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MGT501 Final Term Collection of Assessments by Maha Malik

Human Resource Management PDF 571 KBUpdated 23 Oct 2026
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Final term past paper MGT501 Final Term Collection of Assessments by Maha Malik PDF 571 KB
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Final term past paper
Course
MGT501 Human Resource Management
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PDF 571 KB
Updated
23 Oct 2026
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Text from pages 1, 2, 3 of 10. Download the file for all 10 pages.

  1. Which one of the following is the development suggestion within an organization for an employee? (Provide solution, not problems; Set the right values and priorities; Make investment in yourself a priority; Be customer-oriented)
  2. Which one of the following is the development suggestion within an organization for an employee? (Provide solution, not problems; Set reasonable goals; Be customer-oriented; Be a team player)
  3. Which one of the following employees places great importance on the quality of work life and on having time off for family life? (All of the given options; Younger employees; Older employees; Midlife employees)
  4. Career development has a wider focus, longer time frame, and broader scope than training. (True)
  5. Many midlife employees have entered the workforce, and managers need to be aware of these workers’ scheduling and training needs. (False)
  6. Which one of the following tools are used for self-assessment? (Performance appraisal; Assessment centers; Psychological testing; Career-planning Workshops)
  7. Which one of the following tools are used for organizational assessment? (Succession planning; Career workbooks; Career-planning workshops; Skills assessment exercises)
  8. Job rotation does not suit employees who want to maintain a narrow and specialized focus. (True)
  9. Formally, succession planning means high-level managers identifying and developing their own replacements.(False)
  10. Performance management is the willingness to do something, conditioned by the action’s ability to satisfy some need. (False)
  11. ____________ is a process designed to assist employees in managing their careers. (Organizational development; Carer development)
  12. Performance is a function of: (Plateauing, motivation and opportunity; Ability, motivation and opportunity; Ability, motivation and recruitment; Ability, workshops and opportunity)
  13. Which one of the following is NOT the determinant of performance? (Willingness to perform; Punishment to Perform; Capacity to Perform; Opportunity to Perform)
  14. The effective and efficient work, which also considers personnel data such as measures of accidents, turnover, absence, and tardiness, is called: (Performance; Recruitment; Motivation; Selection)
  15. __________________________ compares each employee’s performance to a predetermined standard, or expected level of output. (Rating Scales; Management by objectives; 360-Degree Feedback; Work Standards)
  16. _________________ requires written records be kept of highly favorable and highly unfavorable work actions. (360-Degree Feedback; Rating Scales; Management by objectives; Critical Incidents)
  17. When an individual’s task outcome is difficult to determine, it is common to evaluate the person’s task-related _________________ (Traits; Behaviors; Improvement Potential; Task Outcomes)
  18. If ends are considered more important than means, ______________ become the most appropriate factor to evaluate. (Behaviors; Improvement Potential; Traits; Task Outcomes)
  19. ________________________ means systematically determining relative worth of jobs to create job structure (Job Specification; Job Description; Job evaluation; None of the mentioned)
  20. To help employees deal with personal problems, more and more companies are implementing ________________ (Punishment; Self Management; Employee Assistance Programs; None of the mentioned options)
  21. ___________________ means administering an aversive consequence (Employee Assistance Programs; Positive Reinforcement; Self Management; Punishment)
  22. Applying a valued consequence that increases the likelihood that the person will repeat the behavior that led to it is termed as _____________________ (Employee Assistance Programs; Punishment; Self Management; Positive Reinforcement)
  23. Companies empower their employees to take responsibility for the day to day functions in their areas; this refers to: (Positive Reinforcement; Employee Assistance Programs; Punishment; Self Management)
  24. Which one is NOT the line managers responsibility in appraising the performance. (Provide performance feedback; Hiring and firing of employees; Complete the ratings; Set performance goals)
  25. ____________________ consists of the pay that a person receives in the form of wages, salaries, bonuses, and commissions. (Direct Financial Compensation; Non-financial Compensation; None of the mentioned options; Indirect Financial Compensation)
  26. A technique that collapses many pay grades (salary grades) into a few wide bands in order to improve organizational effectiveness is called (Broad Banding; Pay Ranges; Single-Rate System; Wage Curve)
  27. ________________ includes a minimum and maximum pay rate with enough variance between the two to allow some significant pay difference. (Pay Grades; Pay Ranges; Wage Curve; Single-Rate System)
  28. _______________ is the fitting of plotted points in order to create a smooth progression between pay grades (Wage Curve; Broad Banding; Single-Rate System; Pay Ranges)
  29. ___________ is a statement of an employee’s worth by an employer or a perception of worth by an employee. (Single-Rate System; Pay Ranges; Wage Curve; Pay)
  30. The grouping of similar jobs together to simplify the job pricing process is known as (Pay Grades; Pay Ranges; Single-Rate System; Wage Curve)
  31. An individual laid off by an organization covered by the Social Security Act may receive unemployment compensation for up to 26 weeks, this comes under: (Unemployment Compensation; Workers’ Compensation; None of the mentioned options; Social Security)
  32. The practice of permitting employees to choose, with certain limitations, their own working hours. (Job Sharing; Compressed Workweek; Flextime; Part-Time Work)
  33. Following does NOT come under discretionary benefits (voluntary) to employees by the organization (Payment for time not worked; Employee services; Social Security; Health and security benefits)

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