Education and Career Forum

Can i get the previous years questions of NTPC HR executive examination?

Dear friend

The syllabus for NTPC for HE executives exam is as under:

Part I is separate for separate discipline
Part-I
Questions: 55
Type: multiple-choice questions

1. Human Resource Management
2. Human Resource Planning
3. Recruitment & Selection
4. Human Resource Development: Strategies and Systems
5. Performance Management & Appraisal
6. Training and Development
7. Management of Compensations and Benefits
8. Rewards & Recognition
9. Organizational Structure Design and Change
10. Management Process and Organizational Behavior
11. Management of Change and Organization Effectiveness
12. Managing Interpersonal and Group Processes
13. Emotional Intelligence and Managerial Effectiveness
14. Transactional Analysis
15. Industrial Relations & Trade Unions
16. Labour Laws
17. Conflict Management
18. Collective Bargaining and Negations process
19. Grievance Management
20. Business Policy and Strategic Analysis
21. Corporate Evolution and Strategic Management
22. Cross Cultural and Global Management
23. International Business Environment
24. Business Ethics, Corporate Governance & Social Responsibility
25. Understanding Society and Social Structure
26. Managerial Economics, Financial Management and Accounting
27. Quantitative Methods & Research Methodology
28. Management Information Systems
29. Human Resource Information System
30. Total Quality Management
Part II is same for all disciplines
Part-II
Questions: 35
Topics: Executive Aptitude Test
* Reading comprehension
* Verbal/Non verbal reasoning
* Numerical ability
* Data Interpretation
* General Awareness

For some of the NTPC question paper visit
http://forums.sureshkumar.net/ntpc-placement-papers/54017-ntpc-papers.html
http://forums.sureshkumar.net/ask-suggestion/20382-ntpc-exam-2007-previous-exam-papers.html

Thank You

NTPC sample Questions for HR executives are available for download on the following
links just log on to these links and download the sample papers :-

placementpapers.net/.../NTPC/NTPC-Executive-Trainee-Test-Previous-Year-Exam-Paper
www.successcds.net/.../NTPC-Engineer-Trainees-Executive-Trainee.html
www.gjtutorial.com/.../ntpc-525-graduate-engineers-professionals/

all the best for the exam

Check out following links for any type of sample papers related to NTPC.There you will find large ammount of previous year solved sample papers.

Check out it will be very helful for you.

http://www.freshersworld.com/Placeme...ny.asp?cid=217

http://www.123eng.com/placementpaper...placement.html

http://placementpapers.net/helpingroot/search/node/NTPC

http://forums.sureshkumar.net/ntpc-p...er-2007-a.html

http://www.freshersworld.com/Placeme...count=1&prio=4

Best of Luck

i need somq questions on human resource information system for questionaire

please send me papers of different psu papers of different psu. dhananjay singh. [email protected]

i need some questions on human resource management for questionnaire ..plz send [email protected]

some of the sample papers are available for download on the link mentioned below:-

1)http://www.freshersworld.com/Placementweek/showpaper.asp?cid=217&pid=11849&pgcount=1&prio=4
2)http://placementpapers.net/helpingroot/search/node/NTPC

prepare well for the exam.......

all the best

please send me NTPC HR SYLLABUS and SAMPLE QUESTIONS my mail i-d is [email protected]

could you send one test sample paper

hi i am prakash
now i am preparing for psu in the field of hr.
please send me hr sample question in my id i,e [email protected]

i i am harish
now i am preparing for HR post, so please send me hr sample question in my id i,e [email protected]

Originally Posted by Unregistered

i i am harish
now i am preparing for HR post, so please send me hr sample question in my id i,e [email protected]

hi,
i am gyanu
please give me the question paper pattern for HR

hi i am manisha sinha
now i am preparing for ntpc exam in the field of hr.
please send me hr sample question in my id [email protected]

the privious year question paper are available in the book stall. please contact the nearest book stall and buy it. thanking you..best of luck..

what are the portion for Managerial Economics,Financial Management & Accounting,Quantitative Method & Research Methodology,Management Information Systems? As there very vast.

please any one having the sample paper of ET of PSU for HR

please send assistant chemist trainees exam papers of ntpc

pl help me out by sending finance executive placement papers of Pragati Power Corporation or any other sample papers similar tto those at [email protected].

Thanks

Hai EVRYBODY,

can you please send me the bpcl management Trainee-HR MODEL PAPERS OR SYLLABUS my mail id is [email protected]. pleaseeeeeeeeeeeeeeeeee......

hi!
I am preparing for the bpcl management trainee for hr feild. can you please send me the model papers and syllabus on my id [email protected]

hi
i am deepender rawat
i am preparing for ntpc exam
plz seend me reasoning type quation
on my id [email protected]

Hi,
please any one having the sample paper of ET of PSU for HR
in my mail.
[email protected]

hai im sudha i need some model papers of hr pls any information pls send to my mail id .id id [email protected]

hi,

can anyone send me the NTPC HR paper on my id........ [email protected]

hello everyone,

i need some model questions fr HR.......pls send me on [email protected]

Could u plz send me last 10 years exam papers of HR for NTPC exam on my email id - [email protected]

The hardest part of NTPC is EMFT. You have prepare it well rest giving some important links where you can get ref. Check it out hopeful helpful

http://forums.sureshkumar.net/
http://placementpapers.net/
http://www.kdksoftware.com/ZenITDS.html
http://www.123eng.com/
http://www.freshersworld.com/

All the Best

iam a new joinee.....Can u help with NTPC HR question paper pattern. Plz mail oN anna20785@yahoo,.com

kinly please sen me the papers of hr executive(ntpc) on my id [email protected].... please not the website's address just copy an paste because i am unable to find on the the websites mentione above.... plz...

hi..iam preparing for Ntpc for hr trainee...so incase anyone can help me with sample papers or past papers of ntpc or any psu's ..so do contact me..my email id is [email protected]

How would you define HRD?
Answer
HRD is matching the organizations needs for human resources with the individuals needs for career growth and development.
What is the scope of HRD?
Answer
1. HRD aims at anticipating the needs of the organization and meeting them in a planned way.
2. It includes developing the capabilities of line managers to handle development, grievances, performance appraisal and punishment of their team.
3. It emphasizes on motivating the employees and building up a good work culture.
What is the importance of HRD?
Answer
HRD helps in:
1. Developing competent employees and committed work force
2. Establishing role clarity
3. Generating great trust and respect
4. Minimizing resistance to change
5. Facilitating Human Resource Planning
6. Increasing productivity, Cost effectiveness etc.
What are the problems faced by HR departments in India?
How can India overcome the HR related problems?

What is HRP?
Answer
HRP-Human Resource Planning is the subsystem of HRM. It is planning for the future personnel needs of an organization taking into consideration the internal activities and factors in the external environment.
What would happen in absence of HRP?
Answer
In absence of HRP, estimation of an organizations human resources need is reduced to a guess work.
1. You will not be able to ascertain future manpower requirements without HRP
2. Adjusting to environmental changes and competition would become difficult.
3. Developing talented human resources internally would be difficult.
4. Your won’t have the required information to perform personnel functions.
5. There will be much resistance to change.
6. HRP helps in developing managers to handle the organizational needs. Without HRP it would be difficult to anticipate such requirements.
7. HRP helps in working on the global strategies and meeting the staffing requirements.
What factors can affect HRP?
Answer
HRP depends upon following factors:
1. Type of organization, its culture and strategies.
2. Social, political and economic environment in which the organizations operate. 3. Time period for which HRP plans are to be implemented decide whether short term pr long term plans should be made.
4. Type of openings to be filled which arise on account of retirement, promotion, retrenchment, switching over etc.
5. Outsourcing-If company plans to outsource a particular assignment, HRP is not required for it.
What is job analysis?
Answer
Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. It comprises of job description and job specification.
What is the difference between job description and job specification?
Answer
Job description comprises of the job title, location, job summary, duties & responsibilities, tools that will be used to perform the job and the working conditions. It is a written statement which includes the above information. A proper job description helps in advertising the vacancy effectively and attracting the right talent while Job specification comprises of the qualification that a particular job seeks in the candidate. It includes educational qualifications, work experience, personal qualities etc.
What are the various methods used to perform Job Analysis?
Answer
Various methods to perform Job Analysis are:

1. Observation: This means observing the employees while they perform their job and taking the notes.
2. Individual interview: Asking questions to individuals performing a role and summing up the various answers you get.
3. Group interview: Interviewing many candidates performing the same role in a group and recording the answers.
4. Questionnaire: Developing a structured questionnaire and asking the employees to fill it up.
5. Diary: This method requires asking the employees to record their daily activities as they perform them.
Why do you think you qualify for a human resource executive's/manager' position?
Answer
While asking this the interviewer wants to see, how do you identify yourself yourself with the job role. Relate your educational qualification, work experience and personal qualities with the role to answer this question.
A possible answer could be, the role of a human resource manager needs the person to connect with others on a human level and help them meet their aspirations while following the company's policies, structure and rules. I think with an experience of 'X' years, I know well how to deal with humans and my last employment has given me a good insight into the rules and regulations an HR manager has to keep in mind while operating.
What are your strengths and weaknesses as HR professional?
Answer
You may find this question asked in different forms during the interview. The purpose of asking the same question in same way is to judge the consistency of candidate’s answers.
Ensure that you have read the job specifications properly before you appear for the interview. While answering this question, identify the qualities a person needs as an HR Manager and see how you fit into them. Take out the qualities which make you a strong candidate for this position and offer them to the interviewer. The qualities which are usually sought in the candidate for this role are: Knowledge, Intuition, Versatility, Flexibility, Focus and above all a human touch in every thing you do. If you have any extra qualification like the knowledge of a software useful in handling the job, you can discuss that also during the interview.
It is absolutely OK to accept that every human being has weaknesses but if you can make your weaknesses work to your advantage that makes you a winner. A probable answer to this question could be, while dealing with the employee’s problems at times I get very attached to them but I think this helps me in understanding their problems better and offering them a solution while being within the company limits. I have experienced that this attitude of mine towards the staff help them being more open to me and loyal to the company.
What according to you are the qualities that an HR Executive/Manager must have?
Answer
Knowledge, Intuition, Versatility, Flexibility, Focus and above all a human touch in every thing you do
Why did you choose HR as your career?
Answer
While answering this question, don’t simply say that I love to work with people and that is the reason I am into HR. This is the most common answer and moreover something which makes the interviewer burst into laughter. This answer easily makes them understand that you are saying this just to get the job.
A better way would be to identify some work areas that an HR manager has to perform in his daily routine and relate them to your interest. A possible answer could be, I liked to be a part of the recruitment team which can identify right people and put them into right places. An employment into recruitment slowly developed into a full fledged HR profession.
What do you think are the roles and responsibilities of an HR Manager?
Answer
The purpose of this question is to understand your knowledge of the role.
The responsibilities of an HR manager include:
Recruitment, Training, Organizational Development, Communication, Performance development and management, Salary and benefits, Team Building, Building Employee relationship, Developing Leadership, Motivational exercises, Developing companies policies and procedures, Managing the health care program for employees etc.
Depending on the size of the organization, the HR manager has a team performing each of these roles.
Why did you decide to get into HR after you graduation in computers/commerce/physics?
Answer
There are many people who actually get into HR after graduating in a totally different stream. To some people it just happens while for others it is a deliberate move.
If it just happened to you, you can say that I was on a look out for a job when I got the first opportunity in HR. I took it up and slowly realized that I have started liking it. I brushed up my skills by keeping myself updated about the new developments in the field and acquiring a professional degree (If you have got one.)
If it was a deliberate move, you can discuss your reasons for moving into this role.
What is Personnel Management?
Answer
Personnel management is managing welfare and performance of persons who are a part of the operations.
What is the difference between Personnel Management and HRM?
Answer
Usually these two terms are used interchangeably but there does lie a difference between the two.
• Personnel management is reactive in nature and includes administrative tasks while HRM is proactive in nature and requires continous develpment in policies and functions of the organization for a better tomorrow.
• Personnel management is more of an independent task than HRM which needs to involve the managers of all departments for developing a better team.
• Personnel mangement believes that satisfied employees yield better performance while HRM believes that a good performance provides satisfaction to employees.
• HRM works around developing startegies to improve the performance of employees. Personnel mangement works around motivating employees with compensation, bonuses, rewards etc.
• Actually Personnel management can be considered as a subset of HRM.
Here you have to bear in mind that if you are offered the position of a Personnel Manager, you may be required to perform HRM functions and vice versa.
What are the responsibilities of a personnel manager?
Answer
Some of the responsibilities of a personnel manager include:
coordinating benefit programs and employee training,managing the recruiting process, conducting exit interviews and salary surveys,coordinating recordkeeping and payroll, and administering personnel policies.
What do you mean by Management? Describe the essential functions of management.
Answer
Management in simple terms can be understood as the process of bringing people together to achieve the desired goals. The essential functions of management include: Planning, Organizing, Budgeting, Resourcing, Directing, Controlling and Reviewing.
What is the difference between salary and incentive?
Answer
Salary can be termed as the fixed remuneration you are offered for your services while incentive means some extra benefits that you are offered based on your performance. Incentive can be in cash or kind.
What is 'Span of Management'?
Answer
Span of Management or Control in easy terms means, number of subordinates a manager manages.
What are the diffrent factors that determine the 'span of Management'?
Answer
Following factors determine the Span of Management:
1. Size of the organization
2. Different tasks that are performed to keep the work going
3. Complexity of the production process
4. Extent to which IT can help in the process.
What do you mean by Fringe Benefits?
Answer
Fringe benefit can be defined as the benefits provided by the employer to its employees in addition to the regular salary. These include health plans, paid holidays, cafeteria, company transport etc.
What is HRM?
Answer
HRM-Human resource management, is the planning, organizing and controlling the operative functions of procurement, development, compensation and maintenance of Human Resources.
What do you think is the scope of HRM?
Answer
HRM includes:
1. Human Resource Palnning
2. Recruitment and selection
3. Job design
4. Training and development
5. Performance management system
6. Compensation and Benefits
7. Labour Relations
8. Organizational development
What is 360 Degree Feedback?

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies. The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms.
Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses. The 360 feedback system automatically tabulates the results and presents them in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other people in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the employee a clear picture of his/her greatest overall strengths and weaknesses.
360 Feedback can also be a useful development tool for people who are not in a management role. Strictly speaking, a "non-manager" 360 assessment is not measuring feedback from 360 degrees since there are no direct reports, but the same principles still apply. 360 Feedback for non-managers is useful to help people be more effective in their current roles, and also to help them understand what areas they should focus on if they want to move into a management role.
What a 360 Feedback Survey Measures:

o 360 feedback measures behaviors and competencies
o 360 assessments provide feedback on how others perceive an employee
o 360 feedback addresses skills such as listening, planning, and goal-setting
o A 360 evaluation focuses on subjective areas such as teamwork, character, and leadership effectiveness
o How is 360 Degree Feedback Used?

o Companies typically use a 360 feedback system in one of two ways:
o 1. 360 Feedback as a Development Tool to help employees recognize strengths and weaknesses and become more effective
o When done properly, 360 is highly effective as a development tool. The feedback process gives people an opportunity to provide anonymous feedback to a coworker that they might otherwise be uncomfortable giving. Feedback recipients gain insight into how others perceive them and have an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs.
o 2. 360 Feedback as a Performance Appraisal Tool to measure employee performance
o Using a 360 degree feedback system for Performance Appraisal is a common practice, but not always a good idea. It is difficult to properly structure a 360 feedback process that creates an atmosphere of trust when you use 360 evaluations to measure performance. Moreover, 360 feedback focuses on behaviors and competencies more than on basic skills, job requirements, and performance objectives. These things are most appropriately addressed by an employee and his/her manager as part of an annual review and performance appraisal process. It is certainly possible and can be beneficial to incorporate 360 feedback into a larger performance management process, but only with clear communication on how the 360 feedback will be used.
What 360 Feedback Surveys do not assess:

o 360 feedback is not a way to measure employee performance objectives (MBOs)
o 360 feedback is not a way to determine whether an employee is meeting basic job requirements
o 360 feedback is not focused on basic technical or job-specific skills
o 360 feedback should not be used to measure strictly objective things such as attendance, sales quotas, etc.

MANAGEMENT BY OBJECTIVES



The concept of ‘Management by Objectives’ (MBO) was first given by Peter Drucker in 1954. It can be defined as a process whereby the employees and the superiors come together to identify common goals, the employees set their goals to be achieved, the standards to be taken as the criteria for measurement of their performance and contribution and deciding the course of action to be followed.

The essence of MBO is participative goal setting, choosing course of actions and decision making. An important part of the MBO is the measurement and the comparison of the employee’s actual performance with the standards set. Ideally, when employees themselves have been involved with the goal setting and the choosing the course of action to be followed by them, they are more likely to fulfill their responsibilities.
THE MBO PROCESS



UNIQUE FEATURES AND ADVANTAGES OF MBO
The principle behind Management by Objectives (MBO) is to create empowered employees who have clarity of the roles and responsibilities expected from them, understand their objectives to be achieved and thus help in the achievement of organizational as well as personal goals.

Some of the important features and advantages of MBO are:
 Clarity of goals – With MBO, came the concept of SMART goals i.e. goals that are:

Specific
Measurable
Achievable
Realistic, and
Time bound.

The goals thus set are clear, motivating and there is a linkage betweenorganizational goals and performance targets of the employees.

 The focus is on future rather than on past. Goals and standards are set for the performance for the future with periodic reviews and feedback.

 Motivation – Involving employees in the whole process of goal setting and increasing employee empowerment increases employee job satisfaction and commitment.

 Better communication and Coordination – Frequent reviews and interactions between superiors and subordinates helps to maintain harmonious relationships within the enterprise and also solve many problems faced during the period.

i want more hrquestion now???????????????????????

i want NTPC HR sample paper..pls

hello,
I am Priyata Das and I am preparing for the NTPC in the field of HR. So please send me the sample papers and name of the books (for preparation) in my email-id ie; [email protected]

I am Swati sharma and I am preparing for the NTPC in the field of HR. So please send me the sample papers and name of the books (for preparation) in my email-id i.e [email protected]