Answer: Option ‘c’- Ethnocentrism.
2. It is the systemic study of job requirements & those factors that influence the performance of those job requirements
a. Job analysis
b. Job rotation
c. Job circulation
d. Job description
Answer: Option ‘a’ – Job Analysis
3. This Act provides an assistance for minimum statutory wages for scheduled employment
a. Payment of Wages Act, 1936
b. Minimum Wages Act, 1948
c. Factories Act, 1948
d. Payment of Gratuity act, 1972
Answer: Option ‘b’ – Minimum Wages Act, 1948.
4. is the actual posting of an employee to a …show more content…
When recognition does not come in time for meritorious performance and certain amount of confusion prevails in the minds of the employees whether they are in with a chance to grow or not, they look for greener pastures outside. Key executives leave in frustration and the organization suffers badly when turnover figures rise. Any recruitment effort made in panic to fill the vacancies is not going to be effective. So, the absence of a career plan is going to make a big difference to both the employees and the organization. Employees do not get right breaks at a right time; their morale will be low and they are always on their toes trying to find escape routes. Organizations are not going from high employee turnover. New employees mean additional selection and training costs. Bridging the gaps through short-term replacements is not going to pay in terms of productivity. Organizations, therefore, try to put their career plans in place and educate employees about the opportunities that exist internally for talented people. Without such as progressive outlook, organizations cannot prosper.
2. List the various features of HRM.
Human resource management has below features:
1) Pervasive force: HRM is pervasive in nature. It is present in all the enterprises. It permeates all levels of management in