Need and Importance of Human Resource Planning: (i) To carry on its work and to achieve its objectives, every organisation requires employees with adequate knowledge, experience and aptitudes. Worker’s participation in management will be encouraged to participate in the packages designed to turn around sick companies. It was maintain in rules of Central Civil Service. So an employee performance is compared with the standard set with the help of job analysis. Prohibited Content 3. Discipline is very essential in civil service. PDF. On the basis of job analysis, worth of different jobs are determined. Management development programmes are required to train and develop professional managers. Ans. Ans. HRM Question and Answers:- Q.20. Collective bargaining is bipartite in nature because only the employers and the employees are involved in the bargaining process. Ans. 1. Top management have little confidence about the training methods which ensuring development of human resources. By providing advice and information, human resource department enables a line manager to concentrate on technical/operative responsibilities of his department. Salary is always based on time spent on job. The idea is that the employer and employee should not make decision unilaterally or with the intervention of any third party. Even for old worker training is necessary to refresh them. Human Resource Management Question Answer Bank MBA-203 Q Examination questions on human resource management. 3. Other trends affecting Human Resource Management relate to legal protection to employees in the matter of employment, health of employees, safety provisions, and union-management relations. Staffing is an integral part of the management process. Incentive is taken as synonym of temptation or allurement. 2. Get Your Custom Essay on Human Resource Management: Exam Questions Just from $13,9/Page. (vi) Follow up- Implementation and follow-up of the solution must be followed up at every stage in order to ensure effective and speedy implementation. Human Resource Management Multiple Choice Questions and Answers (MCQs): Quizzes & Practice Tests with Answer Key (Human Resource Management Quick Study Guide & Course Review) covers subject tests for competitive exams to solve 800 MCQs. Ans. (iii) Training- Workers should be trained for better performance of work. Management of state enterprises, public utilities and civic bodies improve operational efficiency. << Ans. But conscious employers voluntarily use it as a tool for evaluation and control of human resource function. PART II (FINANCIAL MANAGEMENT) OF THE QUALIFYING EXAM – June 2014: Questions. Economic Decisions- Methods of manufacturing, automation, layoffs, shut-downs, mergers and acquisitions and other financial aspects. Job description is the summary of the duties, responsibilities and other characteristics of the job whereas job specification is a statement of the qualities and qualifications required in the job holder to perform the job properly. HRM Question and Answers:- Q.21. There is trend to use temporary and part time workers, employees on contract basis and as consultants. "Human Resource Management Quiz" PDF, a quick study guide helps to learn and practice questions for placement test preparation. Job description helps the candidate to understand the requirements of the job which are to be fulfilled by him and it also helps him in making self-appraisal by comparing his actual performance with job description. If manpower is properly utilised, it may prove a dynamic motive force for running an enterprise at its optimum results and also work as an elixir for maximum individual and group satisfaction in relation to the work performed. To suggest changes in employees behavior. People are responsive; they feel, think, and act; therefore, they cannot be operated like a machine or shifted and altered like a template in a room layout. viii. The chairman is an independent person and its members are appointed by the dispute parties itself in equal number. Core competencies are an integrated knowledge set within organizations that distinguish it from its competitors and delivers value to customers. Increase in the size and complexity of organisation. Other important role of human resource audit is that, it encourages greater responsibilities and professionalism among members of the HR department It improves the professional image of the HR department. /Length 6254 The key elements of a Performance Management System include the following: i. 1. ����Y/V\���xXN�ΩU�y��J&�S�ٞɂ>����g/.�^ 8��oRu��7L쨪����o��p~9G���4��VX��b;(�8���p�߼ ����$�H�Z�����y�=��K�j��%d>��#�Z`���BXƹ�P�PF��g��n��=z(�R�G�Go�p�UI��}RKh�f� Define HRM: It is an art of procuring, developing and maintaining the competent workforce in order to achieve the goals of the organization in an effective and efficient manner. From moral point of view it was realised that the public services must have a voice in determining their own condition of Work. (ii) Human Resource Planning identifies gaps in existing manpower in terms of their quantity and talent. vi. 1. i. 3. v. Stress can be either a positive or a negative influence on employee performance. To replace elderly executive who have risen from the ranks by highly competent and academically qualified professionals. Certification as a human resources professional through the HR Certification Institute can enhance your career in human resources. 3. In order to improve organisational efficiency, sound decisions concerning, hierarchical positions and functional differentiation can be taken on the basis of information obtained through job analysis. Reskilling means an employees, where he get chance to proceed towards a new career path with the same employer. Get Essay C. Is the process of identifying top talent, both within functions and corporate-wide, to develop pools of talent for critical positions, and to Identify development plans for key leaders. The unit of time may be a day, a week, and a fortnight or a month. Regards Atul Singh 19th February 2014 From India, Delhi Attached Files . For identifying required resource to achieve identified outcomes. To facilitate fair and equitable compensation based on performance. Involvement in Workers Participation in Management. This is necessary to maintain employee performance and satisfaction for the purpose of maintaining, retaining and motivating the employees in the organization. ICM Remote Assignments. There is no clear training policy and have not proper linkage with HRD policy. 2. 2. Ans. All material was taken from the Human Resource Management Book by David Lepak and Mary Gowan. Reskilling employees should be on ongoing process. /OPM 1 The employee participating in the scheme must have some minimum years of service or other qualification. 3. Log In; Sign Up ... Informational role C. Supportive role A. Some main features of stress has been analyzed in the following: i. (v) Optimization of Technology- Through scientific study and analysis, the best method for doing a task is developed. v. To cater to the immediate and future human resources need of the organisation on a timely basis. 5. But in the recent years the pressure of the public employees on the governments became so pronounced that they latter had to submit to the wishes of the former. Career anchors are distinct patterns of self – perceived talents, attitudes, motives and values that guide and stabilize a person’s career after several years of real world experiences and feedback. Ans. Q.25. Ans. PRINCIPLES OF HUMAN RESOURCE MANAGEMENT Multiple choice questions with answers .pdf . Motivate staff to improve performance. Suitable Placement – Performance appraisal enables a company to give suitable placement to an employee based on their talents and skills. Ans. Role of Audit in the human resource management is most important. Solved examples with detailed answer description, explanation are given and it would be easy to understand It is also known as work planning and review or goal setting approach to appraisal. ii. Personnel Procedures – Relating to manpower planning procedures, recruitment and selection procedures, and employment procedures, training procedures, management development procedures, performance appraisal procedures, compensation procedures, industrial relations procedures and health and safety procedures. (iv) Basis of Policies – Policies regarding training, promotion, transfer etc. 4. It is compliance with rule, procedures and etiquette and helps to maintain order and decorum. Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently. It definitely reduces boredom and monotony by providing the employee more variety of tasks in the job. Ans. Salary refers to the monthly rate of pay, irrespective of the number of hours put in by an employee. Development can be at times because of non-training factors too. The outcomes of training programmes are not mentioned. Ans. Ans. 4. 3. 7. Service Role – Personnel function provides services that need to be carried out by full time specialists. National Renewal Fund (NRF) was prepared by the Department of Industrial Development in January, 1992. HRM department may consist of human resource manager, human resource officers and a few assistants/ clerks. Some defines stress as the non-specific response of the body to any demands made on it Stress is different from anxiety which is a state of uncertainty. Human Resource Management, Questions & Answers, Questions & Answers on HR Management. b. It requires a systematic and long- term planning and strategic approach by focusing on defining the quality policies, goals and objectives. Ans. 1. PDF. Q.27. Employees contribute to organization are as members of the team. 8. Ans. 4. Explain … Creative Motivation – HRD manager motivates employees and improve their level of performance. For developing specific outcomes to achieve strategies and tactics. At the same time, we have to be aware of economic, technological, social, and legal issues that either facilitate or constrain our efforts to achieve organizational goals. What is the purpose for conducting selection interview? 360 system involves evaluation of a manager by everyone above, alongside and below him. 32 0 obj Based on the information obtained from the job analysis procedures, job specification identifies the qualifications, appropriate skills, knowledge, abilities, and experience required to perform the job. ) In the words of George R. Terry, “Incentive means that which incites or has a tendency to incite action.”. 3. It is a deliberate and systematic attempt to structure the technical and social aspects of work so as to improve technical efficiency and a job satisfaction. The importance of reskilling has been discussed in the following: 1. Every person needs incentive. The Government of India believes that no small section of society can corner the gains of growth, leaving workers to bear its path. Need and Importance of Human Resource Planning, Q.10. The term “promotion” covers a change and calls for greater responsibilities, and usually involves higher pay and better terms and conditions of service. Multiple Choice Single Answer Question human resources. Ability development – HRD makes capable employees. 2. To instill a sense of confidence in management and the human resources function that it is well managed and prepared to meet potential challenges. It is true that if the employees do not organise themselves, it would be difficult for them to get better working condition and improve their life. Ans. Annual confidential reports should be limited to the span of control and it became a meaningless routine activity. 2. Time-Consuming and Expensive- MBO programme involves considerable time, energy and expenditure. Incentive is the important motivational factor. "Human Resource Management (HRMS) MCQ" with answers helps with fundamental concepts for self-assessment with theoretical, analytical, and … e. Autonomy – These people seek a career that provides freedom of action and independence. 4. Ans. In 1973, the International Labour Office Workers Manual defines collective bargaining as “negotiation about working conditions and terms of employment between an employer, a group of employers or one or more employers’ organisations. It provides guidance to managers, which will ensure that agreed policies are implemented. HRM also participates in strategy formulation process by supplying information. Job analysis provides understanding of what an employee is expected to do on the job. Ans. Personnel Research and Information systems. Radhika-gauns. Job description assists the management in appraising the performance of the employees. iii. The company contributes a portion of its pretax profits to a pool that is distributed among eligible employees. To provide suitable promotional opportunities. The main objective of profit-sharing is to create unity of interests and the spirit of cooperation.”. v. To determine equitable wage differentials between different jobs in the organisation. Lack of it leads to corruption. Quality cannot be achieved instantly. 2. (3) Workers should be made aware of the benefits of participation. Attract quality employees with an effective performance management system. “Conflict is an interpersonal process that springs from disagreements over the goals to attain or the methods to be used to accomplish those goals”. Human resource professionals work in large multi-national corporations, small businesses, nonprofit organizations, academia and more. Describe the steps and project plan in-depth including some of the project challenges and how you might overcome them. vii. Human resource department is established as a staff department to advise all other departments and the top management on human resource matters, within the human resource department the relations are of line type. In contrast, development is an effort to provide employees with the abilities the organisation will need in the future. To perform a “due diligence” review for shareholders or potential investors/owners. Higher Employee Productivity – Employer morale will be high because there can be a system of rewards for employees with higher performance. 3. Human Resource Management Multiple Choice Questions and Answers (MCQs): Quizzes & Practice Tests with Answer Key (Human Resource Management Quick Study Guide & Course Review Book 1) provides mock tests contains course review tests for competitive exams to solve 763 MCQs. (iii) Providing information to all employees affected by training. Preparing the instruction or getting ready for the job. As a controllers, the HR department also reviews the work of line department which concern accident, grievances, absenteeism, labour turnover, disciplinary actions, etc. 5. Compassionate Allowances- Such allowances are granted to a public servant, when pension is not admissible on account of a public servant’s removal from service for misconduct, insolvency or inefficiency. Human Resource Manager must be good at LISTENING when interviewing people for jobs, and also at WRITING reports. Ans. Sometimes, they are guided by their personal emotions and likes. Any agreement, which is likely to destroy cordial industrial relations, should be avoided. In the training, the trainee will acquire new manipulative skill, technical knowledge, problem solving ability or attitudes etc. 2. Q.50. What are the objectives of HRM? View and download past exam papers, examiners reports and marking schemes from ICM examination series to help you prepare for your Human Resources Management qualification. The advantages of performance appraisal are: 1. Job analysis determines performance standards of the job. Free PDF. If the factors included in the assessment are irrelevant, the result of merit rating will not be accurate. endobj Human resource management is known by different names, e.g. 2. With training, we can convert his work points into strength points. Advisory Role – HRM advises management on the solutions to any problems affecting people, personnel policies and procedures. It includes individual relation and joint consultation between employers and workers of the place of work. 1. Generally, MBO has become an effective and operational techniques of performance appraisal and also a powerful philosophy of managing. Q.30. (viii) Human Resource Planning is useful in anticipating the cost of human resources, which facilitates the budgeting process. Therefore, every organisation provided two types of incentives to its employees: Material incentives are the primary needs of the individuals which must be satisfied. 5. To create and maintain satisfactory level of performance. Industrial relations means the relationship between employer and employees in industrial organisation. There is no legal provision to carry out human resource audit. 4. HRD is regarded as a proactive function- The function of HRD is not merely to cope with the needs of the organization but to anticipate them and to act on them in advance in a continuous and planned way. Most organisations in the public sector are generating more than the adequate quantity of data. The HRM department has staff relationship with other departments and it acts in an advisory capacity. 1. Download PDF. HRD Comprehensive Exam List of Questions . The HRM function is a routine, maintenance oriented administrative function. Every organisation provided financial incentives and non-financial incentives to its employees to motivate them. When an employee is promoted, it leads to the increase in his salary and grade also. 5. On the one hand, and one or more representative workers’ organisations, on the other with a view to arrive at an agreement.”. Since line-managers are in dose proximity with the operation people, it is their responsibility to create and develop such conditions. (iii) There is need to replace employees who retire, die, resign and become incapacitated due to injury. Q.87. To establish a rational basis for incentive and bonus schemes. To maintain high morale and good human relations within the organisation. Job specification assists the management in selecting a match for the job. "Human Resource Management MCQ" with answers helps with fundamental concepts for self-assessment with theoretical, analytical, and … So the candidates who are going to appear in any recruitment exam must have practice with this Human Resource Management MCQ (multiple choice questions). 9. Therefore, the final authority and responsibility for the management of human resource still rests will line managers. Now several public and private sector organizations have HRD department and HRM managers. Outline and discuss the main obstacles hindering or preventing HR departments from delivering strategic HRM iv. (vii) Retain people who are familiar with the organisational networks, culture and behaviour and ethical standards. d. Creativity – This drive provides entrepreneurial and innovative opportunities to the people. iv. Following are the main definitions of selection: (1) According to Dale Yoder, “Selection is the process in which candidates for employment are divided in two classes those who are to be offered employment and those who are not.”, (2) According to Weihrich and Koontz, “Selecting manager is choosing from among the candidates the one who best meets the position requirements.”. /TK true Ans. Core competencies tend to be limited in number, but they provide a long-term basis for technology innovation, product development, and service delivery. career planning training, performances appraisal and organisational development, line-managers have specific responsibilities. (ii) Define correctly- Management has to define the problem properly and accurately, after it is identified/acknowledged. (vi) Any redeployment process must fit easily within the overall restructuring programme and be easy to understand and administer within a reasonable time. The basic objectives of human resource management effectiveness may be explained as follows: 1. Social Decisions- Hours of work, welfare measures, work rules, safety, health, sanitation and noise control. 4. It is also based on industrialism. Performance Appraisal provides valuable information and reliable data for such decisions. Self-Development – Performance Appraisal is very much a positive activity which enables an employee to know his own weaknesses and also enables him to remove their weaknesses and lead to self-development. In some cases, the action may require consultation between the supervisor and the higher management. Q.35. The scientific management approach has provided the following principles for job design: (i) Specialisation- Workers should be selected to perform specific tasks so as to ensure narrow specialisation. 3. Privacy Policy 9. Functional Role – The personnel function interprets and helps to communicate personnel policies. If stress is the condiment strain is the salt and if there is an imbalance in condiment-salt relationship, the result is impala-table. 8. Here we have given some live HRM case studies which are short, … Performance Appraisal through MBO. Effective Training Program – Training programmes can be drawn out on the basis of the needs of employees to remove their weaknesses. Before uploading and sharing your knowledge on this site, please read the following pages: 1. The Conference discussed the question of discipline in Indian industries, and laid down certain principles governing it. Increasing proportion of women in the work force. The classical approach was developed by F.W Taylor with his principles of scientific management. 2. vi. >> About Us: As an awarding organisation for business development staff, ICM provides a wide range of professional qualifications in business, management … At that time attitude of the government towards these unions was not good but time changes everything. 2. But it is no doubt; management is the development of people, not the direction of things. Ans. Explain the main characteristics of staffing? It considers informal organization, autonomous work groups, job enrichment, job challenge and creativity as the main motivating forces. Critically discuss the principal methods of wage and salary payment. Information obtained through job analysis is helpful to both management and trade unions for collective bargaining. The structure of one industrial organization differs from that of another organization and it depends upon: 2. A National HRD Network has been established in 1985. It helps in minimizing absenteeism and in improving productivity. In all the components of HR i.e. 6. 3. They should consider organisation a joint endeavour in which workers have an equal say. To work with people effectively, we have to understand human behavior, and we have to be knowledgeable about the various systems and practices available to assist us build a skilled and motivated people. Difference between job description and job specification. End gives a vision of how things are likely to shape up, whereas means shows the path of the vision’s realisation in practice. viii. Huge Collection of Essays, Research Papers and Articles on Business Management shared by visitors and users like you. With all Latest updated SHRM-CP questions and answers collection, Exactinside has the only platform for your SHRM-CP Exam preparation. Trained employees make better economic use of materials and equipment resulting in reduction of wastage and spoilage. Promotion of the employees depends upon their good behaviour and observance of discipline in the service. Canon Corporation has core competencies in precision mechanics, fine optics, and microelectronics. vii. 2. Is performance appraisal advantageous? Management experts now realize that the key to a firm’s success is based on establishing a set of core competencies. Information technology including fax machines, personal computers and after e-business applications have allowed companies to relocate operations to locations with lower wages. Ans. Enquiry officer should be independent. Ans. Image Guidelines 4. After telling the weak points of employees, we can increase the performance of employees. Invalid Pension- Invalid pension, given to an employee who retires from service because of his mental weakness or bodily weakness, permanently incapacities for his work. If their demands are not fulfilled they do not hesitated to resort to strikes. redeployment). Human Resource Planning is helpful in selection and training activities. Facilitate giving general information to the applicant such as company policies, job, products manufactured etc. Employee has to be given a fair opportunity to produce his witnesses, for his defense. Thus, it helps to increase interest in work and efficiency. Premium PDF Package. It is required in each and every organisation. Pasitcertify offers 24/7 customer services to its respected customers. MBO suffers from the following drawbacks: 1. According to Manson Haire, Pay in one form or another is certainly one of the mainspring of motivation in our society. (iii) Objective – Its main objective is to determine remunerations for different jobs. Job description is the measure of job whereas job specification is the measure of the job-holder. 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Organizational effectiveness an essential element of effective human resource audit ) basis of promotion and to. Wide field of activities first workshop of HRD is viewed as a guideline for framing and implementing programme! Some of the employees, which will ensure that agreed policies are implemented Corporation. ” review for shareholders or potential investors/owners such as software and information, management can meet this through. Monitor the system is also a powerful philosophy of managing help maintain ethical policies and revises existing. It gears organisations to fully understand the competition not judicial the workplace higher needs in motivating individuals values goals. Specialization as, Q.45 – remuneration policy of an organisation this involves advertising in newspaper, radio, T.V. journals! Never ending process they would recognise and respect the rights and obligations of each other technical and... 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