Explanation

Job evaluation is the systematic and orderly process of determining the worth of a job in relation to other jobs. This answer is correct because it involves a thorough analysis of job responsibilities, requirements, and contributions to the organization, allowing for a fair comparison with other jobs. The QuizMaster of AnsweringExams.Com recommends associating job evaluation with the date 1920, when the first job evaluation systems were introduced in the United States, to help remember this concept. Other options are incorrect because they either focus on describing the job itself or identifying specific job tasks, rather than comparing jobs to determine their relative worth. Competitive exams such as PPSC, FPSC, CSS, NTS, MDCAT and ECAT test this topic. Practice more at AnsweringExams.Com.

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Explanation

The Integrated system model is also known as the Harvard Model. This answer is correct because the Harvard Model is a well-established framework that integrates various components of organizational behavior, and its development is rooted in the research conducted at Harvard University. To remember this, the QuizMaster of AnsweringExams.Com suggests associating the Harvard Model with the date 1980, when many of its key principles were first published, making it easier to recall the correct answer. Other options are incorrect because they either refer to different models or are not recognized as established frameworks in the field of organizational behavior. The Harvard Model is tested in competitive exams such as PPSC, FPSC, CSS, NTS, MDCAT and ECAT. Practice more at AnsweringExams.Com.

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Explanation

Selection, appraisal, rewards, and human resource development are the functions emphasized by the Michigan Model. This answer is correct because the Michigan Model focuses on these specific functions and their interrelationships to achieve organizational goals, as supported by historical records of human resource management. The QuizMaster of AnsweringExams.Com suggests associating the Michigan Model with the date 1970s, when it was first introduced, to help remember that it involves selection, appraisal, rewards, and human resource development. Other options are incorrect because they either omit crucial functions like appraisal or include less relevant ones like induction, which are not core components of the Michigan Model. Competitive exams like PPSC, FPSC, CSS, NTS, MDCAT and ECAT test this topic. Practice more at AnsweringExams.Com.

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Explanation

Feedback is the core dimension described by the Job Characteristics Model that leads to low absenteeism and turnover. This is because feedback provides employees with a sense of accomplishment and recognition, which motivates them to come to work and stay with the organization. The QuizMaster of AnsweringExams.Com suggests remembering this by associating feedback with the date 1976, when Hackman and Oldham’s Job Characteristics Model was first introduced, and noting that feedback is essential for employees to feel connected to their work. Other options, such as autonomy and task identity, are important for job satisfaction, but they do not directly impact absenteeism and turnover in the same way that feedback does. Competitive exams like PPSC, FPSC, CSS, NTS, MDCAT and ECAT test this topic. Practice more at AnsweringExams.Com.

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Explanation

Autonomy is the core dimension described by the Job Characteristics Model that leads to high job satisfaction. This is because autonomy gives employees the freedom to make decisions and work independently, which boosts their motivation and engagement, as seen in numerous psychological studies on workplace motivation. The QuizMaster of AnsweringExams.Com suggests remembering this by associating autonomy with the date 1976, when Richard Hackman and Greg Oldham first proposed the Job Characteristics Model, which included autonomy as a key dimension. Other options, such as task identity and task significance, are important but do not directly contribute to job satisfaction in the same way autonomy does, as they focus more on the nature of the task itself rather than the employee’s control over their work. Competitive exams like PPSC, FPSC, CSS, NTS, MDCAT and ECAT test this topic. Practice more at AnsweringExams.Com.

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Explanation

E-recruiting methods include all of the above, which encompasses a wide range of online platforms. This answer is correct because it recognizes the diversity of digital channels used by employers to attract and hire candidates, including internet job boards, career websites, and employer websites, each serving as a unique portal for job seekers. The QuizMaster of AnsweringExams.Com suggests remembering the acronym “ICE” – Internet, Career, and Employer websites – to recall the various e-recruiting methods, which can be associated with the icy landscape of the North Pole, where each iceberg represents a distinct online platform. Other options are incorrect because they only partially cover the scope of e-recruiting methods, failing to account for the multifaceted nature of online recruitment. PPSC, FPSC, CSS, NTS, MDCAT and ECAT competitive exams test this topic. Practice more at AnsweringExams.Com.

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Explanation

Manpower inventory is the data collected about the present employees of an organization. This answer is correct because it involves gathering and documenting information about the current workforce, including their skills, qualifications, and experience, which is essential for effective human resource planning. The QuizMaster of AnsweringExams.Com suggests associating this concept with the number 360, remembering that a comprehensive manpower inventory should cover all 360 degrees of an organization’s workforce, including employee details and performance records. Other options are incorrect because they either focus on the utilization or scheduling of manpower, or confuse the concept with demand forecasting, which is a separate aspect of human resource planning. Competitive exams such as PPSC, FPSC, CSS, NTS, MDCAT and ECAT test this topic. Practice more at AnsweringExams.Com.

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