Ergonomics: 1 Points

QUESTION 1
1. Fit the best option

ERGONOMICS
is derived from two Greek words; ergon, meaning work and
enomos, meaning laws.
1 points
QUESTION 2
1. Select the most appropriate option
------- is the interrelationship between HRD practices and organizational
effectiveness.
1 HRD Culture
.
2 Organisational
.
Development
3 HRD Matrix
.
4 Organisational Culture
.
1 points
QUESTION 3
1. State whether the given statement is true or false
Predetermined motion time standards have been developed for similar job
elements based on elementary movement.
1 tru
.
e
2 fals
.
e
1 points
QUESTION 4
By checking -------- of the candidates, an organization may reject a good
number of applicants based on the above rejection parameters.
1 Question
.
Blanks
2 Application
.
Blanks
3 Blank Forms
.
4 None of the
.
above
1 points
QUESTION 5
------- of the organization are the responsibilities of the top management.
1 Growth
.
2 Survival
.
3 Both (1) and
.
(2)
4 None of the
.
above
1 points
QUESTION 6
Advertisements through newspapers, TV, radio, professional journals and
magazines are ------- methods of recruitment.
1 Direct
.
2 Indirect
.
3 Third-party
.
4 None of the
.
above
1 points
QUESTION 7
Macro-level manpower planning is reinforced through educational
planning with which of the following recognized approaches?
1 The Manpower Requirement
.
Approach (MRA)
2 The Rate of Return Approach (RRA)
.
3 Both (1) and (2)
.
4 None of the above
.
1 points
QUESTION 8
Which of the following is / are concepts are now calling for new areas of
training for employees to make them functionally more effective in their
restructured jobs.
1 Total Quality Management
.
(TQM)
2 Small Group Activities
.
(SGA)
3 Quality Circles (QC)
.
4 All of the above
.
5 Only (1) and (2)
.
1 points
QUESTION 9
The Royal Commission on Labour in the year ------- for the first time
recommended the abolition of Jobbers System and appointment of Labour
Officers to deal with recruitment and to settle their grievances.
1 193
.
1
2 193
.
7
3 194
.
7
4 195
.
2
1 points
QUESTION 10
Which of the following theory states that the employees work hard in the
job only when they are sure of positive outcomes from that job?
1 Equity theory
.
2 Expectancy
.
theory
3 Agency theory
.
4 Contingency
.
theory
1 points
QUESTION 11
Which of the following is not an option for decruitment?
1 Attrition
.
2 Reduced
.
workweeks
3 Early
.
retirements
4 Internet hiring
.
1 points
QUESTION 12
The process of deciding how to fill executive positions at a firm is known
as ------- .
1 Internal recruiting
.
2 Succession
.
planning
3 Long-term
.
forecasting
4 Advanced
.
interviewing
5 Candidate testing
.
1 points
QUESTION 13
Which of the following is the major form of promotion?
1 Informal
.
promotion
2 Formal
.
promotion
3 Both (1) and
.
(2)
4 None of the
.
above
1 points
QUESTION 14
Which of the following types of information can be collected via a job
analysis?
1 Work activities
.
2 Human behaviors
.
3 Performance
.
standards
4 Job context
.
5 All of the above
.
1 points
QUESTION 15
The ------- is a logical review of the workings of the HR department.
1 Intervention
.
2 HR audit
.
3 Job Evaluation
.
4 Human Resource
.
Planning
1 points
QUESTION 16
------- is a productivity improvement step, which helps to produce same
output using less resources or enables to produce more with a
proportionately less increase in the inputs.
1 Work
.
measurement
2 Method study
.
3 Job Assessment
.
4 Job Context
.
1 points
QUESTION 17
The term bottom-up approach is commonly associated with :
1 Work study
.
technique
2 Delphi technique
.
3 Managerial
.
judgment
4 Normal group
.
technique
1 points
QUESTION 18
The process of bringing together different tasks to build a job is called
------- .
1 Job
.
evaluation
2 Job design
.
3 Job
.
classification
4 Job
.
description
1 points
QUESTION 19
An underlying, enduring trait of the person that is useful for performing a
range of tasks is ------- .
1 Knowledge
.
2 Skills
.
3 Abilities
.
4 None of the
.
above
1 points
QUESTION 20
------- prescribe the details for carrying out policies.
1 Program
.
mes
2 Objective
.
s
3 Procedur
.
es
4 Policies
.
1 points
QUESTION 21
Which of the following is not an universal element in a HR programme?
1 Employment – Selection and job
.
change
2 Training and development
.
3 Communication
.
4 Organisational Behaviour
.
1 points
QUESTION 22
Job specifications translate ------- into human qualifications, required for
successful performance of a job.
1 Job
.
Observation
2 Job
.
Descriptions
3 Both(1) and
.
(2)
4 None of the
.
above
1 points
QUESTION 23
Internal recruitment has the potentiality to increase the -------- of the
employees.
1 Conflicts
.
2 Misunderstan
.
ding
3 Income
.
4 Morale
.
1 points
QUESTION 24
Which of the following determines future staff needs by using ratios
between a causal factor and the number of employees required?
1 Ratio
.
analysis
2 Forecasting
.
ratio
3 Ratio trend
.
4 Personnel
.
ratio
5 Ratio matrix
.
1 points
QUESTION 25
------- is defined by the British Standards Institute as "the application of
techniques designed to establish the time for a qualified worker to carry
out a specified job at the defined level of performance”.
1 Work
.
measurement
2 Job Evaluation
.
3 Method Study
.
4 Work Context
.
1 points
QUESTION 26
Serfdom was based on negative incentive system and Slavery was based
on positive incentive system.
1 tru
.
e
2 fals
.
e
1 points
QUESTION 27
------- is defined as assigning employees jobs for which they have been
identified as suitable based on the selection techniques.
1 Placement
.
2 Orientation
.
3 Induction
.
4 None of the
.
above
1 points
QUESTION 28
The forecasting based on the subjective views of the managers on the HR
requirements of an organization is known as :
1 Normal group
.
technique
2 Managerial
.
judgment
3 Work study
.
technique
4 Delphi technique
.
1 points
QUESTION 29
Stress is the psychological and physical reaction to certain life events or
situations.
1 tru
.
e
2 fals
.
e
1 points
QUESTION 30
------- is a relatively permanent a body formed by workers with the
objective of countering exploitation and harassment.
1 Statutory
.
Body
2 Trade union
.
3 Management
.
4 None of the
.
above
1 points
QUESTION 31
------- is the total knowledge, skills, creative abilities, talents, aptitudes,
values, attitudes and beliefs of the people of an organization.
1 Human Resource
. Management
2 Organisational
.
Development
3 Industrial Relations
.
4 All of the above
.
1 points
QUESTION 32
Problems of housing, education of children, inadequacy of compensation,
disruption of family life and social life, etc. are some of the common
grounds for which even promotional transfers are accepted by many
employees.
1 tru
.
e
2 fals
.
e
1 points
QUESTION 33
The ‘father’ of Scientific Management is:
1 Henry Ford
.
2 Frederick W.
.
Taylor
3 Tom Peters
.
4 W. Edwards
.
Deming
5 Henri Gantt
.
2 points
QUESTION 34
------ development is a strategy or an effort, which is planned and
managed from the top, to bring about planned organizational changes for
increasing organizational effectiveness through planned interventions
based on social philosophy.
1 Organizational
.
Development
2 Employee
.
Development
3 Management
.
Development
4 Career Development.
.
2 points
QUESTION 35
State employment exchanges are generally the main agencies of :
1 Private employment
.
2 Public employment
.
3 Professional
.
employment
4 None of the above
.
2 points
QUESTION 36
The major difference between the Delphi technique and nominal group
method is that under nominal group method , experts are not allowed to
discuss among themselves for assessing the questions whereas under
Delphi technique experts are given the opportunity to discuss among
themselves.
1 true
.
2 Fals
.
e
2 points
QUESTION 37
When the relationship between the parties is not cordial, which of the
following happens?
1 Discontentment
.
develops
2 Conflicts erupt
.
abruptly.
3 Both (1) and (2)
.
4 None of the above
.
2 points
QUESTION 38
The career development programme which enables the employees to gain
multi-skills and diverse experience before being considered for any
promotion in the future is called :
1 Dual-skills path
.
2 Conventional
.
career path
3 Network career
.
path
4 Lateral career path
.
2 points
QUESTION 39
------- indicates the number of leavers as percentage to average number of
employees employed.
1 Cost of living
.
Index
2 Labour Turnover
.
Index
3 Consumer Price
.
Index
4 None of the above
.
2 points
QUESTION 40
For non-executive positions, suitable policies on promotion and transfer
and also job rotation, facilitate ------- of manpower and their redeployment
to meet the requirements of HRP.
1 Restructur
.
ing
2 Reorganisi
.
ng
3 Reframing
.
4 Redesigni
.
ng
2 points
QUESTION 41
What was the traditional term used for HRP and the one often associated
with personnel management?
1 Gap analysis
.
2 Human resource
.
Planning
3 Employee planning
.
4 Manpower planning
.
2 points
QUESTION 42
Which of the following is NOT shown by an ideal task statement?
1 What the employee does
.
2 To whom or what the employee does what he
.
or she does
3 What is produced
.
4 How each behavior is rewarded
.
2 points
QUESTION 43
Wastage ------- with the increased skill exercises and age of employees.
1 Decreases
.
2 Increases
.
3 Stays
.
Constant
4 Fluctuates
.
2 points
QUESTION 44
Which of the following best describes the second step of the Recruitment
Process?
1 Gathering of job information
.
2 Determining best recrutiment
.
method
3 Identifying job openings
.
4 Planning for staff needs
.
2 points
QUESTION 45
Looking at socio-technical systems, which job design principle is not
important?
1 Task variety
.
2 Skill variety
.
3 Feedback
.
4 Task
.
autonomy
5 None of the
.
above
2 points
QUESTION 46
Technological obsolescence of engineers can be easily prevented by:
1 Behaviour
.
modelling
2 Lectures
.
3 Coaching
.
4 Laboratory
.
training
5 On-the-job
.
training
2 points
QUESTION 47
Which of the following is not usually a characteristic of employee
promotion?
1 Upward movement
.
2 Decrease in authority and
.
responsibility
3 Permanency
.
4 Merit or seniority as the basis
.
2 points
QUESTION 48
Designing a job according to the worker’s physical strength and ability is
known as ------- .
1 Ergonomics
.
2 Task
.
assortment
3 Job autonomy
.
4 None of the
.
above
2 points
QUESTION 49
Managerial Competence is a fundamental characteristic for those who
prefer to rise to the top. Such employees were found to have which of the
following areas of competence?
1 Interpersonal Competence: They have the ability and desire to
.
handle a variety of interpersonal and group situations. They can give
leadership, resolve group conflicts and also feel at ease while
tackling unfavourable situations to their advantage.
2 Analytic Competence: This competence helps such employees to
.
identify problems, analyse the same and to develop situations to
resolve the problems. Analytical skill being an important prerequisite
for success of managers, such competence naturally makes such
employees befitting for managerial positions.
3 Emotional Competence: Employees bestowed with such competence
.
can bear high levels of responsibility and even can afford to remain
cool in difficult situations which make them competent to exert
leadership powers without much of a problem. Such competence
develops empathetic skills in employees leading to a matured
decision making power even in a situation of crisis.
4 All of the above
.
5 Only (1) and (2)
.
5 points
QUESTION 50
Which of the following is / are the important elements of career ?
1 It is better defined as an integrated pace of lateral movement in an
.
occupation of an individual over his employment span. Individual-
centered career being not an objective or at times even realistic
description of career steps in a given occupation, often goes against
the hopes and expectations of employees as organizations may have
a different perceived career plan for the employees. Integrated
approach, therefore, minimises such dissonance and ensures a
mutually acceptable and satisfying career progression.
2 It is a proper sequence of job related activities. Such job related
.
activities vis-à-vis experience include role experiences at different
hierarchical levels of an individual, which lead to an increasing level
of responsibilities, status, power, achievements and rewards.
3 It may be individual-centered or organization-centered. Individual-
.
centered (internal) career is an individually perceived sequence of
career progression within an occupation such as in medical
profession, we have clearly defined stages of education, internship,
residency, hospital affiliation, or private practice.
4 All of the above
.
5 Only (2) and (3)
.
5 points
QUESTION 51
1. Choose the right option-The question may have more than one
correct answer.
Some of the critical skills required for HR audit are:
1 Good communication and interpersonl skills, as HR Audit involves lot
.
of discussions, interactions, persuasions and recording observations.
2 Good planning and coordination skills, as HR Audit involves planning
.
audit work, setting objectives, activities to be studies, benchmarks to
be compared with and overall approach.
3 Analytical skills as HR Audit involves critically evaluating existing HR
.
processes, systems, policies and practices and comparing it with
certain best practices or benchmarks for identifying gaps.
4 Good listening skills as HR Audit requires listening to managers and
.
employees’ viewpoints, opinions, expectations, etc. on HR related
issues; and 􀁺 Persuasive skills as HR Audit involves bringing the
auditees and management closer through HR Audit
recommendations and suggestions.
5 points
QUESTION 52
Which of the following is / are advantage(s) of Simulation?
1 The benefit of simulation technique is its capacity to lend itself to
.
problems that are cumbersome or impossible to handle
mathematically using analytical methods.
2 The technique allows the analyst to experiment with the system
.
behaviour without subjecting it to the risks that would be inherent in
experimenting with the real system.
3 Simulation compresses time to enable the manager to visualize the
.
long-term effects in a quick manner. Besides, it is often used to test
proposed analytic solutions as well.
4 All of the above
.
5 Only (1) and (2)
.
5 points
QUESTION 53
correct answer.
Which of the following is/ are disadvanatge(s) of job analysis?
1 If the observer or job analyst is an employee of the same
.
organization, the process may involve his or her personal likes and
dislikes. This is a major hindrance in collecting genuine and accurate
data and referred as personal biasness.
2 Because of small sample size, the source of collecting data is
.
extremely small. Therefore, information collected from few
individuals needs to be standardized.
3 The process involves lots of human efforts. As every job carries
.
different information and there is no set pattern, customized
information is to be collected for different jobs. The process needs to
be conducted separately for collecting and recording job-related
data.
4 If job analyst is not aware of the objective of job analysis process or
.
does not possess appropriate skills to conduct the process, it is a
sheer wastage of company’s resources. He or she needs to be
trained in order to get authentic data.
5 Mental abilities such as intellect, emotional characteristics,
.
knowledge, aptitude, psychic and endurance are intangible things
that can not be observed or measured directly. People act differently
in different situations. Therefore, general standards can not be set
for mental abilities.
4 points
QUESTION 54
Job analysis is carried out on which of the following occasions?
1 Itis undertaken when the organisation is established and a job
.
analysis programme is taken up for the first time
2 Job Analysis is performed when new jobs are created
.
3 Itis done when jobs undergo radical transformation due to changes
.
in new technologies, methods, procedures or systems.
4 All of the above
.
4 points
QUESTION 55
The Indian Institute of Personnel Management (now renamed as the
National Institute of Personnel Management) suggested which of the
following statements should be included in any standard promotion
policy?
1A well-drawn organization chart in order to help all concerned
.
understand the ladder of promotion; as well as the structural
relationship of the employees working in the different positions
among various professions/functions and within their own
profession/function;
2 A statement regarding promotion from within the organization with a
.
view to filling vacancies in higher posts. A statement regarding the
promotional bases like ability and seniority.
3 A statement clearly mentioning the officials who may initiate and
.
handle cases of promotion in order to help all concerned, and. A
statement regarding provision for reversion in case a promotee's
performance is not satisfactory.
4 All of the above
.
5 Only (2) and (3)
.
4 points
QUESTION 56
correct answer.
The feature of policies are :
1 Policies contain general guidelines for behavior, which employees
.
are usually asked to acknowledge in a written form.
2 Policies define consequences if the rules aren't followed, such as
.
various forms of disciplinary action, including termination.
3 As policies may not cover all situations, they should provide
.
management with the flexibility to make decisions based on
individual circumstances.
4 Organizations may have varying sets of policies for different groups
.
of employees. Senior management has the authority to approve
policies for implementation.
4 points
Click Save and Submit to save and submit. Click Save All Answers to save all answers.

Ergonomics: 1 Points

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Ergonomics: 1 Points

Uploaded by

Copyright:

Available Formats

QUESTION 1

1. Fit the best option

You might also like