11. A frequently used method for determining training needs involves
12. Match the items given in List I with those in List II.
List-I
List-II
a. Predictive analytics to help anticipate the result of HR strategy
1. Job specification
b. Statement of purpose, scope, duties, task and responsibilities of job
2. Ernest J Mc Cormick
c. Position analysis questionnaire
3. Job description
d. Statement of qualification and qualities required of an employee to be successful
4. Workforce analytics
List-I | List-II |
a. Predictive analytics to help anticipate the result of HR strategy | 1. Job specification |
b. Statement of purpose, scope, duties, task and responsibilities of job | 2. Ernest J Mc Cormick |
c. Position analysis questionnaire | 3. Job description |
d. Statement of qualification and qualities required of an employee to be successful | 4. Workforce analytics |
13. Assertion (A) The domestic enquiry, as a part of disciplinary action, is a quasi judicial process where the onus of proving the charges lies with the accuser.
Reason (R) If the charges are not proved, then the employee is exonerated.
Reason (R) If the charges are not proved, then the employee is exonerated.
14. Which of the following term is used to describe the process of helping a new employee to settle quickly into their job so they become efficient and productive workers?
15. Cultures where indirect language and non-verbal communication are used to transfer ideas
16. A major internal factor that can determine the success of the recruiting programme is whether or not the company engages in . . . . . . . .
17. Planned Development Programmes will return values to the organisation in terms of
18. Which of the following is the formal rewards provided by organisations that lends itself to being related to performance?
19. What is meant by a 'golden hello'?
20. People with a strong desire to satisfy higher order needs perform their best when placed on jobs that were high on certain
Read More Section(Human Resource Management (HRM))
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- Human Resource Management (HRM) - Section 1
- Human Resource Management (HRM) - Section 2
- Human Resource Management (HRM) - Section 3
- 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 11
- Human Resource Management (HRM) - Section 12
- Human Resource Management (HRM) - Section 13
- Human Resource Management (HRM) - Section 14