HUMAN RESOURCE MANAGEMENT

MCQs
UNIT 1
1. HRM aims to maximize employees’ as well as organizations’
A. Effectiveness
B. Economy
C. Efficiency
D. Performativity

2. The difference between HRM and Personnel Management is: -

A. Insignificant
B. Marginal
C. Narrow
D. Wide

3. Who takes an active role on HRM?

A. CEOs
B. Employees
C. HR Staff
D. Senior Manager

4. 1970s represent the evolution of new discipline under the name of .

A. Personnel management
B. HRM
C. Industrial sociology
D. Organizational sociology

5. HRM function does not involve: -

A. Recruitment
B. Selection
C. Cost Control
D. Training
6. A statement about the values of employees to the firm that in turn shapes HR policy
contents is called: -
A. HR programs
B. HR strategy
C. HR philosophy
D. HR function

7. Which one is the first step in any human resource program?

A. Selection
B. Planning
C. Training
D. Appraising

8. The approach is based on the belief that employees have certain inalienable rights
as human beings and it’s the duty of the employer to protect these rights.
A. Paternalistic
B. Behavioral
C. Humanitarian
D. None of the above

9. employees make companies more competitive.

A. Motivated
B. Empowered
C. Qualified
D. Skilled

10. Which of the following is/are the development function of HRM? -

A. Training and Executive Development
B. Career Planning & Development
C. Performance and Potential Appraisal
D. All of the above

11. is any process that provides greater authority the sharing of relevant information
and the provision of control over factors affecting job performance.
A. Collective Bargaining
 B. Empowerment
C. Participation
D. None of the above

12. Which of the following Procurement function of HRM?

A. Job analysis
B. HRP
C. Placement
D. All of the above

13. Several ways in which HR activities can be done or practiced may be termed as: -
A. HR Practices
B. HR Planning
C. HR Department
D. HR Roles

14. Employees given authority to make decisions and take actions become
A. Satisfied
B. Empowered
C. Managers
D. Committed

15. HR managers are generally the managers:

A. Line
B. Middle
C. Staff
D. Top
 Key for Unit 1
1 A 9 B

2 A 10 D

3 B 11 B

4 B 12 D

5 C 13 A

6 C 14 B

7 B 15 C

8 C

UNIT 2
1. How often HR planning process is implemented within an organization?
A. Continuously
B. Annually
C. Bi-annually
D. Quarterly

2. Which activities are not associated with human resource planning?

A. Forward planning
B. Scenario planning
C. Time keeping
D. Succession planning

3. Job Analysis process is: -

A. Mostly informal
B. Specialized
C. Highly formal
D. Mostly technical

4. Why is job analysis so infused with organizational politics? Is it:

A. The process which could lead to contraction of employees in a department and
therefore diminishing its power base.
B. A result of interdepartmental rivalry.
C. Because it is not an objective activity.
D. The process through which companies try to shed labour.

5. Reasonable balance between demand and supply of labor is necessary in: -

 A. Manpower planning
B. Job Description
C. Recruitment
D. Job Analysis

6. Which of the following is not involved in manpower planning?

A. Analysis of requirements
B. Intuitive judgement
C. Forecast
D. Course of action

7. Forecast requirements, besides demand, essentially take into account

A. Processes
B. Consumers
C. Supply of labor
D. Products

8. Statement describing the values, objectives and goal of HR department is called

A. HR vision
B. HR strategy
C. HR mission
D. HR design

9. Method of data collection to back up a forecast of personnel needs

A. Intrusion Prevention System (IPS)
B. intrusion detection prevention system (IDPS)
C. Patent Electronic System Verification (PAIR)
D. Human Resource Information System (HRIS)

10. is the application form to be filled by the candidate when he goes for
recruitment process in the organisation.
A. Job application
B. Formal application
C. Application blank
D. None of the above
11. is a selection test which judges the emotional ability which will help
to judge work in group
A. Personality test
B. Intelligence Test
C. Mental Ability Test
 D. None of the above

12. That which adds more of the same type of duties requiring same skills is: -
A. Job progression
B. Job enrichment
C. Job enlargement
D. Job relatedness

13. Intelligence and memory of a person constitute characteristics: -

A. Psychological
B. Physical
C. Mental
D. Personal

14. The use of process criteria in job selection means that the individual is being assessed on
.
A. The number of tasks they can process simultaneously.
B. A methodological approach to task completion.
C. How many tasks can be processed in a set amount of time.
D. The right way to complete a task successfully.

15. Which of the following is a stated outcome of 'Job Analysis'?

A. Job description
B. Job spécification
C. Job évaluation
D. All of the given options

Key for Unit 2

1 A 9 D
2 C 10 C
3 C 11 A
4 A 12 C
5 A 13 C
6 B 14 D
7 C 15 D
 8 C
UNIT 3
1. Which of the following comprise the compensation function of HRM?
A. Job evaluation
B. Wage and salary Administration
C. Bonus
D. All of the above

2. may be defined as sequence of separate, but related work activities providing for
continuity, order and meaning in a person’s life.
A. Occupation
B. Job
C. Career
D. Task

3. Career planning involves determination of path of movement of an individual over-time

A. Lateral
B. Upward
C. Downward
D. Stationary

4. Job Evaluation helps in assessing

A. Number of employees to be hired
B. Relative value of various jobs
C. Performance
D. Safety

5. Which of the following is a Quantitative method of Job Evaluation?

A. Job Comparison
B. Job Classification
C. Factor Comparison
D. None of the above

6. Which of the following is not a method of on-the-job training?

A. Supervision
B. Job instruction
C. Role play
 D. Job rotation

7. Intrinsic Rewards exclude:

A. Stock Options
B. Participation in decision making
C. More Responsibility
D. Interesting work

8. Attracting, motivating and retaining are the functions of:

A. Training
B. Performance Appraisal
C. T&D
D. Compensation

9. Remuneration includes:
A. Gifts
B. Transfers
C. Training
D. Bonus

10. Which of the following is an OJT method?

A. Apprenticeship training
B. Vestibule training
C. Committee assignments
D. Classroom training

11. The programme once installed must be continued on a long-term basis.

A. Job evaluation
B. Training & Development
C. Recruitment
D. All of the above

12. 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
13. Compensation is a systematic approach to providing monetary value to employees in
exchange for
A. Skills
B. Knowledge
C. Work performed
D. damages held

14. Performance development plan is set for the employee by:

A. Employer
B. Department Head
C. Immediate boss
D. Any of the above

15. The purpose of Job Evaluation is to determine

A. Worth of a job in relation to other jobs
B. Time duration of a job
C. Expenses incurred to make a job
D. None of the above

Key for Unit 3

1 D 9 D
2 C 10 C
3 B 11 A
4 B 12 C
5 C 13 C
6 C 14 C
7 A 15 A
8 D
UNIT 4

1. is an entire exercise done under the trainer who observes the employee
behavior and then discusses it with the rater who finally evaluates the employee’s
performance.
A. Comparison method
B. BARS
C. Assessment Center
D. 360 degrees

2. method is used to have a detailed evaluation of an employee from

all the perspectives.
A. BARS
B. Assessment Center
C. MBO
D. 360-degree Performance Appraisal

3. Which of the following is not a Performance Appraisal Biases?

A. Halo effect
B. Central Tendency
C. Personal Biases
D. Wrong survey

4. “If a worker has few absences, his supervisor might give him a high rating in all other
areas of work” this is an example of bias in Performance Appraisal:

A. Halo effect
B. Central Tendency
C. Personal Biases
D. Stereo Typing

5. “He is not formally dressed up in the office. He may be casual at work too!”. This is
an example of bias in Performance Appraisal
A. Halo effect
B. Central Tendency
C. Horn effect
D. Stereo Typing

6. First Impression in a performance appraisal bias denotes

A. Halo effect
B. Primacy effect
C. Horn effect
D. Stereo Typing

7. “A professor, with a view to play it safe, might give a class grade near the equal to B,
regardless of the differences in individual performances”. This is an example of
bias in Performance Appraisal
(A) Halo effect
(B) Central Tendency
(C) Horn effect
(D) Stereo Typing

8. “The person who was a good performer in distant past is assured to be okay at
present also”. This is an example of bias in Performance Appraisal
A. Halo effect
B. Central Tendency
C. Horn effect
D. Spillover effect

9. evaluates whether human resource programs being

implemented in the organization have been effective.
A. Performance appraisal
B. Feedback
C. Survey
D. Exit interviews

10. The actual performance of an individual is measured in terms of its

A. Input and output
B. Efficiency and effectiveness
C. Returns to the organisation
D. Business earned by him

11. This step of performance appraisal process finds out reasons of the deviation occurred
in actual performance
A. Fixing standards
B. Measuring actual performance
C. Communication of standards
D. Discuss Appraisal with The Employee

12. The corrective actions in Performance include

A. Correct Deviations
B. Change Standards
C. Neither a nor b
D. Both a & b

13. Administrative use of performance appraisal does not include

A. Feedback to employees’
B. supervision
C. Training
D. Transfer

14. The rater is forced to answer the ready-made statements as given in the blocks of two
or more, about the employees in terms of true or false. This method of performance
appraisal is known as:
A. Forced distribution
B. Rating scale
C. Forced choice
D. Checklist

15. Industrial relations cover the following area(s)

A. Collective bargaining
B. Labour legislation
C. Industrial relations training
D. All of the above

Key for Unit 4:

1 C 9 A
2 D 10 B
3 D 11 D
4 A 12 D
5 C 13 A
6 B 14 C
7 B 15 D
8 D