<<12345678910111213141516171819202122232425>> 1. What was a consequence of the Industrial Revolution's focus on quantity output in the workplace?Increased human-centric strategiesNeglect of human emotions and needsEnhanced job contentImproved work cultureQuestion 1 of 25 2. What do organizations aim to achieve by aligning individual development with organizational growth?Industrial democracyPositive work cultureImproved job contentTechnological advancementsQuestion 2 of 25 3. What is the primary purpose of performance management systems in HRD?Promoting industrial democracyEnsuring individuals have required competenciesEnhancing job contentImplementing computerizationQuestion 3 of 25 4. In the face of challenges in the banking sector, what do HR policies need to adapt to?Competition and technological advancementsEmployee dissatisfactionIndustrial democracyJob content enhancementQuestion 4 of 25 5. What is the focus of strategic HRM in today's organizations?Promoting computerizationIndustrial democracyAligning with organizational goalsEmphasizing job content enhancementQuestion 5 of 25 6. What skill development is emphasized alongside technology-based training in organizations?Technological skillsBehavioral and interpersonal skillsComputerizationIndustrial democracyQuestion 6 of 25 7. How can HRM initiatives be facilitated in organizations?Through computerizationInvolvement of line managersEmployee dissatisfactionJob content enhancementQuestion 7 of 25 8. What is the primary goal of HRD?Fostering competition among employeesEnhancing individual development and inner potentialReducing employee well-beingPromoting technology-based trainingQuestion 8 of 25 9. What does HRD aim to create in an organization's culture?A culture of strong competitionA culture of strong hierarchiesA culture of strong relationships, teamwork, and collaborationA culture of individualismQuestion 9 of 25 10. What is the focus of HRD in terms of competencies development?Developing only knowledgeDeveloping attitudes and skillsReducing employee motivationPromoting hierarchy in organizationsQuestion 10 of 25 11. Which of the following is not a specific HRD goal mentioned in the text?Strengthen supervisor-employee relationshipsFoster team spirit and performancePromote competition among employeesPrepare for expected future rolesQuestion 11 of 25 12. What does HRD seek to improve in the organization according to the text?Reducing teamwork and collaborationPromoting individualismImproving the organization's overall health and self-renewing capabilitiesFostering employee dissatisfactionQuestion 12 of 25 13. Which of the following is one of the HRD systems mentioned in the text?Job AnalysisEmployee RecruitmentCompensation ManagementOrganizational DevelopmentQuestion 13 of 25 14. What is the primary focus of the HRD unit according to the text?Administrative sub-systemsMaintenance sub-systemsDevelopmental sub-systemsJob analysisQuestion 14 of 25 15. What is the fundamental purpose of job analysis in HRM?Providing job security to employeesUnderstanding job intricacies and personnel suitabilityConducting performance appraisalsManaging compensation and benefitsQuestion 15 of 25 16. What is the primary aim of HRM with respect to job/role analysis?Providing training and development opportunitiesMaximizing employee compensationEnsuring employee job securityProviding the right person for the right job at the right timeQuestion 16 of 25 17. Which HRD system deals with the identification and development of talents within an organization?Learning and DevelopmentPerformance AppraisalHuman Resource Information SystemCompensation ManagementQuestion 17 of 25 18. What HRD system focuses on evaluating and providing feedback to employees regarding their performance?Potential Appraisal and Career PlanningOrganizational DevelopmentPerformance Appraisal, Feedback, and CounselingTalent Management and Succession PlanningQuestion 18 of 25 19. What is the primary purpose of traditional job analysis?To evaluate employee performanceTo list job requirementsTo conduct performance appraisalsTo establish recruitment policiesQuestion 19 of 25 20. Which of the following components is typically included in a job description?Education and work experiencePreferred qualificationsManagerial experiencePerformance evaluation criteriaQuestion 20 of 25 21. What is the primary purpose of job specification?Listing job requirementsDefining job-related tasks and activitiesIdentifying job-related dutiesDefining the knowledge, skills, and abilities needed for a jobQuestion 21 of 25 22. How does job evaluation differ from job analysis?Job evaluation focuses on job-related tasks, while job analysis determines job worth.Job evaluation is a component of job analysis.Job evaluation is used for recruitment, while job analysis is for performance appraisal.Job evaluation defines job responsibilities, while job analysis focuses on qualifications.Question 22 of 25 23. What is the main purpose of job evaluation?To define job responsibilitiesTo conduct performance appraisalsTo determine job worth and establish wage settlementsTo list job qualificationsQuestion 23 of 25 24. Which of the following HR functions is aided by job specification?Job evaluationRecruitment, performance evaluation, and promotionJob descriptionJob analysisQuestion 24 of 25 25. What is the primary purpose of manpower planning in HR?Identifying training needsAssessing skills and competenciesMeasuring performance against job activitiesPlanning employee growthQuestion 25 of 25 Loading...
