401. What influences the bank employees’ attitude on work culture?
A. Educational qualification
B. Ownership of bank
C. Location of the branch
D. All above
e. Only (a) + (c)

402. Discuss the roles of the HR Manager
A. Administrator / evaluator / career development advisor / instructor or facilitator
B. marketing programmes and services / instructor material producer
C. Needs analyst /organisational changer / researcher + (a) above
D. Both (b) + (c)

403. The objectives of HR audit are –
A. to determine the effectiveness of management programmes
B. analyse the factors and recommend for correcting deviations + (a)
C. extent to which line managers have complied with HRD polices + (b)
D. to study future manpower inventory and identify shortfalls

404. Employee accountability is strengthens in
A. HR Audit
B. HR Training
C. Succession Planning
D. HR functions

405. The main barriers of communications are –
A. Organisational + Semantic
B. Personal + psychological + resistance to new ideas
C. Both (a) + (b)
D. Organisational / psychological

406. Manpower planning consists of –
A. determining the jobs to be done / identifying the skills / estimating the exists likely / filling up the requirements
B. identifying the skills / filling up the requirements
C. Estimating the turnover likely to happen in near future
D. determining the jobs to be done

407. Promotion is basically a reward for –
A. Efficiency
B. Seniority
C. Physical fitness
D. Retention

408. What is 360° appraisal?
A. a process that provides an employee opportunity in decision making
B. a process that provides an officer opportunity of feedback about own performance
C. a process that provides an employee with feedback about his / her workplace performance
D. Both (a) + (b)

409. Role of performance management is to accomplish –
A. Performance needs of the organisation
B. Guide the development of individuals for skill and knowledge
C. Motivate individuals / provide data adopt condition of human capital + (b)
D. All above

410. Competency Mapping is possible through approaches like –
A. Job analysis / workforce skills analysis / supply and demand analysis
B. Job analysis / Gap analysis / solution analysis
C. Gap analysis / solution analysis + (a)
D. Both (a) + (b)

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