{"id":243972,"date":"2026-09-21T21:35:36","date_gmt":"2026-09-21T16:05:36","guid":{"rendered":"https:\/\/www.oliveboard.in\/blog\/?p=243972"},"modified":"2026-09-21T21:35:39","modified_gmt":"2026-09-21T16:05:39","slug":"caiib-hrm-pyps","status":"publish","type":"post","link":"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/","title":{"rendered":"CAIIB HRM Previous Year Paper, Download PYP &amp; Attempt Free Quiz"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of content<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#Download_CAIIB_HRM_Previous_Year_Papers\" >Download CAIIB HRM Previous Year Papers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#Attempt_CAIIB_HRM_Previous_Year_Paper_Quiz\" >Attempt CAIIB HRM Previous Year Paper Quiz<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#Sign_Up\" >Sign Up<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#Login\" >Login<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#Forgot_Password\" >Forgot Password<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#i\" >&nbsp;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#Why_are_CAIIB_HRM_previous_year_papers_important_for_preparation\" >Why are CAIIB HRM previous year papers important for preparation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#Which_topics_are_most_important_from_CAIIB_HRM_previous_year_papers\" >Which topics are most important from CAIIB HRM previous year papers?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#What_are_the_most_repetitive_topics_asked_in_the_CAIIB_HRM_paper\" >What are the most repetitive topics asked in the CAIIB HRM paper?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#What_important_theories_were_repeatedly_asked_in_the_CAIIB_HRM_exam\" >What important theories were repeatedly asked in the CAIIB HRM exam?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#Which_labour_law_topics_are_important_for_CAIIB_HRM_preparation\" >Which labour law topics are important for CAIIB HRM preparation?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#What_AI_ethics_and_sustainability_topics_are_important_for_CAIIB_HRM\" >What AI, ethics, and sustainability topics are important for CAIIB HRM?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-hrm-pyps\/#FAQs\" >FAQs<\/a><\/li><\/ul><\/nav><\/div>\n\n<p>CAIIB HRM Previous Year Papers are useful for understanding the exam pattern, question types, and important topics from the Human Resource Management elective paper. Practising PYPs and memory-based questions helps candidates revise concepts such as organisational behaviour, labour laws, ethics, and HRM practices. <\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-download-caiib-hrm-previous-year-papers\"><span class=\"ez-toc-section\" id=\"Download_CAIIB_HRM_Previous_Year_Papers\"><\/span>Download CAIIB HRM Previous Year Papers<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Improve your CAIIB HRM 2026 preparation by practising questions from the CAIIB Human Resources Management (HRM) Previous Year Papers. These questions will help you understand the exam pattern, important topics, and the type of questions asked in the exam. <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Particulars<\/strong><\/td><td><strong>Details<\/strong><\/td><\/tr><tr><td>CAIIB HRM Previous Year Paper<\/td><td><a href=\"https:\/\/www.oliveboard.in\/caiib-memory-based-question-bank\/?ref=contac-chrm-pypq\" target=\"_blank\" rel=\"noreferrer noopener\">Download Free PDF<\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-attempt-caiib-hrm-previous-year-paper-quiz\"><span class=\"ez-toc-section\" id=\"Attempt_CAIIB_HRM_Previous_Year_Paper_Quiz\"><\/span>Attempt CAIIB HRM Previous Year Paper Quiz<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Check your preparation level with our CAIIB HRM Previous Year Paper Quiz designed especially for banking professionals preparing for the HRM elective paper.<\/p>\n\n\n\n<!DOCTYPE html>\n<html lang=\"en\">\n<head>\n<meta charset=\"UTF-8\">\n<link rel=\"stylesheet\" href=\"https:\/\/courses.oliveboard.in\/edge\/css\/login-modal-for-blog.css\">\n\n<style>\n#quiz-1-sticky-header {\n  position: sticky;\n  top: 0;\n  z-index: 100;\n  background: #1565c0;\n  color: #fff;\n  padding: 12px 20px;\n  border-radius: 10px 10px 0 0;\n  display: flex;\n  justify-content: space-between;\n  align-items: center;\n  font-size: 16px;\n  font-weight: bold;\n  box-shadow: 0 2px 8px rgba(0,0,0,0.2);\n  margin: -20px -20px 20px -20px;\n}\n\n#quiz-1-score-badge {\n  background: rgba(255,255,255,0.2);\n  padding: 4px 12px;\n  border-radius: 20px;\n  font-size: 15px;\n  white-space: nowrap;\n}\n#quiz-1 * { box-sizing: border-box; }\n\n#quiz-1 .quiz-container {\n  max-width: 700px;\n  margin: auto;\n  padding: 20px;\n  background: #fff;\n  border-radius: 14px;\n  box-shadow: 0 6px 16px rgba(0,0,0,0.12);\n}\n\n#quiz-1 h2 {\n  text-align: center;\n}\n\n#quiz-1 .question {\n  margin-bottom: 22px;\n}\n\n#quiz-1 .question p {\n  font-weight: bold;\n}\n\n#quiz-1 button {\n  width: 100%;\n  padding: 12px;\n  margin: 6px 0;\n  border: none;\n  border-radius: 6px;\n  background: #e0e0e0;\n  color: #000;\n  font-size: 16px;\n  cursor: pointer;\n}\n\n#quiz-1 button:hover {\n  background: #d5d5d5;\n}\n\n#quiz-1 button.correct {\n  background: #4caf50;\n  color: #000;\n}\n\n#quiz-1 button.wrong {\n  background: #f44336;\n  color: #000;\n}\n\n#quiz-1 button.locked {\n  pointer-events: none;\n}\n\n\/* SUMMARY *\/\n#quiz-1 .final-summary {\n  margin-top: 40px;\n  padding: 20px;\n  border-radius: 14px;\n  background: #fafafa;\n  border: 2px solid #4caf50;\n}\n\n#quiz-1 .final-summary h3 {\n  text-align: center;\n  margin-bottom: 20px;\n}\n\n#quiz-1 .summary-row {\n  display: grid;\n  grid-template-columns: 120px 1fr 40px;\n  gap: 10px;\n  align-items: center;\n  margin-bottom: 12px;\n  font-weight: bold;\n}\n\n#quiz-1 .summary-bar {\n  height: 14px;\n  background: #ddd;\n  border-radius: 10px;\n  overflow: hidden;\n}\n\n#quiz-1 .bar-fill {\n  height: 100%;\n  width: 0%;\n}\n\n#quiz-1 .bar-attempted { background: #2196f3; }\n#quiz-1 .bar-correct { background: #4caf50; }\n#quiz-1 .bar-wrong { background: #f44336; }\n#quiz-1 .bar-unattempted { background: #9e9e9e; width: 100%; }\n\n#quiz-1 .final-score {\n  text-align: center;\n  font-size: 22px;\n  margin-top: 20px;\n}\n\n#quiz-1 .score-value {\n  font-size: 30px;\n  margin-left: 8px;\n}\n<\/style>\n<\/head>\n\n<body>\n<div id=\"quiz-1\">\n  <div class=\"quiz-container\">\n<div id=\"quiz-1-sticky-header\">\n  <span> CAIIB HRM PYP Practice Quiz <\/span>\n  <span id=\"quiz-1-score-badge\">Score: <strong id=\"quiz-1-score-value\">0.00<\/strong><\/span>\n<\/div>\n\n    <!-- QUESTIONS -->\n\n<div class=\"question\" data-answered=\"false\">\n  <p>1. Which HRM implication most directly follows from the demographic-<br>dividend argument?<\/p>\n  \n  <button data-correct=\"false\">A. A larger working-age population automatically guarantees higher productivity<\/button>\n<button data-correct=\"true\">B. Workforce expansion must be accompanied by employability, skills and productive employment opportunities<\/button>\n  <button data-correct=\"false\">C. Demographic dividend is primarily a function of declining labour-force participation<\/button>\n  <button data-correct=\"false\">D. Demographic dividend eliminates the need for strategic workforce planning<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>2. Which combination best represents the core managerial functions of HRM?<\/p>\n  <button data-correct=\"true\">A. Planning, organising, staffing, directing and controlling human resources<\/button>\n  <button data-correct=\"false\">B. Recruitment, payroll, advertising, production and auditing<\/button>\n  <button data-correct=\"false\">C. Procurement, inventory, marketing, selling and distribution<\/button>\n  <button data-correct=\"false\">D. Budgeting, taxation, financing, investment and treasury<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>3. Which HR role is most closely associated with aligning people practices with organisational strategy?<\/p>\n  <button data-correct=\"false\">A. Employee champion<\/button>\n  <button data-correct=\"false\">B. Administrative expert<\/button>\n  <button data-correct=\"true\">C. Strategic partner<\/button>\n  <button data-correct=\"false\">D. Compliance auditor<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>4. Which statement best distinguishes job enrichment from job enlargement?<\/p>\n  <button data-correct=\"false\">A. Enrichment increases task variety horizontally, while enlargement increases authority vertically<\/button>\n  <button data-correct=\"false\">B. Both terms refer exclusively to monetary incentives<\/button>\n  <button data-correct=\"false\">C. Enlargement increases autonomy, whereas enrichment only adds repetitive tasks<\/button>\n  <button data-correct=\"true\">D. Enrichment increases depth, autonomy and responsibility; enlargement generally increases task breadth<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>5. A group formed specifically to complete a particular organisational assignment is best described as a:<\/p>\n  <button data-correct=\"true\">A. Task group<\/button>\n  <button data-correct=\"false\">B. Reference group<\/button>\n  <button data-correct=\"false\">C. Informal friendship group<\/button>\n  <button data-correct=\"false\">D. Primary social group<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>6. In Tuckman&#8217;s model, conflict over roles, influence and procedures is most characteristic of:<\/p>\n  <button data-correct=\"false\">A. Forming<\/button>\n  <button data-correct=\"true\">B. Storming<\/button>\n  <button data-correct=\"false\">C. Norming<\/button>\n  <button data-correct=\"false\">D. Performing<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>7. Which leadership style generally encourages participation in decision-making while retaining managerial accountability?<\/p>\n  <button data-correct=\"false\">A. Autocratic<\/button>\n  <button data-correct=\"false\">B. Laissez-faire<\/button>\n  <button data-correct=\"true\">C. Democratic<\/button>\n  <button data-correct=\"false\">D. Pacesetting<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>8. In the Blake-Mouton Managerial Grid, a 9,9 style is known as:<\/p>\n  <button data-correct=\"false\">A. Authority-compliance management<\/button>\n  <button data-correct=\"false\">B. Country-club management<\/button>\n  <button data-correct=\"false\">C. Impoverished management<\/button>\n  <button data-correct=\"true\">D. Team management<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>9. A manager who develops an employee&#8217;s capability through guidance, feedback and practice is primarily using:<\/p>\n  <button data-correct=\"true\">A. Coaching<\/button>\n  <button data-correct=\"false\">B. Pacesetting<\/button>\n  <button data-correct=\"false\">C. Delegating<\/button>\n  <button data-correct=\"false\">D. Directive control<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>10. Which leadership approach is most strongly associated with setting exceptionally high performance standards and expecting employees to follow the leader&#8217;s example?<\/p>\n  <button data-correct=\"false\">A. Affiliative leadership<\/button>\n  <button data-correct=\"true\">B. Pacesetting leadership<\/button>\n  <button data-correct=\"false\">C. Coaching leadership<\/button>\n  <button data-correct=\"false\">D. Supporting leadership<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>11. Benchmarking is best understood as:<\/p>\n  <button data-correct=\"false\">A. Comparing only internal financial ratios<\/button>\n  <button data-correct=\"false\">B. Establishing a fixed budget without external reference<\/button>\n  <button data-correct=\"true\">C. Systematically comparing processes or performance with relevant best practices<\/button>\n  <button data-correct=\"false\">D. Replacing performance measurement with employee opinion<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>12. ISO 19011 is primarily associated with:<\/p>\n  <button data-correct=\"false\">A. Product pricing standards<\/button>\n  <button data-correct=\"false\">B. Financial reporting standards<\/button>\n  <button data-correct=\"false\">C. Environmental taxation<\/button>\n  <button data-correct=\"true\">D. Guidelines for auditing management systems<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>13. In DMAIC, which phase focuses on identifying root causes after measurement of the current process?<\/p>\n  <button data-correct=\"true\">A. Analyze<\/button>\n  <button data-correct=\"false\">B. Define<\/button>\n  <button data-correct=\"false\">C. Improve<\/button>\n  <button data-correct=\"false\">D. Control<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>14. Which of the following is NOT one of the traditional 5S terms?<\/p>\n  <button data-correct=\"false\">A. Seiri<\/button>\n  <button data-correct=\"false\">C. Simplify<\/button>\n  <button data-correct=\"true\">B. Standardise<\/button>\n  <button data-correct=\"false\">D. Sustain<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>15. In the DIKAR model, the transition from information to knowledge is most closely concerned with:<\/p>\n  <button data-correct=\"false\">A. Measuring only financial outcomes<\/button>\n  <button data-correct=\"true\">C. Eliminating the need for managerial judgement<\/button>\n  <button data-correct=\"false\">B. Interpreting information so that it becomes actionable knowledge<\/button>\n  <button data-correct=\"false\">D. Replacing organisational learning with automation<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>16. In the Balanced Scorecard, employee capabilities, learning and organisational development are primarily reflected under:<\/p>\n  <button data-correct=\"false\">A. Financial perspective<\/button>\n  <button data-correct=\"false\">B. Customer perspective<\/button>\n  <button data-correct=\"false\">C. Internal-process perspective<\/button>\n  <button data-correct=\"true\">D. Learning and growth perspective<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>17. Factor analysis is primarily used to:<\/p>\n  <button data-correct=\"true\">A. Identify underlying dimensions from a larger set of correlated variables<\/button>\n  <button data-correct=\"false\">B. Calculate the legal minimum wage<\/button>\n  <button data-correct=\"false\">C. Determine only the arithmetic mean<\/button>\n  <button data-correct=\"false\">D. Replace all qualitative HR judgement<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>18. Which communication barrier occurs when the same word or message is interpreted differently by sender and receiver?<\/p>\n  <button data-correct=\"false\">A. Physical barrier<\/button>\n  <button data-correct=\"true\">B. Semantic barrier<\/button>\n  <button data-correct=\"false\">C. Status barrier<\/button>\n  <button data-correct=\"false\">D. Mechanical barrier<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>19. In Leavitt&#8217;s communication model, a wheel network is characterised by:<\/p>\n  <button data-correct=\"false\">A. No central communication point<\/button>\n  <button data-correct=\"false\">B. Equal communication between every member<\/button>\n  <button data-correct=\"true\">C. A central member through whom much communication flows<\/button>\n  <button data-correct=\"false\">D. Communication occurring only through informal channels<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>20. Which appraisal approach obtains performance information from multiple stakeholders surrounding the employee?<\/p>\n  <button data-correct=\"false\">A. Critical incident method<\/button>\n  <button data-correct=\"false\">B. Essay method<\/button>\n  <button data-correct=\"false\">C. Forced distribution<\/button>\n  <button data-correct=\"true\">D. 360-degree appraisal<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>21. An HR intervention costs \u20b94 lakh and produces estimated measurable benefits of \u20b95.2 lakh. The ROI, using (Benefit &#8211; Cost)\/Cost \u00d7 100, is:<\/p>\n  <button data-correct=\"true\">A. 30%<\/button>\n  <button data-correct=\"false\">B. 23.08%<\/button>\n  <button data-correct=\"false\">C. 20%<\/button>\n  <button data-correct=\"false\">D. 130%<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>22. The process through which an employee learns the values, norms and behavioural expectations of the organisation is best termed:<\/p>\n  <button data-correct=\"true\">A. Organisational socialisation<\/button>\n  <button data-correct=\"false\">B. Acculturation<\/button>\n  <button data-correct=\"false\">C. Habituation<\/button>\n  <button data-correct=\"false\">D. Social loafing<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>23. The Johari Window was developed by:<\/p>\n  <button data-correct=\"false\">A. Blake and Mouton<\/button>\n  <button data-correct=\"false\">B. Tuckman and Homans<\/button>\n  <button data-correct=\"true\">C. Joseph Luft and Harrington Ingham<\/button>\n  <button data-correct=\"false\">D. Hersey and Blanchard<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>24. Under Transactional Analysis, a communication between two people operating from rational, objective positions is most consistent with:<\/p>\n  <button data-correct=\"false\">A. Child-Child transaction<\/button>\n  <button data-correct=\"false\">B. Parent-Child transaction<\/button>\n  <button data-correct=\"false\">C. Parent-Parent transaction<\/button>\n  <button data-correct=\"true\">D. Adult-Adult transaction<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>25. Which description best captures the defining challenge of an ANI system?<\/p>\n  <button data-correct=\"true\">A. It performs specific tasks within a limited domain rather than possessing general human-level intelligence<\/button>\n  <button data-correct=\"false\">B. It necessarily possesses consciousness<\/button>\n  <button data-correct=\"false\">C. It can independently perform every intellectual task humans can perform<\/button>\n  <button data-correct=\"false\">D. It is synonymous with deep learning<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>26. Consider the following statements regarding strategic HRM:<br>1. HR strategy should be linked with organisational strategy.<br>2. HR policies can influence organisational capability.<br>3. Strategic HRM is limited to recruitment decisions.<br>4. Human capital can be a source of competitive advantage. Which statements are correct?<\/p>\n  <button data-correct=\"false\">A. 1 and 2 only<\/button>\n  <button data-correct=\"true\">B. 1, 2 and 4 only<\/button>\n  <button data-correct=\"false\">C. 2, 3 and 4 only<\/button>\n  <button data-correct=\"false\">D. 1, 3 and 4 only<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>27. Consider the following statements about Indian HRM practices:<br>1. HR practices may be influenced by organisational culture and institutional conditions.<br>2. Outsourced manpower can alter the nature of the employment relationship.<br>3. Moonlighting always implies employee misconduct regardless of policy or circumstances.<br>4. HR policies must consider both business requirements and employee relations. Which are correct?<\/p>\n  <button data-correct=\"true\">A. 1, 2 and 4 only<\/button>\n  <button data-correct=\"false\">B. 1 and 3 only<\/button>\n  <button data-correct=\"false\">C. 2 and 3 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>28. Regarding assessment centres:<br>1. They may use multiple exercises.<br>2. They can assess managerial competencies.<br>3. They are necessarily limited to written examinations.<br>4. Multiple assessors may be involved. Which are correct?<\/p>\n  <button data-correct=\"false\">A. 1 and 3 only<\/button>\n  <button data-correct=\"false\">B. 2 and 3 only<\/button>\n  <button data-correct=\"true\">C. 1, 2 and 4 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>29. Consider group behaviour:<br>1. Task groups are formed to accomplish specified organisational objectives.<br>2. Social identity can influence group membership behaviour.<br>3. Ringelmann effect describes a tendency for individual effort to fall as group size increases in certain tasks.<br>4. All groups are necessarily formal groups. Which are correct?<\/p>\n  <button data-correct=\"false\">B. 1, 2 and 3 only<\/button>\n  <button data-correct=\"true\">A. 1 and 2 only<\/button>\n  <button data-correct=\"false\">C. 2, 3 and 4 only<\/button>\n  <button data-correct=\"false\">D. 1, 3 and 4 only<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>30. Regarding leadership:<br>1. Democratic leadership encourages participation.<br>2. Pacesetting may work well with highly competent and motivated employees but can create pressure if overused.<br>3. Coaching focuses on capability development.<br>4. Autocratic leadership always produces superior long-term commitment. Which are correct?<\/p>\n  <button data-correct=\"true\">A. 1, 2 and 3 only<\/button>\n  <button data-correct=\"false\">B. 1 and 4 only<\/button>\n  <button data-correct=\"false\">C. 2 and 4 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>31. Consider situational leadership:<br>1. Leadership effectiveness may depend on follower readiness or development level.<br>2. A single leadership style is universally optimal.<br>3. Coaching\/supporting behaviour may be appropriate in different developmental circumstances.<br>4. Delegation can be appropriate when followers possess sufficient competence and commitment. Which are correct?<\/p>\n  <button data-correct=\"false\">A. 1 and 2 only<\/button>\n  <button data-correct=\"false\">B. 2 and 3 only<\/button>\n  <button data-correct=\"true\">C. 1, 3 and 4 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>32. Regarding the Blake-Mouton grid:<br>1. It considers concern for production and concern for people.<br>2. 9,9 is termed team management.<br>3. 1,9 represents country-club management.<br>4. 9,1 represents impoverished management. Which are correct?<\/p>\n  <button data-correct=\"true\">A. 1, 2 and 3 only<\/button>\n  <button data-correct=\"false\">B. 1 and 2 only<\/button>\n  <button data-correct=\"false\">C. 2, 3 and 4 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>33. Regarding quality management:<br>1. Benchmarking compares performance or processes with relevant reference points.<br>2. TQM emphasises organisation-wide quality.<br>3. Six Sigma seeks to reduce process variation and defects.<br>4. Kaizen emphasises continuous improvement. Which are correct?<\/p>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n  <button data-correct=\"false\">B. 2 and 4 only<\/button>\n  <button data-correct=\"false\">C. 1 and 2 and 3 only<\/button>\n  <button data-correct=\"true\">A. 1 and 3 only<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>34. Regarding ISO and quality circles:<br>1. ISO 19011 provides guidance related to management-system auditing.<br>2. Quality circles involve employees in identifying and solving work-related problems.<br>3. Quality circles are designed to eliminate employee participation.<br>4. Standardisation can support consistent process performance. Which are correct?<\/p>\n  <button data-correct=\"true\">A. 1, 2 and 4 only<\/button>\n  <button data-correct=\"false\">B. 1 and 3 only<\/button>\n  <button data-correct=\"false\">C. 2 and 3 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>35. Regarding Six Sigma DMAIC:<br>1. Define clarifies the problem and project scope.<br>2. Measure establishes baseline process performance.<br>3. Analyze identifies likely causes.<br>4. Control sustains improvements. Which are correct?<\/p>\n  <button data-correct=\"false\">A. 1 and 2 only<\/button>\n  <button data-correct=\"false\">B. 1, 2 and 3 only<\/button>\n  <button data-correct=\"true\">C. 1, 2, 3 and 4<\/button>\n  <button data-correct=\"false\">D. 2, 3 and 4 only<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>36. Regarding 5S:<br>1. Seiri concerns sorting.<br>2. Seiton concerns setting in order.<br>3. Seiso concerns cleanliness\/shine.<br>4. Shitsuke is associated with sustaining discipline. Which are correct?<\/p>\n  <button data-correct=\"false\">A. 1 and 2 only<\/button>\n  <button data-correct=\"false\">B. 1, 2 and 3 only<\/button>\n  <button data-correct=\"false\">C. 2, 3 and 4 only<\/button>\n  <button data-correct=\"true\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>37. Regarding DIKAR\/RAKID:<br>1. Data can be transformed into information.<br>2. Information can support knowledge development.<br>3. Knowledge can contribute to action and results.<br>4. Analytics has no role in managerial decision-making. Which are correct?<\/p>\n  <button data-correct=\"true\">A. 1, 2 and 3 only<\/button>\n  <button data-correct=\"false\">B. 1 and 4 only<\/button>\n  <button data-correct=\"false\">C. 2 and 4 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>38. Regarding Balanced Scorecard:<br>1. It incorporates multiple perspectives.<br>2. Financial measures are the only valid measures.<br>3. Learning and growth can act as drivers of future performance.<br>4. Internal-process measures can connect capabilities to customer outcomes. Which are correct?<\/p>\n  <button data-correct=\"false\">A. 1 and 2 only<\/button>\n  <button data-correct=\"true\">B. 1, 3 and 4 only<\/button>\n  <button data-correct=\"false\">C. 2, 3 and 4 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>39. Regarding HR analytics:<br>1. Factor analysis can reduce a large variable set into underlying dimensions.<br>2. Correlation indicates association but does not by itself prove causation.<br>3. Statistical analysis can support evidence-based HR decisions.<br>4. HR analytics makes managerial judgement completely unnecessary. Which are correct?<\/p>\n  <button data-correct=\"false\">A. 1 and 2 only<\/button>\n  <button data-correct=\"false\">B. 2 and 4 only<\/button>\n  <button data-correct=\"true\">C. 1, 2 and 3 only<\/button>\n  <button data-correct=\"false\">D. 1, 3 and 4 only<\/button>\n<\/div>\n\n<div class=\"question\" data-answered=\"false\">\n  <p>40. Regarding reward systems:<br>1. Rewards can be linked to performance and organisational objectives.<br>2. A well-designed reward system can reinforce desired behaviours.<br>3. Monetary rewards are the only possible employee motivators.<br>4. Internal and external equity can affect perceived reward fairness. Which are correct?<\/p>\n  <button data-correct=\"true\">A. 1, 2 and 4 only<\/button>\n  <button data-correct=\"false\">B. 1 and 3 only<\/button>\n  <button data-correct=\"false\">C. 2 and 3 only<\/button>\n  <button data-correct=\"false\">D. 1, 2, 3 and 4<\/button>\n<\/div>\n\n    <!-- FINAL SUMMARY -->\n    <div class=\"final-summary\">\n      <h3>Quiz Summary <\/h3>\n\n      <div class=\"summary-row\">\n        <span>Attempted<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-attempted\" data-summary=\"attempted\"><\/div><\/div>\n        <span data-count=\"attempted\">0<\/span>\n      <\/div>\n\n      <div class=\"summary-row\">\n        <span>Correct<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-correct\" data-summary=\"correct\"><\/div><\/div>\n        <span data-count=\"correct\">0<\/span>\n      <\/div>\n\n      <div class=\"summary-row\">\n        <span>Wrong<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-wrong\" data-summary=\"wrong\"><\/div><\/div>\n        <span data-count=\"wrong\">0<\/span>\n      <\/div>\n\n      <div class=\"summary-row\">\n        <span>Unattempted<\/span>\n        <div class=\"summary-bar\"><div class=\"bar-fill bar-unattempted\" data-summary=\"unattempted\"><\/div><\/div>\n        <span data-count=\"unattempted\">0<\/span>\n      <\/div>\n\n      <div class=\"final-score\">\n        Final Score: <span class=\"score-value\" data-score>0.0<\/span>\n      <\/div>\n    <\/div>\n\n  <\/div>\n<\/div>\n<div class=\"modal modal-obls\" id=\"modal-signup\">\n        <div class=\"modal-background\"><\/div>\n        <div class=\"modal-content\">\n           <div class=\"obls-group\" id=\"obls-group1\">\n               <div class=\"obls-blk\">\n                   <span class=\"img-box\"><img decoding=\"async\" src=\"\/img\/img-delivery.svg\" alt=\"\"><\/span>\n                   <h2 id=\"display-register-text\"><span class=\"ez-toc-section\" id=\"Sign_Up\"><\/span>Sign Up<span class=\"ez-toc-section-end\"><\/span><\/h2>\n                   <div class=\"loginas-group loginas-group1 loginas-group-single\">\n <div id=\"g_id_onload\" data-client_id=\"506321490093-i3j96ah9gn1sv3khntnd1rnv5jebt5j4.apps.googleusercontent.com\" ,=\"\" data-use_fedcm_for_prompt=\"true\" data-callback=\"handleOnetapResponse\">\n    <\/div>\n    <div class=\"g_id_signin\" data-type=\"standard\"><div class=\"S9gUrf-YoZ4jf\" style=\"position: relative;\"><div><\/div><iframe src=\"https:\/\/accounts.google.com\/gsi\/button?type=standard&amp;is_fedcm_supported=true&amp;client_id=506321490093-i3j96ah9gn1sv3khntnd1rnv5jebt5j4.apps.googleusercontent.com&amp;iframe_id=gsi_437394_8652&amp;cas=pwXumGxyCMNtIbjaV30qchi2A1vUar%2Faz%2FOE5HQ%2B0Zc\" class=\"L5Fo6c-PQbLGe\" allow=\"identity-credentials-get\" id=\"gsi_437394_8652\" title=\"Sign in with Google Button\" style=\"display: block; position: relative; top: 0px; left: 0px; height: 44px; width: 204px; border: 0px; margin: -2px -10px;\"><\/iframe><\/div><\/div>\n                   <\/div>\n                   <h6 class=\"signup-subheader\">Or, register with email<\/h6>\n                   <label class=\"errormsg txt-red courseUp\"><\/label>\n                   <div class=\"formcontrol-group\">\n                        <span class=\"icon\"><img decoding=\"async\" src=\"\/img\/ic-mail.svg\" alt=\"\"><\/span>\n                        <input type=\"email\" name=\"email\" class=\"formcontrol ob-inputfield\" id=\"course-uemail\" required=\"\">\n                        <span class=\"floating-label\" style=\"top: 19px; font-size: 12px;\">Email Id<\/span>\n                   <\/div>\n                   <div class=\"formcontrol-group\">\n                        <span class=\"icon\"><img decoding=\"async\" src=\"\/img\/ic-mobile-black.svg\" alt=\"\"><\/span>\n                        <input type=\"text\" maxlength=\"10\" name=\"monum\" class=\"formcontrol ob-inputfield\" id=\"course-uphone\" required=\"\">\n                        <span class=\"floating-label\">Mobile Number<\/span>\n                   <\/div>\n                   <div class=\"formcontrol-group\">\n                        <span class=\"icon\"><img decoding=\"async\" src=\"\/img\/ic-lock.svg\" alt=\"\"><\/span>\n                        <input type=\"password\" name=\"pwd\" class=\"formcontrol ob-inputfield\" id=\"course-upassword\" required=\"\">\n                        <span class=\"floating-label\">Password<\/span>\n                   <\/div>\n                   <button type=\"button\" class=\"btn btn-md btn-tblue btn-obls\" onclick=\"courseUpValidation('home','IBPS','https:\/\/u1.oliveboard.in\/exams\/?c=dashboard&amp;i=common');return false;\" id=\"courseup\">REGISTER<\/button>\n                    <p class=\"obls-footer\">Already a user?<button type=\"button\" class=\"btn btn-xs btn-switch-obls btn-show-modal-login\" id=\"btn-show-modal-login\">Login<\/button><\/p>\n               <\/div> \n            <\/div> \n        <\/div>\n        <button class=\"modal-close is-large modal-obls-close\" aria-label=\"close\"><\/button>\n    <\/div>\n\n<div class=\"modal modal-obls\" id=\"modal-login\">\n        <div class=\"modal-background\"><\/div>\n        <div class=\"modal-content\">\n           <div class=\"obls-group\" id=\"obls-group2\">\n               <div class=\"obls-blk\">\n                   <span class=\"img-box\"><img decoding=\"async\" src=\"\/img\/img-run-health.svg\" alt=\"\"><\/span>\n                   <div id=\"login-group-abc\" class=\"lfp-group-abc\"><!-- start login group -->\n                       <h2><span class=\"ez-toc-section\" id=\"Login\"><\/span>Login<span class=\"ez-toc-section-end\"><\/span><\/h2>\n                       <label class=\"errormsg txt-red courseIn\"><\/label>\n                       <div class=\"formcontrol-group disable-loginemail\">\n                            <span class=\"icon\"><img decoding=\"async\" src=\"\/img\/ic-mail.svg\" alt=\"\"><\/span>\n                            <input type=\"email\" name=\"email\" class=\"formcontrol ob-inputfield\" id=\"course-email\" required=\"\">\n                            <span class=\"floating-label\">Email Id<\/span>\n                       <\/div>\n                       <div class=\"loginnext-group\" id=\"loginnext-group\"><!-- pass and captcha -->\n                           <div class=\"formcontrol-group\">\n                                <span class=\"icon\"><img decoding=\"async\" src=\"\/img\/ic-lock.svg\" alt=\"\"><\/span>\n                                <input type=\"password\" name=\"pwd\" class=\"formcontrol ob-inputfield\" id=\"course-password\" required=\"\">\n                                <span class=\"floating-label\">Password<\/span>\n                           <\/div>\n                           <div style=\"display:none\" id=\"img-oblcaptcha\" class=\"captcha-img-blk\">\n                           <\/div>\n                           <div style=\"display:none\" class=\"formcontrol-group captcha-input-blk\">\n                                <input type=\"text\" name=\"pwd1\" value=\"1\" class=\"formcontrol ob-inputfield\" id=\"lcaptcha-code\" required=\"\">\n                                <span class=\"floating-label\">Enter text you see in the image<\/span>\n                           <\/div>\n                       <\/div><!-- pass and captcha -->\n                       \n                       <div class=\"btn-forgotpwd-group\"><button id=\"btn-forgotpwd\" class=\"btn btn-forgotpwd\">Forgot Password?<\/button><\/div>\n                       <button type=\"button\" id=\"coursein1\" class=\"btn btn-md btn-tblue btn-obls\" onclick=\"courseInValidation1()\">Next<\/button>\n                       <button type=\"button\" id=\"coursein\" class=\"btn btn-md btn-tblue btn-obls coursein\" onclick=\"courseInValidation('https:\/\/u1.oliveboard.in\/exams\/?c=dashboard&amp;i=common')\">Submit<\/button>\n                       <form method=\"post\" action=\"https:\/\/login.oliveboard.in\/login\/next.php\" id=\"snf1\">\n                        <input type=\"hidden\" name=\"email\" value=\"\" id=\"lemailnext\">\n                        <\/form>\n                   <\/div><!-- end login group -->\n                   <div id=\"forgotpwd-group-abc\" class=\"lfp-group-abc forgotpwd-group-abc\"><!-- start forgotpwd group -->\n                       <h2><span class=\"ez-toc-section\" id=\"Forgot_Password\"><\/span>Forgot Password<span class=\"ez-toc-section-end\"><\/span><\/h2>\n                       <p class=\"secintro-txt\">Please enter the Email ID we will send you a Email with the link to reset the password.<\/p>\n                       <label class=\"errormsg txt-red rePassMsg\"><\/label>\n                       <div class=\"formcontrol-group formcontrol-group-fp\">\n                            <span class=\"icon\"><img decoding=\"async\" src=\"\/img\/ic-mail.svg\" alt=\"\"><\/span>\n                            <input type=\"email\" name=\"email\" class=\"formcontrol ob-inputfield\" id=\"remail\" required=\"\">\n                            <span class=\"floating-label\">Email Id<\/span>\n                       <\/div>\n                       <div class=\"loginas-group loginas-group1\">\n                            <button type=\"button\" id=\"btn-fpwd-cancel\" class=\"btn btn-md btn-white btn-cancel btn-fpwd-cancel\">Cancel<\/button>\n                            <button type=\"button\" id=\"lreset\" class=\"btn btn-md btn-tblue btn-fpwd-submit\" onclick=\"resetPassword()\">Submit<\/button>\n                       <\/div>\n                    <\/div><!-- end forgotpwd group --> \n                   <h6 class=\"login-subheader\">Or, login with<\/h6>\n                   <div class=\"loginas-group loginas-group2 loginas-group-single\">\n\n <div id=\"g_id_onload\" data-client_id=\"506321490093-i3j96ah9gn1sv3khntnd1rnv5jebt5j4.apps.googleusercontent.com\" ,=\"\" data-use_fedcm_for_prompt=\"true\" data-callback=\"handleOnetapResponse\">\n    <\/div>\n    <div class=\"g_id_signin\" data-type=\"standard\"><div class=\"S9gUrf-YoZ4jf\" style=\"position: relative;\"><div><div tabindex=\"0\" role=\"button\" aria-labelledby=\"button-label\" class=\"nsm7Bb-HzV7m-LgbsSe  hJDwNd-SxQuSe i5vt6e-Ia7Qfc uaxL4e-RbRzK\"><div class=\"nsm7Bb-HzV7m-LgbsSe-MJoBVe\"><\/div><div class=\"nsm7Bb-HzV7m-LgbsSe-bN97Pc-sM5MNb \"><div class=\"nsm7Bb-HzV7m-LgbsSe-Bz112c\"><svg version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 48 48\" class=\"LgbsSe-Bz112c\"><g><path fill=\"#EA4335\" d=\"M24 9.5c3.54 0 6.71 1.22 9.21 3.6l6.85-6.85C35.9 2.38 30.47 0 24 0 14.62 0 6.51 5.38 2.56 13.22l7.98 6.19C12.43 13.72 17.74 9.5 24 9.5z\"><\/path><path fill=\"#4285F4\" d=\"M46.98 24.55c0-1.57-.15-3.09-.38-4.55H24v9.02h12.94c-.58 2.96-2.26 5.48-4.78 7.18l7.73 6c4.51-4.18 7.09-10.36 7.09-17.65z\"><\/path><path fill=\"#FBBC05\" d=\"M10.53 28.59c-.48-1.45-.76-2.99-.76-4.59s.27-3.14.76-4.59l-7.98-6.19C.92 16.46 0 20.12 0 24c0 3.88.92 7.54 2.56 10.78l7.97-6.19z\"><\/path><path fill=\"#34A853\" d=\"M24 48c6.48 0 11.93-2.13 15.89-5.81l-7.73-6c-2.15 1.45-4.92 2.3-8.16 2.3-6.26 0-11.57-4.22-13.47-9.91l-7.98 6.19C6.51 42.62 14.62 48 24 48z\"><\/path><path fill=\"none\" d=\"M0 0h48v48H0z\"><\/path><\/g><\/svg><\/div><span class=\"nsm7Bb-HzV7m-LgbsSe-BPrWId\">Sign in with Google<\/span><span class=\"L6cTce\" id=\"button-label\">Sign in with Google. Opens in new tab<\/span><\/div><\/div><\/div><iframe src=\"https:\/\/accounts.google.com\/gsi\/button?type=standard&amp;is_fedcm_supported=true&amp;client_id=506321490093-i3j96ah9gn1sv3khntnd1rnv5jebt5j4.apps.googleusercontent.com&amp;iframe_id=gsi_437400_306436&amp;cas=pwXumGxyCMNtIbjaV30qchi2A1vUar%2Faz%2FOE5HQ%2B0Zc\" class=\"L5Fo6c-PQbLGe\" allow=\"identity-credentials-get\" id=\"gsi_437400_306436\" title=\"Sign in with Google Button\" style=\"display: block; position: relative; top: 0px; left: 0px; height: 0px; width: 0px; border: 0px;\"><\/iframe><\/div><\/div>\n\n\n                   <\/div>\n                    <p class=\"obls-footer\">New to Oliveboard?<button class=\"btn btn-xs btn-switch-obls\" id=\"btn-show-modal-signup\">Register<\/button><\/p>\n               <\/div> \n            <\/div> \n            <div class=\"success-msg-group\" id=\"success-msg-group\"><!-- success msg -->\n                <div class=\"success-msg-blk\" id=\"success-msg-blk\">\n                    <span class=\"img-box\"><img decoding=\"async\" src=\"\/img\/success-ellipse.svg\" alt=\"\"><\/span>\n                    <h2 id=\"fpwd-success-msg-title\"><span class=\"ez-toc-section\" id=\"i\"><\/span>&nbsp;<span class=\"ez-toc-section-end\"><\/span><\/h2>\n                    <p id=\"fpwd-success-msg-text\">&nbsp;<\/p>\n                    <div class=\"login-btn\">\n                        <button type=\"button\" class=\"btn btn-md btn-tblue modal-obls-close\">Ok<\/button>\n                    <\/div>\n\n                <\/div>\n            <\/div><!-- success msg -->\n\n        <\/div>\n        <button class=\"modal-close is-large modal-obls-close\" aria-label=\"close\"><\/button>\n    <\/div>\n\n<script src=\"https:\/\/s3-ap-southeast-1.amazonaws.com\/sg2.oliveboard.in\/static\/js\/jquery.js\"><\/script>\n\n<script>\nvar boxurl = window.location.href + '?log=1';\n\nfunction getUrlParam(name, defaultValue) {\n    const params = new URLSearchParams(window.location.search);\n    return params.has(name) ? 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Regular practice can improve conceptual clarity, analytical skills, accuracy, and time management.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Exam Pattern:<\/strong> Understand the latest CAIIB HRM exam pattern and question format.<\/li>\n\n\n\n<li><strong>Important Concepts:<\/strong> Identify frequently asked HRM theories, concepts, and topics.<\/li>\n\n\n\n<li><strong>Case Studies:<\/strong> Improve the ability to analyse and solve case study-based questions.<\/li>\n\n\n\n<li><strong>Labour Laws:<\/strong> Practise questions related to labour laws, compliance, and workplace regulations.<\/li>\n\n\n\n<li><strong>Time Management:<\/strong> Improve speed and manage exam time effectively through regular practice.<\/li>\n\n\n\n<li><strong>Exam Confidence:<\/strong> Build confidence by solving real exam-level and memory-based questions.<\/li>\n\n\n\n<li><strong>Conceptual Clarity:<\/strong> Strengthen your understanding of key Human Resource Management concepts.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-free-quizzes\/?ref=contac-chrm-pypq\" target=\"_blank\" rel=\"noreferrer noopener\">Attempt A Free CAIIB Practice Quizzes<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-which-topics-are-most-important-from-caiib-hrm-previous-year-papers\"><span class=\"ez-toc-section\" id=\"Which_topics_are_most_important_from_CAIIB_HRM_previous_year_papers\"><\/span>Which topics are most important from CAIIB HRM previous year papers?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The CAIIB HRM paper mainly focuses on Organizational Behaviour, HRM theories, Labour Laws, Leadership, Ethics, AI, Sustainability, and Case Studies. Questions are mostly concept-based and application-oriented.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Section<\/strong><\/td><td><strong>Important Topics<\/strong><\/td><\/tr><tr><td>HRM &amp; Organizational Behaviour<\/td><td>Human Resource Accounting, Intellectual Wealth, Moonlighting, Indian HRM Practices, Demographic Dividend<\/td><\/tr><tr><td>TQM &amp; Productivity<\/td><td>Kaizen, Six Sigma, DMAIC, Quality Circle, ISO 9001:2015<\/td><\/tr><tr><td>Communication &amp; Organizational Structure<\/td><td>Shannon Weaver Model, Y Pattern Communication, Mechanistic Structure<\/td><\/tr><tr><td>Leadership &amp; Team Theories<\/td><td>Tuckman Theory, Blake and Mouton Grid, Social Identity Theory, VUCA &amp; BANI<\/td><\/tr><tr><td>Motivation &amp; Psychology<\/td><td>Victor Vroom Theory, ERG Theory, Hedonism, Enculturation vs Acculturation<\/td><\/tr><tr><td>Change Management<\/td><td>Kurt Lewin Force Field Theory, Organizational Change<\/td><\/tr><tr><td>Learning &amp; Behaviour<\/td><td>Johari Window, Adult Ego State, Job Enrichment vs Job Enlargement<\/td><\/tr><tr><td>AI &amp; HR Technology<\/td><td>Neural Network, TensorFlow, AI Requirements, ANI<\/td><\/tr><tr><td>Ethics &amp; CSR<\/td><td>Triple Bottom Line, Carroll\u2019s Pyramid, Corporate Governance, Utilitarianism<\/td><\/tr><tr><td>Labour Laws<\/td><td>Payment of Wages, Gratuity, Provident Fund, Maternity Benefit, Industrial Relations Code<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-are-the-most-repetitive-topics-asked-in-the-caiib-hrm-paper\"><span class=\"ez-toc-section\" id=\"What_are_the_most_repetitive_topics_asked_in_the_CAIIB_HRM_paper\"><\/span>What are the most repetitive topics asked in the CAIIB HRM paper?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Over the years, several topics have appeared repeatedly in the CAIIB HRM elective paper. Practicing these high-frequency topics can improve your score significantly.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Topic <\/strong><\/td><td><strong>Details<\/strong><\/td><\/tr><tr><td>HRM Concepts &amp; Theories<\/td><td>Human Resource Accounting<br>Utility of Human Resource Accounting<br>Moonlighting<br>Kaizen Concept<br>Six Sigma &amp; DMAIC<br>Shannon &amp; Weaver Communication Model<br>Social Loafing \/ Ringelmann Effect<br>Tuckman Theory (Storming Stage)<br>Country Club Leadership<br>Balanced Scorecard<br>Triple Bottom Line<br>Tacit Knowledge<br>Victor Vroom Theory<br>Alderfer ERG Theory<br>Johari Window<br>Adult Ego State<br>Job Enrichment vs Job Enlargement<br>Force Field Theory<\/td><\/tr><tr><td>Labour Law &amp; Industrial Relations<\/td><td>Leave after 240 working days<br>Working Hours<br>Strike and Lockout Rules<br>Grievance Redressal Committee<br>Payment of Wages timelines<br>Bonus calculation<br>Provident Fund contribution split<br>Maternity leave provisions<br>Gratuity calculation formula<br>Collective Bargaining<br>Hot Stove Theory<br>POSH Internal Committee<br>Industrial Relations Code<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.oliveboard.in\/caiib\/?ref=contac-chrm-pypq\" target=\"_blank\" rel=\"noreferrer noopener\">Explore CAIIB Online Courses<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-important-theories-were-repeatedly-asked-in-the-caiib-hrm-exam\"><span class=\"ez-toc-section\" id=\"What_important_theories_were_repeatedly_asked_in_the_CAIIB_HRM_exam\"><\/span>What important theories were repeatedly asked in the CAIIB HRM exam?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The HRM paper includes many management and behavioural theories. Questions are mostly asked in conceptual, match-the-following, and case study formats.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Theory<\/strong><\/td><td><strong>Important Points Asked<\/strong><\/td><\/tr><tr><td>Tuckman Theory<\/td><td>Storming stage, team conflict<\/td><\/tr><tr><td>Victor Vroom Theory<\/td><td>Expectancy, Instrumentality, Valence<\/td><\/tr><tr><td>Alderfer ERG Theory<\/td><td>Existence, Relatedness, Growth<\/td><\/tr><tr><td>Force Field Theory<\/td><td>Driving force vs restraining force<\/td><\/tr><tr><td>Blake and Mouton Grid<\/td><td>Country Club Leadership<\/td><\/tr><tr><td>Johari Window<\/td><td>Open, Blind, Hidden area<\/td><\/tr><tr><td>Thomas Kilmann Model<\/td><td>Conflict management styles<\/td><\/tr><tr><td>Social Identity Theory<\/td><td>Group belonging and behaviour<\/td><\/tr><tr><td>Deontological Ethics<\/td><td>Ethics based on duty<\/td><\/tr><tr><td>Utilitarianism<\/td><td>Maximum benefit concept<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-which-labour-law-topics-are-important-for-caiib-hrm-preparation\"><span class=\"ez-toc-section\" id=\"Which_labour_law_topics_are_important_for_CAIIB_HRM_preparation\"><\/span>Which labour law topics are important for CAIIB HRM preparation?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The legal section carries approximately 10 marks and includes practical workplace-related provisions. Questions are generally direct and numerical-based.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Leave Rules:<\/strong> 21 days of leave after completing 240 working days.<\/li>\n\n\n\n<li><strong>Leave Accumulation:<\/strong> Leave can be accumulated up to 42 days.<\/li>\n\n\n\n<li><strong>Strike Rules:<\/strong> A 14-day notice is required before going on strike.<\/li>\n\n\n\n<li><strong>Works Committee:<\/strong> Mandatory in establishments with more than 100 employees.<\/li>\n\n\n\n<li><strong>Grievance Redressal Committee:<\/strong> Mandatory in establishments with more than 20 employees.<\/li>\n\n\n\n<li><strong>Wage Payment:<\/strong> Wages should be paid by the 7th or 10th day, as applicable.<\/li>\n\n\n\n<li><strong>Provident Fund:<\/strong> Contribution split includes 8.33%, 3.67%, and 0.5% components.<\/li>\n\n\n\n<li><strong>Maternity Benefit:<\/strong> 26 weeks of maternity leave for the first two children.<\/li>\n\n\n\n<li><strong>Gratuity:<\/strong> Gratuity calculation uses the salary divided by 26 as the daily wage basis.<\/li>\n\n\n\n<li><strong>Bonus Payment:<\/strong> Bonus calculation is based on the \u20b97,000 wage benchmark.<\/li>\n<\/ul>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-16018d1d wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/www.oliveboard.in\/caiib-mock-test\/?ref=contac-chrm-pypq\" target=\"_blank\" rel=\"noreferrer noopener\">Attempt A Free CAIIB Mock Test<\/a><\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-ai-ethics-and-sustainability-topics-are-important-for-caiib-hrm\"><span class=\"ez-toc-section\" id=\"What_AI_ethics_and_sustainability_topics_are_important_for_CAIIB_HRM\"><\/span>What AI, ethics, and sustainability topics are important for CAIIB HRM?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Recent CAIIB HRM exams have focused on topics such as Artificial Intelligence (AI), Ethics, Environmental, Social and Governance (ESG), and Sustainability. With banks increasingly using technology in HR and focusing on ethical practices, responsible governance, and sustainable growth, candidates should give special attention to these topics during their preparation.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Artificial Narrow Intelligence<\/li>\n\n\n\n<li>Neural Network<\/li>\n\n\n\n<li>TensorFlow Pipeline<\/li>\n\n\n\n<li>AI Requirements<\/li>\n\n\n\n<li>Metrics vs Analytics<\/li>\n\n\n\n<li>Triple P Concept<\/li>\n\n\n\n<li>Green HRM<\/li>\n\n\n\n<li>CSR Funnel<\/li>\n\n\n\n<li>Carroll\u2019s Pyramid<\/li>\n\n\n\n<li>Four Ps of Corporate Governance<\/li>\n\n\n\n<li>Virtue Ethics<\/li>\n\n\n\n<li>Deontological Ethics<\/li>\n\n\n\n<li>Utilitarianism<\/li>\n<\/ul>\n\n\n\n<p><strong>Also Check:<\/strong><\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Related Article<\/strong><\/td><td><strong> Link<\/strong><\/td><\/tr><tr><td>CAIIB BRBL Questions<\/td><td><a href=\"https:\/\/www.oliveboard.in\/blog\/caiib-brbl-questions\/?ref=contac-chrm-pypq\" target=\"_blank\" rel=\"noreferrer noopener\">Click here to Check <\/a><\/td><\/tr><tr><td>Top 50 Most Repetitive CAIIB BFM MCQs<\/td><td><a href=\"https:\/\/www.oliveboard.in\/blog\/50-most-repetitive-caiib-bfm-mcqs\/?ref=contac-chrm-pypq\" target=\"_blank\" rel=\"noreferrer noopener\">Click here to Check <\/a><\/td><\/tr><tr><td>Top 50 Most Repetitive CAIIB BRBL MCQs<\/td><td><a href=\"https:\/\/www.oliveboard.in\/blog\/50-most-repetitive-caiib-brbl-mcqs\/?ref=contac-chrm-pypq\" target=\"_blank\" rel=\"noreferrer noopener\">Click here to Check <\/a><\/td><\/tr><tr><td>Top 50 Most Repetitive CAIIB ABFM MCQs<\/td><td><a href=\"https:\/\/www.oliveboard.in\/blog\/top-50-most-repetitive-caiib-abfm-mcqs\/?ref=contac-chrm-pypq\" target=\"_blank\" rel=\"noreferrer noopener\">Click here to Check <\/a><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-faqs\"><span class=\"ez-toc-section\" id=\"FAQs\"><\/span>FAQs<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<div class=\"schema-faq wp-block-yoast-faq-block\"><div class=\"schema-faq-section\" id=\"faq-question-1778764599179\"><strong class=\"schema-faq-question\">1. What is Human Resource Accounting?<\/strong> <p class=\"schema-faq-answer\">It is the process of measuring and reporting the value of human resources in an organisation.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1778764600134\"><strong class=\"schema-faq-question\">2. What is Moonlighting in HRM?<\/strong> <p class=\"schema-faq-answer\">It refers to an employee working for multiple employers simultaneously.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1778764600712\"><strong class=\"schema-faq-question\">3. What does Six Sigma focus on?<\/strong> <p class=\"schema-faq-answer\">It focuses on reducing defects and improving process quality using data-driven methods.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1778764601701\"><strong class=\"schema-faq-question\">4. What is DMAIC in Six Sigma?<\/strong> <p class=\"schema-faq-answer\">DMAIC stands for Define, Measure, Analyze, Improve, and Control.<\/p> <\/div> <div class=\"schema-faq-section\" id=\"faq-question-1778764602525\"><strong class=\"schema-faq-question\">5. What is the Shannon and Weaver Model?<\/strong> <p class=\"schema-faq-answer\">It is a communication model explaining sender, message, channel, noise, and feedback.<\/p> <\/div> <\/div>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n<ul class=\"wp-block-latest-posts__list is-grid columns-3 wp-block-latest-posts\"><li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-abfm-last-7-days-study-plan\/\">CAIIB ABFM Last 7 Days Study Plan, Check Tips for Preparation<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/last-30-days-caiib-exam-study-plan\/\">CAIIB Study Plan for the Next 30 Days, Check Details<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-study-material\/\">CAIIB Study Material, Best Study Resources for CAIIB<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/how-mayank-gautam-cracked-all-caiib-papers-in-his-1st-attempt\/\">How Mayank Gautam Cracked All CAIIB Papers in His 1st Attempt<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-abm-last-7-days-study-plan\/\">CAIIB ABM Last 7 Days Study Plan, Paper 1 Preparation Strategy<\/a><\/li>\n<li><a class=\"wp-block-latest-posts__post-title\" href=\"https:\/\/www.oliveboard.in\/blog\/caiib-practice-questions-for-abm\/\">CAIIB ABM 2026 Practice Quiz, Download Free PDF<\/a><\/li>\n<\/ul>","protected":false},"excerpt":{"rendered":"<p>CAIIB HRM Previous Year Papers are useful for understanding the exam pattern, question types, and important topics from the Human<\/p>\n","protected":false},"author":58,"featured_media":244002,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[10427],"tags":[],"class_list":["post-243972","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-caiib","generate-columns","tablet-grid-50","mobile-grid-100","grid-parent","grid-50"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.6 (Yoast SEO v26.6) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>CAIIB HRM Previous Year Paper, Download PYP &amp; 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