blast from the past 5 mcq series
TRANSCRIPT
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Blast from the Past 5 MCQ Series
Human Resources Management
UGC Net Commerce Examination
ADMIT CARDS OUT !!!
UGC NET DECEMBER 2018
NOW AVAIL 18% DISCOUNT ON TEST SERIES FOR UGC NET COMMERCE
USE CODE NET18 ON CHECKOUT
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Blast from the Past 5 MCQ Series
Human Resources Management
UGC Net Commerce Examination
ADMIT CARDS OUT !!!
UGC NET DECEMBER 2018
NOW AVAIL 18% DISCOUNT ON TEST SERIES FOR UGC NET COMMERCE
USE CODE NET18 ON CHECKOUT
Our Courses for UGC Net Commerce (Free)
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Our Courses for UGC Net Commerce (Paid)
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Question 1
Match the items of List - I with List - II and indicate the correct code of their matching relating to human resource management philosophy:
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HRM Approaches
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Rational Systems Approach
Weber was convinced that organizations based on rational authority, where authority was given to the most competent and qualified people, would be more efficient than
those based on who you knew. Weber called this type of rational organization a bureaucracy.
Ahmedabad Experiments to
improve Productivity
Ahmedabad experiment was done by A.K.Rice, who was from Tavistock institute of Human Relation, London. The experiment is concerned with the interaction of social
and technological change in textile mill employing over eight thousand workers. Experiments involving social and technological change were carried out over a period
of three years and measurements of their impact on productivity were made.
HRM Approaches
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Social System Approach
The Hawthorne experiments were groundbreaking studies in human relations that were conducted between 1924 and 1932. Conclusion of Hawthorne studies is that Organization is a social system. This social system defines individual roles and establishes norms that may different from those of the formal organization.
Functional Organisation Concept
F.W. Taylor has propounded the functional organisation. This form of organisation is totally based on the principle of specialization. Functional organisation refers to the division of the whole enterprise according to the major functions/activities to be performed by it.
Solution
Match the items of List - I with List - II and indicate the correct code of their matching relating to human resource management philosophy:
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Question 2
Put the following steps of discrete selection process in correct sequence and select the correct code:
(a) Preliminary interview
(b) Completion of application blank
(c) Background investigation
(d) Physical examination
(e) Employment tests
(f) Comprehensive interview
(g) Final employment decision
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Steps in Selection Process
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Preliminary interview An initial screening interview is done to cut the costs of hiring by
letting only suitable candidates go through further selection process.
Completion of application blank To collect information on various aspects of the applicant`s academics,
social background, work background, demographics and references.
Employment tests They are performed to analyse the applicant`s behaviour, performance
and aptitude. Different types of tests can be performed.
Comprehensive interview It is an oral examination of candidates for employment.
Background investigation Personnel department conducts background checks of the applicant
and references provided by them.
Physical examination Physical strength and fitness of a candidate is must before they takes
up the job
Final employment decision After all these steps the candidate is selected finally. He is appointed
by issuing appointment letter.
Solution
Put the following steps of discrete selection process in correct sequence and select the correct code:
(a) Preliminary interview
(b) Completion of application blank
(c) Background investigation
(d) Physical examination
(e) Employment tests
(f) Comprehensive interview
(g) Final employment decision
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Question 3
The VRIO framework, used in HR function in today’s era, refers to four criteria. Identify the correct code which stands as correct explanation to VRIO as proposed by Barney.
(1) Valence - Recruiting - Industrial relations - Opportunities
(2) Vision - Rewards - Improvements - Options
(3) Value - Rarity - Imitability - Organization
(4) Versatile - Resource - Information - Outsourcing
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VRIO Analysis
VRIO Analysis was developed by Jay B. Barney as a way of evaluating the resources of an organization (company’s micro-environment) which are as follows:
a) Financial resources
b) Human resources
c) Material resources
d) Non-material resources (information, knowledge)
VRIO is an acronym for a four-question framework of value, rarity, imitability, and organization
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Dimensions of VRIO Analysis
1. Value: The first question of the framework asks if a resource adds value by enabling a firm to exploit opportunities or defend against threats. If the answer is yes, then a resource is considered valuable. The resources that cannot meet this condition, lead to competitive disadvantage.
2. Rarity: Resources that can only be acquired by one or very few companies are considered rare. Rare and valuable resources grant temporary competitive advantage. On the other hand, the situation when more than few companies have the same resource or uses the capability in the similar way, leads to competitive parity.
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Dimensions of VRIO Analysis
3.Imitation: Imitation can occur in two ways: by (duplicating) or (substituting). Resources are hard to imitate if they are extremely expensive for another organization to acquire them. Resources are considered a competitive advantage if they’re valuable, rare, and hard to imitate. However, organizations that aren’t organized to fully take advantage of the resource, may mean the resource is an unused competitive advantage.
4. Organized to Capture Value: Organizing the firm to exploit the resources and capabilities is the last step in VRIO framework The company’s formal reporting structure, management control systems and compensation policies are a few factors which decide the organizing of the firms. A resource that is valuable, rare, hard to imitate and organized to capture value is a long term competitive advantage. A resource can not confer any advantage for a company if it’s not organized to capture the value.
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Solution
The VRIO framework, used in HR function in today’s era, refers to four criteria. Identify the correct code which stands as correct explanation to VRIO as proposed by Barney.
(1) Valence - Recruiting - Industrial relations - Opportunities
(2) Vision - Rewards - Improvements - Options
(3) Value - Rarity - Imitability - Organization
(4) Versatile - Resource - Information - Outsourcing
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Question 4
Assertion (A) : Induction is an informal information sharing session on miscellaneous issues in an organization.
Reasoning (R) : The rationale of induction is to ensure effective integration of staff into or across the organization for their mutual benefit.
Code :
(1) Assertion (A) and Reasoning (R) both are correct and (R) is correct explanation of (A).
(2) Assertion (A) and Reasoning (R) both are correct but (R) is not the correct explanation of (A).
(3) Assertion (A) is correct statement but Reasoning (R) is an incorrect statement.
(4) Assertion (A) is an incorrect statement but Reasoning (R) is a correct statement.
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Induction
Induction is welcoming a new employee to the organisation.
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According to Michael Armstrong “Induction is the process of receiving and welcoming an
employee when he first joins a company and giving him basic information he needs to settle
down quickly and happily and start work”.
The rationale of induction is to ensure effective integration of staff into or across the organization for their mutual benefit.
Induction – Formal vs. Informal
Induction can be formal or informal, though generally induction is used in formal sense and orientation in informal sense.
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Formal Induction Formal induction is a planned programme carried out to integrate the new entrant into the organisation. A comprehensive induction programme is carefully designed to introduce the new entrant to all about his job, colleagues and organisation.
Informal Induction This is an unplanned induction programme. This may be simply an introduction to the new entrant about the job and organisation.
Solution
Assertion (A) : Induction is an informal information sharing session on miscellaneous issues in an organization.
Reasoning (R) : The rationale of induction is to ensure effective integration of staff into or across the organization for their mutual benefit.
Code :
(1) Assertion (A) and Reasoning (R) both are correct and (R) is correct explanation of (A).
(2) Assertion (A) and Reasoning (R) both are correct but (R) is not the correct explanation of (A).
(3) Assertion (A) is correct statement but Reasoning (R) is an incorrect statement.
(4) Assertion (A) is an incorrect statement but Reasoning (R) is a correct statement.
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Question 5
Which one of the following is not a method of deciding acceptable level of reliability or consistency of measurement in selection methods?
(1) Regiocentric approach
(2) Split half method
(3) Test related method
(4) Expectancy diagrams
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Testing Validity of Selection Techniques
Selection process must be valid or reliable and consistent. Reliability can be measured by several different statistical methods.
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Split half method The split-half method is a quick and easy way to establish reliability. If the two halves of
the test provide similar results this would suggest that the test has internal reliability.
Test-retest The test-retest method assesses the external consistency of a test. It involves giving
participants the same test on two separate occasions. If the same or similar results are obtained then external reliability is established.
Expectancy diagrams Expectancy Chart graph shows the relationship between test scores and job
performance for a large group of people.
Regiocentric approach
Regiocentric Approach is an international recruitment method wherein the managers are selected from different countries lying within the geographic region of business. In this kind of hiring approach, managers are selected from region where company has operating business like host country
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Solution
Which one of the following is not a method of deciding acceptable level of reliability or consistency of measurement in selection methods?
(1) Regiocentric approach
(2) Split half method
(3) Test related method
(4) Expectancy diagrams
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The End
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5 Past MCQ Series – UGC Net Commerce
UGC – NET Commerce
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