<<123456789101112131415161718192021>> 1. What is a key personality attribute expected from HR professionals?Imagination and creativityExpertise in automotive engineeringKnowledge of performance appraisal systemsKnowledge of behavioral sciencesQuestion 1 of 21 2. What personality attribute is related to a positive attitude towards others?InitiativeConcern for excellenceFaith in human beingsSystems development skillsQuestion 2 of 21 3. What personality attribute relates to a friendly and sociable demeanor?Imagination and creativityConcern for excellenceInitiativeFriendly, sociable, and affableQuestion 3 of 21 4. What personality attribute involves an interest in learning new things?Attitude for research and development workAbility to work as a team memberConcern for people and their developmentInterest in learning new thingsQuestion 4 of 21 5. Which personality attribute is associated with a concern for people and their development?Positive attitude to othersImagination and creativityConcern for people and their developmentFaith in human beings and their capabilitiesQuestion 5 of 21 6. What is the primary focus of "Strategic HRM" in an organization?Maximizing employee satisfactionUtilizing the knowledge, skills, and abilities of employees for business strategyMinimizing administrative costsReducing organizational cultureQuestion 6 of 21 7. According to Ulrich (1998), what is one of the new mandates for HR professionals in the 21st century?Becoming experts in financial managementIsolating HR functions from business operationsBecoming champions for employeesFocusing solely on administrative efficiencyQuestion 7 of 21 8. What role do HR professionals play under "Strategic HRM" in Banks, according to the text?Operating as local HR administratorsFocusing on administrative efficiencyIsolating themselves from line managersMinimizing employee contributionsQuestion 8 of 21 9. Under the new model of "Strategic HRM," what is the expected relationship between line managers and HR professionals in Banks?Line managers function as isolated HR administrators.HR professionals are the sole point of contact for all employee issues.Line managers are the primary point of contact for employee-specific issuesHR professionals focus solely on corporate business goals.Question 9 of 21 10. In "Strategic HRM," what role are HR professionals expected to play in shaping HR policies?Being the first point of contact for all employee issuesOperating in isolation from the business arenaFormulating policies with an inbuilt resilience to meet corporate business goalsMinimizing HR policies to streamline operationsQuestion 10 of 21 11. What criteria must an area of knowledge fulfill to be considered a profession?Having a large number of practitionersHaving a long historyHaving a corpus of knowledge, a period of learning and apprenticeship, and a code of conductHaving political supportQuestion 11 of 21 12. Which institution is credited with making Personnel Management a profession in India, according to the National Commission on Labor?National Institute of Labor Management (NILM)Tata Iron and Steel Company (TISCO)Indian Institute of Personnel Management (IIPM)Indian Institute of Technology (IIT)Question 12 of 21 13. Who emphasized human factors in an organization and sowed the seeds of Tata Iron and Steel Company (TISCO) in Jamshedpur?J.N. TataThe National Commission on LaborThe founders of Indian Institute of Personnel Management (IIPM)The founders of National Institute of Labor Management (NILM)Question 13 of 21 14. What does the text highlight about the history of TISCO in the context of HRM?TISCO was not proactive in developing the personnel function.TISCO's history indicates how the personnel function matures in an organization.TISCO's history is irrelevant to the development of HR functions in IndiaTISCO was the first organization to establish Indian Institute of Personnel Management (IIPM).Question 14 of 21 15. What is the significance of TISCO's actions in the early stages of HRM development?TISCO's actions were ordinary and conventional for the time.TISCO's actions were a model for progressive HRM practices in a novice environment.TISCO's actions were criticized by HR professionals.TISCO's actions had no impact on HR development in IndiaQuestion 15 of 21 16. Who played a pioneering role in clarifying the HRD focus and developing HRD systems in India during the 1980s?Uday Pareek and T V RaoState Bank of IndiaWestern academiciansIndian governmentQuestion 16 of 21 17. What was the focus of Uday Pareek and T V Rao's work in the field of HRD during the 1980s in India?Employee participationShareholding for workersClarifying developmental dimensions and their implicationsAdministrative efficiencyQuestion 17 of 21 18. In the 1980s, what new development was introduced in India's HR landscape, especially in hi-tech industries?Employee unionsKnowledge workersEmployee participationTraditional personnel practicesQuestion 18 of 21 19. Which organizations from the banking sector initiated HRD processes during the 1980s in India, as mentioned in the text?Indian Society for Training and DevelopmentState Bank of India, State Bank of Patiala, Bank of Baroda, and Canara BankNational HRD NetworkIndian governmentQuestion 19 of 21 20. What was the role of the National HRD Network, established in 1985, in the development of HRD in India?It focused on employee participation.It provided academic support to HRD functionaries.It introduced annual conferences for HR functionaries.It promoted shareholding for workers.Question 20 of 21 21. How did forums like NIPM, National HRD Network, and ISTD contribute to the development of HRM perspective in Indian organizations?By introducing employee participationBy networking HR functionaries and sharing industry developmentsBy promoting traditional personnel practicesBy establishing employee unionsQuestion 21 of 21 Loading...
