List – I List – II a. Procurement i. Performance appraisal b. Development ii. Discipline c. Integration iii. Induction d. Maintenance iv. Personnel research
Matching HRM Operative Functions with List-II Items
The question requires matching the operative functions of Human Resource Management (HRM) listed in List-I with their corresponding activities in List-II.
List-I and List-II Matching Explanation
The correct matching is based on the standard definitions and practices within HRM:
- a. Procurement relates to acquiring staff. Induction (iii) is the process of introducing new employees to the organization, which is a key part of procurement.
- b. Development focuses on improving employee skills and performance. Performance appraisal (i) is a critical tool for identifying training needs and career development, hence matching with development.
- c. Integration involves ensuring employees are motivated and committed, fitting well within the organization. Discipline (ii) is necessary to maintain order and ensure employees adhere to organizational rules, contributing to integration.
- d. Maintenance concerns retaining employees and ensuring satisfactory working conditions. Personnel research (iv) helps understand employee morale, job satisfaction, and retention factors, aligning with maintenance.
Correct Matching Summary
Based on the explanations, the correct matching is:
- a - iii (Procurement - Induction)
- b - i (Development - Performance appraisal)
- c - ii (Integration - Discipline)
- d - iv (Maintenance - Personnel research)
This corresponds to the code: a - iii, b - i, c - ii, d - iv.
| List-I Function | List-II Activity | Rationale |
|---|---|---|
| a. Procurement | iii. Induction | Onboarding new employees. |
| b. Development | i. Performance appraisal | Assessing and improving employee performance for growth. |
| c. Integration | ii. Discipline | Maintaining order and adherence to rules. |
| d. Maintenance | iv. Personnel research | Understanding and improving employee relations and retention. |
Important Questions from Concept, role and functions of HRM
Male staff should take which of the following precautions?
Match List - I with List - II:
List - I (Concept) List - II (Description) A. Personnel management I. Focuses on profit maximization by contribution of the people B. Human Resource management II. Managing employee, employer relations amicably C. Industrial relation III. Managing Human resource challenges of international operations D. International HRM IV. Developing attitude of the people for their better contribution Choose the correct answer from the options given below :
Following steps are undertaken for developing a workforce score card.
(a) Identify critical and carefully defined outcome measures.
(b) Translate the measures into specific actions and outcomes.
(c) Identify high and low performing employees.
(d) Develop and communicate detailed description of what is expected.
(e) Develop supporting HRM and measurement systems.
What is the correct chronological order of these steps ?
Read the following passage and answer the questions :
The Chairman astonished HR leaders by announcing the company’s discontinuation of annual reviews, substituting them with immediate feedback, goal-oriented coaching and weekly incentives. This transformation, once considered heretical, has gained widespread acceptance: around one-third of U.S. companies, including Adobe, Deloitte, GE, Microsoft and PwC, have transitioned from inflexible annual evaluations to regular, informal assessments. Conventional performance evaluations, previously effective for determining compensation and recognizing talent, have evolved into expensive, bureaucratic processes that are unpopular among both employees and managers. Critics contend that they prioritize historical conduct over prospective development, hinder collaboration and do not fulfill commercial requirements. Originating from the military’s merit rating system, performance appraisals have transitioned between accountability and development, influenced by variables including inflation, compulsory ranking at GE, executive compensation reforms and the competitive pursuit of talent. Currently, low inflation, streamlined organizational structures, agile work methodologies and the necessity for ongoing innovation have made annual reviews redundant. Organizations are currently emphasizing agility, collaboration, and personnel development, concentrating on continuous dialogue and immediate objective. Despite ongoing challenges-such as bias, salary discrepancies and inadequate supervisor training-organizations that implement continuous feedback mechanisms experience enhanced satisfaction, superior coaching and greater alignment with corporate objectives. The transition signifies a necessity: performance management must adapt to cultivate future talent.
- Which of the following is not a HR function ?
