Practice Test For HRM ( Code - 55 )

Controlling is the process of comparing actual performance with established standards and taking corrective action if necessary. It involves monitoring and evaluating performance, identifying any deviations from the desired standards, and implementing measures to bring performance back on track. By exercising control, organizations can ensure that their operations are aligned with their objectives and make adjustments as needed to achieve desired outcomes.

Quality management is not typically a function of the Personnel Department. The Personnel Department is primarily responsible for employment activities, such as hiring and recruitment, manpower adjustment, such as workforce planning and restructuring, and grievance handling, which involves addressing and resolving employee complaints and conflicts. Quality management, on the other hand, is usually handled by other departments, such as the Quality Assurance or Operations departments, who are responsible for ensuring and improving the quality of products or services.

Mary Parker Follette is associated with the principles of direct contact, reciprocal relationships, and principle of continuity as principles of coordination. She was a prominent management theorist and social worker who emphasized the importance of effective communication and collaboration in organizations. Follette believed that direct contact between individuals, establishing reciprocal relationships, and maintaining continuity in work processes were essential for successful coordination and achieving organizational goals. She advocated for a more democratic and participatory approach to management, where employees have a voice and are actively involved in decision-making processes.

The Merrick Plan is not a time-based incentive plan. The Halsey Plan, Rowan Plan, and Emerson Plan are all examples of time-based incentive plans that provide incentives based on the amount of time saved or the efficiency of work. However, the Merrick Plan is a piece-rate incentive plan, where employees are paid based on the number of units produced or tasks completed, rather than the time taken to complete them.

The Scheme of Workers' Participation in Management in India includes Shop Level Councils, Joint Level Councils, and Unit Level Councils. However, Industrial Level Councils are not a part of this scheme.

A programme refers to a collection of action plans that are interconnected and designed to achieve a specific objective within a defined timeframe. It involves multiple projects and activities that are coordinated and managed to achieve a common goal. Unlike a project, which is a temporary endeavor with a specific deliverable, a programme is ongoing and may consist of various projects and processes. It provides a strategic framework for managing and implementing multiple projects in a coordinated manner to achieve desired outcomes.

Zaltman et. al have described initiation and implementation as the two stages of organizational innovation.

The concept of "End spurt" is associated with monotony. This refers to the phenomenon where individuals experience a burst of energy and motivation towards the end of a monotonous task or activity. It is a temporary surge of enthusiasm that helps individuals push through the boredom and monotony, allowing them to complete the task. This concept is often observed in situations where individuals are engaged in repetitive or mundane tasks for extended periods, and the end spurt serves as a way to overcome the monotony and reach the finish line.

The recently changed legislation is the Workmens' Compensation Act.

A company union cannot be said to be a trade union in the true sense because it is typically formed and controlled by the management of a company. Unlike other types of trade unions, which are independent organizations representing the interests of workers, a company union is often set up by the employer to maintain control over the workforce and prevent the formation of genuine trade unions. As a result, company unions may not have the same level of autonomy or bargaining power as other trade unions, and may not effectively represent the interests of workers.