Semester-1 Examination Paper Mm.100

Topics: Human resource management, Interview, Training Pages: 7 (2088 words) Published: September 19, 2012
Semester-1 Examination Paper MM.100
Human Resource Management
Section A: Objective Type (30 marks)

Part One:
Multiple choices:
1.It is a cultural attitude marked by the tendency to regard one’s own culture as superior to others A.Ethnocentrism.
2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements.
A.Job analysis
3.This Act provides an assistance for minimum statutory wages for scheduled employment A. Minimum Wages Act, 1948
4. __________ is the actual posting of an employee to a specific job A. Placement
5. Broadening an individual’s knowledge, skills & abilities for future responsibilities is known as A. Development
6. Change that is designed and implemented in an orderly and timely fashion in anticipation of future events
A.Planned change.
7. It is a process for setting goals and monitoring progress towards achieving those goals A. Performance management system
8. A method which requires the rates to provide a subjective performance evaluation along a scale from low to high.
A.Rating scale
9. It is the sum of knowledge, skills, attitudes, commitment, values and the liking of the people in an Organization.
A.Human resources
10. A learning exercise representing a real-life situation where trainees compete with each other to achieve specific objectives
A.Management game

Part Two:

1.Explain the importance of Career Planning in industry.

A.Career planning is the process by which once select career goals and the path to these goals. The major focus of career planning is on assisting the employees achieve a better match between personal goals and the opportunities that are realistically available in the organization Career programs should not concentrate only on career growth opportunities. Practically speaking, there may not be enough high level positions to make upward mobility reality for a large number of employees. Hence, career- planning efforts need to pin point and highlight those areas that offer psychological success instead of vertical growth. Career planning is not on event or end in itself, but a continues process of developing human resources for achieving optimum results. It must, however, be noted that individual and organizational careers or not separate and distinct. A person who is not able to translate his career plan in to action within the organization may probably quit the job, if he has choice. Organizations, therefore, should help employees in career planning so that both can satisfy each other needs.

2. Write the features of HRM.

A. Features of HRM :

1.Pervasive force : HRM is pervasive in nature. It is present In all enterprises. it permeates all levels of management in an organization.

2.Pervasive force : HRM focuses attention on action, rather than one record keeping , return procedures or rules. The problems of employees at work are solved through rational policies.

3.Individually oriented : It tries to help employees develop their potential fully.

4.People oriented : HRM is all about people at work , both as individuals and groups.

5.Future oriented : Effective HRM helps an organization meet its goals in the future by providing for competent and well motivated employees.

6.Development oriented : HRM intends to develop the full potential of employees.

7.Integreting mechanism : HRM tries to build and maintain cordial relations between people working at various levels in the organization. in short, it tries to integrate human assets in the best possible manner in the service of an organization.

8.Comprehesive function : HRM is, to some extent, concerned with any organizational decision which has an impact on the workforce or the potential workforce.

9.Auxillary service : HR departments exist to assist and advice thr line or operating managers to do their personal work more effectively.

10.Inter-disciplinary function : HRM is a multi-disciplinary activity,...
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