IBPS SO HR Questions Quiz No 3 | IBPS SO HR Questions PDF with Answers

Directions: Study the following questions carefully and answers the questions given below:
Important for :
» Explain it
D
Rating Scales Method is a commonly used method for assessing the performance of the employees. Depending upon the job, appraisal traits like attitude, performance, regularity, accountability and sincerity etc,are rated with scale from 1 to 10. 1 indicates negative feedback and 10 indicates positive feedback as shown below.
 
Attitude of employee towards his superiors, colleagues and customers
 
 1  2  4 10 
Extremely poor Excellent
 
Regularity in the job
 
1 2 3 4 5 6 7 8 9 10
Extremely poor Outstanding
 
Ultimately, all numbers chosen or marked will be added to determine highest score gained by employee. The employees scoring more points will be treated as top performers following a descending order.
 
Options A, B and C are incorrect while option E is a disadvantage. The only correct point is option D.

Hence, option D is correct.
 
» Explain it
C
The forced-choice method is developed by J. P. Guilford. It contains a series of groups of statements, and rater rates how effectively a statement describes each individual being evaluated. Common method of forced-choice method contains two statements, both positive and negative.

Hence, option C is correct.
 
» Explain it
A
The forced distribution method is one of the most widely used and also the most criticised method of performance appraisal. This is a rating system that is used all over the world by companies to evaluate their workforce. It requires the supervisor to assess each employee based on certain pre-determined parameters, and thereafter rank them into 3 or more categories. Most commonly, the employees fall into excellent, good or poor categories, which can be expanded by the organisation to a 5-point scale as well. It was introduced by General Electric in 1980s, during the era of Jack Welch who was infamous for cutting down GE’s workforce regularly by firing low performers.

The forced distribution method is also called bell-curve rating or stacked ranking. This method is preferred by many employers as it creates a visible differentiation between performances of each employee in the organisation. This ensures that a small fraction of the entire workforce is to be placed at the extremes, which is the outstanding performers and poor performers. A relatively large section of the workforce fall in the middle of the distribution. This is illustrated in the image below.
 

For example, a manager of XYZ corporation evaluating 30 employees can be instructed to put 5 employees each in the ‘outstanding’ and the ‘poor’ category, whereas 20 will fall in the range of average performers. In this manner, the ratee (manager) has forced the distribution of level of performance of each of the 30 employees into one of the three categories.

There are several issues associated with this method of performance appraisal. Firstly, the manager must clearly understand the parameters on which employees have to be evaluated. These parameters must be defined as objectively as possible to avoid unambiguity. Though this method is known for cultivating a culture of high performance in the organisation and is also simple and cost-effective to implement, it is criticised because of various reasons. Often, the employees feel that the evaluation is not fair and hence it can lead to unhealthy competition, rivalry amongst employees and loss of morale of the workforce.

Hence, option A is correct.
 
» Explain it
E
This technique of performance appraisal was developed by Flanagan and Burns. The manager prepares lists of statements of very effective and ineffective behavior of an employee. These critical incidents or events represent the outstanding or poor behavior of employees on the job. The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior. At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance. An example of a good critical incident of a sales assistant is the following:

July 20 – The sales clerk patiently attended to the customers complaint. He is polite, prompt, enthusiastic in solving the customers’ problem.

On the other hand the bad critical incident may appear as under:

July 20 – The sales assistant stayed 45 minutes over on his break during the busiest part of the day. He failed to answer the store manager’s call thrice. He is lazy, negligent, stubborn and uninterested in work.

This method provides an objective basis for conducting a thorough discussion of an employee’s performance. This method avoids recency bias (most recent incidents get too much emphasis).

However, the method suffers from all of the disadvantages mentioned in the question.

Hence, option E is correct.
 
5
Which of the following methods is the most important while deciding transfers and promotions of employees in the Government Sector?
» Explain it
B
Confidential report system is a well known method of performance appraisal system mostly being used by Government organisations. In this method, the subordinate is observed by his superiors with respect to his performance and duties. Thereafter, the superior writes confidential report on his performance, mainly on his behaviour in the organisation and conduct and remarks if any. These reports are kept confidential and not revealed to anyone and forwarded to the top management officials. Confidential reports are the main criteria for promoting or transferring of any employee mainly in the government sector. All governmental organisations like the judiciary, police, armed forces etc in India use confidential reports method as a tool to know more about employees and taking decisions regarding the same.

Hence, option B is correct.
 
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IBPS SO HR 2018 Exam – What Smartkeeda offers - 

IBPS SO HR is also known as the IBPS Specialist Officer exam for HR and is one of the most important exams for 2018 for HR posts. We at Smartkeeda provide IBPS SO HR study material to make your preparation easy. Smartkeeda provides free IBPS SO HR quizzes for IBPS Specialist Officer exam for HR. There are online practice exams for IBPS SO HR on smartkeeda and also free quizzes for IBPS SO HR. The IBPS SO HR exam 2018 is a very important and lucrative career choice for aspirants and should be prepared for seriously. This IBPS SO HR 2018 exam needs to have specialized preparation and for that Smartkeeda provides IBPS SO HR capsules for preparation. Practice free mocks for IBPS SO HR at Smartkeeda daily with new updated content for IBPS SO HR. IBPS Specialist Officer Mains mocks are available online for HR exams. The IBPS SO 2018 Official Notification was released earlier this month and the preliminary exam would be conducted in the month of December 2018 while the IBPS SO HR Mains exam which consists of an exam on professional knowledge would be held in the month of January 2019. For IBPS SO HR exam, there are three phases- preliminary, mains and the interview.

IBPS SO 2018 Notification

This IBPS SO 2018 Notification is given out by the Institute of Banking Personnel Selection Committee. The IBPS SO HR exam 2018 is for recruiting candidates for Specialist Officers in various types of Public Sector Banks for HR position primarily. The candidates which are recruited via IBPS SO HR 2018 exam are posted in various locations in India.  

IBPS has called for people to apply for the IBPS SO HR posts. There are a total number of 81 vacancies for IBPS SO HR exam. The total number of positions that IBPS has is more than 1590 vacancies for various posts of Specialist Officers. The preliminary exam is scheduled to be held on 29th and 30th December 2018 while the Mains would be held in January 2019.

IBPS SO HR 2018

The IBPS SO HR pattern has changed this year with the preliminary exam being qualifying in nature and the mains and interview marks being considered for the final selection. There will also be separate sectional timing for each section in the preliminary exam. To be eligible for IBPS SO HR exam, the candidate needs to be a Graduate and Full Time Post Graduate Degree or Full time Diploma in Personnel Management/ Industrial Relation/ HR/ HRD/ Social Work/ Labour Law. Also, the age limit is from 20 years to 30 years with some relaxation for the reserved categories.

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The syllabus for IBPS SO HR is vast. It is different for prelims and the professional knowledge portion is asked in the Mains. The HR specific portion consists of the following topics mainly: 
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  • Business policy and strategic analysis
  • Transnational Analysis
  • Training and Development
  • Recruitment and Selection
  • Rewards and Recognition
  • Industrial Relations
  • Business Policy and Strategic Analysis
  • Grievance and Conflict Management
  • Performance Management and Appraisal
     
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Smartkeeda brings to you free questions on statement and assumptions to solve for IBPS SO HR 2018. You can now practice many types of questions on HR for IBPS SO HR 2018. These questions will help you gain knowledge and also boost confidence in cracking the IBPS SO HR 2018. The section on HR for IBPS SO HR 2018 consists of questions on a lot of topics that come regularly in the exam.

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These online mock exams for IBPS SO HR for both Preliminary as well as Mains Exam 2018 have been prepared carefully by experts and are set as per the latest exam pattern. They also include questions from a wide range of sources with a healthy mix of Static and current affairs. The secret to success in the IBPS SO HR exam is to practice as much questions as possible. Smartkeeda brings you the latest questions to practice which would really improve your chances to clear the IBPS SO HR exam 2018. Our daily updated quizzes on the site would make sure aspirants can practice questions on HR IBPS SO 2018 without any hassles and are up to date with the latest trending pattern for IBPS SO HR. This will ensure sure shot success in cracking the IBPS SO HR exam 2018 with the correct mix of hard and smart work. 
 
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SBI PO Pre 2018 Test Series
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NIACL Assistant Pre 2018 Test Series
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RBI Grade B P1 2018 Test Series
RBI Assistant Pre 2018 Test Series
RBI Assistant Mains 2018 Test Series