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MIDTERM EXAMINATION
Fall 2009
MGT501 - Human Resource Management
► Job specification
► Job description
► Job analysis
► Job analysis
► Job specification
► Job worth
► Job description
► Employee
► Sales
► Production
► Inventory
► Upgraded technology
► Human mind
► Competitors' pressure
► Disturbance-handler
► Figurehead
► Spokesperson
► Spokesperson
► Disseminator
► Entrepreneur
► It operates in isolation
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► Systematic approach
► Hereditary testing
► Gene testing
► Instinct testing
► Genetic testing
► Recruitment
► Staffing
► Enrollment
► Reference check
► Criminal record
► Application form
► Credit history
► Parent-country national
► Host-country national
► Third-country national
► Headquarter national
► Minimization of wastage
► Customer satisfaction
MIDTERM EXAMINATION
Fall 2009
MGT501- Human Resource Management (Session - 2)
Time: 60 min
Marks: 50
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► Society
► Organization
► Union
► Government
►Organizational culture
►Organizational norms
►O rganizational behavior
►Organizational rules
►Organistic period
►Strategic period
►P
lanning, organizing, leading & controlling
►Job offer
►J ob fair
►Job festival
►Job listing
► Interpersonal skills
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► Conceptual skills
► Practical skills
►5
►3
►8
► Disturbance-handler
► Figurehead
► Spokesperson
► Spokesperson
► Disseminator
► Entrepreneur
► Rapid changes
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► Stakeholders' management
► Business globalization
► Problem identification
► Self-managed
► Virtual
► Cross-functional
► Department
► Group
► Organization
Below are some of the common mistakes interviewer commit while doing employment
interviews with the recommendations to avoid them:
1. Snap Judgments: This is where an interviewer jumps to a conclusion in the first few
minutes of the interview. This can be a positive impression or a negative one about
the applicant.
Recommendation:
• Use a structured interview is one way of help avoid this
• Properly train the interviewers.
► Job evaluation
• ► Job description
► Job title
• ► Job specification
► Job description
► Job evaluation
► Upgraded technology
► Human mind
► Competitors' pressure
► Prejudice
► Stereotype
► Introversion
► Extroversion
► Operational skills
► People
► Structure
► Technology
► Functional
► Line
► Implied
► Hereditary testing
► Gene testing
► Instinct testing
► Genetic testing
• Role playing
A Training method in which participants are required to respond to specific
problems they may actually encounter in their jobs.
Socialization: In order to reduce the anxiety that new employees may experience,
attempts should be made
to integrate the person into the informal organization.
► Labor union
► Competitor's threat
► Organizational structure
► Pressure group
► Job analysis
► Job specification
► Job worth
► Job description
► Physical motion
► Significance of task
► Mental stress
► Long working hours
► Perception
► Personality
► Attitude
► Ability
► Goal achievers
► Strict to employees
► Policy makers
► No relationship exists
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Question No: 13 ( Marks: 1 ) - Please choose one
Which of the following HR function is the basic element of recruitment?
► Attract the job applicants for the particular post
► Informational role
► Supportive role
► Decisional role
► People
► Structure
► Technology
► Systematic approach
. ► Staff
► Functional
► Line
► Implied
► Counseling simulations
► Vocational interest test
► Role playing
► Employment interview
► Recruitment
► Staffing
► Enrollment
► Job declaration
► Job posting
► Job listing
► Structured interview
► Unstructured interview
► Formal interview
► Planned interview
► Reference check
► Criminal record
► Application form
► Credit history
► Affective component
► Cognitive component
► Behavioral component
► Objective component
► Perception
► Personality
► Attitude
► Ability
MIDTERM EXAMINATION
Fall 2009
MGT501- Human Resource Management (Session - 4)
Ref No: 1066866
Time: 60 min
Marks: 50
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Question No: 1 ( Marks: 1 ) - Please choose one
Which of the following structure is formed to facilitate the work flow for goals
achievement?
► Society
► Organization
► Union
► Government
►Job postings
►Internship programs
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► Job fairs
► Private organizations
► Large organizations
► Spokesperson
► Figurehead
► Liaison
► Informal
► Reserved
► Ceremonial
► Systematic approach
► Synergy
► Enthusiasm
► Energy
► Initiative
► Problem identification
► Self-managed
► Virtual
► Cross-functional
► Extrovert
► Homogeneous
► Inflexible
► Introvert
► People demographics
► Synergy
► Workforce diversity
► Process loss
► Gap analysis
► Organizational analysis
► Task analysis
► Person analysis
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Question No: 19 ( Marks: 1 ) - Please choose one
Which of the following is NOT an organizational challenge in the current dynamic
environment?
► Productivity
► Restructuring
► Decentralization
► Quality management
► Recruitment
► Staffing
► Enrollment
► Reference check
► Criminal record
► Application form
► Credit history
► Affective component
► Cognitive component
► Behavioral component
► Objective component
ANSWER
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Expertise an HR manager must posses to utilizes HRI Some information is gathered for
the purpose of satisfying an external stakeholder's requirement. Other information is
gathered because it is required to fulfill the employment relationship. Most HRIS begin
with this required information. Many of the computerized enhancements to information
systems are designed to produce this required information faster or at a lower cost. The
benefits of the information are obvious- the organization would not be allowed to
continue in business if it didn't use the information to produce the required reports or
payments. So, attention focuses on producing the information and completing the reports
at the lowest cost. These kinds of applications emphasize doing administrative tasks
faster, with less paper, or with fewer people. They are by far the most common HRIS
applications, because their value is relatively easy to calculate. One can readily see, based
on activities of a number of public and private sector organizations,
that the use of HRIS has been a mainstay in their efforts to downsize and reengineer their
human resource functions. Two very prominent examples of this type of application are
the Department of Defense's conversion to an "off the shelf" software package (Oracle
HR) and Hewlett Packard's use of People Soft to assist in their reengineering of how
human resource functional services are provided in a global environment. In each
organization, substantial reductions in staff were possible through the use of value added
process reviews and the use of human resource information systems. There are many
examples available that describe the use of a HRIS in the management process, but all
utilize the basic premise discussed herein.
While automation can cut administrative costs, such applications are based on the basic
assumption that the administrative activity should be continued. Many organizations are
finding that the most fundamental value of technology is its ability to encourage new
thinking that removes the need for layers of administration. This kind of fundamental
change is called reengineering.
Many organizations are utilizing automated systems that have reengineered processes by
using interactive employee information kiosks or Internet-based Web applications
3.The value of information must then be weighed against the cost of the information to
determine whether the information represents a good investment.
The evaluation should determine whether or not the HRIS has performed up to its
expectations and if the HRIS is being used to its full advantage (Byars & Rue, 2004). One
of the most significant challenges faced by public personnel executives today is
measuring the performance of their human resources information system (HRIS) In order
to justify the value-added contribution of the HRIS to accomplishing the organization's
mission .
OLD PAPER
MIDTERM EXAMINATION
Fall 2008
MGT501- Human Resource Management (Session - 2)
► Reliable test
► Content-valid test
► Face-valid test
► Construct-valid test
► Heritage
► Perception
► Emotions
► All of the given options
► Extrovert
► Homogeneous
► Inflexible
► Introvert
► Process
► Self-managed
► Virtual
► Cross-functional
► Synergy
► Enthusiasm
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► Energy
► Initiative
► Stakeholders
► Customers
► Stockholders
► Liaison
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► Disseminator
► Figurehead
► Decisional roles
► Interpersonal roles
► Sequential roles
►3
►8
►4
► Technical skill
► Interpersonal skill
► Conceptual skill
► Large organizations
► Private organizations
► Human resource
► Financial resource
► Physical resource
► Student placement
► Internship program
► Student leasing
► Organistic period
► Strategic period
VALUES: Values are the basic conviction about what is right and wrong.
ETHICS: Ethics are the rules and principles that tell what is right and wrong.
MIDTERM EXAMINATION
Fall 2008
MGT501- Human Resource Management (Session - 2)
Time: 60 min
Marks: 50
Student Info
StudentID:
Center: OPKST
Marks
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Q No. 9 10 11 12 13 14 15 16
Marks
Q No. 17 18 19 20 21 22 23 24
Marks
Q No. 25 26 27 28 29 30 31 32
Marks
Q No. 33 34 35 36 37 38 39 40
Marks
Q No. 41
Marks
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► Heritage
► Perception
► Emotions
► All of the given options
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Question No: 7 ( Marks: 1 ) - Please choose one
Which of the following term is used to study the collective behavior of individuals
within an organization?
► Organizational culture
► Organizational norms
► Organizational behavior
► Organizational rules
► Extrovert
► Homogeneous
► Inflexible
► Introvert
► Technological advancement
► Globalization
► People
► Structure
► Technology
► Employed technology
► Physical resources
► Organizational workforce
► Disturbance-handler
► Figurehead
► Spokesperson
► Performance
► Effectiveness
► Motivation
► Efficiency
► Student placement
► Internship program
► Student leasing
► Physical motion
► Significance of task
► Mental stress
► Long working hours
► Responsibility
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► Work
► Position
► Job analysis
► Job description
► Job specification
► Job evaluation
► Rightsizing
► Affirmative action
► Downsizing
► Discrimination
► Cognitive component
► Behavioral component
► Objective component
Which of the following term best represents the individuals who have interests in
an organization and are influenced by it?
► Workforce
► Stakeholders
► Customers
► Stockholders
Decision regarding the delivery medium for training is made prior to which of the
following step?\
The screening used to reduce absenteeism on the basis of medical problems and to
establish a baseline for future health insurance claims, is:
► Physical examination
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► Personality test
► Polygraph test
► Substance abuse
► Curriculum vitae
► Educational record
► Career goal
► Interview questioning
► Collective bargaining
► Grapevine network
► Maintainence of HRIS
The emigration of trained and talented individuals to other nations mostly due to
lack of opportunities is known as:
► Job insecurity
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► Outsourcing
► Workforce diversity
► Brain drain
► Norm
► Perception
► Role
► Stereotyping
Which of the following skills are required most by the Top-level managers?
► Technical skills
► Interpersonal skills
► Conceptual skills
► Organizing
► Leading
► Controlling
Which of the following stage of training module identifies the mediums of training?
► Training evaluation
Previous company records & customer satisfaction surveys may serve as a source
for:
'Due to lack of knowledge among employees, they are unable to operate the
computerized MIS', which of the following addresses this problem?
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Term used to refer the potential employees available for work within the
geographic area from which employees are recruited is:
► Labor market
► Employment market
► Employee market
► Job market
► HR executive
► HR generalist
► HR specialist
HR managers who are close & answerable to top management/CEO, and perform
one or more HR functions are titled as;
► HR specialists
► Functional managers
► HR generalists
► HR executives
Unilever is serving all around the world with its diversified products, it is said to be
practicing:
► Business globalization
► Technological advancements
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► Rapid changes
► Stakeholders' management
► Business globalization
► Interpersonal role
► Informational role
► Supportive role
► Decisional role
Good judgment, creativity, and the ability to see the big picture are the abilities of
managers having:
► Technical skills
► Interpersonal skills
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► Conceptual skills
► Practical skills
► Prejudice
► Stereotype
► Introversion
► Extroversion
► Cooperative work
► Student placement
► Internship program
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► Student leasing
According to which act, pay discrimination on the basis of gender for same position
& performance is prohibited?
► Civil rights
► Equal pay
► Worker compensation
► Age discrimination
Which of the following had gained importance during 1970s to save the
organizations from courts?
► Trade unions
► Employment legislations
► Mechanistic period
► Catalytic period
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► Organistic period
► Strategic period
► Employee
► Sales
► Production
► Inventory
The thorough & detailed study regarding jobs within an organization is termed as:
► Job analysis
► Job description
► Job specification
► Job evaluation
Which of the following condition stimulates the need of Job analysis within an
organization?
The set of tasks & duties assigned to a particular person is said to be his/her:
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► Position
► Duty
► Responsibility
► Work
► Job description
► Job specification
► Job evaluation
Which of the following defines the levels of authority to perform the assigned tasks?
► Labor union
► Competitor's threat
► Organizational structure
► Pressure group
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Your company is going to launch a new product. For this purpose you have formed
a team within an organization. The performance of team is decreasing day by day.
the newly hired employees with the working environment of the organization.
HRM plays
program. As job offers are made and accepted, HRM should instruct the new
employee
when to report to work. However, before the employee formally arrives, HRM
must be
There are several sources that can identify the training needs. List &
explain any five of such sources.
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MIDTERM EXAMINATION
Fall 2008
MGT501- Human Resource Management
Time: 60 min
Marks: 50
► Rightsizing
► Affirmative action
► Downsizing
► Discrimination
► Affective component
► Cognitive component
► Behavioral component
► Objective component
► Workforce
► Stakeholders
► Customers
► Stockholders
► Physical examination
► Personality test
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► Polygraph test
► Substance abuse
► Curriculum vitae
► Educational record
► Career goal
► Interview questioning
► Collective bargaining
► Planning & selection
► Training & development
► Grapevine network
► Job insecurity
► Outsourcing
► Workforce diversity
► Brain drain
► Norm
► Perception
► Role 22
► Stereotyping
► Planning
► Organizing
► Leading
► Controlling
► Labor market
► Employment market
► Employee market
► Job market
► HR executive
► HR generalist
► HR specialist
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► None of the given options
► Technological advancements
► Rapid changes
► Stakeholders' management
► Business globalization 62
► Interpersonal role
► Informational role
► Supportive role
► Decisional role 10
► Technical skills
► Interpersonal skills
► Conceptual skills
► Practical skills
► Prejudice
► Stereotype
► Introversion
► Extroversion
► Cooperative work
► Student placement
► Internship program
► Student leasing
► Civil rights
► Equal pay
► Worker compensation
► Age discrimination
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Question No: 31 ( Marks: 1 ) - Please choose one
Which of the following had gained importance during 1970s to save the
organizations from courts?
► Trade unions
► Human relation movement
► Employment legislations
► None of the given options
► Mechanistic period
► Catalytic period
► Organistic period
► Strategic period
► Employee
► Sales
► Production
► Inventory
► Job analysis
► Job description
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► Job specification
► Job evaluation
► Position
► Duty
► Responsibility 67
► Work
► Job description
► Job specification
► Job evaluation
► All of the given options
► Labor union
► Competitor's threat
► Organizational structure
► Pressure group
MCQs