be competitive, job redesigning, change in organisation structures are being accepted. 4. Job description assists the management in appraising the performance of the employees. The classical approach was developed by F.W Taylor with his principles of scientific management. Management is primarily dealing with human beings and its problem. Therefore, the market gives an edge to the organisation to meet the competition. Sharraa, “In the context of Public Administration, training is rather specified and vocational, intended to increase a person’s skill in some particular kind of work, while education is general and aim at the broadening of the mind.”, According to Beach, “Training is the organised procedure by which people learn knowledge and skills for a definite purpose.”, According to Dale Yoder, “Training is the process by which man power is filled for the particular jobs it is to perform.”. (viii) Retain institutional knowledge and specialised competencies. Thus, promotion means progress from a lower to a higher class with the change of duties and responsibilities. 8. Stress is generally believed to have a deleterious effect on health and performance. Manpower management is a most crucial job because “managing people is the heart and essence of being a manager.” It is concerned with any activity relating to human elements or relations in organisation. Human Resource Management embraces a very wide field of activities. iii. Some defines stress as the non-specific response of the body to any demands made on it Stress is different from anxiety which is a state of uncertainty. In simple words, HRD is an organized learning experience aimed at matching the organizational need for human resource with the individual need for career growth and development. Training tends to focus on immediate organizational needs and development tends to focus on long-term requirements. Profit-sharing plan is an important supplement to wages and a good financial incentive, the purpose of profit-sharing is to distribute additional profit among employees in the form of bonus or incentives, which may be paid in cash or transferred to their account. Job description tells what is to be done and what is the nature of job, whereas job specification tells what attributes are needed in the person handling the job. “Conflict is an interpersonal process that springs from disagreements over the goals to attain or the methods to be used to accomplish those goals”. 5. It provide continuous learning and updating one’s expertise in a technical or specialised area such as quality control, engineering, accounting, advertising, public relations etc. Ans. a. 9. It is an agreement made between an employer and his employee at the unit level or at the industrial level. At times, individuals with certain temperamental qualities may also be specified in job specifications. Human Resource Development is the continuous process of improving the capabilities required to achieve organizational and individual goals. 7. Help to obtain additional information from the applicant. Personal Objectives – To assist employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organization. HRM Question and Answers:- Q.21. In practice, leadership style of many managers may not be compatible with participative goal-setting. But line managers advice and assistance in HRM matters. Learning is the process through which an individual acquire some knowledge or skill which is helpful not only in his present life, but also in his future life. Question5: What are the responsibilities of HR Generalist? It is a process through which individual learn how to adjust with the prevailing or complex situation. Download Full PDF Package. 1) Which one of the following becomes a creative factor in production? Relations of all these associated in industry may be called industrial relation. /OPM 1 (ii) It promote the organisation as an employee of choice. 32 0 obj If any party fails to appoint any person as their representative Government shall appoint such person as their representative. Material elements, however, are beyond its domain. 3. 1. Ans. Performance Appraisal through MBO. In collecting data, outsider reports are more important than the insider. Ans. Discipline indicates the behaviour of employees, which is governed by informal norms. So, it is helpful to give more training to employee. Increasing proportion of women in the work force. It is a deliberate and systematic attempt to structure the technical and social aspects of work so as to improve technical efficiency and a job satisfaction. 2. Multiple Choice Single Answer Question human resources. On May 5, 2000 the NRF in its original form was abolished accordingly. It also specifies not only educational qualifications but also certain personality characteristics that may be required specifically for a job. Risk of professional and knowledgeable workers. According to Manson Haire, Pay in one form or another is certainly one of the mainspring of motivation in our society. Ans. No two persons are similar in mental abilities, traditions, sentiments, and behaviour; they differ widely also as groups, and are subject to many and varied influences. What are the objectives of HRM? Katz speaks of following three types: These enable a manager to use techniques, methods, processes and equipment effectively in performing specific jobs. �G�;�-s�=��LF�����AF����XdZ��� u�`fP~qyY+|XWg����^sX���T��CnNeGV���3N?�*X �6��o�h� ����;�Yz&̸�� Prohibited Content 3. The word stress is derived from the Latin term “stringers” which means “to draw tight”. 4. 2. In short, training is the act of improving or updating the knowledge and skills of an employee for performing a particular job. To maintain high morale and good human relations within the organisation. Service Role – Personnel function provides services that need to be carried out by full time specialists. It deals the strength and weaknesses, achievements and failures of the employee. Society for Human Resource Management Certified Professional also identified as SHRM-CP exam, is a SHRM Certification exam specially design for IT professionals. 35 0 obj Every organisation provided financial incentives and non-financial incentives to its employees to motivate them. 6. To sustain good performance of manager to prepare him for higher jobs in future. It mainly accepting the HR function of the company’s strategies through planned HR activities such as, recruiting, selecting, training and rewarding personnel. Please note: theories and arguments offered in relation to question 1 should not be repeated in responses to other questions. The major attention of HRD is on improving the human process. There should be no lockout or strike without due notice; 2. It is provided by the employer to its employee directly. One man can do one job. Ans. << HRM function considers improved satisfaction and morale as the cause of improved performance. Training and development can be contrasted as follows: iii. The importance of redeployment has been discussed in the following: (i) It offers employees unique opportunities such as multiple career pathways and opportunities for development. Ans. By providing advice and information, human resource department enables a line manager to concentrate on technical/operative responsibilities of his department. It established matching between the job requirement and human attributes. The importance of reskilling has been discussed in the following: 1. For prioritizing the areas for improvement. 3. Peter Druker called it management by objectives and self-control. 2. It is clear from this definition that management is concerned with the accomplishment of objectives by utilizing physical and financial resources through the efforts of human resources. Both are in trust with each other. Management has been defined by Mary Parker Follett as, “the art of getting things done through people.” But it is felt that management is much more than what is said in this definition. While people have always been central to organizations, today they have assumed even more vital role in building a firm’s competitive advantage. On the whole, strategy is a unified, comprehensive and integrated plan. 2. Higher Employee Productivity – Employer morale will be high because there can be a system of rewards for employees with higher performance. 3. Generally, MBO has become an effective and operational techniques of performance appraisal and also a powerful philosophy of managing. 2. HRM function is seen as an independent function with independent sub-functions. Economic Decisions- Methods of manufacturing, automation, layoffs, shut-downs, mergers and acquisitions and other financial aspects. Thus they can develop their capability by which they can do their present job easily. It effects the individuals. The idea is that the employer and employee should not make decision unilaterally or with the intervention of any third party. HRD considers improved performance as the cause and improved satisfaction and morale of as its results. 2. But in the recent years the pressure of the public employees on the governments became so pronounced that they latter had to submit to the wishes of the former. 1. Discuss the importance of Human Resource Planning. (iv) Basis of Policies – Policies regarding training, promotion, transfer etc. In contrast, development is an effort to provide employees with the abilities the organisation will need in the future. A National HRD Network has been established in 1985. Human Resource Information – HRM manager in general keeps all records to employees working in his organisation; these can be used at any time when these are needed. It is a pervasive function. Download PDF. It definitely reduces boredom and monotony by providing the employee more variety of tasks in the job. Premium PDF Package. Ethical management – Ethical issues pose fundamental questions about fairness, justice, truthfulness and social responsibility. What are the six steps in training? (iii) Training- Workers should be trained for better performance of work. Ans. Sometimes, they are guided by their personal emotions and likes. (v) To provide proper opportunities of advancement to the employees on the basis of training. Personnel Decisions- Recruitment and selection, promotions and transfers, grievance settlements, work distribution. In the modern time a negative confidential report is required to be communicated to the employee. 2. (i) Identify grievances- Employee dissatisfaction should be identified by the managers if they are not expressed. viii. These are also called human relations abilities, which enable a manager to handle human resources in such a way that personal satisfaction is achieved and organizational goals are attained. If their demands are not fulfilled they do not hesitated to resort to strikes. It also provide opportunity for hard working and ambitious workers to earn more. PRINCIPLES OF HUMAN RESOURCE MANAGEMENT Multiple choice questions with answers .pdf . ICM Remote Assignments. Some of the factors are highly subjective like initiative and personality of the employees. Complexity of the problems being faced. The basic objectives of human resource management effectiveness may be explained as follows: 1. HRD is viewed as a sub-system of a larger system. What are the different kinds of pension. (v) Individual employee’s entitlement to privacy must be respected throughout the process and information then can only be released with their agreement. Assessment of employee made in terms of satisfactory, good, outstanding differs from officer to officer and also department to department it is a common complaint that appraisal reports are never written on time. At that time attitude of the government towards these unions was not good but time changes everything. HRM is supposed to be an exclusive responsibility of the personnel department. What are annual confidential reports and there shortcomings? Management is further defined as, “… that field of human behaviour in which managers plan, organise staff, direct and control human, physical and financial resources in an organised effort, to achieve desired individual and group objectives with optimum efficiency and effectiveness.”. Provide an overview of functions of HRM. Compare the functions of HRM and HRD. Job analysis provides valuable information required to identify training needs to design training programs and to evaluate training effectiveness. People are driven by an overwhelming desire to do something new that is totally of their own making. endobj Opportunity provided to the other party to be heard in good faith. It helps in minimizing absenteeism and in improving productivity. Ans. A Formal Audit/Success Rating overview on an annual or periodic basis with disclosure of results to management. Management experts now realize that the key to a firm’s success is based on establishing a set of core competencies. 7. To recognise and satisfy individual needs and group goals by offering appropriate monetary and non-monetary incentives. Q.25. To help maintain ethical policies and behaviour inside and outside the organisation. Content Filtration 6. 1. Scott, Clothier and Spriegel have defined Human Resource Management as that branch of management which is … Labour intensive blue collar and clericals jobs have started declining with arrival of the new techniques. The concept of Strategic Human Resource Management (SHRM), defined as the integration of HRM with the strategic goals which improve business performance for achieving organizational goals. >> Different qualities to be rated may not be given proper weightage in certain cases. To ensure the effective utilization of an organization’s human resources. In the strategic human resource management, both public and private, organisations playing a significant role. But in strategic HRM, the responsibility for managing human resources is placed mostly on line managers who basically manage people at work. Ans. (ii) Human Resource Planning identifies gaps in existing manpower in terms of their quantity and talent. 6. Explain the main characteristics of staffing? It is also based on industrialism. To enable management to gauge and control the payroll costs. Ans. Enquiry officer should be independent. HRM is a staff function and it helps all executives in making the organisation a good place to work in. iii. 4. 2. v. To cater to the immediate and future human resources need of the organisation on a timely basis. Also it is the responsibility of manager in the organisation to motivate the employee towards the work place. (vi) Individual Responsibility- Each worker is responsible for their own task. i. Organisational Growth – HRM manager is responsible for developing health, culture and effective work plan which always result in more profitability. It is based on monthly and yearly basis. 8. ]ߥ�������ߑ���V��p��HX@pXB����kr�FV���Ŏ�3�1�Ő��՛+��v��ѳj+Z��'��� �>��>��s�S.�[m���BbǷ�ݜO��T���O�̆���#+�#��b>i��O���|���G�%�~�N�7�@��`�¥���?�̄9-wot7F��ذ��C��gXmg�pI�y�cH�HIݖ���/�n��ё�e!���G�7"v���OYPOPf�xK�1�)j���t�\�"�� 5. i. 2. Ans. The role of training has been brilliantly analysed in the report of the committee on the training of civil servants, which is known as the Assheton Committee Report, submitted to the British Chancellor of the Exchequer in 1944. Enquiry officer is required to record his findings with reasons in his report. Essays, Research Papers and Articles on Business Management, Notes on Human Resource Management (HRM): Meaning and Nature, Difference between Human Resource Management and Human Resource Development, Human Resource Management Multiple Choice Questions and Answers. 4. 5. Employee has to be given a fair opportunity. vii. 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