MBA Third Semester (a) Resourcing Strategy

Manpower Planning and Resourcing- (b) Total Reward

(c) talent audit
MU0001 (d) Appraisal
1mark Question. 7 The behaviour and attitudinal parts of the
person specification are used as the basis for
________.
1 Human resource planning/ manpower planning
covers the total activity of the ________such as (a) Performance Interview
recruitment, selection, training, etc. (b) Panel Interview
(c) Structured interviews.
a) Managerial Functions (d) Stress Interview
b) Leadership activities
c) Financial activities 8 “A carefully chosen, systematic and
d) Personnel functions standardized procedure for evolving a sample of
responses from candidates which can be used to
2 The parameters of short range forecasting are assess one or more of their psychological
fairly well-defined. They are handled in the characteristics with those of a representative
normal course of budget preparation and require sample of an appropriate population.” Who gave
__________ the given definition?
(a) Complex Analysis (a) Coleman
(b) Survey (b) Smith and Robertson
(c) Simple arithmetic calculations (c) Edenbrough
(d) Detailed Study (d) Raven
3 The primary role of accounting is to provide an 8 __________is the term used to describe how
effective measurement and reporting system for careers progress within organizations or over a
___________. working life.
(a) Recruitment (a) Career dynamics
b) Pay Revision (b) Succession Planning
(c) Decision making. (c) Job enlargement
(d) Training Need Identification. (d) Job enrichment
4 The term „knowledge management. is coined 10 New employees are likely to settle in more
by ________ –a consultant. quickly and enjoy working for the organization if
the process of ________takes place smoothly.
(a) Nonaka
(b) Kael Wiig (a) Interview
(c) Takauchi (b) Recruitment
(d) Chatwal (c) Socialization
(d) Selection
5 Career Management encompasses recruitment,
personal development plans, lateral moves, and 11 The pressure for improved performance to
special assignments at home or aboard, meet more intense ________competition explains
development positions, career bridges, and why many organizations are setting higher
support for employees who want to develop. standards for employees and are not retaining
(2002) Who has made this Statement? those who do not meet those standards.
(a) Pfeffer (a) Local
(b) Hirsh and Carter (b) Global
(c) Swart and Kingie (c) National
(d) Rodger (d) technological
6 A _____identifies those with potential and 12 What document shall be used to convey
provides the basis for career planning and clearly and simply what new staff needs to know
development, ensuring that talented people have related to the company rules, pay, leaves,
the sequence of experience supplemented by promotion facilities etc.
coaching and learning programmes.
(a) Service Book (b) Drucker
(b) Glossary (c) Pareek
(c) Annual report (d) Dr. Ram Tarneja,
(d) Employee Handbook
20 HRCA stands for:
13 _________tests measure abilities or skills that
have already been acquired by training or (a) Human Resource Capital Accounting
experience. (b) Human Resource Cost Accounting
(a) Attainment (c) Human Resource Capital Audit
(b) Value (d) Huaman Resource Cost Audit
(c) Attitude
(d) Aptitude 2 MARKS QUESTIONS

14 The „seven point plan. are developed by 21 Employee Relations Index is a

_________. ___________technique of measuring the overall
effectiveness of the total________ programme.
(a) Fraser
(b) Rodger (a) Statistical: Financial
(c) Likert (b) Qualitative: managerial
(d) Ross (c) Quantitative : personnel
(d) Quantitative: Training
15 These review the stocks of talent available
and the flows required by reference to demand 22 Job analysis includes the preparation of job
and supply forecasts and performance and _______ and job ____.
potential assessments. Choose the correct option.
(a) Descriptions: Enrichment
(a) Performance Assessment (b) Specifications: Enlargement
(b) Manpower Planning (c) Description : Specifications
(c) Talent Audits (d) Evaluation :Satisfaction
(d) HRD survey
23 Projections are estimates of the _______ and
16 Career management consists of the processes ______of employees that can be expected to
of career planning and _________. constitute an organization.s workforce at some
future point in time.
(a) Training
(b) Promotion a) Gender and Age
(c) Management Succession b) Number and kinds
(d) Counselling c) Skills and Age
d) Number and Quality
17 Scenario planning is also described as
________. 24 Demand forecasting is the process of
estimating the future numbers of people required
(a) Future Planning and the likely ________ and _______ they will need.
(b) Formal strategic planning technique
(c) Forecasting (a) Pay and Benefits
(d) Succession Planning. (b) Time and Training
(c) Incentive and Bonus
18 Stainer identifies _______strategies for human (d) Skills and Competences.
resource planning.
25 Individual knowledge conversion takes place
a) Three between _______and _______.
b) Two
c) Five (a) Training and Implementation
d) Nine (b) Learning and Assessment
(c) Tactic knowledge and explicit knowledge.
19 According to ________“Management can ensure (d) Teaching and learning
control of labour costs by avoiding both shortages
and surpluses of manpower through proper 26Targeted recruitment and selection involves
manpower planning.” analyzing and assessing work requirements and
defining what cultural fit means.
(a) Jucious
(a) analyzing and assessing A. Agreeableness
(b) preparing and advertising B. Emotional stability
(c) recording and assessing C.Extraversion/introversion
(d) planning and meeting D. Conscientiousness
Choose the correct option.
27 The three stages of career progression are:
(a) 1A,2C,3D,4B
(a) Expanding, establishing and maturing. (b) 1B,2D,3A,4C
(b) Appraisal, training, promotion. (c) 1C,2B,3D,4A
(c) Unfreezing, moving, refreezing. (d) 1D,2B,3A,4C
(d) Training, learning, promoting
33 Match the descriptions with correct
28 Intelligence is defined by Toplis as „the forecasting technique
capacity for ______and _________. 1.To locate key indicators with which total
manpower correlates highly. To identify such a
(a) Performance and learning A -Work Standard Data factor, the human
(b) Abstract thinking and Reasoning resources planning department must examine
(c) Learning and Retention several business factors
(d) Memory and Retention 2. When new ventures complicate employment
planning. This technique requires planners to
29 The psychological contract consists of implicit, ensure human resources needs in line with
unwritten _________and ________about how companies that already perform similar
employees are expected to behave and what operations.
responses they can expect from their employer. 3. A method of forecasting human resources
needs. It is a decision tool. It solicits estimates of
(a) Contract and Appointment letter personnel
(b) Rules and regulations needs from a group of experts, usually managers.
(c) Letter and notices 4. Comprehensive sets of data for man hours or
(d) Beliefs and assumptions unit times to perform a great many production
tasks.
30 The options availed for online selection B -Delphi Technique
includes _______,_____and psychometric testing C- New Venture Analysis
online. D- Key Predictive Factors

(a) self-assessments, online screening Choose the correct option:

(b) advertising , email
(c) interview , reference
(d) medical, intellectual
31 An integrated manpower strategy consists of
four factors- information relating to demand and
supply, strategic evaluation of requirements,
__________regarding the human resources of the
enterprise, and the________related to manpower
management.
a) Operational decision, policy decisions.
b) Estimation; budgets
c) Job description; Policy
d) Selection decision; Issues
4 Marks Questions
a) 1A,2B,3D,4C
b) 2A,3C,1B,4D
c) 4A,1B,3C,2D
d) 1D,2C,3B,4A
34 Identify the true statements amongst the
following.
1. Explicit knowledge is the potential of an
individual which needs to be mined or exploited
by means of face-to-face discussions, interview,
etc.
2. Tactic knowledge can be shared and
exchanged.
3. Explicit knowledge is formal.
4. The processed information in the actionable
form is referred to as knowledge.
Choose the correct option.

32 Match the following according to the Big 5
factor .
1. Resilient, independent, confident.
2. Persevering, careful, reliable.
3. Courteous, co-operative, likeable.
4. Gregarious, outgoing, assertive
(a) Statement 1,2 and 3 are true
(b) Statement 2 and 4 are true
(c) All statements are false
(d) Stataements 2, 3 and 4 are true.
35 Mr S. Roy is preparing the Action Plan for
resourcing. While preparing the plan he needs to
consider the following points. Suggest the best
option which may meet the given requirements.
“Resources to be concentrated on core business
activities; employment costs to be reduced;
Flexibility and productivity to be increased and
job security for core employees to be enhanced.”
Choose the correct option.

(a) Flexible Hours

(b) Overtime
(c) Job Sharing
(d) Sub-contracting

36 Prabal Info Systems is preparing the report to

conduct the Manpower planning. They are
collecting data from payrolls also doing a detailed
study of job descriptions By doing this they may
get data mostly related to some of the main
dimensions related to manpower planning. What
are those?

(a) Balance sheet of Company and performance

Appraisal
(b) The total number of personnel available :the
job-family
(c) Training Need Evaluation
(d) Career Planning

37 The HR team at Great Show advertising

company is estimating the following issues:
. The likelihood of how many people may be
leaving.
. How serious the effects of loss would be on the
business;
. The ease with which a replacement could be
made and the replacement costs.
Identify what they are trying to do.

(a) Manpower Planning

(b) Employer Branding
(c) Risk Analysis
(d) Performance management.

38 Sumi is the HR generalist and she is preparing

the person specifications. She has prepared the
paragraphs comprising the following details.

1. In particular categories of work or organization;

the types of achievements and activities that
would be likely to predict success.
2. The corporate culture (e.g. formal or informal)
and the need for candidates to be able to work
within it.
What headings would you suggest?
(a) 1. Qualification, 2 Training
(b) 1. Behaviour Requirements, 2 Special
Demands
(c) 1. Experience ,2 Organizational Fit
(d) 1. Behaviour requirements, 2. Attitudinal
requirements.