HRM (Human Resource Management) MCQ Questions and Solutions with Explanations | Management

Performance is defined as the record of outcomes produced on a specific job function or activity during a specific time period. The evaluation of employee‟s performance reveals the contribution of an individual in the organization‟s objectives.

Performance evaluation is the personnel activity by means of which the enterprise determines the extent to which the employee is performing the job effectively. Performance Evaluation is defined as a formal and productive procedure to measure an employee's work and results based on their job responsibilities.

An incentive scheme is a plan or programmes to motivate individual or group performance. Incentive schemes attempt to link at least a portion of pay to job performance to encourage higher productivity. Incentives, as often called, should be aligned with the behaviours that help achieve organizational goals or performance. Incentives are either individual or group (organization wide).

A promotion is a vertical move in rank and responsibility. Promotion is the transfer of an employee to a new position which commands higher pay, privileges or status compared with the old. It is a vertical move in rank and responsibility.

The job description provides the essential information on which each job is evaluated. Job analysis is a systematic process of collecting all information about the job for preparing of job description and job specification meant to selection of employee, satisfaction in job, and motivation etc.

A job description is a written record of the duties, responsibilities and conditions of the job. Job description is an informative documentation of the scope, duties, tasks, responsibilities and working conditions related to the job listing in the organization through the process of job analysis.

Section 25-G of the Industrial Disputes Act 1947, states that an employer should only retrench employees who have been most recently hired. Where any workman in an industrial establishment who is a citizen of India, is to be retrenched and he belongs to a particular category of workmen in that establishment, in the absence of any agreement between the employer and the workman in this behalf, the employer shall ordinarily retrench the workman who was the last person to be employed in that category, unless for reasons to be recorded the employer retrenches any other workman.

Job evaluation is the process establishing the value or worth of jobs in a job hierarchy and compares the relative intrinsic value or worth of jobs within an organization. Once this programme installed must be continued on a permanent basis.

For closure, every worker is to be compensated with 15 days average pay for every year of service completed. The retrenched employee must be provided with 15 days of average pay for a year of continuous service or any part thereof in excess of six months.

The whole process of conducting a 360 - Degree Feedback process in any Organisation could last about 1.5 to 3 months. The 360 review differs from an employee appraisal which traditionally provides the employee with the opinion of his or her performance as viewed by their manager.