11. The HR scorecard - metrics hierarchy does not consist of one of the following:
a. Value based HR metrics linked to corporate based metrics that reflect value-based measures b. HR outcome measures that focus on business outcomes
c. Operational HR metrics that focus on efficiencies d. HR analytics that focus on workforce data e. HR billability analysis
12.Human Resource Planning largely involves the following number of steps:
a. three b. four c. five
13. To ensure a full scale HR Audit in an organization, two missing activity areas from the list are:
a. Legal compliance b. Compensation/Salary Administration c. Employment/Recruiting d. Orientation e. Terminations f. Communications g. Files/Record Maintenance/Technology h. Policies and procedures (including employee handbook)
14. Due Diligence activity in HR is a part of the following process a. Recruitment and Selection b. Performance Appraisal c. Training and Development
15. Level 3 of the PCMM model is known as: a. Managed Level b. Optimizing Level Defined Level c. Repeatable Level
16. Choose what HRD Strategy include from the following list: a. Communications Strategy b. Accountability and Ownership Strategy c. Systematic Training strategy d. Learning strategy e. All of the above
17. CIPP, CIRO, Tyler's Objective approach are all methods of a. Succession Planning b. Job Study c. Evaluation of Training
18. Stereotyping is an error that means a. recent events and behavior of employee bias rater's evaluation of employee's overall performance
b. rater allows single trait, outcome or consideration to influence other measures of performance
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c. rater makes performance judgments based on employee's personal characteristics, rather than employee's actual performance
19.'Recognition of Achievement' has been stated by Herzberg as under the following factor cluster
a. Motivation factor b. Hygiene factor c. Balancing factor
20. Successive Approximation Principle is a technique of:
a. Training Need Analysis b. Succession Planning c. Behaviour Modification