QP - UIM Alappuha - Strategic - 9 5 20-1

UIM, ALAPPUZHA
S4 MBA - ONLINE TEST PAPER
STRATEGIC HUMAN RESOURCE MANAGEMENT
Time: 20 minutes Max. Marks: 25
Answer all questions. Each question carries 1 mark

Choose the correct answer
1. Strategic human resource management is normally…………….. in nature.
a. Proactive
b. Reactive
c. Combative
d. None of the above
2. The balanced score card proposes that organisational success depends on:
a. a focus on only the internal environment of the organization.
b. a constantly changing external environment.
c. the belief that it is impossible to take a rationalist view of the organisation to make
optimal choices.
d. an ability to develop a complete list of cause and effect relationships driving a firm's
success.
3. In strategic human resource management, HR strategies are generally aligned with:
a. Business strategy
b. Marketing strategy
c. Finance strategy
d. Economic strategy
4. Which of the following is closely associated with strategic human resource management?
a. Efficient utilisation of human resources
b. Attracting the best human resources
c. Providing the best possible training
d. All of the above
5. Treating employees as precious human resources is the basis of the ………… approach.
a. Hard HRM
b. Soft HRM
c. Medium HRM
d. None of the above
6. Strategic human resource management aims to achieve competitive advantage in the market
through
a. Price
b. Product
c. People
d. Process
7. Which activities are not associated with work force planning?
a. Forward planning and reviewing the internal and external labour supply
b. Assessing capability of work force to develop any requisite skills
c. Time-keeping
d. Identifying areas where recruitment will be needed
8. Which is the most popular modern method of recruiting applicants to jobs?
a. Radio and TV advertisement
b. Corporate website
c. Employee referral schemes
d. Employment exchange
9. Which of the following is not a recruitment technique?
a. Interviews
b. Performance appraisal
c. Psychometric testing
d. Aptitude tests
10. Benefits of Talent Management include:
a. A reduction in the recruitment cycle
b. Creating a competitive advantage
c. Improved client relations and retention
d. (b) and(c)
11. Strategic Human Resource Management (SHRM) links human resources with other
functional areas of the organization. But for a variety of reasons, many organizations are not
adopting SHRM. Which of the following is not a barrier to SHRM?
a. Lack of technical knowledge
b. Lack of strategic perspective
c. Difficulty in quantifying
d. Focus on long-term performance
12. PEST analysis is concerned with the analysis of
a. Practices, Employees, Strategy and Time
b. Programs, Employees, Structure and Training
c. Policies, Expectations, Strategy and Tacit knowledge
d. Political, Economic, Social and Technological
13. Which of the following is a technique used for forecasting human resources as well as other
resources, enables organizations to identify forces that can manipulate their future and
develop strategies to create a ‘ready to face change’ mindset?
a. Operational planning
b. Succession planning
c. Scenario planning
d. Tactical planning.
14. Which of the following is a long-term educational process that utilizes a systematic and
organized procedure to enable the personnel to enhance conceptual and theoretical
knowledge?
a. Training process
b. Development process
c. Performance management process
d. Diversity process
15. Career management has been given more importance in recent times. Which of the
following is/are factor (s) that has forced organizations and individuals to rethink their
careers?
I. Increased competition.
II. Structural changes.
III. Increased job security.
a. Only (I)above
b. Only (III)above
c. Both (I) and (II) above
d. Both (I) and (III) above
16. Which of the following terms refer to the process of making people redundant at all
hierarchical levels?
a. Downsizing
b. Restructuring
c. Outsourcing
d. Turnover
17. Career management is important to both individuals and organizations. Which of the
following is not a type of corporate career management?
a. Self assessment
b. Succession planning
c. Career planning
d. Strategic planning
18. Michael Porter has proposed five factors that shape the business and determine the structural
competitiveness of any industry. Which of the following is not a factor proposed by
Michael Porter?
a. Intensity of rivalry
b. Barriers to entry
c. Bargaining power of competitors
d. Bargaining power of buyers
19. KPA stands for –
a. Key Performance Achievement
b. Key Performance Application
c. Key Performance Approaches
d. Key Performance Areas
20. …………….. is someone who works in a position for a short term after another, than
staying at any job or organization long term
a. Change agent
b. Strategist
c. Job hopper
d. Specialist
21. …………….. is a simple way of identify the competencies required to perform a given job.
a. Performance appraisal
b. Potential appraised
c. Self appraised
d. Competency mapping
22. …………….. can be defined as initiatives that were created by the employer to keep critical
talents or employees for the maximum period of time.
a. Talent Acquisition
b. Success Planning
c. Employee Retention
d. Career Planning
23. …………… is the exploitation of ubiquitous hand held technologies, together with wireless
and mobile phone networks, to facilitate, support, enhance and extend the reach of teaching
and learning
a. Distant learning
b. Relearning
c. Quick learning
d. M-learning
24. What is the report card of HR effectiveness of a specific person called ………..
a. Efficiency Report
b. Effectiveness Report
c. HR Audit Report
d. HR Score Card
25. ………………… involves the contracting out of some of the organisation’s non-core work
activities to outside specialists who can do the job more effectively at less cost
a. Consulting
b. Out sourcing
c. Down sizing
d. Mentoring
e. Consulting
26. The process of identifying and preparing suitable candidates for the key positions in an
organization is known as…………………
a. Talent acquisition
b. Potential appraisal
c. Succession planning
d. Career planning
27. ………………… refers to the process where an experienced person serves as a role model,
tutor, coach and provides guidance and support in a variety of ways to the new employees in
an organization.
a. Counseling
b. Coaching
c. Mentoring
d. Training
28. ………………… is a comprehensive evaluation of the HR strategies, practices and skills
and systems in the context of the business goals of the organization.
a. Benchmarking
b. Performance appraisal
c. HR Audit
d. Strategy evaluation
29. ………………… proposes that if an organization seeks to maximize its competitive
advantage it must match its internal resources and competencies with the opportunities
available in the external environment.
a. Strategic advantage
b. Core competence
c. Strategic alliance
d. Strategic fit
30. ………………… created new challenges for HRM in the modern VUCA world
(i) Economic Liberalisation and Globalisation.
(ii) Technological changes
(iii) Growing employee expectations
(iv) Workforce diversity
a. Both (i) and (ii) above
b. Both (i) and (iii) above
c. (i) (ii) and (iii) above
d. All- (i), (ii), (iii) and (iv) above

QP - UIM Alappuha - Strategic - 9 5 20-1

Uploaded by

Copyright:

Available Formats

QP - UIM Alappuha - Strategic - 9 5 20-1

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

QP - UIM Alappuha - Strategic - 9 5 20-1

Uploaded by

Copyright:

Available Formats

UIM, ALAPPUZHA

S4 MBA - ONLINE TEST PAPER

STRATEGIC HUMAN RESOURCE MANAGEMENT

Time: 20 minutes Max. Marks: 25

Answer all questions. Each question carries 1 mark

You might also like