IBPS SO 2018 Professional Knowledge Quiz for HR :11 January 2019

Test your Professional Knowledge of HR with this questionnaire to prepare for IBPS HR Officer Examination. To score in IBPS SO (HR) Professional Knowledge Test candidate must have adequate knowledge of Industrial Relations, Job Evaluation, Human Resource Planning, Labour Laws, Training and Development and more. This quiz covers questions related to the Trade Union Act 1926 to help you prepare for the exam.

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Q1. Which of the following has specialists from different functional departments working on one or more projects that are led by project manager?

Functional organisation
Cross-functional organisation
Matrix organisation
Product organisation
None of these

In matrix organization, employees have dual reporting relationships - generally to both a functional manager and a product manager.

Q2. Which one of the following is related to clan control?

Relies on administrative rules and regulations
Employees’ behavior are regulated by the shared norms, traditions, rituals and beliefs of the organization
Emphasises organizational authority
Depends on standardization activities
None of these

Clan control refers to the values and beliefs of an organization that operates more like a family than a company. In clan control, high-level management is seen as mentors rather than bosses. There are very few rules and policies put in place by the organization because it relies mostly on the trust of its employees.

Q3. Appointment of welfare officer is a statutory requirement according to

Factories Act, 1948
Industrial Disputes Act, 1947
Trade Union Act, 1926
Workmen’s Compensation Act, 1923
Payment of bonus Act, 1965

Welfare officer in an organisation is appointed under the Factories Act, 1948.

Q4. Which of the following act deals with the issue of complaints?

Factories Act, 1948
Payment of Wages Act, 1948
Employees’ compensation Act, 1923
Industrial Employment (standing order) Act, 1946
All of these

The Industrial Employment (Standing Orders) Act, 1947 is designed to provide service rules to workmen. The object of the Act is to require employers in industrial establishments to formally define conditions of employment under them. It also deals with the issue of complaints between the employers and employees.

Q5. Job description implies

Identification of the qualities required in the job holder
Performance of job in methodical way
Laying down systematically the duties and responsibilities of job
Determination of the performance standards of the job
None of these

A job description or JD is a document that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range.

Q6. The main contribution of HRD AUDIT is to focus on

Value Adding HRD
HRD Strategy
HRD Policies
HRD Procedures
None of these

The primary function of HRD audit is to review every aspect of management of HR to determine the effectiveness of each programmes in an organisation.

Q7. INTUC, AITUC, HMS and UTUC adopted the code of conduct for Trade Union Rivalry in the year

None of the above

The representatives of the four central trade union organisations - the INTUC, AITUC, HMS and UTUC –agreed to observe certain principles with a view to maintaining harmonious inter-union relations in May 1958.

Q8. How many working days of service is required to avail bonus from an employer?


All employees earning up to the wage threshold (increased to INR 21,000 by the Amendments), and who have worked in the establishment for not less than 30 working days in the year are eligible to receive this statutory bonus.

Q9. Which of the following bodies is provided under the Minimum Wages Act, 1948?

Standing Labour Committee
Shop Level Council
Advisory Board
Council of management
Conciliation body

Minimum wages Act, 1948 provides for the establishment of minimum wages advisory boards and wages councils, and for the regulation of the remuneration and conditions of employment of employees.

Q10. Which one is not a part of recruitment process?

Determining requirements
Planning recruitment campaign
Attracting candidates
Selecting candidates
generating candidate pool

Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. Later on, the selection process begins which refers to the steps involved in choosing someone who has the right qualifications to fill a current or future job opening.

Q11. Which of the following is/are correct regarding coordination? 
1. voluntary co-ordination is possible in a climate of dedication and mutual co-operation. 
2. The Human Resource coordination includes planning, assessment and control of both, the performance of the employees, as well as the staff working in Human Resources 
3. Coordination is a far more inclusive term embracing the idea of cooperation. 
Select the correct answer using the code given below: 

1 and 2 only
1 and 3 only
2 only
1, 2 and 3
2 and 3 only

Co-ordination is the unification, integration, synchronization of the efforts of group members so as to provide unity of action in the pursuit of common goals. Voluntary co-ordination results from mutual consultation and team-spirit among the members of the organisation.

Q12. When the career progression stagnates at a point, it is called

Career Resilience
Career Anchor
Career Insight
Career Plateau
Career planning

A career plateau is the point in your career where / when you do not feel any additional upward mobility because there are fewer positions which are either not open or there are more people vying for it.

Q13. Training Evaluation at Reaction, Learning, job behavior, result is the model developed by

Kirk Patrick

The Kirkpatrick Model is the worldwide standard for evaluating the effectiveness of training. It considers the value of any type of training, formal or informal, across four levels.

Q14. Which of the following is not a traditional method of performance appraisal?

Graphic rating
Field review
Critical incidents method

MBO stands for Management by Objective. Management by Objectives (MBO) is a personnel management technique where managers and employees work together to set, record and monitor goals for a specific period of time.

Q15. Industrial Disputes Act, 1947 settles the dispute between

employer v/s employer
employer v/s workmen
workmen v/s workmen
None of the above
All of the above

Industrial dispute act resolves disputes among employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or the terms of employment or with the conditions of labour, of any person.