PREVIOUS YEAR SOLVED PAPERS - UGC NET Management December 2019

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66. Which one of the following is NOT the prominent objective of human resource planning?

  • Option : D
  • Explanation : Human resource planning is the process by which an organization ensures that it has the right number and right quality of people at the right place and at the right time. Two basic human resource planning strategies are staffing and employee development.
    Human resource planning may be defined as the process of forecasting the future manpower requirements, analyzing the present manpower resources to determine their adequacy both quantitatively and qualitatively and planning the necessary programs of recruitment, selection, training, development, motivation and compensation to meet the future manpower requirements.
    It is essentially the process of securing the services of qualified people for various positions in the organization at the right time.
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69. Which one of the following is NOT a forecasting technique for assessing human resource requirements in an organization?

  • Option : D
  • Explanation : Replacement charts are efficient forecasting tools to find out the employees readily available for promotion to predetermined positions. Basically, replacement charts are records that contain details about the currently serving employees and the possible replacements for the present jobholders. They also contain information about the potentiality of the existing employees for future promotion. The replacement chart may classify the potentiality of the employees as
    (i) fit for immediate promotion;
    (ii) ready for promotion but requires a little training;
    (iii) good enough for the present job but not for promotion; and
    (iv) is found to be incompetent and needs to be replaced.
    Replacement charts are usually computerized by the organization to enhance its accessibility. These are periodically reviewed to make them up to date, and as and when replacements are required, these charts are referred to for choosing the employees to fit for promotion. The merit of this method is that it clearly describes the mode of filling job vacancies through internal sources.
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