HR Development and Training

List of Attempted Questions and Answers

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Qualification & experience
Work organisation
Job
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Panel of Superiors
Performance
Potential
Assessment Centre
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Job re-engineering
Organisation & manpower planning
Recruitment & selection
Performance appraisals
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Simulated decision games
Coaching
Committee assignment
Sensitivity training
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potential appraisal
Training
Role analysis
Performance appraisal
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MIS
LSIO
SWOT
TQM
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Initial screening interview
Completion of application forms
Employment tests
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Induction : Work experience
Induction : Initial Interviews
Induction : Follow-up interviews
Induction : Training
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Core
OD
Norms
Advocates
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Family / community concerns
Supply shortages
Employee conflict
Lack of technical skills
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Results
Reactions
Learning
Behaviour
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Personal interview
Personal observation
Questionnaires
Maintenance of log records
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ROI
Strategies
Goals
Assess
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QWL
Adequate
Content
Measuring
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Skill-based pay plans
Pay Secrecy
Promotions and job movement decisions
Benefits
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Forecasts
Estimate made by management
Statistical method
Work study method
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Generate
TQM
QC
OJT
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Behaviour Observation Scales
Graphic Rating Scale
Forced Choice Method
Critical Incident Method
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External candidate
Top management
HRD department
Promotions from within
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Appraisal Plan
Performance Standards
Feedback Interviews
Appraiser Training
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R Development and Training
ist of Attempted Questions and Answers

Which feature of the plan will depend on how soundly the

organisation has considered & planned its corporate strategy?
Effectiveness

In terms of linking pay to performance, at group and organisation

levels, external market conditions hardly affect an individual's pay.
False

HRD at organisational level talks of :-

Organisation's manpower planning , Training , Performance
appraisal

Some of the criteria for result based training evaluation are:-

Reduced employee complaints , Increased profits , Increase in
return on investments

The following personality holds the view that HRD is a

developmental oriented planned effort in the personnel area :-
C S Sanker

There has been a general feeling that quality control concepts are
applicable to ________ only.
Manufacturing processes

  Correct Answer  
Personal requirements, experience, aptitudes
Main occupation & location
Title, main duties & location

Lecture courses is often an "In-house" activity in any organisation.

True

Succession planning has gained lot of importance due to these

reasons in today's world :-
Increase in number of vacancies in managerial positions , Increase
in consciousness among executives about the competitions & their
own growth prospects , Increase in turnover of managerial
personnel

Assessment of an employee's potential is done, in most of the

organisations, to facilitate ________.
Developmental decisions
Incentive systems link performance with compensation by paying
employees for the no of hours worked.
False

The structures identified to facilitate organisational transition

include :-
Activity planning , Commitment planning , Change management
structures

The very purpose of worker being at workplace is his :-

Work

HRD audit examines linkages with other systems like :-

TQM , Personnel policies , Work culture

________ occurs when employee behaviour results in unusual failure

or unusual success in some part of the job.
Critical Incident

Performance Appraisal methods can be broadly classified as

measuring :-
Traits , Behaviour , Results

The recruitment processes can be protracted if the employer

receives the following types of reports :-
Lengthy , Irrelevant , Boring

The review of HRP plan cab be incorporated into ________.

An annual general review of corporate objectives

One of the advantages of 360 degree appraisals is that :-

It reduces bias / prejudice

Every organisation is an interdependent social and technical

system.
True

Research indicates that people gravitate towards jobs that are

compatible with :-
Their personal orientation

HRD has become a popular concept now, particularly in the :-

Business world

Information related to these aspects is given in Induction training :-

Organisation’s mission / goals , Health and safety rules , Working
conditions

Generally people & organisations need to experience the following

before they will seriously undertake making change :-
Deep levels of hurt
Assessment of training needs should be an exercise done entirely
by the line managers.
False

It is important to inculcate the ________ of the company while

grooming the successor.
Culture

LSIO stands for :-

Large Scale Interactive Process

One of the reasons for delayed improvement of QWL is lack of

consciousness among employees.
True

The time span to be covered by the H R Plan needs to be defined.

True

Team building is a one time organisation development process.

False

The following should be avoided while writing a job description :-

Statement of opinion

________ gives an idea of the vertical relationships of work flow &

procedures.
Relations to other jobs

An internal part of most new work systems is a greater

commitment to ________.
Training & skill development

In many organisations, appraisal of potential made by appraiser is

reviewed by :-
Appraiser's superior

The action plans established during appraisal interviews should

include factors like :-
Availability of resources , List of contacts , Time span required

To seek employee participation in Appraisal Interviews, a manager

should be :-
Open and supportive

  Correct Answer  
People aware of organisation's plan / policies / future requirements
Employee's skills/abilities/behaviour meeting current job
requirements
Unused / underutilised skills/ abilities of employee
Group of trained appraisers
Commitment is indicated by :-
Work effort , Enjoyment on the job , Involvement in the work

TQM has no effect at all on selection procedures.

False

The challenges include a fast movement to become ________.

Customer driven

________ produces human resource plans.

HR Planning unit

The following are categorised under rewards & opportunities :-

Basic salary & other emoluments , Any other benefits ,
Opportunities for personal development

Informal discussions between management representatives and

new employees take place :-
To assess changes needed in existing arrangements , To check
progress , To deal with difficulties

Active participation of employees in Appraisal interviews helps :-

To identify root causes & obstacles to performance , To generate
constructive ideas for improvement

As a Career development tool, Assessment centre helps to :-

Identify individual's ability to do certain job , Build managerial
skills , Create new job assignments

Potential evaluation refers to assessment of employee's :-

Ability to discharge higher responsibilities in future

A Lethargic person may work hard to complete the job because he

does not wish to listen to a nagging boss. This behaviour
modification can be due to:-
Negative reinforcement

Trait methods of appraisal are most complicated to use.

False

No application form however carefully designed can cover every

possible contingency.
True

Simplest and the least expensive technique of performance

appraisal often yields the least accurate information.
True
  Correct Answer  
Provides information which enables to change jobs
Clearly divides duties & responsibilities
Match the job requirements with a worker's aptitude
Helps in establishing clear out standards for comparison

The trainer's role is to :-

Create interest for development within an employee

HR Manager has to consider these dimensions while planning for

career developmental activities:-
Age & Performance

Training needs may be assessed by identifying :-

The gap between skills possessed by employee and those required
for the job

A well designed training programme :-

Is planned in logical manner

________ of job requirements & environments limit the appraiser's

capacity for predicting potentials.
Discontinuities

Skill - based reward systems mainly reward :-

Learning

Many past employers are reluctant to give any information to

another company other than the :-
Factual information

People learn best and more when they :-

Do things themselves

Successful HRD company has an excellent :-

Learning environment

If 360 degree Appraisal is not designed & conducted well, there are
chances ofdeveloping
Employee :- wrong perceptions / attitudes about his
assessors

In learning process, initially, there is :-

Rapid rise

The management must ensure to create conditions for ________ of

its employees.
Growth & development
In planning one's own career development, an individual should :-
Assess his interests / skills & values , Establish career goals , Utilise
development opportunities

During mid-career stage, when the upward mobility of an employee

stops, it is called ________.
Plateauing

A key issue in planning for action is how to motivate ________ to

organisational change.
Commitment

  Correct Answer  
Acting out managerial problems
Guidance through advice / suggestions
Study of specific organisational problem
Unstructured group interaction

Employers today are engaged in marketing themselves to :-

Future recruits , Future customers

Career progression is directly related to job performance.

True

A job description becomes a vehicle for ________.

Organisation change & improvement

If the appraisal interview is conducted well, it :-

Increases employee's acceptance of feedback , Increases
satisfaction with the interview , Motivates employee to improve in
future
The three major strategies for using power to influence others in O
D include
Playing :-
it straight , Using social networks , Going around the formal
system

In the stage of decline, the focus of employee is on factors like

achievement, esteem and autonomy.
False

Verifying the educational accomplishments shown on the

application is covered under :-
Background investigation

Which is the least predictable & most important asset?

Human resource

HRD systems are :-

People intensive

Now-a-days companies are tailoring benefit plans to suit employee

needs and give employees some choice over how they receive their
total fringe benefit payment.
True

Apart from having formal contract between employing organization

and individual employees, there has to be :-
Psychological contract

Job data on features of the job can be collected from :-

Employees who perform the job , Other employees who watch the
workers , Trade job analysts

Most candidates are concerned about their ________.

Salaries

The opportunities are for new ________.

Ventures

Positive reactions of participants very well indicate that the training

has been successful.
True

Some of the competencies like attitudes, skills, perspectives etc

may cut across all levels and departments in the company.
True

________ is more future oriented & concerned with education of

employees to improve his performance.
Management development

Trainees change their values / attitudes if they are encouraged to

participate / discuss and discover desirable means.
True

Career development, from an individual's point of view, involves

identifying :-
Own career goals

Many gain sharing plans include a ________ that helps to gather,

assess and implement employee suggestions & improvements.
Participative system

Induction programme needs to be flexible and should take into

account :-
Individual differences and needs of new employees
________ in establishing performance standards refers to the extent
to which standards relate to strategic objectives of the organisation
Strategic relevance

Any system has to be based on :-

Analysis of demand & supply

In employee career development, a manager can play different

roles like :-
Coach , Appraiser , Advisor

The broad groupings conventionally used for occupational analysis

include :-
Managers , Supervisors , Technical staff

  Correct Answer  
Essential in view of continuous development of the organisation
expansion
Stimulates development in people
Define role more clearly to avoid ambiguity in the expectations
Tool to help employees overcome his weaknesses

Training becomes necessary at the time of :-

New system introduction

Peer Appraisal system suffers from one disadvantage : Peer ratings

can be based on :-
Popularity of a person

HRD is a total system with various :-

Sub systems

While examining top management's style of managing people, HRD

consultants examine :-
The leadership styles of managers , Human relation skills of
managers , Attempts to create a learning environment in company

  Correct Answer  
Management Information Systems
Large Scale Interactive Process
Strengths Weaknesses opportunities Threats
Total Quality Management

The Personnel needs of an organisation are identified in :-

Human resource planning

Work study is a systematic analysis of work in terms of :-

People , Materials & machines , Work hours needed per output unit
Group cohesiveness does not always operate in productive
directions.
True

Opinions differ on how to write job descriptions.

True

In today's competitive business environment, the most important

resource is considered to be :-
Human resources

Core values best represent what the organisation stands for.

True

From an employee's perspective, the least acceptable pay plans

are :-
Individual bonus programs

Quality control is a management process which consists of :-

Evaluate actual quality performance , Compare actual performance
to quality goals , Take action on the difference

Graphology is commonly known as ________.

Handwriting analysis

  Correct Answer  
To initiate a preliminary review of potentially acceptable candidates
Comprehensive personal history profile
Information that leads to more effective selection

Organisational change through continuous learning is necessary for

organisations to survive in today's world.
True

TQM Culture does not encompass :-

Quick fixes

________ are those people who have great potential and genuine
capacities but not utilising it at all.
Problem children

Potential possibilities of danger exists in industries like :-

Chemical , Engineering , Fertilizer

In succession planning, the first step is development of :-

Management staffing plans
  Correct Answer  
Job variety
Personal objectives and Job
Career development Interview
On-the-job

The last step prior to the final selection decision may consist of
having the applicant take :-
A physical examination

Job description means a written statement of the main features

which the job incumbent must possess.
True

Activity planning has the following characteristics :-

Should gain top - management approval , Be cost effective ,
Remain adaptable

The reasons of Plateaus in learning curve can be :-

Distraction during learning , Ineffective / poor training by trainer

The extra resources required by an organisation undergoing change

are for change activities such as :-
Training , Consultations , Data collection & feed back

Good HRD audit begins with :-

Individual Interviews

The manager should skillfully make the employee discover his

needs and problems during appraisal interviews.
True

Generally a vision describes ________ of the organisation.

The core values & purposes

HRD audit normally attempts to assess :-

Existing skills

The concept that concerns comparison of rewards with those of

other organisations in the same market is :-
External equity

If there is no ________ the organisational tasks may not be done at

all or are done at a slow pace.
Commitment
What provides a valued direction for designing, implementing &
assessing organisational changes :-
Vision

Occasionally, learning curves show ________, which are the areas in

the learning curve which indicate no progress in learning.
Plateaus

Generally the changes cannot be implemented unless members

gain new competencies.
True

________ is the process where by managers have to decide who

deserves increments, bonus and other tangible incentives based on
individual performance.
Reward review

________ involves paying employees a bonus based on

improvements in the operating results of an organisation.
Gain sharing

To collect information about the effectiveness of existing systems,

HRD auditors interview all existing employees in an organisation.
False

Employees who are incompetent / unsatisfactory & have low

potential for growth are termed as ________.
Dead wood

The Essay Method provides opportunity to point out unique

characteristics of employee being appraised.
False

Traits of temperament are also known as :-

Personnel characteristics

Potential Evaluation should be carried out at the same time as the

appraisal of performance to reduce cost of entire exercise.
True

An important point during the initial screening phase is to ________.

Identify a salary range

In democratic organisation, the reward systems are designed with

high levels of :-
Employee participation & openness
In Traits Approach to appraisals, these factors are considered:-
Dependability , Creativity , Initiative

According to Terry the essential information needed for a job

evaluation is :-
The make up of a job , The relation of a job to other jobs , Job's
requirement for competent performance

On-the-job training has certain drawbacks:-

Low productivity , Errors , Damages

  Correct Answer  
Hub
Organizational Development
Rules
Supports

Now-a-days, succession planning can be computerised.

True

The following can influence the employee's QWL immensely :-

Satisfactory work

Line managers have a great role in assessment of training needs of

their staff members. They can do it by way of :-
Observation of performance , Regular discussion with staff

HR Manager can make use of ________ for making career

development more effective in case of senior executives.
Sub-baticals

M. M. Khan remarks that HRD is the process of :-

Increasing knowledge , Capabilities , Positive work attitudes

When performance standards focus on single criterion & excludes

other important but less quantifiable performance dimensions, then
the appraisal system is said to suffer from ________.
Criterion deficiency

HRD functions are aligned with business ________ & strategies.

Goals

Employee's performance is influenced by these factors :-

Ability , Motivation , Environment
HRP has to be finally integrated into the other areas of the
organisation's strategy.
True

________ has to go through a participative cycle involving several

levels of executives.
Strategic business planning

The following is not an essential objective of HRD :-

To minimize the utilization of human resources for the achievement
of individual

________ is the most significant sub - system contributing to all HRD

development dimensions.
Training

The common qualities of an employee in an organisation include :-

Quality orientation , Cost consciousness , Entrepreneurship

A proper understanding of ________ on the part of trainer helps a lot

in structuring effective training experiences.
Learning principles

Training is linked with :-

Performance appraisal , Career development , Special in house
training programme

HRD audit has been found to ________ attention of employees at

various levels.
Draw

One of the barrier to the improvement of QWL is :-

Lack of financial resources

The Forced choice method has a limitation of cost of establishing

and maintaining its validity.
True

In sensitivity training, the interaction of participants is facilitated by

a professional behaviour scientist.
True

A behavioural check list developed for a "Service Engineer" for

appraising his performance can include :-
Reacts quickly to customer needs , Able to find out fault , Has
knowledge of Technical developments
The 3rd change activity involves :-
Developing political support for change

  Correct Answer  
External environment
Work environment
Motivation
Ability

Most HRD audit fails due to failures of :-

Implementation

Good HRD Practices are those which :-

Need to be identified , Need to be implemented cost effectively ,
Contribute to 1 or more of the 3 `Cs'.

Much of the traditional TQM literature concentrates on what might

be termed as :-
The hard side

HRD audit can be a means to :-

Improve communications , Improve trust on management

In ________ manager's ability in the areas of planning / organising/

budgeting/ analytical ability are not evaluated properly.
Subordinate Appraisal

Subordinate Appraisals are good to assess :-

Leadership qualities , Delegation of authorities , Interest in
subordinates

In Tell-and-sell Interview, employee gets an opportunity to:-

Release his frustrated feelings

HRM Function consists of 3 main sub functions :-

HRD , Workers affairs , H R Administration

If an average employee is rated 'Unproductive' when compared to a

Star performer, it is :-
Contrast error

The concept of HRD is partially of humanism.

False

A no of things prove useful in career development are :-

Resignations , Better performance , Mentors
HRD Processes are ________.
Intermediate variables

________ often give employees, responsibility for their outcomes and

sense to accomplish targets.
Results Appraisals

When new employees undertake parts of an Induction programme

together, their Induction is regarded as a Group Activity.
False

Assessment of an employee's potential must be related to his

competence in his present job.
False

Motor co-ordination is classified under which specialisation?

Physical characteristics

A comprehensive job analysis programme is an essential ingredient

of sound personnel management.
True

When all the employees are about average, it is :-

Error of Central Tendency

The following have been classified under competencies though they

more often deal with patterns of working :-
Attitudes, values & habits

Applications - in job description should necessarily include :-

Form of application , Closing date , Address for forwarding

________ is a critical step in planning for improvement in

performance in appraisal interviews.
Problem identification

Who makes a major difference to an organisation?

People

The objectives to publish information must fulfill the following

conditions :-
Give a comprehensive and accurate job description , Attract the
attention of maximum number of potentially suitable candidates ,
Give a favourable image of the organisation

To assess adequacy of existing HRD structure, HRD auditors

examine :-
Line manager's perception about HRD staff , Attitude, values &
developmental needs of HRD staff , Existing skill base of HRD staff

A letter of application or a CV is sometimes used as a kind of

selection device.
True

If proper ________ activities have been conducted, there should be

no need to masquerade the salary.
HRM

Formal assessment of specific training needs for an individual may

arise at the time of :-
Changing job , Staring employment

HRP must be based on the most comprehensive & accurate

information that is possible.
True

Succession planning ensures ________ which is the dream of every

HR Department.
Smooth transition

Training needs arise at these levels:-

Group , Organisational , Individual

Induction serves the purpose of integrating the new person into

________.
Work environment

Employing organizations should have positive attitudes and actions

towards new employees :-
To help them adjust to new surroundings , To gain their confidence
and commitment , To avoid employee turnover

Sensitivity training provides managers with :-

Increased awareness of their own behaviour , Greater sensitivity to
behaviours of others , Increase understanding of group processes

After assessing performance problem, the actions that can be taken

to improve performance would be :-
Training employee , Transferring employee , Motivating employee

MBO system, in many organisations is integrated with :-

Measures of Customer satisfaction , Mentoring systems

Quality control concept is applicable in situations where end

product :-
Is a feasible & tangible output
________ places the employees in an actual work situation.
On-the-job training

One of the more fundamental axioms of OD is that people's

readiness for change depends on ________.
Creating a felt need for change

In an Appraisal interview, Appraiser should encourage employee :-

To participate actively

________ increases tolerance for individual differences, openness,

listening skills of a manager.
Sensitivity training

Generally, for immediate future, succession plans are prepared

for :-
Individuals

Predicting potential of subordinates is done by :-

Using judgement on the basis of their current performance

The model of planning as a people process has benefits to :-

Groups , Divisions , Constituent companies

  Correct Answer  
Increased productivity, decreased wastage & cost
Insight into content & techniques of training
Actual improvement in performance after training
Change in behaviour on the job

Major kinds of reward systems interventions are :-

Promotions , Benefits , Bonus pool

Potential evaluation helps in identifying :-

High-flyers & Dead Wood

Practically, no learning can take place when the task is :-

Complex

Management succession is a direct responsibility of :-

CEO & Top Management

After about 3 months’ employment, formal ________ are conducted

as part of Induction programme.
Follow-up interviews
Normally jobs tend to :-
Be dynamic

Organizations should take positive measures to facilitate ________ of

new employees through Induction.
Social adaptation

Preparing & publishing information of the recruitment process

require very special attention & skill.
True

A first step in overcoming resistance is to learn :-

How people are experiencing change

The questionnaire method of HRD audit helps in Bench-marking.

True

Many organisations use the techniques of confidential reports for

performance appraisals.
True

________ is the powerful motivator that should be used at the

beginning of appraisal interview.
Praise

HRD audit examines linkages with other :-

Systems

  Correct Answer  
Answers to relevant questions may be recorded
Understanding of what the work involves & direct observations
Usually employed by engineering consultants
A time consuming procedure

The production schedules comprises details like :-

Product qualities , Production methods , Machinery needed &
available

The ________ is an excellent opportunity for management to

describe the jobs in enough details.
Screening interview

The following tamper the constitutionalism of an organisation :-

Bias on part of management , Lack of privacy , Improper process of
discipline

The success of gain sharing depends on :-

Employee size of organisation , Sharing process , Employee
acceptance & co-operation

The different groups or coalitions compete with one another for

________.
Scare resources & influence

Job analysis is used as a foundation for job evaluation.

True

________ plays a greater role in employee's satisfaction.

Compensation

Result Methods of appraisal are good for reward and promotion

decisions.
True

People taking up new employment have these difficulties :-

Feeling of Insecurity , Break in continuity , No credit for past
achievements

If Appraisals are not conducted properly, it can lead to :-

Wastage of time , Feeling of frustration , Strategic failure

The information asked during the comprehensive interview should

necessarily be :-
Job related

________ is not an important prerequisite to make HRD programme

successful.
No definite plans for effective utilisation of manpower skills

Strategic planning requires the planners to assess :-

PEST Analysis

Performance Ratings must be ________.

Job related

Some of the sources for collection of background information for job

evaluations are :-
Class specifications , Existing job descriptions , Organisation charts

Learning is closely related to :-

Attention and concentration

Appraisal interviews should be finally directed towards :-

Finding solutions to performance problems

  Correct Answer  
Return on Investment
Long Term Planning
Short Term Planning
Evaluation

TQM systems require a high degree of ________ of employers.

Involvement

While assessing potentials, appraiser should not heavily rely on the

employee's :-
Personality traits

Job descriptions are written by ________.

Personnel department or its representatives

HRD & HRM are often used interchangeably.

True

Job identification is also known as ________.

Original position

While identifying potential successor , importance should be given

to factors like :-
Experience , Education , Temperament

In performance management, ________ provides employees with

knowledge of results of their evaluation and allows manager and
employee to discuss current problems and set future goals.
Feedback interview

Individuals often act differently in real life situations than they do in

acting out a simulated exercise.
True

________ gives the employees a feeling of gaining something extra.

Fringe benefits

Balancing the cost between the utilization of plant & work force is
especially important :-
When costing projects

In Results Method to appraisals, Manager can consider results in

form of :-
Sales figures , Production output

Training should be evaluated to determine its effectiveness.

True
________ are considered as most comprehensive criteria for
measurement of QWL.
Walton's 8 factors

These are the written statements describing how well a job should
be performed :-
Performance Standards

The new challenges require employees to change at what levels?

All

Basic considerations in establishing performance standards are :-

Strategic relevance , Criterion deficiency , Reliability

For carrying out succession planning activities, it is necessary to

assess leadership qualities & general competencies like :-
Customer focus , Commitment to excellence , Self-confidence

In human resource management, the TQM focus is on changing :-

Role

The ________ of TQM depends on the way it is made to work by

employees at all levels.
Success or failure

The envisioned future is specific to the changed project at hand and

must be created.
True

Line managers can provide developmental opportunities to the staff

by using informal methods like :-
Delegation , Job rotation

Normally HRD interventions include :-

Training , Education , Developing human resources

When employees feel that people responsible for change are

genuinely interested on their feelings, they are more willing to
share :-
Their concerns & fears

It is vital to review & revise good HRD Practices to enhance their

effectiveness & appropriateness.
True

HRD department should take help of top executives in grooming

potential successors.
False
The drawbacks of skill-based pay schemes are ________ and the lack
of performance contingency.
Tendency to "Top out"

  Correct Answer  
Quality of Work Life
Sufficient
Pleased
Qunatifying

Employees of an organisation cannot participate in HRD audit. It is

concerned only with top management's views and goals.
False

The steps involved in potential evaluation are :-

Exploring one's unused knowledge and skill , Reviewing present
performance and Track record , Analysing one's specific traits,
skills, behaviour
Fairness & justice virtually dictate that if people are responsible for
enhanced levels of performance & profitability they will want to
share in the benefits.
True

Organisation change can be difficult for change agents also in

addition to participants.
True

HRD is important in strategic management in how many ways?

Two

Which of the following is not a psychological characteristic?

Colour discrimination

Someone who wants to take personal career development

seriously, should engage in ________ .
Self-assessment

In HRD audit, current skill base of employees is assessed through :-

An examination of qualified employees , Job descriptions , Training
programmes attended by employees

Good HRD Practices generate employee satisfaction which in turn

can influence :-
Customer satisfaction

A comprehensive questionnaire is ________ to company excuse.

Administered

In case study method of management development, cases are

usually imaginary situations.
False

While teaching concepts or skills, a trainer should :-

Provide variety of examples

The HRD Manager has a significant role to play in the existing

people management system i.e. he has to :-
Review , Revamp , Rejuvenate

The vision provides a purpose & reason for change & describes :-
The desired future state

Leading questions by manager help employee make diagnosis of

the problem.
False

In maintenance phase, many people experience psychological

discomfort.
True

In Career development, it is advantageous to have :-

Proper placement

________ is most useful when it is immediate and specific to a

particular situation.
Performance feedback

Most HRD audit failures are due to failures of ________.

Implementation

It is necessary to communicate about reward systems to employees

to ensure :-
Better employee perception of pay equity , Increased motivation

An "Executive" in a Travel Agency can be appraised better by :-

Customers

Employee Career development can hardly take place without

support & commitment of top management.
True

HRD auditors conduct group interviews of union leaders, some

strategic clients and informal leaders.
False
Advantages of Traits Method are:-
It is inexpensive to develop , Easy to use

Essential aspect of Induction process is :-

Relationships and contacts

Language ability is categorised under :-

Other features of a demographic nature

The efficient units in job design include :-

Positions , Departments , Divisions

The following about the changes can allay unfounded fears &
speculations :-
Effective communication

To ask job applicants the following questions is a futile exercise :-

Make assessment of themselves , Whether they possess
intelligence , If they have initiative

The change agent can be :-

Leader of the organisation , Head of the department , O D
Consultant
It is not actually necessary to seek external help in succession
planning.
True

Learning is more effective when there is ________ in form of rewards

or punishments.
Reinforcement

The first two elements of HRP system are :-

Preparatory

It is very necessary to have the following between the boss & the
employee :-
Fit

For administrative purposes the final employment offer should be

made by the :-
Personnel Department

Surveys have revealed that only few organisations use the internet.
True

The Performance Standards provide :-

Benchmark against which to evaluate Work Performance

The basic principles of training design consist of :-

Identifying the components of tasks of final desired performance ,
Arranging total learning situations in a sequence

  Correct Answer  
Tendency to "Top-out"
Dissatisfaction with pay
Usually in top-down manner
Less performance contingent

In appraisal interviews, an appraiser should attempt to establish a

climate of acceptance, warmth, support, openness and trust.
True

________ has the primary responsibility for over-seeing and co-

coordinating appraisal program.
HR Department

Increased use of benefits to the employees result in :-

Higher expectations

The responsibility of implementing, supervising and evaluating

Induction lies only with HR Manager.
False

It is essential to train appraisers in Potential evaluation techniques.

True

HRD audit has led to strengthing recruitment :-

Policies & procedures

Strengths & weaknesses are usually :-

Internal

In potential appraisal, appraiser should consider some of these

qualities in an employee :-
Creative Imagination , Effective leadership , Sense of responsibility

Training can :-
Reduce employees turnover , Reduce absenteeism , Lead to higher
performance ratings

A trainer should concentrate developmental activities on category

of "Problem Children" to get best results.
True
Most successful corporations believe that it is their ________ who
provide them a competitive advantage.
People

Resignation' can result in career progression.

True

Skill - based reward systems have many benefits like :-

More flexible workforce , Less problems of absenteeism , Less work
disruptions

  Correct Answer  
Based on measures of productivity
Simplest method of assessment
Vary in their degree of sophistication
Systematic analysis of work

HR Manager can choose some of these techniques for career

development :-
Training , Counseling , Rotational assignments

The following is not an important concern of corporation :-

Competitors growth & expansion plans

The fundamental basis of a vision for change is the organisation's :-

Core ideology

In ________ individual goals and organisational goals are aligned

properly.
MBO

If a manager assesses potential of an employee with a view to

giving him a higher level job, the employee should have :-
Better insight of inter-relationships , Capacity to deal with complex
problems , Analytical power

The main contribution to HRD audit is to focus on :-

Value added HRD

If the corporation does not survive, there is little it can do to take

care of its :-
Employees

  Correct Answer  
Create
Total Quality Management
Quality Control
On the Job Training
There is a series of interdependent systems, functionally linked
together & integrated into the work system of :-
System approach to training

Transfer of training can be achieved by maximising :-

Similarity between training situation and the work situation

Without the following many tasks of the organisations may not be

completed cost effectively :-
Competencies

Job analysis is helpful in organisational planning in the following

ways :-
Defines labour needs in concrete terms , Co-ordinates the activities
of the work force , Clearly divides duties & responsibilities

Learning curves provide a method of :-

Evaluating trainee's performance towards establishing goals

In order that succession planning can be well accepted,

organisations must have :-
Transparent appraisals , Open communication system

One of the factors that leads to a negative decision in the

recruitment efforts is ________.
Inadequate or inappropriate experience

Plateaus in learning curve indicate that :-

The learners have to make extra efforts , The trainer has to provide
additional incentives to learner

Good QWL creates :-

Cordial atmosphere

Induction Interviews of new employees are carried out by :-

HR and Line Managers

Trainees change their values / attitudes if they are encouraged to

participate/discuss & discover desirable means.
True

  Correct Answer  
Measurement of frequency of each behaviour
Degree to which employee possesses certain characteristics
Distinction between successful and unsuccessful performance
Discussion of favourable and unfavourable incidents
This is the traditional approach to evaluating an employee's
performance :-
Manager Appraisal

In an Appraisal interview, while dealing with a problem area a

manager should suggest :-
Change in ways of performing

Every induction and orientation exercise has to gear itself for

integrating employees into organisation and not a given
department only.
True

What is more likely to contribute to organisational success?

A well trained & motivated workforce

When upward mobility stops for an employee, HR manager can

think of alternatives like :-
Establishing additional career ladders , Altering expectations of
employee with the help of mentors , Assisting them to chose new
career

Final potential evaluation should be done by those who :-

Have adequate knowledge of future requirements , Know
organisation's prospects, plans & policies

Job rotation helps an employee to :-

Reduce boredom , Develop new ideas , Absorb new information

The question of what between the `hard' & `soft' sides of TQM
necessitates a re-examination of existing HR policies & practices?
Fit

Who has the responsibility to investigate each potential applicant?

Personnel administration

HRD plays an important role in the _______ of employee's career

needs & organisational career opportunities.
Alignment

The following groups propose long term business strategies to

achieve the vision in their own division :-
Senior & middle management groups

If a product or service meets or exceeds expectations time & again

then in the mind of customer it is a :-
Quality product or quality service

Job title including its code number is known as job identification.

True

There is a growing awareness by employers of the value of the

employer `Brand'.
True

Different application forms may be necessary for different kinds of

work.
True

In today's world of complex jobs and competition more than one

rator need to evaluate employee performance.
True

In MBO, employees establish objectives through consultation with

HR Manager.
False

It is always desired that managerial vacancies are filled through :-

Internal promotions

  Correct Answer  
No internal talent available
Decision regarding successors
Support & consultation in succession planning
No work culture clashes

While setting goals with employee, in an appraisal interview, the

manager should :-
Emphasize employee's strengths , Concentrate on opportunities for
growth , Establish specific action plan

A proper understanding of ____ on the part of trainer helps a lot in

structuring effective training experiences.
Learning principles

The HRD auditors visit only the corporate offices of the company.
False

Which of the following can be extremely valuable tool in the

selection process?
Valid tests

The most prevalent thinking is that Job description should be

written in terms of :-
Duties & responsibilities

The following serves as a guide in hiring :-

Job specification
Which of the following is a major cost of doing business?
Inadequate performers

The simplest way of starting succession planning process is to

________.
Identify critical positions

  Correct Answer  
To know purpose of appraisals
Basis for performance evaluation
Evaluation of performance and setting of future goals
Developing observational and feedback skills

A customer who buys your product or service has certain ________.

Expectations

Good HRD practices do not make any difference on many counts.

False

________ gives the reader a quick capsule explanation of the content

of a job usually in 1 or 2 sentences.
Job duties & responsibilities

Recency error is :-
Temporal error

One of the major disadvantages of lump sum salary increase

programs is :-
Extra cost of Administering the plan

Some of these steps are involved in MBO:-

Setting up Organisational Goals , Periodic reviews
 HR Development and Training
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R Development and Training
ist of Attempted Questions and Answers

There has been a general feeling that quality control concepts are
applicable to ________ only.
Manufacturing processes

Assessment of an employee's potential is done, in most of the

organisations, to facilitate ________.
Developmental decisions

________ occurs when employee behaviour results in unusual failure

or unusual success in some part of the job.
Critical Incident

The review of HRP plan cab be incorporated into ________.

An annual general review of corporate objectives

It is important to inculcate the ________ of the company while

grooming the successor.
Culture

________ gives an idea of the vertical relationships of work flow &

procedures.
Relations to other jobs

An internal part of most new work systems is a greater

commitment to ________.
Training & skill development

The challenges include a fast movement to become ________.

Customer driven

________ produces human resource plans.

HR Planning unit

________ of job requirements & environments limit the appraiser's

capacity for predicting potentials.
Discontinuities

The management must ensure to create conditions for ________ of

its employees.
Growth & development

During mid-career stage, when the upward mobility of an employee

stops, it is called ________.
Plateauing
A key issue in planning for action is how to motivate ________ to
organisational change.
Commitment

A job description becomes a vehicle for ________.

Organisation change & improvement

Most candidates are concerned about their ________.

Salaries

The opportunities are for new ________.

Ventures

________ is more future oriented & concerned with education of

employees to improve his performance.
Management development

Many gain sharing plans include a ________ that helps to gather,

assess and implement employee suggestions & improvements.
Participative system

________ in establishing performance standards refers to the extent

to which standards relate to strategic objectives of the organisation
Strategic relevance

Graphology is commonly known as ________.

Handwriting analysis

________ are those people who have great potential and genuine
capacities but not utilising it at all.
Problem children

Generally a vision describes ________ of the organisation.

The core values & purposes

If there is no ________ the organisational tasks may not be done at

all or are done at a slow pace.
Commitment

Occasionally, learning curves show ________, which are the areas in

the learning curve which indicate no progress in learning.
Plateaus
________ is the process where by managers have to decide who
deserves increments, bonus and other tangible incentives based on
individual performance.
Reward review

________ involves paying employees a bonus based on

improvements in the operating results of an organisation.
Gain sharing

Employees who are incompetent / unsatisfactory & have low

potential for growth are termed as ________.
Dead wood

An important point during the initial screening phase is to ________.

Identify a salary range

HR Manager can make use of ________ for making career

development more effective in case of senior executives.
Sub-baticals

When performance standards focus on single criterion & excludes

other important but less quantifiable performance dimensions, then
the appraisal system is said to suffer from ________.
Criterion deficiency

HRD functions are aligned with business ________ & strategies.

Goals

________ has to go through a participative cycle involving several

levels of executives.
Strategic business planning

________ is the most significant sub - system contributing to all HRD

development dimensions.
Training

A proper understanding of ________ on the part of trainer helps a lot

in structuring effective training experiences.
Learning principles

HRD audit has been found to ________ attention of employees at

various levels.
Draw

In ________ manager's ability in the areas of planning / organising/

budgeting/ analytical ability are not evaluated properly.
Subordinate Appraisal
HRD Processes are ________.
Intermediate variables

________ often give employees, responsibility for their outcomes and

sense to accomplish targets.
Results Appraisals

________ is a critical step in planning for improvement in

performance in appraisal interviews.
Problem identification

If proper ________ activities have been conducted, there should be

no need to masquerade the salary.
HRM

Succession planning ensures ________ which is the dream of every

HR Department.
Smooth transition

Induction serves the purpose of integrating the new person into

________.
Work environment

________ places the employees in an actual work situation.

On-the-job training

One of the more fundamental axioms of OD is that people's

readiness for change depends on ________.
Creating a felt need for change

________ increases tolerance for individual differences, openness,

listening skills of a manager.
Sensitivity training

After about 3 months’ employment, formal ________ are conducted

as part of Induction programme.
Follow-up interviews

Organizations should take positive measures to facilitate ________ of

new employees through Induction.
Social adaptation

________ is the powerful motivator that should be used at the

beginning of appraisal interview.
Praise
The ________ is an excellent opportunity for management to
describe the jobs in enough details.
Screening interview

The different groups or coalitions compete with one another for

________.
Scare resources & influence

________ plays a greater role in employee's satisfaction.

Compensation

________ is not an important prerequisite to make HRD programme

successful.
No definite plans for effective utilisation of manpower skills

Performance Ratings must be ________.

Job related

TQM systems require a high degree of ________ of employers.

Involvement

Job descriptions are written by ________.

Personnel department or its representatives

Job identification is also known as ________.

Original position

In performance management, ________ provides employees with

knowledge of results of their evaluation and allows manager and
employee to discuss current problems and set future goals.
Feedback interview

________ gives the employees a feeling of gaining something extra.

Fringe benefits

________ are considered as most comprehensive criteria for

measurement of QWL.
Walton's 8 factors

The ________ of TQM depends on the way it is made to work by

employees at all levels.
Success or failure

The drawbacks of skill-based pay schemes are ________ and the lack
of performance contingency.
Tendency to "Top out"
Someone who wants to take personal career development
seriously, should engage in ________ .
Self-assessment

A comprehensive questionnaire is ________ to company excuse.

Administered

________ is most useful when it is immediate and specific to a

particular situation.
Performance feedback

Most HRD audit failures are due to failures of ________.

Implementation

Learning is more effective when there is ________ in form of rewards

or punishments.
Reinforcement

________ has the primary responsibility for over-seeing and co-

coordinating appraisal program.
HR Department

Most successful corporations believe that it is their ________ who

provide them a competitive advantage.
People

In ________ individual goals and organisational goals are aligned

properly.
MBO

One of the factors that leads to a negative decision in the

recruitment efforts is ________.
Inadequate or inappropriate experience

HRD plays an important role in the _______ of employee's career

needs & organisational career opportunities.
Alignment

A proper understanding of ____ on the part of trainer helps a lot in

structuring effective training experiences.
Learning principles

The simplest way of starting succession planning process is to

________.
Identify critical positions

A customer who buys your product or service has certain ________.

Expectations
________ gives the reader a quick capsule explanation of the content
of a job usually in 1 or 2 sentences.
Job duties & responsibilities
 HR Development and Training
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R Development and Training
ist of Attempted Questions and Answers

Which feature of the plan will depend on how soundly the

organisation has considered & planned its corporate strategy?
Effectiveness

The following personality holds the view that HRD is a

developmental oriented planned effort in the personnel area :-
C S Sanker

The very purpose of worker being at workplace is his :-

Work

One of the advantages of 360 degree appraisals is that :-

It reduces bias / prejudice

Research indicates that people gravitate towards jobs that are

compatible with :-
Their personal orientation

HRD has become a popular concept now, particularly in the :-

Business world

Generally people & organisations need to experience the following

before they will seriously undertake making change :-
Deep levels of hurt

LSIO stands for :-

Large Scale Interactive Process

The following should be avoided while writing a job description :-

Statement of opinion

In many organisations, appraisal of potential made by appraiser is

reviewed by :-
Appraiser's superior

To seek employee participation in Appraisal Interviews, a manager

should be :-
Open and supportive

Potential evaluation refers to assessment of employee's :-

Ability to discharge higher responsibilities in future

A Lethargic person may work hard to complete the job because he

does not wish to listen to a nagging boss. This behaviour
modification can be due to:-
Negative reinforcement

The trainer's role is to :-

Create interest for development within an employee

HR Manager has to consider these dimensions while planning for

career developmental activities:-
Age & Performance

Training needs may be assessed by identifying :-

The gap between skills possessed by employee and those required
for the job

A well designed training programme :-

Is planned in logical manner

Skill - based reward systems mainly reward :-

Learning

Many past employers are reluctant to give any information to

another company other than the :-
Factual information

People learn best and more when they :-

Do things themselves

Successful HRD company has an excellent :-

Learning environment

If 360 degree Appraisal is not designed & conducted well, there are
chances ofdeveloping
Employee :- wrong perceptions / attitudes about his
assessors

In learning process, initially, there is :-

Rapid rise

Verifying the educational accomplishments shown on the

application is covered under :-
Background investigation

Which is the least predictable & most important asset?

Human resource

HRD systems are :-

People intensive

Apart from having formal contract between employing organization

and individual employees, there has to be :-
Psychological contract

Career development, from an individual's point of view, involves

identifying :-
Own career goals

Induction programme needs to be flexible and should take into

account :-
Individual differences and needs of new employees

Any system has to be based on :-

Analysis of demand & supply

Training becomes necessary at the time of :-

New system introduction

Peer Appraisal system suffers from one disadvantage : Peer ratings

can be based on :-
Popularity of a person

HRD is a total system with various :-

Sub systems

The Personnel needs of an organisation are identified in :-

Human resource planning

In today's competitive business environment, the most important

resource is considered to be :-
Human resources

From an employee's perspective, the least acceptable pay plans

are :-
Individual bonus programs

TQM Culture does not encompass :-

Quick fixes

In succession planning, the first step is development of :-

Management staffing plans

The last step prior to the final selection decision may consist of
having the applicant take :-
A physical examination

Good HRD audit begins with :-

Individual Interviews

HRD audit normally attempts to assess :-

Existing skills
The concept that concerns comparison of rewards with those of
other organisations in the same market is :-
External equity

What provides a valued direction for designing, implementing &

assessing organisational changes :-
Vision

Traits of temperament are also known as :-

Personnel characteristics

In democratic organisation, the reward systems are designed with

high levels of :-
Employee participation & openness

The following can influence the employee's QWL immensely :-

Satisfactory work

The following is not an essential objective of HRD :-

To minimize the utilization of human resources for the achievement
of individual

One of the barrier to the improvement of QWL is :-

Lack of financial resources

The 3rd change activity involves :-

Developing political support for change

Most HRD audit fails due to failures of :-

Implementation

Much of the traditional TQM literature concentrates on what might

be termed as :-
The hard side

In Tell-and-sell Interview, employee gets an opportunity to:-

Release his frustrated feelings

If an average employee is rated 'Unproductive' when compared to a

Star performer, it is :-
Contrast error

Motor co-ordination is classified under which specialisation?

Physical characteristics
When all the employees are about average, it is :-
Error of Central Tendency

The following have been classified under competencies though they

more often deal with patterns of working :-
Attitudes, values & habits

Who makes a major difference to an organisation?

People

Quality control concept is applicable in situations where end

product :-
Is a feasible & tangible output

In an Appraisal interview, Appraiser should encourage employee :-

To participate actively

Generally, for immediate future, succession plans are prepared

for :-
Individuals

Predicting potential of subordinates is done by :-

Using judgement on the basis of their current performance

Potential evaluation helps in identifying :-

High-flyers & Dead Wood

Practically, no learning can take place when the task is :-

Complex

Management succession is a direct responsibility of :-

CEO & Top Management

Normally jobs tend to :-

Be dynamic

A first step in overcoming resistance is to learn :-

How people are experiencing change

HRD audit examines linkages with other :-

Systems

The information asked during the comprehensive interview should

necessarily be :-
Job related

Strategic planning requires the planners to assess :-

PEST Analysis
Learning is closely related to :-
Attention and concentration

Appraisal interviews should be finally directed towards :-

Finding solutions to performance problems

While assessing potentials, appraiser should not heavily rely on the

employee's :-
Personality traits

Balancing the cost between the utilization of plant & work force is
especially important :-
When costing projects

These are the written statements describing how well a job should
be performed :-
Performance Standards

The new challenges require employees to change at what levels?

All

In human resource management, the TQM focus is on changing :-

Role

When employees feel that people responsible for change are

genuinely interested on their feelings, they are more willing to
share :-
Their concerns & fears

HRD is important in strategic management in how many ways?

Two

Which of the following is not a psychological characteristic?

Colour discrimination

Good HRD Practices generate employee satisfaction which in turn

can influence :-
Customer satisfaction

While teaching concepts or skills, a trainer should :-

Provide variety of examples

The vision provides a purpose & reason for change & describes :-
The desired future state

In Career development, it is advantageous to have :-

Proper placement
An "Executive" in a Travel Agency can be appraised better by :-
Customers

Essential aspect of Induction process is :-

Relationships and contacts

Language ability is categorised under :-

Other features of a demographic nature

The following about the changes can allay unfounded fears &
speculations :-
Effective communication

The first two elements of HRP system are :-

Preparatory

It is very necessary to have the following between the boss & the
employee :-
Fit

For administrative purposes the final employment offer should be

made by the :-
Personnel Department

The Performance Standards provide :-

Benchmark against which to evaluate Work Performance

Increased use of benefits to the employees result in :-

Higher expectations

HRD audit has led to strengthing recruitment :-

Policies & procedures

Strengths & weaknesses are usually :-

Internal

The following is not an important concern of corporation :-

Competitors growth & expansion plans

The fundamental basis of a vision for change is the organisation's :-

Core ideology

The main contribution to HRD audit is to focus on :-

Value added HRD

If the corporation does not survive, there is little it can do to take

care of its :-
Employees
There is a series of interdependent systems, functionally linked
together & integrated into the work system of :-
System approach to training

Transfer of training can be achieved by maximising :-

Similarity between training situation and the work situation

Without the following many tasks of the organisations may not be

completed cost effectively :-
Competencies

Learning curves provide a method of :-

Evaluating trainee's performance towards establishing goals

Good QWL creates :-

Cordial atmosphere

Induction Interviews of new employees are carried out by :-

HR and Line Managers

This is the traditional approach to evaluating an employee's

performance :-
Manager Appraisal

In an Appraisal interview, while dealing with a problem area a

manager should suggest :-
Change in ways of performing

What is more likely to contribute to organisational success?

A well trained & motivated workforce

The question of what between the `hard' & `soft' sides of TQM
necessitates a re-examination of existing HR policies & practices?
Fit

Who has the responsibility to investigate each potential applicant?

Personnel administration

The following groups propose long term business strategies to

achieve the vision in their own division :-
Senior & middle management groups

If a product or service meets or exceeds expectations time & again

then in the mind of customer it is a :-
Quality product or quality service

It is always desired that managerial vacancies are filled through :-

Internal promotions

Which of the following can be extremely valuable tool in the

selection process?
Valid tests

The most prevalent thinking is that Job description should be

written in terms of :-
Duties & responsibilities

The following serves as a guide in hiring :-

Job specification

Which of the following is a major cost of doing business?

Inadequate performers

Recency error is :-
Temporal error

One of the major disadvantages of lump sum salary increase

programs is :-
Extra cost of Administering the plan
 HR Development and Training
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R Development and Training
ist of Attempted Questions and Answers

In terms of linking pay to performance, at group and organisation

levels, external market conditions hardly affect an individual's pay.
False

Lecture courses is often an "In-house" activity in any organisation.

True

Incentive systems link performance with compensation by paying

employees for the no of hours worked.
False

Every organisation is an interdependent social and technical

system.
True

Assessment of training needs should be an exercise done entirely

by the line managers.
False

One of the reasons for delayed improvement of QWL is lack of

consciousness among employees.
True

The time span to be covered by the H R Plan needs to be defined.

True

Team building is a one time organisation development process.

False

TQM has no effect at all on selection procedures.

False

Trait methods of appraisal are most complicated to use.

False

No application form however carefully designed can cover every

possible contingency.
True

Simplest and the least expensive technique of performance

appraisal often yields the least accurate information.
True
Career progression is directly related to job performance.
True

In the stage of decline, the focus of employee is on factors like

achievement, esteem and autonomy.
False

Now-a-days companies are tailoring benefit plans to suit employee

needs and give employees some choice over how they receive their
total fringe benefit payment.
True

Positive reactions of participants very well indicate that the training

has been successful.
True

Some of the competencies like attitudes, skills, perspectives etc

may cut across all levels and departments in the company.
True

Trainees change their values / attitudes if they are encouraged to

participate / discuss and discover desirable means.
True

Group cohesiveness does not always operate in productive

directions.
True

Opinions differ on how to write job descriptions.

True

Core values best represent what the organisation stands for.

True

Organisational change through continuous learning is necessary for

organisations to survive in today's world.
True

Job description means a written statement of the main features

which the job incumbent must possess.
True

The manager should skillfully make the employee discover his

needs and problems during appraisal interviews.
True
Generally the changes cannot be implemented unless members
gain new competencies.
True

To collect information about the effectiveness of existing systems,

HRD auditors interview all existing employees in an organisation.
False

The Essay Method provides opportunity to point out unique

characteristics of employee being appraised.
False

Potential Evaluation should be carried out at the same time as the

appraisal of performance to reduce cost of entire exercise.
True

Now-a-days, succession planning can be computerised.

True

HRP has to be finally integrated into the other areas of the

organisation's strategy.
True

The Forced choice method has a limitation of cost of establishing

and maintaining its validity.
True

In sensitivity training, the interaction of participants is facilitated by

a professional behaviour scientist.
True

The concept of HRD is partially of humanism.

False

When new employees undertake parts of an Induction programme

together, their Induction is regarded as a Group Activity.
False

Assessment of an employee's potential must be related to his

competence in his present job.
False

A comprehensive job analysis programme is an essential ingredient

of sound personnel management.
True
A letter of application or a CV is sometimes used as a kind of
selection device.
True

HRP must be based on the most comprehensive & accurate

information that is possible.
True

Preparing & publishing information of the recruitment process

require very special attention & skill.
True

The questionnaire method of HRD audit helps in Bench-marking.

True

Many organisations use the techniques of confidential reports for

performance appraisals.
True

Job analysis is used as a foundation for job evaluation.

True

Result Methods of appraisal are good for reward and promotion

decisions.
True

HRD & HRM are often used interchangeably.

True

Individuals often act differently in real life situations than they do in

acting out a simulated exercise.
True

Training should be evaluated to determine its effectiveness.

True

The envisioned future is specific to the changed project at hand and

must be created.
True

It is vital to review & revise good HRD Practices to enhance their

effectiveness & appropriateness.
True

HRD department should take help of top executives in grooming

potential successors.
False
Employees of an organisation cannot participate in HRD audit. It is
concerned only with top management's views and goals.
False

Fairness & justice virtually dictate that if people are responsible for
enhanced levels of performance & profitability they will want to
share in the benefits.
True

Organisation change can be difficult for change agents also in

addition to participants.
True

In case study method of management development, cases are

usually imaginary situations.
False

Leading questions by manager help employee make diagnosis of

the problem.
False

In maintenance phase, many people experience psychological

discomfort.
True

Employee Career development can hardly take place without

support & commitment of top management.
True

HRD auditors conduct group interviews of union leaders, some

strategic clients and informal leaders.
False

It is not actually necessary to seek external help in succession

planning.
True

Surveys have revealed that only few organisations use the internet.
True

In appraisal interviews, an appraiser should attempt to establish a

climate of acceptance, warmth, support, openness and trust.
True

The responsibility of implementing, supervising and evaluating

Induction lies only with HR Manager.
False

It is essential to train appraisers in Potential evaluation techniques.

True
A trainer should concentrate developmental activities on category
of "Problem Children" to get best results.
True

Resignation' can result in career progression.

True

Trainees change their values / attitudes if they are encouraged to

participate/discuss & discover desirable means.
True

Every induction and orientation exercise has to gear itself for

integrating employees into organisation and not a given
department only.
True

Job title including its code number is known as job identification.

True

There is a growing awareness by employers of the value of the

employer `Brand'.
True

Different application forms may be necessary for different kinds of

work.
True

In today's world of complex jobs and competition more than one

rator need to evaluate employee performance.
True

In MBO, employees establish objectives through consultation with

HR Manager.
False

The HRD auditors visit only the corporate offices of the company.
False

Good HRD practices do not make any difference on many counts.

False
 HR Development and Training
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R Development and Training
ist of Attempted Questions and Answers

HRD at organisational level talks of :-

Organisation's manpower planning , Training , Performance
appraisal

Some of the criteria for result based training evaluation are:-

Reduced employee complaints , Increased profits , Increase in
return on investments

Succession planning has gained lot of importance due to these

reasons in today's world :-
Increase in number of vacancies in managerial positions , Increase
in consciousness among executives about the competitions & their
own growth prospects , Increase in turnover of managerial
personnel
The structures identified to facilitate organisational transition
include
Activity :-
planning , Commitment planning , Change management
structures

HRD audit examines linkages with other systems like :-

TQM , Personnel policies , Work culture

Performance Appraisal methods can be broadly classified as

measuring :-
Traits , Behaviour , Results

The recruitment processes can be protracted if the employer

receives the following types of reports :-
Lengthy , Irrelevant , Boring

Information related to these aspects is given in Induction training :-

Organisation’s mission / goals , Health and safety rules , Working
conditions

The action plans established during appraisal interviews should

include factors like :-
Availability of resources , List of contacts , Time span required

Commitment is indicated by :-
Work effort , Enjoyment on the job , Involvement in the work

The following are categorised under rewards & opportunities :-

Basic salary & other emoluments , Any other benefits ,
Opportunities for personal development
Informal discussions between management representatives and
new employees take place :-
To assess changes needed in existing arrangements , To check
progress , To deal with difficulties

Active participation of employees in Appraisal interviews helps :-

To identify root causes & obstacles to performance , To generate
constructive ideas for improvement

As a Career development tool, Assessment centre helps to :-

Identify individual's ability to do certain job , Build managerial
skills , Create new job assignments

In planning one's own career development, an individual should :-

Assess his interests / skills & values , Establish career goals , Utilise
development opportunities

Employers today are engaged in marketing themselves to :-

Future recruits , Future customers

If the appraisal interview is conducted well, it :-

Increases employee's acceptance of feedback , Increases
satisfaction with the interview , Motivates employee to improve in
future
The three major strategies for using power to influence others in O
D include
Playing :-
it straight , Using social networks , Going around the formal
system

Job data on features of the job can be collected from :-

Employees who perform the job , Other employees who watch the
workers , Trade job analysts

In employee career development, a manager can play different

roles like :-
Coach , Appraiser , Advisor

The broad groupings conventionally used for occupational analysis

include :-
Managers , Supervisors , Technical staff

While examining top management's style of managing people, HRD

consultants examine :-
The leadership styles of managers , Human relation skills of
managers , Attempts to create a learning environment in company

Work study is a systematic analysis of work in terms of :-

People , Materials & machines , Work hours needed per output unit

Quality control is a management process which consists of :-

Evaluate actual quality performance , Compare actual performance
to quality goals , Take action on the difference

Potential possibilities of danger exists in industries like :-

Chemical , Engineering , Fertilizer

Activity planning has the following characteristics :-

Should gain top - management approval , Be cost effective ,
Remain adaptable

The reasons of Plateaus in learning curve can be :-

Distraction during learning , Ineffective / poor training by trainer

The extra resources required by an organisation undergoing change

are for change activities such as :-
Training , Consultations , Data collection & feed back

In Traits Approach to appraisals, these factors are considered:-

Dependability , Creativity , Initiative

According to Terry the essential information needed for a job

evaluation is :-
The make up of a job , The relation of a job to other jobs , Job's
requirement for competent performance

On-the-job training has certain drawbacks:-

Low productivity , Errors , Damages

Line managers have a great role in assessment of training needs of

their staff members. They can do it by way of :-
Observation of performance , Regular discussion with staff

M. M. Khan remarks that HRD is the process of :-

Increasing knowledge , Capabilities , Positive work attitudes

Employee's performance is influenced by these factors :-

Ability , Motivation , Environment

The common qualities of an employee in an organisation include :-

Quality orientation , Cost consciousness , Entrepreneurship

Training is linked with :-

Performance appraisal , Career development , Special in house
training programme

A behavioural check list developed for a "Service Engineer" for

appraising his performance can include :-
Reacts quickly to customer needs , Able to find out fault , Has
knowledge of Technical developments

Good HRD Practices are those which :-

Need to be identified , Need to be implemented cost effectively ,
Contribute to 1 or more of the 3 `Cs'.

HRD audit can be a means to :-

Improve communications , Improve trust on management

Subordinate Appraisals are good to assess :-

Leadership qualities , Delegation of authorities , Interest in
subordinates

HRM Function consists of 3 main sub functions :-

HRD , Workers affairs , H R Administration

A no of things prove useful in career development are :-

Resignations , Better performance , Mentors

Applications - in job description should necessarily include :-

Form of application , Closing date , Address for forwarding

The objectives to publish information must fulfill the following

conditions :-
Give a comprehensive and accurate job description , Attract the
attention of maximum number of potentially suitable candidates ,
Give a favourable image of the organisation

To assess adequacy of existing HRD structure, HRD auditors

examine :-
Line manager's perception about HRD staff , Attitude, values &
developmental needs of HRD staff , Existing skill base of HRD staff

Formal assessment of specific training needs for an individual may

arise at the time of :-
Changing job , Staring employment

Training needs arise at these levels:-

Group , Organisational , Individual

Employing organizations should have positive attitudes and actions

towards new employees :-
To help them adjust to new surroundings , To gain their confidence
and commitment , To avoid employee turnover

Sensitivity training provides managers with :-

Increased awareness of their own behaviour , Greater sensitivity to
behaviours of others , Increase understanding of group processes
After assessing performance problem, the actions that can be taken
to improve performance would be :-
Training employee , Transferring employee , Motivating employee

MBO system, in many organisations is integrated with :-

Measures of Customer satisfaction , Mentoring systems

The model of planning as a people process has benefits to :-

Groups , Divisions , Constituent companies

Major kinds of reward systems interventions are :-

Promotions , Benefits , Bonus pool

The production schedules comprises details like :-

Product qualities , Production methods , Machinery needed &
available

The following tamper the constitutionalism of an organisation :-

Bias on part of management , Lack of privacy , Improper process of
discipline

The success of gain sharing depends on :-

Employee size of organisation , Sharing process , Employee
acceptance & co-operation

People taking up new employment have these difficulties :-

Feeling of Insecurity , Break in continuity , No credit for past
achievements

If Appraisals are not conducted properly, it can lead to :-

Wastage of time , Feeling of frustration , Strategic failure

Some of the sources for collection of background information for job

evaluations are :-
Class specifications , Existing job descriptions , Organisation charts

While identifying potential successor , importance should be given

to factors like :-
Experience , Education , Temperament

In Results Method to appraisals, Manager can consider results in

form of :-
Sales figures , Production output

Basic considerations in establishing performance standards are :-

Strategic relevance , Criterion deficiency , Reliability

For carrying out succession planning activities, it is necessary to

assess leadership qualities & general competencies like :-
Customer focus , Commitment to excellence , Self-confidence

Line managers can provide developmental opportunities to the staff

by using informal methods like :-
Delegation , Job rotation

Normally HRD interventions include :-

Training , Education , Developing human resources

The steps involved in potential evaluation are :-

Exploring one's unused knowledge and skill , Reviewing present
performance and Track record , Analysing one's specific traits,
skills, behaviour

In HRD audit, current skill base of employees is assessed through :-

An examination of qualified employees , Job descriptions , Training
programmes attended by employees

The HRD Manager has a significant role to play in the existing

people management system i.e. he has to :-
Review , Revamp , Rejuvenate

It is necessary to communicate about reward systems to employees

to ensure :-
Better employee perception of pay equity , Increased motivation

Advantages of Traits Method are:-

It is inexpensive to develop , Easy to use

The efficient units in job design include :-

Positions , Departments , Divisions

To ask job applicants the following questions is a futile exercise :-

Make assessment of themselves , Whether they possess
intelligence , If they have initiative

The change agent can be :-

Leader of the organisation , Head of the department , O D
Consultant

The basic principles of training design consist of :-

Identifying the components of tasks of final desired performance ,
Arranging total learning situations in a sequence

In potential appraisal, appraiser should consider some of these

qualities in an employee :-
Creative Imagination , Effective leadership , Sense of responsibility

Training can :-
Reduce employees turnover , Reduce absenteeism , Lead to higher
performance ratings

Skill - based reward systems have many benefits like :-

More flexible workforce , Less problems of absenteeism , Less work
disruptions
HR Manager can choose some of these techniques for career
development :-
Training , Counseling , Rotational assignments

If a manager assesses potential of an employee with a view to

giving him a higher level job, the employee should have :-
Better insight of inter-relationships , Capacity to deal with complex
problems , Analytical power

Job analysis is helpful in organisational planning in the following

ways :-
Defines labour needs in concrete terms , Co-ordinates the activities
of the work force , Clearly divides duties & responsibilities

In order that succession planning can be well accepted,

organisations must have :-
Transparent appraisals , Open communication system

Plateaus in learning curve indicate that :-

The learners have to make extra efforts , The trainer has to provide
additional incentives to learner

When upward mobility stops for an employee, HR manager can

think of alternatives like :-
Establishing additional career ladders , Altering expectations of
employee with the help of mentors , Assisting them to chose new
career

Final potential evaluation should be done by those who :-

Have adequate knowledge of future requirements , Know
organisation's prospects, plans & policies

Job rotation helps an employee to :-

Reduce boredom , Develop new ideas , Absorb new information

While setting goals with employee, in an appraisal interview, the

manager should :-
Emphasize employee's strengths , Concentrate on opportunities for
growth , Establish specific action plan

Some of these steps are involved in MBO:-

Setting up Organisational Goals , Periodic reviews
 HR Development and Training
List of Attempted Questions and Answers

 Match The Following

  Question  
1 Qualification & experience
Work organisation
Job
 Match The Following
  Question  
2 Initial screening interview
Completion of application forms
Employment tests
 Match The Following
  Question  
Panel of Superiors
3
Performance
Potential
Assessment Centre
 Match The Following
  Question  
Job re-engineering
4
Organisation & manpower planning
Recruitment & selection
Performance appraisals
 Match The Following
  Question  
Simulated decision games
5
Coaching
Committee assignment
Sensitivity training
 Match The Following
  Question  
potential appraisal
6
Training
Role analysis
Performance appraisal
 Match The Following
  Question  
MIS
7
LSIO
SWOT
TQM
 Match The Following
  Question  
8
 Induction : Work experience
8
Induction : Initial Interviews
Induction : Follow-up interviews
Induction : Training
 Match The Following
  Question  
Core
9
OD
Norms
Advocates
 Match The Following
  Question  
Family / community concerns
10
Supply shortages
Employee conflict
Lack of technical skills
 Match The Following
  Question  
Results
11
Reactions
Learning
Behaviour
 Match The Following
  Question  
Personal interview
12
Personal observation
Questionnaires
Maintenance of log records
 Match The Following
  Question  
ROI
13
Strategies
Goals
Assess
 Match The Following
  Question  
QWL
14
Adequate
Content
Measuring
 Match The Following
  Question  
Skill-based pay plans
15
Pay Secrecy
Promotions and job movement decisions
Benefits
 Match The Following

16
   Question  
Forecasts
16
Estimate made by management
Statistical method
Work study method
 Match The Following
  Question  
Generate
17
TQM
QC
OJT
 Match The Following
  Question  
Behaviour Observation Scales
18
Graphic Rating Scale
Forced Choice Method
Critical Incident Method
 Match The Following
  Question  
External candidate
19
Top management
HRD department
Promotions from within
 Match The Following
  Question  
Appraisal Plan
20
Performance Standards
Feedback Interviews
Appraiser Training
R Development and Training
ist of Attempted Questions and Answers

  Correct Answer  
Personal requirements, experience, aptitudes
Main occupation & location
Title, main duties & location

  Correct Answer  
To initiate a preliminary review of potentially acceptable candidates
Comprehensive personal history profile
Information that leads to more effective selection

  Correct Answer  
People aware of organisation's plan / policies / future requirements
Employee's skills/abilities/behaviour meeting current job
requirements
Unused / underutilised skills/ abilities of employee
Group of trained appraisers

  Correct Answer  
Provides information which enables to change jobs
Clearly divides duties & responsibilities
Match the job requirements with a worker's aptitude
Helps in establishing clear out standards for comparison

  Correct Answer  
Acting out managerial problems
Guidance through advice / suggestions
Study of specific organisational problem
Unstructured group interaction

  Correct Answer  
Essential in view of continuous development of the organisation
expansion
Stimulates development in people
Define role more clearly to avoid ambiguity in the expectations
Tool to help employees overcome his weaknesses

  Correct Answer  
Management Information Systems
Large Scale Interactive Process
Strengths Weaknesses opportunities Threats
Total Quality Management

  Correct Answer  
Job variety
Personal objectives and Job
Career development Interview
On-the-job

  Correct Answer  
Hub
Organizational Development
Rules
Supports

  Correct Answer  
External environment
Work environment
Motivation
Ability

  Correct Answer  
Increased productivity, decreased wastage & cost
Insight into content & techniques of training
Actual improvement in performance after training
Change in behaviour on the job

  Correct Answer  
Answers to relevant questions may be recorded
Understanding of what the work involves & direct observations
Usually employed by engineering consultants
A time consuming procedure

  Correct Answer  
Return on Investment
Long Term Planning
Short Term Planning
Evaluation

  Correct Answer  
Quality of Work Life
Sufficient
Pleased
Qunatifying

  Correct Answer  
Tendency to "Top-out"
Dissatisfaction with pay
Usually in top-down manner
Less performance contingent
  Correct Answer  
Based on measures of productivity
Simplest method of assessment
Vary in their degree of sophistication
Systematic analysis of work

  Correct Answer  
Create
Total Quality Management
Quality Control
On the Job Training

  Correct Answer  
Measurement of frequency of each behaviour
Degree to which employee possesses certain characteristics
Distinction between successful and unsuccessful performance
Discussion of favourable and unfavourable incidents

  Correct Answer  
No internal talent available
Decision regarding successors
Support & consultation in succession planning
No work culture clashes

  Correct Answer  
To know purpose of appraisals
Basis for performance evaluation
Evaluation of performance and setting of future goals
Developing observational and feedback skills