1. Proper implementation and support of all management levels are not very crucial for the success of HRD audit
[A]TRUE
[B]FALSE
2. The process of 360 Degree appraisal is broken into two stages - planning, implementation.
[A]TRUE
[B]FALSE
3. The HRD programmes fail due to poverty, social injustice.
[A]TRUE
[B]FALSE
4. Human resource management is responsible for getting the best people, training and providing mechanism.
[A]TRUE
[B]FALSE
5. An evaluation of where one stands on the basis of their job responsibilities, leadership, qualities etc will be a good starting point for marketing plans for success
[A]TRUE
[B]FALSE
6. Counselling involves a one to one discussion between the participant and administrator.
[A]TRUE
[B]FALSE
7. When individual job description and grade description do not match well, the evaluators classify the job using their subjective judgement.
[A]TRUE
[B]FALSE
8. Performance appraisals can not be fair unless the appraiser is clear in his mind about the job requirements.
[A]TRUE
[B]FALSE
9. Eight members is considered to be the norm as to the no. of members constituting a QC-
[A]TRUE
[B]FALSE
10. As per the Human Developent balance sheet, 1997, 45 million children were out of promary school in 1995
[A]TRUE
[B]FALSE
11. Career planning is essentially the process of aligning the career needs of the employee with the organisational career opportunities
[A]TRUE
[B]FALSE
12. An employee sponsor, the HR manager plays an integral role in organisational success.
[A]TRUE
[B]FALSE
13. An urgency motivation can be explained by a situation where dynamic profitable organisations foresee a crisis and initiate a radical transformation by breaking status barriers & restructuring organisational relationships.
[A]TRUE
[B]FALSE
14. Employee's organisations in India have their impact on various aspects, policies pertaining to human resources management of various industries
[A]TRUE
[B]FALSE
15. HRD audit can also be used against the HRD department
[A]TRUE
[B]FALSE
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