UGC NET Management Previous Year Solved Papers - December 2019
66. Which one of the following is NOT the prominent objective of human resource planning?
- Option : D
- Explanation : Human resource planning is the process by
which an organization ensures that it has the
right number and right quality of people at
the right place and at the right time. Two
basic human resource planning strategies are
staffing and employee development.
Human resource planning may be defined as the process of forecasting the future manpower requirements, analyzing the present manpower resources to determine their adequacy both quantitatively and qualitatively and planning the necessary programs of recruitment, selection, training, development, motivation and compensation to meet the future manpower requirements.
It is essentially the process of securing the services of qualified people for various positions in the organization at the right time.
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67. Which one of the following is the sequence of selection?
- A
Application blank, initial interview, employment tests, final interview, checking references, physical examination
- B
Application blank, employment tests, initial interview, checking references, physical examination, final interview
- C
Employment tests, initial interview, checking references, physical examination, final interview
- D
Employment tests, initial interview, checking references, final interview, physical examination
- Option : D
- Explanation :
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- Option : D
- Explanation :
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- Option : D
- Explanation : Replacement charts are efficient forecasting tools to find out the employees readily available for promotion to predetermined positions. Basically, replacement charts are records that contain details about the currently serving employees and the possible replacements for the present jobholders. They also contain information about the potentiality of the existing employees for future promotion. The replacement chart may classify the potentiality of the employees as
(i) fit for immediate promotion;
(ii) ready for promotion but requires a little training;
(iii) good enough for the present job but not for promotion; and
(iv) is found to be incompetent and needs to be replaced.
Replacement charts are usually computerized by the organization to enhance its accessibility. These are periodically reviewed to make them up to date, and as and when replacements are required, these charts are referred to for choosing the employees to fit for promotion. The merit of this method is that it clearly describes the mode of filling job vacancies through internal sources.
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- Option : D
- Explanation : Total Fixed Assets increased by Rs.12000 Less Cash (Current Assets) decreased by Rs.5000
Total Assets increased by Rs.7000
Total liabilities will increase by Rs.7000.
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