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Viral Shah
Hr Executive
Hr Manager
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Human Resources
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Hr Professional

Hi Guys,

As a HR professionals many of them don't know the HR related topics, authors, principles etc. As a awakening thing, I thought of starting a HR quiz, which will show emphasize only on HR related topics.

The procedure is like this. Now I will start a question related to HR. Who answers the question first will have to post the next question, and it will continue further, with the person who gives the right answer will have to post new question. The winner will be selected by the person who posted the question. He/ she should select only the person who has posted the correct answer immediately after his / her question.

The answer may be open ended or objective type. For open ended questions, try to answer as short as possible, preferably as a kind of gist or abstract.

Let me start with first one:

Maslow's Hierarchy Theory - Related to Motivation. However it is inter-related to which of the below topics:

a) Training

b) Recruitment

c) Appraisal

d) Recognition

e) Combination of all

Explain the theory with the short note.

Now, I will wait for your answers. The first person who posts the correct answer will be selected by me. Then he/ she can continue posting the next question.

11th February 2008 From India, Bangalore
Hi Vissumba,
Your answer is correct, but at this moment you are not the winner, as you have not completed the answer. Please check the question again. There is a open ended question also asked.
11th February 2008 From India, Bangalore
ans: E
according to maslow "that a person's motivation needs could be arranged in hierarchy manner. In essence he belive that once a given level of need become satisfied it no longer several to motivation. The nxt high level of need had to activated in order to motivate.
There r 2 level orders of needs : 1) Lower order needs 2) higher order needs
lower : physlogical needs, safety needs, social needs
higher : esteem needs, self actualization needs
Physlogical needs : food, cloth, shelter, sleep, sex, thrust.
safety needs : free from natural calamities dangerours occurs
social needs : belogningness association with other persons
esteemed needs : self respect, reconiztaion and good repetition in the eyes of others
self actualization needs : maximum utilization of onces potenalities to achieving goals in lifes
waiting 4 ur reply
krishna saladi
+91 98481 04265
12th February 2008 From India, Madras
Hi Krishna, You need to post the next question at the earliest. Otherwise the chance will go to next winner. Preet
12th February 2008 From India, Bangalore
Hi All,
There is slight changes in the rules of this quiz. Once the winner is announced they need to post their next question within 4 hrs time to continue the spirit with the participants. If they fail to post is for any reason, the chance will be given to next winner (The second most early and correctly replied person). The exclusion will be only for Saturday and Sunday. The winner in Friday's question, can post their question either same day or Monday.
This is to facilitate the people, because many of the people are not working on both the days.
Now Vissumba can post the next question before 2 pm.
12th February 2008 From India, Bangalore
Hi all,
I think Maslow's theory was never related to reward, recruitment or any thing like that at all. He never went into using "these words" in his famous essay on this subject. His main emphasis was on what motivates a human being. Academicians who came later extended it to these management and business aspects. Maslow never approved of the idea of extending it to management fields.
Hence, the answer E is wrong according to my knowledge.
12th February 2008 From India, Lucknow
To support the above view kindly go through the original article of Maslow (1943) at the link given below-
The relationship of it to management theories esp. X and Y theory is given beautifully in this link below-
<link no longer exists - removed>
In 1965,..Maslow's manuscript was published as Eupsychian Management (eupsychia was Maslow's term for the ideal society or organization)...which made him a "international renown as a founder of the rapidly growing movement to humanize the workplace"....which many people don't associate him with.
Kindly pardon me if I was not able to do justice to The Great Maslow. :D
12th February 2008 From India, Lucknow
Hi all, I too agree with is related to Reward not at all related with Recruiments. Regards, Rama.
12th February 2008
Hi Seema,

Though the Maslow's theory basically evolved based on Motivation, but it is inter related to the answer given. It can be interpreted anyways. Secondly, the quiz is to identify the correct answer. There may be some wrong answers also.

I have compared the answer given by Krishna, on how it is related to the options given above.

Physlogical needs : food, cloth, shelter, sleep, sex, thrust.

- Recruitment- A person needs a job to get the above. Without money he can't get the basic need of above.

safety needs : free from natural calamities dangerours occurs

Appraisal: To get the job security,the performance of an individual will be much more effective, which will be measured thru appraisal.

social needs : belogningness association with other persons

Training: Provides not only technical skills, there are lot more soft skills like Inter personal relationships, Personality development, Communication skill etc which are necessary to get along with the people.

esteemed needs : self respect, reconiztaion and good repetition in the eyes of others

Recognition: When a person is satisfied with the above, naturally he will look for recognition, which is promotion etc or some kind of job satisfaction or respectful position in an organization.

self actualization needs : maximum utilization of onces potenalities to achieving goals in life

Hope this would have clarified your point of discussion.

Any one would like to interpret in a different way or supporting Ms.Seema's views.

12th February 2008 From India, Bangalore
Yes Preet you may be right. However, my idea of the post was just to bring to notice of the viewers that these are the extensions of his original theory by others. He never talked of recruitment in his essay. And, from what i understood from his original writing, others put concepts/terms of their own and combined it with Maslow's theory. I might be wrong as well.

To support the above view kindly go through the original article of Maslow (1943) at the link given below-

The relationship of it to management theories esp. X and Y theory is given beautifully in this link below-

<link no longer exists - removed>

In 1965,..Maslow's manuscript was published as Eupsychian Management (eupsychia was Maslow's term for the ideal society or organization)...which made him a "international renown as a founder of the rapidly growing movement to humanize the workplace"....which many people don't associate him with.

Kindly pardon me if I was not able to do justice to The Great Maslow. :D
12th February 2008 From India, Lucknow
Hi Seema,
Thanks for great links. If you see Maslow never related his theory to HR. It is sociology subject which talks about motivation. Even then we as HR professionals know this topic not only as sociological subject, but you would have studies in Personnel Management. In that subject, Maslow's theory was related to the above points which I have mentioned.
I too agree with your points, Maslow has given this theory not keeping Recruitment, Appraisal, Recognition in mind.
Hope you understand.
12th February 2008 From India, Bangalore
such a nice game preet has started or pehle he question pe itni sari discussions?? this way people will loose the spirit of the game. seema mam you were the last one to answer please post a question for us. this game would really help us brushing our knowledge and testing our gray matters.
hurry up. APKA SAMAY SHURU HOTA HAI ABB......!! :lol: :lol: :wink:
12th February 2008 From India, New Delhi
hi all
thank u very much & now my question is
write a short note about Performance Appraisal, classification of P.A. and latest trends
thank u for giving this nice oppurtunity
krishna saladi
+91 98481 04265
12th February 2008 From India, Madras
Hi krishna,
Nice. Atlast you have posted your question. Make sure the question is compatible to answer in short form. Because you have asked for latest trends. It varies on companies. So let us shorten the question to : Short note on PA and Types of PA.
Hi guys Any answers?
12th February 2008 From India, Bangalore
I do agreee to the point of Seema siingh as Maslow's Thoery is been connected with motivation . It clearly defines that an employee needs and level moves from the stages of lower to higher to provide a comfort zone and work place staisfaction -the concept discussed by maslow to highlight the importance of motivation
Reshmi Raghavan
12th February 2008 From India, Coimbatore
Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development.

Performance evaluation can be divided into two general categories:Ranking and Rating. Former requires comparison of employees against each other to determine relative ordering of the group on some performance measure. Ranking can be Straight Ranking (Relative to each other), Alternation ranking (Best and worst employee are rated and then middle employees are rated accordingly) and Paired - Comparison Ranking (raters make ranking judgments about discreet pairs of people0.

Rating requires rater to evaluate employees on some absoulte standard rather than in relative terms. Performance standard is on a scale whereby appraiser can check the point that describes the employee's performance. performance variation in this way is described along a continuum from good to bad. Descriptors can be adjectives, behaviors or outcomes.

Where adjectives are used as anchors, the format is called as a standard rating scale- Well above avg. to well below avg.

BARS or Behaviorally Anchored Rating Scales are most common behavior descriptor formats.

When outcomes are used as standards the most common one used is Management by objectives (MBO) which is both a planning and appraisal tool that has many variations across firms.

Raters can be supervisors, self, customers, peers and subordinate.

A good performance evlaution depends on a sound basis for establishing performance dimensions and the scale associated with each dimension. It should be relevant to the strategic plan of the company. Also, we should involve employees in developing every stage of performance dimensions and building scales, so that employees have more positive reactions to ratings, regardless of how well they do. Raters should be properly trained and all employees should understand how the system operates and what it will be used for. Raters should be motivated to accurately.

And, lastly a diary or log should be maintained of employee performance for memory and for documentation.

Source: Milkovich and Newman, 2005. Compensation.

13th February 2008 From India, Lucknow
Hi Seema,
Your answer for PA seems to be correct. You also need to tell the types of appraisal.
Anyways Krishna has to tell the whether it is right answer or not. On his acceptance, Seema can post the next question after 12PM but before 2PM today.
13th February 2008 From India, Bangalore
Hi Pooja, The first question is already answered. Pls answer for the second question that is. Short note on Appraisal and types of appraisal Preet
13th February 2008 From India, Bangalore
Well in my opinion it is basically a combination of all. Each play a significant role which summons up the theory of maslow'. Should i be wrong please do correct me. Regards, Sandeep
13th February 2008 From United Arab Emirates, Dubai
Hi Sandeep, Your answer is correct. But now the second question is asked about appraisal. Kindly answer the second question. Preet
13th February 2008 From India, Bangalore
Dear All,
I also agree with what seema says. Maslow's theory only tries to focus on different levels of motivational needs. Its has nothing to do with Reward, Recruitment etc. And Recognition is just one part of it.
Akhouri Nishant
13th February 2008 From India, New Delhi
Hi Nishant,
I think this post is going somewhere else deviating the original object. Maslow's theory is question is already over and the next question is asked. Before posting something please go thru all the posts in this topic. I have already related with the options given by me. Kindly try to answer the question instead of discussing who is correct.
13th February 2008 From India, Bangalore
Hi All,
With Seema's answer for the second question, I closing the second question by posting the types of appraisal. Now Seema can post the next question.
Types of Appraisals:
Self Appraisal
Manager’s Appraisal
Technical Appraisal
180 Degree Appraisal
360 Degree Appraisal
13th February 2008 From India, Bangalore
Dear preet,
First of all, thanks for starting the HR quiz (which started with a Big Questionmark...) and for completing my last answer on PA.
My question is related to compensation field of HR and very very simple...Hope people answer asap.
"What is Broad banding concept in compensation and why should an organization go for it? Related small question with it is- What are shadow ranges?"
13th February 2008 From India, Lucknow
It has to do with salary ranges in an organisation. either it includes all the positions in the company or just few such as executives and above that.
Companies have started to do this nowadays in oder to improve their efficiency and quality amongst its people..
I personally think that it should be done beacuse this is the best way where an employee can be measured and put in a scale according to his performance.
Once an employee knows that there is a salary range in his current portfolio then he will strive to reach the maximum.
For eg.. Companies that dont follow any grading or structure have a low morale amongst its employees as they are not sure about their increment or how much would their payrise be if they have fullfilled their targets or goals given by their mgmt.. I've seen this happen...This slowly leads to resignations...
I hope I have gotten it rite.. if i happen to be wrong do let me know.
13th February 2008 From United Arab Emirates, Dubai
As for as asnwer is concerned only part of the answer is given for the question. It is necessary to define broad banding in compensation and other part of the question also.
These are all the good topics which is essential in present industrial scenario.
Thanks with Regards
13th February 2008 From Germany, Herzogenaurach
Hi Thiru, Sandeep tried to answer the question. Encourage him. If you know the complete answer please post it and participate in the game. Preet
13th February 2008 From India, Bangalore
hi seema
thankz for u r contribution & response
ur ans is almost all correct ; but in my view classification of P.A. means
Traditional method and Modern method
Bars, Field review method, Straight ranking method, etc., are comes under traditional method
360-degree feedback, M.B.O etc., are comes under Modern methods
(Attention Preetak what is ur opinion & is there any comments )
anyhow congratulations!!!
and now its ur chance; poss ur question
thank u for giving this opportunity
krishna saladi
+91 98481 04265
13th February 2008 From India, Madras
As per my views none of the above mention option given by the concerned person is valid. Too some extend recognition can come in Maslow Hierarchy of needs.
Awaiting other team members views.
13th February 2008 From India, Nagpur
Dear Preethi, Don’t agree with you regarding this thing.... sorry but have a different point of view. Regards, Derek
13th February 2008 From India, Nagpur
Hi Derek,
It is not Preethi. Name is Preet. Anyways no probs. I have already compared the Maslow's theory with HR topics. I have already accepted Seema's point also, Maslow didn't mention the HR topics or mgt topics in his mind. But his theory was interpreted with HR topics, which clearly I have mentioned. Hope this would clarify your point.
Hi Krishna,
Kindly post your replies at the earliest, as we have already told Seema to post her question.
13th February 2008 From India, Bangalore
hi all,

Sandeep has answered it partially correct, but the basic fundas are not clear in that response.

Broad banding of pay structures started as a trend in late 80s and early 90s in flatter and more flexible organizations. Many positions traditionally covered by numerous seperate pay ranges were swept into a relatively few, very wide job classifications which is called as band. Usually, to simplify administration and toenhance a sense of common purpose and a single team atmosphere. By collapsing a number of narrower salary grades the organization reaps the benefit of low hierarchical order in organization structure and it may give the signal to employees that development is more important than worrying about promotions all the time. This promotes "paying for the person" rather than paying for the job.

Shadow ranges are these earlier narrow ranges which were sunk into wider bands. The shadows are necessary to keep in mind so that one knows where did this broad band originally came from.

Research indicates that Broad Banding if more often than not effective in improving career development/management.

So, we are..... I think preet can decide who should be the next one to launch a new question.

seema singh
14th February 2008 From India, Lucknow
Hi Seema, In your opinion if Sandeep is answered the question correctly atleast partially, then he needs to get a chance to post the next question. So Sandeep post your question. Preet
14th February 2008 From India, Bangalore
Hi Sandeep, Your time to post the question got over. Seema I think you need to continue with the next question. Preet
14th February 2008 From India, Bangalore
Hi all, the next question is .. "What is a competency? What can be the benefits of competency based HR management?" This is an easy one i suppose...Best of Luck!! thanks seema
14th February 2008 From India, Lucknow
hi derek sorry! actually i don’t know ur name i felt ur name preethi sorry boss.. regards krishna
14th February 2008 From India, Madras


Here is the Answer

1. A Competency is an underlying characteristic of a person which enables him /her to deliver superior performance in a given job, role or a situation.

2. Hayes (1979) - Competencies are generic knowledge motive, trait, social role or a skill of a person linked to superior performance on the job.

3. Albanese (1989) - Competencies are personal characteristics that contribute to effective managerial performance.

4. UNIDO (2002)- A Competency is a set of skills, related knowledge and attributes that allow an individual to successfully perform a task or an activity within a specific function or job

5.Competencies are the human capabilities and work-related behaviors that provide a competitive advantage to an organization


It is the process of identification of competencies required to perform successfully a given job or role or a set of tasks at a given point time.

Benefits of competency based HR management?

Competency mapping aids in all core HR activities..

1 Recruitment & selection.

2. Training need analysis.

3. Performance appraisal.

4.Succession planning.

5.Compensation Management.

6. New assignment / Project allocation

Benefits of competency based HR management in points

1. Crystal clear clarity in the roles and responsibility of the employees ( through job analysis).

2. Reduced attrition rate due to reduced stress in the workplace.

3. Hiring mistakes can be avoided ( reduction in recruiting cost).

4. Increases the effectiveness of the training programs (accurate training need analysis).

5. Competitive work force can be developed.

6. Employees will be highly motivated ( Interest towards employee development by management)

7. Increase in the employee morale towards management.

8. It helps as tool for promotion, succession planning, job rotation and job enrichment plan etc..

9. Help organization “Raise the bar of performance expectations”

10.Helps teams and individuals align their behaviors with key organization strategy.

11.Each employee in the organization understand how to achieve expectation.

I Hope i have answered all the questions

Need more explanation?



15th February 2008 From India, Bangalore
Yes, the answer given by our member "devanand" is correct. I really liked the definition part of it. The benefits cited are quite comprehensive. So, the next question goes to you.
Just one request- If you could cite an example from your experience, where you realized a significant differences in benefits gained at the organizational level by choosing to apply "compency based HR practice" over the existing / traditional practice, that would make it really interesting.
15th February 2008 From India, Lucknow
Hi seema
I am working in a automotive company as HR Executive- Competency Mapping and i am implementing the system in the organization..
And the process is still going on..Currently We have used in TNA, before it was done traditionally, By using the competency based TNA..
Employees are motivated and employees are getting required training...Lead to good relationship with manangement...
It's a very big process..i think i have done only a 2 % of entire project..
Thanks for reading
15th February 2008 From India, Bangalore
Hi All
Here is the next question..
You all must be knowing that projective technique is the tool or method used in the study and assesment of the indiviual in Behavioral Science.
Nowadays Behavioral science is getting more attention in the performance driven world...
So my question is
What is Projective technique? Different types of projectives techniques
What are it's advantage when compared to other Behavioral assesment tools like psychometric tests...
if possible briefly explain any one PI?
Please try to answer
Because i think as HR proffesionals we have to know something about Behavioral Science..
[b]Am i right[/b
15th February 2008 From India, Bangalore
Hi Dev,
It is really a great question. In my opinion all HR people must know the behavioural science, which includes psychology. HR people are practicing psychology. That is why we insist to call the HR professionals as " Practicing Professionals".
15th February 2008 From India, Bangalore
Hi preet, The maslow hierarchy theory is related to recognition. by recognizing each step a human being come to know about his/her self actualization. so the answer is recognition. Regards Aarti
15th February 2008 From India, Mumbai
Hi Preet and others,
I think members who visit this post, which is definitely getting lengthier and lengthier hour by hour, are not able to make sense of it. Some are still answering the The Great Maslow's theory controversy.
Can we not have an opening page of this QUIZ posting where we keep adding all the questions as they come and tell the viewer which one is the latest?
Otherwise he or she has to go over all the responses to get a clue about its head and tail.
Say What??seema
15th February 2008 From India, Lucknow
Hi Seema,
We can do that, but the ultimate idea of this quiz is to spread the HR knowledge. Let them go thru all the post, but they have to post the answer only to the last question asked.
Hi guys, kindly check the last page of the post and find out the last question and answer only for that.
Do not answer the questions which are already answered and accepted by the person who is posting the question.
15th February 2008 From India, Bangalore
Regarding the Question about Projective Tests...

Objective and Projective tests are tests for personality or parts of personality of poeple- their behavior and motivations.

Objective methods are atheoreticla and/or empirical in the sense that they don't require any theory to interpret the results of tests. The results often derive their meaning from empirical procedures such as matching a person's results to those of a clinical sample. Objectives tests are not likely to be based on Psychodynamic (Freudian theory) theory, and therefore the results are considered less useful for providing insights into the dynamics of a person's interactions with the world. The earliest popular tests of this kind was Minnesota Multipurpose Personality Inventory.

Projective tests remain popular today but their hey-days were in the early half of 20th C. They are based on psychodynamic theory for explanation and a major assumption underlying these is that the stimuli which are prone to variety of interpretations will encourage clients to reveal information that they otherwise would not share in response to direct questioning. Thematic Appreciation Test (TAT) by Henry A Murray is a classic example of a projective device. It is measured on Qualitative scoring methods even though quantitative methods have been available.

Compared to most surveys and focus group research, Projective Techniques rely on "Indirect Questioning". For example in Marketing Research, rather than asking the respondent directly about their buying behavior and motivation, questions are framed in terms of other people or imaginary situations, e.g., asking to describe the "dream involving Swiss chocolates".

The stimuli here is relatively ambiguous so that repondent's ability to guess the the expected answers is reduced and bias of "socially desirable" answers is reduced. Some examples of proj. tech. are- Word Association; sentence completion; symbol matching; cartoon tests; objective personification; shopping list analysis; picture drawing; autodriving; thematic story telling; dream exercises; collage construction etc.

In a survey research the degree of freedom are usually less in number whereas, Proj. Tech. theoretically allow an infinite number of responses. Limitless variations exist, for example, in the ways consumers might imagine dreams about a BMW, or construct collages that represent their thoughts and feelings about United Airlines.

In the broadest sense, Proj. methods tend to generate data that originate in what neuroscientists characterize in lay terms as tea "right brain". they tend to encourage emotional, fanciful and visual expressions that materialize to illicit data that are more symbolic, metaphorical and aesthetic. Proj. techniques are able to access primary motivations that arise from an individual's urges and instincts that arise from different level of consciousness (Freud, 1911). Such interests are clearly the direct concern of the marketers with communication; product design; and brand positioning.

Dev, hope this is somewhere near to your expectations. I am not an expert in psychology but trying to find answers for interesting question.


16th February 2008 From India, Lucknow
Hi seema
Thanks for answering the question
You are close to answer..your answer is very genric in nature..
Can you redefine your answer.... It is not very persise....
1. Put the defination of PT
2. Diffrent types.
3. Advantages...
I know you can do it...
Question is still open
Please others also try
16th February 2008 From India, Bangalore
Hi Dev, You need to close this question by today by 11AM. Whoever gives the closest correct answer will be the winner. For today’s question the deadline to answer will Monday 11AM. Preet
16th February 2008 From India, Bangalore
Dear Seema, It’s a good learning for me, try to answer within time phrame to post a new question. It is really intersting. You will compulsory answer it. Thanks Thiru
16th February 2008 From Germany, Herzogenaurach
Projective Techniques are part of Qualitative research methods. The Qualitative part is divided into direct and indirect. Latter would involve PT and former has IDIs and Focus group as examples. PT involves four types:

• Association

• Completion

• Construction

• Expressive

Definition from wikipedia-

o these are unstructured prompts or stimulus that encourage the respondent to project their underlying motivations, beliefs, attitudes, or feelings onto an ambiguous situation. The respondents are asked to interpret the behavior of others. In doing so, they indirectly project their own motivations beliefs and values and attitudes into the situation.

o they are all indirect techniques that attempt to disguise the purpose of the research

o examples of projective techniques include:

word association - say the first word that comes to mind after hearing a word - only some of the words in the list are test words that the researcher is interested in, the rest are fillers - is useful in testing brand names - variants include chain word association and controlled word association

sentence completion - respondents are given incomplete sentences and asked to complete them

 story completion - respondents are given part of a story and are asked to complete it

cartoon tests - pictures of cartoon characters are shown in a specific situation and with dialogue balloons - one of the dialogue balloons is empty and the respondent is asked to fill it in

thematic apperception tests or TAT- respondents are shown a picture (or series of pictures) and asked to make up a story about the picture(s)

role playing - respondents are asked to play the role of someone else - researchers assume that subjects will project their own feelings or behaviours into the role

third-person technique - a verbal or visual representation of an individual and his/her situation is presented to the respondent - the respondent is asked to relate the attitudes or feelings of that person - researchers assume that talking in the third person will minimize the social pressure to give standard or politically correct responses

Qualitative Information is information based on peoples views, opinions and perceptions.


-They may illicit responses that respondents are unwilling or unable to give if they knew the purpose of the study.

-Helpful when the issues are sensitive, personal or subject to strong social norms.

-Helpful when underlying motivations, beliefs, and attitudes are operating at subconsciou level.


Require highly trained interviewer and interpretor of results. risk of interpretation bias, are more expensive and may involve the subject in unsual behaviors.

WoW...i think its ok...

thanks thiru and Dev
16th February 2008 From India, Lucknow
Hi Preet,
Thanks for starting this quiz.
Infact its a great idea coz we all are getting lot of things to learn & also to share & spread some knowledge.
And for the issue of chking last page, i think in subject line u can add, chk last pg for latest Q.
I hope i m not off track but i thought only to share & advice something to solve the prob.
Correct me if i m wrong.
Poonam Sonawane.
16th February 2008 From India, Mumbai

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