This document contains multiple choice questions about human resource management. It addresses topics such as the functions of HR departments, job analysis, skills inventory, core competencies, HR planning, recruitment and selection processes, functions of HRM like development and procurement, and industrial relations concepts like workers' participation and grievance redressal.
This document contains multiple choice questions about human resource management. It addresses topics such as the functions of HR departments, job analysis, skills inventory, core competencies, HR planning, recruitment and selection processes, functions of HRM like development and procurement, and industrial relations concepts like workers' participation and grievance redressal.
This document contains multiple choice questions about human resource management. It addresses topics such as the functions of HR departments, job analysis, skills inventory, core competencies, HR planning, recruitment and selection processes, functions of HRM like development and procurement, and industrial relations concepts like workers' participation and grievance redressal.
(a) line departments (b) authority department (c) service department (d) functional department What is human factor? (a) Micro and macro issues of socioeconomic factor. (b) Interrelated Physiological, Psychological and Socio-ethical aspects of human being. (c) The entire concept of human behavior (d) None of the above. Job Analysis is a systematic procedure for securing and reporting information defining a ______________. (a) specific job (b) specific product (c) specific service (d) all of these What are the factors responsible for the growth of HRM? (a) Development of scientific management and awakened sense of social responsibility. (b) The problem of how the available human resource could effectively minimize the cost and maximize the production. (c) Technical factors, awakening amongst workers, attitude of the government, cultural and social system. (d) All the above. Which among the followings describe the skills that are available within the company? (a) Human Resource inventory (b) HRIS (c) Skills inventory (d) Management inventories Resources and capabilities that serve as a source of competitive advantage for a firm over its rivals are called _______________. (a) core competency (b) core competence (c) competitive advantage (d) competency Human Resource planning is compulsory for ______________. (a) effective employee development programmed (b) base for recruitment (c) base for selection policy (d) all of these Job analysis, HR planning, recruitment, selection, placement, inductions and internal mobility are few important functions which come under the heading of______________ of HRM. (a) integration function (b) development (c) maintenance (d) procurement function Directing is one of the important functions of HRM which comes under___________. (a) managerial function (b) operative function (c) technical function (d) behavioral function Whom does Human relation approach refer to? (a) Worker, who should be given humanly treatment at work. (b) Mutual cooperation between employer and employee in solving the common problems. (c) Integration of people into a work situation that motivates them to work together to achieve productivity and also economic, psychological and social satisfaction. (d) None of the above. Which of the following is a method of collection of information for job analysis? (a) Questionnaire method (b) Ratio analysis (c) Optimization models (d) Trend analysis Provides information on the human attributes in terms of education, skills, aptitudes, and experience necessary to perform a job effectively. (a) job description (b) job specification (c) job analysis (d) job evaluation How HRM has become a highly specialized job? (a) It is concerned with obtaining and maintaining a satisfied work force. (b) It maximizes the output and satisfaction of the employees. (c) Promote group satisfaction and individual development. (d) Optimum utilization of man-power by motivation and improving the efficiency. Job specification includes _____________. (a) Physical characteristics (b) Psychological characteristics (c) Personal characteristics (d) all of these Ability to perform exceptionally well and increase the stock of targeted resources within the firm is called ___________. (a) productivity (b) efficient (c) effective (d) competency What is the scope of HRM? (a) Training and development of employees for their growth. (b) Maintenance of good industrial relations and workers’ high morale for higher productivity (c) Further researches in behavioral science, new ideas in man, management and advances in the field of training and development. (d) None of the above. What is the importance of controlling? (a) Ensure that activities are in accordance with the terms of the plan. (b) An important mental process on the part of a manager (c) Power to influence people’s behaviour (d) Process of regulating the activities. What is a decision in management? (a) Reaching at a proper conclusion after consideration. (b) A decision involves choosing of alternatives. (c) A decision is the outcome of a group of people or an individual. (d) None of the above. An employee-working in a unit or plant who is a citizen of the country in which the unit or plant is located but where the unit or plant is operated by an organization headquartered in another country _____________. (a) Home Country National (b) Host Country National (c) Third Country National (d) Host Country Quantitative Technique refers to- (a) Models, simulation, resource allocation technique. (b) Waiting line problems and the queuing theory (c) Gaming and Game theory and Probability theory (d) All the above. Staffing includes _______. (a) workload estimation (b) termination (c) appointments of personnel, placement (d) all of these To calculate the need for manpower on the basis of the average loss of manpower due to leave, retirement, death, transfer, discharge, etc. is known as____________. (a) work load analysis (b) workforce analysis (c) job analysis (d) forecasting MPDQ stands for_____________. (a) Management Position Description Questionnaire (b) Management Process Descriptive Questions (c) Methods for Personality Development Questions (d) Modern Positions Developed Qualitatively What should be the strategy of HRM? (a) Making the long-term and short-term planning. (b) Planning the optimum level of manpower. (c) Introducing training programmes to personnel. (d) All the above. The process of helping unwanted present employees find new jobs with other firms called ______________. (a) Outplacement (b) Replacement (c) Placement (d) Employment How can we understand the nature of human factor? (a) Through determinants of human behavior (b) According to the behavior of people at work (c) The way the management influences an individual and a group. (d) Through the study of human behaviour in organisation. Trend analysis is a ______________ (a) Forecasting technique (b) Skills inventory (c) Job analysis technique (d) Markov analysis The factual statement of the duties and responsibilities of a specific job is known as _____________. (a) job description (b) job specification (c) job analysis (d) job evaluation Trade unions and employee association, Industrial relation, employee participation and empowerment are procurement functions of a manager which comes under________. (a) integration function (b) procurement function (c) development function (d) behavioral function Quality improvement is_____________. (a) a team effort (b) achieved by quality inspector (c) zero things gone wrong (d) tough job, and not possible “Human resource management” involves the elements of (a) planning, organising, and controlling (b) planning, organising and coordinating (c) leading, directing and coordinating (d) all of the above The procedure in which relevant information relating to a job and its requirements is systematically discovered and noted is (a) job analysis (b) job specification (c) job classification (d) job evaluation Career development involves (a) conscious determination of career aspirations and potentialities of employees and matching them with the organisation’s needs (b) providing counselling to students to choose their careers (c) providing information to students about opportunities of employment (d) determining the potentialities of students for a suitable career When an employee expresses organizationally desired emotions during interpersonal transactions, then it is known as_______________ . (a) emotional labor (b) displayed emotions (c) felt emotions (d) moods Job evaluation essentially seeks to (a) determine the relative worth of various jobs in an organisation in monetary terms (b) evaluate the performance of employees on their respective jobs (c) evaluate the importance of various jobs in the organisation (d) establish the hierarchy of various jobs in the organisation Grievance redressal, discipline, collective bargaining are_______________ of HRM. (a) integration function (b) procurement function (c) development function (d) behavioral function The content of job description involves_______________. (a) job title, condition of work (b) educational qualification, skills (c) both a and b (d) none of the above How can one distinguish between the Japanese management system and other management systems? (a) It encourages to perform constantly and consistently. (b) Primarily concerned with high performance and quality standards. (c) It is a system in contrast to American management system. (d) None of the above. In-basket training is involved in (a) vestibule training (b) on-the job training (c) simulation (d) coaching To calculate the number of persons required for various jobs with reference to a planned output is called ________________. (a) work load analysis (b) workforce analysis (c) job analysis (d) forecasting Industrial discipline ordinarily does not imply (a) observance of company’s rules and regulations (b) cooperating with management and co-workers (c) active participation in union activities (d) smooth discharge of duties and responsibilities A strike called by a section of workers/union members without authorization from proper authority of the union is called (a) sectional strike (b) jurisdictional strike (c) wild cat strike (d) sympathetic strike A form of participative management? (a) information-sharing (b) associative participation (c) consultative participation (d) all of the above The objectives of workers’ participation in management do not ordinarily include (a) promotion of collective bargaining (b) promotion of industrial harmony (c) promotion of industrial democracy (d) promotion of productivity The role of HRD personnel is to – a. description of entire process / analytical decomposition b. identification of HRD elements and resources c. Both (a) + (b) d. Analytical decomposition only The primary goal of HRD is – a. To increase productivity of workers / and organizational profitability b. Improve workers’ skill and enhance motivation, to prevent obsolesces at all levels c. prevents obsolescence and increase organisational profitability only d. Both (a) + (b) Leadership is the – a. ability to influence other people b. ability to create within people an urge to do c. ability to obtain willing co-operation of the followers d. All above e. Only (a) + (b) Knowledge management refers for critical issues of a. Organizational adaptation b. Survival and competence against discontinuous environmental change c. Synergistic combination of data and information processing capacity d. All above e. Only (a) + (c) What influences the bank employees’ attitude on work culture? a. Educational qualification b. Ownership of bank c. Location of the branch d. All above e. Only (a) + (c) Discuss the roles of the HR Manager a. Administrator / evaluator / career development advisor / instructor or facilitator b. marketing programmes and services / instructor material producer c. Needs analyst /organisational changer / researcher + (a) above d. Both (b) + (c) The objectives of HR audit are – a. to determine the effectiveness of management programmes b. analyzes the factors and recommend for correcting deviations + (a) c. extent to which line managers have complied with HRD polices + (b d. to study future manpower inventory and identify shortfalls Employee accountability is strengthening in a. HR Audit b. HR Training c. Succession Planning d. HR functions Manpower planning consists of – a. determining the jobs to be done / identifying the skills / estimating the exists likely / filling up the requirements b. identifying the skills / filling up the requirements c. Estimating the turnover likely to happen in near future d. determining the jobs to be done Promotion is basically a reward for – a. Efficiency b. Seniority c. Physical fitness d. Retention What is 360° appraisal? a. a process that provides an employee opportunity in decision making b. a process that provides an officer opportunity of feedback about own performance c. a process that provides an employee with feedback about his / her workplace performance d. Both (a) + (b) Role of performance management is to accomplish – a. Performance needs of the organisation b. Guide the development of individuals for skill and knowledge c. Motivate individuals / provide data adopt condition of human capital + (b) d. All above Career path planning is affected by – a. Employee preference b. Employee requirements c. Employee preference/employee’s requirement and structure of the organization d. Both (a) + (b) Training method commonly used, for employee in banks is – a. On the job training b. Classroom Training c. Off the job training d. Vestibule Training The term industrial relations mean – a. Relationship between Management and Labor b. Relationship between organization and employees c. Relationship that grows out of employment d. All above Collective bargaining is a procedure regulated by agreements between their – a. Bargaining agents and employers b. Employees and employees c. Employers and employers d. Labor officer and Trade unions Advantages of grievances handling procedure – a. Management can know employees’ feelings b. Employee gets grievances ventilated c. Keeps a check on supervisor’s attitude d. Both (b) + (c) e. All above How to handle grievances? a. Grievance in writing / taking to employee directly for speaking truth / ensure confidentiality and handle the case within tie frame b. Treat each case as important, and obtain grievances in writing / examine company’s position / identify violations / do not hold back the remedy, if the company’s wrong + (a) above c. Get all the facts (relevant) about the grievance / examine the personnel record of the aggrieved worker / gather information from the union representative properly + (b) above d. Identify grievance / previous record of the worker / companies’ rules and prompt redressal of grievances, if genuine. When any discipline becomes ineffective or less-effective? a. Longer time spending in action b. Discipline is handled impersonally c. Aware of rules and performance criteria d. Only (a) and (b) Functions of the personnel management can be described as – a. Managerial b. Operative c. Developmental d. Both (a) + (b) e. All above Lockout is a weapon available to – a. Employees b. Trade Unions c. Employers d. Government How the conflicts within employers and employees can be settled or prevented? a. Voluntary method b. Government Machinery c. Statutory Measures d. All above The word workers participation in management means – a. Sharing the decision-making powers b. Sharing the decision making with lower results of the employees c. Sharing the day to day working with higher ranks of persons d. Sharing the financial decision making powers with representative of workers What is the role of the trade-union in collective bargaining? a. To protect jobs and real earnings b. Better conditions of work life for workers c. Fighting against any possible, exploitations d. All above Which kind of workers participation makes the workers as shareholders of the company? a. Participation at Board Level b. Participation through ownership c. Participation through complete control d. Participation through work councils Why grievances should be redressed? a. Affects the individual b. Affects the management c. Collective disputes conversion d. All above The employer-employees should have mutual trust / confidence / willingness to settle / respect rights and responsibilities of other party, is covered under – a. Effective bargaining method b. Essentials for effective bargaining c. Types of bargaining d. Areas of bargaining Managerial functions, in personnel management can be – a. Planning / Organizing / directing and controlling b. Recruitment / placement / employment / Development and motivation c. Compensation / maintenance of health / employers’ welfare d. Both (a) + (b) only Benchmarking is (a) The process of comparing the business processes & performance metrics including cost, cycle time, productivity to another that is widely considered to be an industry leader (b) A process in which the organizations evaluate various aspects of their processes in relation to the best practice companies’ processes usually within the peer group defined for the purposes of comparison (c) Both (a) and (b) (d) None of the above Reengineering starts with a — (a) High-level assessment of the organization’s mission (b) Strategic goals (c) Customer demands (d) All of the above Change Management is – (a) It is a systematic approach in dealing with change from the indi- vidual & organizational level (b) A gradual process of approach in the workplace due to new poli- cies, technology, or even a new boss (c) Both (a) and (b) (d) None of the above Human Resource Planning (HRP) process is – (a) A process, by which an organisation ensures that it has the right number & kind of people at the right place, at the right time, capable of effectively & efficiently completing those tasks that will help the organization achieve its overall objectives (b) A process of forecasting an organisation’s future demand for & supply of the right type of people in the right numbers (c) A sub-system in the total organisational planning & facilitates the realization of the company’s objectives by providing the right type & right number of personnel (d) All of the above Who is responsible to manage change? (a) Employees (b) Management (c) Executives (d) (b) & (c) Personnel Management is- (a) A managerial function of planning, organising, directing, control- ling, and coordinating the operative functions so that their individual objectives and organisational goals are achieved (b) A function which deals in recruitment, development, compensa- tion, integration, utilisation & maintenance of people (c) An aspect of relationship between and among the people and is concerned about their well-beings as individuals and as group (d) All of the above When does the bargaining process begins? (a) The charter of demands of the workers are not fulfilled (b) Discontinuation of services & concerted actions by the workers which results in low output and monetary loss (c) The employer cannot afford to neglect these actions which results in monetary loss (d) All of the above ROI Stands for — (a) Return on Insurance (b) Return on Investment (c) Rate on Insurance (d) Risk on Insurance The term “Learning Organization” means – (a) People of all Levels, individually or collectively are continually in- creasing their capacity to produce results, they care about (b) A collective ideal, a vision (c) It promotes culture of Learning, a community of learners, and it ensures that individual learning enriches & enhances the organisation as a whole (d) All of the above Line Management is – (a) Hierarchical chain of command from executive to front-line level in which top management has direct authority (b) Organized along cross-functional lines, such as employee devel- opment or strategic direction (c) Both of (a) and (b) (d) None of the above Selection is- (a) A process of picking up individuals with requisite qualifications & competence to fill jobs in the organisation (b) A process of differentiating between applicants in order to identify & hire those with a greater likelihood of success in a job (c) Both (a) and (b) (d) None of the above Interviews can be — (a) One-to-one (b) Panel interview (c) Sequential Interview (d) All of the above
DEPARTMENT OF HOMELAND SECURITY U. S. COAST GUARD STATEMENT OF MS. TERRI DICKERSON DIRECTOR, COAST GUARD OFFICE OF CIVIL RIGHTS ON THE COAST GUARD’S CIVIL RIGHTS PROGRAM BEFORE THE COMMITTEE ON TRANSPORTATION AND INFRASTRUCTURE SUBCOMMITTEE ON COAST GUARD AND MARINE TRANSPORTATION U. S. HOUSE OF REPRESENTATIVES APRIL 1, 2009