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Master of Business Administration MBA Semester I

MB0043 Human Resource Management 4 Credits
(Book ID B1626)
Model Question Paper
Duration: 3 hours

Total marks: 140

Section A
[Please answer Any Four essay type questions in a separate page answer sheet especially
provided for the purpose]

1. Globalisation has resulted in making major economic and policy changes in most of the
organisations across the world. In what ways have globalization impacted HRM in India?
(Refer Unit 2)
2. Define Training. Explain the evaluation process of a Training programme.(Refer Unit 5)
3. Define Job Evaluation and discuss its techniques. (Refer Unit 9)
4. Explain the various types of Interviews. (Refer Unit 4)

Case Study

Solon solutions, was slowly gaining foothold as the preferred service provider for some wellknown US based corporates. The company was a BPO in the medicare space and this made
it imperative for the company to be working round the clock. Raghu, who had joined Solon
a month back found the going difficult as the timings were erratic. He had previously worked
at ATR bank as a driver on contract and was lured by the attractive package and accomodation
offered by Solon solutions.
However the erratic timings took its toll on Raghus health. He had to take up night duties on
certain days of the week and also on days when other drivers were on leave. Some of the
drivers who had night duties skipped work on the days they had to do night shift. There were
days when he had to take up duties for almost 20 hours continuously. The accommodation
offered by solon solutions was a small room where the drivers could rest. The room was a 12
by 10 feet room and could accommodate only 3 drivers at a time. More often than not the
rooms were congested as many drivers preferred staying back as the company was located far
away from the city.

Mythili, the HR Head had received complaints from her employees that the drivers were not
driving the vehicle properly. Her enquiries revealed that some of the drivers were drunk in
the evenings as they were away from their family. Very often the drivers complained to her
that the other drivers were deliberately taking leave on the days they had night duties. They
had also pointed out one instance of a driver taking up duties with another company on the
nights they opted out.
Things came to a head when a physical fight erupted between Raghu and another driver in
front of the main gate. Raghu was annoyed that he had to work extra hours without added
compensation and was almost never able to be with his family. He was unhappy with Sarvesh,
who took leave on the days he had night duties. He let lose all the pent up frustration that he
had been suppressing. When Mythili was informed of it, she immediately came running to the
gate and demanded an explanation from Raghu. Raghu broke down in front of everyone
crowded there, and retorted, You ask for an explanation for what you could have prevented
long back.
(Refer Unit 13 & 14)
5. Analyse and list out the factors that caused grievance among the drivers. Also, from the case
given, describe the importance of employee welfare measures in organisations.
6.. If you were in Ms. Mythilis position what disciplinary action would you take? In your opinion,
what steps should Raghu have taken to report his grievance?

Section B
Multiple Choice Questions (MCQ)
[Please answer all the following questions]

1. Which function in HRM includes performance appraisal, developing new skills and travelling
a. Personnel management
b. Employee welfare
c. Industrial relations
d. Training & development

2. Who proposed the Scientific management approach?

a. Hawthorne
b. Abraham Maslow
c. Fredrick Taylor
d. Elton Mayo

3. As per the human resources approach, employees are _________ to an organisation.

a. Capital
b. Expense
c. Skill-sets
d. Assets
4. From being considered as compliance checking body, human resource managers are now
being considered as ______________ to the organisation.
a. Strategic partners
b. Key functional units
c. Operational resources
d. Controllers and auditors

5. Managing ________ means establishing a heterogeneous workforce to perform to its potential

in an equitable work environment where no member or group of members has an advantage or a
a. Status quo
b. Equality
c. Diversity
d. Human capital

6. Which method is essentially a group process used to achieve a consensus forecast ?

a. Expert forecasting
b. Nominal group method
c. Scenario forecasting
d. Regression analysis

7. The ratio of the business index to the workforce size is called _____________.
a. Productivity ratio
b. Personnel ratio
c. Book value ratio
d. Employee requirement ratio

8. Which of the following HR forecasting technique, forecasts the requirement for additional
manpower by projecting trends of the past and present to the future?
a. Delphi technique
b. Index/Trend Analysis
c. Regression Analysis
d. Time Series

9. ____________ is the process of searching for prospective employees and stimulating them to
apply for the jobs in the organisations.
a. Recruitment
b. Placement
c. Selection
d. Interviews

10. ____________ form a very good source of recruitment especially for middle and lower level
a. Advertisement
b. Employment agencies
c. Employee referrals
d. Educational institutes

11. The process of choosing the most suitable candidate for a job from among the available
applicants is called____________.
a. Recruitment
b. Placement
c. Induction
d. Selection

12. _______________ checks whether the training has had the preferred outcome.
a. Management development
b. Training evaluation
c. On the job training
d. Off the job training

13. ___________ helps in the development of the intellectual, managerial and people
management skills of managers.
a. Training
b. Competition
c. Management development
d. Skills

14. In ___________ method, the actual work conditions are simulated and the equipment used by
the trainees is similar to what is used in job.
a. Experiential exercise
b. Computer modelling
c. Role playing
d. Vestibule training

15. Companies are design ______________ to increase employee productivity, control attrition,
prevent job burnout and obsolescence and improve the quality of employees work lives.
a. Employee growth programmes
b. Management development programmes
c. Employee training programmes
d. Career planning programmes

16. Succession planning includes a review of the data on all ______________ who might be able
to move to these positions either right-away or in the near future.
a. Potential candidates
b. Skilled candidates
c. Deserved candidates
d. Employees

17. ____________ include flexitime, job sharing, part time work, working from home,
compressed workweeks, temporary workweeks, etc.
a. Work-family programmes
b. Flexible work schedules
c. Fast track employees

d. Outplacement programme

18. Performance management is a process of aligning _____________ with the employee goals.
a. Roles and responsibilities
b. Organisations goals
c. Organisation's productivity
d. Employee's capabilities

19. What does 'A' in SMART principle for performance appraisal stand for?
a. Accountable
b. Added value
c. Attributes
d. Achievable

20. A persons job performance is a combination of ability, ________ and opportunity.

a. Effort
b. Role
c. Efficiency
d. Time management

21. Wage earners are designated as:

a. Green-collar
b. Blue-collar
c. White-collar
d. Red-collar

22. Which one of the following employee stock plan is also known as "performance-vesting
a. Employee stock purchase plan
b. Employee stock option scheme
c. Restricted stock plan
d. Premium price options plan

23. _________________ plan tries to eliminate the limitations of time and piece rate system
while trying to combine their merits.
a. Task bonus
b. Rower
c. Halsey
d. Distribution

24. _________________ determines the position and place of the job in the organisational
a. Market price of the job
b. Trade Union
c. Compensation fixed for the job
d. Job Evaluation

25. In which method of job evaluation, each factor is ascribed a money value. Key jobs,
representing the various levels or grades are ranked factor-by-factor and upon this ranking, a
scale of pay/money value is prepared?
a. Ranking method
b. Single factor ranking method

c. Factor-comparison method
d. Grading Method

26. Under Non-Quantitative techniques, the two methods of job evaluation are:
a. Ranking and Grading method
b. Ranking and Factor-comparison method
c. Point rating and Factor-comparison method
d. Point rating and grading method

27. HRIS is a key management tool which collects, maintains, __________ and reports
information on people and jobs.
a. Analyses
b. Directs
c. Modifies
d. Controls

28. The objective of HRIS is to ensure efficient collection, storage and ___________ of HRrelated information in a paperless environment.
a. Allocation
b. Dissemination
c. Decentralisation
d. Distribution

29. Which application of HRIS does HR serve when we talk of computing salaries of the
a. Application tracking system

b. Succession planning system

c. Compensation management system
d. Performance appraisal system

30. HRIS performs three inter-connected activities as a database. They are receiving inputs,
storing and processing data and ____________.
a. Analysing data
b. Distributing data
c. Generating output
d. Transforming data

_________ is a process to identify and determine in detail the particular job duties and
requirements and the relative importance of these duties for a given job.
a. Job design
b. Job description
c. Job evaluation
d. Job analysis

32. The various aspects of a job such as the tasks involved, the responsibilities of the job and the
deliverables are best described through _____________.
a. Job description
b. Job analysis
c. Job evaluation
d. Job design

33. Good employee conduct is usually catalysed by_____________________.

a. External factors
b. Rules of the organisation
c. The orders of their supervisors
d. Effective leadership

34. A disciplinary policy should be preventive rather than ______________.

a. Offence
b. Punitive
c. Action-penalties
d. Biased

35. The broadest interpretation of the term grievance would include any discontent or
dissatisfaction that affects ______________.
a. Organisational performance
b. Individual performance
c. Individual growth
d. Team performance

36. _______ arises when an employees dissatisfaction is not because of any valid reason but
because of a wrong perception.
a. Grievance
b. Factual grievance
c. Imaginary grievance
d. Disguised grievance

37. Employee welfare measures are one of the key inputs to bring about the desired level of
employee satisfaction, _____________ and productivity of the organisation.
a. Job responsibility
b. Job security
c. Motivation
d. Compensation

38. Who is empowered to make rules to protect the health, safety and welfare of the employees
working in factory premises?
a. Central government
b. State government
c. Employers
d. Trade unions

39. ________________ is a process of identifying key competencies for an organisation and/or a

job and incorporating them throughout the various processes of the organisation.
a. Competency mapping
b. Job analysis
c. Competency analysis
d. Job evaluation

40. Under flexi time, there is normally a _________________ of the day when employees must
be at work.
a. Non-Core period
b. Core period
c. Flexible period
d. Small period

41. In which method of job analysis, incumbents of a particular job make immediate note of the
activities they perform?
a. Individual interview technique
b. Questionnaire methods
c. Functional job analysis
d. Diary method

42. HRIS refers to software packages that address HR needs with respect to planning,
_____________ and employer regulatory compliance.
a. Employee data security
b. Employee information access
c. Employer organisation guidelines
d. Welfare and growth plans of employees

43. Competency can be thought of as a tool that can be used to map best-in-class performance
where the best performer is always called as:
a. Competent performer
b. Best in class performer
c. Best performer
d. Competitor

44. The principles for determining minimum wages were evolved by the Government and have
been incorporated in _________________.
a. The Minimum Compensation Act, 1948
b. The Minimum Wages Act, 1958
c. The Minimum Wages Act, 1948

d. The Minimum Compensation Act, 1958

45. In which evaluation system, the manager and the employee to be evaluated jointly set
objectives/targets in advance for the employee to achieve during a specified period?
a. Graphic scale rating
b. Forced choice
c. Essay evaluation
d. Management by Objectives

46. Which appraisal method is used to assess personality or personal characteristics such as
loyalty and communication skills?
a. Trait-based appraisal
b. Behaviour- based appraisal
c. Results-based appraisal
d. Graphic rating scale

47. HR Specialists work with the _________ to review the employees performance and
maintain the records.
a. Top management
b. Staff managers
c. Line managers
d. Middle management

48. ________________ includes positions that are critical for the business and for its continuity
and not just the senior level positions.
a. Career planning
b. Succession planning

c. Development planning
d. Task planning

49. In ___________method the trainee is placed on various jobs across different functions in the
a. Job instruction training
b. Committee assignments
c. Job rotation
d. Apprenticeship and coaching

50. A successful ______________ programme improves the performance of an employee which

in turn enhances organisational performance.
a. Education
b. Management
c. Training
d. Development
51. Consider the following statements:
(i). The ____________ of employees is dependent on how they are perceived and treated in the
organisation based on their performance, abilities and skills.
(ii). ________________ functions of HR department are those core functions that only the HR
department is assigned to perform.
a. (i)-Induction, (ii) Personal
b. (i) -Suitable knowledge, (ii) Personnel
c. (i) -Retention, (ii) Operative
d. (i) -Performance appraisal, (ii) Employee Welfare

52. Consider the following statements:

(i). ___________________benefits are monetary and non-monetary benefits given to employees
during their employment. (ii). ______________is a systematic determination of the value of each
job in relation to other jobs in the organisation, in the industry and in the market.
a. (i)-Wage and salary administration , (ii)Performance appraisal
b. (i)-Induction, (ii) Management development
c. (i) Incentives, (ii) Wage and salary administration
d. (i) Fringe, (ii) Job Evaluation

53. Talent management decisions are often driven by a set of ________ as well as ________.
a. Skills, Knowledge
b. Organisational core competencies, Position-specific competencies
c. Skills, Experience
d. Organisational core competencies, business goals

54. Consider the following statements:

(i) After Indian independence, the government resorted to protectionism in order to nurture the
countrys fledgling industries.
(ii). The critical HR issues today in India are performance management, employee motivation
and retention, career and succession planning.
State True or False:
a. (i)- True, (ii) True
b. (i) False, (ii) False
c. (i) False, (ii) True
d. (i) True, (ii) False

55. Employee requirement ratio is the ratio of ____________________ and

a. Business index, workforce size
b. Work load , number of people
c. Work load, workforce size
d. Workforce size, number of units produced

56. Productivity ratio is the ratio of ____________________ and ____________________.

a. Work load ,number of units produced
b. Business index, Work load
c. Business index , number of units produced
d. Work load , number of people

57. ___________ and___________ tests are used to measures the general mental ability of
individuals and job related proficiency and knowledge of the applicants respectively.
a. Intelligence test, Aptitude test
b. Aptitude test , Achievement test
c. Intelligence test, Achievement test
d. Interest test, Personality test

58. Consider the following statements with respect to the types of interviews:
(i). Preliminary interviews are brief, first round interviews that aim to eliminate the applicants
who are obviously unqualified for the job.
(ii). In-depth interview is very rigid in its structure and contents. It is based on a thorough job
State True or False:
a. (i)-False, (ii)-False

b. (i) True, (ii)-True

c. (i)- True, (ii)- False
d. (i)- False, (ii)-True

59. Which of the following two sources of recruitment comes under external sources of
a. Employee exchanges, Employee referrals
b. Promotions, transfers
c. Advertisement, Employee referrals
d. Employee exchanges, Advertisement

60. ____________ is the failure to adopt new methods and processes that can improve employee
and organisational ____________.
a. Motivating employees, performance
b. Managerial obsolescence, responsibility
c. Managerial obsolescence, performance
d. Motivating employees, growth

61. Training is a process of assisting a person in enhancing his ___________ and

_____________ in a particular work area by acquiring more knowledge and practices.
a. Efficiency, responsibility
b. Skills, effectiveness
c. Efficiency, performance
d. Efficiency, effectiveness

62. For an employees goals and aspirations to be fulfilled, a basic requirement is that the goals
must be ____________ and ____________.

a. Realistic, suitable
b. Appropriate, realistic
c. Appropriate, achievable
d. Realistic, achievable

63. The full cycle of performance management includes planning, _________, __________,
appraising and rewarding.
a. Directing, controlling
b. Monitoring, directing
c. Developing, controlling
d. Monitoring, developing

64. According to wage fund theory, after ________ and ________ are paid for, a definite amount
remains for labour.
a. Rent, Raw materials
b. Rent, Interest
c. Interest , Raw material
d. Interest, Profit shares

65. In job classification or Grading Method ________ are formulated on the nature of tasks and
________ of the job.
a. Grades, Responsibilities
b. Responsibilities, Grades
c. Classifications , Responsibilities
d. Responsibilities, Classifications

66. Consider the following statements:

(i).The _______________ must clearly decide the need for an HRIS in the organisation and
assess the present HR operations that require system-enabled support.
(ii) The main task of HRIS specialised team is to supervise the entire operation from planning to
execution of the project, including ________________ monitoring.
a. (i)-Consulting Staff, (ii) HR software
b. (i)-Project manager, (ii) Project costing
c. (i)-HR, (ii) Pre-installation
d. (i)-Management, (ii) Post-installation

67. Job analysis plays a key role in ____________ and ____________ the performance
appraisal system in an organisation.
a. Recruiting, Planning
b. Judging, Determining
c. Developing, Evaluating
d. Designing, Managing

68. Conditions contributing to poor discipline can be caused by weaknesses within the
__________________or by _____________________.
a. Management, internal factors
b. Business organisations, external factors
c. Organisational structure, external factors
d. Business organisations, internal factors

69. In job-related issues such as promotions, compensation and merit hikes, todays
organisations provide for a transparency in its policies and practices.
a. Practices, rules

b. Profit, policies
c. Policies, practices
d. Profit, practices

70. Employee welfare measures increase the _____________ of the organisation and promote
healthy industrial relations, thereby maintaining _________________.
a. Productivity, industrial peace.
b. Profits, stablility.
c. Wages, lesser attrition.
d. Health measures for workers, industrial health.

71. Consider the following statements with respect to components of HRIS.

1. One of the components of HRIS is to receive inputs in the form of data from different
2. Another component of HRIS is to develop and store data with the purpose of transforming
them into meaningful information and sharing it with other organisations.
State True or False.

a. 1- True, 2- True
b. 1- False, 2- False
c. 1- False, 2 - True
d. 1- True, 2- False

72. Consider the following statements:

1. Developing a job description is the first step in the process of job analysis.

2. Job analysis process helps to maintain the right quality of employees, measure their
performance on realistic standards, assess their training and development needs and increase
their productivity."
State True or False

a. 1- True, 2- False
b. 1- False, 2- True
c. 1- True, 2- True
d. 1- False, 2- False

73. Consider the following statements with respect to procedure for disciplinary action:
1. When the management of an organisation wants to initiate an enquiry against an employee
for alleged misconduct, the concerned employee is issued a charge sheet.
2. After administering disciplinary action, there should be proper follow-up. The punishment
for misconduct should be conveyed to the employee.
State True or False:
a. 1-True, 2-True
b. 1-True, 2-False
c. 1-False, 2-False
d. 1-False, 2-True

74. Match the following sets:

Part A
1. Discipline
2. Suspension
3. Charge sheet

Part B
A. It is employee self-control which prompts him/her to willingly co-operate with the
organisational standards, rules, objectives, etc.
B. It is the proposed statement of charges against an employee.
C. It is the official prohibition of someone from holding their usual post or carrying out their
usual role for a particular length of time
a. 1B, 2A, 3C
b. 1A, 2C, 3B
c. 1B, 2C, 3A
d. 1C, 2A, 3B

75. Match the following:

Part A
1. Point Rating Method
2. Single factor ranking
3. Factor-Comparison Method

Part B
A. In this method each factor is ascribed a money value. Key jobs
B. The most important factor of a job is identified and is compared with the most important
factor of other jobs.
C. In this method a quantitative point scale is developed to evaluate the jobs.

a. 1A, 2B, 3C
b. 1C, 2B, 3A

c. 1B, 2A, 3C
d. 1B, 2C, 3A