BBA-IV- HRM-MCQ-OLD COURSE

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BBA Sem- IV(OLD COURSE)
Subject:- Human Resource Management
1	Which of the following is the correct abbreviation of HRM?
	A.	Human Resource Management	B.	Human Resourcefulness Management
	C.	Human Relation Management	D.	Humanistic Relation Management
	Answer :-A
2	Finding ways to reduce __________ is a crucial responsibility of management.
	A.	Stress	B.	Dissatisfaction
	C.	Uncertainty	D.	None of the above
	Answer :- C
3	What is human factor?
	A.	Interrelated Physiological, Psychological and Socio-ethical aspects of human being.	B.	The entire concept of human behaviour
	C.	Micro and macro issues of socio­economic factor.	D.	None of the above.
	Answer :-A
4	Human resource management emphasis
	A.	Development of people	B.	Punishment of people
	C.	Adoption of people	D.	None of these
	Answer :- A
5	Human resource management is amalgam of
	A.	Job analysis, recruitment and selection	B.	Social behaviour and business ethics
	C.	Organisational behaviour, , personal management and industrial relation	D.	Employer and employees
	Answer :-C
6	Operative functions of HRM includes
	A.	Procurement, development, compensation & motivation	B.	Maintenance
	C.	Integration and emerging trends	D.	All of these
	Answer :- D
7	Basic managerial functions of HRM are
	A.	Planning, organising, staffing	B.	Planning, organising and co-ordinating
	C.	Planning, organising, directing and controlling	D.	None of these
	Answer :-C
8	Which of the following statement is/are correct?
	A.	HRM is a strategic management functions	B.	Under HRM employee is treated as resource
	C.	HRM is the management of skills, talent and abilities	D.	HRM lacks the organisation to achieve its goals
	Answer :- B
9	Following are the characteristics of HRM except
	A.	Pervasive function	B.	Interdisciplinary function
	C.	Job oriented	D.	Non of above
	Answer :-C
10	The process of familiarizing the new employees to the organisation rules and regulations is known as
	A.	Placement	B.	Induction
	C.	Recruitment	D.	Selection
	Answer :- B
11	Human resource management means
	A.	A method which an organisation collects, maintains and reports information on people and jobs	B.	The process of integrating the employees’ needs and aspirations with organizational needs
	C.	The process of bringing people and organisation together so that the goals of each are achieved	D.	The efforts to make life worth living for workers
	Answer :-
12	The basic managerial skill(s) is (are)
	A.	To supervise	B.	To motivate
	C.	To stimulate	D.	All of these
	Answer :- D
13	______________ is a performance measure of both efficiency and effectiveness.
	A.	Organisational behaviour	B.	Organisational citizenship
	C.	Employee productivity	D.	None of these
	Answer :-C
14	__________ is the process of forecasting an organisations future demand for, and supply of, the right type of people in the right number
	A.	Human Resource Planning	B.	Recruitments
	C.	Human Resource Management	D.	Human Capital Management
	Answer :- A
15	What is the major issue faced while doing personal planning?
	A.	Type of information which should be used in making forecasts	B.	Types of people to be hired
	C.	Multiple positions to be filled	D.	All of the above
	Answer :-A
16	_______ is the process of estimating the quantity and quality of people required to meet future needs of the organisation.
	A.	Demand forecasting	B.	Supply forecasting
	C.	Environmental forecasting	D.	None of the above
	Answer :- A
17	What are the pre- requisites for successful human resource planning?
	A.	Backing of top management	B.	Personal records must be complete
	C.	Techniques of planning should be the best	D.	All of the above
	Answer :-D
18	Which of these activities are not included in the scope of human resource management?
	A.	Job analysis and design	B.	Motivation and communication
	C.	Safety and health	D.	Organisational structure and design
	Answer :- D
19	Which of these are the principle sources for determining the content and meaning of policies?
	A.	Knowledge and experience gained from handling problems on a day to day basis	B.	Past practices in the organisation
	C.	Attitudes and philosophy of the founders, top management, middle and lower management	D.	All of the above
	Answer :-D
20	Resistance from employees is __________ to HRP
	A.	Objective	B.	advantage
	C.	scope	D.	Disadvantage
	Answer :- D
21	Which one of the following is not a part of Process of Human resource planning
	A.	Analyzing existing HR	B.	Implementation of HR plan
	C.	recruitment	D.	Analysing organisational objective
	Answer :-C
22	___________________ is process by which an organization should move from it current manpower position to its desired manpower position
	A.	HRP	B.	HRM
	C.	SHRM	D.	All of the above
	Answer :- A
23	____________ involves a collection of job related information
	A.	Job Description	B.	Job analysis
	C.	Job designing	D.	None of the above
	Answer :-B
24	_______________ is a statement of human qualifications necessary to do the job
	A.	Job Description	B.	Job analysis
	C.	Job specification	D.	None of the above
	Answer :- C
25	Working condition and Hazards involved in a job is included in
	A.	Job Analysis	B.	Job Description
	C.	Job Design	D.	none of the above
	Answer :-B
26	The first step of HRP is
	A.	Forecasting future HR needs	B.	Analysing existing HR
	C.	Implementation of HR plan	D.	Evaluate & redesign of HR plan
	Answer :- A
27	Job Description doesn’t contain detail about
	A.	Educational qualification	B.	Job summary
	C.	Location	D.	Working Condition
	Answer :-A
28	The activities in HRP doesn’t includes
	A.	Forecasting future HR needs	B.	Analysing existing HR
	C.	Recruitment	D.	Evaluate & redesign of HR plan
	Answer :- C
29	Process of forecasting, developing & controlling human resource in an enterprise is
	A.	HRP	B.	HRD
	C.	HRM	D.	SHRM
	Answer :-A
30	A written summary of content & context of job is called _______________________
	A.	Job Analysis	B.	Job Description
	C.	Job Specification	D.	Job Design
	Answer :- B
31	_____________ is a process of searching for prospective employees and stimulating them to apply for jobs
	A.	Selection	B.	Induction
	C.	Recruitment	D.	Orientation
	Answer :-C
32	Which is not an advantage of internal Source of recruitment
	A.	Time saving	B.	New blood
	C.	Less expensive	D.	increased car
	Answer :- B
33	Which is not an advantage of external Source of recruitment
	A.	New blood	B.	More competition
	C.	Less expensive	D.	Less partial
	Answer :-C
34	_______________ can be defined as process of choosing the right person for the right job.
	A.	Selection	B.	Recruitment
	C.	Induction	D.	Orientation
	Answer :- A
35	_____________ is the application form to be filled by the candidate when he goes for recruitment process in the organisation.
	A.	Job application	B.	Formal application
	C.	Application blank	D.	None of the above
	Answer :-C
36	_______________ is not an external source of recruitment
	A.	Campus selection	B.	Internal advertisement
	C.	Consultancy	D.	Walk-in
	Answer :- B
37	Promotion is a _______________________ source Recruitment
	A.	Suitable	B.	Higher
	C.	Internal	D.	External
	Answer :-C
38	Campus selection is a __________________________ source of recruitment
	A.	Fresh	B.	Modern
	C.	Internal	D.	External
	Answer :- D
39	The term procurement stands for
	A.	Recruitment & selection	B.	Promotion
	C.	Purchase	D.	Non of above
	Answer :-A
40	Identifying the __________________ candidates and ______________ them to apply for the job is called Recruitment
	A.	Available, insisting	B.	Available, making
	C.	Potential, Attracting	D.	Potential, insisting
	Answer :- C
41	______________ means assigning a specific rank and responsibility to an individual
	A.	Selection	B.	Induction
	C.	Recruitment	D.	Placement
	Answer :-D
42	Which of these is the purpose of recruitment?
	A.	Make sure that there is match between cost and benefit	B.	Help increase the success rate of the selection process by reducing the number of visibly underqualified or over qualified job applicants.
	C.	Help the firm create more culturally diverse work - force	D.	None of the above
	Answer :- B
43	The poor quality of selection will mean extra cost on _______ and supervision.
	A.	Training	B.	Recruitment
	C.	Work quality	D.	None of the above
	Answer :-A
44	Which of these is the most important external factor governing recruitments?
	A.	Sons of soil	B.	Unemployment rate
	C.	Labour market	D.	Supply and demand
	Answer :- D
45	________ refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants.
	A.	Selection	B.	Training
	C.	Recruitments	D.	Induction
	Answer :-C
46	The process of Selection starts with
	A.	Advertisement Notification	B.	Date of filling online form
	C.	Preliminary Screening	D.	interview
	Answer :- C
47	During an interview, an interviewer asks random questions to a candidate. State the type of interview
	A.	Directed Interview	B.	Stress Interview
	C.	Unstructured Interview	D.	Structured Interivew
	Answer :-C
48	_______________ is the formal and systematic modification of behaviour through learning
	A.	Training	B.	Education
	C.	Instruction	D.	None of the above
	Answer :- A
49	Training occurs as a result of __________________
	A.	Instruction	B.	education
	C.	development	D.	all of the above
	Answer :-D
50	Training refers to the process of imparting _______________ skills
	A.	Specific	B.	General
	C.	Important	D.	Over all
	Answer :- A
51	_______ is any learning activity, which is directed towards future needs rather than present needs
	A.	Training	B.	Education
	C.	Instruction	D.	Development
	Answer :-D
52	Development concerned more with __________________
	A.	Immediate performance	B.	succession planning
	C.	career growth	D.	All of the above
	Answer :- C
53	Which of the following is not a method of on the job training
	A.	Supervision	B.	Job instruction
	C.	Role play	D.	Job rotation
	Answer :-C
54	Which of the following is method of on the job training
	A.	Group discussion	B.	Job instruction
	C.	Role play	D.	Case Study
	Answer :- B
55	OJT stands for-
	A.	On the job training	B.	On the job technique
	C.	On the job technology	D.	Off the job training
	Answer :-A
56	On the job training includes
	A.	Coaching	B.	Conference
	C.	Understudy	D.	All of these
	Answer :- D
57	Methods of training and development are-
	A.	Off the job	B.	On the job
	C.	Both (a) and (b)	D.	None of these
	Answer :-C
58	Methods of job evaluation are-
	A.	Qualitative method	B.	Quantitative method
	C.	Both (a) and (b)	D.	None of these
	Answer :- C
59	Quantitative job evaluation method are
	A.	Ranking method	B.	Point rating method
	C.	Factor comparison method	D.	Both (b) and ©
	Answer :-D
60	Qualitative job evaluation method are-
	A.	Ranking	B.	Grading
	C.	Point Rating	D.	Both (a) and (b)
	Answer :- D
61	Jobs analysis results in-
	A.	Job description	B.	Job specification
	C.	Job evaluation	D.	All of (a), (b) and ©
	Answer :-D
62	Job description is a statement containing items like-
	A.	Job title, location and duties	B.	Machines, tools and equipment
	C.	Materials, working conditions and hazards.	D.	All of these
	Answer :- D
63	…………..is a factual statement of tasks & duties involved in a job.
	A.	Job description	B.	Job specification
	C.	Job Analysis	D.	Job evaluation
	Answer :-A
64	Job Specification is a statement of-
	A.	Min qualification required for o job	B.	Technical job requirement
	C.	Machines to be used	D.	None of these
	Answer :- A
65	______arranges the job in numerical order from highest rank to lowest rank on the basis of duties and responsibilities
	A.	Ranking method	B.	Grading method
	C.	Point rating method	D.	Factor comparison method
	Answer :-A
66	a predetermined groups or classes are established and jobs are assigned to each classification:
	A.	Ranking method	B.	Grading method
	C.	Point rating method	D.	Factor comparison method
	Answer :- B
67	_________the more compensable factor a job possess the more points are assigned to it:
	A.	Ranking method	B.	Grading method
	C.	Point rating method	D.	Factor comparison
	Answer :-C
68	is the systematic, periodic and impartial rating of an employee excellence in matters pertaining to his present job and his potential for a better job.
	A.	Performance appraisal	B.	Compensation and motivation
	C.	Training and Development	D.	Performance indicator
	Answer :- A
69	is a performance appraisal technique that involves agreement between employee and manager on goals to be achieved in a given period.
	A.	BARS	B.	BOS
	C.	Rating scales	D.	MBO
	Answer :-D
70	The following is (are) the benefit(s) of training.
	A.	Increased productivity	B.	Reduced accidents
	C.	Reduced supervision	D.	All of the above
	Answer :- D
71	______________” is a process of evaluating an employee’s performance of a job in terms of its requirements.
	A.	Performance Management	B.	Performance analysis
	C.	Performance appraisal	D.	Performance evaluation
	Answer :-C
72	______________ is the step where the management finds out how effective it has been at hiring and placing employees.
	A.	Performance Management	B.	Performance analysis
	C.	Performance appraisal	D.	Performance evaluation
	Answer :- C
73	The actual performance is compared with the standard performance to
	A.	Identify the gap	B.	give them training
	C.	improve performance	D.	all of the above
	Answer :-A
74	________________ is to identify the strengths and weaknesses of employees to place right men on right job.
	A.	Recruitment	B.	Performance Appraisal
	C.	Selection	D.	feedback
	Answer :- B
75	The performance Appraisal method BARS stands for
	A.	Behavioral Attitude rating system	B.	Behavioral Attitude ranking System
	C.	Behavioral Aptitude Ranking System	D.	Behavioral Anchored Ranking Scale
	Answer :-D
76	The actual performance of an individual is measured in terms of its ________________
	A.	Input and output	B.	efficiency and effectiveness
	C.	Returns to the organisation	D.	Business earned by him
	Answer :- B
77	This step of performance appraisal process finds out the deviation occurred in actual performance
	A.	Fixing standards	B.	Measuring actual performance
	C.	Communication of standards	D.	Discuss Appraisal With The Employee
	Answer :-D
78	Modern method of performance appraisal does not include
	A.	BARS	B.	Assessment center
	C.	MBO	D.	360
	Answer :- A
79	The concept of MBO was developed by
	A.	Elton Mayo	B.	F.W. Taylor
	C.	Peter Drucker	D.	Philip Kotler
	Answer :-C
80	What is linked with performance appraisal?
	A.	Job Design	B.	Development
	C.	Job analysis	D.	None of the above
	Answer :- C
81	Which of the following is an alternate term used for performance appraisal?
	A.	Quality and quantity of output	B.	Job knowledg e
	C.	Employee assessment	D.	None of the above
	Answer :-C
82	Which of these is the main purpose of employee assessment?
	A.	Making correct decisions	B.	Establish job expectations
	C.	To effect promotions based on competence and performance	D.	None of the above
	Answer :- C
83	How performance appraisal can contribute to a firm's competitive advantage?
	A.	Ensures legal compliances	B.	Minimising job dissatisfaction and turnover
	C.	Improves performance	D.	All of the above
	Answer :-D
84	Choose which of the following is a benefit to the individual while receiving training?
	A.	Creates an appropriate climate for growth, communication	B.	Aids in increasing productivity and/ or quality of work
	C.	Satisfies a personal needs of the trainer	D.	None of the above
	Answer :- C
85	Which of the following is not an advantage of the performance appraisal system?
	A.	Managers can assign the right job to the right employee based on his/her skills	B.	Employees can assess their performance
	C.	Employees can compare their performance with fellow colleagues	D.	Employees feel demotivated after assessing their performance
	Answer :-D
86	Which of the following is not a performance appraisal factor?
	A.	Attendance	B.	Attitude
	C.	Quality of work	D.	Number of social media handles
	Answer :- D
87	Which of the following is not a physical or objective performance appraisal factor?
	A.	Attendance	B.	Amount of work
	C.	Efficiency	D.	Friendliness
	Answer :-D
88	Measuring actual performance and comparing actual performance with standards is one of the techniques of performance appraisal in an organization.
	A.	TRUE	B.	FALSE
	C.	Party true	D.	Non of above
	Answer :- A
89	What is the first step in the appraisal process?
	A.	defining the job	B.	giving feedback
	C.	administering the appraisal tool	D.	making plans to provide training
	Answer :-A
90	Which performance appraisal tool requires supervisors to categorize employees from best to worst on various traits?
	A.	digital dashboard	B.	critical incident method
	C.	graphic rating scale	D.	alternation ranking method
	Answer :- D
91	Grievances affect the employees ______________.
	A.	Training.	B.	Promotion
	C.	Morale	D.	Wages
	Answer :-C
92	The promotion criteria is always based on __________
	A.	Merit	B.	Merit and seniority
	C.	Seniority	D.	Recommendations
	Answer :- D
93	The process of providing the trainees the information about their performance
	A.	Feedback	B.	Observation
	C.	Suggestion	D.	Research
	Answer :-A
94	Too great a reliance on internal recruitment can result in ______________.
	A.	Reduced job performance	B.	Higher labour turnover
	C.	Internal conflict	D.	Poor group dynamics
	Answer :- A
95	Job enlargement expands ______________
	A.	Upward	B.	Downward
	C.	Horizontally	D.	Vertically
	Answer :-C
96	Job analysis is a formal and detailed study of ______________.
	A.	Salary	B.	Raw materials
	C.	Machines	D.	Jobs
	Answer :- D
97	_____________ interview is conducted by a group of interviewers.
	A.	Non directional	B.	Structured
	C.	Panel	D.	Stress
	Answer :-C
98	Many colleges and universities have arranged for students to work part-time in a special training program as part of their education. This training is called ______________
	A.	College trainee experience	B.	Educational credits program
	C.	Coordinated education	D.	An internship
	Answer :- D
99	Which of the following helps the employee to improve their efficiency?
	A.	Development	B.	Training.
	C.	Promotion.	D.	Transfer.
	Answer :-B
100	The objective of salary administration is to offer ____________
	A.	More wages	B.	Lesser wages
	C.	Poor wages	D.	Fair wages
	Answer :- D
101	Breaking down of job into smaller parts covering few operations ________
	A.	Job Enlargement	B.	Job Cycle
	C.	Job Empowerment	D.	Job Simplification
	Answer :-D
102	Adding more responsibilities, autonomy and control of a job ______________
	A.	Job enrichment	B.	Jod design
	C.	Job requirement	D.	Job analysis
	Answer :- A
103	Movement of an employee from a low level to the higher level is ______________
	A.	Transfer	B.	Promotion
	C.	Rotation	D.	Shifting
	Answer :-B
104	A kind of future oriented training ______________
	A.	Employee training	B.	Employee development
	C.	Employability	D.	Employee potential
	Answer :- B
105	Picking up suitable candidates by rejecting the unsuitable _______
	A.	Recruitment	B.	Training
	C.	Selection	D.	Development
	Answer :-C
106	Violation of established rules ____________
	A.	Misconduct	B.	Dismissal
	C.	Memo	D.	Bad behaviour
	Answer :- A
107	A test interprets problems or situations for employees is _______
	A.	Projective tests	B.	Interest tests
	C.	Preference tests	D.	Simulation tests
	Answer :-A
108	Oral examination of candidates for employment is ___________
	A.	Placement	B.	Screening
	C.	Interview	D.	Selection
	Answer :- C
109	HR plans should be ______________ with the corporate plans of the enterprise.
	A.	Balanced	B.	Not related
	C.	Mixed	D.	Not balanced
	Answer :-A
110	_______ method of job evaluation is otherwise called classification method
	A.	Silent	B.	College
	C.	Grading	D.	Home
	Answer :- C
111	Performance appraisal refers to ______________ of an employee
	A.	training.	B.	placement.
	C.	induction.	D.	assessment.
	Answer :-D
112	Human Resource Planning is ______________ Looking function
	A.	Forward	B.	Backward
	C.	Simple	D.	Cross
	Answer :- A
113	A lateral movement within the same grade from one job to another
	A.	Promotion	B.	Transfer
	C.	Recruitment	D.	Retrenchment
	Answer :-B
114	Traditional and direct method of instruction ___________
	A.	Programme	B.	Demonstration
	C.	Lecture	D.	Role playing
	Answer :- C
115	Temporary closure of a unit ___________
	A.	Strike	B.	Lockout
	C.	Layoff	D.	Closure
	Answer :-B
116	The physical environment of a job is ____________
	A.	Working condition	B.	Economic condition
	C.	Social condition	D.	Political condition
	Answer :- A
117	Division of work to take the advantage of _____________
	A.	Discipline.	B.	Specialization.
	C.	Aptitude.	D.	Productivity.
	Answer :-B
118	A ______________ takes place when an employee moves to a position higher than the one formerly occupied.
	A.	transfer	B.	demotion.
	C.	punishment	D.	promotion
	Answer :- D
119	Movement of an employee from one job to another
	A.	Job Enlargement	B.	Retrenchment
	C.	Job Rotation	D.	Job Design
	Answer :-C
120	Employees hired for limited time to a specific job _________
	A.	Permanent employees	B.	Temporary employees
	C.	Contract employees	D.	Employee hiring
	Answer :- B
121	Job analysis is the outcome of Job description and ______________.
	A.	Job design	B.	Job specification
	C.	Job content	D.	Job evaluation
	Answer :-B
122	Prohibiting an employee from attending work _____
	A.	Suspension	B.	Dismissal
	C.	Exit	D.	Retrenchment
	Answer :- A
123	A test which measures employees honesty _________
	A.	Simulator tests	B.	Integrity tests
	C.	Polygraph tests	D.	Graph tests
	Answer :-B
124	The skills available within the company ____________
	A.	Human Resource Inventory	B.	Human planning Inventory
	C.	Manpower Inventory	D.	Employee inventory
	Answer :- A
125	__________ Test is a mental ability test
	A.	Intelligence	B.	Aptitude
	C.	Personality	D.	Interest
	Answer :-A
126	____________ is the ideal or target to achieve through higher productivity
	A.	Fair wages	B.	Minimum wages
	C.	Living wages	D.	Normal wages
	Answer :- D
127	_____________ interview in which candidate is allowed to speak his mind freely.
	A.	Non directed	B.	Structured
	C.	Formal	D.	Depth
	Answer :-A
128	Type of selection test consist of
	A.	Personality test	B.	Aptitude test
	C.	Interest test	D.	All of these
	Answer :- D
129	______________ are usually provided to reduce the no:of accidents
	A.	Safety training	B.	Precaution training
	C.	Training for improvement	D.	None of above
	Answer :-A
130	___________ is used to weekly and monthly rates paid to clerical, administrative, and professional employees
	A.	Wage	B.	Wage fund
	C.	Salary	D.	All of these
	Answer :- C
131	_____________ is designing and implementing total compensation package with a systematic approach to providing value to employees in exchange for work performance.
	A.	Compensation Management	B.	Performance Management
	C.	Human Resource Management	D.	Personnel Management
	Answer :-A
132	___________ is a systematic approach to providing monetary value to employees
	A.	Salary	B.	Allowances
	C.	Compensation	D.	Rewards
	Answer :- C
133	______________ refers to non-monetary benefits offered and provided to employees in lieu of the services provided by them to the organization
	A.	Direct Compensation	B.	Indirect Compensation
	C.	Performance compensation	D.	None of the above
	Answer :-B
134	Which of the below is not a part of direct compensation
	A.	HRA	B.	Medical reimbursement
	C.	Medical Assistance	D.	Bonus
	Answer :- C
135	Which of the below is not a part of indirect compensation
	A.	Insurance	B.	paid leave
	C.	Medical Assistance	D.	Conveyance
	Answer :-D
136	PF/Gratuity is a part of _____________________ compensation
	A.	Indirect	B.	Direct
	C.	Paid	D.	Lateral
	Answer :- B
137	Employee referral is_____________
	A.	an internal method of recruitment	B.	an indirect method of recruitment
	C.	third party method of recruitment	D.	an internet recruiting
	Answer :-A
138	Health insurance, retirement pension, payment for overtime, etc., are __________.
	A.	base pay	B.	variable pay
	C.	benefits	D.	all of these
	Answer :- C
139	Wage and salary survey ensures about_______________ .
	A.	Internal equity	B.	External equity
	C.	INDIVIDUAL equity	D.	Both (a) and (b)
	Answer :-B
140	Which among the following allowances is paid to employees in order to enable them to face the increasing price of essential commodities?
	A.	Bonus	B.	Rent allowance
	C.	Increment in salary	D.	Dearness allowance
	Answer :- D
141	Which among all the three wages, minimum wage, fair wage and living wage is the highest kind of wage?
	A.	Fair wage	B.	Minimum wage
	C.	Living wage	D.	All of these
	Answer :-C
142	Deciding how much an employee should be paid observing internal as well as external equity is called _________.
	A.	comparable worth	B.	wage curve
	C.	salary survey	D.	compensation administration
	Answer :- D
143	Rewards that one gets from the employer, usually money, a promotion or benefits is called _____________________.
	A.	intrinsic rewards	B.	extrinsic rewards
	C.	self-motivated reward	D.	organisation reward
	Answer :-B
144	Fringe Benefits are______________ .
	A.	supplementary compensation	B.	base compensation
	C.	merit Plan	D.	bonus
	Answer :- A
145	Remuneration to blue collar workers is called______________ .
	A.	wage	B.	salary
	C.	payment	D.	compensation
	Answer :-A
146	Job enlargement, Job enrichment, Job rotation and Job simplifications are the various techniques used in an exercise.
	A.	job analysis	B.	job rotation
	C.	job enlargement	D.	Moods
	Answer :- A
147	Compensation based on some established formula designed around a company’s profitability is known as____________ .
	A.	profit sharing plan	B.	gain sharing
	C.	bonuses	D.	piece-rate pay plan
	Answer :-A
148	ritical incident technique provides __________________ basis for conducting employee’s performance.
	A.	subjective	B.	objective
	C.	non-quantitative	D.	none of these
	Answer :- B
149	Job rotation and multiple management method of training is helpful in enhancing ____________.
	A.	interpersonal skills	B.	decision-making skills
	C.	job knowledge	D.	organisational knowledge
	Answer :-D
150	When dissatisfaction at the work place, mostly related to work is brought to the notice of the management, it is known as____________ .
	A.	Complaint	B.	Grievance
	C.	Both (a) and (b)	D.	Negative discipline
	Answer :- B
151	Wages are paid to ___________.
	A.	blue collar worker	B.	white collar worker
	C.	both (a) and (b)	D.	none of these
	Answer :-A
152	Salary paid to _________.
	A.	blue collar worker	B.	white collar worker
	C.	both (a) and (b)	D.	none of these
	Answer :-B
153	Compensation is –
	A.	The remuneration received by an employee in return for his/her contribution to the organisation	B.	It is an organised practice that involves balancing of work- employee relation by providing monetary & non-monetary bene­fits to the organisation
	C.	Both (a) and (b)	D.	Non of above
	Answer :-C

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