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B Com Exam  >  B Com Tests  >  Contemporary Management  >  Test: Job Analysis and Evaluation - B Com MCQ

Test: Job Analysis and Evaluation - B Com MCQ


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10 Questions MCQ Test Contemporary Management - Test: Job Analysis and Evaluation

Test: Job Analysis and Evaluation for B Com 2024 is part of Contemporary Management preparation. The Test: Job Analysis and Evaluation questions and answers have been prepared according to the B Com exam syllabus.The Test: Job Analysis and Evaluation MCQs are made for B Com 2024 Exam. Find important definitions, questions, notes, meanings, examples, exercises, MCQs and online tests for Test: Job Analysis and Evaluation below.
Solutions of Test: Job Analysis and Evaluation questions in English are available as part of our Contemporary Management for B Com & Test: Job Analysis and Evaluation solutions in Hindi for Contemporary Management course. Download more important topics, notes, lectures and mock test series for B Com Exam by signing up for free. Attempt Test: Job Analysis and Evaluation | 10 questions in 10 minutes | Mock test for B Com preparation | Free important questions MCQ to study Contemporary Management for B Com Exam | Download free PDF with solutions
Test: Job Analysis and Evaluation - Question 1
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Which of the following is NOT a source of information for job analysis?

Detailed Solution for Test: Job Analysis and Evaluation - Question 1
Performance Appraisal data is typically not considered a direct source of information for job analysis. Job analysis usually involves collecting information about the tasks, responsibilities, and working conditions of a specific job through methods like questionnaires, diaries, interviews, and observations.
Test: Job Analysis and Evaluation - Question 2
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What is the primary purpose of job analysis in the context of manpower planning?

Detailed Solution for Test: Job Analysis and Evaluation - Question 2
Job analysis helps in identifying the specific skills, qualities, and attributes required for a job, which is crucial for effective manpower planning. It helps in matching job requirements with the qualifications of potential employees.
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Test: Job Analysis and Evaluation - Question 3
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Which factor makes job evaluation less suitable for small organizations?

Detailed Solution for Test: Job Analysis and Evaluation - Question 3
Job evaluation can be a time-consuming process, and smaller organizations may not have the resources or infrastructure to conduct extensive job evaluations. Therefore, it may be less suitable for smaller organizations compared to larger ones.
Test: Job Analysis and Evaluation - Question 4
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What is the primary purpose of promotions within an organization?
Detailed Solution for Test: Job Analysis and Evaluation - Question 4
Promotions serve as a motivational tool within an organization by providing employees with opportunities for career advancement and higher responsibilities. This, in turn, can motivate them to perform better and contribute to the organization's success.
Test: Job Analysis and Evaluation - Question 5
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Which principle suggests that promotions should be based on an employee's efficiency and competence?
Detailed Solution for Test: Job Analysis and Evaluation - Question 5
The principle of seniority suggests that promotions should be based on an employee's length of service and seniority within the organization. However, it may not always consider efficiency and competence as primary factors.
Test: Job Analysis and Evaluation - Question 6
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What is the main advantage of using job evaluation in an organization's compensation system?
Detailed Solution for Test: Job Analysis and Evaluation - Question 6
Job evaluation is a systematic process that helps in determining the relative worth of different jobs within an organization. By doing so, it can help reduce inequalities in the salary structure by ensuring that employees are paid fairly based on the value of their jobs.
Test: Job Analysis and Evaluation - Question 7
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Under what circumstances might demotion be necessary within an organization?
Detailed Solution for Test: Job Analysis and Evaluation - Question 7
Demotion may be necessary when errors or mistakes in previous promotions are identified and need correction. It is typically used as a corrective action rather than a reward for excellent performance.
Test: Job Analysis and Evaluation - Question 8
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What is the impact of demotion on an employee's needs fulfillment?
Detailed Solution for Test: Job Analysis and Evaluation - Question 8
Demotion often leads to frustration of esteem and belongingness needs of an employee. It can result in feelings of inadequacy and lower social status, which can affect an employee's morale and motivation negatively.
Test: Job Analysis and Evaluation - Question 9
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What should be the primary consideration when implementing demotions in an organization?
Detailed Solution for Test: Job Analysis and Evaluation - Question 9
Demotions should be considered as a last resort and should be avoided as much as possible. It is generally used in exceptional circumstances, and the primary focus should be on finding alternative solutions to address issues without demoting employees.
Test: Job Analysis and Evaluation - Question 10
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What is the main purpose of having a demotion policy in an organization?
Detailed Solution for Test: Job Analysis and Evaluation - Question 10
A demotion policy in an organization is primarily designed to provide guidelines and procedures for handling demotions in a fair and transparent manner. Its main purpose is to minimize grievances and ensure that demotions, when necessary, are carried out with sensitivity and fairness.
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Important Questions for Job Analysis and Evaluation

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Job Analysis and Evaluation MCQs with Answers

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