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MIDTERM EXAMINATION Fall 2009 MGT501- Human Resource Managemen !

"ess#on - 5$ T#me% &0 m#n Mar's% 50 (ues #on No% 1 ! Mar's% 1 $ - )lease c*oose one Organ#+a #onal ,e*a-#or #s a s u./ o0 #n-es #ga #ng *e #m1ac o0% Employees' behavior in an organization Societal behavior on an organization Country's culture on an organization Country's economy on an organization (ues #on No% 2 ! Mar's% 1 $ - )lease c*oose one 2# * *e emergence o0 In0orma #on Tec*nolog/ !IT$3 organ#+a #ons are nee.e. o 1er0orm 4*#c* o0 *e 0ollo4#ng ac #-# / #n res1onse o *#s ne4 ec*nolog#cal ren.5 Job evaluation Job specification Job description Job analysis (ues #on No% 6 ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng #s sa#. o 7e *e ma#n 0ocus o0 Organ#+a #on ,e*a-#or5 How to become more effective in society How to best utilize human resource How to become environmental friendly How to become a market leader (ues #on No% 8 ! Mar's% 1 $ - )lease c*oose one 9:o7 s1ec#0#ca #on9 #s sa#. o 7e an ou come o0 4*#c* o0 *e g#-en erm5 Job analysis Job title Job evaluation Job worth (ues #on No% 5 ! Mar's% 1 $ - )lease c*oose one :o7s are com1ensa e. on *e 7as#s o0% Job analysis Job specification Job worth Job description (ues #on No% & ! Mar's% 1 $ Tec*n#call/ HRI" #s a;an% System software System hardware atabase system !perating system - )lease c*oose one

(ues #on No% < ! Mar's% 1 $ - )lease c*oose one HRI" #s use. o 0ac#l# a e *e .ec#s#ons rela e. o%

!verall organization Employment planning Sales forecasting "esource allocation (ues #on No% = ! Mar's% 1 $ - )lease c*oose one As a resul o0 4*#c* o0 *e 0ollo4#ng ac #-# /3 HRI" #s ga#n#ng 1o1ular# / .a/ 7/ .a/5 #enerating organizational reports $anaging resources effectively "etrieving timely information Handling bundles of data (ues #on No% 9 ! Mar's% 1 $ - )lease c*oose one HR .e1ar men ma#n a#ns >>>>>>>>>>>>>>> recor.s? Employee Sales %roduction &nventory (ues #on No% 10 ! Mar's% 1 $ - )lease c*oose one 2*/ organ#+a #onal goals s*oul. 7e measura7le5 Ensure goal ambiguity Ensure goal attainment %ut high effort Encourage employee participation (ues #on No% 11 ! Mar's% 1 $ - )lease c*oose one >>>>>>>>>>>>>>> #s *e ma#n source o0 #nno-a #ons? 'pgraded technology Human mind Competitors' pressure "esearch ( evelopment

(ues #on No% 12 ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng emerge. 4*en #n.#-#.uals real#+e. *e s reng * *e/ coul. ga#n 7/ @o#n#ng oge *er o nego #a e 4# * em1lo/ers5 )rade unions Human relation movement Employment legislations *one of the given options (ues #on No% 16 ! Mar's% 1 $ - )lease c*oose one 2*o #s res1ons#7le o a'e correc #-e ac #ons #n res1onse o un0oreseen 1ro7lems5 +iaison isturbance,handler

-igurehead Spokesperson (ues #on No% 18 ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng role a manager 1er0orms as a Resource alloca or5 &nterpersonal role ecisional role &nformational role Supportive role (ues #on No% 15 ! Mar's% 1 $ - )lease c*oose one An.er 4*#c* o0 *e 0ollo4#ng role3 manager .#scusses #ssues an. 7arga#ns 4# * o *er un# s o ga#n a.-an ages 0or *e#r o4n un# 5 *egotiator Spokesperson isseminator

Entrepreneur (ues #on No% 1& ! Mar's% 1 $ - )lease c*oose one Organ#+a #on #s sa#. o 7e an o1en s/s em3 7ecause% &t operates within an environment &t operates in isolation &ts activities are random &ts activities are independent (ues #on No% 1< ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng a11roac* em1*as#+es *e e00ec o0 1s/c*olog#cal B soc#al 0ac ors on em1lo/eesC 1er0ormance5 Scientific approach "ational approach Human relations approach Systematic approach (ues #on No% 1= ! Mar's% 1 $ - )lease c*oose one Ho4 o0 en HR 1lann#ng 1rocess #s #m1lemen e. 4# *#n an organ#+a #on5 Continuously .nnually /i,annually 0uarterly (ues #on No% 19 ! Mar's% 1 $ - )lease c*oose one

T*e 7es *#r#ng occurs 4*en *e goals o0 4*#c* o0 *e 0ollo4#ng s*oul. cons#s en o eac* o *er5 H" managers1 -inance managers Head office1 /ranch !rganization1 &ndividual +ower managers1 )op managers (ues #on No% 20 ! Mar's% 1 $ - )lease c*oose one 2*/ organ#+a #ons 1ro-#.e a rac #-e salar#es3 0r#nge 7ene0# s3 career .e-elo1men o11or un# #es an. res1ec o *e#r em1lo/ees5 )o retain valuable human resource )o be the market leader in the future )o attract more and more people )o enforce government regulations (ues #on No% 21 ! Mar's% 1 $ - )lease c*oose one An organ#+a #on 1os s a.-er #semen #n *e ne4s 1a1er as% DA11roE#ma e Gross salar/ #s Rs? 283000; 1er mon *? In a..# #on o a7o-e salar/ *e can.#.a e on a11o#n men 4#ll also 7e en # le. 0or o *er a rac #-e 7ene0# s;0ac#l# #es l#'e 1#c' an. .ro13 #n.oor me.#cal 0ac#l# /3 *ous#ng su7s#./ e cF? T*#s re1resen s% )he organization2s policy for attracting more potential candidates )he organization is creating its positive image in the market )he organization is clearly defining the 3ob position )he organization2s policy to retain valuable employees (ues #on No% 22 ! Mar's% 1 $ - )lease c*oose one A es con.uc e. o ensure *e 7#olog#cal 0# ness o0 an #n.#-#.ual 7/ #.en #0/#ng *e 1resence o0 an/ #n*er# e. .#seases l#'e .#a7e ese3 *ear .#seases3 neurolog#cal .#sor.ers e c3 #s erme. as% Hereditary testing #ene testing &nstinct testing G Gene #c es #ng (ues #on No% 26 ! Mar's% 1 $ - )lease c*oose one A 1rac #ce use. 7/ .#00eren com1an#es o re.uce cos s 7/ rans0err#ng 1or #ons o0 4or' o ou s#.e 1ro-#.er ra *er *an com1le #ng # #n ernall/ #s erme. as% %lanning ecentralization "estructuring !utsourcing (ues #on No% 28 ! Mar's% 1 $ - )lease c*oose one )eo1le 4# *#n a grou1 4*o #n# #a e *e 4or'3 g#-e ne4 #.eas an. also collec #n0orma #on a7ou *e as'3 are ac uall/ 1er0orm#ng% &nformation collector roles )ask oriented roles "elationship oriented roles &ndividual roles (ues #on No% 25 ! Mar's% 1 $ - )lease c*oose one Organ#+a #ons s ar e. em1*as#+#ng on ma'#ng rules an. regula #ons .ur#ng% $echanistic period +egalistic period

Catalytic period Strategic period (ues #on No% 2& ! Mar's% 1 $ - )lease c*oose one 9Hareer counsel#ng9 #s 1ar o0 4*#c* o0 *e 0ollo4#ng 0unc #ons o0 HRM5 Compensation ( benefits %lanning ( selection )raining ( development $aintainence of H"&S (ues #on No% 2< ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng 0orce ma'es an #n.#-#.ual el#g#7le o ma'e .ec#s#ons3 g#-e or.ers B .#rec #ng 4or' ac #-# #es o0 o *ers5 %ower &nfluence .uthority Command (ues #on No% 2= ! Mar's% 1 $ "2OT Anal/s#s #s a ool 0or% - )lease c*oose one

etermining the mission ividing missons into goals Scanning the environment $onitoring fre4uent performances (ues #on No% 29 ! Mar's% 1 $ - )lease c*oose one 2*a comes 1r#or o en-#ronmen al scann#ng o0 an organ#+a #on5 etermining organizational mission $onitoring the action plans eveloping budgets for plans *one of the given options (ues #on No% 60 ! Mar's% 1 $ - )lease c*oose one 2*a measure s*oul. 7e nee.e. o ensure e00ec #-e recru# men 5 5eep pool of large size to get best out of it .ddress personnel needs of applicants $eet economies of scale for an organization Clearly understand organizational goals (ues #on No% 61 ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng #s a 1rocess o0 a rac #ng #n.#-#.uals on #mel/ 7as#s3 #n su00#c#en num7ers an. 4# * a11ro1r#a e Iual#0#ca #ons3 o a11l/ 0or @o7s 4# * an organ#+a #on5 Selection "ecruitment Staffing Enrollment (ues #on No% 62 ! Mar's% 1 $ - )lease c*oose one T*e eE en o 4*#c* an em1lo/men selec #on es 1ro-#.es cons#s en resul s #s 'no4n as% "eliability

ependability Consistency )rustworthiness (ues #on No% 66 ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng es can 7es e-alua e *e rou #ne 1ro.uc #on ac #-# #es o0 @o7 *a reIu#re coor.#na #on B 1*/s#cal s reng *5 Cognitive aptitude test Job knowledge test 6ocational interest test %sychomotor abilities test (ues #on No% 68 ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng es #n.#ca es *e 1ersonCs #ncl#na #on o4ar.s a 1ar #cular occu1a #on *a 1ro-#.es sa #s0ac #on o *a #n.#-#.ual5 6ocational interest test Cognitive aptitude test %ersonality test %sychomotor abilities test (ues #on No% 65 ! Mar's% 1 $ - )lease c*oose one 2*#c* o0 *e 0ollo4#ng source can 7e use. o ensure *e au *en #ca #on o0 *e #n0orma #on 1ro-#.e. 7/ *e @o7 a11l#can 5 "eference check Criminal record .pplication form Credit history (ues #on No% 6& ! Mar's% 1 $ - )lease c*oose one ,ac'groun. #n-es #ga #ons an. re0erence c*ec's are cons#.ere. o -er#0/ can.#.a eCs >>>>>>>>>>>>> ? .ge $arital status Credentials #ender (ues #on No% 6< ! Mar's% 1 $ - )lease c*oose one Non-Musl#ms are no allo4e. o en er *e err# or/ o0 Me''a* B Ma.#na3 .ue o *#s res r#c #on3 McDonal.s ma.e local *#r#ng 0or # s su7s#.#ar#es #n *ese reg#ons? 2*#c* *#r#ng a11roac* *e/ *a-e a.o1 e. #n res1onse o *#s l#m# a #on5 %arent,country national Host,country national )hird,country national Head4uarter national (ues #on No% 6= ! Mar's% 1 $ - )lease c*oose one Dec#s#on regar.#ng *e .el#-er/ me.#um 0or ra#n#ng #s ma.e 1r#or o 4*#c* o0 *e 0ollo4#ng s e15 Evaluating the training program esigning the contents of training to be delivered &dentifying whether the training is re4uired or not Conducting need assessment to identify issues

(ues #on No% 69 ! Mar's% 1 $ - )lease c*oose one HRM #s sa#. o 7e e00ec #-e 4*en >>>>>>>>>>>>>>>>> #s ac*#e-e.? $inimization of wastage Cohesive work environment Customer satisfaction +arge market share (ues #on No% 80 ! Mar's% 1 $ - )lease c*oose one JE00ec #-enessJ #s re1resen e. 7/% oing things before time oing right things right oing things in minimum time oing things with minimum resources

(ues #on No% 81 ! Mar's% 10 $ 2*a measures can 7e a'en 7/ *e em1lo/er o 1re-en negl#gen *#r#ng5 EE1la#n #n .e a#l? Ans4er%)ips on How to .void *egligent Hiring +awsuits &n these tough economic times companies may be thinking about saving time and money by cutting back on their employee screening programs7 )his would be a big mistake8 &f you hire a dangerous or unfit person without doing proper 9due diligence: and harm occurs1 you are opening yourself up to a negligent hiring lawsuit7 Here are several tips to help you avoid a negligent hiring lawsuit ; 1? Hrea e a )rogram Create an employee screening program for your company7 )his program should document employee screening policies and procedures for each position in the organization7 2? Tra#n o Ensure H#r#ng Managers Follo4 *e )rogram )rain all hiring managers on the employee screening policies and procedures7 training7 6? Au.# Em1lo/ee "creen#ng )rogram Create an audit procedure to make sure the employee screening program is being followed throughout the organization7 ocument this procedure7 8? Ensure FHRA Hom1l#ance &f you are using a third party employee screening service make sure they are in compliance with the -air Credit "eporting .ct <-C".=7 ocument this

<!"= Ans4er 2% )here are 4uite a few different measures that can be taken to ensure that a firm hires the best possible candidates for open positions7 & suggest using #oogle to search for >best hiring practices7> Here are a few such practices; ?rite a good 3ob description that will attract the kinds of candidates you need7 Have professionals from the relevant department <rather than from H"= have the most contact with the candidate7 #ive the candidate as much information about your firm as possible before the 3ob interview7 )his allows the candidate to talk more knowledgably and relevantly about your firm and his@her fit with your needs7 &nterview in a way that lets your candidates show their skills instead of 3ust talking about them7