We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) 1 As HR manager, would you prefer make or buy strategy for talent managent for your organization. State suitable justification for your option. 2 Explain the Idea of Multi-Skill working as the recent trend in HR Management 3 Talent acquisition could be eaiser than retention. Evaluate the sentence 4 For the three primary causes of voluntary turnover (desirability of leaving, ease of leaving, alternatives), might their relative importance depend on the type of employee or type of job? Explain. 5 Which of the costs and benefits of voluntary turnover are most likely to vary according to type of job? Give examples. 6 Explain the reason why job analysis is important to an organization. Define and discuss the relationship among job analyis, job description and job specification. 7 Why should an organization seek to retain employees with performance or discipline problems? Why not just fire them? 8 Discuss Kirkpatic model of training evaluation. We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) Modern Machining Works is a manufacturing unit with total strength of 50 workers grouped in e few sections or departments . Ram rao Deshmukh is working there for the last twenty five years as a technician in Section ( I ) . He knows all the activities there . He is sincere and efficient . Considering all this , company made him Production officer in-charge for his section ( I ) and section ( II ) . Initially he felt satisfied and rewarded . But later on he started feeling difficulties . While he was confident about all aspects of Section I .. men , machines , processes , he was not familiar with section II which made him feel inferior. Also , section II was on upper floor. Running about and going up-and down made him tired . As such he started remaining in Section I only on the pretext of some urgent work. Also he started remaining absent under the excuse of sickness. His happiness on account of promotion was fading out . Answer Section Q.No 1: Should Ram rao decline the promotion and request the management to let him resume his earlier position ? Q.No 2: Should the production manager follow recent Trend of employing only highly qualified persons? Q.No 3: What should be the approach of Ram rao for success ? We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) 1. In talent management end to end process, workforce compensation management leads to (A): succession planning (B): performance management (C): learning management systems (D): e-recruiting 2. Professional competence and consistency is exhibited by (A): effective mentors (B): performance manager (C): appraisal manager (D): none of above 3. Modifying selection procedures for senior employees is a step towards (A): keeping retirees (B): keeping employees (C): retirement benefits (D): talent management 4. Process of attracting, selecting, training and promoting employees through a particular firm is called (A): phased retirement (B): preretirement counseling (C): talent management (D): modifying selection procedure 5. In talent management end to end process, workforce and succession planning leads to (A): compensation management (B): performance management (C): learning management systems (D): e-recruiting 6. Coordination of workforce acquisition is futile part of (A): phased retirement (B): pre-retirement counseling (C): talent management (D): modifying selection procedure 7. In career development focus, matching job and individual competencies is part of (A): training and development (B): performance appraisal (C): recruiting and placement (D): compensation and benefits 8. Offering flexible part-time work, to retirement age senior employees is a technique to (A): keep retirees (B): keep employees (C): retirement benefits (D): talent management 9. People having 'social work' as their careers are classified as (A): realistic orientation (B): investigative orientation (C): social orientation (D): artistic orientation 10. Career stage, in which person age is between 45 and 65 is concluded as (A): exploration stage (B): growth stage (C): midcareer crisis sub stage (D): maintenance stage 11. Loss of customer contacts, break-in time of employees and unfamiliarity with products of organization are classified as (A): separation costs (B): productivity costs (C): training costs (D): hiring costs 12. Exit interview time, expenses of unemployment and legal fees of challenged separations are classified as (A): training costs (B): Hiring cost (C): separation cost (D): productivity cost 13. Recruiting expense, relocation costs and employment testing costs are classified as (A): separation costs (B): productivity costs (C): training costs (D): hiring costs 14. Kind of interviews taken place in organizations to ask about possible reasons leads to job turnover are classified as (A): employee firing interviews (B): transfer interviews (C): termination interviews (D): exit interviews 15. Number of employees separation during a specific period is divided by number of employees at midmonth and is multiplied to 100 is used to calculate (A): absenteeism rate (B): satisfaction rate (C): turnover rate (D): employment rate 16. In Lewin organization change process, introduction of new attitudes and behaviors is included in (A): unfreezing stage (B): moving stage (C): refreezing stage (D): nonmoving stage 17. Comparison of on-the-job behavior before and after training programs can be classified as (A): measuring reaction (B): measuring learning (C): measuring behavior (D): measuring result 18. Training technique, which allows trainees to solve problems and work in different departments is called (A): job rotation (B): action learning (C): lifelong learning (D): management development 19. Changing process in which change is formulated and implemented by employees is called (A): organizational development (B): organizational change (C): lewin change process (D): Maslow's change hierarchy 20. A systematic method to teach skills for job while presenting facts and getting feedback is called (A): job rotation (B): off job training (C): job instruction training (D): programmed learning We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only) 21. _____ is attributing our own thoughts and feeling to others. (A): Stereotyping (B): Halo effect (C): Projection (D): All of the above 22. Which of these is one of the six habits that distorts the communication process? (A): Dismissing a subject prematurely as uninteresting (B): Message can be understood in different ways (C): Failure of mechanical equipment (D): None of the above 23. Safe, efficient and effective practices necessary for smooth and lawful business operations are classified as (A): retaliation necessity (B): business necessity (C): disparate necessity (D): All of the above 24. Most flexible type of training in which employees are trained while performing tasks and responsibilities associated with job is classified as (A): informal training (B): formal training (C): on job training (D): off job training 25. One of development technique in which trainees are placed at immediate staff positions under manager is classified as (A): learning organization (B): assistant to positions (C): online development (D): coaching 26. 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 27. The poor quality of selection will mean extra cost on _______ and supervision. (A): Training (B): Recruitment (C): Work Quality (D): None of the above 28. Which of these is the most important external factor governing recruitments? (A): Sons of soil (B): Labour market (C): Unemployment rate (D): Supply and demand 29. While recruiting for non - managerial, supervisory and middle - management positions which external factor is of prime importance? (A): Political - Legal (B): Unemployment rat (C): Labour market (D): Growth and Expansion 30. What is the natural perception of people on the process of recruitment and selection? (A): Positive (B): Negative (C): Both positive and negativeq (D): None ot the above 31. __________ 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 32. Which of the following factors state the importance of the Human Resource Planning? (A): Creating highly talented personnel (B): International strategies (C): Resistance to change and move (D): All of the above 33. A process that is used for identifying and developing internal people with the potential to fill key business leadership positions in the company is called ______. (A): Highly talented personnel creation (B): Investing in human resource (C): Succession planning (D): None of the above 34. Which of the following option is not the factor that hinders with the human resource planning process? (A): Type and quality of forecasting information (B): Time horizons (C): Environmental uncertainties (D): Unite the perspectives of line and staff managers 35. 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 36. Which of these factors is not included in environmental scanning? (A): Political and legislative issues (B): Economic factors (C): Technological changes (D): None of the above 37. ____ 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 38. Through test measuring for Checking what we intended is known as (A): Test validity (B): Criterion Validity (C): Content Validity (D): Reliability 39. An underlying talent management components in software suites are (A): e-recruiting (B): e-training (C): performance reviews and rewards (D): All of the above 40. A manager have line or staff authority is determined by (A): person in charge (B): Name of person in charge (C): type of department (D): nature of relationship We Also Provide SYNOPSIS AND PROJECT. Contact www.kimsharma.co.in for best and lowest cost solution or Email: solvedstudymaterial@gmail.com Call: +91 82907-72200 (Call/WhatsApp) or +91 88003-52777 (WhatsApp Only)