Performance Management Process - Manpower Planning - Human Resource Management Assessment Answer

Assessment Task:

Human Resource Management Assessment Answer

1. Employers use a(n) ------- to ensure that employees are working toward organizational goals. 
 
1.    Performance management process
 
2.    Employee orientation program
 
3.    Management by objectives program
 
4.    Rewards program
 
5.    Just-in-time system

2. The important goals of compensation administration are to design a low-cost pay plan that will ------- competent employees-which is also perceived to be fair by these employees. 
 
1.    Attract
 
2.    Motivate
 
3.    Retain
 
4.    All of the above
 
5.    Only (1) and (2)

3. Which interview method is most reliable? 
 
1.    Structured
 
2.    Unstructured
 
3.    Non-directive
 
4.    Telephone

4. Technological obsolescence of engineers can be easily prevented by: 
 
1.    Behaviour modelling
 
2.    Lectures
 
3.    Coaching
 
4.    Laboratory training
 
5.    On-the-job training

5.  What is meant by the acronym PBR? 
 
1.    Payment By Results
 
2.    Payment By Review.
 
3.    Payment By Reward.
 
4.    Payment By Revision.

6. ------ is defined as assigning employees jobs for which they have been identified as suitable based on the selection techniques. 
 
1.    Placement
 
2.    Orientation
 
3.    Induction
 
4.    None of the above

7. Human Resource Planning (HRP) helps to plan ------- in manpower competencies in a systematic manner. 
 
1.    Replacements
 
2.    Changes
 
3.    Both (1) and (2)
 
4.    None of the above

8. Which of the following is the form of promotion? 
 
1.    Open form
 
2.    Close form
 
3.    Both (1) and (2)
 
4.    None of the above

9. The question of placement arises when a group of trainees are ------- .
 
1.    Inducted
 
2.    Oriented
 
3.    Recruited
 
4.    Transferred

10. While deciding the basic wage which of the following criteria may be considered? 
 
1.    Skill needs of the job
 
2.    Experience needed
 
3.    Training needed
 
4.    All of the above

11. Human Resource Planning (HRP) / manpower planning is essential wherever ------- is/ are involved.
 
1.    Production of goods
 
2.    Services
 
3.    Both (1) and (2)
 
4.    None of the above

12.  ------- defines the manner or way of accomplishing something, i.e., it is the process and method. 
 
1.    Objective
 
2.    Programme
 
3.    Procedure
 
4.    Policy

13. ------- is an education process as it tries to enhance one’s ability to understand and interpret knowledge in a useful way. 
 
1.    Management
 
2.    Tarining
 
3.    Development
 
4.    None of the above

14. Under ------- , average of the combined employment level data for the recent past is considered as the forecasted employment level for the next period. 
 
1.    Moving Average Method
 
2.    Manpower Average Method
 
3.    Forecasting Average Method
 
4.    None of the above

15. The first factor in deciding the supply of labour is: 
 
1.    Developing staffing tables
 
2.    Issuing advertisements
 
3.    Preparing replacement charts
 
4.    Analysing labour markets
 
5.    Auditing present employees

16.  The ultimate goal of ------- is to reward desired behaviours and encourage people to do well in their jobs. 
 
1.    Compensation administration
 
2.    Basic Wage
 
3.    Incentives
 
4.    None of the above

17. ------- is a sampling technique. 
 
1.    Method study
 
2.    Ratio-delay
 
3.    Work Measurement
 
4.    None of the above

18. By checking -------- of the candidates, an organization may reject a good number of applicants based on the above rejection parameters. 
 
1.    Question Blanks
 
2.    Application Blanks
 
3.    Blank Forms
 
4.    None of the above

19. Policy is not a strategy or tactic. 
 
1.    true
 
2.    false

20. Employee orientation and induction is also called employee ------- process. 
 
1.    Introduction
 
2.    Socialization
 
3.    Placement
 
4.    None of the above

21. ------- provide a clear idea of what management and employees can expect. 
 
1.    Programmes
 
2.    Objectives
 
3.    Procedures
 
4.    Policies

22. Employee     ---------   etymologically means an extension of employee participation vis-à-vis involvement. 

23. The term     --------- is usually defined to mean compensation to office, managerial, technical and professional staff. 

24. ------- generally exists between a superior and a subordinate. 
 
1.    Line relationship
 
2.    Integration
 
3.    Both (1) and (2)
 
4.    None of the above

25. Which of the following is not one of the CIPD's suggested criteria for evaluating the effectiveness of HRP? 
 
1.    The extent to which strategies and programmes are replanned to meet changing requirements.
 
2.    The extent to which the outputs of HRP programmes continue to meet changing circumstances.
 
3.    The extent to which HRP is based on comprehensive and accurate data.
 
4.    The extent to which HRP programmes achieve their cost and productivity objectives.

26. What is the key difference between human Resource Planning (HRP) and HR strategy? 
 
1.    There is no difference between Human Resource Planning (HRP) and HR Strategy.
 
2.    Human Resource Planning (HRP) is a key component of HR strategy.
 
3.    HR strategy is a key component of Human Resource Planning (HRP).
 
4.    None of the above

27. Choose the right option-The question may have more than one correct answer           Using the Socio-technical approach, which of the following guiidelines have been developed for designing jobs? 
 
1.    A job needs to be reasonably demanding for the individual in terms other than sheer endurance and yet provide some variety (not necessarily novelty).
 
2.    Employees need to be able to learn on the job and to go on learning. Employees need to be able to relate what they do and what they produce to their social life.
 
3.    Employees need some minimum area of decision making that they can call their own.
 
4.    Employees need some minimal degree of social support and recognition at the workplace.

28. Choose the right option-The question may have more than one correct answer          Human Resource Planning is a highly important and useful activity. If used properly, it offers a number of benefits such as :
 
1.    The reservoir of talent: The organisation can have a reservoir of talent at any point of time. People with requisite skills are readily available to carry out the assigned tasks.
 
2.    Expand or contract: If the organisation wants to expand its scale of operations, it can go ahead easily. Advance planning ensures a continuous supply of people with requisite skills who can handle challenging jobs easily.
 
3.    Prepare people for future: People can be trained, motivated and developed in advance and this helps in meeting future needs for high-quality employees quite easily. Likewise, human resource shortages can also be met comfortably (when people quit the organisation for various reasons) through proper human resource planning.
 
4.    Cut costs: Planning facilitates the preparation of an appropriate HR budget for each department or division. This, in turn, helps in controlling manpower costs by avoiding shortages/excesses in manpower supply. The physical facilities such as canteen, quarters, school, medical help, etc., can also be planned in advance.

29. Choose the right option-The question may have more than one correct answer                 In realising the HRD objectives by line managers, inter alia, also require them to play a proactive role in which of the following area? 
 
1.    Line managers need to define the capabilities of employees. By developing such capability profiles of employees, they can facilitate skill and competency mapping for other strategic decisions of the organizations, like; HRM, etc. This input also helps an organization to identify shortage in critical skill areas and accordingly organization can initiate required action plan through training and development programmes. Apart from the above strategic functions, this also helps in developing skill inventory, deciding about redundancy, transfer, promotion, relocation, restructuring, redeployment, etc
 
2.    Line managers facilitate the identification of training needs. Being in close proximity to the operational people, they observe and understand the performance of employees better. This requirement is important even for documentation of quality standards, i.e., ISO: 9000. All the ISO certified organizations have documented systems in this respect.
 
3.    Line managers play other developmental roles to motivate people to learn and take responsibility by continuous coaching and developing problem solving skills, by recommending them for further training, etc. They encourage employees to promote small group activities like; Quality Circles, TQM club, value engineering team, etc. Many organizations prefer to involve line managers in in-house training programmes, rather than outsourcing training experts.
 
4.    Line managers play a role in identification and clarification of KRAs/KPAs. Setting KRAs/KPAs alone cannot set the ball rolling. It requires continuous support and sustaining of an environment of mutual trust and openness. Line managers by extending their help and support; enable the subordinates to realize their goals. This inculcates a sense of achieving, which has tremendous motivational benefit.
 
5.    In organisation development intervention, line managers play an important role by identifying required initiatives, by participating in organizational diagnosis surveys and finally by implementing the suggestive action plan.

30. Choose the right option-The question may have more than one correct answer                The potential advantages of labour turnover could be listed as : 
 
1.    Labour turnover creates possibilities for replacing employees and therefore enables firms to import new types of knowledge, ideas, experience and skills.
 
2.    Even under the conditions of careful recruitment and selection procedures, some matches turn out to be better than others. This holds especially when productivity and performance do not so much depend on technology as well as on social relations and contextual skills.
 
3.    Leave of less productive employees refers to workers who lose productivity due to aging, physical and mental wear or because they cannot cope with rising work pressures.
 
4.    Leave of relatively expensive employees applies especially in case a firm uses a compensation system based on seniority or if the premiums for social security are age related. If the rise of labor costs exceeds the increase of productivity of an employee, replacement of the latter becomes profitable.
 
5.    The personnel demand of a firm is dependent on external conditions of which the market and the business cycle are important ones. Hence, some variation in the number of staff employed is inevitable. Compulsory redundancies may lead to substantial costs because of severance pays and may weaken the psychological contract with those workers who leave behind. A sufficient amount of ‘natural’ labor turnover may facilitate these adjustments.

31. Moving average method smoothens random errors by giving exponentially decreasing weights to ------- data. 
 
1.    Statistical
 
2.    Historical
 
3.    Future
 
4.    Projected

32.  Choose the right option-The question may have more than one correct answer            Some organizations ask for references from the applicants in the application blank itself to get which of the following candidate's information? 
 
1.    Character
 
2.    Antecedents
 
3.    Health Problems
 
4.    Financial Level

33. The ------- is a logical review of the workings of the HR department. 
 
1.    Intervention
 
2.    HR audit
 
3.    Job Evaluation
 
4.    Human Resource Planning

34. Human Resource Management is primarily concerned with which of the following?
 
1.    Management of people
 
2.    Individuals or groups at work
 
3.    Inter-relationships of workforce
 
4.    All of the above
 
5.    Only (1) and (2)

35. The ultimate goal of ------- is to reward desired behaviours and encourage people to do well in their jobs.
 
1.    Compensation administration
 
2.    Basic Wage
 
3.    Incentives
 
4.    None of the above

36. Unlike Delphi method, the nominal group method involves a panel of experts. 
 
1.    true
 
2.    false

37. Choose the right option-The question may have more than one correct answer                   The problem(s) faced by human resource professionals while preparing or administering HR Plans is / are : 
 
1.    Employees and unions brand HRP exercises as ways to increase workload. Management simply is trying to turn HRP into a kind of scientific exercise to get more from employees without offering any commensurate benefits.
 
2.    HRP, in the final analysis, may suffer due to an excessive focus on the quantitative aspects. The quality side of the coin (consisting of employee motivation, morale, career prospects, training avenues etc.) may be discounted thoroughly.
 
3.    Projecting manpower needs over a period of time is a risky one. It’s not possible to track the current and future trends correctly and convert the same into meaningful action guidelines. Inaccuracies would creep in usually when departmental forecasts are made without a careful examination of relevant issues.
 
4.    Planning is generally undertaken to improve overall efficiency. In the name of cost cutting, this may ultimately help management weed out unwanted labour at various levels. The few efficient ones that survive such frequent onslaughts complain about additional work. Support from management is equally missing on more than one occasion. They are unwilling to commit funds for building an appropriate human resource information system. The time and effort involved – with no tangible, immediate gains – often force them to look the ‘other way’.
 
5.    Human Resource Planning is not something that would bring in results instantaneously. It demands elaborate preparation, careful monitoring of internal as well as external factors, strong support from management and workers, and sincere implementation. The results may not be encouraging, when the preparation is insufficient and commitment from people is open to doubt.

38. Choose the right option-The question may have more than one correct answer               The fringe benefits offered by various organisations in India may be broadly classified into five categories. One of them is Payment for time not worked which includes :
 
1.    Section 51 of the Factories Act, 1948, specifies that no adult worker shall be required to work in a factory for more than 48 hours in any week. Section 54 of the Act restricts the working hours to 9 on any day. In some organisations, the numbers of working hours are less than the legal requirements
 
2.    Shift premium: Companies operating second and third shifts, pay a premium to the workers who are required to work during the odd hour’s shift.
 
3.    Holiday pay: Generally organisations offer double the normal rate of the salary to those workers, who work during holidays.
 
4.    Workers in manufacturing, mining and plantations who worked for 240 days during a calendar year are eligible for paid vacation at the rate of one day for every 20 days worked in case of adult workers and at the rate of one day for every 15 days worked in case of child workers.
 
5.    According to the Factories Act, 1948, an adult worker shall have weekly paid holidays, preferably Sunday. When a worker is deprived of weekly holidays, he is eligible for compensatory holidays of the same number in the same month. Some organisations allow the workers to have two days’ holidays in a week.

39. A sound plan of compensation administration seeks to achieve which of the following objectives? 
 
1.    To establish a fair and equitable remuneration offering similar pay for similar work. To attract qualified and competent personnel.
 
2.    To retain the present employees by keeping wage levels in tune with competing units. To control labour and administrative costs in line with the ability of the organization to pay.
 
3.    To improve motivation and morale of employees and to improve union-management relations. To project a good image of the company and to comply with legal needs relating to wages and salaries.
 
4.    All of the above
 
5.    Only (1) and (2)

40. Technological obsolescence of engineers can be easily prevented by:
 
1.    Behaviour modelling
 
2.    Lectures
 
3.    Coaching
 
4.    Laboratory training
 
5.    On-the-job training

41. Which best represents an interview with a set of standardized questions (based on job requirements) and an established set of answers against which applicant responses can be rated? 
 
1.    Panel interview
 
2.    Behavioural interview
 
3.    Situational interview
 
4.    Structured interview

42. E-learning is all about : 
 
1.    Computers and computing
 
2.    Being technology-driven
 
3.    Electronics
 
4.    Experience

43. Employers use a(n) ------- to ensure that employees are working toward organizational goals. 
 
1.    Performance management process
 
2.    Employee orientation program
 
3.    Management by objectives program
 
4.    Rewards program
 
5.    Just-in-time system
 
5.    Only (1) and (2)

44. Choose the right option-The question may have more than one correct answer. 
Which of the following is describing the difference between Job Enlargement and Job Enrichment? 
 
1.    The difference between job enrichment and job enlargement is quality and quantity. Job enrichment means improvement, or an increase with the help of upgrading and development, whereas job enlargement means to add more duties, and an increased workload. By job enrichment, an employee finds satisfaction in respect to their position and personal growth potential, whereas job enlargement refers to having additional duties and responsibilities in a current job description.
 
2.    The difference between job enrichment and job enlargement is quantity and quality. Job enlargement means improvement, or an increase with the help of upgrading and development, whereas job enrichment means to add more duties, and an increased workload. By job enlargement, an employee finds satisfaction in respect to their position and personal growth potential, whereas job enrichment refers to having additional duties and responsibilities in a current job description.
 
3.    Job enlargement is a vehicle employers use to put additional workload on employees, perhaps in economical downtime. Due to downsizing, an employee might feel lucky to have a job at all, despite the fact that his duties and responsibilities have increased. Another approach is that by adding more variety and enlarging the responsibilities will provide the chance of enhancement and more productivity. Job enrichment involves organizing and planning in order to gain more control over their duties and work as a manager. The execution of plans and evaluation of results motivates workers and relieves boredom.
 
4.    Job enrichment is a vehicle employers use to put additional workload on employees, perhaps in economical downtime. Due to downsizing, an employee might feel lucky to have a job at all, despite the fact that his duties and responsibilities have increased. Another approach is that by adding more variety and extending the responsibilities will provide the chance of enhancement and more productivity. Job enlargement involves organizing and planning in order to gain more control over their duties and work as a manager. The execution of plans and evaluation of results motivates workers and relieves boredom.

45. Which of the following is/are true about Job Rotation? 
 
1.    Repetitive tasks develop boredom and jobs become increasingly dehumanised and dissatisfying to the employees. Some companies try to reduce this boredom through job rotation, which is a systematic movement of workers from one job to another. Such movement or rotation in different functions increases the skills and functional efficiency of the employees as they are exposed to different business situations. Some companies even encourage such movement from one unit to another to enable employees to understand the organization as a total system.
 
2.    For manning higher positions in the organization, knowledge of employees is an important prerequisite. A staff executive, who is posted in an office, may be encouraged to move to the factory (which may not be attached to an office) to get exposed to the intricacies of functioning, only to promote him later to a more senior position. Job rotation, for employees at lower level also, helps in multi-skill development whereby the organization can get the advantage of their services at the time of exigency.
 
3.    Frequent job rotations do not allow employees to get specialised knowledge and skill and reduce them to an unskilled functionary or at least 'a jack of all trades and master of none'. For such obvious disadvantage of job rotation, other forms of job mobility like; job enlargement and job enrichment are considered as better alternatives.
 
4.    All of the above
 
5.    Only (2) and (3)

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