Questionaire

QUESTIONNAIRE Dear Respondent, This is a study carried pop come on by MBA Graduates of The short letter School, Kashmir University to analyze the HRD climate and frame executing in the Metlife policy Corporation. We request an honest assessment for the questions below which is extremely worth(predicate) for the study. The information collected will be kept highly confidential and will be used for donnish purposes only. gender: Male Female Age ________ Qualification __________________ add Experience 1) 0-6 months 2) 6-12 months 3) 1-2 years 4) to a higher place 2 years Q1). Employees atomic number 18 sponsored for training programmes on the basis of sure training needs. a) ever (b) sometimes (c) r bely (d) neer Q2). When employees are sponsored for training, they manoeuvre it seriously and exertion to pick out from the programmes they attend. (a). everlastingly (b). sometimes (c). rarely (d). Never Q3). When training feedback is shape to employees they take it seriously and use it for formulatement. (a). ever (b). Sometimes (c). seldom (d). Never Q4). Employees returning from training programmes are given opportunities to try out what they have learnt. (a). Always (b). Sometimes (c). Rarely (d). Never Q5). Is there Job rotation practiced in the system? (a). Always (b).

Sometimes (c). Rarely (d). Never Q6). Job-rotation in this government activity facilitates employee development. (a). Always (b). Sometimes (c). Rarely (d). Never Q7). Delegation of strength to encourage juniors to devel op handling higher responsibilities is quit! e parkland in this organisation. (a). Always (b). Sometimes (c). Rarely (d). Never Q8). people lacking competence in doing their jobs are helped to acquire competence. (a). Always (b). Sometimes (c). Rarely (d). Never Q9). Career opportunities are pointed out to juniors by senior officers in the organization. (a). Always (b).Sometimes(c).Rarely(d). Never Q10). there are mechanisms in this organization to...If you want to get a sound essay, order it on our website: OrderCustomPaper.com

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