Which of the following is the most serious problem that might arise due to excessive reliance on internal recruitment?
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Consider the following statements.
1. Employees only have themselves to blame for stalled careers.
2. All employees have similar career goals.
3. Career development aims at tracking career sponsors.
Which of the statement(s) given above is/are correct?
1. Employees only have themselves to blame for stalled careers.
2. All employees have similar career goals.
3. Career development aims at tracking career sponsors.
Which of the statement(s) given above is/are correct?
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Merit rating is not known as
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Performance Appraisal is a management technique to:
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Which one of the following is not the function of the Personnel Department:
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Creating an environment that facilitates a continuous and two-way exchange of information between the superiors and the subordinates is the core of:
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Match the items of List-I with the items of List-II according to 'The Harvard Framework' developed for HRM.
| List-I | List-II |
| a. Stakeholder's interest | 1. Work systems |
| b. Situational factor | 2. Cost-effectiveness |
| c. HRM policy choice | 3. Individual well-being |
| d. HR outcome | 4. Government |
| d. Long-term consequence | 4. Business strategy |
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The rating of an employee high or low on the basis of general impression:
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Assertion (A) Recruitment is positive while selection is negative in its application.
Reason (R) Recruitment aims at increasing the job seekers while selection rejects a large number of unqualified applicants.
Reason (R) Recruitment aims at increasing the job seekers while selection rejects a large number of unqualified applicants.
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HR Department maintains . . . . . . . . records.
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The most reliable and valid tests are generally
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. . . . . . . . is the process of deciding what positions the firm will have to fill:
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Aptitude tests measure
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Match List-I with List-II and select the correct answer:
| List-I | List-II |
| a. Job rotation | 1. The process of diagnosing present problems and future challenges to be met through training and development |
| b. Needs assessment | 2. Moving employees to various position in the organisation to expand their skills, knowledge and abilities. |
| c. Job instruction training | 3. A broader long-term function educational programme offered to carry out non-technical functions more effectively. |
| d. Development | 4. A systematic approach consisting of preparing the trainees presenting the instruction, having trainees try out the job and placing trainees on the job with a designated resource person. |
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Grievance arises out of disagreement related to:
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Which of the following personality has been the leading advocate of the concept of 'learning organization' that continually expands the ability to shape the future?
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Which one of the following tests is not recommended for the top-level positions?
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The unstructured interview . . . . . . . .
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Human resource planning benefits to an organisation are reflected in which of the combination of the following?
1. Balance between demand and supply of human resources.
2. Non-compulsion on management to assess critically and continuously the employees and personnel policies.
3. Duplication of efforts and conflicts are avoided.
4. Minimising the future returns on investment in human resources.
1. Balance between demand and supply of human resources.
2. Non-compulsion on management to assess critically and continuously the employees and personnel policies.
3. Duplication of efforts and conflicts are avoided.
4. Minimising the future returns on investment in human resources.
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Q100
Open questionSelect the correct answer of the following statements being correct or incorrect.
1. Strategic HRM focuses on specific organisational intentions about what needs to be done while HR strategies focus on long-term issues only.
2. Strategic HRM focuses on macro concerns such as structure and culture while HR strategy focuses on specific issues assigned.
3. Human Resource strategy decisions are derived from strategic HRM.
1. Strategic HRM focuses on specific organisational intentions about what needs to be done while HR strategies focus on long-term issues only.
2. Strategic HRM focuses on macro concerns such as structure and culture while HR strategy focuses on specific issues assigned.
3. Human Resource strategy decisions are derived from strategic HRM.
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