Human Resource Management:

Human Resource Management - An Introduction

Unit-1

Identify the managerial function out of the following functions of HR managers.

procurement

development

organizing

performance appraisal
Yes, the answer is correct.
Score: 1
Feedback:
Organizing is the function that managers undertake to design, structure, and arrange the
components of an organization's internal as well as external environment.
Accepted Answers:
organizing
1 point
Which of the following is an example of operative function of HR managers?

planning

organizing

procurement

controlling
Yes, the answer is correct.
Score: 1
Feedback:
The first operative function of personnel management is procurement, in this function we
cover job analysis, manpower planning, recruitment, selection, placement, induction and
internal mobility.
Accepted Answers:
procurement
1 point
The scope of human resource management includes

procurement
 development

compensation

All of the above

Yes, the answer is correct.

Score: 1
Feedback:
The scope of Human Resource Management refers to all the activities that come under the
banner of Human Resource Management.
Accepted Answers:
All of the above

1 point
The human resource Management functions aims at

ensuring that the human resources possess adequate capital, tool, equipment and material
to perform the job successfully

helping the organization deal with its employees in different stages of employment

improving an organization’s creditworthiness among financial institutions

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Basic functions of Human Resource Management are
planning, directing, controlling, organizing and staffing.
Accepted Answers:
helping the organization deal with its employees in different stages of employment
1 point
The acronym of HRM is

Human relation management

Human Resource Management

Humanistic resource management

Human report management

Yes, the answer is correct.
Score: 1
Feedback:
Human Resource Management is the process of recruiting, selecting, inducting employees, providing
orientation,etc. Human Resource Management is the practice of managing people to achieve the
goals of an organization.
Accepted Answers:
Human Resource Management
1 point

It is now globally recognized that managing human resources is the basic job of Management.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Managers are utilized in every sector, and the business model relies on their leadership.
Accepted Answers:
TRUE
1 point

HRM has no scope to improve organizational climate and efficiency

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
The scope of HRM is very vast and wide. It includes all the activities right from the starting
of manpower planning till employee leaves the organisation.
Accepted Answers:
FALSE
1 point
By adopting HRM, it would become easier for the management to identify and train appropriate
talents for every job.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
HRM is pervasive in nature it is present in all enterprises, HRM helps the organization to work in
a effective and efficient manner.
Accepted Answers:
TRUE

1 point
The ________ are the resources that provide utility value to all other resources.

Men

Material

Money

Machinery
Yes, the answer is correct.
Score: 1
Feedback:
Human beings are the most important resource for an organization.
Accepted Answers:
Men
1 point
The characteristics of human resources are ________ in nature

homogeneous

heterogeneous

ductility

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Human Resource management achieve goals of an organization in an efficient and effective
manner by process and philosophy of acquisition, development, utilization, and maintenance
of competent human force, so it becomes homogeneous in nature.
Accepted Answers:
homogeneous

Human Resource Development

Unit-2
First step of Human Resource development in any organization is

determining development approaches

formulate HR plans

determining development approaches

assessing the needs for development

Yes, the answer is correct.
Score: 1
Feedback:
Human resource planning is the process of forecasting organisation's demand and supply of
manpower need in future.
Accepted Answers:
determining development approaches

1 point
Second step of HR development process in any organization is

identifying capabilities

formulate HR plans

determining development approaches

assessing the needs for development

Yes, the answer is correct.
Score: 1
Feedback:
HRD is a process by which the employees sharpen there capabilities required to perform
various functions.
Accepted Answers:
identifying capabilities
1 point

HRD practioners or managers have to perform the following role in an organization.

HRD short and long range planning

Organizing the HRD unit

Budgeting for the HRD department

All of the above

 Yes, the answer is correct.
Score: 1
Feedback:
Human Resource Development is the framework for helping employees develop their skills,
knowledge, and abilities, which in turn improves an organization's efficiency.
Accepted Answers:
All of the above

1 point
Which of following is the feature of HRD

Continuous process

Planned and systematic approach

Interdisciplinary approach

All of these
Yes, the answer is correct.
Score: 1
Feedback:
HRD is the integrated use of training, organizational and career development efforts to
improve individual, group, and organizational effectiveness.
Accepted Answers:
All of these
1 point
Which is the objectives of HRD from followings

To provide all over development of people in organization

To develop constructive mind and over all personality

Top develops and maintains high level motivation

All of these
Yes, the answer is correct.
Score: 1
Feedback:
• Objective of HRD is to develop capabilities of all individuals working in
an organization in relation to their present role.
Accepted Answers:
All of these
1 point

The HRD manager is, first a line manager of an organizational unit

TRUE
 FALSE
Yes, the answer is correct.
Score: 1
Feedback:
The HRD manager should possess knowledge of how to evaluate learners, programs and
instructors, he plays an important role in an organization.
Accepted Answers:
TRUE
1 point
Organization has to prepare themselves to cope up with the changes in the environment in order
to survive and be successful.

TRUE

FALSE

Yes, the answer is correct.

Score: 1
Feedback:
HRD is a systematic and planned approach through which the efficiency of employees is
improved.
Accepted Answers:
TRUE
1 point
The aim of HRD is over all devlopment of employee and organization as whole.

True

False
Yes, the answer is correct.
Score: 1
Feedback:
Development refers to a process of active learning from experience-leading to systematic
development.
Accepted Answers:
True
1 point
The _____________involves upgrading the skill extending the knowledge and competencies of
human resource.

HRM

HRD

Account department
 None of the above
Yes, the answer is correct.
Score: 1
Feedback:
HRD is a systematic and planned approach through which the efficiency& capability of
employees is improved.
Accepted Answers:
HRD
1 point
One of the importance of HRD is _______________

Role Clarity

Confusion

Ambiguity

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
In role clarity employees have a clear understanding of their tasks, responsibilities and
processes at work.
Accepted Answers:
Role Clarity

Manpower Planning/ Human Resource Planning

Unit-3
The process by which a management determines how an organization should move from its
current manpower position to its desired manpower position is called

Job description

Job specification

Manpower planning

Recruitment
Yes, the answer is correct.
Score: 1
Feedback:
Manpower Planning consists of putting right number of people, right kind of people at the
right place and right time for doing the right job.
Accepted Answers:
Manpower planning
1 point
Which of the following option is not the factor that hinders with the human resource planning
process?

Type and quality of forecasting information

Time horizons

Environmental uncertainties

Unite the perspectives of line and staff managers

Yes, the answer is correct.

Score: 1
Feedback:
Line managers have total authority over those who report directly to them, but staff workers
have primarily advisory authority.
Accepted Answers:
Unite the perspectives of line and staff managers

1 point
Which of these factors is not included in environmental scanning?

Political and legislative issues

Economic factors

Technological changes

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Environmental scanning is the process of gathering information about events and their
relationships within internal and external environments of an organization's.
Accepted Answers:
None of the above
1 point
Procedure of analyzing human capital availability and need of human resources for organization
is classified as

Human Resource Planning

Recruitment planning

Cost planning
 Differentiation planning
Yes, the answer is correct.
Score: 1
Feedback:
Human resource planning is a process that identifies current and future human resources needs
for an organization to achieve its goals.
Accepted Answers:
Human Resource Planning
1 point
Which of the following factors state the importance of the Human Resource Planning?

Creating highly talented personnel

International strategies

Resistance to change and move

All of the above

Yes, the answer is correct.
Score: 1
Feedback:
The main purpose of human resource planning is to set the goals and objectives of the
company.
Accepted Answers:
All of the above
1 point

HRP may be defined as strategy for acquisition, utilization, improvement and preservation of
the human resources of an enterprise.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
The objective is to provide right personnel for the right work and optimum
utilization of the existing human resources. HRP exists as a part of the planning
process of business.
Accepted Answers:
TRUE
1 point
Human Resource Planning facilitates international expansion strategies.
 True

False
Yes, the answer is correct.
Score: 1
Feedback:
International expansion strategies of an organization depend upon HRP. Under International
Human Resource Management (IHRM)
Accepted Answers:
True
1 point

Human Resource Planning is the process of forecasting an organisations future demand for, and
supply of, the right type of people in the right number.

True

False
Yes, the answer is correct.
Score: 1
Feedback:
Human resource planning is to maintain and improve the organization's ability to achieve its
goals by developing strategies that will result in optimum contribution of human resources.
Accepted Answers:
True
1 point
______ is the process of estimating the quantity and quality of people required to meet future
needs of the organisation.

Demand forecasting

Supply forecasting

Environmental forecasting

None of the above

Yes, the answer is correct.

Score: 1
Feedback:
Demand forecasting is a field of predictive analytics which tries to understand and predict
customer demand to optimize supply decisions.
Accepted Answers:
Demand forecasting
1 point
A process that is used for identifying and developing internal people with the potential to fill key
business leadership positions in the company is called ______.

Highly talented personnel creation

investing in human resources

Succession planning

None of the above

Yes, the answer is correct.

Score: 1
Feedback:
Succession planning is a process that ensures your company is prepared for the future.
Accepted Answers:
Succession planning

Recruitment
Unit-4

1 point
The following is a source of recruitment

Advertisement

Reference

Company Website

All of the above

Yes, the answer is correct.
Score: 1
Feedback:
The candidates may be available inside or outside the organisation, normally there are
two sources of recruitment i.e., internal and external sources.
Accepted Answers:
All of the above
1 point
The merit of using internal sources recruitment is

Leads to inbreeding

The employer is in a better position to evaluate those presently employed than outside
candidates.
 None of the above
Yes, the answer is correct.
Score: 1
Feedback:
Recruitment from internal sources is done to fill up vacancies through promotion, re-hiring
and transferring employees within the company.
Accepted Answers:
The employer is in a better position to evaluate those presently employed than outside
candidates.
1 point
The demerit of using internal sources recruitment is

The employer is in a better position to evaluate those presently employed than outside
candidates.

It promotes loyalty among the employees

Motivation

Leads to inbreeding

Yes, the answer is correct.

Score: 1
Feedback:
• Employees sometimes witness biased and partiality in promotion or transfer, which
leads to dissatisfaction.
Accepted Answers:
Leads to inbreeding

1 point
Which of the following is the disadvantage of external sources of recruitment

It is less costly

It will help in bringing new ideas

The entry of new persons with varied expansion and talent will help in human resource mix

Motivation, morale and loyalty of existing staff are affected, if higher level jobs are filled from
external sources
Yes, the answer is correct.
Score: 1
Feedback:
The external recruitment process can attract candidates who are not relevant or worthy of
the open position.
Accepted Answers:
Motivation, morale and loyalty of existing staff are affected, if higher level jobs are filled from
external sources
1 point

Which of these is the purpose of recruitment?

Make sure that there is match between cost and benefit

Help increase the success rate of the selection process by reducing the number of visibly
under qualified or over qualified job applicants.

Help the firm create more culturally diverse work - force

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Purpose of Recruitment is to create talent pool of candidates
Accepted Answers:
Help increase the success rate of the selection process by reducing the number of visibly under
qualified or over qualified job applicants.
1 point
Supply and demand is the most important external factor governing recruitment

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
The availability of manpower both within and outside the organization is an essential factor in the
recruitment process.

Accepted Answers:
TRUE
1 point

While recruiting for non - managerial, supervisory and middle - management positions Labour
market is of prime importance

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
A labour market is the place where workers and employees interact with each other, in the labour
market, employers compete to hire the best.
Accepted Answers:
TRUE

1 point
The apprentices act deals with recruitment and selection

TRUE

FALSE

Yes, the answer is correct.

Score: 1
Feedback:
The main purpose of the Act is to provide practical training to technically qualified persons in
various trades
Accepted Answers:
TRUE
1 point

The poor quality of selection will mean extra cost on _______ and supervision.

Training

Recruitment

Work quality

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Training has specific goals of improving one's capability, capacity, productivity and performance.
Accepted Answers:
Training
1 point
Recruitment is widely viewed a ______________process

Positive

Negative

Both positive and negative

 None of these
Yes, the answer is correct.
Score: 1
Feedback:
Recruitment is a positive process because it's aim is to attract more and more job seekers to
apply.
Accepted Answers:
Positive

Selection
Unit-5
The result of a job analysis are set down in

Job description

Role analysis

Interest

Aptitude
Yes, the answer is correct.
Score: 1
Feedback:
A job description is an internal document that clearly states the
essential job requirements, job duties, job responsibilities, and skills required to perform a
specific role.
Accepted Answers:
Job description

1 point
The technique by which a new employee is rehabilitated into the changing surroundings and
introduced to the practices, policies and purposes of the organization.

Job description

Role analysis

Interest

Induction
Yes, the answer is correct.
Score: 1
Feedback:
Induction is the process for welcoming newly recruited employees and supporting them to adjust
to their new roles and working environments.
Accepted Answers:
Induction

1 point
The applicant is asked some very general questions, and he may reply these in way he lies for a
considerable length of time in an interview is called as

Action Interview

Discussion Interview

Board Interview

Free Interview
Yes, the answer is correct.
Score: 1
Feedback:
The interview is a conversation in which you and an employer exchange information.
Accepted Answers:
Free Interview

1 point
Psychomotor test falls under which category of test

Achievement Test

Aptitude test

Personality Test

Intrest Test
Yes, the answer is correct.
Score: 1
Feedback:
Psychomotor ability refers to a wide range of actions involving physical movement related to
conscious cognitive processing.
Accepted Answers:
Aptitude test
1 point
Following is the first step in selection of the candidate.

Identifying and selecting selection criteria

 Establishing selection policies

Gathering information about potential employees

Making decision to select the candidate

Yes, the answer is correct.

Score: 1
Feedback:
A recruitment and selection policy is a statement of principles, outlining how your
organisation should conduct its recruitment and selection process.
Accepted Answers:
Establishing selection policies

1 point
Non- directive method of interview is unstructured and is relatively non-planned as to format

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Non-directive interviews are unstructured and flexible, and include more conversation than a
standard interview.
Accepted Answers:
TRUE
1 point
Certain jobs require unusual stamina, strength or tolerance of hard working conditions

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Job is done to boost career and earn money, but certain job requires more hard work.
Accepted Answers:
TRUE
1 point
Mental Test is carried out while conducting aptitude test.

TRUE

FASE
Yes, the answer is correct.
Score: 1
Feedback:
Mental status tests will examine your appearance, orientation, attention, memory, language
skills, and judgment skills.
Accepted Answers:
TRUE
1 point
The_______________technique is used to describe various aspects of manager's job.

Role analysis

Aptitude Test

Achievement Test

Personality Test
Yes, the answer is correct.
Score: 1
Feedback:
Role analysis is a systematic approach used to determine the relative value of roles within an
organisation by measuring the demands and responsibilities of the role.

Accepted Answers:
Role analysis

1 point
The_______________Test is used to find out the type of work in which the candidate has an
interest.

Interest

Achievement Tests

Personality Tests

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Interests tests help you define your interests and determine what you like most.
Accepted Answers:
Interest
Training
Unit-6
The four level model of traning evaluation has been developed by

F.W.Taylor

Abraham Maslow

Peter Drucker

Donald Kirkpatrick
Yes, the answer is correct.
Score: 1
Feedback:
The Kirkpatrick Model is probably the best known model for analyzing and evaluating the
results of training and educational programs.
Accepted Answers:
Donald Kirkpatrick
1 point
A technique which duplicates, as nearly as possible, the actual conditions encountered on a job
is called

Apprenticeship

Simulation

Demonstrations

Vestibule Training
Yes, the answer is correct.
Score: 1
Feedback:
Simulation methods estimate the reliability indices by simulating the actual process and random
behavior of the system.

Accepted Answers:
Simulation
1 point
Training through step-by-step learning is called

Apprenticeship
 Simulation

Demonstrations

Job Instruction Training

Yes, the answer is correct.

Score: 1
Feedback:
Job instruction training is a systematic, fast, and effective method for teaching your workers
to do a job correctly and safely.
Accepted Answers:
Job Instruction Training

1 point
Who has developed the Role playing method of training

Donald Kirkpatrick

Moreno

F.W.Taylor

Abraham Maslow
Yes, the answer is correct.
Score: 1
Feedback:
Role-playing is an active learning technique in which employees act out situations under the
guidance of a trainer.
Accepted Answers:
Moreno
1 point
How does training and development offer competitive advantage to an organisation?

Removing performance decencies

Deficiency is caused by a lack of ability

Individuals have the aptitude and motivation to learn

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Training and development play a big role in making a real difference to your competitive
advantage, by making sure that employees are constantly progressing.
Accepted Answers:
Removing performance decencies
1 point
Training satisfies the personal needs of the trainees.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
A training needs assessment identifies individuals' current level of competency.
Accepted Answers:
TRUE
1 point
Use of evaluation models is one of the step in training process.

TRUE

FALSE

Yes, the answer is correct.

Score: 1
Feedback:
A training programme is a bridge that helps Organization employees to enhance and develop
their skill sets and perform better in their task.
Accepted Answers:
TRUE
1 point
Employee training helps people identify with organizational goals.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Training makes people aware of the rules and procedures for guiding their behavior, it attempts
the improvement of their performance in the present job or prepares them for a future job.
Accepted Answers:
TRUE
1 point
The _____________is a process of learning a sequence of programmed behavior
 Training

Job description

Role analysis

Interest
Yes, the answer is correct.
Score: 1
Feedback:
Training is the process for providing required skills to the employee for doing the job
effectively, skillfully and qualitatively.
Accepted Answers:
Training

1 point
Training is the corner stone of sound ________________

Employee

Supervisor

Management

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Training makes employees more productive and effective, it is also actively related to all the
personnel or managerial activities.
Accepted Answers:
Management

Performance Appraisal
Unit-7
Which of the following methods is most appropriate for appraising the potentials of a candidate
for promotion?

Forced choice method

Confedential Report

Assessment center

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
An assessment center is a process where candidates are examined to determine their suitability
for specific types of employment, especially management or military command
Accepted Answers:
Assessment center

1 point
Which of the following appraisal interviews has employees development as its objective?

Tell and Sell

Tell and listen

Problem solving

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Problem-solving appraisal refers to a person's self-appraisal of his or her problem-
solving abilities and attitudes.

Accepted Answers:
Problem solving

1 point
Which of the following terms means the tendency of a superior to rate a subordinate lower than
what his performance justifies?

Remote tendency

Horns effect

Central Tendency

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
The horn effect, closely related to the halo effect, is a form of cognitive bias that causes
one's perception of another to be unduly influenced by a single negative trait.
Accepted Answers:
Horns effect
1 point
What is linked with performance appraisal?
 Job Design

Development

Job analysis

None of the above

No, the answer is incorrect.
Score: 0
Feedback:
Job analysis is the process of gathering and analyzing information about the content and the
human requirements of jobs, as well as, the context in which jobs are performed.
Accepted Answers:
Job analysis

1 point
Which of the following is an alternate term used for performance appraisal?

Quality and quantity of output

Job knowledge

Employee assessment

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Employee assessments are usually done for compensation review, performance
improvement, promotions, terminations etc.
Accepted Answers:
Employee assessment
1 point
Raters can be immediate supervisors, specialists from the HR department, subordinates, peers,
committees, clients and self - appraisals or a combination of all.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Employee performance is very tricky to measure, employees are affected by a wide variety of
rater biases.
Accepted Answers:
TRUE
1 point

The main purpose of employee assessment is to effect promotions based on competence and
performance

TRUE

FALSE

Yes, the answer is correct.

Score: 1
Feedback:
Employee assessment is the evaluation or performance appraisal process of an employee done
regularly.
Accepted Answers:
TRUE
1 point
Organisational Maintenance/ Objectives helps to evaluate HR systems.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
A maintenance organization structure needs to be based on the duties that must be done to
achieve the organisation's purpose.
Accepted Answers:
TRUE
1 point
When appraisals are made by superiors, peers, subordinates and clients then it is called ____.

360 degree feedback

180 degree feedback

Self - appraisal

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
A 360-degree feedback is a process through which feedback from an employee's subordinates,
colleagues, and supervisor, as well as a self-evaluation by the employee themselves is gathered.
Accepted Answers:
360 degree feedback
1 point
______ is an objective assessment of an individual's performance against well-defined
benchmarks.

Performance Appraisal

HR Planning

Information for goal identification

None of the above

Yes, the answer is correct.

Score: 1
Feedback:
A performance appraisal is a regular review of an employee's job performance and overall
contribution to a company.
Accepted Answers:
Performance Appraisal

Compensation Management
Unit-8
According to whom "compensation may be defined as” all forms of financial and tangible services
and benefits employees receive as part of an employment relationship”.

Milkovich and Newman

Donald Kirkpatrick

Moreno

F.W.Taylor
Yes, the answer is correct.
Score: 1
Feedback:
Compensation refers to the act of providing a person with money or other things of economic
value in exchange for their goods, labor, or to provide for the costs of injuries that they have
incurred.
Accepted Answers:
Milkovich and Newman
1 point
Incentives depends upon
 productivity

sales

profits

All of the above

Yes, the answer is correct.
Score: 1
Feedback:
Employees generally strive for additional rewards by higher production and their
performance depends upon higher efforts.
Accepted Answers:
All of the above

1 point
What is the alternate name for incentives?

Gratuity

Paid holidays

Payments by result

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Payment by Results is a type of public policy instrument whereby payments are contingent
on the independent verification of results.
Accepted Answers:
Payments by result
1 point
Which of the following factor influence(s) employee compensation?

Labour market

Cost of living

Labour unions

All of the above

Yes, the answer is correct.
Score: 1
Feedback:
Compensation of employees refers basically to the total gross wages paid by employers to
employees for work done in an accounting period, such as a quarter or a year.
Accepted Answers:
All of the above
1 point
Which of the following option is a component of remuneration?

Fringe Benefits

Commitment

External equity

Motivation
Yes, the answer is correct.
Score: 1
Feedback:
Fringe benefits are benefits in addition to an employee's wages, like a company car, health
insurance, life insurance coverage.
Accepted Answers:
Fringe Benefits
1 point
Medical Care comes under the fringe benifits.

TRUE

FASLE
Yes, the answer is correct.
Score: 1
Feedback:
The most common benefits include life, disability, and health insurance, tuition
reimbursement, and education assistance.
Accepted Answers:
TRUE
1 point
Team based pay is not higher than fair wages.

TRUE

FASLE
Yes, the answer is correct.
Score: 1
Feedback:
Team based pay is a type of performance based pay used in some organizations.
Accepted Answers:
FASLE
1 point
Group plans is component incentive in remuneration.

TRUE

FASLE
Yes, the answer is correct.
Score: 1
Feedback:
Group incentive programs are award programs that deliver lump–sum cash payments.
Accepted Answers:
TRUE
1 point
Wages represents _____ rates of pay.

Hourly

Yearly

Half yearly

Monthly
Yes, the answer is correct.
Score: 1
Feedback:
Your hourly rate is the amount of money that you receive for each hour you spend working.
Accepted Answers:
Hourly
1 point
_______ are also called ‘payments by results’.

allowances

claims

incentives

fringe benefits
Yes, the answer is correct.
Score: 1
Feedback:
An incentive is a contingent motivator, it something encourages employee to work more.
Accepted Answers:
incentives
Rewards Patterns
Unit-9
Public recognition such as an award in organized function is best classified as an example of

financial awards

non-financial rewards

proportional award

fixed award
Yes, the answer is correct.
Score: 1
Feedback:
Non-financial incentives are the types of rewards that are not a part of an employee's pay.
Accepted Answers:
non-financial rewards
1 point
Occasional incentives such as bonuses, sales prizes are mostly paid with the

Policy plan

commission plan

combination plan

proportionate plan
Yes, the answer is correct.
Score: 1
Feedback:
A commission-based incentive plan often means that workers receive a salary,
but commissions serve as an incentive for strong sales production.

Accepted Answers:
commission plan

1 point
'praise' and 'expression of approvals' in form of program are best classified as

social recognition program

performance feedback
 fixed premium

financial awards
Yes, the answer is correct.
Score: 1
Feedback:
Social recognition can be defined as an employee reward and recognition methodology, it
strengthens employer-employee relationships by creating a culture of gratitude.
Accepted Answers:
social recognition program
1 point

Which of the following is the determinant of reward

Performance

Effort

Seniority

All of above

Yes, the answer is correct.

Score: 1
Feedback:
Reward choice allows organisations to provide rewards that are customized to the individual.
Accepted Answers:
All of above

1 point
The first step in reward management process is

Select reward strategy

Identify pay structure

Calculate total remuneration

Perform job evaluation

Yes, the answer is correct.
Score: 1
Feedback:
Reward management is concerned with the formulation and implementation of strategies.
Accepted Answers:
Select reward strategy
1 point
Payment of cash rewards for the work extracted from the employee is normally called direct
compensation

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Direct compensation can be in the form of wages, salaries, commissions and bonuses that
an employer provides regularly and consistently.
Accepted Answers:
TRUE
1 point
Public recognition such as an award in organized function is best classified as an example of
Non-financial rewards

TRUE

FALSE

Yes, the answer is correct.

Score: 1
Feedback:
Non financial incentives refer to those incentives which help in satisfying psychological, social
and emotional needs of an individual.
Accepted Answers:
TRUE
1 point

Ensuring a fair balance between an employee’s contributions to the job and the rewards received
in return from that job is the essence of Equity theory

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Equity theory focuses on determining whether the distribution of resources is fair to both
relational partners.
Accepted Answers:
TRUE

1 point
It is about the design, implementation, maintenance, communication and evolution of reward
processes which help organizations to improve performance and achieve their objectives.
 Reward management

Compensation management

Performance management

MBO
Yes, the answer is correct.
Score: 1
Feedback:
Reward processes are based on reward philosophies and strategies and contain arrangements
in the shape of policies and strategies and contain arrangements in the shape of policies, guiding
principles, practices, structures and procedures which are devised and managed to provide and
maintain appropriate types and levels of pay, benefits and other forms of reward.

Accepted Answers:
Reward management

1 point
The ___________ is not an objective of executive compensation plans

Separating ownership interest and controlling interest

Enhancing employee motivation, involvement and commitment

Promoting managerial efficiency

Attracting and retaining the best executives

Yes, the answer is correct.
Score: 1
Feedback:
Executive pay arrangements typically consist of six distinct compensation components:
salary, annual incentives, long-term incentives, benefits, perquisites and severance/change-
in-control agreements
Accepted Answers:
Separating ownership interest and controlling interest

Career Planning
Unit-10
Series of positions that a person occupies throughout life regarding job is classified as

organization planning

careers

career planning
 learning plans
Yes, the answer is correct.
Score: 1
Feedback:
Careers open the door for professional growth and development, giving you access to a robust
suite of tools and experiences.
Accepted Answers:
careers
1 point
Type of career planning which prioritize career of individuals over needs of organization is
classified as

compression career planning

tactile career planning

organization centered career planning

individual-centered career planning

Yes, the answer is correct.

Score: 1
Feedback:
Career management is the combination of structured planning and the active management
choice of one's own professional career.
Accepted Answers:
individual-centered career planning
1 point

Feedback in career planning which focuses how well employees fit in future organizational plan
is classified as

reality feedback

massed feedback

spaced feedback

tactile feedback
Yes, the answer is correct.
Score: 1
Feedback:
The feedback in career planning which focuses how well employees fit in future organizational
plan.
Accepted Answers:
reality feedback

1 point
Career Planning is necessary due to the following reason

To attract competent persons and to retain them in the organization

To provide suitable promotional opportunities

To increase the utilization of managerial reserves within an organization

All of above
Yes, the answer is correct.
Score: 1
Feedback:
Career Planning makes you aware of your strength and weaknesses and the skills and
knowledge that are required to achieve your goals in future.
Accepted Answers:
All of above
1 point
Long term process of identifying plan for replacement of key employees orderly, is classified as

psychological testing

performance appraisals

Assessment centres

Succession planning
Yes, the answer is correct.
Score: 1
Feedback:
Succession planning is a strategy for passing on leadership roles, often the ownership of a
company, to an employee or group of employees.
Accepted Answers:
Succession planning
1 point
Career management is the combination of structured planning and the active management
choice of one's own professional career.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Career planning feedback can shine a light on core strengths, enable deeper self-awareness
to accomplish personal or professional goals.
Accepted Answers:
TRUE
1 point
A career includes all types of employment ranging from semi-skilled through skilled, and semi
professional to professional.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
The career planning process has four components: (1) Self Assessment, (2)
Career Exploration, (3) Career Identification, and (4) Action Plan.
Accepted Answers:
TRUE
1 point

Career is not a series of positions that a person occupies throughout life regarding job

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
The career is an individual's metaphorical "journey" through learning, work and other aspects of
life.
Accepted Answers:
FALSE
1 point
Development of replacement charts which ensures sufficient capabilities of individuals is one of
activity to begin _____________

regression planning

succession planning

training and staffing

assessment planning

Yes, the answer is correct.

Score: 1
Feedback:
Succession planning is a process for identifying and developing new leaders who can replace old
leaders when they leave, retire or die.
Accepted Answers:
succession planning
1 point
In career planning of employees, strong vocational interest inventory and Lindsey study of values
are tests used for_____________

reality feedback

self-assessment

Spaced assessment

massed assessment

Yes, the answer is correct.

Score: 1
Feedback:
Self-assessment is the first and the most important step in choosing an occupation or major,
planning your career, and starting a job search.
Accepted Answers:
self-assessment

Succession Planning
Unit-11
Long term process of identifying plan for replacement of key employees orderly, is classified as

psychological testing

performance appraisals

assessment centers

succession planning
Yes, the answer is correct.
Score: 1
Feedback:
Succession planning involves understanding the organization's long-term goals and
objectives, identifying employee development needs, and determining trends.
Accepted Answers:
succession planning
1 point
Development of replacement charts which ensures sufficient capabilities of individuals is one of
activity to begin
 regression planning

succession planning

training and staffing

assessment planning
Yes, the answer is correct.
Score: 1
Feedback:
Replacement charts are a forecasting technique used in succession planning to help
companies visualize key job roles, current employees and existing and future vacancies.
Accepted Answers:
succession planning

1 point
Succession planning refers to

plans a company makes to improve the performance of an employee who is not meeting
expectations

Business process outsourcing

Business Plan

None of above
Yes, the answer is correct.
Score: 1
Feedback:
Succession planning is a process by which individuals are scanned to pass on the
leadership role within a company.
Accepted Answers:
plans a company makes to improve the performance of an employee who is not meeting
expectations
1 point
Strategic HRM is

a four-stage process

Five Stage process

Three stage process

None of above
Yes, the answer is correct.
Score: 1
Feedback:
Strategic HRM is all about achieving business objectives through smarter Human Resource
Management.
Accepted Answers:
a four-stage process
1 point
When forecasting HR needs, HR planners have to consider factors such as

decisions to upgrade product quality

changes in administrative practices

Changes in Technology

All of above
Yes, the answer is correct.
Score: 1
Feedback:
HR forecasting is the process of predicting demand and supply, whether it's the number of
employees or types of skills that are needed and available to get the job done.
Accepted Answers:
All of above
1 point
Succession planning refers to the plans a company makes to improve the performance of an
employee who is not meeting expectations.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Succession planning provides a way to cut the costs of recruitment, enabling organisations
to manage recruitment in-house.
Accepted Answers:
FALSE
1 point

Strategic HRM is a four-stage process, in which HR planning is the 1st stage.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Human resource planning is the anticipating of an organization’s current and future HR
needs that will help to achieve the organization’s goals.
Accepted Answers:
TRUE
1 point
When forecasting HR needs, HR planners have to consider factors such as decisions to
upgrade product quality, and changes in administrative practices.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
HR department forecasts both short- and long-term staffing needs based on projected sales,
office growth, attrition and other factors that affect a company's need for labor.
Accepted Answers:
TRUE
1 point

“Succession Planning is the process of identifying, developing and tracking key

____________for executive positions”.

individuals

Capital

Efforts

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Succession planning is an important part of the talent management process. It provides a
way to identify key roles, people with the right skills and positions that may need filling in a
short space of time.
Accepted Answers:
individuals
1 point
_________ succession planning involves planning for the smooth continuation and success of a
business which depends greatly on the availability of competent people.

Management
 Process

Business

Legal

Yes, the answer is correct.

Score: 1
Feedback:
Without succession planning, a business that has become successful can just as easily fall.
Accepted Answers:
Business

Industrial Relations - Conceptual Analysis

Unit-12
Industrial relations cover the following area(s)

Collective bargaining

Labour legislation

Industrial relations training

All of the above

Yes, the answer is correct.
Score: 1
Feedback:
Industrial relations or employment relations is the multidisciplinary academic field that studies the
employment relationship, that is, the complex interrelations between employers and employees,
labor/trade unions, employer organizations and the state.
Accepted Answers:
All of the above

1 point
Organization is perceived as being made up of powerful and divergent sub-groups -
management and trade unions in which concept

Pluralistic-Perspective

Marxist Perspective

Unitary Perspective

All of the above

Yes, the answer is correct.
Score: 1
Feedback:
A pluralistic perspective points toward the importance of examining how the distribution of
resources produced by an IOR affects its longevity or performance.
Accepted Answers:
Pluralistic-Perspective
1 point
Which of the following is usually not an objective of industrial relations?

Connectedness

Collective wisdom

Conflict prevention

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Industrial relations are the relationships between employees and employers within the
organizational settings.
Accepted Answers:
None of the above
1 point
That the authority rests solely with the management with no right to anyone to challenge it is the
basis of the:

Pluralist approach

System approach

Unitary approach

Social action approach

Yes, the answer is correct.
Score: 1
Feedback:
The unitary approach is based on the notion that all the members of the organization Viz.
Managers, workers, and other staff have a common set of objectives, purposes and interests
and, therefore, work in unison towards the accomplishment of shared goals.
Accepted Answers:
Unitary approach
1 point
The balance of power is not vested with anyone group; rather, it is maintained between the
parties to the industrial relations." This is the essence of the:

Pluralist approach

System approach

Unitary approach

Social action approach

Yes, the answer is correct.

Score: 1
Feedback:
A Pluralist Approach to International Law. Cover's insights are crucial for understanding today's
global legal pluralism.
Accepted Answers:
Pluralist approach
1 point
Industrial relations are the outcomes of the practice of human resource management and
employment relations

TRUE

FALSE

Yes, the answer is correct.

Score: 1
Feedback:
Difference between industrial relations and human resource management is that industrial
relations is about establishing relationships among the stakeholders while human resource
management is about managing the human resource in an organization.
Accepted Answers:
TRUE
1 point

Industrial relations are governed by the system of rules and regulations concerning work, work
place and working community

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Industrial relations has frequently been concerned with employment relationships in the broadest
sense, including "non-industrial" employment relationships.
Accepted Answers:
TRUE
1 point
Industrial Relations is a designation of a whole field of relationship that exists because of the
necessary collaboration of men and women in the employment process of industry.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Industrial relations has three faces - science building, problem solving, and ethical.

Accepted Answers:
TRUE

1 point
The organization is perceived as an integrated and harmonious system, viewed as one happy
family in___________

Pluralist perspective

System approach

Unitary perspective

Social action approach

Yes, the answer is correct.
Score: 1
Feedback:
Unitary Perspective of Industrial Relations views the industrial organization as an entity
unified by one aim, and that is success.
Accepted Answers:
Unitary perspective
1 point

The organization is perceived as being made up of powerful and divergent sub-groups -

management and trade unions in___________ perspective

Pluralist perspective

System approach

Unitary approach

Social action approach

Yes, the answer is correct.
Score: 1
Feedback:
This approach perceives organisation as a coalition of competing interest between
management and different groups, trade unions as legitimate representative
of employee's interests and stability in Industrial Relation
Accepted Answers:
Pluralist perspective

Grievance Procedures - Disciplinary Procedures

Unit-13
Who has expressed that grievance is a type of discontent which must always be expressed. A
grievance is usually more formal in character than a complaint. It can be valid or ridiculous and
must grow out of something connected with company operations or policy. It must involve an
interpretation or application of the provision of the labor contract”

Moreno

Edwin Flippo

F.W.Taylor

Donald Kirkpatrick
Yes, the answer is correct.
Score: 1
Feedback:
Grievance can be defined as a complaint expressed verbally or in
writing where an employee feels injustice has been done to him by
the management.
Accepted Answers:
Edwin Flippo

1 point
Following is the charecteristics of grievance

Factual

Imaginary

Disguised

All of the above

Yes, the answer is correct.
Score: 1
Feedback:
A grievance is a problem and submitted by an employee or several employees of different
types. It may be concerning a situation or likely to affect the terms and conditions of
employment of one worker or several workers.
Accepted Answers:
All of the above
1 point
Which act provides for the appointment of a welfare officer in every factory ordinarily employing
500 or more workers.

The Factories Act 1948

The Payment of gratuity act

The Matenity benifit act

Employees state insurance act

Yes, the answer is correct.

Score: 1
Feedback:
The Factories Act, 1948, as amended by the Factories Act, 1987, served to assist in formulating
national policies in India with respect to occupational safety and health in factories and docks in
India.
Accepted Answers:
The Factories Act 1948
1 point
The follwing is the objective of discipline

To obtain a willing acceptance of the rules, regulations and procedures of an organization so

that organizational goals may be attained

To give and seek direction and responsibility

To create an atmosphere of respect for the human personality and human relations

All of the above

Yes, the answer is correct.

Score: 1
Feedback:
The term "discipline" is applied to the punishment that is the consequence of breaking the
rules. The aim of discipline is to set limits restricting certain behaviors or attitudes that are
seen as harmful or against school policies, educational norms, school traditions, etc.
Accepted Answers:
All of the above
1 point
Situation in which disputes arose from labor's contract and different interpretations are settled by
third party is called

grievance conciliation

grievance procedures

grievance arbitration

grievance ratification
Yes, the answer is correct.
Score: 1
Feedback:
Grievance arbitration is a system created for collective bargaining relationships that provides
the parties with a procedure for final and binding resolution of their disputes that arise over
the interpretation, administration, application or alleged violation of the terms and conditions
of employment
Accepted Answers:
grievance arbitration
1 point

The Industrial employment (Standing orders) Act, 1946, requires that every establishments
employing 100 or more workers should frame standing orders.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
This Act is to require employers in industrial establishments to formally define conditions
of employment under them and submit draft standing orders to certifying Authority for its
Certification.
Accepted Answers:
TRUE
1 point

The Factories Act 1948 provides for the appointment of a welfare officer in every factory
ordinarily employing 500 or more workers.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
The Factories Act, 1948, as amended by the Factories Act, 1987, served to assist in formulating
national policies in India with respect to occupational safety and health in factories and docks in
India. It dealt with various problems concerning safety, health, efficiency and well-being of the
persons at work places.
Accepted Answers:
TRUE
1 point
According to Jucius, “Discipline, used as a known and preceded by the adjective 'good' means
that the worker willingly abides by company rules and executes orders.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Discipline is action or inaction that is regulated to be in accordance with a particular system of
governance.
Accepted Answers:
TRUE
1 point
Besides, individual disputes relating to discharge, dismissal or retrenchments can be taken up for
relief under the ____________________

Maternity benifit act

industrial Disputes Act 1947

The payment of bonus act

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
The objective of the Industrial Disputes Act 1947 is to secure industrial peace and harmony
by providing machinery and procedure for the investigation and settlement of industrial
disputes by negotiations.
Accepted Answers:
industrial Disputes Act 1947
1 point
The _____________ is the cause for griveance resulting from working condition
 Wage payment

Transfer

Changes in schedule

Over ambition
Yes, the answer is correct.
Score: 1
Feedback:
Grievances generally arise from the day-do-day working relations in the undertaking, usually
a employee or trade union protest against an act or omission or management
that is considered to violate worker's rights.
Accepted Answers:
Changes in schedule

Retirement / Separation
Unit-14
Which act defines lay- off as the failure, refusal or inability of an employer to give employment to
a worker wise name is present on the rolls but who has not been retrenched

The Factories Act 1948

The Payment of gratuity act

The Matenity benifit act

Industrial Disputes Act, 1947

Yes, the answer is correct.
Score: 1
Feedback:
An Act to make provision for the investigation and settlement of industrial disputes, and for
certain other purposes. Ministry: Ministry of Labour and Employment.

Accepted Answers:
Industrial Disputes Act, 1947
1 point

Following is the reason of layoff

Decline in sales

Shortages of raw material

 Delay in production

All of above
Yes, the answer is correct.
Score: 1
Feedback:
A layoff is generally considered a separation from employment due to a lack of work
available.
Accepted Answers:
All of above
1 point

Following is the advantage of VRS

The best employees of the company may accept he deal and leave the company.

It allows specific division to be downsized

The best employees of the company may accept he deal and leave the company

Trade unions and individual workers may protest the operation of the scheme and these
protests may disrupt operations.
Yes, the answer is correct.
Score: 1
Feedback:
Compensation received at the time of VRS is tax-free up to the prescribed amount on
fulfilling certain conditions.
Accepted Answers:
It allows specific division to be downsized
1 point
The external reason for retirement includes

Improper/inadequate human resource planning

Wrong selection/recruitment/placement

Rapid advances in technology

Decline in employment elasticity

Yes, the answer is correct.
Score: 1
Feedback:
Retirement planning includes identifying sources of income, estimating expenses,
implementing a savings program, and managing assets and risk.
Accepted Answers:
Rapid advances in technology
1 point
In employees pension plan, a portion of employees earnings contribution into fund, classified as

cash balance plans

early retirement window

deferred profit sharing plan

savings and thrift plan

Yes, the answer is correct.
Score: 1
Feedback:
The Thrift Savings Plan is a defined contribution plan for United States civil service employees
and retirees as well as for members of the uniformed services.
Accepted Answers:
savings and thrift plan
1 point
Pension plan, in which specific amount of profit is transferred to employees account, that are
payable at time of retirement or death is classified as deferred profit sharing plan

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
A pension fund, also known as a superannuation fund in some countries, is any plan, fund, or
scheme which provides retirement income.
Accepted Answers:
TRUE
1 point
A pension plan, an employer's acknowledgement of financial standing of employee's account,
placing percentage on basis of annual compensation and interest, regarded as cash balance
plan

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Pension funds typically have large amounts of money to invest and are the major investors in
listed and private companies.
Accepted Answers:
TRUE
1 point
Process of instituting policies to enable employees to get their accumulated pension plans with
ease after leaving organization is classified as portability

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
A pension plan is a retirement plan that requires an employer to make contributions to a pool
of funds set aside for a worker's future benefit.
Accepted Answers:
TRUE
1 point

A lump sum payment equal to _______________-times the July salary multiplied by the
remaining years of service in VRS

2.25

3.25

4.25

5.25
Yes, the answer is correct.
Score: 1
Feedback:
Voluntary retirement scheme can be applied to employees who have a minimum of 40 years
of age or who have completed a minimum of ten years of service. It is applicable to all
employees of the concern.
Accepted Answers:
2.25
1 point
Kind of pension plan in which employer's contribution is specified in employees retirement
savings funds is classified as ______________

defined benefit pension plan

defined contribution pension plan

defined non-contributory pension plan

deferred contribution pension plan

Yes, the answer is correct.
Score: 1
Feedback:
A defined contribution plan is a type of retirement plan in which the employer, employee or both
make contributions on a regular basis.

Accepted Answers:
defined contribution pension plan

HR in BPO & Emerging Trends

Unit-15
Who has stated that linking HR strategy and business strategy is a major role for human
resources today

Schuler

Ulrich

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
A business strategy is a future-oriented plan for creating and maximizing competitive
advantages to accomplish the organization's mission.
Accepted Answers:
Schuler
1 point
How many stages are there in six sigma

8
Yes, the answer is correct.
Score: 1
Feedback:
Eight phases are Identify, Characterize, Define, Optimize, Measure, Automate, Verify, and
Validate
Accepted Answers:
8
1 point
The BPO stands for

Business Process Office

Business process outsourcing

Business Policy Outsourcing

None of the above

Yes, the answer is correct.
Score: 1
Feedback:
Outsourcing your business processes comes with a series of advantages. Some of them are
- Cost Reduction, Outsourcing helps organizations cut costs and save money
Accepted Answers:
Business process outsourcing
1 point
Which one of the following is not one of the Balanced Scorecard’s four generic perspectives?

internal business processes

innovation and learning

marketing and advertising

financial
Yes, the answer is correct.
Score: 1
Feedback:
The four perspectives of a traditional balanced scorecard are Financial, Customer,
Internal Process, and Learning and Growth.
Accepted Answers:
marketing and advertising
1 point
Which one of the following is a ‘lag’ performance indicator?

output per employee

number of complaints received from customers

return on capital employed

number of training hours per employee

Yes, the answer is correct.
Score: 1
Feedback:
A lagging indicator is an output measurement, for example; the number of accidents on a
building site is a lagging safety indicator.
Accepted Answers:
return on capital employed

1 point
Innovation is new technique or idea encompassing product/services, process, managerial styles
and even organizational structure

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
Innovation is carrying out of new combinations" that include "the introduction of new goods, new
methods of production, the opening of new markets etc.
Accepted Answers:
TRUE

1 point
Balanced Scorecards can be used in Not-for-Profit organisations

TRUE

FALSE

Yes, the answer is correct.

Score: 1
Feedback:
A balanced scorecard is a performance metric used to identify, improve, and control a
business's various functions and resulting outcomes.
Accepted Answers:
TRUE
1 point
Organisations sometimes use a ‘traffic-light’ system on their balanced scorecard to help them
prioritise their activities.

TRUE

FALSE
Yes, the answer is correct.
Score: 1
Feedback:
The Balanced Scorecard can be used to guide the design of performance reports and
dashboards. This ensures that the management reporting focuses on the
most important strategic issues and helps companies monitor the execution of their plan.
Accepted Answers:
TRUE
1 point
The _______ is the direction and scope of an organization over long term, matching its resources
to its changing environment and in particular its markets, customers or clines, so as to meet
stakeholder's expectation

Policy

Strategy

Vision

Mission
Yes, the answer is correct.
Score: 1
Feedback:
Strategy is a general plan to achieve one or more long-term or overall goals under conditions of
uncertainty.
Accepted Answers:
Strategy
1 point
Organisations sometimes use a_____________ system on their balanced scorecard to help
them prioritise their activities.

corporate strategy

traffic-light

performance indicators

None of the above

Yes, the answer is correct.

Score: 1
Feedback:
A balanced scorecard is a strategy performance management tool – a semi-standard structured
report, that can be used by managers to keep track of the execution of activities by the staff
within their control and to monitor the consequences arising from these actions.
Accepted Answers:
traffic-light