HRM MCQS Human Resource Management Mcqs
HRM MCQS Human Resource Management Mcqs

HRM MCQS Human Resource Management Mcqs

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HRM mcqs:
The meaning of the acronym HRM is ______________?
A. Human Relations Management
B. Humanistic Resource Management
C. Human Resource Management
D. Human Resourceful Management
The term used before the language of modern HRM was ___________?
A. Labour Relations
B. Personnel Management
C. Industrial Management
D. All of the above
Which of the following is not a function normally performed by HR department?
A. Accounting
B. Recruitment and Selection
C. Pay and Reward
D. Employee Relations
Which of the following statements is false?
A. Organizations are now less hierarchical in nature
B. Organizations are now generally focusing upon domestic rather than international matters
C. Organizations have adopted more flexible norms
D. Organizations have been subject to a raft of organizational change programs
Human Resource Management is______________?
A. Employee oriented
B. Employer oriented
C. Legally oriented
D. None of the above
Scope of the HRM includes ______________?
A. Retirement and separation of employees
B. HR training and development
C. Industrial relations
D. All of the above
Human Resource Management (HRM) is_________?
A. A Staff function
B. A line function
C. A staff function, line function and accounting function
D. All of the above
The objectives of HRM are categorized as _____________?
A. Personal objectives
B. Functional objectives
C. Organisational and social objectives
D. All of the above
The scope of HRM does not include ____________?
A. Retirement of employees
B. Manpower planning
C. Training of employees
D. Maintenance of accounts
The meaning of the acronym ‘SHRM’ is ____________?
A. Short-term Human Resource Management
B. Strategic Human Resource Management
C. Strategestic Human Resource Management
D. Strategic Humane Resource Management
Recruitment is widely viewed as a ______________?
A. positive process
B. negative process
C. positive as well as negative process
D. none of the above processes
Recruitment policy usually highlights need for establishing ____________?
A. job specification
B. job analysis
C. job description
D. none of the above
The process of developing the applicant’s pool for job openings in an organization is called___________?
A. Hiring
B. Recruitment
C. Selection
D. Retention
A brief write-up of what the job is all about is ____________?
A. job finding
B. job summary
C. job analysis
D. job specification
A job specification is one of the areas of ___________?
A. job analysis
B. job design
C. job description
D. job summary
The division of the total task to be performed into a manageable and efficient unit is____________?
A. a job design
B. a job specification
C. a job analysis
D. a job description
Which of the following is the area from which applicants can be recruited?
A. Employment Lines
B.Employees’ Association
C. Labour Market
D. Labour Schemes
For forecasting the demand for manpower, the important techniques used are_____________?
A. Delphi Techniques
B. Statistical Techniques
C. Work Study Techniques
D. All of the above
Selection of the candidates is done out of______________?
A. Target population
B. internal sources
C. external sources
D. internal as well as external sources
HRM is considered as____________?
A. a reactive function
B. a proactive function
C. an auxiliary function
D. an auxo-reactive function
A job design is ___________?
A. the design involving maximum acceptable job design qualities to perform a job
B. the division of total task to be performed into manageable and efficient units
C. a systematic way of designing and determination of the worth of a job
D. none of the above
According to Edwin Flippo, the first and immediate product of job analysis is__________?
A. the job description
B. the job design
C. the job production
D. the job specification
One of the important organizational factors affecting ‘Job Design’ is ___________?
A. Workflow
B. Autonomy
C. Feedback
D. Diversity
Behavioral factors affecting job design are _____________?
A. Autonomy
B. Diversity
C. Feedback
D. All of the above
Factors affecting job design are ____________?
A. behavioral factors
B. environmental factors
C. organizational factors
D. all of the above
Organisational factors affecting job design are ______________?
A. workforce and cultural factors
B. employee availability and abilities
C. ergonomics and cultural factors
D. feedback and diversity factors
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is ______________?
A. job analysis
B. job design
C. job recruitment
D. job description
A list of the duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities of a job as a product of a job analysis is _____________?
A. job enlargement
B. job design
C. job description
D. job enlistment
Job Characteristics Model is proposed by ____________?
A. Hockman and Coldham
B. Hockman and Oldcham
C. Hackman and Oldham
D. Horkman and Olatham
The Integrated System Model of Strategic Human Resource Manaqement acknowledges the existence within the organisation of _______________?
A. multiple cultural and strategic environment
B. multiple stakeholders
C. multiple recruitment integrated system
D. multiple structural organisations
One of the dimensions included in the Harvard Model is ______________?
A. HR outcomes interest
B. Behavioral interest
C. Stakeholders interest
D. Performance interest
Manpower inventory involves ________________?
A. the classification of the inventory of workers in an organisation in addition to the qualities.
B. the classification of characteristics of personnel in an organisation, in addition to counting their number.
C. the classification of characteristics of managers’ qualities in addition to their number.
D. the classification of characteristic features of functions for inventory in addition to the total number of functions.
One of the external sources of recruitment is ____________?
A. retired managers and employees
B. dependents of deceased employees
C. gate hiring
D. none of the above
Selection is_________?
A. Subjective
B. Objective
C. Normative
D. Positive
A. follows selection
B. precedes selection
C. matches selection
D. none of the above
Manpower inventory is ____________?
A. to find out how manpower is to be utilized
B. to prepare inventory for scheduling manpower
C. the data collected about the present employees of an organization
D. the data as calculated by demand forecast and compared with inventory in respect of manpower
E-recruiting methods include____________?
A. internet job boards
B. career websites
C. employer websites
D. all of the above
The Job Characteristics Model is one of the most influential attempts to____________?
A. design jobs with increased motivational properties
B. assign jobs with proper motivational properties
C. analyse jobs with increase and proper motivation
D. describe jobs with increase motivation for proper jobs
High job satisfaction is the outcome of which of the following core dimensions described by the Job Characteristics Model?
A. Task identity
B. Task significance
C. Feedback
D. Autonomy
Low absenteeism and turnover is the outcome of which of the following core dimensions described by the Job Characteristics Model
A. Autonomy
B. Feedback
C. Task Identity
D. Task Significance
Which of the following factors is one of the environmental factors affecting job description:
A. Workflow and culture
B. Autonomy and feedback
C. Employee availability and abilities
D. Culture and diversity
A broad, general and written statement of a specific job based on the findings of an analysis is called as __________?
A. Specific Job Design
B. Job Identification
C. Specific Particular Analysis
D. Job Description
The Michigan Model emphasis the following functions and their interrelates.
A. selection, recruitment, induction and promotions
B. appraisal, rewards, promotions and retention
C. selection, recruitment, rewards and promotion
D. selection, appraisal, rewards and human resource development
The Integrated system model is also known as ___________?
A. Harvard Model
B. Michigan Model
C. Integrated Model
D. Warwick System Model
A general statement or understanding which provides guidelines for decision-making to H.R. managers in respect of various H.R. functions and activities is known as ____________?
A. H.R. Vision statement
B. H.R. Philosophy
C. H.R. Mission statement
D. H.R. Policy
When an interviewer prepares a list of questions in advance and asks those question to the candidate to obtain the information from him; it is called ___________?
A. a structured interview
B. a well-organized interview
C. a systematic type interview
D. none of the above
When an interviewer asks the questions to the candidate according to the response received from him and the questions asked are not pre-determined in such an interview, it is called ___________?
A. unprepared type of interview
B. unstructured interview
C. unconditional interview
D. none of the above
Job identification is one of the components of _____________?
A. job specification
B. job design
C. job description
D. job evaluation
systematic and orderly process of determining the worth of a job in relation to other jobs is ____________?
A. worth job specification
B. job description
C. job evaluation
D. job identification
A broad statement of the purpose, scope, duties and responsibilities of a particular job is___________?
A. job specification
B. job description
C. job analysis
D. job design
Job descriptions are also called as____________?
A. Task oriented
B. Task analysis
C. performance oriented
D. Credit analysis
____________ is the main source of innovations?
A. Upgraded technology
B. Human mind
C. Competitors’ pressure
D. Research & Development
Which of the following role a manager performs as a Resource allocator?
A. Interpersonal role
B. Decisional role
C. Informational role
D. Supportive role’
Recruitment is widely viewed as a ___________ process?
A. Positive
B. Negative
C. Both Positive and Negative
D. Unnecessary
. The best medium to reach a ‘large audience for the process of recruitment is___________?
A. Casual applicants
B. Advertising
C. Employee referrals
D. Employment agencies
The biggest problem facing e-HR is the___________?
A. rarity of HR
B. diversity of HR
C. security of HR data
D. sustainability of HR
Treating employees as precious human resources is the basis of the__________approach?
A. Hard HRM
B. Soft HRM
C. Medium HRM
D. Utiliarian approach
In comparing internal selection with external selection, an advantage of internal selection is that____________?
A. Internal selection requires few procedures to locate and screen viable job candidate
B. Internal selection presents fewer dangers of inourring legal liability than external selection
C. There is less need to use multiple predictors in assessing internal candidates than. with external candidates
D. Information about internal candidates tends to be more verifiable than information about external candidates
What is meant by the term “Management” by Objectives’?
A. A. system of giving the authority to carry out certain jobs by those lower down the management hierarchy
B. The system of management that is based on bringing together experts into a team
C. The setting of objectives to bring about the achievement of the corporate goals
D. The control of the Organisation by those in the ‘head office’
Which of the following department is responsible for handling safety & health issues of employees?
A. HR department
B. Procurement department
C. Finance department
D. Marketing department
What are the ideas underpinning ‘soft, commitment’ or ‘high-road’ HRM practices?
A. Labour needs to be treated as assets to be invested in.
B. Employees are a cost which should be minimized.
C. A lack of mutuality existing between employee and employer
D. A disregard for unlocking discretionary effort
Why are employers interested in employee engagement?
A. To encourage employees to trust their manager
B. To make a quick profit
C. To make employees work harder for less
D. Because engaged employees are more motivated and prepared to give their best to make the firm succeed
The best hiring occurs when the goals of which of the following should consistent to each other?
A. HR managers, Finance managers
B. Head office, Brand
C. Organisation, individual
D. Lower managers, Top managers
Why does the Resource-based view of SHRM represent a paradigm shift in SHRM thinking?
A. Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage
B. Because it advocates tight vertical integration between the organisation’s business strategy and human resource strategy.
C. Because it relies on a set of high-commitment HR practices to deliver sustainable competitive advantage.
D. Because it focuses on the external context of the business
When constructing the ad, it is important to consider how to best ________?
A. Attract attention to the advertisement
B. Get right candidate
C. How will be the profit
D. The candidate reach in profit
Which one of the following responsibilities is specifically associated with the HR function of employee relations?
A. Conducting attitude surveys
B. Work analysis
C. HR information systems
D. Job design
___________ best defines how well a test or selection procedure measures a person’s attributes.
A. Reliability
B. Testing
C. Validity
D. Organizational constraint
Job Enrichment involves____________?
A. Increases the amount of money employees are paid for completing an unit of work
B. Is a programme through which management seeks greater productivity from workers
C. Means that staff i$ moved periodically from task to task in order to increase variety and interest
D. Involves giving employees work with a greater degree of responsibility and autonomy
When planning for employment requirements, what must be forecasted?
A. Sales desired
B. Production Scheduled
C. Inventory
D. Personnel needs
The HR policy which is based on the philosophy of the utmost good for the greatest number of people is covered under the_____________?
A. utilitarian approach
B. approach based on rights
C. approach based on justice
D. configurational approach
Although many authors experience difficulty in distinguishing between personnel management and HRM, it can be argued that HRM is the elevation of personnel management to a more___________level.
A. Strategic
B. organisational
C. operational
D. centralized
HR managers play vital role in___________?
A. Setting production targets
B. Formulating strategies
C. Publishing financial statements
D. Preparing reports to shareholders
HRM is more___________ whereas Personnel Management is slightly narrow?
A. Complex
B. Detailed
C. Mechanical
D. Growth-oriented
Which of the following term is used to identify, “what the job holder does”? “how it is done”? & “why it is done”?
A. Job specification
B. Job evaluation
C. Job description
D. Job title
Which of the following statement represents ‘effectiveness’ ?
A. Achieve most output in less time
B. Achieve mass production
C. Achieve most output with least input
D. Achieve Organisational goals
Why Organisations provide, attractive salaries, fringe benefits, career development opportunities:
A. To retain valuable human resources
B. To be the market leader in the future
C. To attract more and more people
D. To enforce government regulations
Which of the following approach emphasizes the effect of psychological and social factors on employees’ performance?
A. Scientific approach
B. Rational approach
C. Human relations approach
D. Systematic approach
Which of the following is not a type of information that should be provided by application forms?
A. Education
B. Experience
C. work stability
D. Applicant’s age
HR’s basic challenges in formulating strategies include(s):________________?
A. Need to support corporate productivity and performance improvement efforts.
B. Employees not play any role in performance improvement efforts
C. Not being involved in designing the company’s strategic plan.
D. Management agenda’s
Internal recruitment has the potentiality to increase the of the employees.
A. Conflicts
B. Misunderstanding
C. Income
D. Morale
Identifying and executing the firm’s mission by matching its capabilities with demands of its environment is the firm’s:
A. Strategic Management
B. Mission statement
C. Vision
D. SWOT analysis
_____________examination may protect the company against unwarranted claims under workers compensation laws?
A. Written
B. Physical
C. Mental
D. Reference
Creating an environment that facilitates a continuous and . two-way exchange of information between the superiors and the subordinates is the core of_____________?
A. High involvement management model
B. Low commitment management model
C. High performance management model
D. Low performance Management model
Formulating and executing HR systems that produce employee competencies and behaviors needed to achieve the company’s strategic aims is/are_____________?
A. Strategic HR Management
B. Strategy executjon
C. HR strategies
D. Strategic implementation
The focus of Human Resource Management revolves around____________?
A. Machine
B. Motivation
C. Money
D. Men
Which of the following is closely associated with strategic human resource management?
A. Infficient utilisation of human resources
B. Not attracting the best human resources
C. Providing Superficial training
D. Providing Best training methods
Human Resource Management aims to maximize employees as well as Organizational_________________?
A. Effectiveness
B. Economy
C. EffiCiency
D. Performativity
Strategic human resource management aims to achieve competitive advantage in the market through__________?
A. Price
B. Product
C. People
D. Process
Strategic management process usually consists of _________steps.
A. Four
B. Five
C. Six
D. Seven
Advertisements through newspapers, TV, radio, professional journals and magazines are___________methods of recruitment.
A. Direct
B. Indirect
C. Third-party
D. E-recruitment
The process of developing an applicants’ pool for job openings in an Organization is called____________
A. Hiring
B. Recruitment
C. Selection
D. Retention
Which of the following would likely be the least effective method of recruiting internal job candidates?
A. Posting information on Organisational bulletin boards
B. Examining HR records of current employees
C. Advertising in national newspapers and journals
D. Internal Sources
The interview is used as a method for determining___________?
A. The personality of the candidate.
B. The degree ‘of fit between the applicant and the demands of the job.
C. His/her age.
D. Physical attributes
The thorough & detailed study.regarding jobs within an Organisation is represented by:__________?
A. Job analysis
B. Job description
C. Job specification
D. Job evaluation
The process of choosing individuals who have re1evant qualifications to fill existing or projected job openings is__________?
A. Screening process
B. Selection process
C. Interview process
D. Pre-screeninq process
Firing the non-performing employees, HR manager is said to perform the__________?.
A. Interpersonal role
B. Informational role
C. Supportive role
D. Decisional role
Which of the following component of attitude represents a person’s opinio’ns knowledge, and information?
A. Affective component
B. Cognitive component
C. Behavioral component
D. Objective component
Which of the following is not a function normally performed by the HR· department?
A. Employee relation
B. Training and Development
C. Accounting
D. Recruitment and Selection
Which of the following test indicates the person’s inclination towards a particular occupation that provides satisfaction to that individual?
A. Vocational interest test
B. Cognitive aptitude test
C. Personality test
D. psychomotor abilities test
Successful managers are__________?
A. Efficient & effective
B. Strict to employees
C. Wrong Policy makers
D. Wrong decision makers
Which of the following statements most accurately defines human resource management?
A. Human resource management contributes to business strategy and plays an important role in the implementation of business strategy
B. Human resource management is an approach to managing people
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
D. Human. resource management focuses on people as the source of competitive advantage
Which of the following is a key HR role as defined by Ulrich et al (2009)?
A. Personnel administrator
B. Business ally
C. Payroll advisor
D. Organisational geographer
The advantage of external recruiting is that:___________?
A. They ensure consistency from opening to closing
B. They are useful for companies too small to have dedicated recruiters
C. They are very inexpensive
D. Time Consuming
Executive recruiters are also called___________?
A. head hunters
B. staffers
C. alternative staffing companies
D. contract technical recruiters
Which of the following is a disadvantage of using an executive recruiter?
A. many contacts in field
B. adept at contacting candidates who are not on the job market
C. unfamiliar with company perceptions of ideal candidate
D. ability to keep identity of firm confidential
Which of the following is not true of the activity known as job analysis?
A. The rate of pay for the job is fixed.
B. The job elements are rated in terms such as frequency. of use or amount of time
C. It aims to describe the purpose of a job and the conditions under which it is
D. Jobs are broken into elements such as information required or relations with
other people
Which of the following force makes an individual eligible to make decisions, give orders &. directing work activities of others?
A. Power
B. Influence
C. Authority
D. Command
HR Department maintains _________records.
A. Employee
B. Sales
C. Production
D. Inventory
A Competency consists of____________?
A. The specific tasks a person must do
B. Skills and behaviours
C. A list of tests that will measure cognitive ability
D. Communications and behaviour
How often HR planning process is implemented within an Organisation?
A. Continuously
B. Annually
C. Bi-annually
D. Quarterly
Which of the following emerged when individuals realized the strength they could gain by joining together to negotiate with employers?
A. Trade Unions
B. Human Relation movement
C. Employment Legislations
D. Employee relationship Management
Which of the following functions of HRM deals with ‘Collective Bargaining’?
A. Staffing
B. Forecasting
C. Employee-assistance management
D. Employee relations management
Once a firm has a pool of applicants, the first step in Pre-screening is the_________?
A. in-person interview
B. on-site visit
C. application form
D. telephone interview
Career counseling ‘is part of which of the following functions of HRM?
A. Compensation & benefits
B. Planning & selection
C. Training and Development
D. Maintenance of HRIS
In the future, HR managers will have to deal with all of the following workforce changes, except
A. a more racially diverse workforce
B. a skills shortfall among workers
C. an abundance of entry level workers
D. an older workforce
Mr. ‘A’ must decide what positions the firm should fill in the next six months. What activity is Mr. ‘A’ working on?
A. Recruitment
B. Selection
C. Personnel planning
D. Interviewing
In strategic human resource management, HR strategies are generally aligned with______________?
A. Business Strategy
B. Marketing Strategies
C. Finance strategy
D. Economic strategy
The number of people hired for a particular job compared to the number of individuals in the applicant pool is often expressed as________?
A. Application ratio
B. Recruitment ratio
C. Selection ratio
D. Employment ratio
The extent to which an employment selection test provides consistent results is known as:__________?
A. Reliability
B. Dependability
C. Consistency
D. Trustworthiness
HRM typically provides which of these types of training to temporary employees?
A. Retirement planning’
B. Benefits options
C. Orientation
D. Career planning and management
In which stage of HR intranet site development are multiple sites linked together to create a seamless experience for the individual?
A. Personalized
B. Integrated
C. Transactional
D. Brochureware
Which approach that seeks the to link strategy, business, performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all Organisations?
A. Best Practice
B. Best fit
C. Resource-based view
D. Life cycle models
Job analysis produces which of the following, regardless of the technique used?
A. Benchmarks
B. Individual interview
C. Job specifications
D. Replacement charts
Why do companies use external job searches instead of internal searches?
A. Legal requirements
B. It is less expensive
C. Companies can add new talent, new ideas to the organization
D. Orientation time is reduced
Which of the following department of an Orqanisation performs the managerial function of matching Orqanisational needs with the skills & abilities of the employees?
A. Finance department
B. Marketing department
C. Production department
D. Human Resource department
The most popular method of recruiting applicants to jobs is_________?
A. Radio and TV advertisement
B. Corporate website
C. Employee referral schemes
D. Commercial job boards
Tests that measure traits, temperament, or disposition are examples of___________?
A. Manual dexterity tests
B. Personality tests
C. Intelligence tests
D. Work sample tests
Which Personnel association uses the idea of bundles of integral HRM practices?
A. European association for personnel management
B. U.S office of personnel management
C. Chartered Institute of personnel & development
D. Association of personnel Service Orqanisations
HRP stands for___________?
A. Human resource project
B. Human resource planning
C. Human recruitment planning
D. Human recruitment procedure
Recruiting is necessary to_________?
A. forecast the supply of outside candidates
B. developing an applicant pool
C. determine whether to use inside or. outside candidates
D. develop qualifications inventories
Which of the following is NOT a goal of HRM?
A. Integration of HRM with the corporate strategy of the Organization
B. Producing the desired human behavior that helps to achieve Organisatlons goals
C. Creation of a flexible environment that can easily adopt change
D. To endure proper delivery of products
Vertical integration in relation to SHRM can be described as which of the following?
A. The relationship or integration between an Organisation’s senior managers
B. The relationship or integration between HR functional policies, for example employee development, employee reward and employee relations
C. The relationship or integration between the internal HR processes, and the Organisation’s business strategy and external market.
D. The relationship or integration between operational functions and policies
Why might there be some difficulty in identifying and applying the Best-practice approach to HRM in Organisations?
A. Because the best-practice approach tends to be resource- intensive
B. Because there is much variation in the literature and empirical research as to what constitutes best-practice
C. Because the best-practice approach would not fit the cost-reduction driven strategies favoured by many in short-termist economies.
D. Because the best-practice approach does not emphasize the individual business context
Which of these models is not a rational planning approach?
A. Corporate- level strategic planning
B. Strategic business unit level strategic planning
C. Processual Approach
D. Operational level strategic planning
Relationship between HRM & Management?
A. Both are same .
B. Management is one aspect of HRM
C. HRM is one aspect of Management
D. No relationship exists
The unstructured interview:___________?
A. Infrequently conducted
B. Typically is unbiased
C. Typically is related to future
D. Typically biased job performance
Human resource planning techniques include the use of some or all of the following?
A. Size of organizational structure
B. Infrastructure Plan
C. Control and evaluation
D. Employee Management
Using a structured interviewing technique would likely achieve all of the following except___________?
A. Increased consistency across candidates
B. Reduced subjectivity on the part of the interviewer
C. Enhanced job relatedness
D. More opportunity to explore areas as they arise during the interview
Which one of the following is NOT the advantage of Workforce Diversity?
A. Increased creativity and flexibility
B. Decreased problem-solving skills
C. Multiple perspectives
D. Greater openness to new ideas
How can high potential employees be developed for future positions?
A. internal training
B. Increasing pal skill
C. Managing employee
D. Allowing them to do further studies
Which of the following approach emphasizes the’ effect of psychological &. Social factors on employees’ performance?
A. Scientific approach
B. Rational approach
C. Human relations approach
D. Systematic approach
Campus Recruiting does not have the advantage of___________?
A. High Intellectual Capacity
B. Higher understanding of organization
C. High level of curiosity
D. High potential
Increasing the number and variety of tasks assigned to a job is called__________?
A. Job rotation
B. Job enlargement
C. Job enrichment
D. A. and C.
The goal of this stage of HR intranet site development is to provide employees with a truly individualized experience based on their individual profiles?
A. Brochure ware
B. Transactional
C. Lnteqrated
D. Personalized
The characteristics of human resources are _____________in nature?
A. Homogeneous
B. Heterogeneous
C. Ductility
D. Stable
The written statement of the findings of job analysis is called __________?
A. Job design
B. Job classification
C. Job description
D. Job evaluation
The first step in the human resource planning process is ____________?
A. Preparing a job analysis
B. Forecasting future human resource needs
C. Assessing future demand
D. Assessing future supply
The process which best defines the locating and, encouraging potential employees to apply for jobs is___________?
A. Human resource planning
B. Selection
C. Recruitment
D. Job Analysis
Which of the following is an example of operative function of HR managers?
A. PIanning’
B. Organizing
C. Procurement
D. Controlling
The human resource management functions aims at____________?
A. ensuring that the ‘human resources possess, adequate capital, tool equipment and material to perform the job successful
B. helping the Organisation deal with its employees in different stages of employment
C. improving an Organisation’s creditworthiness among financial institutions
D. Ensuring financial & Marketing Stability
The term procurement stands for__________?
A. recruitment and selection
B. training and development
C. pay and benefits
D. health and safety
Strategic human resource management involves____________?
A. Financing project marketing related programming
B. setting employment standards and policies
C. linking human resources with strategic objectives to improve performance
D. Project planning
The one of the following is the best reason for the reduced use of written tests is____________?
A. They are hard to construct
B. They are difficult to validate
C. They are expensive to adminis
D. They give very little information
The field of HRM was founded on the idea that the competitive advantage of the organisation relies on the following sources of capital:
A. cultural, human and system capital
B. social, cultural and human capital
C. organisation relies on the ,following sources of capital
D. cultural, human and source capital
Which of the following act represents a situation in which employment decisions are NOT affected by illegal-discrimination?
A. Fair employment
B. Legal compliance
C. Litigation Process
D. Affirmative action
If one were to think of HR as a business, which of the following “product lines” involves developing effective HR systems that help the Organisation meet its goals for attracting, keeping and developing people with the skills it needs?
A. Administrative services
B. Business partner services
C. Strategic partner
D. Product quality audit
The process of grouping of similar types of works together is known as____________?
A. Job classification
B. Job design
C. Job evaluation
D. Job description
Which of the following aptly describes the role of line managers and staff advisors namely HR professionals?
A. Staff advisers focus more on developing HR programmes while line managers are more involved in the implementation of those programmes
B. Line managers are concerned more about HR programmes whereas staff advisors are more involved in implementing such programmes
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
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.
Identify the managerial function’ out of the following functions of HR managers?
A. Procurement
B. Development
C. Organizing
D. performance appraisal
The following are some of the ways that human resources can benefit through electronic systems, except:_________?
A. online recruiting can eliminate paperwork and speed up the hiring process
B. online learning can slash travel costs and make training available anytime anywhere
C. working online can reduce the resistance sometimes experienced from employees
D. online retirement planning can help employees map out their future while reducing questions and paperwork for HR
A written statement of policies and principles that guides the behaviour of all employees is called__________?
A. code of ethics
B. word of ethics
C. ethics/ dilemma
D. Training Manual
The mental process to interpret environment as’ per one’s own understanding is known as:__________?
A. Perception
B. Attitude
C. Personality
D. Ability
The sixth step of the SHRM application tool is to evaluate the plan against success criteria. During this stage it is important to note:___________?
A. the positive effects of the actions implemented
B. the negative effects of the actions implemented
C. the failures that resulted from the implementation of the plan
D. the positive & negative effect of the actions implemented
The critical role of the SHRM Application Tool is to:_____________?
A. Outline techniques, frameworks, and six steps that must be followed to effectively implement change in an organisation.
B. Develop a better strategic management process to deal with the dynamic changing environment today’s organisations face.
C. Identify and assess a narrow group of actions and plan how the organisation can overcome resistance to change.
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
HR managers are generally the___________managers?
A. Line
B. Middle
C. Staff
D. Top
The last step in the e-selection process is __________?
A. consider how the various new stakeholders and clients will use the system
B. train the employees that will be responsible for the administration of the process
C. draw-up a flow chart of the current assessment process
D. draft the desired flow process that will result from the E-selection process
Which of the following term best represents the individuals who have interests in an Organisation and are influenced by it?
A. Workforce
B. Stakeholders
C. Customers
D. Stockholders
Which of the following is not an advantage of using a private employment agency?
A. it may be faster than in-house recruiting
B. it does not require internal recruitment specialists
C. screening may not be as thorough
D. it may be better for attracting minority candidates
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures is best define by__________?
A. Job sampling
B. Reliability
C. Validity
D. Organisational culture
Moving employees from· one job to another in a predetermined way is called ____________?
A. Job rotation
B. Job re-engineering
C. Work mapping
D. Job enrichment
The Statement which best describes the function of Human Resources Planning is___________?
A. An integrated set of processes, programs and systems in an Organisation that focuses on maximizing employee contribution in order to achieve Qrganisational success
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
the organisation’s goals.
C. The formal process of familiarizing new employees with the Organisation,new job, work units and culture values, beliefs and accepted behaviour.
D. The process of effectively and efficiently managing your assets.
E-operations cover Web-based initiatives that:
A. improve the marketing of existing products
B. improve the creation of existing products
C. improve ways to address an identified set of customer needs
D. improve the selling process
__________ is the process of deciding what positions the firm will have to fill?
A. Recruitment
B. Selection
C. Personnel Planning
D. Interviewing
A number of benefits can be derived from using E-recruiting, these include:
A. it decreases the effectiveness of the recruitment process by reaching larger numbers of qualified people
B. it increases recruitment costs, it decreases and streamlines the administrative process cycle times
C. it does not al!ow the company to evaluate the success of its recruitment strategy
D. it increases the effectiveness of the recruitment process by reaching larger numbers of qualified people
The primary aim of recruitment and selection process is to___________?
A. Meet the high labour turnover
B. Hire the best individuals at optimum cost
C. Ensure the availability of surplus in the case of sickness and absence
D. Hire Excess manpower for the future
To address the challenges and opportunities they face organisations engage in a process of strategic management. Strategic management is:
A. short-term focused and composed of organisational strategy, including strategy formulation and implementation
B. short-term focused and composed of the organisation’s mission, vision and value statements
C. long-term focused and composed of organisational strategy, including strategy formulation and implementation
D. long-term focused and composed of the organisation’s mission, vision and value statements
Which of the following have/has proven to be a particularly good predictor for jobs that include cognitively complex tasks?
A. intelligence tests
B. integrity evaluations
C. work samplingD) drug tests
E. behavioral assessment
Human resource management is the formal part of an organization responsible for all of the following aspects of the management of human resources except:
A. systems, processes, and procedures
B. policy making, implementation, and enforcement
C. strategy development and analysis
D. management of the Organisation’s finances
A practice used by different companies to reduce costs by transferring portions of work to outside provider rather than completing it internally is termed as:
A. Planning
B. Decentralization
C. Restructuring
D. Outsourcing
The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is known as__________?
A. Job evaluation
B. Job design
C. Job specification
D. Job description
Which of the following is not an elements of traditional job design?
A. Formal Organisation charts
B. Clear and precise job descriptions
C. Well-defined mobility (promotion and transfer) paths
D. Employee number chart
The Scope of human resource management includes:___________?
A. Production
B. Marketing
C. Inventory management
D. Training & Development
Which of the following act represents a situation in which employment decisions are NOT affected by illegal discrimination?
A. Fair employment
B. Legal compliance
C. Litigation Process
D. Affirmative action
The first step in the e-selection process is____________?
A. consider how the various new stakeholders and clients will use the system
B. train the employees that will be responsible for the administration of the process
C. draw-up a flow chart of the current assessment process
D. draft the desired flow process that will result from the E-selection process
Motivating the employees is classified as___________?
A. Informational role
B. Interpersonal role
C. Decisional role
D. Conceptual role
The Mental Process to interpret environment as’ per one’s own understanding is known as:____________?
A. Perception
B. Personality
C. Attitude
D. Ability
Under which of the following authority, an HR manager took the decision to provide training to its employees regarding the operations of newly installed machine?
A. Staff
B. Functional
C. Line
D. Implied


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