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Human Resources

Description: Proficiency in HRD
Number of Questions: 15
Created by:
Tags: HRD Human Resource
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Which of the following does not apply to Human Resource Development (HRD)?

  1. Acquiring capabilities

  2. Improving capabilities

  3. Individual development

  4. Organisational culture

  5. None of these

Show answer
Correct Option: E
Explanation:

All of the above apply to HRD.

Which of the following is not an example of HRD instrument or tool?

  1. Performance appraisal

  2. Potential appraisal

  3. Organisational development

  4. Career planning

  5. None of these

Show answer
Correct Option: E
Explanation:

All above are the examples of HRD tool/instrument.

Which of the following may not be of any relevance to the concept of Quality of Work Life (QWL)?

  1. Job market trends

  2. Competitor practices

  3. Legal/statutory requirements

  4. Employee expectations

  5. None of these

Show answer
Correct Option: E
Explanation:

All of the above are of relevance with regards to QWL.

Which of the following is/are correct regarding potential appraisal?

  1. It evaluates current performance level of an employee.

  2. It looks into the area of the employee's career advancement.

  3. It is similar to performance appraisal.

  4. It assesses employees' do-ability of additional responsibilities.

  5. Both (2) and (4)

Show answer
Correct Option: E
Explanation:

Both are correct.

Which of the following is not true regarding performance appraisal?

  1. It evaluates behavior of employees.

  2. It evaluates performance of employees.

  3. It provides future projections.

  4. It is similar to job evaluation.

  5. It is linked to other HRD tools like training and development.

Show answer
Correct Option: D
Explanation:

Job evaluation is finding out the worth of a job in comparison to another. It is not linked to performance appraisal.

What areas would you accommodate in HRIS (Human Resource Information System)?

  1. Personal information about employees, employee recruitment details, training details

  2. Appraisal details, profit and loss statements of SBU, transfer and promotion details

  3. Employee compensation details, disciplinary action related details, employee leaves availed details

  4. Only (1) and (3)

  5. (1), (2) and (3)

Show answer
Correct Option: D
Explanation:

Correct. Both 1 and 3 are applicable.

Which of the following is not an example of training?

  1. Apprenticeship

  2. Induction

  3. Job rotation

  4. Case study

  5. Role play

Show answer
Correct Option: D
Explanation:

Example of management development applicable for managers.

In order to survive in a competitive environment, organisations should equip the employees to meet future challenges. It is necessary to constantly upgrade the skills and abilities of employees in order to enable them to meet the various challenges and threats posed by the external environment.

Which of the following is/are applicable to organisational development?

  1. Employees should be equipped to meet future challenges.

  2. Skills and abilities of employees must be upgraded constantly to meet environmental factors.

  3. Employee aspirations and organisational goals must be suitably aligned.

  4. Both (2) and (3)

  5. Both (1) and (2)

Show answer
Correct Option: E
Explanation:

Both are correct.

In context of training evaluation with regard to organisational development objective, which of the following is not applicable?

  1. Conceptual development

  2. Skills learning

  3. Training cost

  4. Values and attitude change

  5. Job effectiveness

Show answer
Correct Option: E
Explanation:

Correct. This is related to organisational development. The next level here is team effectiveness followed by organisational effectiveness.

Trainees are euphoric after completion of training delivery. Which of the following is appropriate in this context?

  1. Learning

  2. Job behaviour

  3. Reaction session

  4. Organisational effectiveness

  5. Ultimate value

Show answer
Correct Option: C
Explanation:

Correct

Performance appraisals provide a formal and recorded _________ review of an employee's performance.

  1. future

  2. occasional

  3. monthly

  4. regular

  5. None of these

Show answer
Correct Option: D
Explanation:

Correct. More reasonable answer. The idea is that it should be periodic in nature, happening at regular intervals. The interval could be decided on the basis of organisational needs.

Which of the following performance appraisal techniques involve(s) highest emphasis on results?

  1. 360 degree

  2. Graphic rating

  3. BARS

  4. MBO

  5. All of the above

Show answer
Correct Option: D
Explanation:

Correct. Results matter most in this.

Which of the following apply in a performance appraisal process after establishing performance standards?

  1. Actual performance should be measured.

  2. Actual performance should be compared with standards.

  3. Standards should be communicated.

  4. Corrective action should be taken.

  5. None of these

Show answer
Correct Option: C
Explanation:

This is very logical. Once standards are established, they should be made known to all stakeholders.

Job enrichment should be applied

  1. across the board

  2. indiscriminately

  3. selectively based on situational variables

  4. selectively based on probability theory

  5. None of these

Show answer
Correct Option: C
Explanation:

We need to look at situational variables and apply.

Which of the following is not served by performance appraisal?

  1. Attitude development of employees

  2. Alignment of individual and organisational needs

  3. Relationship management

  4. Employee motivation

  5. None of these

Show answer
Correct Option: E
Explanation:

All of the above apply. So, this is the correct answer.

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