DHT ACTUAL EXAM |250 QUESTIONS | WITH
COMPLETE ANSWERS!!
Course
DHT
1. Question: Define Human Resource Planning and explain its importance in modern
organizations.
Answer:
Human Resource Planning (HRP) is the process of forecasting an organization's future human
resource needs and developing strategies to meet those needs. It involves analyzing current HR
capacity, predicting future HR requirements, and matching supply with demand.
Importance:
Ensures right people at the right job.
Minimizes labor shortages and surpluses.
Supports strategic goals.
Reduces hiring costs.
Helps in succession planning.
Promotes training and development programs aligned with future needs.
2. Question: Explain FIVE major functions of Human Resource Management.
Answer:
1. Recruitment and Selection: Attracting and choosing suitable candidates.
2. Training and Development: Enhancing employees' skills and knowledge.
3. Performance Management: Monitoring and evaluating employee output.
4. Compensation and Benefits: Structuring salaries, wages, and benefits.
5. Employee Relations: Handling grievances, disputes, and ensuring workplace harmony.
3. Question: Describe the steps in the recruitment process.
Answer:
1. Job Analysis: Identify job roles and qualifications.
2. Job Description & Specification: Document duties and person requirements.
, 3. Advertising the Vacancy: Internally or externally.
4. Receiving Applications: Shortlisting suitable candidates.
5. Interviewing: Assessing candidate suitability.
6. Selection: Choosing the best-fit candidate.
7. Job Offer and Onboarding: Formal hiring and orientation.
4. Question: Discuss FIVE causes of employee turnover and how HR can mitigate them.
Answer:
Causes:
1. Poor compensation.
2. Lack of career growth.
3. Bad leadership.
4. Job dissatisfaction.
5. Work-life imbalance.
Mitigation:
Offer competitive salaries.
Implement career development paths.
Train effective leaders.
Improve working conditions.
Promote work-life balance policies.
5. Question: Explain the difference between training and development with examples.
Answer:
Training is short-term and task-oriented. E.g., teaching a cashier to use a POS system.
Development is long-term and career-oriented. E.g., leadership training for future managers.
Key difference: Training improves current job performance; development prepares for future
roles.
,6. Question: Highlight FIVE advantages of internal recruitment.
Answer:
1. Cost-effective: Lower advertising and hiring costs.
2. Faster process: Shorter recruitment cycle.
3. Employee motivation: Shows career growth opportunities.
4. Better cultural fit: Known organizational behavior.
5. Reduced training time: Familiar with processes and systems.
7. Question: Explain Maslow’s Hierarchy of Needs and its relevance to HR management.
Answer:
Maslow proposed a five-level pyramid of human needs:
1. Physiological needs: Salary to buy food, water.
2. Safety needs: Job security, safe work environment.
3. Social needs: Team bonding, workplace friendships.
4. Esteem needs: Recognition, promotions.
5. Self-actualization: Opportunities for creativity and growth.
Relevance: HR policies should address each level to ensure motivation and retention.
8. Question: Identify FIVE ethical issues in HRM and how to address them.
Answer:
1. Discrimination: Avoid biased hiring; implement diversity policies.
2. Privacy breaches: Protect employee data with secure systems.
3. Unfair dismissals: Follow legal procedures and give warnings.
4. Sexual harassment: Set up clear policies and reporting mechanisms.
5. Favoritism: Promote merit-based promotions.
Solution: Ethical training, clear policies, and accountability.
, 9. Question: Discuss the concept of performance appraisal and its benefits.
Answer:
Performance appraisal is the periodic evaluation of an employee’s job performance against set
standards.
Benefits:
Identifies strengths and weaknesses.
Guides training and development.
Aids in promotions or terminations.
Enhances communication between employees and managers.
Sets future goals.
10. Question: What are the roles of a Human Resource Manager in organizational change?
Answer:
Communicator: Explains reasons for change.
Trainer: Equips employees with skills for new systems.
Counselor: Manages resistance and stress.
Strategist: Aligns HR policies with change goals.
Monitor: Tracks progress and feedback.
11. Question: Outline five objectives of Human Resource Management.
Answer:
1. Effective Utilization of Human Resources: Ensures the best use of employees' talents
and skills.
2. Employee Motivation: Enhances performance through incentives and recognition.
3. Legal Compliance: Adheres to labor laws and employment regulations.
4. Industrial Harmony: Promotes peaceful relations between employees and management.
5. Workforce Development: Provides training and career growth opportunities.
12. Question: Describe five steps in the disciplinary procedure.
COMPLETE ANSWERS!!
Course
DHT
1. Question: Define Human Resource Planning and explain its importance in modern
organizations.
Answer:
Human Resource Planning (HRP) is the process of forecasting an organization's future human
resource needs and developing strategies to meet those needs. It involves analyzing current HR
capacity, predicting future HR requirements, and matching supply with demand.
Importance:
Ensures right people at the right job.
Minimizes labor shortages and surpluses.
Supports strategic goals.
Reduces hiring costs.
Helps in succession planning.
Promotes training and development programs aligned with future needs.
2. Question: Explain FIVE major functions of Human Resource Management.
Answer:
1. Recruitment and Selection: Attracting and choosing suitable candidates.
2. Training and Development: Enhancing employees' skills and knowledge.
3. Performance Management: Monitoring and evaluating employee output.
4. Compensation and Benefits: Structuring salaries, wages, and benefits.
5. Employee Relations: Handling grievances, disputes, and ensuring workplace harmony.
3. Question: Describe the steps in the recruitment process.
Answer:
1. Job Analysis: Identify job roles and qualifications.
2. Job Description & Specification: Document duties and person requirements.
, 3. Advertising the Vacancy: Internally or externally.
4. Receiving Applications: Shortlisting suitable candidates.
5. Interviewing: Assessing candidate suitability.
6. Selection: Choosing the best-fit candidate.
7. Job Offer and Onboarding: Formal hiring and orientation.
4. Question: Discuss FIVE causes of employee turnover and how HR can mitigate them.
Answer:
Causes:
1. Poor compensation.
2. Lack of career growth.
3. Bad leadership.
4. Job dissatisfaction.
5. Work-life imbalance.
Mitigation:
Offer competitive salaries.
Implement career development paths.
Train effective leaders.
Improve working conditions.
Promote work-life balance policies.
5. Question: Explain the difference between training and development with examples.
Answer:
Training is short-term and task-oriented. E.g., teaching a cashier to use a POS system.
Development is long-term and career-oriented. E.g., leadership training for future managers.
Key difference: Training improves current job performance; development prepares for future
roles.
,6. Question: Highlight FIVE advantages of internal recruitment.
Answer:
1. Cost-effective: Lower advertising and hiring costs.
2. Faster process: Shorter recruitment cycle.
3. Employee motivation: Shows career growth opportunities.
4. Better cultural fit: Known organizational behavior.
5. Reduced training time: Familiar with processes and systems.
7. Question: Explain Maslow’s Hierarchy of Needs and its relevance to HR management.
Answer:
Maslow proposed a five-level pyramid of human needs:
1. Physiological needs: Salary to buy food, water.
2. Safety needs: Job security, safe work environment.
3. Social needs: Team bonding, workplace friendships.
4. Esteem needs: Recognition, promotions.
5. Self-actualization: Opportunities for creativity and growth.
Relevance: HR policies should address each level to ensure motivation and retention.
8. Question: Identify FIVE ethical issues in HRM and how to address them.
Answer:
1. Discrimination: Avoid biased hiring; implement diversity policies.
2. Privacy breaches: Protect employee data with secure systems.
3. Unfair dismissals: Follow legal procedures and give warnings.
4. Sexual harassment: Set up clear policies and reporting mechanisms.
5. Favoritism: Promote merit-based promotions.
Solution: Ethical training, clear policies, and accountability.
, 9. Question: Discuss the concept of performance appraisal and its benefits.
Answer:
Performance appraisal is the periodic evaluation of an employee’s job performance against set
standards.
Benefits:
Identifies strengths and weaknesses.
Guides training and development.
Aids in promotions or terminations.
Enhances communication between employees and managers.
Sets future goals.
10. Question: What are the roles of a Human Resource Manager in organizational change?
Answer:
Communicator: Explains reasons for change.
Trainer: Equips employees with skills for new systems.
Counselor: Manages resistance and stress.
Strategist: Aligns HR policies with change goals.
Monitor: Tracks progress and feedback.
11. Question: Outline five objectives of Human Resource Management.
Answer:
1. Effective Utilization of Human Resources: Ensures the best use of employees' talents
and skills.
2. Employee Motivation: Enhances performance through incentives and recognition.
3. Legal Compliance: Adheres to labor laws and employment regulations.
4. Industrial Harmony: Promotes peaceful relations between employees and management.
5. Workforce Development: Provides training and career growth opportunities.
12. Question: Describe five steps in the disciplinary procedure.
