KANPUR UNIVERSITY’S

QUESTION
BANK
HUMAN RESOURCE
MANAGEMENT
B.COM VI SEM
 400+ MCQs
 Brief and Intensive Notes

DR. SANDEEP KUMAR RAWAT

 Syllabus

Unit Topics

Human Resource Management concept andfunction, role of competencies of HR

manager at our policies evolution of HRM emerging challenges of Human Resource
Management workforce diversity
I empowerment VRS work life balance downsizing.

Recruitment & Selection: Recruitment, factors affecting recruitment, sources of

recruitment, Selection – Process, selection test, Interview, Orientation, Placement.
Training & Development: Training-
Objectives & Importance of training, Training
II Methods-On job training and off- the job training.

Employee Compensation: Compensation & Welfare,

Job Evaluation. Performance Appraisal: Techniques, Job Enlargement & Job
Enrichment, Quality of Work Life, Worker’s Participation in
III Management.

EMPLOYEE WELFARE: Various welfare schemes & Safety Measures. Employee

Benefits – Meaning and its types, Fringe Benefits; Remuneration – Salary, Bonus,
Commission, Long Term Incentives, Perquisites. Grievance Handling & Discipline –
IV Meaning, Importance. Collective Bargaining –
Meaning and Importance, Process.

DR. SANDEEP KUMAR RAWAT

Department of Commerce, Har Sahai P.G. College, Kanpur
B.COM- V1th Sem. HRM/ C010605T

Unit - 1

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

1. Human Resource Management (HRM)

Human Resource Management (HRM) involves managing an organization's employees, from recruitment
and selection to training, performance evaluation, and employee relations. Here's a breakdown of some key
concepts and functions:
 Recruitment and Selection: The process of identifying, attracting, and hiring qualified candidates
for job vacancies within an organization.
 Training and Development: Involves enhancing employees' skills, knowledge, and abilities to
perform their jobs effectively. This includes orientation for new hires, ongoing training, and career
development programs.
 Performance Management: The process of setting goals, assessing progress, providing feedback,
and evaluating employee performance. It aims to improve employee performance and achieve
organizational goals.
 Compensation and Benefits: Involves determining and providing competitive salaries, wages, and
benefits to attract and retain employees. This includes health insurance, retirement plans, and other
perks.
 Employee Relations: Focuses on maintaining positive relationships between employees and
management. It includes handling conflicts, grievances, and promoting a healthy work environment.
 Legal Compliance: Ensuring that the organization complies with relevant labor laws and
regulations related to employment practices, including equal employment opportunity, workplace
safety, and labor relations.
 HR Planning and Analysis: Involves forecasting future staffing needs based on organizational
goals and objectives, and analyzing data to make informed HR decisions.
 Diversity and Inclusion: Involves creating a workplace that respects and values individual
differences, promoting fairness and equality for all employees.
 Employee Engagement: Refers to the emotional commitment employees have towards their
organization and its goals, leading to higher productivity and job satisfaction.
 Organizational Development: Focuses on improving the organization's effectiveness and
efficiency through changes in culture, structure, and processes.
These functions are essential for effective HRM, as they help organizations attract, develop, and retain a
skilled and motivated workforce.

2. Role of Human Resource Manager

The role of an HR manager in policy evolution within HRM involves several key aspects:
 Policy Development: HR managers play a crucial role in developing HR policies that align with the
organization's goals, values, and legal requirements. This includes policies related to recruitment,
training, performance management, compensation, and employee relations.
 Policy Implementation: Once policies are developed, HR managers are responsible for
implementing them effectively across the organization. This may involve communicating policies
to employees, providing training, and ensuring compliance.
 Policy Evaluation and Revision: HR managers continuously evaluate the effectiveness of HR
policies and make revisions as needed. This may involve gathering feedback from employees,
monitoring policy outcomes, and staying updated with changes in laws and regulations.
 Change Management: HR managers often lead change initiatives related to HR policies. This
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B.COM- V1th Sem. HRM/ C010605T

includes managing resistance to change, communicating the need for change, and ensuring a smooth
transition to new policies.
 Legal Compliance: HR managers ensure that HR policies comply with relevant laws and
regulations. This includes staying updated with changes in labor laws and ensuring that policies are
fair and non-discriminatory.
 Employee Engagement: HR managers ensure that HR policies promote employee engagement and
satisfaction. This includes policies related to work-life balance, diversity and inclusion, and career
development.

3. Competencies of HR Manager
In terms of competencies, HR managers need a combination of technical skills, interpersonal skills, and
strategic thinking:
 Technical Skills: HR managers need a strong understanding of HR principles, laws, and best
practices. This includes knowledge of recruitment and selection, training and development,
performance management, and compensation and benefits.
 Interpersonal Skills: HR managers must have strong communication and interpersonal skills to
effectively interact with employees, managers, and external stakeholders. They need to be able to
build relationships, resolve conflicts, and influence others.
 Strategic Thinking: HR managers need to think strategically and align HR policies with the
organization's overall goals and objectives. This includes understanding the business context,
anticipating future HR needs, and developing proactive HR strategies.
 Analytical Skills: HR managers need strong analytical skills to analyze data related to HR policies
and practices. This includes interpreting metrics related to employee performance, turnover, and
engagement to make informed decisions.
Overall, HR managers play a critical role in shaping HR policies that contribute to organizational success.
Their competencies in policy development, implementation, evaluation, and strategic thinking are essential
for effective HRM.

4. Emerging challenges of HR
Human Resource Management (HRM) faces several emerging challenges in the modern workplace. Some
of the key challenges include:
 Digital Transformation: The increasing use of technology and automation is changing the nature
of work and requiring HRM to adapt. HR managers need to understand how technology impacts
jobs, skills, and organizational processes.
 Remote Work and Flexible Work Arrangements: The rise of remote work and flexible work
arrangements presents challenges in managing a dispersed workforce, maintaining productivity, and
ensuring communication and collaboration.
 Diversity and Inclusion: Ensuring diversity and inclusion in the workplace is a growing challenge
for HRM. HR managers need to create inclusive policies and practices that embrace diversity and
foster a culture of belonging.
 Talent Acquisition and Retention: With a competitive job market, attracting and retaining top
talent is a major challenge for HRM. HR managers need to develop effective recruitment strategies
and implement retention initiatives.

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B.COM- V1th Sem. HRM/ C010605T

 Skills Gap: There is a growing gap between the skills that employers need and the skills that
employees possess. HRM needs to focus on upskilling and reskilling employees to meet the
changing demands of the workforce.
 Employee Well-being: Employee well-being is increasingly important for organizations, as it
affects productivity, engagement, and retention. HR managers need to promote work-life balance
and mental health support.
 Data Privacy and Security: With the increasing use of data in HRM, ensuring data privacy and
security is a major challenge. HR managers need to comply with data protection regulations and
implement measures to protect employee data.
 Workforce Planning: HR managers need to anticipate and plan for future workforce needs,
considering factors such as demographic changes, technology trends, and organizational goals.
 Changing Employment Relationship: The traditional employer-employee relationship is evolving,
with an increase in contingent workers, freelancers, and gig workers. HRM needs to adapt to this
changing landscape.
 Ethical and Legal Compliance: HR managers need to ensure that HR practices are ethical and
comply with relevant laws and regulations, including those related to discrimination, harassment,
and privacy.
Addressing these challenges requires HR managers to be proactive, innovative, and strategic in their
approach to HRM. They need to collaborate with other departments and stay abreast of trends and
developments in the field.
5. Workforce diversity
Workforce diversity refers to the variety of differences among people in an organization. These differences
can include but are not limited to race, gender, age, ethnicity, sexual orientation, religion, education, and
background. Workforce diversity is important because it can lead to a more inclusive and innovative
workplace, improved decision-making, and better employee engagement and retention. Here are some key
aspects of workforce diversity:
 Inclusive Culture: Building an inclusive culture is essential for leveraging workforce diversity.
This involves creating a work environment where all employees feel valued, respected, and
supported.
 Equitable Policies and Practices: Organizations need to have policies and practices in place that
ensure fairness and equity for all employees, regardless of their background or characteristics.
 Diversity Training: Providing diversity training to employees and managers can help raise
awareness about unconscious bias, promote understanding, and foster a more inclusive workplace.
 Recruitment and Hiring: Organizations should implement strategies to attract a diverse pool of
candidates and ensure that their hiring processes are fair and free from bias.
 Retention and Development: It's important to retain diverse talent by providing opportunities for
career development and advancement. Mentoring and coaching programs can be particularly
effective in supporting the growth of diverse employees.
 Measuring Diversity Metrics: Organizations should track and measure diversity metrics to assess
their progress and identify areas for improvement. This can include tracking the representation of
different groups in the workforce and in leadership positions.
 Supplier Diversity: Consideration should also be given to supplier diversity, ensuring that the
organization's suppliers and vendors reflect the diversity of its workforce and customer base.
 Legal and Ethical Considerations: Organizations need to comply with relevant laws and
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regulations related to diversity and inclusion, as well as uphold ethical standards in their practices.
 By embracing workforce diversity and fostering an inclusive culture, organizations can benefit from
a more engaged and innovative workforce, leading to improved performance and competitiveness.

6. VRS
VRS stands for Voluntary Retirement Scheme. It is a scheme offered by organizations to their employees,
usually with the aim of reducing the workforce in a voluntary manner. The scheme typically offers certain
benefits and incentives to employees who choose to opt for early retirement voluntarily.
Some common features of VRS include:
 Eligibility: The scheme is usually offered to employees who have completed a certain number of
years of service or have reached a certain age, as specified by the organization.
 Benefits: Employees opting for VRS may be offered benefits such as a lump sum payment, pension,
gratuity, and other retirement benefits.
 Voluntary Nature: Participation in VRS is voluntary, meaning employees can choose whether or
not to avail of the scheme.
 Cost-saving for Organizations: VRS is often seen as a cost-saving measure for organizations, as it
helps in reducing the size of the workforce without resorting to layoffs or retrenchment.
 Legal and Regulatory Compliance: Organizations offering VRS need to ensure compliance with
relevant labor laws and regulations governing such schemes.
VRS can be beneficial for both employees and organizations. Employees who opt for VRS may get a
financial cushion for their early retirement, while organizations can achieve workforce restructuring and
cost reduction. However, it's important for organizations to implement VRS fairly and transparently, taking
into account the interests of all stakeholders.
7. Work-life balance
Work-life balance refers to the equilibrium between work-related activities and personal life. Achieving a
healthy work-life balance is important for overall well-being, productivity, and satisfaction. Here are some
key aspects of work-life balance:
 Time Management: Effective time management is crucial for balancing work and personal life.
This includes setting priorities, delegating tasks, and establishing boundaries between work and
personal time.
 Flexible Work Arrangements: Employers can offer flexible work arrangements such as
telecommuting, flexible hours, or compressed workweeks to help employees manage their work-life
balance.
 Health and Wellness: Taking care of physical and mental health is essential for maintaining work-
life balance. This includes regular exercise, healthy eating habits, and stress management techniques.
 Setting Boundaries: It's important to set boundaries between work and personal life to prevent work
from encroaching on personal time. This can include turning off work-related notifications outside
of work hours.
 Supportive Work Environment: A supportive work environment that values work-life balance can
help employees feel more motivated and engaged. This includes policies that promote work-life
balance and a culture that supports employees' well-being.
 Communication: Open and honest communication with supervisors and colleagues about
workloads, deadlines, and personal commitments can help in managing work-life balance.
 Self-Care: Taking time for oneself, pursuing hobbies and interests, and spending quality time with
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B.COM- V1th Sem. HRM/ C010605T

family and friends are important aspects of maintaining work-life balance.

 Work-life balance is a personal and individualized concept, and what works for one person may not
work for another. It's important for individuals to find a balance that works for them and to make
adjustments as needed to maintain their overall well-being

8. Downsizing
Downsizing is the process of reducing the size of a company's workforce to improve efficiency, reduce
costs, or restructure the organization. It is often a difficult and challenging process that can have a significant
impact on employees, morale, and the organization as a whole. Here are some key aspects of downsizing:
 Reasons for Downsizing: Companies may downsize for various reasons, including economic
downturns, changes in market conditions, technological advancements, or restructuring efforts to
improve efficiency and competitiveness.
 Methods of Downsizing: Downsizing can be achieved through layoffs, early retirement schemes,
voluntary separation packages, or outsourcing certain functions. The method chosen often depends
on the company's goals and circumstances.
 Impact on Employees: Downsizing can have a significant impact on employees, including feelings
of uncertainty, stress, and low morale. It is important for companies to communicate openly and
transparently with employees throughout the downsizing process.
 Legal and Ethical Considerations: Companies need to comply with relevant labor laws and
regulations when implementing downsizing measures. They also need to consider the ethical
implications of their actions and treat employees with respect and dignity.
 Managing Change: Downsizing often involves significant organizational change. It is important
for companies to manage this change effectively, including providing support and resources to
employees who are affected.
 Maintaining Employee Engagement: Despite downsizing, it is important for companies to
maintain employee engagement and motivation among remaining employees. This can be achieved
through clear communication, recognition of employees' contributions, and providing opportunities
for development and growth.
 Recovery and Rebuilding: After downsizing, companies need to focus on recovery and rebuilding.
This may involve reorganizing the workforce, redefining roles and responsibilities, and rebuilding
trust and morale among employees.
Overall, downsizing is a complex process that requires careful planning, communication, and consideration
of the impact on employees. By managing downsizing effectively, companies can minimize negative
consequences and position themselves for future success.

1. What is Human Resource Management (HRM)?

A) It is the process of managing human capital within an organization
B) It is the process of managing financial resources within an organization
C) It is the process of managing physical resources within an organization
D) None of the above
Answer: A) It is the process of managing human capital within an organization

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

2. Which of the following is a primary function of HRM?

A) Financial management
B) Marketing management
C) Employee recruitment and selection
D) Production management
Answer: C) Employee recruitment and selection

3. What is the purpose of employee recruitment in HRM?

A) To retain existing employees
B) To attract qualified candidates
C) To reduce employee turnover
D) None of the above
Answer: B) To attract qualified candidates

4. What is the role of HRM in employee training and development?

A) To reduce employee workload
B) To enhance employee skills and knowledge
C) To increase employee turnover
D) None of the above
Answer: B) To enhance employee skills and knowledge

5. What is the purpose of performance appraisal in HRM?

A) To determine employee salaries
B) To assess employee job satisfaction
C) To evaluate employee performance
D) None of the above
Answer: C) To evaluate employee performance

6. Which of the following is a function of HRM related to employee relations?

A) Employee discipline
B) Employee motivation
C) Employee benefits
D) All of the above
Answer: D) All of the above

7. What is the significance of HRM in organizational development?

A) It helps in achieving organizational goals
B) It helps in increasing employee turnover
C) It helps in reducing employee workload
D) None of the above
Answer: A) It helps in achieving organizational goals

8. What is the role of HRM in strategic planning?

A) It helps in developing organizational strategies
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B) It helps in reducing organizational costs

C) It helps in increasing employee turnover
D) None of the above
Answer: A) It helps in developing organizational strategies

9. What is the importance of HRM in employee retention?

A) It helps in reducing employee turnover
B) It helps in increasing employee workload
C) It helps in decreasing employee motivation
D) None of the above
Answer: A) It helps in reducing employee turnover

10. Which of the following is a modern concept in HRM?

A) Scientific management
B) Total quality management
C) Bureaucratic management
D) None of the above
Answer: B) Total quality management

11. What is the primary role of an HR manager?

A) To oversee financial management
B) To manage human capital within an organization
C) To develop marketing strategies
D) None of the above
Answer: B) To manage human capital within an organization

12. Which of the following is a key competency of an HR manager?

A) Financial analysis
B) Employee relations
C) Product development
D) None of the above
Answer: B) Employee relations

13. What is the role of an HR manager in recruitment and selection?

A) To develop marketing campaigns
B) To attract and select qualified candidates
C) To manage production processes
D) None of the above
Answer: B) To attract and select qualified candidates

14. Which of the following is a competency related to employee development?

A) Budget management
B) Training and coaching
C) Supply chain management
D) None of the above
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B.COM- V1th Sem. HRM/ C010605T

Answer: B) Training and coaching

15. What is the role of an HR manager in performance management?

A) To manage inventory
B) To evaluate employee performance
C) To develop pricing strategies
D) None of the above
Answer: B) To evaluate employee performance

16. Which of the following is a competency related to organizational development?

A) Sales forecasting
B) Change management
C) Quality control
D) None of the above
Answer: B) Change management

17. What is the role of an HR manager in employee relations?

A) To oversee production processes
B) To resolve conflicts and grievances
C) To manage financial reporting
D) None of the above
Answer: B) To resolve conflicts and grievances

18. Which of the following is a key competency in strategic planning for an HR manager?
A) Inventory management
B) Business acumen
C) Production scheduling
D) None of the above
Answer: B) Business acumen

19. What is the role of an HR manager in compensation and benefits?

A) To develop marketing strategies
B) To administer employee salaries and benefits
C) To manage supply chain operations
D) None of the above
Answer: B) To administer employee salaries and benefits

20. Which of the following is a competency related to legal and ethical behavior in HR management?
A) Financial forecasting
B) Compliance with labor laws
C) Production efficiency
D) None of the above
Answer: B) Compliance with labor laws
. What is the primary objective of HRM policies?
A) To maximize profits
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B) To ensure employee satisfaction

C) To comply with legal requirements
D) All of the above
Answer: B) To ensure employee satisfaction

21. Which of the following is a characteristic of traditional HRM policies?

A) Focus on employee development
B) Emphasis on employee empowerment
C) Hierarchical decision-making
D) None of the above
Answer: C) Hierarchical decision-making

22. What is the role of HRM policies in organizational culture?

A) To preserve existing culture
B) To promote diversity and inclusion
C) To encourage innovation
D) All of the above
Answer: D) All of the above

23. Which of the following is a modern trend in HRM policies?

A) Flexible work arrangements
B) Strict hierarchical structure
C) Centralized decision-making
D) None of the above
Answer: A) Flexible work arrangements

24. How do HRM policies contribute to organizational performance?

A) By improving employee morale
B) By enhancing productivity
C) By reducing employee turnover
D) All of the above
Answer: D) All of the above

25. What is the impact of technology on HRM policies?

A) It has no impact
B) It has made HRM policies more flexible
C) It has made HRM policies more rigid
D) None of the above
Answer: B) It has made HRM policies more flexible

26. Which of the following is a trend in HRM policies related to employee development?
A) Focus on continuous learning
B) Limited training opportunities
C) Emphasis on individual competition
D) None of the above
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B.COM- V1th Sem. HRM/ C010605T

Answer: A) Focus on continuous learning

27. How do HRM policies adapt to changes in the external environment?

A) By remaining static
B) By being flexible and responsive
C) By ignoring external changes
D) None of the above
Answer: B) By being flexible and responsive

28. What is the role of HRM policies in talent management?

A) To discourage talent development
B) To attract and retain talent
C) To limit career growth opportunities
D) None of the above
Answer: B) To attract and retain talent

29. How do HRM policies support organizational change?

A) By resisting change
B) By facilitating change management
C) By maintaining the status quo
D) None of the above
Answer: B) By facilitating change management

30. What is one of the emerging challenges faced by HRM in the digital age?
A) Decreased reliance on technology
B) Difficulty in accessing employee data
C) Managing remote and virtual teams
D) None of the above
Answer: C) Managing remote and virtual teams

31. How does globalization impact HRM?

A) It reduces cultural diversity
B) It increases the need for cross-cultural communication
C) It limits international recruitment
D) None of the above
Answer: B) It increases the need for cross-cultural communication

32. Which of the following is a challenge related to workforce diversity in HRM?

A) Decreased creativity and innovation
B) Difficulty in managing cultural differences
C) Limited employee engagement
D) None of the above
Answer: B) Difficulty in managing cultural differences

33. How does the gig economy affect HRM practices?

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A) It reduces the need for flexible work arrangements

B) It increases the use of traditional employment contracts
C) It requires new approaches to talent management
D) None of the above
Answer: C) It requires new approaches to talent management

34. What is a challenge of HRM in relation to technology?

A) Increased reliance on manual processes
B) Difficulty in ensuring data privacy and security
C) Limited use of automation
D) None of the above
Answer: B) Difficulty in ensuring data privacy and security

35. How does demographic changes impact HRM?

A) It reduces the need for age diversity
B) It increases the need for flexible work arrangements
C) It limits the use of technology in HRM
D) None of the above
Answer: B) It increases the need for flexible work arrangements

36. Which of the following is a challenge related to employee well-being in HRM?

A) Lack of work-life balance programs
B) Limited focus on mental health support
C) High employee turnover
D) None of the above
Answer: B) Limited focus on mental health support

37. How does automation impact HRM practices?

A) It reduces the need for workforce planning
B) It increases the importance of human skills
C) It limits employee training and development
D) None of the above
Answer: B) It increases the importance of human skills

38. What is a challenge of HRM in relation to sustainability?

A) Limited focus on environmental impact
B) Decreased emphasis on social responsibility
C) Lack of diversity and inclusion programs
D) None of the above
Answer: A) Limited focus on environmental impact

39. How does the changing nature of work impact HRM?

A) It reduces the need for flexible work arrangements
B) It increases the importance of employee engagement
C) It limits the use of technology in HRM
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D) None of the above

Answer: B) It increases the importance of employee engagement
40. What is workforce diversity?
A) The age of employees in an organization
B) The gender balance within an organization
C) The presence of a variety of differences among employees
D) None of the above
Answer: C) The presence of a variety of differences among employees

41. Which of the following is an example of demographic diversity?

A) Employees from different educational backgrounds
B) Employees from different ethnic backgrounds
C) Employees from different departments
D) None of the above
Answer: B) Employees from different ethnic backgrounds

42. Why is workforce diversity important?

A) It reduces creativity and innovation
B) It leads to a more homogenous work environment
C) It improves problem-solving and decision-making
D) None of the above
Answer: C) It improves problem-solving and decision-making

43. What is one benefit of diversity in teams?

A) Increased conflict
B) Decreased creativity
C) Better decision-making
D) None of the above
Answer: C) Better decision-making

44. How can organizations promote diversity and inclusion?

A) By implementing discriminatory hiring practices
B) By creating a culture of respect and acceptance
C) By ignoring the importance of diversity
D) None of the above
Answer: B) By creating a culture of respect and acceptance

45. Which of the following is a challenge of managing diverse teams?

A) Decreased employee engagement
B) Increased innovation
C) Communication barriers
D) None of the above
Answer: C) Communication barriers

46. What is the role of HR in managing workforce diversity?

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A) To promote a homogenous work environment

B) To implement diversity training programs
C) To discourage diverse hiring practices
D) None of the above
Answer: B) To implement diversity training programs

47. How does diversity impact organizational performance?

A) It has no impact
B) It improves financial performance
C) It decreases employee turnover
D) None of the above
Answer: B) It improves financial performance

48. What is the goal of diversity training programs?

A) To increase stereotypes and biases
B) To promote inclusivity and understanding
C) To discourage diverse hiring practices
D) None of the above
Answer: B) To promote inclusivity and understanding

49. How can organizations measure the effectiveness of their diversity initiatives?
A) By looking at employee turnover rates
B) By conducting employee surveys
C) By tracking diversity metrics
D) All of the above
Answer: D) All of the above

50. What is a Voluntary Retirement Scheme (VRS)?

A) A scheme where employees are forced to retire early
B) A scheme where employees are given the option to retire voluntarily
C) A scheme where employees are terminated without their consent
D) None of the above
Answer: B) A scheme where employees are given the option to retire voluntarily

51. Why do companies offer VRS?

A) To reduce employee benefits
B) To increase employee turnover
C) To streamline operations and reduce costs
D) None of the above
Answer: C) To streamline operations and reduce costs

52. What is the eligibility criteria for employees to opt for VRS?
A) Age criteria
B) Years of service criteria
C) Both A and B
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D) None of the above

Answer: C) Both A and B

53. How is the VRS package typically calculated?

A) Based on the employee's current salary
B) Based on the employee's years of service
C) Based on a combination of salary and years of service
D) None of the above
Answer: C) Based on a combination of salary and years of service

54. What are some benefits of VRS for employees?

A) Financial incentives
B) Early retirement benefits
C) Career transition assistance
D) All of the above
Answer: D) All of the above

55. How does VRS impact the organization?

A) It reduces the workforce
B) It reduces operating costs
C) It improves efficiency
D) All of the above
Answer: D) All of the above

56. What are some challenges associated with implementing VRS?

A) Legal compliance
B) Employee morale
C) Succession planning
D) All of the above
Answer: D) All of the above

57. How can organizations ensure the success of a VRS?

A) By offering attractive incentives
B) By communicating effectively with employees
C) By providing support for employees transitioning out of the organization
D) All of the above
Answer: D) All of the above

58. What is the tax treatment of VRS benefits?

A) VRS benefits are tax-free
B) VRS benefits are taxable
C) VRS benefits are partially taxable
D) None of the above
Answer: C) VRS benefits are partially taxable
59. How can organizations minimize the negative impact of VRS on remaining employees?
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A) By offering career development opportunities

B) By providing clear communication about the reasons for VRS
C) By ensuring workload distribution is fair
D) All of the above
Answer: D) All of the above

60. What is work-life balance?

A) Balancing work and personal life responsibilities
B) Working long hours without breaks
C) Focusing solely on work and neglecting personal life
D) None of the above
Answer: A) Balancing work and personal life responsibilities

61. Why is work-life balance important?

A) It can lead to better physical and mental health
B) It can improve job satisfaction and productivity
C) It can reduce stress and burnout
D) All of the above
Answer: D) All of the above

62. What are some common challenges to achieving work-life balance?

A) High workload and long working hours
B) Lack of flexibility in work arrangements
C) Poor time management skills
D) All of the above
Answer: D) All of the above

63. How can organizations promote work-life balance among employees?

A) By offering flexible work arrangements
B) By encouraging employees to take time off
C) By providing wellness programs
D) All of the above
Answer: D) All of the above

64. What are the benefits of work-life balance for employers?

A) Increased employee retention
B) Higher productivity
C) Improved employee morale
D) All of the above
Answer: D) All of the above

65. How can employees improve their work-life balance?

A) By setting boundaries between work and personal life
B) By prioritizing tasks and managing time effectively
C) By seeking support from colleagues and supervisors
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D) All of the above

Answer: D) All of the above

66. What is the role of technology in work-life balance?

A) It can help employees stay connected to work outside of office hours
B) It can enable flexible work arrangements
C) It can contribute to work-related stress
D) All of the above
Answer: D) All of the above

67. How does work-life balance impact job satisfaction?

A) It has no impact on job satisfaction
B) It is negatively correlated with job satisfaction
C) It is positively correlated with job satisfaction
D) None of the above
Answer: C) It is positively correlated with job satisfaction

68. What are some strategies for managing work-life balance?

A) Prioritizing tasks based on importance
B) Setting realistic goals and deadlines
C) Learning to say no to additional work
D) All of the above
Answer: D) All of the above

69. How can organizations measure the effectiveness of their work-life balance initiatives?
A) Through employee surveys
B) By tracking absenteeism and turnover rates
C) By assessing productivity and job satisfaction
D) All of the above
Answer: D) All of the above

70. What is downsizing?

A) Expanding the workforce
B) Reducing the size of the workforce
C) Increasing the number of employees
D) None of the above
Answer: B) Reducing the size of the workforce

71. Why do organizations downsize?

A) To improve efficiency
B) To reduce costs
C) To adapt to changes in the market
D) All of the above
Answer: D) All of the above

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72. What are some potential negative impacts of downsizing on employees?

A) Increased job security
B) Decreased morale
C) Reduced productivity
D) None of the above
Answer: B) Decreased morale

73. How can organizations minimize the negative impact of downsizing on employees?
A) By providing outplacement services
B) By offering retraining programs
C) By maintaining open communication
D) All of the above
Answer: D) All of the above

74. What is a potential benefit of downsizing for organizations?

A) Increased operational costs
B) Improved efficiency
C) Decreased competitiveness
D) None of the above
Answer: B) Improved efficiency

75. What is the role of HR in managing downsizing?

A) To implement downsizing strategies
B) To support employees affected by downsizing
C) To minimize the impact of downsizing on organizational performance
D) All of the above
Answer: D) All of the above

76. What are some alternatives to downsizing?

A) Implementing hiring freezes
B) Reducing employee benefits
C) Increasing work hours
D) None of the above
Answer: A) Implementing hiring freezes

77. How does downsizing impact organizational culture?

A) It has no impact on organizational culture
B) It can lead to a culture of fear and uncertainty
C) It can strengthen organizational culture
D) None of the above
Answer: B) It can lead to a culture of fear and uncertainty
78. What are some legal considerations when implementing downsizing?
A) Compliance with labor laws
B) Providing adequate notice to affected employees
C) Offering fair severance packages
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D) All of the above

Answer: D) All of the above

79. How can organizations ensure the success of downsizing efforts?

A) By having a clear plan and rationale for downsizing
B) By communicating openly and honestly with employees
C) By providing support to remaining employees
D) All of the above
Answer: D) All of the above

80. Leader decision making is :

A) Compulsory
B) Necessary
C) Unnecessary
D) Wastage of time
Answer: D) Necessary

81. Function of Leadership is :

A) Risk Taking
B) Decision Making
C) Business Planning
D) All of above
Answer: D) All of above

82. Likert’s management system are :

A) 4
B) 5
C) 6
D) 8
Answer: D) 4

83. Communication is the process :

A) Continuous
B) Discontinuous
C) One way
D) None of above
Answer: D) Continuous

84. Main objective of Communication is :

A) Proper Messaging
B) Miscommunication
C) Discontinuous process
D) None of above
Answer: D) 4

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85. Total Part of Murphy’s model are :

A) 4
B) 6
C) 8
D) 10
Answer: D) 6

86. ___ is the primary resource without which other resources like money, materials, etc.
a. Personal
b. Human resource
c. Financial resource
d. All of the above
Ans. B
87. ___ is the process by which an organization ensures that it has the right number & kinds of people, at the
right places, at the right time
a. HRM
b. Human resource
c. Human resource planning
d. All of the above
Ans. C
88. ___ Translates the organization’s objectives and plans into the number of workers needed to meet those
objectives.
a. HRM
b. Human resource planning
c. Human resource
d. None of the above
Ans. B
89. The purpose of human resource planning is
a. To assess where the organization is
b. Where it is going
c. What implications do these assessments have on future supplies
d. All of the above
Ans. D
90. Human resource planning is vital because it –
a. Helps in determining the personal needs of the organization
b. Cope up with the changes in job contents etc
c. Is an essential component of strategic planning.
d. It helps to identify the surplus manpower
Ans. A
91. ___ are quite prominent in human resource practices due to absenteeism, seasonal employment, labour
turnover, etc.
a. Changes
b. Uncertainties
c. Risks
d. All of the above
Ans. B

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92. State whether the givens statement is true or not to avoid unbalances in the distribution and allocation of
manpower
a. False
b. True
c. Incomplete
d. None of the above
Ans. B
93. ___ are perceived as experts in handling personnel matters but are not experts in managing the business.
a. HR practitioners
b. Planners
c. HR researchers
d. All of the above
Ans. A
94. A ___ is a systematic exploration of the activities within a job
a. Job design
b. Job rotation
c. Job analysis
d. Job description
Ans. C
95. Job analysis defines the
a. Duties
b. Responsibilities
c. Accountable
d. All of the above
Ans. D
96. It is a group of positions that are similar as to kind and level of work.
a. Job
b. Occupation
c. Task
d. All
Ans. A
12. Statement of the minimum acceptable human qualities necessary to perform a job properly
a. Task
b. Job specification
c. Job description
d. Job classification
Ans. B
97. ___ is a related group of actions designed to produce a definite outcome or result.
a. Job
b. Occupation
c. Task
d. Position
Ans. C
98. An organized factual statement of the duties and responsibilities of a specified job.
a. Occupation
b. Job description
c. Job
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d. Job specification
Ans. B
99. A ___ is a written statement of what the job holder does, how it is done, and why it is done.
a. Job description
b. Job specification
c. Job enlargement
d. Job enrichment
Ans. A
100. It is the process of deciding on the content of a job in terms of its duties and responsibilities
a. Job description
b. Job specification
c. Job enlargement
d. Job enrichment
Ans. A

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B.COM- V1th Sem. HRM/ C010605T

Unit -2

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

1. Recruitment
Recruitment is the process of identifying, attracting, and selecting qualified candidates to fill job vacancies
within an organization. It is a crucial function of Human Resource Management (HRM) and plays a key
role in building a talented and skilled workforce. Here are some key aspects of recruitment:
 Job Analysis: Before recruiting, organizations need to conduct a job analysis to determine the
requirements of the position, including job duties, responsibilities, qualifications, and skills needed.
 Recruitment Strategy: Organizations develop a recruitment strategy to attract candidates. This may
include using different recruitment methods such as job boards, social media, career fairs, employee
referrals, and recruitment agencies.
 Sourcing Candidates: Once a recruitment strategy is in place, organizations start sourcing
candidates. This involves searching for potential candidates through various channels and platforms.
 Screening and Selection: After sourcing candidates, organizations screen applicants to determine
if they meet the requirements of the job. This may involve reviewing resumes, conducting
interviews, and assessing candidates' skills and qualifications.
 Offer and Negotiation: Once a suitable candidate is identified, organizations extend a job offer.
This may involve negotiating terms such as salary, benefits, and start date.
 Onboarding: After the offer is accepted, organizations onboard the new employee. This involves
integrating them into the organization, providing necessary training, and familiarizing them with
their role and responsibilities.
 Evaluation and Feedback: After recruitment, organizations evaluate the effectiveness of their
recruitment efforts. This may involve collecting feedback from candidates and hiring managers to
identify areas for improvement.

2. Factors Affect the Recruitment

Several factors can affect the recruitment process and the ability of an organization to attract qualified
candidates. Some of the key factors include:
 Organizational Reputation: The reputation of an organization can significantly impact its ability
to attract candidates. Organizations with a positive reputation as an employer of choice are more
likely to attract top talent.
 Job Market Conditions: The overall job market conditions, including the level of unemployment,
the demand for specific skills, and economic trends, can impact recruitment. In a tight job market,
organizations may find it more challenging to attract qualified candidates.
 Employer Branding: How an organization is perceived as an employer, including its culture,
values, and employee benefits, can affect recruitment. Strong employer branding can help attract
candidates who align with the organization's values and goals.
 Recruitment Sources: The sources used to recruit candidates, such as job boards, social media,
employee referrals, and recruitment agencies, can impact the quality and quantity of candidates
attracted to the organization.
 Competitive Landscape: The competitive landscape in an industry can affect recruitment.
Organizations in highly competitive industries may need to offer competitive salaries and benefits
to attract top talent.
 Internal Factors: Internal factors within an organization, such as its size, structure, and growth
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plans, can impact recruitment. For example, a rapidly growing organization may have more
recruitment needs than a stable organization.
 Legal and Regulatory Factors: Legal and regulatory factors, such as equal employment
opportunity laws and immigration regulations, can impact recruitment practices and the pool of
candidates available to an organization.
 Technology: Advances in technology, such as applicant tracking systems and online recruiting
platforms, can impact recruitment by changing the way candidates are sourced, screened, and hired.
 Demographic Trends: Demographic trends, such as population growth, aging workforce, and
generational differences, can impact recruitment by changing the composition of the labor market
and the preferences of candidates.
 Globalization: Globalization has made it easier for organizations to recruit candidates from around
the world. This can expand the pool of candidates but also introduce challenges related to cultural
differences and legal requirements.
By understanding these factors, organizations can tailor their recruitment strategies to attract and retain the
right talent for their needs.

3. Source of Recruitment

There are various sources organizations can utilize to recruit candidates for job vacancies. These sources
can be categorized into internal and external sources. Here are some common sources of recruitment:
3.1 Internal Sources:
 Employee Referrals: Encouraging current employees to refer candidates for job openings within
the organization.
 Internal Job Postings: Posting job vacancies internally and allowing current employees to apply
for new positions.
 Promotions and Transfers: Promoting or transferring existing employees to fill vacant positions
based on their skills and qualifications.
3.2 External Sources:
 Job Boards and Websites: Posting job openings on online job boards, company websites, and
professional networking sites such as LinkedIn.
 Social Media: Utilizing social media platforms like LinkedIn, Facebook, Twitter, and Instagram to
advertise job vacancies and engage with potential candidates.
 Recruitment Agencies: Partnering with recruitment agencies or headhunters to help identify and
attract qualified candidates for specific positions.
 Career Fairs and Events: Participating in career fairs, industry events, and networking events to
connect with potential candidates and promote job opportunities.
 University and College Recruitment: Building relationships with universities and colleges to
recruit recent graduates and entry-level candidates through campus recruitment drives and career
services.
 Employee Referral Programs: Implementing formal programs that incentivize employees to refer
candidates for job openings, often with rewards or bonuses for successful referrals.
 Professional Associations: Networking with professional associations and industry groups to
connect with qualified candidates who have relevant skills and experience.
 Direct Applications: Accepting applications directly from candidates who submit their resumes or
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job applications through the company's website or email.

By utilizing a combination of these internal and external sources, organizations can effectively reach a
diverse pool of candidates and find the best fit for their job vacancies.
4. The selection process
The selection process is a crucial step in recruiting and hiring new employees. It involves assessing
candidates to determine their suitability for a specific job role. The selection process typically includes the
following steps:
 Initial Screening: The first step is to screen resumes or applications to identify candidates who meet
the basic requirements for the job, such as qualifications, skills, and experience.
 Testing: Some organizations may require candidates to take tests, such as aptitude tests, personality
assessments, or skills tests, to evaluate their suitability for the job.
 Interviewing: Candidates who pass the initial screening are usually invited for interviews.
Interviews can be conducted in person, over the phone, or via video conferencing. The purpose of
the interview is to assess the candidate's qualifications, skills, experience, and fit with the
organizational culture.
 Background Checks: Employers often conduct background checks to verify the information
provided by candidates, such as employment history, education, and criminal records.
 Reference Checks: Employers may contact the candidate's references, such as previous employers
or colleagues, to gather additional information about the candidate's qualifications and work ethic.
 Decision Making: Based on the results of the interviews, tests, background checks, and reference
checks, the hiring manager or selection committee makes a decision on which candidate to hire.
 Job Offer: Once a candidate is selected, the organization extends a job offer, which includes details
such as salary, benefits, and start date.
 Onboarding: After the offer is accepted, the organization onboards the new employee, which
involves integrating them into the organization, providing training, and familiarizing them with their
role and responsibilities.
The selection process may vary depending on the organization and the specific job role. However, the goal
of the process is to ensure that the organization selects the most qualified and suitable candidate for the job.

5. Selection tests
Selection tests are tools used by employers to assess the skills, abilities, and suitability of candidates for a
specific job role. These tests can help employers make more informed decisions during the selection process.
Here are some common types of selection tests:
 Cognitive Ability Tests: These tests assess a candidate's reasoning, logic, and problem-solving
skills. They can include numerical reasoning tests, verbal reasoning tests, and abstract reasoning
tests.
 Personality Tests: Personality tests are used to assess a candidate's personality traits, such as
openness, conscientiousness, extraversion, agreeableness, and neuroticism. These tests can help
employers understand how well a candidate may fit into the organizational culture.
 Skills Tests: Skills tests assess a candidate's specific skills related to the job role, such as typing
speed, computer proficiency, language proficiency, or technical skills.
 Job Knowledge Tests: Job knowledge tests assess a candidate's knowledge of specific topics or
concepts related to the job role. These tests are often used for technical or specialized roles.
 Integrity Tests: Integrity tests assess a candidate's honesty, trustworthiness, and reliability. These
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tests can help employers identify candidates who are likely to engage in unethical or dishonest
behavior.
 Emotional Intelligence Tests: Emotional intelligence tests assess a candidate's ability to understand
and manage their emotions and the emotions of others. These tests can help employers identify
candidates who are likely to be effective in interpersonal relationships.
 Situation Judgment Tests: Situation judgment tests present candidates with realistic work-related
scenarios and ask them to choose the best course of action. These tests assess a candidate's judgment,
problem-solving skills, and decision-making abilities.

Selection tests can be administered in various formats, including online assessments, paper-based tests, or
in-person assessments. It's important for employers to use tests that are valid, reliable, and relevant to the
job role to ensure that they effectively assess candidates' abilities and suitability for the position.

6. Interview
An interview is a crucial part of the selection process where a candidate meets with a potential employer to
discuss their qualifications, skills, and suitability for a specific job role. Interviews can take place in person,
over the phone, or via video conferencing. Here are some key aspects of interviews:

6.1 Types of Interviews:

 Structured Interviews: In structured interviews, the interviewer asks predetermined questions to
all candidates. This allows for a consistent evaluation process.
 Unstructured Interviews: Unstructured interviews are more conversational, with the interviewer
asking open-ended questions based on the candidate's responses.
 Behavioral Interviews: Behavioral interviews focus on past behavior and experiences to predict
future performance. Candidates are asked to provide specific examples of how they have handled
situations in the past.
 Panel Interviews: Panel interviews involve multiple interviewers, usually from different
departments or levels of the organization, interviewing a candidate at the same time.
 Technical Interviews: Technical interviews assess a candidate's technical skills and knowledge
related to the job role.

6.2 Interview Process:

 Preparation: Interviewers should prepare by reviewing the candidate's resume, job application, and
any other relevant documents. Candidates should also prepare by researching the company and the
job role.
 Introduction: The interviewer introduces themselves and provides an overview of the interview
process.
 Questions: The interviewer asks questions to assess the candidate's qualifications, skills, experience,
and fit for the job role.
 Candidate Questions: The interviewer allows the candidate to ask questions about the job role, the
organization, or the interview process.
 Closing: The interviewer summarizes the key points discussed during the interview and provides
information about the next steps in the selection process.
 Assessment: Interviewers assess the candidate's responses, qualifications, and fit for the job role
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based on the interview.

 Candidates should also assess the organization and the job role to determine if it aligns with their
career goals and interests.
 Follow-Up:
 After the interview, the interviewer may follow up with the candidate to provide feedback or
additional information.
Candidates may also follow up with a thank-you note to express their appreciation for the opportunity and
reiterate their interest in the position.
Overall, interviews are a critical step in the selection process that allows employers to assess candidates'
qualifications and fit for a job role, and allows candidates to learn more about the organization and the job
role.
7. Orientation
Orientation, also known as onboarding, is the process of introducing new employees to the organization and
providing them with the information, resources, and support they need to succeed in their new role.
Orientation typically takes place shortly after a new employee joins the organization and can last from a
few days to a few weeks, depending on the organization's size and complexity. Here are some key aspects
of orientation:
 Welcome and Introduction: The orientation process usually starts with a welcome from HR and/or
senior management, introducing the new employee to the organization's mission, values, and culture.
 Paperwork and Documentation: New employees are required to complete various paperwork,
such as tax forms, benefits enrollment forms, and company policies acknowledgment forms, during
orientation.
 Company Policies and Procedures: New employees are provided with information about the
organization's policies, procedures, and expectations, including dress code, attendance, and
workplace conduct.
 Job Role and Responsibilities: New employees are given an overview of their job role,
responsibilities, and performance expectations. They may also receive training on specific job tasks
and procedures.
 Training and Development: Orientation may include training sessions on topics such as safety
procedures, company software systems, and professional development opportunities.
 Introduction to Colleagues: New employees are introduced to their colleagues and key
stakeholders within the organization, helping them to build relationships and establish networks.
 Facility Tour: A tour of the organization's facilities may be included in orientation to familiarize
new employees with their work environment.
 Feedback and Support: Throughout the orientation process, new employees are encouraged to ask
questions, seek clarification, and provide feedback on their experience.
 Follow-Up: After orientation, HR or the employee's manager may follow up with the new employee
to ensure they are settling in well and address any concerns or questions they may have.
Orientation is an important process for integrating new employees into the organization and setting them up
for success. A well-planned orientation program can help new employees feel welcome, informed, and
prepared to contribute effectively to the organization.

8. Placement
Placement refers to the process of assigning a new employee to a specific job role within an organization.
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Placement typically occurs after the recruitment, selection, and orientation processes have been completed.
Here are some key aspects of placement:
 Matching Skills and Qualifications: Placement involves matching the skills, qualifications, and
experience of the new employee with the requirements of the job role. This ensures that the employee
is placed in a position where they can contribute effectively to the organization.
 Consideration of Preferences and Interests: Placement also takes into consideration the
preferences and interests of the new employee. This helps ensure that the employee is placed in a
role that aligns with their career goals and aspirations.
 Training and Development Needs: Placement may also involve identifying the training and
development needs of the new employee and ensuring that they receive the necessary support to
enhance their skills and capabilities.
 Communication and Feedback: Effective communication is key during the placement process.
Employers should provide clear information to the new employee about their placement and seek
feedback to ensure that they are satisfied with their assigned role.
 Monitoring and Adjustment: After placement, employers should monitor the performance and
progress of the new employee and make any necessary adjustments to their role or responsibilities
to ensure that they are successful in their position.
Placement is an important step in the employee lifecycle as it sets the foundation for the employee's future
success and growth within the organization. By carefully considering the skills, qualifications, preferences,
and development needs of new employees, organizations can ensure that they are placed in roles where they
can thrive and contribute effectively to the organization.

9. Training
Training is a crucial aspect of employee development that aims to enhance employees' skills, knowledge,
and capabilities to perform their job roles effectively. The objectives and importance of training can vary
depending on the organization's goals and the specific needs of its employees. Here are some common
objectives and importance of training:
 Improving Job Performance: One of the primary objectives of training is to improve employees'
job performance by providing them with the knowledge and skills they need to perform their job
roles effectively.
 Enhancing Skills and Knowledge: Training helps employees develop new skills and expand their
knowledge base, which can improve their ability to handle new tasks and challenges.
 Increasing Productivity: Well-trained employees are often more productive, as they can work more
efficiently and effectively, leading to improved organizational performance.
 Boosting Employee Morale and Engagement: Training shows employees that the organization is
invested in their development, which can boost morale and increase employee engagement and
satisfaction.
 Reducing Turnover: Investing in training can help reduce employee turnover by providing
employees with opportunities for growth and advancement within the organization.
 Meeting Organizational Goals: Training can help employees understand and align with the
organization's goals, leading to better overall performance and success.
 Adapting to Change: Training helps employees adapt to changes in the workplace, such as new
technologies, processes, or regulations, ensuring that the organization remains competitive and agile.
 Improving Safety: Training on safety procedures and practices can help reduce workplace accidents
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and injuries, creating a safer work environment for employees.

 Overall, training is an essential tool for organizations to develop their workforce, improve
performance, and achieve their goals. By investing in training, organizations can create a skilled and
motivated workforce that is better equipped to meet the challenges of today's dynamic business
environment.
9.1 Training Methods
Training methods can be broadly categorized into two main types: on-the-job training and off-the-job
training. Each method has its own advantages and disadvantages, and the choice of method depends on
factors such as the nature of the job, the learning objectives, and the resources available. Here's an overview
of both types of training methods:
9.1.1 On-the-Job Training (OJT):
Definition: On-the-job training refers to training that takes place while employees are performing their
regular job duties. It involves learning by doing and is often conducted by experienced employees or
supervisors.
Methods:
 Coaching and Mentoring: Experienced employees or supervisors provide guidance and feedback
to new employees as they perform their job tasks.
 Job Rotation: Employees are rotated through different job roles within the organization to gain
exposure to different tasks and functions.
 Apprenticeships: Apprenticeships involve a combination of on-the-job training and classroom
instruction, typically for skilled trades.
a. Advantages:
Cost-effective: Does not require additional resources or facilities.
Relevant: Training is directly related to the job role, making it more practical and applicable.
Immediate application: Employees can apply newly acquired skills and knowledge to their job
immediately.

b. Disadvantages:
Limited scope: May not provide exposure to a wide range of skills or experiences.
Lack of structure: Training may be informal and dependent on the availability of experienced trainers.
Off-the-Job Training:
Definition: Off-the-job training refers to training that takes place away from the actual work environment.
It is often conducted in a classroom or training facility.
Methods:
 Workshops and Seminars: Training sessions conducted by external trainers or experts on specific
topics or skills.
 Simulation Exercises: Training exercises that simulate real-life work situations to help employees
practice and develop skills.
 E-learning: Online training courses and modules that employees can complete at their own pace.
a. Advantages:
Comprehensive: Can cover a wide range of topics and skills in a structured manner.
Standardized: Training content and delivery can be standardized for consistency.
Flexibility: Employees can access training at a time and place that is convenient for them.

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b. Disadvantages:
Costly: Requires investment in training facilities, materials, and external trainers.
Disruption: Employees may be away from their work duties, leading to disruptions in workflow.
Both on-the-job and off-the-job training methods have their own strengths and weaknesses, and a
combination of both methods is often used to provide a well-rounded training experience for employees.

MCQs
1. What is recruitment?
A) Selecting employees for promotion
B) Hiring employees for temporary positions
C) Attracting and selecting candidates for employment
D) None of the above
Answer: C) Attracting and selecting candidates for employment

2. Which of the following is a factor affecting recruitment?

A) Employee motivation
B) Economic conditions
C) Marketing strategies
D) None of the above
Answer: B) Economic conditions

3. Why is recruitment important for organizations?

A) To increase employee turnover
B) To ensure a diverse workforce
C) To meet current and future staffing needs
D) None of the above
Answer: C) To meet current and future staffing needs

4. What is internal recruitment?

A) Hiring employees from outside the organization
B) Hiring employees for temporary positions
C) Promoting or transferring employees from within the organization
D) None of the above
Answer: C) Promoting or transferring employees from within the organization

5. How can organizational culture affect recruitment?

A) It has no impact on recruitment
B) It can attract or repel potential candidates
C) It only affects employee retention, not recruitment
D) None of the above
Answer: B) It can attract or repel potential candidates

6. What is a recruitment strategy?

A) A plan to hire a specific number of employees
B) A plan to attract and hire qualified candidates
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C) A plan to reduce employee turnover

D) None of the above
Answer: B) A plan to attract and hire qualified candidates

7. How can technology impact recruitment?

A) It can make the recruitment process more efficient
B) It can reduce the need for human involvement in recruitment
C) It can improve the candidate experience
D) All of the above
Answer: D) All of the above

8. What is a factor affecting external recruitment?

A) Employee engagement
B) Labor market conditions
C) Internal promotions
D) None of the above
Answer: B) Labor market conditions

9. How can employer branding impact recruitment?

A) It has no impact on recruitment
B) It can attract top talent
C) It only affects employee engagement, not recruitment
D) None of the above
Answer: B) It can attract top talent

10. What is a factor affecting recruitment in a global context?

A) Language barriers
B) National holidays
C) Local customs and traditions
D) All of the above
Answer: D) All of the above

11.What are internal sources of recruitment?

A) Hiring employees from outside the organization
B) Promoting or transferring employees from within the organization
C) Hiring through recruitment agencies
D) None of the above
Answer: B) Promoting or transferring employees from within the organization

12. What is an advantage of internal sources of recruitment?

A) It brings fresh perspectives to the organization
B) It is cost-effective
C) It reduces employee morale
D) None of the above
Answer: B) It is cost-effective
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13. What are external sources of recruitment?

A) Promoting or transferring employees from within the organization
B) Hiring employees from outside the organization
C) Rehiring former employees
D) None of the above
Answer: B) Hiring employees from outside the organization

14. What is an advantage of external sources of recruitment?

A) It is cost-effective
B) It can bring new skills and experiences to the organization
C) It can lead to increased employee turnover
D) None of the above
Answer: B) It can bring new skills and experiences to the organization

15. What is recruitment through advertisements?

A) Hiring employees through social media platforms
B) Hiring employees through print or online advertisements
C) Hiring employees through employee referrals
D) None of the above
Answer: B) Hiring employees through print or online advertisements

15. What is campus recruitment?

A) Hiring employees through recruitment agencies
B) Hiring employees from a specific geographical location
C) Hiring students from educational institutions
D) None of the above
Answer: C) Hiring students from educational institutions

16. What is recruitment through employee referrals?

A) Hiring employees through recommendations from current employees
B) Hiring employees through job portals
C) Hiring employees through walk-in interviews
D) None of the above
Answer: A) Hiring employees through recommendations from current employees

17. What is recruitment through recruitment agencies?

A) Hiring employees through employee referrals
B) Hiring employees through external agencies
C) Hiring employees through internal promotions
D) None of the above
Answer: B) Hiring employees through external agencies
18. What is direct recruitment?
A) Hiring employees through campus placements
B) Hiring employees through walk-in interviews
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C) Hiring employees through online job portals

D) None of the above
Answer: B) Hiring employees through walk-in interviews

19. What is the purpose of using multiple sources of recruitment?

A) To increase employee turnover
B) To reduce the cost of recruitment
C) To reach a larger pool of candidates
D) None of the above
Answer: C) To reach a larger pool of candidates

20. What is the selection process?

A) The process of attracting candidates for a job
B) The process of choosing the right candidate for a job
C) The process of training new employees
D) None of the above
Answer: B) The process of choosing the right candidate for a job

21. What is the first step in the selection process?

A) Screening resumes
B) Conducting interviews
C) Sending offer letters
D) None of the above
Answer: A) Screening resumes

22. What is the purpose of conducting interviews in the selection process?

A) To assess the candidate's qualifications and skills
B) To negotiate salary and benefits
C) To provide feedback to unsuccessful candidates
D) None of the above
Answer: A) To assess the candidate's qualifications and skills

23. What is a reference check?

A) Checking the candidate's references provided in the resume
B) Checking the candidate's social media profiles
C) Checking the candidate's credit history
D) None of the above
Answer: A) Checking the candidate's references provided in the resume

24. What is the final step in the selection process?

A) Sending offer letters
B) Conducting background checks
C) Negotiating salary and benefits
D) None of the above
Answer: A) Sending offer letters
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25. What is the purpose of conducting background checks?

A) To verify the candidate's qualifications and experience
B) To assess the candidate's personality
C) To determine the candidate's salary
D) None of the above
Answer: A) To verify the candidate's qualifications and experience

26. What is a job offer contingent on?

A) The candidate's acceptance of the offer
B) The successful completion of a background check
C) The candidate's performance in a skills test
D) None of the above
Answer: B) The successful completion of a background check

27. What is the purpose of sending rejection letters to unsuccessful candidates?

A) To inform them of the decision
B) To provide feedback on their performance
C) To encourage them to apply for future positions
D) All of the above
Answer: A) To inform them of the decision

28. Who is responsible for making the final hiring decision in the selection process?
A) The HR department
B) The hiring manager
C) The CEO
D) None of the above
Answer: B) The hiring manager

29. What is the purpose of orientation in the selection process?

A) To assess the candidate's qualifications
B) To provide the candidate with information about the organization
C) To negotiate salary and benefits
D) None of the above
Answer: B) To provide the candidate with information about the organization

30. What is a selection test?

A) A test to assess a candidate's physical fitness
B) A test to assess a candidate's personality
C) A test to assess a candidate's skills and abilities
D) None of the above
Answer: C) A test to assess a candidate's skills and abilities

31. What is the purpose of a selection test?

A) To eliminate candidates from the selection process
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B) To assess a candidate's suitability for a specific role

C) To increase the length of the selection process
D) None of the above
Answer: B) To assess a candidate's suitability for a specific role

32. Which of the following is an example of a selection test?

A) IQ test
B) Personality test
C) Aptitude test
D) All of the above
Answer: D) All of the above

33. How are selection tests typically administered?

A) In person
B) Online
C) Over the phone
D) None of the above
Answer: A) In person

33. What is the purpose of an aptitude test?

A) To assess a candidate's knowledge of a specific subject
B) To assess a candidate's ability to learn new skills
C) To assess a candidate's personality
D) None of the above
Answer: B) To assess a candidate's ability to learn new skills

34. What is the purpose of a personality test?

A) To assess a candidate's physical fitness
B) To assess a candidate's skills and abilities
C) To assess a candidate's personality traits and characteristics
D) None of the above
Answer: C) To assess a candidate's personality traits and characteristics

35. Which of the following is an example of a situational judgment test?

A) A test that assesses a candidate's ability to perform specific tasks
B) A test that presents candidates with realistic work scenarios
C) A test that assesses a candidate's personality
D) None of the above
Answer: B) A test that presents candidates with realistic work scenarios
36. How can candidates prepare for selection tests?
A) By practicing similar tests
B) By studying the company's history
C) By researching the interviewer's background
D) None of the above
Answer: A) By practicing similar tests
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B.COM- V1th Sem. HRM/ C010605T

37. What is the purpose of a skills test?

A) To assess a candidate's ability to perform specific tasks
B) To assess a candidate's personality
C) To assess a candidate's physical fitness
D) None of the above
Answer: A) To assess a candidate's ability to perform specific tasks

38. How do selection tests help in the recruitment process?

A) They provide objective data for decision-making
B) They eliminate the need for interviews
C) They increase the subjectivity of the selection process
D) None of the above
Answer: A) They provide objective data for decision-making

39. What is an interview?

A) A formal discussion between two people
B) A test of a candidate's skills and abilities
C) A written assessment of a candidate's qualifications
D) None of the above
Answer: A) A formal discussion between two people

40. What is the purpose of an interview in the selection process?

A) To eliminate candidates from consideration
B) To assess a candidate's qualifications and fit for the role
C) To determine a candidate's salary
D) None of the above
Answer: B) To assess a candidate's qualifications and fit for the role

41. Which of the following is a type of interview?

A) Structured interview
B) Unstructured interview
C) Behavioral interview
D) All of the above
Answer: D) All of the above

42. What is a structured interview?

A) An interview with a fixed set of questions asked in a specific order
B) An interview with no predetermined questions
C) An interview focused on hypothetical situations
D) None of the above
Answer: A) An interview with a fixed set of questions asked in a specific order

43. What is an unstructured interview?

A) An interview with a fixed set of questions asked in a specific order
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B) An interview with no predetermined questions

C) An interview focused on hypothetical situations
D) None of the above
Answer: B) An interview with no predetermined questions

44. What is a behavioral interview?

A) An interview with a fixed set of questions asked in a specific order
B) An interview with no predetermined questions
C) An interview focused on past behavior
D) None of the above
Answer: C) An interview focused on past behavior

45. What is a panel interview?

A) An interview with a single interviewer
B) An interview with multiple interviewers
C) An interview conducted over the phone
D) None of the above
Answer: B) An interview with multiple interviewers

46. What is a stress interview?

A) An interview conducted in a relaxed environment
B) An interview designed to put pressure on the candidate
C) An interview focused on technical skills
D) None of the above
Answer: B) An interview designed to put pressure on the candidate

47. What is a virtual interview?

A) An interview conducted over the phone
B) An interview conducted via video conferencing
C) An interview conducted through email
D) None of the above
Answer: B) An interview conducted via video conferencing

48. What is the purpose of a follow-up interview?

A) To provide feedback to the candidate
B) To clarify information from the initial interview
C) To negotiate salary and benefits
D) None of the above
Answer: B) To clarify information from the initial interview

49. What is orientation?

A) A process of selecting candidates for a job
B) A process of training new employees
C) A process of introducing new employees to the organization
D) None of the above
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Answer: C) A process of introducing new employees to the organization

50. What is the purpose of orientation?

A) To assess the performance of new employees
B) To provide new employees with information about the organization
C) To promote employees to higher positions
D) None of the above
Answer: B) To provide new employees with information about the organization

51. Who is responsible for conducting orientation programs?

A) The HR department
B) The hiring manager
C) The CEO
D) All of the above
Answer: A) The HR department

52. What is included in an orientation program?

A) Company policies and procedures
B) Safety guidelines
C) Introduction to colleagues
D) All of the above
Answer: D) All of the above

53. What is placement?

A) A process of selecting candidates for a job
B) A process of assigning new employees to specific roles
C) A process of training new employees
D) None of the above
Answer: B) A process of assigning new employees to specific roles

54. Who is responsible for the placement of new employees?

A) The HR department
B) The hiring manager
C) The CEO
D) All of the above
Answer: B) The hiring manager
55. What is the purpose of placement?
A) To provide new employees with information about the organization
B) To assess the performance of new employees
C) To assign new employees to roles that suit their skills and abilities
D) None of the above
Answer: C) To assign new employees to roles that suit their skills and abilities

56. How does orientation benefit organizations?

A) By reducing employee turnover
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B) By improving employee satisfaction

C) By increasing productivity
D) All of the above
Answer: D) All of the above

57. How can organizations improve their orientation programs?

A) By providing clear and concise information
B) By assigning mentors to new employees
C) By soliciting feedback from new employees
D) All of the above
Answer: D) All of the above

58. What is the purpose of a probationary period?

A) To assess the performance of new employees
B) To provide new employees with additional training
C) To determine the salary of new employees
D) None of the above
Answer: A) To assess the performance of new employees

59. What are the objectives of training?

A) To improve employee morale
B) To enhance employee skills and knowledge
C) To reduce employee turnover
D) All of the above
Answer: B) To enhance employee skills and knowledge

60. Why is training important for organizations?

A) To increase employee turnover
B) To improve productivity and efficiency
C) To decrease employee satisfaction
D) None of the above
Answer: B) To improve productivity and efficiency

61. What is the purpose of technical training?

A) To improve interpersonal skills
B) To enhance specific job-related skills
C) To provide leadership training
D) None of the above
Answer: B) To enhance specific job-related skills

62. What is the purpose of soft skills training?

A) To improve technical skills
B) To enhance communication and teamwork
C) To provide industry-specific training
D) None of the above
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B.COM- V1th Sem. HRM/ C010605T

Answer: B) To enhance communication and teamwork

63. How does training benefit employees?

A) By increasing job satisfaction
B) By improving career prospects
C) By enhancing job performance
D) All of the above
Answer: D) All of the above

64. What is the role of training in employee development?

A) To provide job-specific skills
B) To prepare employees for future roles
C) To increase employee turnover
D) None of the above
Answer: B) To prepare employees for future roles

65. How can training help organizations stay competitive?

A) By reducing employee turnover
B) By improving product quality and customer satisfaction
C) By decreasing productivity
D) None of the above
Answer: B) By improving product quality and customer satisfaction

66. What is the importance of ongoing training and development?

A) To ensure employees are up-to-date with industry trends
B) To reduce the need for new hires
C) To eliminate the need for performance evaluations
D) None of the above
Answer: A) To ensure employees are up-to-date with industry trends

67. How can organizations measure the effectiveness of training?

A) By conducting employee surveys
B) By evaluating changes in employee performance
C) By assessing the return on investment (ROI)
D) All of the above
Answer: D) All of the above

68. What is the impact of training on employee motivation?

A) It has no impact on employee motivation
B) It can increase employee motivation
C) It can decrease employee motivation
D) None of the above
Answer: B) It can increase employee motivation

69. What is on-the-job training?

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B.COM- V1th Sem. HRM/ C010605T

A) Training conducted at an external training facility

B) Training conducted within the workplace
C) Training conducted online
D) None of the above
Answer: B) Training conducted within the workplace

70. What is the advantage of on-the-job training?

A) It is cost-effective
B) It provides a variety of training methods
C) It is convenient for employees
D) None of the above
Answer: A) It is cost-effective

71. What are examples of on-the-job training methods?

A) Job rotation
B) Coaching
C) Mentoring
D) All of the above
Answer: D) All of the above

72. What is job rotation?

A) A training method where employees move between different jobs or departments
B) A training method where employees work from home
C) A training method where employees attend workshops
D) None of the above
Answer: A) A training method where employees move between different jobs or departments

73. What is coaching?

A) A training method where employees attend lectures or presentations
B) A training method where employees receive one-on-one guidance from a more experienced colleague
C) A training method where employees participate in group discussions
D) None of the above
Answer: B) A training method where employees receive one-on-one guidance from a more experienced
colleague

74. What is off-the-job training?

A) Training conducted within the workplace
B) Training conducted at an external training facility
C) Training conducted online
D) None of the above
Answer: B) Training conducted at an external training facility

75. What is the advantage of off-the-job training?

A) It is cost-effective
B) It provides hands-on experience
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C) It exposes employees to new ideas and practices

D) None of the above
Answer: C) It exposes employees to new ideas and practices

76. What are examples of off-the-job training methods?

A) Classroom training
B) Seminars and workshops
C) Simulations
D) All of the above
Answer: D) All of the above

77. What is classroom training?

A) A training method where employees work from home
B) A training method where employees attend lectures or presentations
C) A training method where employees receive one-on-one guidance
D) None of the above
Answer: B) A training method where employees attend lectures or presentations

78. What is the purpose of simulations in off-the-job training?

A) To provide hands-on experience in a controlled environment
B) To reduce training costs
C) To replace on-the-job training
D) None of the above
Answer: A) To provide hands-on experience in a controlled environment

79. Which is not an advantage of external Source of recruitment

A) New blood
B) More competition
C) Less expensive
D) Less partial
Answer C) Less expensive

80. _______________ can be defined as process of choosing the right person for the right job.
A) Selection
B) Recruitment
C) Induction
D) Orientation
Answer A) selection

81. ______________ is the application form to be filled by the candidate when he goes for recruitment
process in the organisation.
A) Job application
B) Formal application
C) Application blank
D) None of the above
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B.COM- V1th Sem. HRM/ C010605T

Answer C) Application blank

82. ___________ is not an internal source of recruitment

A) Promotion
B) Transfer
C) Job rotation
D) Departmental exam
Answer C) Job rotation

83. _______________ is a selection test which judges the emotional ability which will help to judge work
in group
A) Personality test
B) Intelligence Test
C) Mental Ability Test
D) None of the above
Answer A) Personality test
84. _______________ is not an external source of recruitment
A) Campus selection
B) Internal advertisement
C) Consultancy
D) Walk-in
Answer B) Internal advertisement

85. _______________ is a selection test to judge the coordination between hands & eye
A) Personality test
B) Intelligence Test
C) Psycho motor test
D) None of the above
Answer C) Psycho motor test

86 Promotion is a _______________________ source Recruitment

A) Suitable
B) Higher
C) Internal
D) External
Answer C) Internal

87. Campus selection is a __________________________ source of recruitment

A) Fresh
B) Modern
C) Internal
D) External
Answer C)External

88. The term procurement stands for

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B.COM- V1th Sem. HRM/ C010605T

A) Recruitment & selection

B) Promotion
C) Purchase
D) T & D
Answer A) Recruitment & Selection

89 Identifying the __________________ candidates and ______________ them to apply for the job is called
Recruitment
A) Available, insisting
B) Available, making
C) Potential, Attracting
D) Potential, insisting
Answer C) Potential, attracting

90. _____________________ means assigning a specific rank and responsibility to an individual

A) Selection B) Induction C) Recruitment D) Placement
Answer D) Placement

91. Speed of Hiring is an advantage of ____________

A) Internal Source of Recruitment
B) External Source of Recruitment
c) Psycho motor test
D) Mental Ability Test
Answer A) Internal Source of Recruitment

92. The final goal of the ___ is to integrate the needs of the individual with the organizations requirements
a. Job design
b. Job description
c. Job specification
d. All of the above
Ans. A
93. The horizontal expansion of jobs is
a. Job enrichment
b. Job enlargement
c. Job description
d. Job specification
Ans. A
94. “Adding zero to zero” concept was given by:-
a. Frederick Taylor
b. Mint berg
c. Frederick Hertz berg
d. None of the above
Ans. C
95. It is used as a device to screen the candidates at the preliminary level.
a. Application form
b. Application bank
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c. Both a & b
d. Interview
Ans. C
96. ___ is useful as a process of eliminating undesirable and unsuitable candidates.
a. Preliminary interview
b. Group discussion
c. Written examination
d. Tests
Ans. A
97. It is used to measure a prospective employee’s motivation to function in a particular working
environment.
a. Ability test
b. Personality test
c. Aptitude test
d. Medical test
Ans. B
98. This test indicates the ability or fitness of an in dividable to engage successfully in any number of
specialized activities
a. Ability test
b. Medical test
c. Aptitude test
d. Personality test
Ans. C
99. ___ is understood as the allocation of people to jobs.
a. Placement
b. Induction
c. Interview
d. Recruitment
Ans. A
100. ___ is necessary to reduce reality shock
a. Lectures
b. Training
c. Induction
d. Introduction
Ans. C

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

Unit-3

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

1. Employee compensation
Employee compensation refers to the total rewards, both financial and non-financial, that employees receive
in exchange for their work. It includes wages, salaries, bonuses, benefits, and other perks. Welfare refers to
the well-being, health, and happiness of employees, often supported through various programs and
initiatives. Here's an overview of compensation and welfare:
1.1 Compensation:
 Wages and Salaries: The basic monetary payment employees receive for their work, typically based
on factors such as job role, experience, and market rates.
 Bonuses: Additional payments made to employees based on their performance, company profits, or
other criteria.
 Benefits: Non-monetary rewards provided to employees, such as health insurance, retirement plans,
paid time off, and flexible work arrangements.
 Perks: Additional benefits or privileges offered to employees, such as company cars, gym
memberships, or tuition reimbursement.
 Equity: Ownership or stock options provided to employees as part of their compensation package.
 Total Rewards: The combination of all monetary and non-monetary rewards that make up an
employee's compensation package.
1.2 Welfare:
 Health and Safety: Providing a safe and healthy work environment for employees, including
measures to prevent accidents and promote well-being.
 Employee Assistance Programs (EAPs): Programs that offer counseling and support services to
employees facing personal or work-related issues.
 Work-Life Balance: Initiatives that help employees balance their work and personal lives, such as
flexible work arrangements, telecommuting, and childcare support.
 Health and Wellness Programs: Programs that promote employee health and wellness, such as
fitness programs, health screenings, and wellness incentives.
 Financial Well-being: Support for employees' financial well-being, such as financial planning
services, employee loans, or access to financial education resources.
 Career Development: Opportunities for employees to develop their skills, advance their careers,
and pursue their professional goals.
Effective compensation and welfare programs are essential for attracting, motivating, and retaining talented
employees. They demonstrate that the organization values its employees and is committed to their well-
being, which can lead to increased employee satisfaction, engagement, and productivity.

2. Job evaluation
Job evaluation is a systematic process used to determine the relative value of jobs within an organization. It
is a critical component of compensation management and helps ensure that jobs are fairly and equitably
compensated based on their relative worth to the organization. Here's an overview of job evaluation:
2.1 Purpose:
 To establish a systematic and equitable method for determining the relative value of different jobs
within an organization.
 To provide a basis for designing a fair and competitive compensation system.
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 To ensure that compensation is aligned with the organization's goals and objectives.
2.2 Process:
 Job Analysis: The first step in job evaluation is to conduct a job analysis to gather information about
the duties, responsibilities, skills, and requirements of each job.
 Job Evaluation Method: There are several methods of job evaluation, including the job ranking
method, the job classification method, the point factor method, and the factor comparison method.
Each method uses different criteria to assess the value of jobs.
 Job Evaluation Committee: In many organizations, a job evaluation committee or panel is
responsible for conducting the job evaluation process. The committee typically includes
representatives from HR, management, and sometimes employees.
 Scoring and Ranking: Jobs are scored or ranked based on the evaluation criteria specified in the
chosen method. The scores or rankings are used to determine the relative value of jobs within the
organization.
 Final Evaluation: The final step is to review the results of the job evaluation process and make any
necessary adjustments to ensure that the compensation system is fair and equitable.
2.3 Benefits:
 Helps ensure that compensation is fair and equitable across different jobs within the organization.
 Provides a basis for designing a competitive compensation system that attracts and retains talented
employees.
 Helps identify opportunities for career progression and development based on the relative value of
different jobs.
2.4 Challenges:
 Ensuring that the job evaluation process is objective and free from bias.
 Ensuring that the chosen job evaluation method is appropriate for the organization's needs and goals.
 Communicating the results of the job evaluation process effectively to employees to maintain
transparency and trust.
Overall, job evaluation is a critical process that helps organizations ensure that their compensation system
is fair, competitive, and aligned with their strategic objectives. It provides a framework for managing
compensation in a way that attracts, motivates, and retains talented employees.

3. Performance appraisal
Performance appraisal techniques are methods used by organizations to evaluate and assess the performance
of their employees. These techniques provide a structured approach for measuring employee performance,
identifying strengths and areas for improvement, and making decisions related to compensation,
promotions, and training. Here are some common performance appraisal techniques:
3.1 Graphic Rating Scale:
A graphic rating scale is a method where each employee's performance is assessed against predefined
criteria using a numerical scale or rating system.
Supervisors evaluate employees based on specific competencies, skills, or behaviors, and assign a rating,
such as on a scale of 1 to 5.
Example criteria may include job knowledge, quality of work, communication skills, teamwork, and
initiative.
3.2 Behaviorally Anchored Rating Scales (BARS):
Behaviorally anchored rating scales combine the benefits of qualitative and quantitative assessment
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B.COM- V1th Sem. HRM/ C010605T

methods.
Specific behavioral examples of performance are anchored to numerical ratings, allowing for a more
detailed and objective evaluation.
This technique involves identifying key behaviors associated with job performance and developing rating
scales based on these behaviors.
3.3 Management by Objectives (MBO):
MBO is a performance appraisal technique where employees and managers collaboratively set specific,
measurable, achievable, relevant, and time-bound (SMART) objectives for the employee to achieve.
Performance is evaluated based on the extent to which employees meet their predetermined objectives.
MBO encourages goal-setting, accountability, and alignment of individual and organizational goals.
3.4 360-Degree Feedback:
360-degree feedback involves gathering feedback from multiple sources, including supervisors, peers,
subordinates, and sometimes external stakeholders, such as clients or customers.
Employees receive feedback from a variety of perspectives, providing a more comprehensive view of their
performance.
This technique can help identify blind spots, areas for improvement, and development opportunities.
3.5 Critical Incident Technique:
The critical incident technique involves documenting specific instances of employee behavior or
performance that are particularly noteworthy, either positively or negatively.
Supervisors keep records of critical incidents throughout the performance appraisal period and use these
incidents as the basis for evaluation and feedback.
This technique focuses on observable behaviors and provides concrete examples to support performance
assessments.
3.6 Ranking Method:
The ranking method involves ranking employees from best to worst or in order of performance based on
predefined criteria.
Supervisors compare employees directly against each other, rather than against specific performance
standards or criteria.
This technique is useful for identifying top performers and for making decisions related to promotions,
bonuses, or other rewards.
Each performance appraisal technique has its advantages and limitations, and organizations may use a
combination of techniques based on their goals, culture, and resources. The key is to select the most
appropriate technique or combination of techniques to effectively evaluate and manage employee
performance.

4. Job enlargement and Job enrichment

Job enlargement and job enrichment are two methods used by organizations to enhance the scope and depth
of employees' jobs. These approaches aim to increase employee motivation, job satisfaction, and overall
productivity. Here's a closer look at each concept:
4.1 Job Enlargement:
 Definition: Job enlargement involves expanding the scope of a job by adding tasks or duties that are
similar in complexity to the existing tasks.
 Purpose: The goal of job enlargement is to provide employees with a greater variety of tasks to
perform, reducing monotony and boredom.
 Example: In a manufacturing setting, a worker who previously only assembles products may be
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B.COM- V1th Sem. HRM/ C010605T

given additional tasks, such as inspecting finished products or packaging them for shipping.
4.2 Job Enrichment:
 Definition: Job enrichment involves redesigning a job to incorporate more challenging and
meaningful tasks that require higher levels of skill and responsibility.
 Purpose: The goal of job enrichment is to make the job more rewarding and satisfying for the
employee by providing opportunities for growth, development, and achievement.
 Example: A customer service representative may be given more autonomy to resolve customer
issues without supervisor approval, allowing for greater job satisfaction and a sense of
accomplishment.

4.3 Key Differences:

 Job enlargement focuses on increasing the variety of tasks within a job, while job enrichment focuses
on increasing the depth and complexity of tasks.
 Job enlargement is more about horizontal expansion, while job enrichment is about vertical
expansion of the job.
 Job enlargement aims to reduce monotony and boredom, while job enrichment aims to increase job
satisfaction and motivation by providing more meaningful work.
Both job enlargement and job enrichment can have positive effects on employee motivation, job satisfaction,
and performance. However, the success of these approaches depends on factors such as the nature of the
job, the skills and interests of the employees, and the organizational context. Implementing these approaches
requires careful planning and consideration to ensure that they align with the goals and needs of both the
organization and the employees.

5. Quality of Work Life (QWL)

Quality of Work Life (QWL) refers to the overall satisfaction, well-being, and happiness of employees in
their work environment. It encompasses various factors that affect employees' experiences at work,
including job satisfaction, work-life balance, workplace culture, and organizational climate. Here are some
key aspects of Quality of Work Life:
 Job Satisfaction: QWL is closely related to job satisfaction, which refers to how satisfied employees
are with their jobs and the work they do. Job satisfaction is influenced by factors such as job security,
compensation, opportunities for advancement, and the nature of the work itself.
 Work-Life Balance: QWL includes the extent to which employees are able to balance their work
responsibilities with their personal lives. Organizations that support work-life balance tend to have
higher levels of employee satisfaction and retention.
 Workplace Environment: The physical and social environment of the workplace can impact QWL.
Factors such as the office layout, noise levels, cleanliness, and relationships with coworkers and
supervisors can affect employees' well-being and job satisfaction.
 Organizational Culture: The culture of an organization, including its values, norms, and practices,
can have a significant impact on QWL. A positive and supportive organizational culture can lead to
higher levels of employee engagement and satisfaction.
 Career Development: Opportunities for career growth and development are important aspects of
QWL. Employees who feel that they have opportunities to learn and advance in their careers are
likely to be more satisfied and engaged in their work.
 Employee Benefits: The benefits and perks offered by an organization, such as health insurance,
By Dr. Sandeep Kumar Rawat
B.COM- V1th Sem. HRM/ C010605T

retirement plans, and paid time off, can impact QWL. These benefits can help employees feel valued
and supported by their employer.
 Workload and Job Design: The design of jobs and the workload assigned to employees can impact
their QWL. Jobs that are meaningful, challenging, and allow for autonomy and creativity tend to
lead to higher levels of satisfaction and engagement.
 Employee Well-being: QWL also includes factors related to employee well-being, such as physical
health, mental health, and stress levels. Organizations that prioritize employee well-being tend to
have healthier, happier, and more productive employees.
Improving QWL can lead to a range of benefits for organizations, including increased employee satisfaction
and engagement, reduced turnover and absenteeism, and improved organizational performance. It requires
a holistic approach that considers the various factors that contribute to employees' experiences at work and
seeks to create a supportive and fulfilling work environment.

6. Workers' participation in management

Workers' participation in management refers to the involvement of employees in decision-making processes
and the management of their organization. This concept recognizes that employees are valuable stakeholders
in the organization and can contribute to its success through their knowledge, skills, and insights. Here are
some key aspects of workers' participation in management:
6.1 Forms of Participation:
 Consultative Participation: In this form, employees are consulted and their opinions are considered
in decision-making processes, but the final decision rests with management.
 Associative Participation: This form involves employees actively participating in decision-making
processes through representatives or committees. Management and employees collaborate to make
decisions.
 Administrative Participation: This form involves employees taking on roles and responsibilities
traditionally held by management, such as managing teams or projects.

6.2 Benefits:
 Improved Decision Making: Workers' participation can lead to better decision-making by
incorporating the perspectives and insights of employees who are directly involved in the work.
 Increased Employee Morale and Motivation: When employees feel that their voices are heard
and their opinions matter, they are likely to be more motivated and engaged in their work.
 Enhanced Productivity: Engaging employees in decision-making can lead to increased
productivity as employees are more invested in the outcomes of their work.
 Better Labor-Management Relations: Workers' participation can improve relations between labor
and management by fostering a sense of collaboration and mutual respect.
6.3 Challenges:
Resistance to Change: Some employees and managers may be resistant to the idea of workers'
participation, fearing a loss of control or increased complexity in decision-making processes.
Communication and Trust: Effective workers' participation requires open communication and trust
between employees and management, which can be challenging to establish and maintain.
Resource Constraints: Implementing workers' participation may require additional resources, such as
training and infrastructure, which can be a barrier for some organizations.
Workers' participation in management is not only a way to improve organizational performance but also a

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B.COM- V1th Sem. HRM/ C010605T

fundamental right of employees to have a say in matters that affect their work and livelihood. Organizations
that embrace workers' participation can benefit from the diverse perspectives and ideas that employees bring
to the table, leading to a more innovative and inclusive workplace.

MCQs

1. What is employee compensation?

A) The process of hiring employees
B) The salary and benefits paid to employees for their work
C) The training provided to employees
D) None of the above
Answer: B) The salary and benefits paid to employees for their work

2. What is the purpose of employee compensation?

A) To attract and retain talent
B) To increase employee turnover
C) To decrease employee motivation
D) None of the above
Answer: A) To attract and retain talent

3. What are examples of direct compensation?

A) Base salary
B) Bonuses
C) Stock options
D) All of the above
Answer: D) All of the above

4. What is indirect compensation?

A) Compensation paid directly to employees
B) Compensation paid to third parties on behalf of employees
C) Compensation paid in the form of non-monetary benefits
D) None of the above
Answer: C) Compensation paid in the form of non-monetary benefits

5. What are examples of indirect compensation?

A) Health insurance
B) Paid time off
C) Retirement benefits
D) All of the above
Answer: D) All of the above

6. What is a salary?
A) Payment for hours worked
B) Payment for completing specific tasks
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C) Fixed payment for a set period of time

D) None of the above
Answer: C) Fixed payment for a set period of time

7. What is a bonus?
A) Additional payment for exceeding performance targets
B) Fixed payment for a set period of time
C) Payment for completing specific tasks
D) None of the above
Answer: A) Additional payment for exceeding performance targets

8. What are stock options?

A) Options to purchase company stock at a fixed price
B) Options to purchase company products at a discount
C) Options to purchase company bonds
D) None of the above
Answer: A) Options to purchase company stock at a fixed price

9. What is the purpose of performance-based compensation?

A) To reward employees for their loyalty
B) To provide employees with a sense of security
C) To incentivize employees to perform at their best
D) None of the above
Answer: C) To incentivize employees to perform at their best

10. How does employee compensation impact employee motivation?

A) It has no impact on employee motivation
B) It can increase employee motivation
C) It can decrease employee motivation
D) None of the above
Answer: B) It can increase employee motivation

11. What is job evaluation?

A) The process of hiring employees
B) The process of determining the relative worth of jobs within an organization
C) The process of training employees
D) None of the above
Answer: B) The process of determining the relative worth of jobs within an organization

12. What is the purpose of job evaluation?

A) To determine employee compensation
B) To assess employee performance
C) To establish internal equity in pay
D) All of the above
Answer: C) To establish internal equity in pay
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13. What is job analysis?

A) The process of evaluating employee performance
B) The process of analyzing job requirements and responsibilities
C) The process of hiring employees
D) None of the above
Answer: B) The process of analyzing job requirements and responsibilities

14. What are the methods of job evaluation?

A) Ranking method
B) Classification method
C) Point method
D) All of the above
Answer: D) All of the above

15. What is the ranking method of job evaluation?

A) Jobs are ranked from highest to lowest based on their worth to the organization
B) Jobs are classified into grades or classes based on a predetermined set of criteria
C) Jobs are assigned points based on various factors such as skill, effort, and responsibility
D) None of the above
Answer: A) Jobs are ranked from highest to lowest based on their worth to the organization

16. What is the classification method of job evaluation?

A) Jobs are ranked from highest to lowest based on their worth to the organization
B) Jobs are classified into grades or classes based on a predetermined set of criteria
C) Jobs are assigned points based on various factors such as skill, effort, and responsibility
D) None of the above
Answer: B) Jobs are classified into grades or classes based on a predetermined set of criteria

17. What is the point method of job evaluation?

A) Jobs are ranked from highest to lowest based on their worth to the organization
B) Jobs are classified into grades or classes based on a predetermined set of criteria
C) Jobs are assigned points based on various factors such as skill, effort, and responsibility
D) None of the above
Answer: C) Jobs are assigned points based on various factors such as skill, effort, and responsibility

18. What factors are typically considered in job evaluation?

A) Skill, effort, and responsibility
B) Working conditions
C) Job complexity
D) All of the above
Answer: D) All of the above

19. How does job evaluation help organizations?

A) By ensuring fair and equitable compensation
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B.COM- V1th Sem. HRM/ C010605T

B) By improving employee morale

C) By increasing employee turnover
D) None of the above
Answer: A) By ensuring fair and equitable compensation

20. What is the role of job evaluation in compensation management?

A) To determine employee benefits
B) To establish pay grades and salary ranges
C) To assess employee performance
D) None of the above
Answer: B) To establish pay grades and salary ranges

21. What is performance appraisal?

A) The process of hiring employees
B) The process of evaluating employee performance
C) The process of training employees
D) None of the above
Answer: B) The process of evaluating employee performance

22. What is the purpose of performance appraisal?

A) To determine employee compensation
B) To assess employee skills and abilities
C) To provide feedback to employees
D) All of the above
Answer: D) All of the above

23. What are the common techniques used in performance appraisal?

A) Ranking method
B) Rating scales
C) Critical incident method
D) All of the above
Answer: D) All of the above

24. What is the ranking method of performance appraisal?

A) Employees are ranked from highest to lowest based on their performance
B) Employees are rated on a numerical scale
C) Supervisors keep a record of specific examples of employee performance
D) None of the above
Answer: A) Employees are ranked from highest to lowest based on their performance

25. What are rating scales in performance appraisal?

A) Employees are ranked from highest to lowest based on their performance
B) Employees are rated on a numerical scale
C) Supervisors keep a record of specific examples of employee performance
D) None of the above
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Answer: B) Employees are rated on a numerical scale

26. What is the critical incident method of performance appraisal?

A) Employees are ranked from highest to lowest based on their performance
B) Employees are rated on a numerical scale
C) Supervisors keep a record of specific examples of employee performance
D) None of the above
Answer: C) Supervisors keep a record of specific examples of employee performance

27. What is the graphic rating scale?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees are rated on a numerical scale
C) A performance appraisal method where supervisors provide written comments on employee performance
D) None of the above
Answer: B) A performance appraisal method where employees are rated on a numerical scale

28. What is the behaviorally anchored rating scale (BARS)?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees are rated on a numerical scale
C) A performance appraisal method where specific behaviors are used to evaluate performance
D) None of the above
Answer: C) A performance appraisal method where specific behaviors are used to evaluate performance

29. What is the 360-degree feedback method?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees are rated on a numerical scale
C) A performance appraisal method where feedback is collected from multiple sources
D) None of the above
Answer: C) A performance appraisal method where feedback is collected from multiple sources

30. What is the forced distribution method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees are rated on a numerical scale
C) A performance appraisal method where employees are categorized into predetermined groups
D) None of the above
Answer: C) A performance appraisal method where employees are categorized into predetermined groups

31. What is the management by objectives (MBO) method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees' performance is evaluated based on their achievement
of specific goals
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where employees' performance is evaluated based on their
achievement of specific goals
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32. What is the narrative method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees' performance is evaluated based on a narrative written
by the supervisor
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where employees' performance is evaluated based on a
narrative written by the supervisor

33. What is the self-appraisal method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees' performance is evaluated based on a self-assessment
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where employees' performance is evaluated based on a self-
assessment

34. What is the checklist method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where supervisors check off statements that describe an employee's
performance
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where supervisors check off statements that describe an
employee's performance

35. What is the peer review method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees' performance is evaluated by their peers
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where employees' performance is evaluated by their peers

36. What is job enlargement?

A) Adding more tasks of similar complexity to a job
B) Adding more tasks of higher complexity to a job
C) Increasing the number of jobs in an organization
D) None of the above
Answer: A) Adding more tasks of similar complexity to a job

37. What is job enrichment?

A) Adding more tasks of similar complexity to a job
B) Adding more tasks of higher complexity to a job
C) Increasing the number of jobs in an organization
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D) None of the above

Answer: B) Adding more tasks of higher complexity to a job

38. What is the purpose of job enlargement and job enrichment?

A) To reduce job satisfaction
B) To increase job variety and challenge
C) To decrease employee turnover
D) None of the above
Answer: B) To increase job variety and challenge

39. How does job enlargement differ from job enrichment?

A) Job enlargement focuses on increasing the complexity of tasks, while job enrichment focuses on adding
more tasks.
B) Job enlargement focuses on adding more tasks, while job enrichment focuses on increasing the
complexity of tasks.
C) Job enlargement and job enrichment are the same thing.
D) None of the above
Answer: B) Job enlargement focuses on adding more tasks, while job enrichment focuses on increasing the
complexity of tasks.

40. What are the benefits of job enlargement and job enrichment?
A) Increased job satisfaction
B) Improved employee motivation
C) Enhanced skill development
D) All of the above
Answer: D) All of the above

41. What is the impact of job enrichment on employee motivation?

A) It has no impact on employee motivation
B) It can increase employee motivation
C) It can decrease employee motivation
D) None of the above
Answer: B) It can increase employee motivation

42. How does job enrichment contribute to employee development?

A) By providing opportunities for growth and learning
B) By reducing job responsibilities
C) By limiting job scope
D) None of the above
Answer: A) By providing opportunities for growth and learning

43. What is the relationship between job enlargement, job enrichment, and job satisfaction?
A) Job enlargement and job enrichment always lead to higher job satisfaction
B) Job enlargement and job enrichment can contribute to higher job satisfaction
C) Job enlargement and job enrichment always lead to lower job satisfaction
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D) None of the above

Answer: B) Job enlargement and job enrichment can contribute to higher job satisfaction

44. How can organizations implement job enlargement and job enrichment?
A) By redesigning job roles to include more tasks and responsibilities
B) By providing employees with opportunities for skill development and growth
C) By increasing job variety and challenge
D) All of the above
Answer: D) All of the above

45. What is the role of job design in job enlargement and job enrichment?
A) Job design is not relevant to job enlargement and job enrichment
B) Job design involves creating jobs that are challenging and meaningful
C) Job design focuses on increasing the number of tasks in a job
D) None of the above
Answer: B) Job design involves creating jobs that are challenging and meaningful

46. What is Quality of Work Life (QWL)?

A) A measure of employee productivity
B) A measure of employee satisfaction with their work environment
C) A measure of employee turnover
D) None of the above
Answer: B) A measure of employee satisfaction with their work environment

47. What are the key components of QWL?

A) Job security
B) Work-life balance
C) Career development opportunities
D) All of the above
Answer: D) All of the above

48. Why is QWL important?

A) It improves employee morale and motivation
B) It reduces employee turnover and absenteeism
C) It enhances organizational performance
D) All of the above
Answer: D) All of the above

49. What is the role of management in improving QWL?

A) Providing competitive salaries
B) Creating a positive work culture
C) Offering flexible work arrangements
D) All of the above
Answer: D) All of the above

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B.COM- V1th Sem. HRM/ C010605T

50. What is the relationship between QWL and employee engagement?

A) QWL has no impact on employee engagement
B) QWL is positively related to employee engagement
C) QWL is negatively related to employee engagement
D) None of the above
Answer: B) QWL is positively related to employee engagement

51. How can organizations measure QWL?

A) Through employee satisfaction surveys
B) Through employee turnover rates
C) Through absenteeism rates
D) All of the above
Answer: A) Through employee satisfaction surveys

52. What is the role of work-life balance in QWL?

A) Work-life balance is not important for QWL
B) Work-life balance is essential for QWL
C) Work-life balance has a negative impact on QWL
D) None of the above
Answer: B) Work-life balance is essential for QWL

53. What are some strategies for improving QWL?

A) Providing opportunities for career advancement
B) Offering flexible work schedules
C) Creating a positive work environment
D) All of the above
Answer: D) All of the above

53. What is the impact of QWL on organizational performance?

A) QWL has no impact on organizational performance
B) QWL is negatively related to organizational performance
C) QWL is positively related to organizational performance
D) None of the above
Answer: C) QWL is positively related to organizational performance

54. What is the role of employee involvement in QWL?

A) Employee involvement is not important for QWL
B) Employee involvement is essential for QWL
C) Employee involvement has a negative impact on QWL
D) None of the above
Answer: B) Employee involvement is essential for QWL

55. What is Worker's Participation in Management (WPM)?

A) A process where workers take over the management of the organization
B) A process where workers have a say in decision-making processes that affect them
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C) A process where workers are involved in the hiring and firing of employees
D) None of the above
Answer: B) A process where workers have a say in decision-making processes that affect them

56. What is the purpose of WPM?

A) To improve labor relations
B) To increase employee motivation and productivity
C) To ensure that workers' interests are represented in management decisions
D) All of the above
Answer: D) All of the above

57. What are the levels of WPM?

A) Consultative
B) Associative
C) Administrative
D) All of the above
Answer: D) All of the above

58. What is the consultative level of WPM?

A) Workers are consulted on management decisions, but the final decision rests with management
B) Workers have equal decision-making power with management
C) Workers have no input in management decisions
D) None of the above
Answer: A) Workers are consulted on management decisions, but the final decision rests with management

59. What is the associative level of WPM?

A) Workers are consulted on management decisions, but the final decision rests with management
B) Workers have equal decision-making power with management
C) Workers have no input in management decisions
D) None of the above
Answer: B) Workers have equal decision-making power with management

60. What is the administrative level of WPM?

A) Workers are consulted on management decisions, but the final decision rests with management
B) Workers have equal decision-making power with management
C) Workers have no input in management decisions
D) None of the above
Answer: C) Workers have no input in management decisions

61. What is the role of WPM in improving industrial relations?

A) WPM has no impact on industrial relations
B) WPM can improve industrial relations by fostering cooperation between workers and management
C) WPM can worsen industrial relations by creating conflict between workers and management
D) None of the above
Answer: B) WPM can improve industrial relations by fostering cooperation between workers and
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management

62. What are the benefits of WPM?

A) Increased employee morale and job satisfaction
B) Improved communication between workers and management
C) Increased productivity and efficiency
D) All of the above
Answer: D) All of the above

63. What are the challenges of implementing WPM?

A) Resistance from management
B) Resistance from workers
C) Lack of trust between workers and management
D) All of the above
Answer: D) All of the above

64. How can organizations encourage WPM?

A) By providing training and education on WPM
B) By creating a culture of trust and collaboration
C) By implementing formal mechanisms for worker participation
D) All of the above
Answer: D) All of the above

65. What is the Law of Compensation?

A. It states that compensation should be based solely on employee performance.
B. It states that employees should be compensated based on the company's profitability.
C. It states that compensation should be fair and equitable based on the nature of the job.
D. It states that compensation should be higher for executives than for other employees.
Answer: C. It states that compensation should be fair and equitable based on the nature of the job.

66. Which of the following is NOT a component of compensation?

A. Base salary
B. Benefits
C. Bonuses
D. Job title
Answer: D. Job title

67. Which of the following is a factor influencing employee compensation?

A. Job performance
B. Industry standards
C. Geographic location
D. All of the above
Answer: D. All of the above

68. What is the purpose of employee welfare programs?

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A. To reduce employee turnover

B. To enhance employee morale and motivation
C. To comply with legal requirements
D. All of the above
Answer: D. All of the above

67. Which of the following is an example of an employee welfare program?

A. Health insurance
B. Paid time off
C. Retirement plans
D. All of the above
Answer: D. All of the above

69. Which of the following is NOT a benefit of employee welfare programs?

A. Increased productivity
B. Higher employee turnover
C. Improved employee morale
D. Enhanced company reputation
Answer: B. Higher employee turnover

70. What is the primary focus of the law of compensation?

A. Ensuring fair compensation for employees
B. Maximizing profits for the company
C. Minimizing costs for the company
D. None of the above
Answer: A. Ensuring fair compensation for employees

71. Which of the following is NOT a consideration in determining employee compensation? A. Employee
tenure
B. Job performance
C. Employee age
D. Market rates
Answer: C. Employee age

72. Which of the following is an example of indirect compensation?

A. Base salary
B. Bonuses
C. Health insurance
D. Overtime pay
Answer: C. Health insurance

73. Which of the following is a characteristic of a good compensation plan?

A. It is arbitrary and inconsistent.
B. It is transparent and easily understood.
C. It favors certain employees over others.
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D. It is inflexible and cannot be adjusted.

Answer: B. It is transparent and easily understood.

74. What is the purpose of benchmarking in compensation management?

A. To ensure that employees are paid below market rates
B. To compare the company's compensation practices with industry standards
C. To eliminate employee benefits
D. To reduce employee morale
Answer: B. To compare the company's compensation practices with industry standards

74. Which of the following is an example of a flexible benefit plan?

A. Defined benefit plan
B. Cafeteria plan
C. Profit-sharing plan
D. Stock option plan
Answer: B. Cafeteria plan

75. Which of the following is NOT a factor influencing employee welfare?

A. Company culture
B. Job satisfaction
C. Employee performance
D. Employee engagement
Answer: C. Employee performance

76. Which of the following is a key principle of employee welfare?

A. Providing minimal benefits to employees
B. Ignoring the impact of welfare programs on employees
C. Recognizing the importance of employee welfare
D. None of the above
Answer: C. Recognizing the importance of employee welfare

77. Which of the following is an example of a non-monetary benefit?

A. Bonus
B. Health insurance
C. Overtime pay
D. Commission
Answer: B. Health insurance

78. What is the purpose of a compensation survey?

A. To determine the most profitable compensation practices
B. To compare the company's compensation practices with industry standards
C. To eliminate employee benefits
D. To reduce employee morale
Answer: B. To compare the company's compensation practices with industry standards

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79. Which of the following is NOT a factor influencing employee compensation?

A. Geographic location
B. Employee gender
C. Job performance
D. Industry standards
Answer: B. Employee gender

80. What is the primary focus of employee welfare programs?

A. Reducing employee turnover
B. Enhancing employee morale and motivation
C. Complying with legal requirements
D. All of the above
Answer: B. Enhancing employee morale and motivation

81. Which of the following is NOT a benefit of employee welfare programs?

A. Increased productivity
B. Higher employee turnover
C. Improved employee morale
D. Enhanced company reputation
Answer: B. Higher employee turnover

82. Which of the following is an example of a direct compensation?

A. Health insurance
B. Overtime pay
C. Retirement plans
D. Paid time off
Answer: B. Overtime pay

83. When was the Trade Union Act enacted in India?

A. 1947
B. 1926
C. 1950
D. 1965
Answer: B. 1926

84. What is the minimum membership requirement for registering a trade union under the Trade Union Act?
A. 7 members
B. 10 members
C. 15 members
D. 20 members
Answer: C. 15 members

85. Which of the following is NOT a function of a registered trade union under the Trade Union Act?
A. Collective bargaining
B. Political lobbying
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C. Welfare of workers
D. Legal protection and support
Answer: B. Political lobbying

86. Can a trade union be registered with identical objectives as another existing trade union under the Trade
Union Act?
A. Yes
B. No
C. Only with permission from the government
D. None of the above
Answer: B. No

87. How many members of a trade union are required to give notice of a change of name under the Trade
Union Act?
A. 1/3 of the total members
B. 1/4 of the total members
C. 1/2 of the total members
D. 2/3 of the total members
Answer: C. 1/2 of the total members

88. Under the Trade Union Act, which of the following is NOT a disqualification for being an office bearer
of a trade union?
A. Insolvency
B. Criminal conviction involving moral turpitude
C. Non-attendance at union meetings
D. Soundness of mind
Answer: C. Non-attendance at union meetings

89. What is the maximum fine for a person who willfully and without any reasonable excuse contravenes
the provisions of the Trade Union Act?
A. Rs. 10,000
B. Rs. 20,000
C. Rs. 30,000
D. Rs. 40,000
Answer: A. Rs. 10,000

90. Which of the following is NOT a right conferred on a registered trade union under the Trade Union Act?
A. Right to take legal action on behalf of its members
B. Right to call for strikes
C. Right to acquire and hold property
D. Right to control the expenditure of its funds
Answer: B. Right to call for strikes

91. Which of the following is a valid reason for canceling the registration of a trade union under the Trade
Union Act?
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A. Non-payment of membership fees by members

B. Failure to submit annual returns
C. Participation in political activities
D. None of the above
Answer: B. Failure to submit annual returns

92. What is the minimum age requirement for being an office bearer of a trade union under the Trade Union
Act?
A. 18 years
B. 21 years
C. 25 years
D. 30 years
Answer: B. 21 years

93. When was the Payment of Wages Act enacted in India?

A. 1947
B. 1950
C. 1936
D. 1965
Answer: C. 1936

94. Under the Payment of Wages Act, what is the maximum wage period that can be fixed by the employer?
A. One month
B. Two months
C. Three months
D. Six months
Answer: A. One month

95. Which of the following is NOT included in the definition of "wages" under the Payment of Wages Act?
A. Bonus
B. Overtime pay
C. Gratuity
D. Commission
Answer: C. Gratuity

96. What is the maximum permissible deduction from wages under the Payment of Wages Act?
A. 50%
B. 75%
C. 90%
D. 100%
Answer: C. 90%

97. Which of the following is a duty of the employer under the Payment of Wages Act?
A. To provide free food to employees
B. To ensure timely payment of wages
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C. To deduct wages for any damage or loss

D. To fix the wage period without consulting employees
Answer: B. To ensure timely payment of wages

98. Which of the following is a penalty for contravening the provisions of the Payment of Wages Act?
A. Imprisonment for up to 3 months
B. Fine of up to Rs. 2,000
C. Both A and B
D. None of the above
Answer: C. Both A and B

99. Under the Payment of Wages Act, which authority is responsible for hearing claims regarding unpaid
wages?
A. Labor Court
B. Industrial Tribunal
C. Wage Board
D. Payment Authority
Answer: D. Payment Authority

100. What is the time limit for filing a claim for unpaid wages under the Payment of Wages Act?
A. 3 months
B. 6 months
C. 1 year
D. 2 years
Answer: A. 3 months

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

Unit- 4

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

1. Various welfare schemes and safety measures

Various welfare schemes and safety measures are implemented by organizations to ensure the well-being,
safety, and health of their employees. These initiatives are designed to create a safe and healthy work
environment, promote employee well-being, and enhance job satisfaction. Here are some common welfare
schemes and safety measures:

1.1 Health and Safety Programs:

Occupational Health and Safety (OHS) Policy: Establishing a comprehensive OHS policy that outlines the
organization's commitment to providing a safe and healthy work environment.
 Safety Training: Providing regular training to employees on safety procedures, hazard
identification, and emergency response.
 Safety Equipment: Providing appropriate safety equipment, such as personal protective equipment
(PPE), to employees working in hazardous environments.
 Workplace Inspections: Conducting regular inspections of the workplace to identify and mitigate
potential hazards.
 First Aid Facilities: Providing first aid facilities and training to employees to respond to
emergencies.
 Employee Assistance Programs (EAPs):
 EAPs offer counseling, support, and resources to employees facing personal or work-related
challenges, such as stress, mental health issues, or substance abuse.
 EAPs can help employees manage their personal and work lives more effectively, leading to
improved well-being and job satisfaction.

1.2 Health and Wellness Programs:

Fitness Programs: Offering fitness programs, gym memberships, or on-site fitness facilities to promote
physical well-being.
Health Screenings: Providing health screenings and check-ups to employees to detect and prevent health
issues.
Wellness Incentives: Offering incentives or rewards for employees who participate in wellness activities
or achieve health goals.

1.2.1 Employee Benefits:

 Health Insurance: Providing health insurance coverage to employees and their families to help
cover medical expenses.
 Retirement Plans: Offering retirement plans, such as pension plans or 401(k) plans, to help
employees plan for their future.
 Paid Time Off: Providing paid time off for vacations, holidays, and sick leave to help employees
maintain work-life balance.
 Social Security Schemes:
 Employee Provident Fund (EPF): A retirement benefit scheme that provides financial security to
employees after retirement.
 Employee State Insurance (ESI): A social security and health insurance scheme that provides
medical benefits to employees and their families.
By Dr. Sandeep Kumar Rawat
B.COM- V1th Sem. HRM/ C010605T

Implementing these welfare schemes and safety measures can help organizations create a positive work
environment, improve employee morale and retention, and enhance overall organizational performance.

2. Employee benefits
Employee benefits refer to non-wage compensation provided to employees in addition to their regular wages
or salaries. These benefits are designed to improve the overall compensation package and enhance the well-
being of employees. Employee benefits can take various forms and may include health insurance, retirement
plans, paid time off, and other perks. Here are some common types of employee benefits:

2.1 Health Insurance:

Health insurance covers medical expenses for employees and their dependents. It can include coverage for
hospitalization, surgery, prescription drugs, and preventive care.
2.1 Retirement Plans:
Retirement plans, such as 401(k) plans, pension plans, or Employee Provident Fund (EPF), help employees
save for retirement. Employers may contribute to these plans on behalf of employees.
2.3 Paid Time Off (PTO):
PTO includes vacation days, holidays, sick leave, and personal days that employees can take off with pay.
The amount of PTO varies depending on the employer and length of service.
2.4 Life Insurance:
Life insurance provides financial protection to employees' beneficiaries in the event of the employee's death.
Employers may offer basic life insurance as well as the option to purchase additional coverage.
2.5 Disability Insurance:
Disability insurance provides income replacement if an employee is unable to work due to a disability. It
can be short-term or long-term disability insurance.
2.6 Dental and Vision Insurance:
Dental insurance covers dental care expenses, such as check-ups, cleanings, and procedures. Vision
insurance covers eye care expenses, such as eye exams, glasses, and contact lenses.
2.7 Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs):
FSAs and HSAs allow employees to set aside pre-tax dollars to pay for eligible medical expenses. FSAs are
used with health insurance plans, while HSAs are used with high-deductible health plans.
2.8 Employee Assistance Programs (EAPs):
EAPs offer counseling, support, and resources to employees facing personal or work-related challenges,
such as stress, mental health issues, or substance abuse.
2.9 Educational Assistance:
Educational assistance programs provide financial support for employees' continuing education or job-
related courses. This can include tuition reimbursement or assistance with student loans.

2.10 Employee Discounts and Perks:

Employee discounts on products or services offered by the employer or external vendors, as well as other
perks such as gym memberships, wellness programs, or commuter benefits.
These are just a few examples of the many types of employee benefits that organizations may offer.
Employee benefits are an important part of the overall compensation package and can play a significant role
in attracting and retaining talented employees.
Salary, bonus, and commission are three common forms of remuneration or compensation provided to
employees. Each type of payment has its own characteristics and purpose within the overall compensation
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B.COM- V1th Sem. HRM/ C010605T

package:
a. Salary:
Salary is a fixed amount of money paid to an employee on a regular basis, typically monthly or bi-weekly,
regardless of the number of hours worked.
Salary is often associated with exempt employees, who are not eligible for overtime pay under the Fair
Labor Standards Act (FLSA) in the United States.
Salary is usually expressed as an annual amount and is often negotiated as part of the employment contract.
b. Bonus:
A bonus is an additional payment made to an employee, typically as a reward for achieving specific goals
or performance targets.
Bonuses can be based on individual performance, team performance, or company performance.
Bonuses can take various forms, such as cash bonuses, stock options, or profit-sharing.
c. Commission:
Commission is a form of variable pay based on a percentage of sales or revenue generated by an employee.
Commission is common in sales roles, where employees receive a commission for each sale they make.
Commission can be a significant part of total compensation for sales employees and is often used to
incentivize performance.
It's important to note that salary, bonus, and commission are not mutually exclusive, and many employees
may receive a combination of these forms of remuneration. The specific mix of salary, bonus, and
commission will depend on the nature of the job, the industry, and the individual's performance and
contribution to the organization.

3. Long-term incentives (LTIs) and perquisites (perks)

Long-term incentives (LTIs) and perquisites (perks) are additional components of executive compensation
packages that are designed to align the interests of executives with the long-term success of the organization.
These components are often used to attract and retain top talent and to motivate executives to achieve long-
term strategic goals. Here's an overview of each:
3.1 Long-Term Incentives (LTIs):
LTIs are compensation components that are tied to the long-term performance of the organization.
They are designed to reward executives for achieving specific long-term goals, such as increasing
shareholder value or achieving strategic milestones.
Common forms of LTIs include stock options, restricted stock units (RSUs), performance shares, and long-
term cash incentives.
LTIs are typically subject to a vesting period, during which the executive must remain with the organization
in order to receive the full value of the incentive.
3.2 Perquisites (Perks):
Perquisites, or perks, are non-monetary benefits provided to executives in addition to their regular
compensation.
Perks are often used to provide executives with additional incentives and rewards for their contributions to
the organization.
Common perks include company cars, executive club memberships, personal use of corporate aircraft, and
housing allowances.
Perks are often seen as a way to enhance the overall compensation package and to provide executives with
a higher standard of living.
While LTIs and perks can be effective tools for attracting and retaining top executive talent, they can also
By Dr. Sandeep Kumar Rawat
B.COM- V1th Sem. HRM/ C010605T

be controversial. Critics argue that excessive LTIs and perks can lead to executive pay that is out of
proportion to the performance of the organization and can create incentives for executives to focus on short-
term gains at the expense of long-term sustainability. As a result, many organizations are reevaluating their
executive compensation practices to ensure that they are aligned with the long-term interests of the
organization and its stakeholders.
4. Grievance handling
Grievance handling refers to the process of addressing and resolving employee grievances or complaints
related to their work environment, conditions, or treatment. Effective grievance handling is important for
maintaining a positive work environment, ensuring employee satisfaction, and preventing larger issues from
arising. Here are the key steps involved in grievance handling:
 Establish Grievance Procedures:
 Organizations should have clear and well-defined grievance procedures in place that outline the steps
employees should take to file a grievance and the process for handling and resolving grievances.
 Receive and Acknowledge Grievances:
 When an employee files a grievance, it should be received promptly, and the employee should be
acknowledged to indicate that their grievance is being taken seriously.
 Investigate the Grievance:
 Once a grievance is received, it should be thoroughly investigated to gather all relevant facts and
information. This may involve interviewing the employee, witnesses, and reviewing relevant
documents.
 Identify Possible Solutions:
 After investigating the grievance, identify possible solutions or resolutions to address the employee's
concerns. This could involve making changes to policies, procedures, or practices, providing
additional training or support, or taking disciplinary action if necessary.
 Communicate the Decision:
 Once a decision has been made on how to address the grievance, communicate the decision to the
employee in a clear and respectful manner. Provide any necessary explanations or reasoning behind
the decision.
 Follow Up:
 After the grievance has been resolved, follow up with the employee to ensure that the resolution has
been effective and that they are satisfied with the outcome. This can help prevent similar issues from
arising in the future.
 Monitor and Evaluate:
 It's important to monitor the effectiveness of the grievance handling process and to evaluate whether
any changes or improvements are needed. This can help ensure that the process remains fair,
transparent, and effective.
Effective grievance handling can help build trust and credibility within the organization, improve employee
morale and satisfaction, and contribute to a positive and productive work environment. By addressing
grievances promptly and fairly, organizations can prevent larger issues from arising and maintain a positive
relationship with their employees.

5. Discipline
Discipline in the workplace refers to the rules, regulations, and procedures that are in place to ensure that
employees behave in a manner that is acceptable and conducive to a productive work environment. It
By Dr. Sandeep Kumar Rawat
B.COM- V1th Sem. HRM/ C010605T

involves setting expectations for employee behavior, enforcing those expectations consistently, and
addressing any deviations from those expectations through corrective action when necessary. Here's a closer
look at discipline in the workplace:

a. Meaning:
Discipline involves establishing and communicating clear guidelines for employee behavior, as well as the
consequences for violating those guidelines.
It includes monitoring employee behavior to ensure compliance with established rules and addressing any
issues that arise promptly and effectively.
b. Importance:
 Maintaining Order and Productivity: Discipline helps maintain order and ensures that employees
adhere to organizational policies and procedures, which is essential for maintaining a productive
work environment.
 Ensuring Fairness and Consistency: A fair and consistent approach to discipline ensures that all
employees are treated equally and that disciplinary actions are applied consistently across the
organization.
 Protecting the Organization: Discipline helps protect the organization from legal and financial
risks by ensuring compliance with laws, regulations, and internal policies.
 Promoting Accountability: Discipline promotes accountability among employees by holding them
responsible for their actions and behaviors.
In summary, discipline is essential for maintaining order, promoting fairness and consistency, protecting
the organization, and promoting accountability. A well-defined and consistently enforced discipline policy
can help create a positive work environment where employees understand the expectations for their behavior
and the consequences of failing to meet those expectations.

6. Collective Bargaining

Collective Bargaining is a process in which representatives of employees (usually labor unions) negotiate
with employers to reach agreements on wages, working conditions, benefits, and other terms and conditions
of employment. It is a key mechanism for resolving disputes and establishing mutually beneficial
agreements between labor and management. Here's a closer look at collective bargaining:

6.1 Meaning:
Collective bargaining is a process of negotiation between employers and a group of employees (often
represented by a labor union) to determine the terms and conditions of employment.
It involves bargaining over issues such as wages, working hours, benefits, job security, and grievance
procedures.

6.2 Importance:
 Balancing Power: Collective bargaining helps to balance the power between employers and
employees by allowing employees to negotiate as a group rather than as individuals.
 Ensuring Fairness: Collective bargaining helps ensure that employees receive fair wages, benefits,
and working conditions, and that their rights are protected.
 Resolving Disputes: Collective bargaining provides a mechanism for resolving disputes between

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

labor and management in a peaceful and orderly manner, reducing the likelihood of strikes or other
forms of industrial action.
 Promoting Economic Stability: Collective bargaining can contribute to economic stability by
providing a framework for negotiating wage increases that are in line with productivity growth.
6.3 Process:
 Preparation: Both labor and management prepare for negotiations by gathering information, setting
goals, and identifying priorities.
 Negotiation: Negotiations take place between representatives of labor and management, often with
the assistance of mediators or arbitrators.
 Agreement: If an agreement is reached, it is formalized in a collective bargaining agreement (CBA)
that outlines the terms and conditions of employment for the bargaining unit.
 Implementation: Once an agreement is reached, both parties work to implement and adhere to its
terms.
 Monitoring and Enforcement: The CBA is monitored and enforced by both parties to ensure that
its provisions are being followed.
 Collective bargaining is an important process for ensuring that employees have a voice in their
workplaces and that their interests are taken into account in employment decisions. By providing a
framework for negotiation and dispute resolution, collective bargaining helps to promote fairness,
stability, and cooperation in labor-management relations.

1. What is the purpose of welfare schemes?

A) To provide financial assistance to employees
B) To improve the quality of life of employees
C) To increase employee productivity
D) None of the above
Answer: B) To improve the quality of life of employees

2. Which of the following is an example of a welfare scheme?

A) Employee training program
B) Health insurance coverage
C) Performance bonus
D) None of the above
Answer: B) Health insurance coverage

3. What is the role of welfare schemes in employee retention?

A) Welfare schemes have no impact on employee retention
B) Welfare schemes can improve employee retention by enhancing job satisfaction
C) Welfare schemes can decrease employee retention by increasing costs for the organization
D) None of the above
Answer: B) Welfare schemes can improve employee retention by enhancing job satisfaction

4. Which of the following is a social security scheme?

A) Employee assistance program

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B.COM- V1th Sem. HRM/ C010605T

B) Provident fund
C) Performance appraisal
D) None of the above
Answer: B) Provident fund

5. What is the purpose of a housing scheme?

A) To provide employees with affordable housing
B) To provide employees with transportation
C) To provide employees with health care
D) None of the above
Answer: A) To provide employees with affordable housing

6. Which of the following is a recreational scheme?

A) Employee counseling program
B) Employee gym membership
C) Employee training program
D) None of the above
Answer: B) Employee gym membership

7. What is the role of welfare schemes in promoting employee well-being?

A) Welfare schemes have no impact on employee well-being
B) Welfare schemes can improve employee well-being by providing support and resources
C) Welfare schemes can decrease employee well-being by increasing stress
D) None of the above
Answer: B) Welfare schemes can improve employee well-being by providing support and resources

8. Which of the following is a financial assistance scheme?

A) Employee counseling program
B) Employee loan program
C) Employee training program
D) None of the above
Answer: B) Employee loan program

9. What is the purpose of an educational scheme?

A) To provide employees with financial assistance for education
B) To provide employees with career counseling
C) To provide employees with transportation
D) None of the above
Answer: A) To provide employees with financial assistance for education

10. Which of the following is a health scheme?

A) Employee loan program
B) Employee health insurance
C) Employee counseling program
D) None of the above
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B.COM- V1th Sem. HRM/ C010605T

Answer: B) Employee health insurance

11. What is the primary goal of safety measures in the workplace?

A) To reduce employee turnover
B) To increase employee productivity
C) To prevent accidents and injuries
D) None of the above
Answer: C) To prevent accidents and injuries

12. What is Personal Protective Equipment (PPE)?

A) Equipment used to protect employees from physical harm
B) Equipment used to enhance employee performance
C) Equipment used to increase employee comfort
D) None of the above
Answer: A) Equipment used to protect employees from physical harm

13. Which of the following is an example of PPE?

A) Safety goggles
B) Office chair
C) Printer
D) None of the above
Answer: A) Safety goggles

14. What is the role of safety signs in the workplace?

A) To provide information on safety procedures
B) To increase employee awareness of safety hazards
C) To guide employees to safety exits
D) All of the above
Answer: D) All of the above

15. What is the purpose of safety training?

A) To increase employee turnover
B) To reduce employee productivity
C) To educate employees about safety procedures and practices
D) None of the above
Answer: C) To educate employees about safety procedures and practices

16. What is the role of safety inspections in the workplace?

A) To identify and eliminate safety hazards
B) To increase employee workload
C) To reduce employee morale
D) None of the above
Answer: A) To identify and eliminate safety hazards

17. What is the purpose of emergency drills?

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B.COM- V1th Sem. HRM/ C010605T

A) To simulate emergency situations and practice response procedures

B) To increase employee stress
C) To reduce employee engagement
D) None of the above
Answer: A) To simulate emergency situations and practice response procedures

18. What is the role of safety committees in the workplace?

A) To increase safety hazards
B) To reduce safety awareness
C) To promote safety and health initiatives
D) None of the above
Answer: C) To promote safety and health initiatives

19. What is the purpose of safety audits?

A) To increase safety hazards
B) To identify areas for improvement in safety practices
C) To reduce employee engagement
D) None of the above
Answer: B) To identify areas for improvement in safety practices

20. What is the role of safety regulations in the workplace?

A) To promote unsafe practices
B) To reduce safety hazards
C) To increase accidents
D) None of the above
Answer: B) To reduce safety hazards

21. What are employee benefits?

A) Additional payments made to employees for overtime work
B) Non-monetary rewards provided to employees in addition to their regular salary
C) Bonuses given to employees for achieving sales targets
D) None of the above
Answer: B) Non-monetary rewards provided to employees in addition to their regular salary

22. Which of the following is an example of an employee benefit?

A) Performance bonus
B) Overtime pay
C) Health insurance
D) None of the above
Answer: C) Health insurance

23. What is the purpose of employee benefits?

A) To reduce employee turnover
B) To attract and retain employees
C) To increase employee productivity
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B.COM- V1th Sem. HRM/ C010605T

D) All of the above

Answer: D) All of the above

24. Which of the following is a statutory employee benefit?

A) Health insurance
B) Paid time off
C) Workers' compensation
D) None of the above
Answer: C) Workers' compensation

25. What are the types of employee benefits?

A) Monetary and non-monetary
B) Performance-based and time-based
C) Health-related and travel-related
D) None of the above
Answer: A) Monetary and non-monetary

26. Which of the following is a non-monetary employee benefit?

A) Overtime pay
B) Health insurance
C) Paid time off
D) None of the above
Answer: C) Paid time off

27. What is the role of employee benefits in attracting talent?

A) Employee benefits have no impact on talent attraction
B) Employee benefits can attract talent by offering competitive compensation packages
C) Employee benefits can attract talent by offering limited benefits
D) None of the above
Answer: B) Employee benefits can attract talent by offering competitive compensation packages

28. Which of the following is a retirement benefit?

A) Health insurance
B) Pension plan
C) Paid time off
D) None of the above
Answer: B) Pension plan

29. What is the purpose of health insurance as an employee benefit?

A) To provide financial assistance for vacations
B) To provide financial assistance for medical expenses
C) To provide financial assistance for housing
D) None of the above
Answer: B) To provide financial assistance for medical expenses

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B.COM- V1th Sem. HRM/ C010605T

10. What is the role of employee benefits in employee retention?

A) Employee benefits have no impact on employee retention
B) Employee benefits can improve employee retention by increasing job satisfaction
C) Employee benefits can decrease employee retention by increasing costs for the organization
D) None of the above
Answer: B) Employee benefits can improve employee retention by increasing job satisfaction

31. What are fringe benefits?

A) Additional payments made to employees for overtime work
B) Non-monetary benefits provided to employees in addition to their regular salary
C) Performance-based incentives
D) None of the above
Answer: B) Non-monetary benefits provided to employees in addition to their regular salary

32. Which of the following is an example of a fringe benefit?

A) Overtime pay
B) Health insurance
C) Performance bonus
D) None of the above
Answer: B) Health insurance

33. What is the purpose of fringe benefits?

A) To reduce employee turnover
B) To attract and retain employees
C) To increase employee productivity
D) All of the above
Answer: D) All of the above

34. Which of the following is a statutory fringe benefit?

A) Health insurance
B) Paid time off
C) Workers' compensation
D) None of the above
Answer: C) Workers' compensation

35. What is the role of fringe benefits in employee motivation?

A) Fringe benefits have no impact on employee motivation
B) Fringe benefits can increase employee motivation by enhancing job satisfaction
C) Fringe benefits can decrease employee motivation by increasing costs for the organization
D) None of the above
Answer: B) Fringe benefits can increase employee motivation by enhancing job satisfaction

36. What are the components of remuneration?

A) Salary, bonus, commission
B) Health insurance, paid time off, retirement benefits
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B.COM- V1th Sem. HRM/ C010605T

C) Overtime pay, performance incentives, travel allowances

D) None of the above
Answer: A) Salary, bonus, commission

37. What is salary?

A) A fixed regular payment made to an employee for their work
B) A variable payment made to an employee based on their performance
C) A one-time payment made to an employee for a specific task
D) None of the above
Answer: A) A fixed regular payment made to an employee for their work

38. What is a bonus?

A) A fixed regular payment made to an employee for their work
B) A variable payment made to an employee based on their performance
C) A one-time payment made to an employee for a specific task
D) None of the above
Answer: C) A one-time payment made to an employee for a specific task

38. What is commission?

A) A fixed regular payment made to an employee for their work
B) A variable payment made to an employee based on their performance
C) A one-time payment made to an employee for a specific task
D) None of the above
Answer: B) A variable payment made to an employee based on their performance

39. How do fringe benefits and remuneration contribute to employee satisfaction?

A) They have no impact on employee satisfaction
B) They can increase employee satisfaction by providing financial security and recognition
C) They can decrease employee satisfaction by increasing workload
D) None of the above
Answer: B) They can increase employee satisfaction by providing financial security and recognition

40. What are Long Term Incentives (LTI)?

A) Benefits provided to employees for a short duration
B) Benefits provided to employees for a long duration
C) Benefits provided to employees upon retirement
D) None of the above
Answer: B) Benefits provided to employees for a long duration

41. Which of the following is an example of a Long Term Incentive (LTI)?

A) Performance bonus
B) Stock options
C) Health insurance
D) None of the above
Answer: B) Stock options
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B.COM- V1th Sem. HRM/ C010605T

42. What is the purpose of Long Term Incentives (LTI)?

A) To provide short-term financial benefits to employees
B) To attract and retain key employees over the long term
C) To increase employee turnover
D) None of the above
Answer: B) To attract and retain key employees over the long term

43. What are perquisites (perks)?

A) Financial benefits provided to employees
B) Non-monetary benefits provided to employees in addition to their salary
C) Benefits provided to employees upon retirement
D) None of the above
Answer: B) Non-monetary benefits provided to employees in addition to their salary

44. Which of the following is an example of a perquisite (perk)?

A) Performance bonus
B) Company car
C) Paid time off
D) None of the above
Answer: B) Company car

45. What is the purpose of perquisites (perks)?

A) To reduce employee turnover
B) To attract and retain employees
C) To increase employee productivity
D) All of the above
Answer: D) All of the above

46. How do Long Term Incentives (LTI) differ from perquisites?

A) LTIs are short-term benefits, while perquisites are long-term benefits
B) LTIs are monetary benefits, while perquisites are non-monetary benefits
C) LTIs are provided to all employees, while perquisites are provided to key employees
D) None of the above
Answer: B) LTIs are monetary benefits, while perquisites are non-monetary benefits

47. What is the role of Long Term Incentives (LTI) in executive compensation?
A) LTIs have no impact on executive compensation
B) LTIs can form a significant portion of executive compensation, aligning their interests with those of the
company
C) LTIs are only provided to non-executive employees
D) None of the above
Answer: B) LTIs can form a significant portion of executive compensation, aligning their interests with
those of the company

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B.COM- V1th Sem. HRM/ C010605T

48. Which of the following is a common form of Long Term Incentive (LTI)?
A) Performance bonus
B) Stock grants
C) Paid time off
D) None of the above
Answer: B) Stock grants

49. What is the purpose of perquisites (perks) in executive compensation?

A) To reduce executive turnover
B) To provide additional benefits to executives
C) To align executive interests with those of the company
D) None of the above
Answer: B) To provide additional benefits to executives

50. What is a grievance?

A) An employee's dissatisfaction with their salary
B) An employee's complaint against management regarding working conditions or treatment
C) An employee's request for a promotion
D) None of the above
Answer: B) An employee's complaint against management regarding working conditions or treatment

51. What is the purpose of grievance handling?

A) To increase employee turnover
B) To provide a mechanism for employees to address their concerns
C) To decrease employee satisfaction
D) None of the above
Answer: B) To provide a mechanism for employees to address their concerns

52. Who is responsible for handling grievances in an organization?

A) Human Resources department
B) Front-line supervisors
C) Top management
D) All of the above
Answer: D) All of the above

53. What is the first step in grievance handling?

A) Mediation
B) Filing a formal complaint
C) Informal discussion between the employee and supervisor
D) None of the above
Answer: C) Informal discussion between the employee and supervisor

54. What is the purpose of the formal grievance procedure?

A) To increase conflict between employees and management
B) To provide a structured process for resolving grievances that cannot be resolved informally
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C) To discourage employees from raising grievances

D) None of the above
Answer: B) To provide a structured process for resolving grievances that cannot be resolved informally

55. How can organizations prevent grievances?

A) By ignoring employee complaints
B) By providing a positive work environment and addressing issues promptly
C) By increasing workload
D) None of the above
Answer: B) By providing a positive work environment and addressing issues promptly

56. What is the role of mediation in grievance handling?

A) To escalate conflicts between employees and management
B) To provide a neutral third party to help resolve conflicts
C) To avoid addressing employee concerns
D) None of the above
Answer: B) To provide a neutral third party to help resolve conflicts

57. What is the purpose of grievance redressal?

A) To increase employee dissatisfaction
B) To resolve employee complaints and improve employee morale
C) To discourage employees from raising grievances
D) None of the above
Answer: B) To resolve employee complaints and improve employee morale

58. Which of the following is a benefit of effective grievance handling?

A) Increased employee turnover
B) Improved employee morale and productivity
C) Decreased organizational effectiveness
D) None of the above
Answer: B) Improved employee morale and productivity

59. How can organizations improve their grievance handling process?

A) By ignoring employee complaints
B) By providing training to supervisors and managers on conflict resolution
C) By discouraging employees from raising grievances
D) None of the above
Answer: B) By providing training to supervisors and managers on conflict resolution

60. What is discipline in the workplace?

A) Punishing employees for mistakes
B) Ensuring employees follow rules and regulations
C) Ignoring employee behavior
D) None of the above
Answer: B) Ensuring employees follow rules and regulations
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B.COM- V1th Sem. HRM/ C010605T

61. Why is discipline important in an organization?

A) To increase employee turnover
B) To maintain order and productivity
C) To discourage employees from working
D) None of the above
Answer: B) To maintain order and productivity

62. What is the purpose of disciplinary action?

A) To reward employees for good behavior
B) To punish employees for mistakes
C) To correct employee behavior and improve performance
D) None of the above
Answer: C) To correct employee behavior and improve performance

63. Who is responsible for enforcing discipline in an organization?

A) Human Resources department
B) Front-line supervisors
C) Top management
D) All of the above
Answer: D) All of the above

64. What is the first step in handling disciplinary issues?

A) Termination
B) Counseling or informal discussion
C) Suspension
D) None of the above
Answer: B) Counseling or informal discussion

65. What is the purpose of progressive discipline?

A) To escalate disciplinary actions quickly
B) To give employees multiple chances to improve their behavior
C) To discourage employees from working
D) None of the above
Answer: B) To give employees multiple chances to improve their behavior

66. How can organizations promote discipline?

A) By ignoring employee behavior
B) By establishing clear rules and consequences
C) By increasing employee workload
D) None of the above
Answer: B) By establishing clear rules and consequences

67. What is the role of counseling in disciplinary action?

A) To punish employees for mistakes
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B) To help employees understand and correct their behavior

C) To discourage employees from working
D) None of the above
Answer: B) To help employees understand and correct their behavior

68. What is the impact of effective discipline on employee morale?

A) Decreased employee morale
B) Increased employee morale
C) No impact on employee morale
D) None of the above
Answer: B) Increased employee morale

69. How can organizations ensure fair disciplinary practices?

A) By applying different standards to different employees
B) By providing training on disciplinary procedures
C) By ignoring disciplinary issues
D) None of the above
Answer: B) By providing training on disciplinary procedures

70. What is collective bargaining?

A) A negotiation process between individual employees and their employers
B) A negotiation process between labor unions and employers on behalf of employees
C) A process of disciplining employees collectively
D) None of the above
Answer: B) A negotiation process between labor unions and employers on behalf of employees

71. Why is collective bargaining important?

A) To increase employee turnover
B) To establish terms and conditions of employment
C) To discourage employees from working
D) None of the above
Answer: B) To establish terms and conditions of employment

72. Who participates in collective bargaining?

A) Individual employees
B) Labor unions
C) Employers
D) All of the above
Answer: D) All of the above

73. What is the role of a labor union in collective bargaining?

A) To represent the interests of individual employees
B) To negotiate with employers on behalf of employees
C) To discipline employees
D) None of the above
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B.COM- V1th Sem. HRM/ C010605T

Answer: B) To negotiate with employers on behalf of employees

74. What is the collective bargaining process?

A) A one-time negotiation between labor unions and employers
B) A continuous process of negotiation, implementation, and administration of collective agreements
C) A process of disciplining employees
D) None of the above
Answer: B) A continuous process of negotiation, implementation, and administration of collective
agreements

75. What is a collective agreement?

A) An agreement between labor unions and employers on disciplinary measures
B) An agreement between labor unions and employers on terms and conditions of employment
C) An agreement between employees and employers on working hours
D) None of the above
Answer: B) An agreement between labor unions and employers on terms and conditions of employment

76. How does collective bargaining benefit employees?

A) By increasing employee turnover
B) By improving wages, benefits, and working conditions
C) By decreasing job security
D) None of the above
Answer: B) By improving wages, benefits, and working conditions

77. How does collective bargaining benefit employers?

A) By increasing employee turnover
B) By providing a structured process for addressing employee concerns
C) By decreasing employee productivity
D) None of the above
Answer: B) By providing a structured process for addressing employee concerns
79. What is the importance of good faith bargaining in collective bargaining?
A) To discourage employees from working
B) To ensure that both parties negotiate with sincerity and honesty
C) To increase conflict between labor unions and employers
D) None of the above
Answer: B) To ensure that both parties negotiate with sincerity and honesty

80. What is the role of a mediator in collective bargaining?

A) To increase conflict between labor unions and employers
B) To provide a neutral third party to help resolve disputes
C) To discourage employees from raising concerns
D) None of the above
Answer: B) To provide a neutral third party to help resolve disputes

81. Which of the following is NOT a requirement for deductions from wages under the Payment of Wages
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Act?
A. The employee's consent
B. A notice in writing
C. The deduction is made for a lawful purpose
D. The deduction does not exceed 25% of the wages
Answer: D. The deduction does not exceed 25% of the wages

83.What is the objective of the Payment of Wages Act?

A. To ensure timely payment of wages
B. To fix the maximum working hours per day
C. To regulate the payment of bonus
D. To provide for the welfare of workers
Answer: A. To ensure timely payment of wages

84. When was the Factories Act first enacted in India?

A. 1947
B. 1926
C. 1950
D. 1936
Answer: B. 1926

85. What is the minimum number of workers required for a premises to be considered a factory under the
Factories Act?
A. 10
B. 20
C. 30
D. 50
Answer: B. 20

86. Under the Factories Act, what is the maximum number of hours of work per week, including overtime?
A. 40 hours
B. 48 hours
C. 50 hours
D. 60 hours
Answer: B. 48 hours

87. Which of the following is NOT a provision of the Factories Act regarding the health and safety of
workers?
A. Provision of first aid facilities
B. Proper ventilation in work areas
C. Regular medical check-ups for workers
D. Minimum wage requirements
Answer: D. Minimum wage requirements

88. What is the maximum permissible limit for overtime work in a factory in a quarter under the Factories
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B.COM- V1th Sem. HRM/ C010605T

Act?
A. 50 hours
B. 75 hours
C. 100 hours
D. 125 hours
Answer: C. 100 hours

89. Which of the following is NOT required to be displayed in a factory under the Factories Act?
A. Notice of weekly holidays
B. Abstract of the Act and Rules
C. List of fines imposed on workers
D. Schedule of employment
Answer: C. List of fines imposed on workers

90. Under the Factories Act, what is the minimum age for employment in a factory?
A. 14 years
B. 16 years
C. 18 years
D. 21 years
Answer: A. 14 years

91. Which of the following is a requirement for factories employing women and children under the Factories
Act?
A. Provision of crèche facilities
B. Payment of higher wages
C. Exemption from overtime work
D. Reduced working hours
Answer: A. Provision of crèche facilities

92. Which authority is responsible for the enforcement of the Factories Act?
A. Ministry of Labor and Employment
B. Factory Inspectorate
C. National Human Rights Commission
D. Labor Court
Answer: B. Factory Inspectorate

93. What is the penalty for obstructing an Inspector appointed under the Factories Act?
A. Imprisonment for up to 3 months
B. Fine of up to Rs. 10,000
C. Both A and B
D. None of the above
Answer: C. Both A and B

94. Under the Factories Act, what is the maximum permissible limit for overtime work in a day?
A. 8 hours
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B.COM- V1th Sem. HRM/ C010605T

B. 10 hours
C. 12 hours
D. 14 hours
Answer: C. 12 hours

95. Which of the following is NOT a provision of the Factories Act regarding the welfare of workers?
A. Cleanliness
B. Canteen facilities
C. Payment of wages
D. Drinking water facilities
Answer: C. Payment of wages

96. What is the maximum permissible limit for weekly working hours under the Factories Act?
A. 40 hours
B. 48 hours
C. 50 hours
D. 60 hours
Answer: B. 48 hours

97. Which of the following is a duty of the occupier of a factory under the Factories Act?
A. Providing proper lighting in work areas
B. Ensuring proper ventilation in work areas
C. Employing children under 14 years of age
D. None of the above
Answer: A. Providing proper lighting in work areas

98. Under the Factories Act, what is the minimum number of workers required for a canteen to be provided
in a factory?
A. 75
B. 100
C. 150
D. 200
Answer: B. 100

99. Which of the following is a duty of a worker under the Factories Act?
A. Reporting unsafe conditions to the Inspector
B. Providing false information to the Inspector
C. Obstructing the Inspector in the performance of their duties
D. None of the above
Answer: A. Reporting unsafe conditions to the Inspector

100. Under the Factories Act, what is the maximum permissible limit for weekly working hours for adult
workers?
A. 40 hours
B. 48 hours
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B.COM- V1th Sem. HRM/ C010605T

C. 50 hours
D. 60 hours
Answer: B. 48 hours

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

Model Paper

B.com (Part VI) EXAMINATION, 2024

(New Course)
HUMAN RESOURCE MANAGEMENT

1. What is the primary role of an HR manager?

A) To oversee financial management
B) To manage human capital within an organization
C) To develop marketing strategies
D) None of the above
Answer: B) To manage human capital within an organization

2. Which of the following is a key competency of an HR manager?

A) Financial analysis
B) Employee relations
C) Product development
D) None of the above
Answer: B) Employee relations

3. What is the role of an HR manager in recruitment and selection?

A) To develop marketing campaigns
B) To attract and select qualified candidates
C) To manage production processes
D) None of the above
Answer: B) To attract and select qualified candidates

4. Which of the following is a competency related to employee development?

A) Budget management
B) Training and coaching
C) Supply chain management
D) None of the above
Answer: B) Training and coaching

5. What is the role of an HR manager in performance management?

A) To manage inventory
B) To evaluate employee performance
C) To develop pricing strategies
D) None of the above
Answer: B) To evaluate employee performance

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B.COM- V1th Sem. HRM/ C010605T

6. Which of the following is a competency related to organizational development?

A) Sales forecasting
B) Change management
C) Quality control
D) None of the above
Answer: B) Change management

7. What is the role of an HR manager in employee relations?

A) To oversee production processes
B) To resolve conflicts and grievances
C) To manage financial reporting
D) None of the above
Answer: B) To resolve conflicts and grievances

8. Which of the following is a key competency in strategic planning for an HR manager?

A) Inventory management
B) Business acumen
C) Production scheduling
D) None of the above
Answer: B) Business acumen

9. What is the role of an HR manager in compensation and benefits?

A) To develop marketing strategies
B) To administer employee salaries and benefits
C) To manage supply chain operations
D) None of the above
Answer: B) To administer employee salaries and benefits

10. Which of the following is a competency related to legal and ethical behavior in HR management?
A) Financial forecasting
B) Compliance with labor laws
C) Production efficiency
D) None of the above
Answer: B) Compliance with labor laws

11. What is the primary objective of HRM policies?

A) To maximize profits
B) To ensure employee satisfaction
C) To comply with legal requirements
D) All of the above
Answer: B) To ensure employee satisfaction

12. Which of the following is a characteristic of traditional HRM policies?

A) Focus on employee development
B) Emphasis on employee empowerment
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C) Hierarchical decision-making
D) None of the above
Answer: C) Hierarchical decision-making

13. What is the role of HRM policies in organizational culture?

A) To preserve existing culture
B) To promote diversity and inclusion
C) To encourage innovation
D) All of the above
Answer: D) All of the above

14. Which of the following is a modern trend in HRM policies?

A) Flexible work arrangements
B) Strict hierarchical structure
C) Centralized decision-making
D) None of the above
Answer: A) Flexible work arrangements

15. How do HRM policies contribute to organizational performance?

A) By improving employee morale
B) By enhancing productivity
C) By reducing employee turnover
D) All of the above
Answer: D) All of the above

16. What is the impact of technology on HRM policies?

A) It has no impact
B) It has made HRM policies more flexible
C) It has made HRM policies more rigid
D) None of the above
Answer: B) It has made HRM policies more flexible

17. Which of the following is a trend in HRM policies related to employee development?
A) Focus on continuous learning
B) Limited training opportunities
C) Emphasis on individual competition
D) None of the above
Answer: A) Focus on continuous learning

18. How do HRM policies adapt to changes in the external environment?

A) By remaining static
B) By being flexible and responsive
C) By ignoring external changes
D) None of the above
Answer: B) By being flexible and responsive
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B.COM- V1th Sem. HRM/ C010605T

19. What is the role of HRM policies in talent management?

A) To discourage talent development
B) To attract and retain talent
C) To limit career growth opportunities
D) None of the above
Answer: B) To attract and retain talent

20. How do HRM policies support organizational change?

A) By resisting change
B) By facilitating change management
C) By maintaining the status quo
D) None of the above
Answer: B) By facilitating change management

21. What is one of the emerging challenges faced by HRM in the digital age?
A) Decreased reliance on technology
B) Difficulty in accessing employee data
C) Managing remote and virtual teams
D) None of the above
Answer: C) Managing remote and virtual teams

22. How does globalization impact HRM?

A) It reduces cultural diversity
B) It increases the need for cross-cultural communication
C) It limits international recruitment
D) None of the above
Answer: B) It increases the need for cross-cultural communication

23. Which of the following is a challenge related to workforce diversity in HRM?

A) Decreased creativity and innovation
B) Difficulty in managing cultural differences
C) Limited employee engagement
D) None of the above
Answer: B) Difficulty in managing cultural differences

24. How does the gig economy affect HRM practices?

A) It reduces the need for flexible work arrangements
B) It increases the use of traditional employment contracts
C) It requires new approaches to talent management
D) None of the above
Answer: C) It requires new approaches to talent management

25. What is a challenge of HRM in relation to technology?

A) Increased reliance on manual processes
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B.COM- V1th Sem. HRM/ C010605T

B) Difficulty in ensuring data privacy and security

C) Limited use of automation
D) None of the above
Answer: B) Difficulty in ensuring data privacy and security

26. How does demographic changes impact HRM?

A) It reduces the need for age diversity
B) It increases the need for flexible work arrangements
C) It limits the use of technology in HRM
D) None of the above
Answer: B) It increases the need for flexible work arrangements

27.What are internal sources of recruitment?

A) Hiring employees from outside the organization
B) Promoting or transferring employees from within the organization
C) Hiring through recruitment agencies
D) None of the above
Answer: B) Promoting or transferring employees from within the organization

28. What is an advantage of internal sources of recruitment?

A) It brings fresh perspectives to the organization
B) It is cost-effective
C) It reduces employee morale
D) None of the above
Answer: B) It is cost-effective

29. What are external sources of recruitment?

A) Promoting or transferring employees from within the organization
B) Hiring employees from outside the organization
C) Rehiring former employees
D) None of the above
Answer: B) Hiring employees from outside the organization

30. What is an advantage of external sources of recruitment?

A) It is cost-effective
B) It can bring new skills and experiences to the organization
C) It can lead to increased employee turnover
D) None of the above
Answer: B) It can bring new skills and experiences to the organization

31. What is recruitment through advertisements?

A) Hiring employees through social media platforms
B) Hiring employees through print or online advertisements
C) Hiring employees through employee referrals
D) None of the above
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B.COM- V1th Sem. HRM/ C010605T

Answer: B) Hiring employees through print or online advertisements

32. What is campus recruitment?

A) Hiring employees through recruitment agencies
B) Hiring employees from a specific geographical location
C) Hiring students from educational institutions
D) None of the above
Answer: C) Hiring students from educational institutions

33. What is recruitment through employee referrals?

A) Hiring employees through recommendations from current employees
B) Hiring employees through job portals
C) Hiring employees through walk-in interviews
D) None of the above
Answer: A) Hiring employees through recommendations from current employees

34. What is recruitment through recruitment agencies?

A) Hiring employees through employee referrals
B) Hiring employees through external agencies
C) Hiring employees through internal promotions
D) None of the above
Answer: B) Hiring employees through external agencies

35. What is direct recruitment?

A) Hiring employees through campus placements
B) Hiring employees through walk-in interviews
C) Hiring employees through online job portals
D) None of the above
Answer: B) Hiring employees through walk-in interviews

36. What is the purpose of using multiple sources of recruitment?

A) To increase employee turnover
B) To reduce the cost of recruitment
C) To reach a larger pool of candidates
D) None of the above
Answer: C) To reach a larger pool of candidates

37. What is the selection process?

A) The process of attracting candidates for a job
B) The process of choosing the right candidate for a job
C) The process of training new employees
D) None of the above
Answer: B) The process of choosing the right candidate for a job

38. What is the purpose of a selection test?

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B.COM- V1th Sem. HRM/ C010605T

A) To eliminate candidates from the selection process

B) To assess a candidate's suitability for a specific role
C) To increase the length of the selection process
D) None of the above
Answer: B) To assess a candidate's suitability for a specific role

39. Which of the following is an example of a selection test?

A) IQ test
B) Personality test
C) Aptitude test
D) All of the above
Answer: D) All of the above

40. How are selection tests typically administered?

A) In person
B) Online
C) Over the phone
D) None of the above
Answer: A) In person

41. What is the purpose of an aptitude test?

A) To assess a candidate's knowledge of a specific subject
B) To assess a candidate's ability to learn new skills
C) To assess a candidate's personality
D) None of the above
Answer: B) To assess a candidate's ability to learn new skills

42. What is the purpose of a personality test?

A) To assess a candidate's physical fitness
B) To assess a candidate's skills and abilities
C) To assess a candidate's personality traits and characteristics
D) None of the above
Answer: C) To assess a candidate's personality traits and characteristics

43. Which of the following is an example of a situational judgment test?

A) A test that assesses a candidate's ability to perform specific tasks
B) A test that presents candidates with realistic work scenarios
C) A test that assesses a candidate's personality
D) None of the above
Answer: B) A test that presents candidates with realistic work scenarios

44. How can candidates prepare for selection tests?

A) By practicing similar tests
B) By studying the company's history
C) By researching the interviewer's background
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D) None of the above

Answer: A) By practicing similar tests

45. What is the purpose of a skills test?

A) To assess a candidate's ability to perform specific tasks
B) To assess a candidate's personality
C) To assess a candidate's physical fitness
D) None of the above
Answer: A) To assess a candidate's ability to perform specific tasks

46. How do selection tests help in the recruitment process?

A) They provide objective data for decision-making
B) They eliminate the need for interviews
C) They increase the subjectivity of the selection process
D) None of the above
Answer: A) They provide objective data for decision-making

47. What is an interview?

A) A formal discussion between two people
B) A test of a candidate's skills and abilities
C) A written assessment of a candidate's qualifications
D) None of the above
Answer: A) A formal discussion between two people

48. What is the purpose of an interview in the selection process?

A) To eliminate candidates from consideration
B) To assess a candidate's qualifications and fit for the role
C) To determine a candidate's salary
D) None of the above
Answer: B) To assess a candidate's qualifications and fit for the role

49. Which of the following is a type of interview?

A) Structured interview
B) Unstructured interview
C) Behavioral interview
D) All of the above
Answer: D) All of the above

50. What is a structured interview?

A) An interview with a fixed set of questions asked in a specific order
B) An interview with no predetermined questions
C) An interview focused on hypothetical situations
D) None of the above
Answer: A) An interview with a fixed set of questions asked in a specific order

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B.COM- V1th Sem. HRM/ C010605T

51. What is an unstructured interview?

A) An interview with a fixed set of questions asked in a specific order
B) An interview with no predetermined questions
C) An interview focused on hypothetical situations
D) None of the above
Answer: B) An interview with no predetermined questions

52. What is a behavioral interview?

A) An interview with a fixed set of questions asked in a specific order
B) An interview with no predetermined questions
C) An interview focused on past behavior
D) None of the above
Answer: C) An interview focused on past behavior

53. What is a panel interview?

A) An interview with a single interviewer
B) An interview with multiple interviewers
C) An interview conducted over the phone
D) None of the above
Answer: B) An interview with multiple interviewers

54. What is job evaluation?

A) The process of hiring employees
B) The process of determining the relative worth of jobs within an organization
C) The process of training employees
D) None of the above
Answer: B) The process of determining the relative worth of jobs within an organization

55. What is the purpose of job evaluation?

A) To determine employee compensation
B) To assess employee performance
C) To establish internal equity in pay
D) All of the above
Answer: C) To establish internal equity in pay

56. What is job analysis?

A) The process of evaluating employee performance
B) The process of analyzing job requirements and responsibilities
C) The process of hiring employees
D) None of the above
Answer: B) The process of analyzing job requirements and responsibilities

57. What are the methods of job evaluation?

A) Ranking method
B) Classification method
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B.COM- V1th Sem. HRM/ C010605T

C) Point method
D) All of the above
Answer: D) All of the above

58. What is the ranking method of job evaluation?

A) Jobs are ranked from highest to lowest based on their worth to the organization
B) Jobs are classified into grades or classes based on a predetermined set of criteria
C) Jobs are assigned points based on various factors such as skill, effort, and responsibility
D) None of the above
Answer: A) Jobs are ranked from highest to lowest based on their worth to the organization

59. What is the classification method of job evaluation?

A) Jobs are ranked from highest to lowest based on their worth to the organization
B) Jobs are classified into grades or classes based on a predetermined set of criteria
C) Jobs are assigned points based on various factors such as skill, effort, and responsibility
D) None of the above
Answer: B) Jobs are classified into grades or classes based on a predetermined set of criteria

60. What is the point method of job evaluation?

A) Jobs are ranked from highest to lowest based on their worth to the organization
B) Jobs are classified into grades or classes based on a predetermined set of criteria
C) Jobs are assigned points based on various factors such as skill, effort, and responsibility
D) None of the above
Answer: C) Jobs are assigned points based on various factors such as skill, effort, and responsibility

61. What factors are typically considered in job evaluation?

A) Skill, effort, and responsibility
B) Working conditions
C) Job complexity
D) All of the above
Answer: D) All of the above

62. How does job evaluation help organizations?

A) By ensuring fair and equitable compensation
B) By improving employee morale
C) By increasing employee turnover
D) None of the above
Answer: A) By ensuring fair and equitable compensation

64. What is the role of job evaluation in compensation management?

A) To determine employee benefits
B) To establish pay grades and salary ranges
C) To assess employee performance
D) None of the above
Answer: B) To establish pay grades and salary ranges
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B.COM- V1th Sem. HRM/ C010605T

65. What is performance appraisal?

A) The process of hiring employees
B) The process of evaluating employee performance
C) The process of training employees
D) None of the above
Answer: B) The process of evaluating employee performance

66. What is the purpose of performance appraisal?

A) To determine employee compensation
B) To assess employee skills and abilities
C) To provide feedback to employees
D) All of the above
Answer: D) All of the above

67. What are the common techniques used in performance appraisal?

A) Ranking method
B) Rating scales
C) Critical incident method
D) All of the above
Answer: D) All of the above

68. What is the ranking method of performance appraisal?

A) Employees are ranked from highest to lowest based on their performance
B) Employees are rated on a numerical scale
C) Supervisors keep a record of specific examples of employee performance
D) None of the above
Answer: A) Employees are ranked from highest to lowest based on their performance

69. What are rating scales in performance appraisal?

A) Employees are ranked from highest to lowest based on their performance
B) Employees are rated on a numerical scale
C) Supervisors keep a record of specific examples of employee performance
D) None of the above
Answer: B) Employees are rated on a numerical scale

70. What is the critical incident method of performance appraisal?

A) Employees are ranked from highest to lowest based on their performance
B) Employees are rated on a numerical scale
C) Supervisors keep a record of specific examples of employee performance
D) None of the above
Answer: C) Supervisors keep a record of specific examples of employee performance

71. What is the graphic rating scale?

A) A performance appraisal method where employees are ranked from highest to lowest
By Dr. Sandeep Kumar Rawat
B.COM- V1th Sem. HRM/ C010605T

B) A performance appraisal method where employees are rated on a numerical scale

C) A performance appraisal method where supervisors provide written comments on employee performance
D) None of the above
Answer: B) A performance appraisal method where employees are rated on a numerical scale

72. What is the behaviorally anchored rating scale (BARS)?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees are rated on a numerical scale
C) A performance appraisal method where specific behaviors are used to evaluate performance
D) None of the above
Answer: C) A performance appraisal method where specific behaviors are used to evaluate performance

73. What is the 360-degree feedback method?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees are rated on a numerical scale
C) A performance appraisal method where feedback is collected from multiple sources
D) None of the above
Answer: C) A performance appraisal method where feedback is collected from multiple sources

74. What is the forced distribution method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees are rated on a numerical scale
C) A performance appraisal method where employees are categorized into predetermined groups
D) None of the above
Answer: C) A performance appraisal method where employees are categorized into predetermined groups

75. What is the management by objectives (MBO) method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees' performance is evaluated based on their achievement
of specific goals
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where employees' performance is evaluated based on their
achievement of specific goals

76. What is the narrative method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees' performance is evaluated based on a narrative written
by the supervisor
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where employees' performance is evaluated based on a
narrative written by the supervisor

77. What is the self-appraisal method of performance appraisal?

By Dr. Sandeep Kumar Rawat
B.COM- V1th Sem. HRM/ C010605T

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees' performance is evaluated based on a self-assessment
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where employees' performance is evaluated based on a self-
assessment

79. What is the checklist method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where supervisors check off statements that describe an employee's
performance
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where supervisors check off statements that describe an
employee's performance

80. What is the peer review method of performance appraisal?

A) A performance appraisal method where employees are ranked from highest to lowest
B) A performance appraisal method where employees' performance is evaluated by their peers
C) A performance appraisal method where employees are rated on a numerical scale
D) None of the above
Answer: B) A performance appraisal method where employees' performance is evaluated by their peers

81. What is the primary goal of safety measures in the workplace?

A) To reduce employee turnover
B) To increase employee productivity
C) To prevent accidents and injuries
D) None of the above
Answer: C) To prevent accidents and injuries

82. What is Personal Protective Equipment (PPE)?

A) Equipment used to protect employees from physical harm
B) Equipment used to enhance employee performance
C) Equipment used to increase employee comfort
D) None of the above
Answer: A) Equipment used to protect employees from physical harm

83. Which of the following is an example of PPE?

A) Safety goggles
B) Office chair
C) Printer
D) None of the above
Answer: A) Safety goggles

84. What is the role of safety signs in the workplace?

By Dr. Sandeep Kumar Rawat
B.COM- V1th Sem. HRM/ C010605T

A) To provide information on safety procedures

B) To increase employee awareness of safety hazards
C) To guide employees to safety exits
D) All of the above
Answer: D) All of the above

85. What is the purpose of safety training?

A) To increase employee turnover
B) To reduce employee productivity
C) To educate employees about safety procedures and practices
D) None of the above
Answer: C) To educate employees about safety procedures and practices

86. What is the role of safety inspections in the workplace?

A) To identify and eliminate safety hazards
B) To increase employee workload
C) To reduce employee morale
D) None of the above
Answer: A) To identify and eliminate safety hazards

87. What is the purpose of emergency drills?

A) To simulate emergency situations and practice response procedures
B) To increase employee stress
C) To reduce employee engagement
D) None of the above
Answer: A) To simulate emergency situations and practice response procedures

88. What is the role of safety committees in the workplace?

A) To increase safety hazards
B) To reduce safety awareness
C) To promote safety and health initiatives
D) None of the above
Answer: C) To promote safety and health initiatives

89. What is the purpose of safety audits?

A) To increase safety hazards
B) To identify areas for improvement in safety practices
C) To reduce employee engagement
D) None of the above
Answer: B) To identify areas for improvement in safety practices

90. What is the role of safety regulations in the workplace?

A) To promote unsafe practices
B) To reduce safety hazards
C) To increase accidents
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B.COM- V1th Sem. HRM/ C010605T

D) None of the above

Answer: B) To reduce safety hazards

91. What are employee benefits?

A) Additional payments made to employees for overtime work
B) Non-monetary rewards provided to employees in addition to their regular salary
C) Bonuses given to employees for achieving sales targets
D) None of the above
Answer: B) Non-monetary rewards provided to employees in addition to their regular salary

92. Which of the following is an example of an employee benefit?

A) Performance bonus
B) Overtime pay
C) Health insurance
D) None of the above
Answer: C) Health insurance

93. What is the purpose of employee benefits?

A) To reduce employee turnover
B) To attract and retain employees
C) To increase employee productivity
D) All of the above
Answer: D) All of the above

94. Which of the following is a statutory employee benefit?

A) Health insurance
B) Paid time off
C) Workers' compensation
D) None of the above
Answer: C) Workers' compensation

95. What are the types of employee benefits?

A) Monetary and non-monetary
B) Performance-based and time-based
C) Health-related and travel-related
D) None of the above
Answer: A) Monetary and non-monetary

96. Which of the following is a non-monetary employee benefit?

A) Overtime pay
B) Health insurance
C) Paid time off
D) None of the above
Answer: C) Paid time off

By Dr. Sandeep Kumar Rawat

B.COM- V1th Sem. HRM/ C010605T

97. What is the role of employee benefits in attracting talent?

A) Employee benefits have no impact on talent attraction
B) Employee benefits can attract talent by offering competitive compensation packages
C) Employee benefits can attract talent by offering limited benefits
D) None of the above
Answer: B) Employee benefits can attract talent by offering competitive compensation packages

98. Which of the following is a retirement benefit?

A) Health insurance
B) Pension plan
C) Paid time off
D) None of the above
Answer: B) Pension plan

99. What is the purpose of health insurance as an employee benefit?

A) To provide financial assistance for vacations
B) To provide financial assistance for medical expenses
C) To provide financial assistance for housing
D) None of the above
Answer: B) To provide financial assistance for medical expenses

100. What is the role of employee benefits in employee retention?

A) Employee benefits have no impact on employee retention
B) Employee benefits can improve employee retention by increasing job satisfaction
C) Employee benefits can decrease employee retention by increasing costs for the organization
D) None of the above
Answer: B) Employee benefits can improve employee retention by increasing job satisfaction

By Dr. Sandeep Kumar Rawat