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    HRM MCQs

    Uploaded by

    Saad Ahsan
    The document contains 15 multiple choice questions about human resource management. It covers topics such as the key components of business process reengineering, job performance, recruitment, sources of industrial disputes, career planning, retrenchment policies, performance development plans, types of recruitment processes, objectives of inspection, factors affecting wages, job evaluation programs, concepts of job performance, compensation for workers during closure, aligning business strategy with HR practices, managerial skills, factors of 360 degree feedback, effects of reengineering on job profiles, continuous recruitment processes, principles of union elections, factors affecting wages, composition of consumer councils, options for surplus planning, methods of performance appraisal, factors considered in work planning, definition of benchmarking, definition of job descriptions

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    HRM MCQs

    Uploaded by

    Saad Ahsan
    5K views10 pages
    The document contains 15 multiple choice questions about human resource management. It covers topics such as the key components of business process reengineering, job performance, recruitment, sources of industrial disputes, career planning, retrenchment policies, performance development plans, types of recruitment processes, objectives of inspection, factors affecting wages, job evaluation programs, concepts of job performance, compensation for workers during closure, aligning business strategy with HR practices, managerial skills, factors of 360 degree feedback, effects of reengineering on job profiles, continuous recruitment processes, principles of union elections, factors affecting wages, composition of consumer councils, options for surplus planning, methods of performance appraisal, factors considered in work planning, definition of benchmarking, definition of job descriptions

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    HRM MCQs

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    The document contains 15 multiple choice questions about human resource management. It covers topics such as the key components of business process reengineering, job performance, recruitment, sources of industrial disputes, career planning, retrenchment policies, performance development plans, types of recruitment processes, objectives of inspection, factors affecting wages, job evaluation programs, concepts of job performance, compensation for workers during closure, aligning business strategy with HR practices, managerial skills, factors of 360 degree feedback, effects of reengineering on job profiles, continuous recruitment processes, principles of union elections, factors affecting wages, composition of consumer councils, options for surplus planning, methods of performance appraisal, factors considered in work planning, definition of benchmarking, definition of job descriptions

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    5K views10 pages

    HRM MCQs

    Uploaded by

    Saad Ahsan
    The document contains 15 multiple choice questions about human resource management. It covers topics such as the key components of business process reengineering, job performance, recruitment, sources of industrial disputes, career planning, retrenchment policies, performance development plans, types of recruitment processes, objectives of inspection, factors affecting wages, job evaluation programs, concepts of job performance, compensation for workers during closure, aligning business strategy with HR practices, managerial skills, factors of 360 degree feedback, effects of reengineering on job profiles, continuous recruitment processes, principles of union elections, factors affecting wages, composition of consumer councils, options for surplus planning, methods of performance appraisal, factors considered in work planning, definition of benchmarking, definition of job descriptions

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    Multiple Choice Questions (MCQ) with

    Answers on Human Resource Management


    (HRM)
    1-The following is (are) the key components of a business process Re-engineering programme?
    a. Product development
    b. Service delivery
    c. Customer satisfaction
    d. All of the above
    (Ans:d)

    2-The actual achievements compared with the objectives of the job is


    a. Job performance
    b. Job evaluation
    c. Job description
    d. None of the above
    (Ans:a)

    3-The following is (are) concerned with developing a pool of candidates in line with the human resources plan
    a. Development
    b. Training
    c. Recruitment
    d. All of the above
    (Ans:c)

    4-Majority of the disputes in industries is (are) related to the problem of


    a. Wages
    b. Salaries
    c. Benefits
    d. All of the above
    (Ans:d)

    5-In an organisation initiating career planning, the career path model would essentially form the basis for
    a. Placement
    b. Transfer
    c. Rotation
    d. All of the above
    (Ans:d)

    6-Section ________ of the Industrial Disputes Act 1947, states that an employer should only retrench
    employees who have been most recently hired
    a. 24-F
    b. 24-G
    c. 25-F
    d. 25-G
    (Ans:d)

    7-Performance development plan is set for the employee by his immediate boss.
    a. Employer
    b. Department Head
    c. Immediate boss
    d. Any of the above
    (Ans:c)

    8-The following type of recruitment process is said to be a costly affair.


    a. Internal recruitment
    b. External recruitment
    c. Cost remains same for both types
    (Ans:b)

    9-The following is (are) the objective(s) of inspection.


    a. Quality product
    b. Defect free products
    c. Customer satisfaction
    d. All of the above
    (Ans:d)

    10-Large recruitment ____ problematic and vice-versa


    a. Less
    b. More
    c. Any of the above
    (Ans:a)

    11-The ________ programme once installed must be continued on a permanent basis.


    a. Job evaluation
    b. Training & Development
    c. Recruitment
    d. All of the above
    (Ans:a)
    12-The following person has suggested the new concept which takes into account various key factors that will
    tell the overall performance of a job.
    a. Elliot Jecques
    b. Fred Luthas
    c. Juran
    d. None of the above
    (Ans:a)
    13-For closure, every worker is to be compensated with ________ average pay for every year of service
    completed
    a. 15 days
    b. 20 days
    c. 25 days
    d. 30 days
    (Ans:a)

    14-The three important components in aligning business strategy with HR practice:


    a. Business Strategy, Human Resource Practices, Organizational Capabilities
    b. Marketing Strategy, Human Resource Practices, Organizational Capabilities
    c. Business Strategy, Human Resource Practices, Organizational structure
    d. Marketing Strategy, Human Resource Practices, Organizational structure
    (Ans:a)

    15-The basic managerial skill(s) is(are)


    a. To supervise
    b. To stimulate
    c. To motivate
    d. All of the above
    (Ans:d)

    1-The whole process of conducting a 360 – Degree Feedback process in any Organisation could last about
    ________.
    a. 1.5 to 3 months
    b. 3 to 6 months
    c. 6 to 9 months
    d. 9 to 12 months
    (Ans:a)

    2-In a re-engineering programme, when a process changes so does the ________ of the concerned employee.
    a. Designation
    b. Job profile
    c. Qualification
    d. Job experience
    (Ans:b)

    3-The process which is continuous and stops only when the organisation ceases to exist
    a. Training
    b. Job evaluation
    c. Hiring
    d. All of the above
    (Ans:c)
    4-Union leaders at different levels & at federations are elected on ________
    a. democratic principle
    b. political considerations
    c. employer’s recommendation
    d. seniority basis
    (Ans:a)

    5-The following factor would be relatively low if supply of labour is higher than demand.
    a. production
    b. labour cost
    c. wage
    d. all of the above
    (Ans:c)

    6-The nation wide consumer councils formed by the Government comprise of representatives of
    a. Cost account and consumer
    b. Various ministries
    c. Manufactures of commerce
    d. All of the above
    (Ans:d)

    7-The following is (are) the option(s) while planning for surplus


    a. Reassign the jobs
    b. Redesign the jobs
    c. Reduce work hours
    d. All of the above
    (Ans:d)

    8-The following system is simple, less expensive and less time consuming.

    a. Paired comparison
    b. Confidential report system
    c. Ranking
    d. Checklist method
    (Ans:c)

    9-The following are the factors which come under ‘ Work planning’ that is component systems of HRD
    a. Contextual analysis
    b. Role analysis
    c. Performance appraisal
    d. All of the above
    (Ans:d)
    10-______ is the simple act of comparison & learning for organisational improvement

    a. Benchmarking
    b. Feedback
    c. Ranking
    d. Job evaluation
    (Ans:a)

    11-_______ can be defined as a written record of the duties, responsibilities and conditions of job.
    a. Job description
    b. Job specification
    c. Job profile
    d. None of the above
    (Ans:a)

    12-The three types of forecasts are


    a. Economic, employee market, company’s sales expansion
    b. Long, Short, Medium
    c. Production, economic, company’s sales expansion
    d. Production, labor, economic
    (Ans:a)

    13-Under point method, factor(s) generally considered are


    a. Skill, effort, Accountability
    b. Skill, job enrichment, accountability
    c. Wage, job enrichment, accountability
    d. Wage effort, accountability
    (Ans:a)

    14-HRD process variable include


    a. Role clarity
    b. Work planning
    c. Better communication
    d. All of the above
    (Ans:d)

    15-The following is (are) included in salary survey.


    a. Average salary
    b. Inflation indicators
    c. Salary budget averages
    d. All of the above
    (Ans:d)
    During the lay off period, the employer has to pay ____ of the basic wages.
    a. One fourth
    b. Half
    c. Three fourth
    d. One third
    (Ans:b)

    2-__________ involves a one to one discussion between the participant and administrator.
    a. Counselling
    b. Training
    c. Motivation
    d. All of the above
    (Ans:a)

    3-______ appraisal done separately will provide feedback on the potential of these managers.
    a. Potential
    b. Managerial
    c. General
    d. Administrative
    (Ans:a)

    4-Point system and factor comparison methods are placed under such category
    a. Non-quantitative job evaluation
    b. Quantitative job evaluation
    c. Any of the above
    (Ans:b)

    5-________ system stresses on discipline and there is simplicity in the form.


    a. Merit rating
    b. Point rating
    c. Both ‘a’ and ‘b’
    (Ans:a)

    6-Stephen Knauf defined HRA as “the measurement & ________ of Human organisational inputs such as
    recruitment, training experience & commitment
    a. Qualification
    b. Accounting
    c. Development
    d. None of the above
    (Ans:a)

    7-A key HR role in the firm will be multidisciplinary consulting around


    a. Individual
    b. Team
    c. Business unit
    d. All of the above
    (Ans:d)

    8-Under ______ method, common factors to all the jobs are identified.

    a. Point
    b. Merit
    c. Factor comparison
    d. Ranking
    (Ans:a)

    The following are the key factors of the new economic policy.
    a. Privatization
    b. Market friendly state
    c. Liberalisation
    d. All of the above
    (Ans:d)

    10-During which of the following stage, the firm plans the proposed changes into practice.
    a. Clarification
    b. Monitoring
    c. Assessment
    d. Design
    (Ans:d)

    11-During which of the following stage, the firm identifies and confirms the overall business direction
    a. Clarification
    b. Monitoring
    c. Assessment
    d. Design
    (Ans:a)

    12-The ________ role is to ensure the deserving managers should get appropriate opportunities for job
    Rotation.
    a. Reviewer
    b. Assessor
    c. Administrator
    d. Employer
    (Ans:a)

    13-The process of the feedback is made up of __ phases.


    a. 4
    b. 5
    c. 6
    d. 7
    (Ans:b)

    14-The three phases of recruitment process are


    a. Planning, Implementing, Evaluating
    b. Planning, Implementing, Screening
    c. Planning, Implementing, Enrichment
    d. Planning, Screening, Evaluating
    (Ans:a)

    15- The role of the organisation in career planning is to introduce & strengthen systems to ensure ________ of
    employees
    a. Career progression
    b. Self development
    c. Economical Development
    d. Skill enhancement
    (Ans:a)

    Under training and development plan, the form is to be prepared in ________ form.
    a. Duplicate
    b. Structured
    c. Detailed
    d. None of the above
    (Ans: a)

    2-The process of analyzing jobs from which job descriptions are developed are called________.
    a. Job analysis
    b. Job evaluation
    c. Job enrichment
    d. Job enlargement
    (Ans: a)

    3-Match the following


    Question Correct option

    1. The firm identifies and confirms the overall business


    A. The monitoring stage direction.

    2. Investment on the human capital and the value placed by


    B. The clarification stage employees on this investment.

    C. The assessment
    stage 3. The firm checks the new system against strategy.
    D. The design stage 4. The firm plans the proposed changes into practice.
    The correct order is
    a. A-3, B-1, C-2, D-4
    b. A-3, B-1, C-4, D-2
    c. A-1, B-3, C-2, D-4
    d. A-3, B-2, C-1, D-4
    (Ans: a)

    4-When effort to earn additional income through a second job does not bear fruit, such type of efforts & the
    consequent results may be called as

    a. Red moon lighting


    b. Blue moon lighting
    c. Yellow moon lighting
    d. Silver moon lighting
    (Ans: b)

    5-Which pay is one of the most crucial pay given to the employee & also shown in the pay structure?
    a. Performance
    b. Strategic
    c. Bonus
    d. Commission
    (Ans: a)

    6-Which of the following is (are) the HRD score card?

    a. HRD systems maturity score


    b. Competency score
    c. HRD competencies systems maturity score
    d. All of the above
    (Ans: d)

    7-360 -Degree Feedback enhances the quality of ________ decisions.


    a. HR
    b. Management
    c. HRD
    d. All of the above
    (Ans: d)

    In the Grid Seminars, stress is laid on _______.


    a. Teaching
    b. Professionalism
    c. Training & Development
    d. All of the above
    (Ans: a)

    9-The three performance counseling phases are


    a. Rapport building, Exploration, Action planning
    b. Support building, Exploration, Action planning
    c. Rapport building, Explanation, Action planning
    d. Rapport building, Exploration, Accurate planning
    (Ans: a)

    10-What is that describes the duties of the job, authority relationship, skills requirement, conditions of work
    etc.
    a. Job analysis
    b. Job enlargement
    c. Job enrichment
    d. Job evaluation
    (Ans: a)

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