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12/16/2015 Amity Exam System

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Answer: Human resource management is the new version of personnel management. There is no any watertight difference between human resourcemanagement and personnel management. However, there are some differences in the following matters.

1. Personnel management is a traditional approach of managing people in the organization. Human resource management is a modern approach ofmanaging people and their strengths in the organization.

2. Personnel management focuses on personnel administration, employee welfare and labor relation. Human resource management focuses on acquisition, development, motivation and maintenance of human resources in the organization.

3. Personnel management assumes people as a input for achieving desired output. Human resource management assumes people as an important and

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Q.1 :‐ What are the differences between HRM and personnel management?

Q.2 :‐ What ensure the proper 'fit' between an organization's strategic goals andthe policies, practices and procedures of human resources

Q.3 :‐ Discuss the role of trade unions in an organisation

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Approaches

Internal recruitment (not to be confused with internal recruiters!) refers to the process of a candidate being selected from the existing workforce to take upa new job in the same organization, perhaps as a promotion, or to provide career development opportunity, or to meet a specific or urgent organizationalneed. Advantages include the organization's familiarity with the employee and their competencies insofar as they are revealed in their current job, and theirwillingness to trust said employee. It can be quicker and have a lower cost to hire someone internally. An employee referral program is a system whereexisting employees recommend prospective candidates for the job offered, and in some organizations if the suggested candidate is hired, the employeereceives a cash bonus.

Niche firms tend to focus on building ongoing relationships with their candidates, as the same candidates may be placed many times throughout theircareers. Online resources have developed to help find niche recruiters. Niche firms also develop knowledge on specific employment trends within their

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Q.3 :‐ Discuss the role of trade unions in an organisation

Q.4 :‐ Discuss recruitment

George continued "I would like to state few things clearly to you. Your job is tomake sure that people like me and your bosses do not make stupid decisions. Wehave good confidence in your abilities and that is why we have brought you to theHead Office. For everybody, time is required for learning. I will expect you to knowall the nuances of your product in three months time. Until then you have mycomplete confidence".

Q.5 :‐ George must coduct a SWOT analysis of his employee to know his

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Section 2



Q.6 :‐ The morale of the employee is enhanced through

Q.7 :‐ The process of identifying, assessing and developing leadership is called

Q.8 :‐ A manager may delegate any of the following except

strengths

weeknesses

opportunigties and threats

all of the above✔

HR Mnager

management

mentors

all of the above✔

Employment planning

Human resource planning

Succession planning

All of the above✔



Q.9 :‐ HR department should ensure

Q.10 :‐ Which of the following will influence the style of management used by acompany?

Authority

Workload✔

Responsibility

attendance at meetings to represent the department

motivation

problem solving

career planning

all of the above✔

The desire by the owner to have the workforce treat him in a fatherly way.

The need to focus discussions on policy as a joint process between employees andemployer / manager.

The culture of the company, the nature of its work and the preferences of theindividual managers.

✔

Section 3



Q.11 :‐ What is meant by the term delegation?

Q.12 :‐ The technique of collective bargaining depends up on the principle of ____.

Q.13 :‐ In strategic human resource management, HR strategies are generallyaligned with

The use of distinct penalties for poor performance.

system of management that relies on consulting employees before makingdecisions

The process of using goals as the best way of motivating managers to achievecorporate targets/objectives

The giving of tasks by a manager to a subordinate✔

A style of management supported by FW Taylor

give & take.

take & give.

collective agreement.

Unions✔

business strategy✔

marketing strategies



Q.14 :‐ Ineffective planning of workforce would be highlighted by:

Q.15 :‐ The field of HRM was founded on the idea that the competitive advantageof the organisation relies on the following sources of capital:

Q.16 :‐ The process of selectively reinforcing a response to change the behavior ofa person is associated with

finance strategy

economic strategy

Recruitment and selection problems.✔

The need to out source some of the production

A need to offer retraining to current employees.

An opportunity to increase the use of mechanisation.

human capital✔

system capital

source capital

none of the above

behavioral modeling✔

operant conditioning



Q.17 :‐ To address the challenges and opportunities they face organisations engagein a process of strategic management. Strategic management is:

Q.18 :‐ ……….. strives to have right number & right kind of people at the right place& at the right time.

Q.19 :‐ The strength of trade unions is their ____.

education

learning

short‐term focused and composed of organisational strategy, including strategyformulation and implementation

✔

long‐term focused and composed of organisational strategy, including strategyformulation and implementation

long‐term focused and composed of the organisation's mission, vision and valuestatements

short‐term focused and composed of the organisation's mission, vision and valuestatements

Human Resource Acquisition

Human Resourcedevelopment

Human Resourceplanning

none of the above✔



Q.19 :‐ The strength of trade unions is their ____.

Q.20 :‐ Authoritarian leadership is a term often seen in textbooks. What does itmean?

Q.21 :‐ Apart from pay what is the second most common reason for ade to join atrade union?

unity.✔

Work.

Employee.

Economic security

A style of leadership where the leader keeps a very tight control on all informationand decision‐making processes.

✔

A system of leadership that allows maximum participation by all employees.

A chain of command that is flat and allows considerable personal freedom to makedecisions.

The selling of debts to an agency, who take responsibility for their collection.

Group solidarity✔

Friendship groups.

Political reasons



Q.22 :‐ Which of the following is an accurate definition of recruitment?

Q.23 :‐ When deciding on objectives for management it is advised that companiesshould aim to achieve 'SMART' within these. Which of the following is NOT part ofthe SMART scheme?

Q.24 :‐ Too great a reliance on internal recruitment can result in:

wide range of personal benefits

The process of attempting to fill gaps that exist in the skills of the current labourforce.

✔

The system of following someone around and noting how they perform theirduties.

it focuses on selecting new employees who love learning and are highly skilled

employees are rewarded for submitting creative suggestions and participating intheir implementation

The need to be Specific in the choice of objectives

The need to make objectives Tangible✔

All objectives must be Measurable

For personnel to feel capable of reaching objectives they must be Achievable

Reduced job performance✔

higher labour turnover



Q.25 :‐ Which of the following is closely associated with strategic human resourcemanagement?

Q.26 :‐ The HR plans of any organization does not includes

Q.27 :‐ Perodic data coolections must be done to asses the employees through:

higher labour turnover

internal conflict

poor group dynamics.

efficient utilization of human resources

attracting the best human resources

providing the best possible training

All of the above✔

personnel plans

production plans✔

compensation plans

training and development plans

questinnaires



Q.28 :‐ In traditional focus, providing opportunities for learning is part of

Q.29 :‐ The best method for conducting a training needs analysis when data needsto be obtained from a large number of employees is

Q.30 :‐ Strategic human resource management involves

surveys

observation

all of the above✔

training and development✔

performance appraisal

recruiting and placement

human resource planning

interviews

observations

questionnaires

all of the above

planning, foresight and analytical decision making



Q.31 :‐ Which of the following is a reason for supporting a wider span of controlwithin an organisation?

Q.32 :‐ Most management teams use 'appraisal' but what is meant by this term?

Q.33 :‐ The effectiveness of wide spans of control will depend on:

setting employment standards and policies

linking human resources with strategic objectives to improve performance

all of the above

The management wants to reduce the opportunities for delegation

There is a need for tighter control within the business

The business accepts that within its management there will be increased contactbetween managers and employees

Management wishes to introduce a process of de‐layering

A system used to improve the performance of personnel.

The main way in which an employees wages are determined.

A system of reward points offered by retailers to attract customer loyalty.

The evaluation of an individual employee's performance over a given period oftime.



Q.34 :‐ Which is not an external source of recruitment?

Q.35 :‐ 360% feedback involves appraisals by_______.

ability of the chosen manager to control effectively those under their control

Designing a complex set of tasks for less senior personnel to perform

Employees being treated in a more Theory X way (McGregor) and not left tosupervise their own working environment

The senior management wishing to encourage promotion from within its currentstaff

Promotees from within the present employees

Recommendations of present employees

Campus recruitment from schools and colleges

Employment agencies

Line managers

Subordinates.

Superiors.

Anyone who is directly on contract with appraise



Q.36 :‐ A step of the HRM application tool is to detect potential problems oropportunities.the gap analysis process identifies

Q.37 :‐ Unless work satisfying & rewarding the morale of the people is likely to be__.

Q.38 :‐ The personnel plan requires forecast of

best practices and the organisation's current and future human capitalrequirements

areas the organisation needs to build upon and improve

individual, group and organisational concerns

all of the above

High.

low

none of these

satisfied

personnel needs

supply of inside candidates

supply of outside candidates



Q.39 :‐ An advantage of recruitment from outside the company is

Q.40 :‐ Which of the following is NOT normally a sign of poor morale amongst aworkforce?

Q.41 :‐ What are the types of industrial action a union is most likely to engagein______.

All of the above

that it is cheaper than internal recruitment

that there is no need to advertise the vacancy

that it brings in new experience and skills to the firm

that it avoids jealousy within the firm

High levels of absenteeism.

High levels of turnover.

Increased levels of personal productivity

A poor external image and difficulties attracting good recruits.

Unofficial action✔

Strike action.

Action short of a strike.



Q.42 :‐ Which of the following is one of the factors that might influence the style ofleadership used by a firm?

Q.43 :‐ A manager may delegate any of the following except

Q.44 :‐ The best reason for presenting a training program is because:

Absence.

Accepting that employees who agree are favoured.

Workers should be left to be more in control of their own working environment.

Offering profit sharing as part of employees remuneration package.

The skills expected from each employee.

Authority

Workload

Responsibility

attendance at meetings to represent the department

it contributes to the organization's goals and objectives

it has been highly advertised.

competitors are using the training.



Q.45 :‐ Workforce planning involves all of the following except

Q.46 :‐ Which of the following is NOT a characteristic of a narrow span of control?

Q.47 :‐ Which of the following is the best definition of a centralised managementsystem?

competitors are using the training.

concern about federal agency pressure

Organising the training of staff

forecasting future personnel requirements

examining production plans in a factory

preparing and maintaining personnel records✔

There is less opportunity to delegate

This form of span of control creates a smaller hierarchy within the business

Supervision and control are tighter

The distance between the top and bottom of the organisation is greater

A system that encourages empowerment of workers

A management structure that concentrates on developing the skills of juniorpersonnel



Q.48 :‐ Due to higher costs, ………. are usually employed to fill senior management& executive level roles.

Q.49 :‐ In recent years autonomous working groups have come to play animportant part in many businesses. What are their essential features?

Q.50 :‐ A performance rating system is _________.

A system that involves authority and responsibility for decision‐making being inthe hands of senior managers

A system that encourages faster decision‐making

head hunters

employee exchanges✔

advertisements

In‐house Recruitment

The group reports directly to the senior management above them in the hierarchyof the firm.

The creation of teams which have a high level of autonomy and control over theirimmediate working environment

The bringing together of various individuals who have a common interest in solvingcertain problems.

A group of experts brought into research new ways of producing a product.



Q.51 :‐ What is meant by the term functional management?

Q.52 :‐ If outside vendors abroad are supplying services that are previously doneby in‐house employees i

A grade or score relating to overall performance.

Details of the extent to which work objectives were met.

Last years objectives

Achievements during the year.

A system of business organisation that is based on an individual having a widerange of skills needed to administer a business

A type of management that is based more on personality

A system that groups together various jobs and is organised by departments,sections or functions

✔

A system that supports a flat form of command chain

Outsourcing

off shoring✔

alternative staffing

None of the above



Q.53 :‐ The process of identifying, assessing and developing leadership is called

Q.54 :‐ ………. is the process of describing & recording aspects of jobs & specifyingthe skills & other requirements necessary to perform the job.

Q.55 :‐ Recruitment and selection must be effective to ensure it:

Employment planning

Human resource planning

Succession planning✔

All of the above

Job Specification

Job analysis

Job detail

Jobdescription

offsets high labour turnover

delivers the highest caliber of individuals at optimum most.✔

to have a surprise in case of sickness and absence.

encourages new blood into the organization



Q.56 :‐ HRM evaluates the plan against success criteria. During this stage it isimportant to note

Q.57 :‐ Which of the following will influence the method of recruitment andselection used by a company?

Q.58 :‐ Which of the following will NOT result following the introduction of a moredecentralised system of management

encourages new blood into the organization

the positive effects of the actions implemented

the negative effects of the actions implemented

the failures that resulted from the implementation of the plan

all of the above

The state of the economy.

The size of the organisation.

The type of training programmes used by the company.

The possible expansion of UK business in Europe.

Increased motivation amongst those empowered to make decisions

Greater consistency in the decisions made

The development of skills amongst the junior members of the management team



Q.59 :‐ What is meant by the term empowerment?

The development of skills amongst the junior members of the management team

An increase in the speed at which essential decisions are made

A process of giving employees greater autonomy and decision‐making powers.

. A system that encourages workers to move more freely within the workforce.

The opportunity to share in the company's profits.

A formal system of leadership that relies greatly on control.

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