McqMate
Chapters
801. |
Which one of the following is not an important feature of effective training plan |
A. | Shorter leaning time |
B. | Lower cost per participants |
C. | Reduced travel cost |
D. | Going far-flung include |
Answer» D. Going far-flung include |
802. |
Which of the following is not an important characterizes of an effective trainer |
A. | Having good diagnostic skill |
B. | Having good physical features |
C. | Having good range of technical skills |
D. | Having good interpersonal and judgmental skills |
Answer» B. Having good physical features |
803. |
Management development programme provides |
A. | Wide awareness |
B. | Enlarged conceptual skills |
C. | Latest technological skills |
D. | All of the above |
Answer» D. All of the above |
804. |
Sensitivity training is also known as |
A. | S-group training |
B. | T- group training |
C. | P- group training |
D. | L- group training |
Answer» B. T- group training |
805. |
Off- the job training is given |
A. | Outside the factory gate |
B. | In the class room |
C. | On the working days in the factory |
D. | None of the above |
Answer» A. Outside the factory gate |
806. |
Which of the following is not a method of on the – job-training method |
A. | Under study |
B. | Simulation |
C. | Job instruction |
D. | Committee assignment |
Answer» B. Simulation |
807. |
Principles of training evaluation are |
A. | Clarity |
B. | Reliability |
C. | Validity |
D. | All of these |
Answer» D. All of these |
808. |
Which of the following is not an integral part of training programme |
A. | Pre training phase |
B. | Post training phase |
C. | Training implementation phase |
D. | Training recognition phase |
Answer» A. Pre training phase |
809. |
The work performed , responsibility involved and the skill and training required is present with |
A. | Development plans |
B. | Marketing plans |
C. | Financial plans |
D. | None of these |
Answer» A. Development plans |
810. |
Which of the following is not an objective of modern performance appraisal system? |
A. | Salary increase |
B. | Indentifying training needs |
C. | Punishing the employees |
D. | Promotion decision |
Answer» C. Punishing the employees |
811. |
A retrenchment strategy is used to reduce |
A. | Technical losses |
B. | Financial losses |
C. | The scale and scope of the business operation |
D. | All of the above |
Answer» D. All of the above |
812. |
Which of the following provides a set of rights, responsibilities, and obligations the structure the behavior of the employer and the employee? |
A. | The employment contract |
B. | The financial contract |
C. | The ethical contract |
D. | Any of the above |
Answer» A. The employment contract |
813. |
Criticisms of training are based on the understanding that |
A. | It is challenging method of learning |
B. | It is linked with short term goals |
C. | It is not liked by trade unions |
D. | All of the above |
Answer» A. It is challenging method of learning |
814. |
Performance management should be seen as a process which is a |
A. | Once a year task |
B. | Twice a year activity |
C. | Ongoing process or cycle |
D. | Engaged in when the appraisals are carried out |
Answer» C. Ongoing process or cycle |
815. |
Many a times in the organizations, the schemes that reward employees for their better performance, fail because |
A. | Management does not take timely action |
B. | The link between extra pay and performance is unclear |
C. | Undue politics prevail |
D. | They do not compliance with trade union agreements |
Answer» B. The link between extra pay and performance is unclear |
816. |
The time scale for performance appraisals are |
A. | Annually |
B. | Biannually |
C. | Monthly |
D. | Weekly |
Answer» A. Annually |
817. |
A performance rating system is |
A. | Grade or score relating to overall performance |
B. | Financial targets accomplished during the year |
C. | Attendance of the individual during the year |
D. | None of the above |
Answer» A. Grade or score relating to overall performance |
818. |
Apprenticeship training is a type of |
A. | On-the job training |
B. | Off- the job training |
C. | Both ‘a’ and ‘b’ |
D. | None of these |
Answer» A. On-the job training |
819. |
Which of the following statement clearly denotes the meaning of the word ‘appraisal’? |
A. | A system used to improve the performance of personnel |
B. | The main way in which employees wages are determined |
C. | The evaluation of an individual employee’s performance over a given period of time |
D. | None of the above |
Answer» C. The evaluation of an individual employee’s performance over a given period of time |
820. |
HRD can be |
A. | A platform for organizational transformation |
B. | A vehicle for global knowledge transfer |
C. | Both ‘a’ and ‘b’ |
D. | Neither ‘a’ or ‘b’ |
Answer» C. Both ‘a’ and ‘b’ |
821. |
In which of the following processes HRD is not needed? |
A. | Implementing new policy |
B. | Deciding to buy the latest machinery |
C. | Meeting changes in the organizational development |
D. | Changing an organization’s culture |
Answer» B. Deciding to buy the latest machinery |
822. |
Training and development helps to achieve? |
A. | Personal goals |
B. | Group goals |
C. | Organizational goals |
D. | All of the above |
Answer» D. All of the above |
823. |
In which of the following ways organizations are benefitted through training and development? |
A. | It leads to profitability |
B. | It improves relationship between employer and employee |
C. | It improves the job knowledge and skills at all levels of the organization |
D. | All of the above |
Answer» D. All of the above |
824. |
Which of the following is not a way of benefit to an individual working in an organization through training and development? |
A. | It leads to profitability |
B. | It improves relationship between employer and employee |
C. | It improves the job knowledge and skills at all levels of the organization |
D. | All of the above |
Answer» C. It improves the job knowledge and skills at all levels of the organization |
825. |
Which of the following cannot be considered as the objectives of performance appraisal |
A. | To provide feedback to the employees regarding their past performance |
B. | To take decisions related to increments |
C. | To take decisions related to overall objectives of the organization |
D. | To judge the effectiveness of the other human resource functions such as recruitment selection, training and development |
Answer» C. To take decisions related to overall objectives of the organization |
826. |
Management by objective (MBO) technique was first promoted in 1950s by which of the following management theorist? |
A. | Peter Drucker |
B. | Karl marx |
C. | Webber |
D. | Fayol |
Answer» A. Peter Drucker |
827. |
Which of the following managerial functioning contribute to human resource management |
A. | Recruitment and selection |
B. | Performance management , training and development |
C. | Retention, industrial relations |
D. | All of the above |
Answer» D. All of the above |
828. |
Who does not play a key role in the process of training and not entrusted with any responsibility in the entire process |
A. | Top management personnel |
B. | HR department/ supervisors |
C. | Supervisors/ employees |
D. | Customers/ vendors |
Answer» D. Customers/ vendors |
829. |
Career planning is |
A. | Leaving the decisions to seniors and parents |
B. | Getting information and not taking timely decision |
C. | Going along with peers and other personal relations |
D. | Exploring and taking decisions in congruence with one’s own self |
Answer» D. Exploring and taking decisions in congruence with one’s own self |
830. |
Which of the following is not a danger of under-training? |
A. | Loss of motivation |
B. | Loss of job involvement |
C. | Loss of salary |
D. | No improvement in skills |
Answer» B. Loss of job involvement |
831. |
Which of the following are the disadvantages of individual training? |
A. | No friendly competition of a group |
B. | No motivation of a group |
C. | No team binding and healthy competition |
D. | All of the above |
Answer» D. All of the above |
832. |
Which of the following is not an advantage of training as an individual? |
A. | Specialized training according to one’s own need |
B. | Focus towards individuals goals |
C. | Specialized attention of the trainer |
D. | Very expensive |
Answer» D. Very expensive |
833. |
Which of the following are the components or parts of an effective performance management system? |
A. | Performance planning |
B. | Data gathering observation and documentation |
C. | Performance diagnosis and coaching |
D. | All of the above |
Answer» D. All of the above |
834. |
Which of the following term is used to describe the process of helping a new employee to settle quickly in to their job so they become efficient and productive workers? |
A. | Job rotating |
B. | Induction |
C. | Training |
D. | Selection |
Answer» B. Induction |
835. |
Which of the following is not a stage in this systematic training cycle? |
A. | Evaluation |
B. | Assessing training |
C. | Planning the training |
D. | Job instruction on a one to one basis |
Answer» D. Job instruction on a one to one basis |
836. |
Which of the following is not a technique used in class-room training method of training |
A. | Lectures |
B. | Group discussion |
C. | Case studies |
D. | Real time experience |
Answer» D. Real time experience |
837. |
Which of the following ways contribute towards improving quality of work life? |
A. | Quality circles |
B. | Management by objectives |
C. | Suggestion system |
D. | All of the above |
Answer» D. All of the above |
838. |
Which of the following are the important characteristic of effective trainees |
A. | Involvement and participation |
B. | Well adroit with their task |
C. | Open communication |
D. | All of the above |
Answer» D. All of the above |
839. |
Which of the following is not a limitation of career planning |
A. | Is not relevant due to rapid changes in government policies |
B. | Is not affective in small organization |
C. | Is not useful in taking decisions related to filling the vacancies well in time |
D. | Lots of other economical, political factors intervene |
Answer» C. Is not useful in taking decisions related to filling the vacancies well in time |
840. |
…………………………….is the another name of performance appraisal |
A. | Performance evaluation |
B. | Motivation |
C. | Performance controlling |
D. | None of the above |
Answer» A. Performance evaluation |
841. |
The older name for performance appraisal is also describe as ………………………in which one individual is ranked in comparison to others |
A. | Number method |
B. | Task method |
C. | Ranking method |
D. | None of these |
Answer» C. Ranking method |
842. |
……………………………..can be defined as set of systematic set of activities designed by an organization to provide its members with the necessary skills to meet current and future job depends |
A. | Human resource development |
B. | Scientific management |
C. | Social management |
D. | None of the above |
Answer» A. Human resource development |
843. |
Social attitudes, legal requirements, industrial relations, technological and environmental changes generate the need of …………………………….. |
A. | Scientific management |
B. | Social management |
C. | Human resource development |
D. | Infrastructure development |
Answer» C. Human resource development |
844. |
………………. Improves the knowledge, skills and attitudes of employees particularly for specific job task |
A. | Training |
B. | Discipline |
C. | Job evaluation |
D. | None of these |
Answer» A. Training |
845. |
………..and ………………. are the two major benefits of training and development |
A. | Personal and organizational |
B. | Social and industrial |
C. | Ethical and motivational |
D. | None of the above |
Answer» A. Personal and organizational |
846. |
…………… helps to analyze employees achievements and evaluate his contribution towards the achievements of the overall organizational goal |
A. | Performance appraisal |
B. | Controlling |
C. | Directing |
D. | None of these |
Answer» A. Performance appraisal |
847. |
…………. Are involved with efforts to improve productivity through changes in employee rotations |
A. | Human resource department |
B. | Cultural department |
C. | Social awareness department |
D. | None of these |
Answer» A. Human resource department |
848. |
……………….involves periodic assignment of the employee to completely different set of job activities |
A. | Job rotation |
B. | Vestibule training |
C. | Coaching |
D. | None of these |
Answer» A. Job rotation |
849. |
…………………adds additional motivation to a job to make it more rewarding |
A. | Entertainment |
B. | Vestibule training |
C. | Coaching |
D. | None of these |
Answer» C. Coaching |
850. |
………………… identified more programmatically few basic extrinsic as well intrinsic essential components of quality of working life |
A. | Taylor |
B. | Henri Fayol |
C. | William Wordsworth |
D. | Charles Babbage |
Answer» A. Taylor |
851. |
………………….is not a unitary concept incorporated only with hierarchy of perspectives such as job satisfaction, pay structure etc but also factors that broadly reflect life satisfaction and general feelings of well-being. |
A. | Quality of person |
B. | Quality of work |
C. | Quality of human |
D. | None of the above |
Answer» A. Quality of person |
852. |
The major focus of…………………is to match personal goals and opportunities that are realistically available. |
A. | Career planning |
B. | Controlling |
C. | Settlement of dispute |
D. | None of these |
Answer» A. Career planning |
853. |
…………………is a series of modules and activities that are designed and delivered over a longer period of time than normal training courses. |
A. | Management development programme |
B. | Management efficiency programme |
C. | Management improvement programme |
D. | None of the above |
Answer» A. Management development programme |
854. |
…………………helps in keeping the right person at the right place for the right time and making its effective use. |
A. | Human resource development |
B. | Infrastructure development |
C. | Quality development |
D. | None of the above |
Answer» A. Human resource development |
855. |
…………………helps in deciding the goals, objectives and the desired performance standards for the employee for the upcoming year. |
A. | Performance appraisal |
B. | Motivation |
C. | Reward |
D. | None of the above |
Answer» A. Performance appraisal |
856. |
…………………is the review of the performance by the employee himself. |
A. | Self evaluation |
B. | Evaluation by other |
C. | Group evaluation |
D. | None of these |
Answer» A. Self evaluation |
857. |
…………………developed BARS one of the kinds of performance appraisal |
A. | Adam smith |
B. | Smith kendall |
C. | Charles Babbage |
D. | None of these |
Answer» B. Smith kendall |
858. |
…………………is the process of managing, coaching, developing and evaluating employees. |
A. | Performance appraisal |
B. | Motivation |
C. | Back up |
D. | None of these |
Answer» A. Performance appraisal |
859. |
…………………means to process of providing and making available to an employee, a planned, prepared and coordinated programme which will improve individual and organizational goals. |
A. | Training |
B. | Controlling |
C. | Directing |
D. | None of these |
Answer» A. Training |
860. |
…………………is suitable for draughts man, machinist, printer, tool maker and electricians etc. |
A. | Coaching |
B. | Vestibule training |
C. | Apprenticeship |
D. | None of these |
Answer» C. Apprenticeship |
861. |
…………………are usually provided to reduce the number of accidents |
A. | Safety training |
B. | Precaution training |
C. | Training for improvement |
D. | None of the above |
Answer» A. Safety training |
862. |
In ………………… training, duplicate machinery is set up in the training centre to get a feel environment. |
A. | Coaching |
B. | Vestibule training |
C. | Apprenticeship |
D. | None of these |
Answer» B. Vestibule training |
863. |
In the ………………… the trainee is given an opportunity to handle and observe the job by doing it themselves. |
A. | On-the-job training |
B. | Off-the-job training |
C. | Training for improvement |
D. | None of the above |
Answer» A. On-the-job training |
864. |
…………………gave the different aspects to quality of work life. |
A. | Richard Walton |
B. | Charles Babbage |
C. | Bill Gates |
D. | None of these |
Answer» A. Richard Walton |
865. |
…………………is a Japanese term which means continuous improvement. |
A. | Training |
B. | Kaizen |
C. | Coaching |
D. | None of the above |
Answer» B. Kaizen |
866. |
It is easy to take feedback in…………………method as there is no invoicement of external agencies and the training is given by the employee working in the same organization. |
A. | Vestibule method |
B. | Coaching method |
C. | Apprenticeship method |
D. | None of the above |
Answer» B. Coaching method |
867. |
The …………………gives an opportunity to an employee to showcase his talent to the fullest and make his reach to the other departments also. |
A. | Job rotation |
B. | Vestibule training |
C. | Coaching |
D. | None of these |
Answer» A. Job rotation |
868. |
…………………is the best method to improve inter personal skills, ability to comprehend and present himself effectively in short period of time. |
A. | Group discussion |
B. | Seminar |
C. | Coaching |
D. | None of these |
Answer» A. Group discussion |
869. |
…………………method of management development programme was developed at Harvard Business school and incident method was developed at…………………… |
A. | Vestibule training |
B. | Case study |
C. | Coaching |
D. | None of these |
Answer» B. Case study |
870. |
………………….is also called as T-group training and laboratory training |
A. | Stress training |
B. | Sensitive training |
C. | Job orientation training |
D. | None of these |
Answer» B. Sensitive training |
871. |
_____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions. |
A. | Job description |
B. | Job specification |
C. | Job analysis |
D. | Job context |
Answer» C. Job analysis |
872. |
The information resulting from job analysis is used for writing _____. |
A. | job descriptions |
B. | work activities |
C. | work aids |
D. | job context |
Answer» A. job descriptions |
873. |
Information regarding job demands such as lifting weights or walking long distances is included in the information about _____ an HR specialist may collect during a job analysis. |
A. | work activities |
B. | human behaviors |
C. | machines, tools, equipment, and work aids |
D. | performance standards |
Answer» B. human behaviors |
874. |
Information regarding how, why, and when a worker performs each activity is included in the information about _____ an HR specialist may collect during a job analysis. |
A. | work activities |
B. | human behaviors |
C. | machines, tools, equipment, and work aids |
D. | performance standards |
Answer» A. work activities |
875. |
Information regarding the quantity or quality levels for each job duty is included in the information about _____ an HR specialist may collect during a job analysis. |
A. | work activities |
B. | human behaviors |
C. | machines, tools, equipment, and work aids |
D. | performance standards |
Answer» D. performance standards |
876. |
Information regarding job-related knowledge or skills and required personal attributes is included in the information about _____ an HR specialist may collect during a job analysis. |
A. | work activities |
B. | human behaviors |
C. | human requirements |
D. | performance standards |
Answer» C. human requirements |
877. |
There are _____ steps in doing a job analysis. |
A. | three |
B. | four |
C. | five |
D. | six |
Answer» D. six |
878. |
Deciding how to use the resulting information is the _____ step in doing a job analysis. |
A. | first |
B. | second |
C. | third |
D. | fourth |
Answer» A. first |
879. |
The first step in conducting a job analysis is _____. |
A. | deciding how to use the information |
B. | reviewing relevant background information |
C. | selecting representative positions |
D. | collecting data on job activities |
Answer» A. deciding how to use the information |
880. |
Reviewing relevant background information such as organization charts, process charts, and job descriptions is the _____ step in doing a job analysis. |
A. | first |
B. | second |
C. | third |
D. | fourth |
Answer» B. second |
881. |
The second step in conducting a job analysis is _____. |
A. | deciding how to use the information |
B. | reviewing relevant background information |
C. | selecting representative positions |
D. | collecting data on job activities |
Answer» B. reviewing relevant background information |
882. |
Selecting representative positions to use in the job analysis is the _____ step in the process. |
A. | first |
B. | second |
C. | third |
D. | fourth |
Answer» C. third |
883. |
The third step in conducting a job analysis is _____. |
A. | deciding how to use the information |
B. | reviewing relevant background information |
C. | selecting representative positions |
D. | collecting data on job activities |
Answer» C. selecting representative positions |
884. |
Collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job is the _____ step in the job analysis process. |
A. | first |
B. | second |
C. | third |
D. | fourth |
Answer» D. fourth |
885. |
The fourth step in conducting a job analysis is _____. |
A. | deciding how to use the information |
B. | reviewing relevant background information |
C. | selecting representative positions |
D. | collecting data on job activities |
Answer» D. collecting data on job activities |
886. |
The fifth step in conducting a job analysis is _____. |
A. | deciding how to use the information |
B. | reviewing relevant background information |
C. | verifying the job analysis information |
D. | collecting data on job activities |
Answer» C. verifying the job analysis information |
887. |
A _____ shows the flow of inputs to and outputs from the job being analyzed. |
A. | organization chart |
B. | process chart |
C. | value chain |
D. | job preview |
Answer» B. process chart |
888. |
Which term refers to a written statement that describes the activities and responsibilities of the job? |
A. | job specification |
B. | job analysis |
C. | job report |
D. | job description |
Answer» D. job description |
889. |
A _____ summarizes the personal qualities, traits, skills, and background required for getting the job done. |
A. | job specification |
B. | job analysis |
C. | job report |
D. | job description |
Answer» A. job specification |
890. |
Which of the following methods is used to gather job analysis data? |
A. | interviews |
B. | questionnaires |
C. | observation |
D. | all of the above |
Answer» D. all of the above |
891. |
Who is interviewed by managers collecting job analysis data? |
A. | individual employees |
B. | groups of employees with the same job |
C. | supervisors who know the job |
D. | all of the above |
Answer» D. all of the above |
892. |
Which of the following is not an advantage of using interviews to collect job analysis data? |
A. | it is simple to use |
B. | some information may be exaggerated or minimized |
C. | it is quick to collect information |
D. | it can identify uncommon, but important activities |
Answer» B. some information may be exaggerated or minimized |
893. |
For which of the following jobs is direct observation not recommended to collect data used in a job analysis? |
A. | assembly-line worker |
B. | accounting clerk |
C. | engineer |
D. | receptionist |
Answer» C. engineer |
894. |
A _____ is the time it takes to complete a job. |
A. | job specification |
B. | work cycle |
C. | work week |
D. | shift |
Answer» B. work cycle |
895. |
When a worker changes what he or she would normally do because they are being watched, _____ has occurred. |
A. | proactively |
B. | reactivity |
C. | cycling |
D. | diverting |
Answer» B. reactivity |
896. |
Which two data collection methods are frequently used together? |
A. | direct observation and interviewing |
B. | questionnaires and direct observation |
C. | interviewing and questionnaires |
D. | diaries and interviewing |
Answer» A. direct observation and interviewing |
897. |
Jane records every activity she participates in at work along with time in a log. This approach to data collection for job analysis is based on _____. |
A. | diaries |
B. | interviews |
C. | direct observation |
D. | questionnaires |
Answer» A. diaries |
898. |
Which of the following is considered a qualitative approach to job analysis? |
A. | position analysis questionnaire |
B. | interviews |
C. | Department of Labor approach |
D. | functional job analysis |
Answer» B. interviews |
899. |
Which of the following is considered a quantitative approach to job analysis? |
A. | interviews |
B. | diaries |
C. | Department of Labor Procedure |
D. | direct observation |
Answer» C. Department of Labor Procedure |
900. |
What form of data collection involves recording work activities in a log? |
A. | interviews |
B. | diaries |
C. | direct observation |
D. | questionnaires |
Answer» B. diaries |
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