Question 1

Which of the following is a principle of discipline?

Accepted Answer

Discipline should be fair, consistent and follow due process.

Question 2

HR analytics is mainly used to:

Accepted Answer

HR analytics uses data and analysis to improve HR and business outcomes.

Question 3

Recruitment is mainly concerned with:

Accepted Answer

Recruitment is a positive process of searching and encouraging applicants.

Question 4

Coaching as a training method is typically provided by:

Accepted Answer

Coaching is guidance by a supervisor to improve performance on the job.

Question 5

Job enrichment mainly involves:

Accepted Answer

Enrichment increases responsibility, autonomy and meaningfulness of work.

Question 6

Which step usually comes first in selection?

Accepted Answer

Selection starts with screening, then tests/interview/checks, then offer and placement.

Question 7

HR metrics primarily answer:

Accepted Answer

Metrics are indicators; analytics digs into causes and predictions.

Question 8

Training is primarily meant for:

Accepted Answer

Training focuses on current job performance; development is broader and future-oriented.

Question 9

Which wage concept is the highest among the following?

Accepted Answer

Living wage > fair wage > minimum wage.

Question 10

Which is an on-the-job training method?

Accepted Answer

Job rotation occurs while working; lectures/case/role play are off-the-job.

Question 11

Analytics process typically begins with:

Accepted Answer

Define the question first, then collect/clean/analyse data and act on insights.

Question 12

Vestibule training refers to:

Accepted Answer

Vestibule training uses simulated/duplicate equipment in a separate training area.

Question 13

A trade union is an organisation of:

Accepted Answer

Trade unions are formed by workers to protect and promote common interests.

Question 14

Performance appraisal is mainly used to:

Accepted Answer

Appraisal assesses performance compared to predetermined standards/KPIs.

Question 15

Unsafe acts leading to accidents include:

Accepted Answer

Unsafe acts are behaviours like ignoring rules or mishandling tools.

Question 16

Wage survey is done mainly to:

Accepted Answer

Wage survey provides external competitiveness information for pay decisions.

Question 17

HRM is said to be pervasive because:

Accepted Answer

HRM is needed at all levels and in all types of organisations.

Question 18

HRM is interdisciplinary because it uses knowledge from:

Accepted Answer

HRM draws from multiple disciplines to understand and manage human behaviour at work.

Question 19

Which is a key element of a safety programme?

Accepted Answer

Safety programmes start with identifying hazards and assessing risk.

Question 20

Stress is best defined as:

Accepted Answer

Stress occurs when job demands exceed coping resources.

Question 21

State any one modern method of performance appraisal.

Accepted Answer

MBO (Management by Objectives) is a **modern** method of appraisal.

Question 22

Give one example of an internal source of recruitment.

Accepted Answer

Promotion (or transfer) is an **internal source** of recruitment.

Question 23

Give one example of a welfare facility.

Accepted Answer

Canteen facility is an example of an employee **welfare** measure.

Question 24

Minimum wage is the lowest wage fixed by law. (True/False)

Accepted Answer

True. **Minimum wage** is the legally fixed lowest wage to meet basic needs and prevent exploitation.

Question 25

Define Human Resource Management (HRM).

Accepted Answer

Human Resource Management is the process of managing **people at work** through planning, acquiring, developing, compensating and maintaining employees to achieve organisational and individual objectives.

Question 26

State one situational factor that affects leadership style choice.

Accepted Answer

The **urgency of the task** (time pressure/crisis) affects which leadership style is appropriate.

Question 27

What is intrinsic motivation?

Accepted Answer

Intrinsic motivation arises from **internal satisfaction** such as interest, achievement and mastery in work.

Question 28

State any one method of job analysis.

Accepted Answer

One method of job analysis is **observation** (watching the job being performed to record tasks and conditions).

Question 29

What is leadership?

Accepted Answer

Leadership is the ability to **influence and guide** people to achieve organisational goals.

Question 30

Kirkpatrick model has four levels. (True/False)

Accepted Answer

True. Kirkpatrick evaluates training at **Reaction, Learning, Behaviour and Results** levels.

Question 31

Explain the motivation process with a simple flow and one example (brief).

Accepted Answer

Motivation process:

Need → Drive → Action/Effort → Performance → Reward → Satisfaction → New need

Example: Need for **recognition** → employee works harder → good performance → gets appreciation/award → feels satisfied and continues effort.

Question 32

Explain the training process steps with a flowchart (brief).

Accepted Answer

Training process:

- **TNA** (identify needs)
- set objectives
- design programme (content/methods)
- deliver training
- evaluate and follow-up

Flow: TNA → Objectives → Design → Delivery → Evaluation → Follow-up

Question 33

Explain placement and induction (orientation) with a small table (any three points).

Accepted Answer

Placement and induction:

| Term | Meaning | Purpose |
|---|---|---|
| **Placement** | assigning the employee to the right job/department | better person–job fit |
| **Induction** | introducing the employee to organisation, rules and job | faster adjustment |

Both complete the hiring process and reduce early confusion and turnover.

Question 34

Explain any three selection tests and their purpose in selection.

Accepted Answer

Any three selection tests:

- **Aptitude test**: measures reasoning/numerical/verbal ability.
- **Skill/technical test**: checks job-specific skills (e.g., typing, coding).
- **Personality test**: assesses traits and work style.

Purpose: tests increase **objectivity** and improve prediction of job performance.

Question 35

Explain rating errors in performance appraisal and suggest remedies (exam-style) with a table and conclusion.

Accepted Answer

Rating errors and remedies:

| Error | Meaning | Remedy |
|---|---|---|
| **Halo** | one trait affects total rating | evidence + behaviour anchors |
| **Leniency** | rates everyone high | rater training + calibration |
| **Recency** | recent events dominate | maintain performance record |

Thus, clear standards and trained raters improve **fairness** of appraisal.

Question 36

Explain the need/importance of training (exam-style) with a table and conclusion.

Accepted Answer

### Need/importance of training
Training is required to improve employee capability and organisational performance.

Key points:
- improves **productivity** and quality
- reduces errors, accidents and wastage
- updates skills due to technology/process changes
- improves morale and job satisfaction
- supports promotions and career growth

| Area | Training impact |
|---|---|
| Performance | **productivity + quality** |
| Safety | fewer accidents/errors |
| People | confidence and motivation |

### Conclusion
Thus, training is an investment that strengthens competence and supports organisational goals.

Question 37

Explain the importance of HRM in modern organisations (exam-style) with a table and conclusion.

Accepted Answer

### Importance of HRM
HRM is important because it ensures effective utilisation and development of human resources.

Key points:
- attracts and retains talent
- improves **productivity** and quality
- reduces absenteeism and turnover
- builds skills and leadership pipeline
- supports compliance and industrial peace

| Area | HRM contribution |
|---|---|
| Performance | **productivity + quality** |
| People | training, motivation, retention |
| Compliance | labour laws and ethics |

### Conclusion
Thus, HRM is a strategic function that builds competitive advantage through people.

Question 38

Write an exam-style note on HR planning: need/importance and the action plan for manpower gap (include a small table).

Accepted Answer

### Need/importance of HR planning
HR planning helps avoid manpower **shortage** and **surplus**, supports expansion, reduces recruitment cost and ensures timely training for skill gaps.

### Manpower gap and action plan
After comparing demand and supply, an organisation may face shortage or surplus.

| Gap situation | Typical HR actions |
|---|---|
| **Shortage** | recruitment, overtime, training, outsourcing |
| **Surplus** | redeployment, retraining, hiring freeze, voluntary retirement |

### Conclusion
Hence, HR planning converts business plans into a practical people plan, ensuring the organisation has the right talent mix at the right time.

Question 39

Write an exam-style note on on-the-job training: methods, merits and limitations (include a table).

Accepted Answer

### On-the-job training (OJT)
OJT means learning while performing the job under guidance.

Methods: **coaching**, **JIT**, job rotation, apprenticeship.

| Aspect | Points |
|---|---|
| Merits | practical learning, immediate application, cost-effective |
| Limitations | may disturb work, quality depends on supervisor, risk of errors |

### Conclusion
OJT is effective when supported by skilled supervisors and proper follow-up to ensure correct work practices.

Question 40

Write an exam-style flowchart of the HRM process (employee lifecycle) and explain briefly (exam-style).

Accepted Answer

### HRM process (flowchart)
HR planning → Recruitment → Selection → Placement/Induction → Training & Development → Performance Appraisal → Compensation → Employee Relations & Welfare → Retention/Engagement → Separation

### Brief explanation
This flow shows how HRM manages the employee lifecycle from planning and hiring to development, performance, rewards, relationships and exit.

| Stage | Purpose |
|---|---|
| **Recruit–Select** | get the right people |
| **Train–Appraise** | develop and evaluate |
| **Compensate–Retain** | motivate and keep talent |

### Conclusion
A structured HRM process ensures systematic people management and supports organisational performance.

Human Resource Management — Question Paper

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