Question 1

Which is an on-the-job training method?

Accepted Answer

Job rotation occurs while working; lectures/case/role play are off-the-job.

Question 2

What term describes the process of employees leaving an organisation due to retirement, resignation, or other reasons?

Accepted Answer

a. Turnover

Question 3

Which HR function is responsible for creating and maintaining a positive organisational culture and values?

Accepted Answer

b. Employee relations

Question 4

A key benefit of recognition programs is that they strengthen:

Accepted Answer

Recognition supports esteem and motivators (Herzberg).

Question 5

Which HR function involves identifying, attracting, and retaining employees with the potential for advancement within an organisation?

Accepted Answer

c. Succession planning

Question 6

Job rotation is mainly used for:

Accepted Answer

Rotation moves employees across jobs for learning and to reduce monotony.

Question 7

Leadership is primarily the ability to:

Accepted Answer

Leadership is influencing and guiding individuals/groups toward goals.

Question 8

Which is NOT an external source of recruitment?

Accepted Answer

Transfers are internal; the others are external sources.

Question 9

What is the term for the process of helping employees leave the organisation, often due to retirement, resignation, or redundancy?

Accepted Answer

b. Offboarding

Question 10

Which theory of motivation suggests that people are motivated by a hierarchy of needs, with physiological needs as the most basic and self-actualization as the highest-level need?

Accepted Answer

c. Maslows hierarchy of needs

Question 11

Which of the following laws in the United States prohibits discrimination in employment on the basis of race, colour, religion, sex, or national origin?

Accepted Answer

c. Civil Rights Act of 1964

Question 12

What theory of motivation proposes that there are two sets of factors that influence employee satisfaction and dissatisfaction, and they are not on the same continuum?

Accepted Answer

c. Herzbergs two-factor theory

Question 13

Which HR function involves assessing an organisations training needs, designing training programs, and evaluating their effectiveness?

Accepted Answer

c. Training and development

Question 14

Which HR function focuses on resolving conflicts, addressing grievances, and maintaining a positive working environment?

Accepted Answer

b. Employee relations

Question 15

Which of the following is NOT a function of HRM?

Accepted Answer

b. Marketing

Question 16

Job analysis results in:

Accepted Answer

Job analysis provides inputs for JD (job) and JS (person).

Question 17

What is the practice of moving employees through various job roles within an organisation to provide them with broader experience?

Accepted Answer

b. Job rotation

Question 18

Employee welfare mainly refers to:

Accepted Answer

Welfare includes facilities and services that improve well-being and comfort beyond pay.

Question 19

Which is a method of job analysis?

Accepted Answer

Observation, interviews, questionnaires and diaries are job analysis methods.

Question 20

HRM is said to be pervasive because:

Accepted Answer

HRM is needed at all levels and in all types of organisations.

Question 21

What is employee engagement?

Accepted Answer

Employee engagement is the employee’s emotional and intellectual commitment that leads to **discretionary effort** at work.

Question 22

Theory Y assumes employees can be self-directed. (True/False)

Accepted Answer

True. **Theory Y** assumes employees can be self-directed and accept responsibility when committed to goals.

Question 23

State any one modern method of performance appraisal.

Accepted Answer

MBO (Management by Objectives) is a **modern** method of appraisal.

Question 24

What is a job specification (JS)?

Accepted Answer

A job specification states the **minimum qualifications, skills, experience and traits** required in a person to perform a job effectively.

Question 25

Define Human Resource Management (HRM).

Accepted Answer

Human Resource Management is the process of managing **people at work** through planning, acquiring, developing, compensating and maintaining employees to achieve organisational and individual objectives.

Question 26

What is Training Need Assessment (TNA)?

Accepted Answer

TNA is identifying the gap between **current performance** and **required performance** to decide what training is needed, for whom and why.

Question 27

What is workplace safety?

Accepted Answer

Workplace safety is the protection of employees from **accidents and hazards** by using safe procedures, training and controls.

Question 28

What is a grievance?

Accepted Answer

A grievance is any real or perceived feeling of **dissatisfaction or injustice** related to employment conditions or treatment at work.

Question 29

State any two external sources of recruitment.

Accepted Answer

Two external sources are **campus recruitment** and **advertisements/job portals**.

Question 30

State one objective of HRM.

Accepted Answer

One objective of HRM is to ensure **right person for the right job** to improve organisational effectiveness.

Question 31

List rating errors/biases (any four) and write one control measure.

Accepted Answer

Rating errors (any four): **halo**, **horn**, **leniency**, **strictness**, **central tendency**, **recency**, similarity bias.

One control: use clear **KPIs/behaviour anchors** and train appraisers to rate based on evidence.

Question 32

State any three importance points of HRM for an organisation.

Accepted Answer

Importance of HRM (any three):

- improves **productivity** and quality through better people practices
- helps attract and **retain talent**
- reduces turnover and absenteeism through motivation and engagement
- ensures **legal compliance** and better employee relations

Hence, HRM supports organisational performance and stability.

Question 33

Differentiate intrinsic and extrinsic motivation using a table (any three points).

Accepted Answer

Intrinsic vs extrinsic motivation:

| Basis | **Intrinsic** | **Extrinsic** |
|---|---|---|
| Source | within the person | outside rewards |
| Examples | interest, mastery, autonomy | pay, bonus, promotion |
| Effect | deeper engagement | quick reinforcement |

Thus, intrinsic motivation is internal, while extrinsic comes from external rewards.

Question 34

Explain the analytics process as a flow and one example (brief).

Accepted Answer

Analytics process:

Define problem → Collect data → Clean data → Analyse → Insights → Action plan → Monitor

Example: High **attrition** → analyse by tenure/team → find drivers → implement retention actions and track outcomes.

Question 35

Explain the steps in HR planning (brief) with a simple flow.

Accepted Answer

Steps in HR planning:

- study organisational plans/objectives
- forecast **HR demand**
- forecast **HR supply**
- do **gap analysis** (shortage/surplus)
- prepare action plan (recruitment, training, redeployment)

Flow: Business plan → Demand forecast → Supply forecast → Gap analysis → HR action plan → Review

Question 36

Explain the need/importance of training (exam-style) with a table and conclusion.

Accepted Answer

### Need/importance of training
Training is required to improve employee capability and organisational performance.

Key points:
- improves **productivity** and quality
- reduces errors, accidents and wastage
- updates skills due to technology/process changes
- improves morale and job satisfaction
- supports promotions and career growth

| Area | Training impact |
|---|---|
| Performance | **productivity + quality** |
| Safety | fewer accidents/errors |
| People | confidence and motivation |

### Conclusion
Thus, training is an investment that strengthens competence and supports organisational goals.

Question 37

Explain job evaluation: objectives and methods (exam-style) with a table and conclusion.

Accepted Answer

### Meaning
**Job evaluation** determines the relative value of jobs to create a fair pay structure.

### Objectives
- ensure **internal equity** and reduce pay anomalies
- create pay grades and wage differentials
- provide base for wage negotiation and HR decisions

### Methods
| Method | Key idea |
|---|---|
| **Ranking** | order jobs overall |
| **Classification** | group jobs into grades |
| **Point factor** | assign points to compensable factors |
| **Factor comparison** | compare factor-wise with monetary values |

### Conclusion
Job evaluation focuses on **jobs**, not employees, and supports a rational and equitable wage structure.

Question 38

Write a note on job design: meaning, objectives and approaches (rotation, enlargement, enrichment) with a table and conclusion.

Accepted Answer

### Meaning and objectives
**Job design** is arranging job tasks and responsibilities to improve **efficiency**, **quality** and employee **motivation**.

### Approaches
| Approach | What it does | Benefit |
|---|---|---|
| **Rotation** | moves employees across jobs | learning + reduces monotony |
| **Enlargement** | adds more tasks at same level | increases variety |
| **Enrichment** | adds autonomy and responsibility | increases ownership and motivation |

### Conclusion
Good job design balances productivity needs with employee satisfaction, leading to better performance and retention.

Question 39

Write an exam-style flowchart of the HRM process (employee lifecycle) and explain briefly (exam-style).

Accepted Answer

### HRM process (flowchart)
HR planning → Recruitment → Selection → Placement/Induction → Training & Development → Performance Appraisal → Compensation → Employee Relations & Welfare → Retention/Engagement → Separation

### Brief explanation
This flow shows how HRM manages the employee lifecycle from planning and hiring to development, performance, rewards, relationships and exit.

| Stage | Purpose |
|---|---|
| **Recruit–Select** | get the right people |
| **Train–Appraise** | develop and evaluate |
| **Compensate–Retain** | motivate and keep talent |

### Conclusion
A structured HRM process ensures systematic people management and supports organisational performance.

Question 40

Write an exam-style answer on employee engagement: drivers, measurement and actions (include a table and conclusion).

Accepted Answer

### Drivers, measurement and actions

| Area | Key points |
|---|---|
| **Drivers** | meaningful work, recognition, growth, supportive leadership, WLB |
| Measurement | surveys, pulse checks, eNPS, turnover indicators |
| Actions | recognition, career paths, manager coaching, workload planning |

### Conclusion
Engagement improves performance and retention when leaders act on feedback and create a supportive work environment.

Human Resource Management — Question Paper

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