1) refers to the choice of region and the selection of a particular site for setting up a business or factory. a) Plant layout b) PLANT LOCATION c) Plantation d) plant 2) If the plant is located close to the market the cost of transportation can be minimized. This also helps the producers to have direct knowledge of the requirements of the customers.  a) Availability of labour: b) Nearness to supply of raw materials c) Transport and communication facilities: d) Nearness to Market: 3) As far as possible the site selected hould be near the source of raw materials, so that the cost of transportation can be minimized and storing cost can be reduced due to shorter lead time. a) Nearness to supply of raw materials: b) Transport and communication facilities: c) Nearness to Market: d) Availability of labour: e) Availability of water: 4) Availability of right kind of labour force in required number at reasonable rates is also a deciding factor in selection of site  a) Climatic conditions: b) Transport and communication facilities: c) Availability of labour: d) Ancillary industries: 5) Generally, industries have a endency to locate the industrial units near the railway station, highway or port areas. a) Transport and communication facilities: b) Climatic conditions: c) Financial and other aids: d) Availability of power and fuel: 6) Coal, electricity, oil and natural gas are the important sources of power in the industries. Ex: Tata iron and steel industry is established near the coalmines of Bihar. a) Transport and communication facilities: b) Climatic conditions: c) Ancillary industries: d) Availability of power and fuel: 7) Climatic conditions largely affect certain production processes and also the efficiency of the employees. Ex: Textile mills require moist climate that why these plant located at Mumbai and Ahmedabad.   a) Ancillary industries: b) Climatic conditions: c) Transport and communication facilities: d) Availability of power and fuel: 8) Water is used in industries for processing as in paper in chemical industries, for generation of power in hydroelectric power, plants and also required for drinking sanitary purpose also. a) Climatic conditions: b) Availability of water: c) Availability of power and fuel: d) Financial and other aids: 9) Many industries such as processing and assemby lindustries are not producing al the parts of their product but purchase some of the parts from ancillary industries producing it. a) Availability of power and fuel: b) Climatic conditions: c) Financial and other aids: d) Ancillary industries: 10) For the development of backward regions central as well as state government provide certain incentives and facilities such as cash-subsides, concession financial assistance, land,power and other facilities at cheaper rates, tax concession etc.  a) Financial and other aids: b) Ancillary industries: c) Climatic conditions: d) Availability of power and fuel: 11) is defined as physical arrangement of production facilities. It is the arrangement of facilities like machinery and equipments, personnel,storage space, material handling devices and other supporting services for their optimum utilization.   a) Plant location b) Plant layout c) plant base d) Case Study 12) Management has to decide on many matters e.g. nature and quality of products, size of the plant, integration of production process, plans for expansion, amount of inventory in stock,employee facilities   a) Manufacturing process: b) Nature of product: c) Type of equipment: d) Management policy: 13) The type of manufacturing process e.g.synthetic/analytical, continuous/intermittent and repetitive/non repetitive, will govern the type of plant layout. a) Arrangement of materials handing equipment: b) Manufacturing process: c) Management policy: d) Nature of product: 14) Small and light products can be moved easily to the machines, whereas for heavy and bulky products the machines may have to be moved a) Possibility of future expansion: b) Service facilities: c) Nature of product: d) Type of equipment: 15) The use of single purpose and multi-purpose machine substantially affects the plant layout. Similarly, noisy and vibrating machines require special attention in the plant layout decision. a) Type of equipment: b) Types of buildings: c) Possibility of future expansion: d) Availability of total floor area: 16) The plant layout in a single storey building will be different from that in a multi storey building. The covered areas, the number of storey’s, elevators and stairs, parking and storage area all affect the layout. a) Availability of total floor area: b) Types of buildings: c) Possibility of future expansion: d) Service facilities: 17) The allocation of space for machines, work-benches, sub-store aisles etc., is made on the basis of the available floor area use of overhead space is made in case of shortage of space. a) Possibility of future expansion: b) Availability of total floor area: c) Type of equipment: d) Service facilities: 18) Provide sufficient aisles for free movement of material handling equipment such as hand truck,fork truck etc. a) Availability of total floor area: b) Possibility of future expansion: c) Type of equipment: d) Arrangement of materials handing equipment: 19) The layout of factory must include proper service facilities required for the comfort and welfare of workers. These include canteen, lockers, drinking water, first aid etc. a) Service facilities: b) Possibility of future expansion: c) Availability of total floor area: d) Types of buildings: 20) Plant layout is made in the light of future requirement and installations of additional activities. a) Types of buildings: b) Possibility of future expansion: c) Service facilities: d) Availability of total floor area: 21) The best layout is one which integrates the men, materials, machinery, supporting activities and any other such a factors that results in the best compromise. a) Principle of satisfaction of safety: b) Principle of integration: c) Principle of smooth and continue flow: d) Principle of minimum movement: e) Principle of flexibility: f) Principle of cubic space: 22) The number of movement of workers and materials and the distance moved should be minimized. The materials should be transported in bulk rather than in small amounts. a) Principle of minimum movement: b) Principle of satisfaction of safety: c) Principle of integration: d) Principle of smooth and continue flow: e) Principle of flexibility: f) Principle of cubic space: 23) It states that bottlenecks,congestion points and bulk tracking should be removed by proper line balancing techniques a) Principle of integration: b) Principle of flexibility: c) Principle of minimum movement: d) Principle of smooth and continue flow: e) Principle of cubic space: f) Principle of satisfaction of safety: 24) Space of a room, it the ceiling height is also utilized, more materials can be accommodated in the same space a) Principle of satisfaction of safety: b) Principle of minimum movement: c) Principle of cubic space: d) Principle of smooth and continue flow: e) Principle of flexibility f) Principle of integration: 25) Working places-safe, well-ventilated and free from dust, noise fumes and other hazardous conditions, help to increase the efficiency of the workers and improve their morale. a) Principle of satisfaction of safety: b) Principle of minimum movement: c) Principle of integration: d) Principle of smooth and continue flow: e) Principle of cubic space: f) Principle of flexibility 26) It means the best layout in one which can be adopted and re-arranged at a minimum cost with least inconvenience a) Principle of minimum movement: b) Principle of satisfaction of safety: c) Principle of flexibility: d) Principle of cubic space: e) Principle of smooth and continue flow: f) Principle of integration: 27) If all the processing equipment and machines are arranged according to the sequence of operations of the product, the layout a) Product or Line Layout b) Process or functional layout c) Fixed Position Layout: d) Combination Type of Layout: 28) is particularly useful where low volume of production is needed. If the products are not standardized, the process layout is more low desirable, because it has creator process flexibility than other. In this type of layout, the machines and not arranged according to the sequence of operations but are arranged according to the nature or type of the operations. This layout is commonly suitable for non repetitive jobs. a) Fixed Position Layout: b) Product or Line Layout c) Process or functional layout d) Combination Type of Layout: 29) This type of layout is the least important for today’s manufacturing industries. In this type of layout the major component remain in a fixed location, other materials, parts, tools, machinery, man power and other supporting equipment’s are brought to this location. a) Process or functional layout b) Fixed Position Layout: c) Combination Type of Layout: d) Product or Line Layout 30) Now a days in pure state any one form of layouts discussed above is rarely found. Therefore, generally the layouts used in industries are the compromise of the above mentioned layouts. Every layout has got certain advantages and limitations. Therefore, industries would to like use any type of layout as such. a) Product or Line Layout b) Combination Type of Layout: c) Fixed Position Layout: d) Process or functional layout 31) is a scientific process which involves transformation of raw material (input) into desired product or service (output) by adding economic value. It refers to the relationship between the inputs and the output. a) Production b) Mass Production c) Batch Production d) Mass Production 32) defined as the rate at which the goods and services are produced. a) Production b) Productivity c) Batch Production d) Mass Production e) Job Production 33) In this system, goods are produced according to the orders with this method, individual requirements of the consumers can be met. a) Job Production b) Batch Production c) Mass Production d) Production 34) This type of production is generally adopted in medium size enterprise. It is in between job production and mass production. It is bigger in scale than the job production. a) Production b) Mass Production c) Job Production d) Batch Production 35) This method of production is used by concerns where manufacturing is carried on continuously in anticipation of demand though demand of the product may not be uniform through the year. a) Batch Production b) Job Production c) Mass Production d) Production 36) is the systematic examination of the methods of carrying on so as to improve the effective use of resources and to set up standards of performance for the activities being carried out. a) Method Study b) Work study c) Case Study d) Motion Study 37) It is the systematic recording and critical examination of existing and proposed ways of doing work, as a means of developing and applying easier and more effective methods and reducing costs. a) Work study b) Case Study c) Motion Study d) Method Study 38) This chart outlines the main events sequence wise considering only operations and inspections in the given job a) Out line process chart: b) Flow process chart: c) Two handed process chart d) chart 39) These are scale drawings of the work place, which indicate where each activity takes place. This chart is capable of reflecting undue delays in transferring work between workstations duplication of work, and unfair work assignment, which may delay the completion process. It classified into three types a) chart b) Two handed process chart c) Out line process chart: d) Flow process chart: 40) A chart which the activities of the workers hand are recorded a) Two handed process chart b) Out line process chart: c) chart d) Flow process chart: 41) is the application of technique to establish the time for a qualified worker to carry out a specified job at a defined level of performance. a) Time study: b) Work Measurement: c) Time recording machine: d) Decimal hour stop watch: 42) It is defined as the art of observing and recording the time required to do each detailed element of all industrial operation. a) Time study: b) Case Study c) Method Study 43) is a relatively new approach to managing people in any organisation. People are considered the key resource in this approach. it is concerned with the people dimension in management of an organisation a) HUMAN RESOURCE MANAGEMENT b) RECRUITMENT c) SELECTION d) PLACEMENT 44) is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. a) job analysis: b) Human resource planning: c) Staffing d) RECRUITMENT: e) SELECTION: f) PLACEMENT: 45) the process by which a management determines how an organisation should move from its current manpower position to its desired manpower position. Through planning a management strives to have the right number and the right kinds of people at the right places, at the right time, to do things which result in both the organisation and the individual receiving the maximum long-range benefit. a) job analysis: b) Staffing c) Human resource planning: d) PLACEMENT: e) SELECTION: f) RECRUITMENT: 46) refers to the managerial function of employing and developing human resources for carrying out the various managerial and non-managerial activities in an organisation. This involves determining the manpower requirement, and the methods of recruiting, selecting, training and developing the people for various positions created in the organisation a) Staffing b) Human resource planning: c) job analysis: d) PLACEMENT: e) SELECTION: f) RECRUITMENT: 47) involves attracting candidate to fill the positions in the organization structure. Before recruiting, the requirement of positions must be cleared identified.It makes easier to recruit the candidates from the outside. Enterprises with a favourable public image find it easier to attract qualified candidates. a) PROMOTION b) PLACEMENT: c) INDUCTION: d) Recruitment e) SELECTION: 48) is the process of choosing qualified individuals who are available to fill positions in an organization. In the ideal personnel situation, selection involves choosing the information about the applicants with a view to matching these with the job requirements. a) INDUCTION: b) SELECTION: c) PROMOTION d) Recruitment e) PLACEMENT: 49) If the selected candidate decides to join the organisation, he/she has to report to the concerned authority and formally joins the organisation by giving his consent in writing. Then he/she is placed to perform specific job a) PROMOTION b) PLACEMENT: c) INDUCTION: d) Recruitment e) SELECTION: 50) is the process of introducing new employees to the organisation. The new employees should know under whom and with whom he/she is to work, get acquainted and adjusted to the work environment, get a general idea about the rules and regulations, working conditions etc. a) INDUCTION: b) PROMOTION c) Demotion: d) PLACEMENT: e) SELECTION: f) Recruitment 51) When an employee is assigned a job involving greater responsibilities, more pay, higher status and prestige than his/her present job a) INDUCTION: b) Demotion: c) PROMOTION d) Recruitment e) SELECTION: f) PLACEMENT: 52) refers to a type of job change where any employee is assigned a different job of the same rank and pay, or when an employee is assigned a similar job in another unit of the firm. a) TRANSFER b) Demotion: c) PROMOTION d) PLACEMENT: e) Recruitment f) INDUCTION: 53) When the performance of an employee is not satisfactory and it cannot be improved, he may be assigned a job of lower rank carrying lower status and pay a) PROMOTION b) Recruitment c) TRANSFER d) INDUCTION: e) Demotion: f) PLACEMENT: 54) it is the process meant to improve the knowledge, skill, attitude and values of employees so that they can better contribute to their job. a) Development: b) Management c) Manufacture d) PERFORMANCE APPRAISAL: 55) is a method of evaluating the behaviour of employees in a work place, normally including both the quantitative and qualitative aspect of job performance. Performance here refers to the degree of accomplishment of the tasks that makeup an individual‘job. a) TRAINING: b) PERFORMANCE APPRAISAL: c) Career planning d) Career development 56) is an instrument of developing the employees by increasing their skills and improving their behavior. Technical, managerial skills are needed by the employees for performing the jobs assigned to the. Training is required to be given to new employees as well as existing employees. a) Career planning b) Career development c) PERFORMANCE APPRAISAL: d) TRAINING: 57) it is a deliberate process of knowing who you are so that you can be sure of where you want to go or what you want to be at some defined point in the future. a) Career development b) PERFORMANCE APPRAISAL: c) Career planning d) TRAINING: 58) means developing yourself and your skill sets to add value for the organization and for your own career development. Fostering an attitude of appreciation for lifelong learning is the key to workplace success. a) PERFORMANCE APPRAISAL: b) Career planning c) TRAINING: d) Career development 59) it is constitutes the negotiation between management and union with the ultimate objective of the agreeing on a written contract covering with term and conditions of the settlement of disputes issues. a) Integration: b) Collective bargaining: c) Motivation: d) Job satisfaction: 60) it is the process of reconciling and reuniting the organisational goals with is members a) Integration: b) Collective bargaining: c) Motivation: d) Job satisfaction: 61) it is the act of stimulating and inspiring the subordinates to achieve the goals of the organisational. a) Integration: b) Collective bargaining: c) Job satisfaction: d) Motivation 62) it is the result of various attitudes the employes holds towards his related factors a) Collective bargaining: b) . Job satisfaction c) Integration: d) Motivation 63) It any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company which an employee thinks believes or even feels to be unfair, unjust or inequitable. a) Grievances handling b) Job satisfaction c) Employee participation: d) Motivation 64) it is the involvement of employees in organization for decision making and problem solving of the workers. a) Job satisfaction b) Employee participation c) Grievances handling d) Motivation 65) is based on the premise that human resource processes are dynamic and must continually be redirected and revitalized to remain responsive to the ever changing needs. are not routine practices aimed at problem solving a) HR AUDIT: b) Hr accounting: c) Organizational Health: 66) it is defined as an organization’s ability to function effectively, to cope adequately, to change appropriately, and to grow from within. a) Organizational Health: b) Hr accounting: c) HR AUDIT: 67) are considered as important assets and are different from the physical assets. Physical assets do not have feelings and emotions, whereas human assets are subjected to various types of feelings and emotions a) Organizational Health: b) HR AUDIT: c) Hr accounting: 68) It includes the determination of wages and salaries matching with contribution made by the employees to achieve organisational goals. a) Job evaluation: b) Compensation: c) Salaries: 69) It is the process of bringing together physical, financial and human resources and developing productive relationship amongst them for achievement of organizational goals. a) Directing b) Staffing c) Organizing d) Controlling 70) : It is the function of manning the organization structure and keeping it manned. Staffing has assumed greater importance in the recent years due to advancement of technology, increase in size of business, complexity of human behavior etc a) Staffing b) Directing c) Organizing d) Controlling 71) It is that part of managerial function which actuates the organizational methods to work efficiently for achievement of organizational purposes. a) Organizing b) Staffing c) Controlling d) Directing 72) It implies measurement of accomplishment against the standards and correction of deviation if any to ensure achievement of organizational goals a) Organizing b) Staffing c) Controlling d) Directing 73) An attempt to determine and compare the demands which the normal performance of particular job makes on normal workers without taking account of the individual abilities or performance of workers concerned. a) Paired comparison method b) Job Evaluation c) Merit Rating d) Rating scale: 74) is the process of evaluating the relative merit of the person on a given job. It is an essential task of the personnel manager to distinguish the meritorious employees from the other a) Job Evaluation b) Merit Rating: c) Paired comparison method d) Rating scale: 75) Here, every employee is compared with all others in a particular cadre in the department. By comparing each pair of employees, the ratter can decide which of the employees is more valuable to the organization. a) Rating scale b) . Forced distribution method c) Paired comparison method d) Narrative or essay method 76) Here, the factors dealing with the quantity and quality of work are listed and rated. A numeric value may be assigned to each factor and the factors could be weighed in the order of their relative importance a) Paired comparison method b) Narrative or essay method c) Forced distribution method d) Rating scale 77) Here, employees are given a set of alternatives and they have to choose one, which reflects their understanding of the true nature of the job. Their thinking is conditioned by the given set of answers. a) Forced distribution method b) Rating scale c) Narrative or essay method d) Paired comparison method 78) Here, the candidate is required to narrate in an essay format his/her strengths, weaknesses, and potential to perform. Here, the candidate is not restricted by any given set of alternatives a) Paired comparison method b) Narrative or essay method c) Forced distribution method d) Rating scale 79) is the return given to workers for their mental and physical efforts which they put into the production process. a) cash b) finance c) money d) wages 80) in this system, the workers are paid wages according to the time spent at the work place. E.g. a day, a week, a month etc. a) Time wages system b) Piece wage system: c) Marketing 81) in this system, wages are paid to workers according to their output. This wage system is directly related to the skill, production capacity, speed and precision of the worker. a) Marketing b) Piece wage system: c) Time wages system 82) as a social process by which individuals and groups obtain what they need and want through creating, offering exchanging products and services of value with others. a) Piece wage system: b) Marketing c) Time wages system 83) when the results of usage of product start flowing into the market and the results are encouraging, more and more buyers come forward to try. The sales revenue remains very low till this point of time. This is also a very critical stage, as the manufacturer cannot avail scale economies. a) Maturity: b) Early growth c) Rapid growth d) Saturation e) Decline 84) A new product enters the stage of rapid growth when it satisfies the needs of the customers. The sales start picking up with repeat purchases and by word of mouth publicity, coupled with continued promotion outlay from the manufacturer’s side a) Decline b) Saturation c) Maturity d) Rapid growth e) Early growth 85) when the product’s sales growth slows down, it is called maturity. Due to this slow down, the industry as a whole suffers from overcapacity. At this stage, firms tend to attract the customers away from their competitors through cheaper prices and larger promotional efforts and outlay a) Maturity b) Decline c) Saturation d) Rapid growth e) Early growth 86) When the sales growth slows down to zero, such a stage is called saturation. This size of the market does not increase beyond this stage. In other words, old customers who have stopped buying the product replace any new customer entering the market a) Decline b) Saturation c) Maturity d) Early growth e) Rapid growth 87) sales of a product tend to fall, such a stage is called decline. When a product ceases to satisfy the customer’s needs in relation to those available in the market, it is no more preferred. As a result, its competing products offering superior benefits take over the market. a) Maturity b) Saturation c) Decline d) Rapid growth e) Early growth 88) Human resource planning or Human Resource Planning refers to a process by which the company to identify the number of jobs vacant, whether the company has excess staff or shortage of staff and to deal with this a) Human resources planning b) Job analysis design c) Recruitment and selection d) Orientation and induction 89) gives a detailed explanation about each and every job in the company. a) Recruitment and selection b) Job analysis design c) Human resources planning d) Orientation and induction 90) Based on information collected from job analysis the company prepares advertisements and publishes them in the newspapers a) Human resources planning b) Job analysis design c) Orientation and induction d) Recruitment and selection 91) The employees are informed about the background of the company, explain about the organizational culture and values and work ethics and introduce to the other employees. a) Orientation and induction b) Human resources planning c) Job analysis design d) Recruitment and selection 92) is conducted that is the Human Resource department checks the performance of the employee a) Orientation and induction b) Performance appraisal c) Job analysis design d) Recruitment and selection 93) It is the scientific process of evolving the right quantity of right men to be required in future at right time on the right job a) Manpower Planning b) Industrial relations 94) This is a method used for such jobs which can be performed with relatively low skill. Here, the trainees systematically acquire skills by following routine instructions in key processes from a qualified instructor. a) Demonstration b) Job instruction training c) Experiential learning d) Apprentice training 95) This is a modern approach to the learning process. This method is more . used for training the senior executives. It is a technique, which empowers the manager-trainee with the freedom of choice to act upon and the capacity to initiate, rather than simply respond, to circumstances. a) Experiential learning b) Job instruction training c) Demonstration d) Apprentice training 96) Those who are selected to work in the shop floor are trained as apprentices in the factory for a brief period ranging from three months to one year, depending upon the complexity of the training a) Demonstration b) Experiential learning c) Job instruction training d) Apprentice training 97) provide a relatively broad idea relating to a given job or task. These are meant for developing an understanding of general principles, providing background knowledge, or generating an awareness of comparative ideas and practice a) On-the-job training methods b) Off-the-job training methods c) Apprentice training d) Experiential learning 98) These techniques are designed to communicate specific interpersonal, technical, or problem-solving skills. Here, the trainer can maintain a tight control over learning. However, this method restricts the trainee's freedom to develop his/her own approaches to learning. a) Lectures/talks and class room instructions b) Off-the-job training methods c) On-the-job training methods d) Experiential learning 99) are held periodically by the professional organisations for the benefit of all the practicing managers by taking into consideration the recent advances in a specialized area. Participation in such seminars enables the executives to get exposed to the recent developments in the area of their interest a) Case study b) Seminars c) Team discussions d) Experiential learning 100) This technique develops team spirit among the executives from different departments. It also enables them to understand and appreciate each other's problems. It reinforces a feeling of unity among those who work towards common goals a) Seminars b) Case study c) Experiential learning d) Team discussions

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