WorksheetsHRM - Unit 3,4,5
Total questions: 80
Worksheet time: 41mins
Training is mainly provided to:
Increase employee salary
Improve employee performance
Reduce employee working hours
Promote employees immediately
Which of the following is not an on-the-job training method?
Job Rotation
Apprenticeship
Vestibule Training
Coaching
Off-the-job training takes place:
In the actual work environment
Outside the regular work environment
During overtime hours only
Only for new employees
The process of assessing an employee’s job performance is called:
Selection
Recruitment
Performance Appraisal
Induction
Which of the following is a traditional method of performance appraisal?
360-Degree Feedback
Management by Objectives (MBO)
Graphic Rating Scale
Assessment Centre
Role-playing is an example of:
On-the-job training
Off-the-job training
Informal coaching
E-learning
Which method of training is best suited for developing managerial skills?
Simulation
Job Instruction
Internship
Apprenticeship
360-Degree Feedback involves appraisal by:
Only the immediate supervisor
Peers, subordinates, supervisors, and self
Only HR department
Customers alone
The main purpose of performance appraisal is to:
Penalize employees for poor work
Identify employees for layoffs
Evaluate and improve employee performance
Maintain attendance records
Which of the following is an advantage of on-the-job training?
High training costs
No real experience gained
Learning by doing
Less productivity
Training is a process of increasing the (a) and skills of an employee for doing a particular job.
The first step in a training programme is (a) .
(a) method allows employees to learn by rotating between different jobs.
(a) appraisal method involves setting specific measurable goals jointly by employee and manager.
Performance appraisal helps identify the (a) and weaknesses of employees.
The Graphic Rating Scale method of appraisal evaluates employees based on:
Written essays
Numerical scales of traits or performance
Peer voting
Critical incidents
The Checklist method of appraisal uses:
Descriptive essays
A series of yes/no questions
Rating scales
Ranking lists
The Critical Incident Method records:
Random daily activities
Exceptional positive or negative job behaviour
Attendance data
Salary details
The Essay Appraisal method involves:
Quantitative scoring
Written description of employee performance
Peer voting
Self-rating only
The Paired Comparison Method compares:
Each employee with every other employee
Employee with industry benchmarks
Employee with customer ratings
Employee with job descriptions
MBO stands for (a) .
(a) method is a combination of rating scale and critical incident methods.
Organisational culture refers to:
Structure of the company
Shared values, beliefs, and norms within an organisation
Rules and regulations
Physical environment only
The term corporate culture is often used interchangeably with:
Organisational hierarchy
Organisational culture
Organisational strategy
Organisational goals
Strong organisational culture leads to:
Confusion among employees
High employee turnover
Improved performance and loyalty
Lack of identity
The term cultural fit refers to:
Hiring based on technical skills
Hiring individuals whose values match the organisation’s culture
Job rotation
Promoting only senior employees
Organisational culture influences:
Only production
Only marketing
Employee behaviour and decision-making
None of these
Organisational culture affects employee (a) and commitment.
Organisational climate refers to:
Physical environment
Employees’ perception of the work environment
Company structure
Corporate goals
The concept of organisational climate was first introduced by:
Elton Mayo
Litwin and Stringer
Maslow
Taylor
A positive organisational climate leads to:
Low morale
Increased motivation and productivity
Absenteeism
High turnover
Which of the following dimensions is not part of organisational climate?
Structure
Responsibility
Weather
Reward system
The main difference between culture and climate is that:
Culture is visible; climate is hidden
Climate is a perception; culture is deeper and stable
Climate is permanent
A climate of fear reduces employee (a) .
Compensation refers to:
Only monetary rewards
All forms of financial and non-financial rewards employees receive
Only fringe benefits
Salary after tax
The main objective of compensation management is to:
Reduce labour cost only
Attract, retain, and motivate employees
Control absenteeism
Reduce competition
Which of the following is a direct form of compensation?
Bonus
Paid leave
Health insurance
Subsidized meals
Indirect compensation includes:
Basic pay
Commission
Fringe benefits
Overtime pay
The term Cafeteria Plan refers to:
Free lunch for all
A flexible benefits plan allowing employees to choose benefits
Wage cuts for extra meals
Pay linked to cafeteria work
The law that governs minimum wages in India is:
Payment of Wages Act, 1936
Minimum Wages Act, 1948
Bonus Act, 1965
Equal Remuneration Act, 1976
Pay based on performance is called:
Time-based pay
Incentive pay
Fixed pay
Fringe benefit
Compensation includes both (a) and non-monetary benefits.
The main aim of compensation management is to attract and (a) employees.
Non-financial rewards include recognition, status, and (a) .
Performance appraisal helps identify both strengths and (a) of employees.
Industrial dispute refers to:
Disagreement between two governments
Dispute between employers and employees
Dispute between two departments
None of the above
The Industrial Disputes Act was passed in the year:
1936
1947
1952
1965
The main objective of the Industrial Disputes Act, 1947 is to:
Increase production
Maintain industrial peace and harmony
Promote exports
A dispute can be considered an industrial dispute only if it affects:
One employee
A group of employees or a section of them
Shareholders
Management only
Which of the following is not a cause of industrial disputes?
Wage demands
Bonus disputes
Promotion of harmony
Working conditions
Which of the following is a preventive measure of industrial disputes?
Strike
Lockout
Works Committee
Layoff
Strike means:
Suspension of work by employees
Dismissal of workers by employer
Temporary closure of unit
Increase in wages
Lockout is declared by:
Employees
Trade Union
Employer
Labour Court
The authority appointed by the government to investigate and settle disputes is called a:
Tribunal
Committee
Panel
Inspector
Conciliation means:
Adjudication by court
Voluntary settlement of disputes through a third party
Collective protest
Dismissal of workers
The Works Committee is applicable to industrial establishments with (a) or more workers.
Adjudication means:
Judicial settlement of disputes by legal authority
Voluntary negotiation
Protest march
Layoff of employees
Voluntary Arbitration involves:
A judge from the High Court
A neutral person chosen by both parties
Trade union leader only
Government officer
Collective bargaining is a method of:
Conflict creation
Dispute settlement through negotiation
Legal punishment
Political protest
The ultimate aim of industrial dispute resolution is to achieve:
Employee dominance
Industrial democracy and peace
Higher turnover
Automation
The process of mutual discussion and compromise between employer and employees is called (a) .
A dispute relating to wages, bonus, or allowances is known as a ______ dispute.
Grievance
Interest
Discipline
Political
A rights dispute generally arises due to:
Introduction of new rules
Violation of existing agreements or laws
Wage revision
Political reasons
Disciplinary disputes arise mainly due to:
Change in job structure
Misconduct or punishment
Bonus issues
Salary increment
Which of the following is not a type of industrial dispute?
Interest dispute
Rights dispute
Policy dispute
Property dispute
Gherao refers to:
Voluntary absenteeism
Surrounding and confining management representatives
Peaceful negotiation
Legal adjudication
Go-slow is a form of protest where employees:
Stop work completely
Reduce their normal output deliberately
Destroy property
Resign collectively
Work-to-rule means:
Working faster than normal
Doing only the exact duties as per rules
Refusing to work
Joining illegal strikes
A sit-down strike means:
Workers stop work but stay inside the premises
Workers leave the premises peacefully
Workers boycott the management
Workers demonstrate outside the factory
Retrenchment means:
Permanent termination of service due to surplus staff
Suspension
Retirement
Dismissal due to misconduct
Dismissal refers to
Temporary layoff
Termination due to misconduct
Transfer to another department
Resignation by employee
A strike is a collective stoppage of work by (a) .
A lockout is declared by the (a) as a counter-measure to a strike.
Dismissal occurs when an employee is terminated due to (a) .
The Industrial Disputes Act, 1947, provides legal procedures for handling (a) .
According to the Factories Act, 1948, the working hours for adult workers shall not exceed
8 hrs
10 hrs
12 hrs
6 hrs
The health provisions of the Factories Act include cleanliness, ventilation, and adequate (a)
Acc to the Factories act, A female worker shall not be required to work between:
6 am to 4pm
8 PM to 6 AM
6 PM to 1 AM
6 AM to 6 PM
The Factories Act is administered by:
Ministry of Finance
Ministry of Labour and Employment
Ministry of Commerce
Ministry of Trade
Workers must be given at least one day of (a) every week
