30/08/2024
PREVIOUS YEAR QUESTIONS FOR UGC NET COMMERCE
1. What are the ideas underpinning 'soft', 'commitment', or 'high-road' HRM practices?
A. Labour needs to be treated as an asset to be invested in.
B. Employees are a cost which should be minimised.
C. A lack of mutuality existing between employer and employee.
D. A disregard for unlocking discretionary effort.
Ans: A
2. Why are employees interested in employee engagement?
A. To encourage employees to trust their managers.
B. To make a quick profit.
C. Because engaged employees are more motivated and prepared to give of their best to make the firm succeed.
D. To make employees work harder for less.
Ans: C
3. What does the term 'financialization' mean?
A. A process whereby financial markets and institutions gain greater influence over economic policy, economic outcomes and the elevation of the financial sector over others.
B. Banker's bonuses.
C. The economic turndown.
D. Labour market insecurity.
Ans: A
4. What measures are typically involved in the rationalizing of business?
A. Downsizing and layering.
B. Expanding and layering.
C. Downsizing and delayering.
D. Expanding and delayering.
Ans: C
5. What kind of practices outlined below are typically associated with non-standard working and flexibility?
A. 9-5 working hours.
B. The reduction in distinctions between standard and unsocial hours or standard and extra hours.
C. Premium rates for unsocial hours.
D. The voluntary agreement of unsocial hours working/
Ans: B
6. One of the following attributes of potential employee is of heightened interest to employers when recruiting. Which one is it?
A. The candidate's physical health.
B. The candidate's ability to deal with customers.
C. The candidate's ability to prepare for and cope with an uncertain future.
D. The candidate's organizational abilities.
Ans: C
7. Selection is concerned with....?
A. The activity to select a suitable pool of candidates.
B. Always being stimulated by the departure of an employee.
C. Always ascertaining a candidate's personality to ensure a suitable fit.
D. Applying appropriate techniques and methods to select a candidate.
Ans: D
8. Which activities are not associated with workforce planning?
A. Forward planning reviewing internal and external labour supply.
B. Assessing capability of workforce to develop any requisite skills.
C. Time keeping.
D. Identifying areas where recruitment will be needed.
Ans: C
9. What do rational processes to recruitment and selection typically ignore?
A. Labour market demand.
B. Wages.
C. The time it takes to get to work.
D. The use of power and micro politics by managers.
Ans: D
10. Which is the most popular method of recruiting applicants to job?
A. Radio and TV advertisements.
B. Corporate website.
C. Employee referral schemes.
D. Commercial job boards.
Ans: B
11. Which items below are forms of perceptual errors made during the selection process?
A. Like me judgements.
B. A candidate's time-keeping.
C. The interview setting.
D. The time of day.
Ans: A
12. Which of the below is a form of interview used in candidate selection?
A. The appraisal interview.
B. The competency based interview.
C. The disciplinary interview.
D. The return to work interview.
Ans: B
13. The interview is used as a method for determining?
A. The personality of the candidate.
B. The degree of fit between the applicant and the demands of the job.
C. His/her age.
D. Physical attributes.
Ans: B
14. Job evaluation is carried on by
A. Groups.
B. Individuals.
C. Both A and B.
D. None of the Above.
Ans: Groups.
15. The important objective of a job evaluation programme is-
A. Establishment of sound wage differentials between jobs.
B. Maintenance of a consistent wage policy.
C. Installation of an effective means of wage control.
D. All of the above.
Ans: D
16. The ______provides the essential information on which each job is evaluated.
A. Job ranking.
B. Job enrichment.
C. Job description.
D. Job enlargement.
Ans: C
17. The technique that have been used to evaluate an employee in comparison with other employees
A. Ranking.
B. Forced choice.
C. Essay evaluation.
D. Critical incident technique.
Ans: A
18. Which method is used for evaluating the performance of executives or supervisory positions?
A. Psychological appraisals.
B. Assessment centres.
C. Behaviourally anchored rating scales.
D. 360 degree feedback.
Ans: D
19. Which is the biggest challenge faced while conducting performance appraisal?
A. Evaluating performance of self-managed teams.
B. Presence of a formal appeal process.
C. Appraisals based on traits are to be avoided.
D. None of the above.
Ans: A
20. Performance appraisals are designed to motivate workers by providing them with feedback, recognition, and what?
A. Better work facilities.
B. Equal opportunities.
C. Greater work autonomy.
D. Praise.
Ans: D
21. What is the main reason why managers have become so interested in the absence rates of their employees?
A. Duty of care.
B. Reducing labour costs.
C. Ethical concerns.
D. Avoidance of legal action.
Ans: B
22. What are 'compromise agreements'?
A. An agreement between an employee's line manager and their human resources manager over how to approach a disciplinary hearing.
B. Agreements between an employee, generally upon leaving their job, and their employer where they agree not to pursue a claim for legal redress in return for financial compensation.
C. An agreement whereby a trade union promises not to take industrial action over an employee's grievance.
D. A agreement reached between the senior management team of an organization concerning the details of its disciplinary policy.
Ans: B
23. Term 'job enrichment' means
A. Redesigning jobs for workers.
B. Assigning additional activities to workers.
C. Moving workers from one job to the other.
D. Reforming and analysing the job.
Ans: A
24. Job evaluation tries to make a systematic comparison between
A. Workers.
B. Jobs.
C. Machines.
D. Departments.
Ans: B
25. The following technique is used to evaluate an employee individually.
A. Graphic rating scale.
B. Ranking.
C. Paired comparison.
D. All of the above.
Ans: A
26. Rearrange the steps involved in the management by objective process.
A. Setting the performance standard for the subordinate.
B. Establishing new goals and new strategies.
C. The actual level of goal attainment.
D. Establish the goals.
Ans: D,A,C, B
27. Which of these is mentioned in a typical confidential report?
A. Leadership.
B. Ability to reason.
C. Integrity.
Ans: A,B,C
28. On what parameter does the cost accounting method measures performance?
A. Based on merit.
B. Monetary returns the employee pitches to his/ her organisation.
C. Comparing workers performance with his colleagues.
D. Based on confidential report of the employee.
Ans: B
29. What do behaviourally anchored scales represent?
A. The scales are anchored by descriptions of actual job behaviour.
B. Superiors would feel comfortable to give feedback.
C. A range of descriptive statements of behaviour varying from the least to the most effective.
D. None of the above.
Ans: C
30. Assertion (A) : Job analysis information provides the foundations of an organizations human resource information system.
Reason (R) : The job analysis information can be collected through interviews, juries of experts, mail questionnaires, employees logs, direct observation or some combination of these techniques.
Ans: Both A and R are True.
31. Redressal of employee grievances covers
A. Equitable wages and salary system.
B. Institutionalising an expeditions machinery for resolving employees grievances.
C. Positive attitude towards employee grievances and readiness to help.
D. Both B and C.
Ans: Both B and C.
32. Top management is interested how human resource management is contributing to
A. Value of organisation.
B. Training of employees.
C. Profit making.
D. None of the above.
Ans: A
33. Assertion (A) : Organisational policies set to achieve uniformity, economic, public relations benefits or other objectives that one sometimes unrelated to recruiting.
Reason (R): Promote from within policies are intended to give present employees the first opportunity for job openings.
Ans: Both A and R are True.
34. Which is the objective of Training?
A. To arouse loyalty towards the institution.
B. Awareness of the problems.
C. Increase in employee morale, confidence skill and productivity.
D. All of the above.
Ans: D.
35. "Firm is a responsibility of all those who manage people as well as bring a description of the work of those who are employed as specialists. It is that part of management which is concerned with people at work and with their relationships within an enterprise. It applies not only to industry and commerce but to all fields of employment." Known as _____________
A. Performance management.
B. Human resource management.
C. Personnel management.
D. Functional management.
Ans: C.
36. Which is the component of Mechanism of Human Resource Development?
A. Research
B. Performance appraisal.
C. Potential appraisal.
D. Organisation and development.
E. Career planning and development.
F. Training and development.
Ans: All of these.
37. Match the following
List-I (Component of HRM List-II (Function of HRM
A. Human Resource development 1. Training
B. Compensation management 2. Job evaluation
C. Human relations 3. Motivation
D. Human resource accounting 4. Human resource management
5. knowledge
Ans: 1,2,3,4
38. Which of the following is not machinery for settlement of Industrial Dispute (ID) in India?
A. Board of Conciliation.
B. Labour Court.
C. Collective Bargaining.
D. National Tribunal.
Ans: C.
39. Which statement is True?
A. Job analysis is a group of positions, that are similar as to kind and level of work.
B. A promotion is the advancement of an employee to a better job better in terms of greater responsibilities, more prestige or status, greater skill and especially, increase rate of pay or salary.
C. A promotion is the transfer of an employee to a job that pay's more money or that enjoys some preferred status.
D. All of the Above.
Ans: D
40. Factors which have contributed to the sow progress of arbitration have identified by the National Commission on labour as
A. Absence of a simplified procedure to be followed in voluntary arbitration.
B. Absence of recognised unions which could bind workers to common agreements.
C. The fact that in law on appeal was competent against an arbitrator's award.
D. All of the above.
Ans: A.
41. Grievance is affecting one or more individual workers in respect of their conditions of work and not disputes over matters of general applicability to all
A. Complaint.
B. Claims.
C. Information.
D. Order.
Ans: A.
42. Job analysis is a systematic procedure for securing and reporting information defining a
A. Specific product.
B. Specific job.
C. Specific goods or service.
D. All of these.
Ans: B.
43. Who said "collective bargaining is a model of fixing the term of employment by means of bargaining between an organised body of employers and employees and or association of employees usually acting through organised agent.
A. Sydney and Beatrice Webb.
B. Robert Hoxie.
C. John T. Dunlop.
D. Samuel Gompers.
Ans: B.
44. Objects of Trade Unions includes
A. To strive for better working conditions for the workers in the form of shorter working hours, leave with pay, social security benefits and other welfare facilities.
B. To protect a part of their increased prosperity of industry for their members in the form of bonus.
C. To secure better wages for the workers in keeping with the prevailing standard of living and cost of living in the nation.
D. All of the above.
Ans: D
45. Given,
A. Training is required at different levels namely, for unskilled workers, semiskilled workers. Skilled workers, office staff, supervisory staff and managerial.
B. Semi-skilled workers are selected amongst the unskilled workers who have made themselves conversant with the handling of the machine.
C. Management training has become an essential activity of every firm.
D. Training programme should be periodically evaluated to determine its effectiveness.
Ans: A,B,C,D
46. Industrial accident may be traced by
A. Fatigue.
B. Distributed rental state of the worker.
C. Unsafe practices associated with the job.
D. Faulty equipment.
E. Unsafe part of the worker.
F. Uncomfortable working condition.
Ans: All of these.
47. Match the following
List-I (management educationist List-II (Books)
A. William P. Anthony 1. The Human Resource Information
B. Richond W. Woodman and John J. Sherwood 2. A comprehensive look at job design
C. Jean Jones and Thomas A. De Finding 3. Job Analysis- National Survey
D. Herbert G. Zollitsh and Adolph 4. Wages and salary Administration
5. Job
Ans: 1,2,3,4,
48. Which is the function of Industrial Psychologist?
A. Consulting.
B. Individual evaluation.
C. Research.
D. All of the Above.
Ans: D
49. Job design is affected by
A. Organizational, environmental and behavioral fact.
B. Price.
C. Study.
D. Process.
Ans: A
50. Organisation and development consists
A. Awareness of organisation and development being along drawn out process, whose benefits are ripped only over a period of time.
B. Involvement of line and operational staff in its implementation.
C. Top management commitment for the organisation development process continued education.
Ans: A, B, C
51. Which of the following statements is true?
A. The demand for human resource is modified by such employee actions as retirements, resignations and terminations.
B. Human resource forecasts are attempts to predict an organization's future demand for employees.
C. Expert forecasts are based on the judgement of those who are knowledgeable of future human resource needs.
D. Major organizational decisions affect the demand for human resources.
Ans: A, B, C, D
52. Which is the method of wage payment?
A. Time wage.
B. Piece wage.
C. Debt wage.
D. All of these.
Ans: D
53. Human resource planning includes
A. Creating a climate of opportunity and professional challenge.
B. Recognition of excellence in performance.
C. Improvement of excellent in performance.
Ans: All
54. Match the following
List-I (Concepts of HRM) List-II (Factors
A. Job Satisfaction 1. Achievement
B. Wage of salary administration 2. Compensation
C. Incentive plan 3. Halsey plan
D. Motivation 4. X-Theory
Ans: All correct
55. _________is a group of position involving substantially the same duties, skills, knowledge and responsibilities.
A. Job.
B. HRM.
C. Product.
D. Personnel.
Ans: A
56. Human Resource Audit System covers
A. By examining the structure and content of the systems to see if the activities are controlling to the fulfillment of objectives.
B. By recording the component of all the systems relating to man power in the organisation and see that all important activities have been covered by the systems.
C. By examining if the systems are being followed and identifying the bottlenecks.
Ans: A,B,C
57. This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.
A. Employee referral scheme.
B. Medi-claim insurance scheme.
C. Maternity & adoption leave.
D. All of the Above.
Ans: B
58. _________means reducing the size of the organisation. It is restructuring of the organisation whereby non-core activities are disposed off. Where there is surplus staff, trimming will be essential.
A. Downsizing.
B. Exit policy.
C. Golden handshake.
D. All of these.
Ans: A
59. Match the following
List-I (Human resource training methods List-II (Features)
A. Role playing method 1. Position
B. Gaming 2. Simulation
C. Lectures dictation 3. Subject matter
D. Conference training 4. Presentation
5. Power
Ans: 1,2,3,4
60. Which of the following is a source of formulating Human resource management policies?
A. Organizational policies.
B. Existing practices and experiences in other organizations of the same nature or in the same geographical area or in the entire nation.
C. Past experience of the organisation.
D. All of the above.
Ans: D
61. Which of the following need is not fall under needs of Training and Development?
A. Technological advancements.
B. Organizational complexity.
C. Organizational tenure.
D. Performance evaluation.
E. Human relation movement.
Ans: A,B,C, D
62. Which of the following challenges faced by the recruiters?
A. Human resource plans.
B. Recruiter habits.
C. Organizational policies.
D. All of the above.
Ans: D
