Hrm MCQs

Option A: reviewing reward system

Option B: reviewing performance appraisal

Option C: reviewing line of authority

Option D: reviewing staff authority

Correct Answer: reviewing reward system ✔

Option A: leave before retirement age

Option B: stay beyond than retirement age

Option C: never leave the firm

Option D: never encouraged by employers

Correct Answer: stay beyond than retirement age ✔

Option A: stabilization sub-stage

Option B: trial sub stage

Option C: establishment stage

Option D: maintenance stage

Correct Answer: establishment stage ✔

Option A: measuring aptitudes

Option B: measuring adequacy of tools

Option C: measuring adequacy of training

Option D: all of above

Correct Answer: all of above ✔

Option A: conventional personality

Option B: non-conventional personality

Option C: investigative personality

Option D: non investigative personality

Correct Answer: investigative personality ✔

Option A: stabilization sub stage

Option B: trial sub stage

Option C: establishment stage

Option D: maintenance stage

Correct Answer: trial sub stage ✔

Option A: training and development

Option B: performance appraisal

Option C: recruiting and placement

Option D: human resources planning

Correct Answer: human resources planning ✔

Option A: enterprising orientation

Option B: investigative orientation

Option C: social orientation

Option D: conventional orientation

Correct Answer: enterprising orientation ✔

Option A: realistic orientation

Option B: investigative orientation

Option C: social orientation

Option D: artistic orientation

Correct Answer: realistic orientation ✔

Option A: an individual role

Option B: a manager role

Option C: a employer role

Option D: a line manager’s role

Correct Answer: an individual role ✔

Option A: employees’ career aspirations

Option B: performance applications

Option C: industry leading compensation

Option D: employee training

Correct Answer: A. employees’ career aspirations ✔

Option A: enterprising orientation

Option B: investigative orientation

Option C: social orientation

Option D: conventional orientation

Correct Answer: enterprising orientation ✔

Option A: individual role

Option B: manager role

Option C: employer role

Option D: line manager

Correct Answer: employer role ✔

Option A: longer span of time

Option B: shorter span of time

Option C: resetting salary schedules

Option D: self-managing teams

Correct Answer: longer span of time ✔

Option A: succession planning

Option B: performance management

Option C: compensation management

Option D: e-recruiting

Correct Answer: succession planning ✔

Option A: individual role

Option B: managerial role

Option C: employer role

Option D: line manager’s role

Correct Answer: individual role ✔

Option A: phased retirement

Option B: career management

Option C: talent management

Option D: modifying selection procedure

Correct Answer: talent management ✔

Option A: phased retirement

Option B: flexible work

Option C: honoring experience

Option D: modifying selection procedure

Correct Answer: phased retirement ✔

Option A: defined benefit pension plan

Option B: defined contribution pension plan

Option C: defined noncontributory pension plan

Option D: deferred contribution pension plan

Correct Answer: defined benefit pension plan ✔

Option A: contributory versus noncontributory

Option B: defined contribution versus defined benefit

Option C: qualified versus non-qualified

Option D: all of above

Correct Answer: all of above ✔

Option A: insured compensation

Option B: supplemental compensation

Option C: workers compensation

Option D: optional compensation

Correct Answer: workers compensation ✔

Option A: compensation pay

Option B: supplemental pay

Option C: sick leave pay

Option D: severance pay

Correct Answer: severance pay ✔

Option A: employment benefits

Option B: unemployment benefits

Option C: insurance benefits

Option D: optional benefits

Correct Answer: insurance benefits ✔

Option A: supplemental unemployment benefits

Option B: supplemental employment benefits

Option C: optional employment benefits

Option D: optional unemployment benefits

Correct Answer: supplemental unemployment benefits ✔

Option A: early retirement window plan

Option B: employee stock ownership plan

Option C: cash balance plan

Option D: severance pay plan

Correct Answer: employee stock ownership plan ✔

Option A: insurance benefits

Option B: pay for time not worked

Option C: retirement benefits

Option D: all of above

Correct Answer: all of above ✔

Option A: optional insurance

Option B: unemployment insurance

Option C: supplemental insurance

Option D: compensatory insurance

Correct Answer: unemployment insurance ✔

Option A: severance sharing

Option B: flexible sharing

Option C: benefit sharing

Option D: job sharing

Correct Answer: job sharing ✔

Option A: compatibility

Option B: durability

Option C: portability

Option D: profitability

Correct Answer: portability ✔

Option A: preferred health organization

Option B: health maintenance organization

Option C: preferred provider organizations

Option D: preferred maintenance organizations

Correct Answer: health maintenance organization ✔

Option A: workplace flexibility

Option B: work hour flexibility

Option C: work week flexibility

Option D: contributory flexibility

Correct Answer: workplace flexibility ✔

Option A: supplemental pay benefits

Option B: optional pay benefits

Option C: compensation law benefits

Option D: unemployment pay benefits

Correct Answer: supplemental pay benefits ✔

Option A: compensation law benefits

Option B: supplemental pay benefits

Option C: optional pay benefits

Option D: unemployment pay benefits

Correct Answer: supplemental pay benefits ✔

Option A: deferred work week

Option B: compressed work week

Option C: flexible work week

Option D: stable work week

Correct Answer: compressed work week ✔

Option A: vacations and holidays

Option B: lifelong learning

Option C: severance pay

Option D: optional pay benefits

Correct Answer: severance pay ✔

Option A: benefits

Option B: stock ownership

Option C: loyalty scholarships

Option D: all of above

Correct Answer: benefits ✔

Option A: optional pay benefits

Option B: unemployment pay benefits

Option C: compensation law benefits

Option D: supplemental pay benefits

Correct Answer: supplemental pay benefits ✔

Option A: defined benefit pension plan

Option B: defined contribution pension plan

Option C: defined noncontributory pension plan

Option D: deferred contribution pension plan

Correct Answer: defined contribution pension plan ✔

Option A: cafeteria benefit plans

Option B: fixed benefit plans

Option C: flexible benefit plans

Option D: both a and c

Correct Answer: flexible benefit plans ✔

Option A: cash balance plan

Option B: severance pay plan

Option C: early retirement window plan

Option D: employee stock ownership plan

Correct Answer: cash balance plan ✔

Option A: deferred profit sharing plan

Option B: savings and thrift plan

Option C: cash balance plans

Option D: early retirement window

Correct Answer: deferred profit sharing plan ✔

Option A: cash balance plans

Option B: early retirement window

Option C: deferred profit sharing plan

Option D: savings and thrift plan

Correct Answer: savings and thrift plan ✔

Option A: ensuring that the ‘human resources possess, adequate capital, tool equipment and material to perform the job successful

Option B: helping the Organisation deal with its employees in different stages of employment

Option C: improving an Organisation’s creditworthiness among financial institutions

Option D: Ensuring financial & Marketing Stability

Correct Answer: helping the Organisation deal with its employees in different stages of employment ✔

Option A: Staff

Option B: Functional

Option C: Line

Option D: Implied

Correct Answer: Functional ✔

Option A: Perception

Option B: Personality

Option C: Attitude

Option D: Ability

Correct Answer: Perception ✔

Option A: Informational role

Option B: Interpersonal role

Option C: Decisional role

Option D: Conceptual role

Correct Answer: Interpersonal role ✔

Option A: consider how the various new stakeholders and clients will use the system

Option B: train the employees that will be responsible for the administration of the process

Option C: draw-up a flow chart of the current assessment process

Option D: draft the desired flow process that will result from the E-selection process

Correct Answer: draw-up a flow chart of the current assessment process ✔

Option A: Fair employment

Option B: Legal compliance

Option C: Litigation Process

Option D: Affirmative action

Correct Answer: Fair employment ✔

Option A: Production

Option B: Marketing

Option C: Inventory management

Option D: Training & Development

Correct Answer: Training & Development ✔

Option A: Formal Organisation charts

Option B: Clear and precise job descriptions

Option C: Well-defined mobility (promotion and transfer) paths

Option D: Employee number chart

Correct Answer: Employee number chart ✔

Option A: Job evaluation

Option B: Job design

Option C: Job specification

Option D: Job description

Correct Answer: Job evaluation ✔

Option A: Planning

Option B: Decentralization

Option C: Restructuring

Option D: Outsourcing

Correct Answer: Outsourcing ✔

Option A: systems, processes, and procedures

Option B: policy making, implementation, and enforcement

Option C: strategy development and analysis

Option D: management of the Organisation’s finances

Correct Answer: D. management of the Organisation’s finances ✔

Option A: intelligence tests

Option B: integrity evaluations

Option C: work samplingD) drug tests

Option D: behavioral assessment

Correct Answer: intelligence tests ✔

Option A: short-term focused and composed of organisational strategy, including strategy formulation and implementation

Option B: short-term focused and composed of the organisation’s mission, vision and value statements

Option C: long-term focused and composed of organisational strategy, including strategy formulation and implementation

Option D: long-term focused and composed of the organisation’s mission, vision and value statements

Correct Answer: long-term focused and composed of organisational strategy, including strategy formulation and implementation ✔

Option A: Meet the high labour turnover

Option B: Hire the best individuals at optimum cost

Option C: Ensure the availability of surplus in the case of sickness and absence

Option D: Hire Excess manpower for the future

Correct Answer: Hire the best individuals at optimum cost ✔

Option A: it decreases the effectiveness of the recruitment process by reaching larger numbers of qualified people

Option B: it increases recruitment costs, it decreases and streamlines the administrative process cycle times

Option C: it does not al!ow the company to evaluate the success of its recruitment strategy

Option D: it increases the effectiveness of the recruitment process by reaching larger numbers of qualified people

Correct Answer: it increases the effectiveness of the recruitment process by reaching larger numbers of qualified people ✔

Option A: Recruitment

Option B: Selection

Option C: Personnel Planning

Option D: Interviewing

Correct Answer: Personnel Planning ✔

Option A: improve the marketing of existing products

Option B: improve the creation of existing products

Option C: improve ways to address an identified set of customer needs

Option D: improve the selling process

Correct Answer: improve ways to address an identified set of customer needs ✔

Option A: An integrated set of processes, programs and systems in an Organisation that focuses on maximizing employee contribution in order to achieve Qrganisational success

Option B: The’ process of ensuring that people required running the company are being used as effectively as possible especially in fulfilling developmental needs in order to accomplish

Option C: The formal process of familiarizing new employees with the Organisation,new job, work units and culture values, beliefs and accepted behaviour.

Option D: The process of effectively and efficiently managing your assets.

Correct Answer: B. The’ process of ensuring that people required running the company are being used as effectively as possible especially in fulfilling developmental needs in order to accomplish ✔

Option A: Job rotation

Option B: Job re-engineering

Option C: Work mapping

Option D: Job enrichment

Correct Answer: Job rotation ✔

Option A: Job sampling

Option B: Reliability

Option C: Validity

Option D: Organisational culture

Correct Answer: Reliability ✔

Option A: it may be faster than in-house recruiting

Option B: it does not require internal recruitment specialists

Option C: screening may not be as thorough

Option D: it may be better for attracting minority candidates

Correct Answer: screening may not be as thorough ✔

Option A: Workforce

Option B: Stakeholders

Option C: Customers

Option D: Stockholders

Correct Answer: Stakeholders ✔

Option A: consider how the various new stakeholders and clients will use the system

Option B: train the employees that will be responsible for the administration of the process

Option C: draw-up a flow chart of the current assessment process

Option D: draft the desired flow process that will result from the E-selection process

Correct Answer: train the employees that will be responsible for the administration of the process ✔

Option A: Line

Option B: Middle

Option C: Staff

Option D: Top

Correct Answer: Staff ✔

Option A: Outline techniques, frameworks, and six steps that must be followed to effectively implement change in an organisation.

Option B: Develop a better strategic management process to deal with the dynamic changing environment today’s organisations face.

Option C: Identify and assess a narrow group of actions and plan how the organisation can overcome resistance to change.

Option D: identify if the organisation ‘has enough staff, if the staff heed training, if the compensation practices are appropriate, and if jobs are designed correctly

Correct Answer: B. Develop a better strategic management process to deal with the dynamic changing environment today’s organisations face. ✔

Option A: the positive effects of the actions implemented

Option B: the negative effects of the actions implemented

Option C: the failures that resulted from the implementation of the plan

Option D: the positive & negative effect of the actions implemented

Correct Answer: the positive & negative effect of the actions implemented ✔

Option A: Perception

Option B: Attitude

Option C: Personality

Option D: Ability

Correct Answer: Perception ✔

Option A: code of ethics

Option B: word of ethics

Option C: ethics/ dilemma

Option D: Training Manual

Correct Answer: code of ethics ✔

Option A: online recruiting can eliminate paperwork and speed up the hiring process

Option B: online learning can slash travel costs and make training available anytime anywhere

Option C: working online can reduce the resistance sometimes experienced from employees

Option D: online retirement planning can help employees map out their future while reducing questions and paperwork for HR

Correct Answer: working online can reduce the resistance sometimes experienced from employees ✔

Option A: Procurement

Option B: Development

Option C: Organizing

Option D: performance appraisal

Correct Answer: Organizing ✔

Option A: Staff advisers focus more on developing HR programmes while line managers are more involved in the implementation of those programmes

Option B: Line managers are concerned more about develop.ing HR programmes whereas staff advisors are more involved in implementing such programmes

Option C: Staff advisors are solely responsible for developing, implementIng and evaluating the HR programmes while line managers are not all involved in any matters concerning HR

Option D: Line managers alo~e are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR.

Correct Answer: Staff advisers focus more on developing HR programmes while line managers are more involved in the implementation of those programmes ✔

Option A: Job classification

Option B: Job design

Option C: Job evaluation

Option D: Job description

Correct Answer: Job classification ✔

Option A: Administrative services

Option B: Business partner services

Option C: Strategic partner

Option D: Product quality audit

Correct Answer: Business partner services ✔

Option A: Fair employment

Option B: Legal compliance

Option C: Litigation Process

Option D: Affirmative action

Correct Answer: Fair employment ✔

Option A: cultural, human and system capital

Option B: social, cultural and human capital

Option C: organisation relies on the ,following sources of capital

Option D: cultural, human and source capital

Correct Answer: social, cultural and human capital ✔

Option A: They are hard to construct

Option B: They are difficult to validate

Option C: They are expensive to adminis

Option D: They give very little information

Correct Answer: They are difficult to validate ✔

Option A: Financing project marketing related programming

Option B: setting employment standards and policies

Option C: linking human resources with strategic objectives to improve performance

Option D: Project planning

Correct Answer: linking human resources with strategic objectives to improve performance ✔

Option A: recruitment and selection

Option B: training and development

Option C: pay and benefits

Option D: health and safety

Correct Answer: recruitment and selection ✔

Option A: PIanning’

Option B: Organizing

Option C: Procurement

Option D: Controlling

Correct Answer: Procurement ✔

Option A: Human resource planning

Option B: Selection

Option C: Recruitment

Option D: Job Analysis

Correct Answer: Recruitment ✔

Option A: Preparing a job analysis

Option B: Forecasting future human resource needs

Option C: Assessing future demand

Option D: Assessing future supply

Correct Answer: Forecasting future human resource needs ✔

Option A: Job design

Option B: Job classification

Option C: Job description

Option D: Job evaluation

Correct Answer: Job description ✔

Option A: Homogeneous

Option B: Heterogeneous

Option C: Ductility

Option D: Stable

Correct Answer: Heterogeneous ✔

Option A: Brochure ware

Option B: Transactional

Option C: Lnteqrated

Option D: Personalized

Correct Answer: Personalized ✔

Option A: Job rotation

Option B: Job enlargement

Option C: Job enrichment

Option D: A. and C.

Correct Answer: Job enlargement ✔

Option A: High Intellectual Capacity

Option B: Higher understanding of organization

Option C: High level of curiosity

Option D: High potential

Correct Answer: Higher understanding of organization ✔

Option A: Scientific approach

Option B: Rational approach

Option C: Human relations approach

Option D: Systematic approach

Correct Answer: Human relations approach ✔

Option A: internal training

Option B: Increasing pal skill

Option C: Managing employee

Option D: Allowing them to do further studies

Correct Answer: internal training ✔

Option A: Increased creativity and flexibility

Option B: Decreased problem-solving skills

Option C: Multiple perspectives

Option D: Greater openness to new ideas

Correct Answer: Decreased problem-solving skills ✔

Option A: Increased consistency across candidates

Option B: Reduced subjectivity on the part of the interviewer

Option C: Enhanced job relatedness

Option D: More opportunity to explore areas as they arise during the interview

Correct Answer: More opportunity to explore areas as they arise during the interview ✔

Option A: Size of organizational structure

Option B: Infrastructure Plan

Option C: Control and evaluation

Option D: Employee Management

Correct Answer: Control and evaluation ✔

Option A: Infrequently conducted

Option B: Typically is unbiased

Option C: Typically is related to future

Option D: Typically biased job performance

Correct Answer: Typically biased job performance ✔

Option A: Both are same .

Option B: Management is one aspect of HRM

Option C: HRM is one aspect of Management

Option D: No relationship exists

Correct Answer: HRM is one aspect of Management ✔

Option A: Corporate- level strategic planning

Option B: Strategic business unit level strategic planning

Option C: Processual Approach

Option D: Operational level strategic planning

Correct Answer: Processual Approach ✔

Option A: Because the best-practice approach tends to be resource- intensive

Option B: Because there is much variation in the literature and empirical research as to what constitutes best-practice

Option C: Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-termist economies.

Option D: Because the best-practice approach does not emphasize the individual business context

Correct Answer: Because the best-practice approach tends to be resource- intensive ✔

Option A: The relationship or integration between an Organisation’s senior managers

Option B: The relationship or integration between HR functional policies, for example employee development, employee reward and employee relations

Option C: The relationship or integration between the internal HR processes, and the Organisation’s business strategy and external market.

Option D: The relationship or integration between operational functions and policies

Correct Answer: C. The relationship or integration between the internal HR processes, and the Organisation’s business strategy and external market. ✔

Option A: Integration of HRM with the corporate strategy of the Organization

Option B: Producing the desired human behavior that helps to achieve Organisatlons goals

Option C: Creation of a flexible environment that can easily adopt change

Option D: To endure proper delivery of products

Correct Answer: To endure proper delivery of products ✔

Option A: forecast the supply of outside candidates

Option B: developing an applicant pool

Option C: determine whether to use inside or. outside candidates

Option D: develop qualifications inventories

Correct Answer: developing an applicant pool ✔