Hrm MCQs

Option A: Human resource project

Option B: Human resource planning

Option C: Human recruitment planning

Option D: Human recruitment procedure

Correct Answer: Human resource planning ✔

Option A: European association for personnel management

Option B: U.S office of personnel management

Option C: Chartered Institute of personnel & development

Option D: Association of personnel Service Orqanisations

Correct Answer: Chartered Institute of personnel & development ✔

Option A: Manual dexterity tests

Option B: Personality tests

Option C: Intelligence tests

Option D: Work sample tests

Correct Answer: Personality tests ✔

Option A: Radio and TV advertisement

Option B: Corporate website

Option C: Employee referral schemes

Option D: Commercial job boards

Correct Answer: Corporate website ✔

Option A: Finance department

Option B: Marketing department

Option C: Production department

Option D: Human Resource department

Correct Answer: Human Resource department ✔

Option A: Legal requirements

Option B: It is less expensive

Option C: Companies can add new talent, new ideas to the organization

Option D: Orientation time is reduced

Correct Answer: Companies can add new talent, new ideas to the organization ✔

Option A: Benchmarks

Option B: Individual interview

Option C: Job specifications

Option D: Replacement charts

Correct Answer: Job specifications ✔

Option A: Best Practice

Option B: Best fit

Option C: Resource-based view

Option D: Life cycle models

Correct Answer: Best Practice ✔

Option A: Personalized

Option B: Integrated

Option C: Transactional

Option D: Brochureware

Correct Answer: Integrated ✔

Option A: Retirement planning’

Option B: Benefits options

Option C: Orientation

Option D: Career planning and management

Correct Answer: Orientation ✔

Option A: Reliability

Option B: Dependability

Option C: Consistency

Option D: Trustworthiness

Correct Answer: Reliability ✔

Option A: Application ratio

Option B: Recruitment ratio

Option C: Selection ratio

Option D: Employment ratio

Correct Answer: Selection ratio ✔

Option A: Business Strategy

Option B: Marketing Strategies

Option C: Finance strategy

Option D: Economic strategy

Correct Answer: Business Strategy ✔

Option A: Recruitment

Option B: Selection

Option C: Personnel planning

Option D: Interviewing

Correct Answer: Personnel planning ✔

Option A: a more racially diverse workforce

Option B: a skills shortfall among workers

Option C: an abundance of entry level workers

Option D: an older workforce

Correct Answer: an older workforce ✔

Option A: Compensation & benefits

Option B: Planning & selection

Option C: Training and Development

Option D: Maintenance of HRIS

Correct Answer: Training and Development ✔

Option A: in-person interview

Option B: on-site visit

Option C: application form

Option D: telephone interview

Correct Answer: application form ✔

Option A: Staffing

Option B: Forecasting

Option C: Employee-assistance management

Option D: Employee relations management

Correct Answer: Employee relations management ✔

Option A: Trade Unions

Option B: Human Relation movement

Option C: Employment Legislations

Option D: Employee relationship Management

Correct Answer: Trade Unions ✔

Option A: Continuously

Option B: Annually

Option C: Bi-annually

Option D: Quarterly

Correct Answer: Continuously ✔

Option A: The specific tasks a person must do

Option B: Skills and behaviours

Option C: A list of tests that will measure cognitive ability

Option D: Communications and behaviour

Correct Answer: Communications and behaviour ✔

Option A: Employee

Option B: Sales

Option C: Production

Option D: Inventory

Correct Answer: Employee ✔

Option A: Power

Option B: Influence

Option C: Authority

Option D: Command

Correct Answer: Authority ✔

Option A: The rate of pay for the job is fixed.

Option B: The job elements are rated in terms such as frequency. of use or amount of time

Option C: It aims to describe the purpose of a job and the conditions under which it is

Option D: Jobs are broken into elements such as information required or relations with

Correct Answer: The rate of pay for the job is fixed. ✔

Option A: many contacts in field

Option B: adept at contacting candidates who are not on the job market

Option C: unfamiliar with company perceptions of ideal candidate

Option D: ability to keep identity of firm confidential

Correct Answer: unfamiliar with company perceptions of ideal candidate ✔

Option A: head hunters

Option B: staffers

Option C: alternative staffing companies

Option D: contract technical recruiters

Correct Answer: head hunters ✔

Option A: They ensure consistency from opening to closing

Option B: They are useful for companies too small to have dedicated recruiters

Option C: They are very inexpensive

Option D: Time Consuming

Correct Answer: They are useful for companies too small to have dedicated recruiters ✔

Option A: Personnel administrator

Option B: Business ally

Option C: Payroll advisor

Option D: Organisational geographer

Correct Answer: Business ally ✔

Option A: Human resource management contributes to business strategy and plays an important role in the implementation of business strategy

Option B: Human resource management is an approach to managing people

Option C: Human resource management seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques

Option D: Human. resource management focuses on people as the source of competitive advantage

Correct Answer: Human resource management seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques ✔

Option A: Efficient & effective

Option B: Strict to employees

Option C: Wrong Policy makers

Option D: Wrong decision makers

Correct Answer: Efficient & effective ✔

Option A: Vocational interest test

Option B: Cognitive aptitude test

Option C: Personality test

Option D: psychomotor abilities test

Correct Answer: Vocational interest test ✔

Option A: Employee relation

Option B: Training and Development

Option C: Accounting

Option D: Recruitment and Selection

Correct Answer: Accounting ✔

Option A: Affective component

Option B: Cognitive component

Option C: Behavioral component

Option D: Objective component

Correct Answer: Cognitive component ✔

Option A: Interpersonal role

Option B: Informational role

Option C: Supportive role

Option D: Decisional role

Correct Answer: Decisional role ✔

Option A: Screening process

Option B: Selection process

Option C: Interview process

Option D: Pre-screeninq process

Correct Answer: Selection process ✔

Option A: Job analysis

Option B: Job description

Option C: Job specification

Option D: Job evaluation

Correct Answer: Job analysis ✔

Option A: The personality of the candidate.

Option B: The degree ‘of fit between the applicant and the demands of the job.

Option C: His/her age.

Option D: Physical attributes

Correct Answer: B. The degree ‘of fit between the applicant and the demands of the job. ✔

Option A: Posting information on Organisational bulletin boards

Option B: Examining HR records of current employees

Option C: Advertising in national newspapers and journals

Option D: Internal Sources

Correct Answer: Advertising in national newspapers and journals ✔

Option A: Hiring

Option B: Recruitment

Option C: Selection

Option D: Retention

Correct Answer: Recruitment ✔

Option A: Direct

Option B: Indirect

Option C: Third-party

Option D: E-recruitment

Correct Answer: Indirect ✔

Option A: Four

Option B: Five

Option C: Six

Option D: Seven

Correct Answer: Five ✔

Option A: Price

Option B: Product

Option C: People

Option D: Process

Correct Answer: People ✔

Option A: Effectiveness

Option B: Economy

Option C: EffiCiency

Option D: Performativity

Correct Answer: Effectiveness ✔

Option A: Infficient utilisation of human resources

Option B: Not attracting the best human resources

Option C: Providing Superficial training

Option D: Providing Best training methods

Correct Answer: Providing Best training methods ✔

Option A: Machine

Option B: Motivation

Option C: Money

Option D: Men

Correct Answer: Men ✔

Option A: Strategic HR Management

Option B: Strategy executjon

Option C: HR strategies

Option D: Strategic implementation

Correct Answer: Strategic HR Management ✔

Option A: High involvement management model

Option B: Low commitment management model

Option C: High performance management model

Option D: Low performance Management model

Correct Answer: High involvement management model ✔

Option A: Written

Option B: Physical

Option C: Mental

Option D: Reference

Correct Answer: Physical ✔

Option A: Strategic Management

Option B: Mission statement

Option C: Vision

Option D: SWOT analysis

Correct Answer: Strategic Management ✔

Option A: Conflicts

Option B: Misunderstanding

Option C: Income

Option D: Morale

Correct Answer: Misunderstanding ✔

Option A: Need to support corporate productivity and performance improvement efforts.

Option B: Employees not play any role in performance improvement efforts

Option C: Not being involved in designing the company’s strategic plan.

Option D: Management agenda’s

Correct Answer: Need to support corporate productivity and performance improvement efforts. ✔

Option A: Education

Option B: Experience

Option C: work stability

Option D: Applicant’s age

Correct Answer: D. Applicant’s age ✔

Option A: Scientific approach

Option B: Rational approach

Option C: Human relations approach

Option D: Systematic approach

Correct Answer: Human relations approach ✔

Option A: To retain valuable human resources

Option B: To be the market leader in the future

Option C: To attract more and more people

Option D: To enforce government regulations

Correct Answer: To retain valuable human resources ✔

Option A: Achieve most output in less time

Option B: Achieve mass production

Option C: Achieve most output with least input

Option D: Achieve Organisational goals

Correct Answer: Achieve Organisational goals ✔

Option A: Job specification

Option B: Job evaluation

Option C: Job description

Option D: Job title

Correct Answer: Job description ✔

Option A: Complex

Option B: Detailed

Option C: Mechanical

Option D: Growth-oriented

Correct Answer: Growth-oriented ✔

Option A: Setting production targets

Option B: Formulating strategies

Option C: Publishing financial statements

Option D: Preparing reports to shareholders

Correct Answer: Formulating strategies ✔

Option A: Strategic

Option B: organisational

Option C: operational

Option D: centralized

Correct Answer: organisational ✔

Option A: utilitarian approach

Option B: approach based on rights

Option C: approach based on justice

Option D: configurational approach

Correct Answer: utilitarian approach ✔

Option A: Sales desired

Option B: Production Scheduled

Option C: Inventory

Option D: Personnel needs

Correct Answer: Personnel needs ✔

Option A: Increases the amount of money employees are paid for completing an unit of work

Option B: Is a programme through which management seeks greater productivity from workers

Option C: Means that staff i$ moved periodically from task to task in order to increase variety and interest

Option D: Involves giving employees work with a greater degree of responsibility and autonomy

Correct Answer: Involves giving employees work with a greater degree of responsibility and autonomy ✔

Option A: Reliability

Option B: Testing

Option C: Validity

Option D: Organizational constraint

Correct Answer: Validity ✔

Option A: Conducting attitude surveys

Option B: Work analysis

Option C: HR information systems

Option D: Job design

Correct Answer: Conducting attitude surveys ✔

Option A: Attract attention to the advertisement

Option B: Get right candidate

Option C: How will be the profit

Option D: The candidate reach in profit

Correct Answer: Attract attention to the advertisement ✔

Option A: Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage

Option B: Because it advocates tight vertical integration between the organisation’s business strategy and human resource strategy.

Option C: Because it relies on a set of high-commitment HR practices to deliver sustainable competitive advantage.

Option D: Because it focuses on the external context of the business

Correct Answer: Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage ✔

Option A: HR managers, Finance managers

Option B: Head office, Brand

Option C: Organisation, individual

Option D: Lower managers, Top managers

Correct Answer: Organisation, individual ✔

Option A: To encourage employees to trust their manager

Option B: To make a quick profit

Option C: To make employees work harder for less

Option D: Because engaged employees are more motivated and prepared to give their best to make the firm succeed

Correct Answer: Because engaged employees are more motivated and prepared to give their best to make the firm succeed ✔

Option A: Labour needs to be treated as assets to be invested in.

Option B: Employees are a cost which should be minimized.

Option C: A lack of mutuality existing between employee and employer

Option D: A disregard for unlocking discretionary effort

Correct Answer: Labour needs to be treated as assets to be invested in. ✔

Option A: HR department

Option B: Procurement department

Option C: Finance department

Option D: Marketing department

Correct Answer: HR department ✔

Option A: A. system of giving the authority to carry out certain jobs by those lower down the management hierarchy

Option B: The system of management that is based on bringing together experts into a team

Option C: The setting of objectives to bring about the achievement of the corporate goals

Option D: The control of the Organisation by those in the ‘head office’

Correct Answer: The setting of objectives to bring about the achievement of the corporate goals ✔

Option A: Internal selection requires few procedures to locate and screen viable job candidate

Option B: Internal selection presents fewer dangers of inourring legal liability than external selection

Option C: There is less need to use multiple predictors in assessing internal candidates than. with external candidates

Option D: Information about internal candidates tends to be more verifiable than information about external candidates

Correct Answer: Information about internal candidates tends to be more verifiable than information about external candidates ✔

Option A: Hard HRM

Option B: Soft HRM

Option C: Medium HRM

Option D: Utiliarian approach

Correct Answer: Soft HRM ✔

Option A: rarity of HR

Option B: diversity of HR

Option C: security of HR data

Option D: sustainability of HR

Correct Answer: security of HR data ✔

Option A: Casual applicants

Option B: Advertising

Option C: Employee referrals

Option D: Employment agencies

Correct Answer: Advertising ✔

Option A: Positive

Option B: Negative

Option C: Both Positive and Negative

Option D: Unnecessary

Correct Answer: Positive ✔

Option A: Interpersonal role

Option B: Decisional role

Option C: Informational role

Option D: Supportive role’

Correct Answer: Decisional role ✔

Option A: Upgraded technology

Option B: Human mind

Option C: Competitors’ pressure

Option D: Research & Development

Correct Answer: Human mind ✔

Option A: Task oriented

Option B: Task analysis

Option C: performance oriented

Option D: Credit analysis

Correct Answer: Task oriented ✔

Option A: job specification

Option B: job description

Option C: job analysis

Option D: job design

Correct Answer: job description ✔

Option A: worth job specification

Option B: job description

Option C: job evaluation

Option D: job identification

Correct Answer: job evaluation ✔

Option A: job specification

Option B: job design

Option C: job description

Option D: job evaluation

Correct Answer: job description ✔

Option A: unprepared type of interview

Option B: unstructured interview

Option C: unconditional interview

Option D: none of the above

Correct Answer: unstructured interview ✔

Option A: a structured interview

Option B: a well-organized interview

Option C: a systematic type interview

Option D: none of the above

Correct Answer: a structured interview ✔

Option A: H.R. Vision statement

Option B: H.R. Philosophy

Option C: H.R. Mission statement

Option D: H.R. Policy

Correct Answer: H.R. Policy ✔

Option A: Harvard Model

Option B: Michigan Model

Option C: Integrated Model

Option D: Warwick System Model

Correct Answer: Harvard Model ✔

Option A: selection, recruitment, induction and promotions

Option B: appraisal, rewards, promotions and retention

Option C: selection, recruitment, rewards and promotion

Option D: selection, appraisal, rewards and human resource development

Correct Answer: D. selection, appraisal, rewards and human resource development ✔

Option A: Specific Job Design

Option B: Job Identification

Option C: Specific Particular Analysis

Option D: Job Description

Correct Answer: Job Description ✔

Option A: Workflow and culture

Option B: Autonomy and feedback

Option C: Employee availability and abilities

Option D: Culture and diversity

Correct Answer: Employee availability and abilities ✔

Option A: Autonomy

Option B: Feedback

Option C: Task Identity

Option D: Task Significance

Correct Answer: Feedback ✔

Option A: Task identity

Option B: Task significance

Option C: Feedback

Option D: Autonomy

Correct Answer: D. Autonomy ✔

Option A: design jobs with increased motivational properties

Option B: assign jobs with proper motivational properties

Option C: analyse jobs with increase and proper motivation

Option D: describe jobs with increase motivation for proper jobs

Correct Answer: design jobs with increased motivational properties ✔

Option A: internet job boards

Option B: career websites

Option C: employer websites

Option D: all of the above

Correct Answer: all of the above ✔

Option A: to find out how manpower is to be utilized

Option B: to prepare inventory for scheduling manpower

Option C: the data collected about the present employees of an organization

Option D: the data as calculated by demand forecast and compared with inventory in respect of manpower

Correct Answer: the data collected about the present employees of an organization ✔

Option A: follows selection

Option B: precedes selection

Option C: matches selection

Option D: none of the above

Correct Answer: precedes selection ✔

Option A: Subjective

Option B: Objective

Option C: Normative

Option D: Positive

Correct Answer: Subjective ✔

Option A: retired managers and employees

Option B: dependents of deceased employees

Option C: gate hiring

Option D: none of the above

Correct Answer: gate hiring ✔

Option A: the classification of the inventory of workers in an organisation in addition to the qualities.

Option B: the classification of characteristics of personnel in an organisation, in addition to counting their number.

Option C: the classification of characteristics of managers’ qualities in addition to their number.

Option D: the classification of characteristic features of functions for inventory in addition to the total number of functions.

Correct Answer: the classification of characteristics of personnel in an organisation, in addition to counting their number. ✔

Option A: HR outcomes interest

Option B: Behavioral interest

Option C: Stakeholders interest

Option D: Performance interest

Correct Answer: Stakeholders interest ✔

Option A: multiple cultural and strategic environment

Option B: multiple stakeholders

Option C: multiple recruitment integrated system

Option D: multiple structural organisations

Correct Answer: multiple stakeholders ✔