31. The successive steps in disciplinary action are
32. Match the following.
List-I
List-II
a. Union Management Relations
1. Functional
b. Compensation
2. Organisational
c. Employee Relations
3. Societal
d. Assessment
4. Personal
| List-I | List-II |
| a. Union Management Relations | 1. Functional |
| b. Compensation | 2. Organisational |
| c. Employee Relations | 3. Societal |
| d. Assessment | 4. Personal |
33. Which phase of action research model is also called input phase?
34. What should be the first step in disciplinary process against an errant employee?
35. Which is the scope of HRM as per Dale Yoder and Robert?
36. The test, which samples and measures an applicant's knowledge and skills for the purpose of employee selection is termed as
37. Match the following.
List-I
List-II
a. Financial perspective
1. It also measures the relationship with the external entities (clients, consumers, business acquaintances).
b. Customer perspective
2. It also deals with calculating the difference between company's previous salary paid and the salary in industry standards.
c. Internal process perspectives
3. This also measures how efficiently resources were used.
d. Learning and growth perspective tests
4. This is measured by counting the number of training opportunities offered and participated into.
| List-I | List-II |
| a. Financial perspective | 1. It also measures the relationship with the external entities (clients, consumers, business acquaintances). |
| b. Customer perspective | 2. It also deals with calculating the difference between company's previous salary paid and the salary in industry standards. |
| c. Internal process perspectives | 3. This also measures how efficiently resources were used. |
| d. Learning and growth perspective tests | 4. This is measured by counting the number of training opportunities offered and participated into. |
38. Which is a job satisfaction factor as per Stagner?
39. Which of the following statements are not correct?
1. Pay for an employee includes actual money that employee receives in exchange of his work.
2. Job evaluation provides a basis for measuring individual performance.
3. Human Relations Theory respects formal institutionalisation.
4. Minimum wages are not guaranteed under incentive plan.
5. Job enrichment amounts to expanding vertical and horizontal dimensions of a job.
1. Pay for an employee includes actual money that employee receives in exchange of his work.
2. Job evaluation provides a basis for measuring individual performance.
3. Human Relations Theory respects formal institutionalisation.
4. Minimum wages are not guaranteed under incentive plan.
5. Job enrichment amounts to expanding vertical and horizontal dimensions of a job.
40. Sensitivity training, an important OD technique, is also known as
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- Human Resource Management (HRM) - Section 1
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- Human Resource Management (HRM) - Section 4
- Human Resource Management (HRM) - Section 5
- Human Resource Management (HRM) - Section 6
- Human Resource Management (HRM) - Section 7
- Human Resource Management (HRM) - Section 8
- Human Resource Management (HRM) - Section 9
- Human Resource Management (HRM) - Section 10
- Human Resource Management (HRM) - Section 12
- Human Resource Management (HRM) - Section 13
- Human Resource Management (HRM) - Section 14