[0:00]Hello friends, welcome. Aaj hum yaha pe HPCL 2026 ki jo recruitment hai Human Resource, theek hai, jisme do post hai, ek hai Junior Executive and ek hai Officer, theek hai.
[0:12]Uske liye hum yaha pe Professional Knowledge ki ek series start kar rahe hain jo MCQs ki series hai, jisme hum complete HR Professional Knowledge ke cover questions cover karne wale hai, theek hai.
[0:22]Aur ye jo series humne start kar rahe hai ye till exam tak jo hai vo start rahegi. To jinhone abhi tak channel ko subscribe nahi kiya hoga wo channel ko subscribe karke rakho taaki sabhi videos aapko notification through mil jaaye aur video ko ek like kar dijiye, theek hai.
[0:37]Series start karne ke pehle hum thoda exam pattern dekh lete hai ki exam pattern kya hai exam ka. To as per notification agar dekhte hai to dekhiye do parts exam hone wali hai.
[0:46]Sabse pehla jo part hai wo hai General Aptitude ka jisme ye Reasoning, English and Maths ke questions rahenge, to total questions wo rehne wale hai 85.
[0:56]Theek hai, 85 question mixed rahenge jo General, Reasoning and Maths ke rahenge. Aur second jo part hai wo hai Technical ka, means jisme HR related jo questions rahenge, wo rahenge 85 questions.
[1:08]To aisi total mila ke jo hai, wo 170 questions rehne wale hai aur total mila ke jo hai wo 170 marks rahenge. Negative marking nahi hai, theek hai, ye ek advantage hai.
[1:19]Aur plus iske liye combined time diya hai 150 minutes ka, matlab 150 minutes mein 170 questions apne ko solve karna hai, theek hai. Ye as per notification jo hai wo exam pattern diya hua hai, theek hai.
[1:31]Ab iske kuch PDFs ki baat kar lete hai to dekhiye Human Resource Management Professional Knowledge ke PDF available hai, short notes hai plus MCQs hai.
[1:40]Jisme 10 chapter, 95 units and 2500 plus MCQs cover kiye hue hai, theek hai. Then second jo hai wo Quantitative Aptitude ki hai jisme 25 chapter practice set with solutions diye hue hai.
[1:52]And third jo hai wo hai English Grammar jisme short notes plus practice MCQs diye hue hai, theek hai. To jinko bhi PDF chaiye hogi WhatsApp number diya hai WhatsApp pe message karke PDF aap purchase kar sakte hai.
[2:05]Important PDF hai jisme aapke jo sections hai wo cover ho jayenge, theek hai. To chaliye start karte hai aaj ka jo first topic hai, to first topic jo hai aaj ka hamara Human Resource Planning and Forecasting, theek hai.
[2:18]To iske jo hai MCQs yaha pe hum cover karne wale hai aur series jo hai till exam tak jo hai wo start rahegi. Isliye channel ko subscribe aur video ko like kar dijiye, theek hai.
[2:30]To chaliye start karte hai ab Human Resource Planning and Forecasting ke kuch MCQs. To dekhiye first question hai.
[2:35]The manpower planning process logically begins with: Dekho option hai first, Recruitment, Demand Forecasting, Environmental Scanning and Performance Appraisal. To correct answer hai third, Environmental Scanning, because Environmental Scanning identifies internal and external factors affecting HR planning.
[2:57]Then second, when HPCL plans manpower for a new refinery with no historical data, the most appropriate forecasting technique is: Dekho option hai first, Trend analysis, Ratio analysis, Delphi technique and Workload analysis. To correct answer hai third, Delphi technique, because it use expert judgment and is ideal when historical data is unavailable.
[3:25]Next third, in manpower planning, "replacement charts" are mainly used to forecast: Dekho option hai first, External labor supply, second, Internal labor supply, third, Compensation gaps and fourth, Training budgets. To correct answer aayega second, Internal labor supply, because replacement chart help track internal talent availability for future vacancies.
[3:51]Next fourth, a job specification differs from a job description because it focuses on: Dekho option hai first, Reporting relationships, second, Working conditions, third, Required qualifications and competencies and fourth, Organizational hierarchy. To correct answer aayega third, Required qualifications and competencies, because job specification outline the human attributes required, whereas job description list duties and responsibilities.
[4:23]Next fifth, which forecasting method assumes that future manpower needs will follow past employment trends? Dekho option hai first, Managerial judgment, Trend analysis, Delphi method, Scenario planning. To correct answer hai second, Trend analysis, because trend analysis project future demand based on historical pattern.
[4:48]Next sixth, in manpower planning, a Markov analysis is primarily used to assess: Dekho option hai first, External recruitment needs, second, Workforce productivity, third, Internal labor flow probabilities and fourth, Compensation structure. To correct answer aayega third, Internal labor flow probability, because Markov analysis predict internal employee movement between job categories.
[5:16]Next seventh, workload analysis determines manpower demand based on: Dekho option hai first, Employee turnover rates, second, Expert opinion, third, Volume of work and productivity standards and fourth, Economic growth rates. To correct answer aayega third, Volume of work and productivity standard, because it calculate required manpower by dividing workload by productivity norms.
[5:43]Next eighth, in Human Resource Planning, the foundation for accurate manpower forecasting primarily depends on: Dekho option hai first, Compensation benchmarking, second, Succession planning, third, Job analysis and fourth, Employee grievance data. To correct answer hai third, Job analysis, because job analysis provide detail job description and specification, which are essential input for demand forecasting.
[6:14]Next ninth, which of the following is an internal factor affecting HR demand forecasting? Dekho option hai first, Government labor policy, second, Union regulations, third, Organizational expansion plans and fourth, Demographic shifts. To correct answer hai third, Organizational expansion plan, because internal growth or diversification strategy directly impact manpower demand.
[6:42]Next tenth, in HR forecasting, ratio analysis links manpower demand with: Dekho option hai first, Employee morale index, second, Business activity levels, third, Training expenditure and fourth, Industrial relations climate. To correct answer hai second, Business activity level, because ratio analysis estimate manpower need based on business indicator like sales volume.
[7:11]Waise dekhiye Quantitative Aptitude ke liye bhi PDF available hai jisme 25 chapter practice set with solutions diye hue hai. Jinko bhi PDF chaiye hogi, WhatsApp number diya hai, WhatsApp pe message karke PDF aap purchase kar sakte hai.
[7:25]Next eleventh, a skills inventory is primarily useful for: Dekho option hai first, Forecasting external labor supply, second, Planning wage revision, third, Accessing internal labor supply and fourth, Designing compensation policies. To correct answer hai third, Accessing internal labor supply, because skill inventory provide data on employees' competencies for internal supply forecast.
[7:53]Next twelfth, scenario planning in HR forecasting is most effective under conditions of: Dekho option hai first, Stable growth, second, Predictable turnover, third, High uncertainty and fourth, Fixed production levels. To correct answer hai third, High uncertainty, because scenario planning help evaluate multiple possible future situation.
[8:18]Next thirteen, a key limitation of managerial judgment forecasting is: Dekho option hai first, High statistical complexity, second, Over-reliance on subjective bias, third, Requirement of large datasets and fourth, High computational cost. To correct answer aayega second, Over-reliance on subjective bias, because managerial judgment may be biased and lack scientific rigor.
[8:46]Next fourteen, which of the following best measures quantitative manpower demand in a production unit? Dekho option hai first, Job rotation frequency, second, Standard labor hours per unit, third, Training attendance rate and fourth, Absenteeism ratio. To correct answer hai second, Standard labor hour per unit, because labor standard directly determine manpower required for production target.
[9:15]Next fifteen, succession planning is primarily associated with forecasting: Dekho option hai first, Entry-level vacancies, second, Blue-collar labor demand, third, Leadership continuity and fourth, Seasonal labor supply. To correct answer hai third, Leadership continuity, because succession planning ensure availability of leader for key position.
[9:39]Next sixteen, the primary objective of Human Resource Planning is to achieve: Dekho option hai first, Maximum automation, second, Labor cost reduction only, third, Right number and right kind of people at right time and fourth, Employee union satisfaction. To correct answer aayega third, Right number and right kind of people at the right time, because HRP ensure optimal staffing aligned with organizational goal.
[10:11]Next seventeen, which technique estimates manpower needs based on expected output and labor productivity? Dekho option hai first, Regression analysis, Workload analysis, Replacement planning, Delphi method. To correct answer hai second, Workload analysis, because workload analysis divides expected output by productivity standard.
[10:36]Next eighteen, in supply forecasting, attrition rates are mainly used to estimate: Dekho option hai first, Internal labor availability, second, Market wage rate, third, Recruitment advertising cost and fourth, External economic growth. To correct answer hai first, Internal labor availability, because attrition reduce internal labor supply and must be factored in projections.
[11:03]Next nineteen, regression analysis in HR forecasting establishes relationship between manpower demand and: Dekho option hai first, Organizational hierarchy, second, Independent business variables, third, Employee grievances and fourth, Industrial disputes. To correct answer hai second, Independent business variable, because regression statistically relates manpower requirement to business driver like production or sales.
[11:33]Next twenty, the ultimate outcome of manpower planning gap analysis is to decide on: Dekho option hai first, Corporate branding strategy, second, Automation policy, third, Recruitment, training and downsizing action and fourth, Salary restructuring. To correct answer hai third, Recruitment, training or downsizing action, because gap analysis compare demand and supply forecast to determine HR action plan.
[12:04]Aise dekhiye Human Resource ke liye professional knowledge ki PDF available hai, short note plus MCQs. Then quantitative aptitude bhi hai and English Grammar bhi hai. Jinko bhi PDF chaiye hogi, WhatsApp number diya hai, WhatsApp pe message karke PDF aap purchase kar sakte hai. Jinhone abhi tak channel ko subscribe nahi kiya wo channel ko subscribe kar lo taaki notification through sabhi videos aapko mil jaaye, tab tak ke liye dhanyawad.
