NAME: Dr.

SHAHNAZ PARVEEN

DEPARTMENT: MANAGEMENT

COLLEGE: UMESCHANDRA COLLEGE, SALT LAKE CAMPUS

SUBJECT: HUMAN RESOURCE MANAGEMENT

SEMESTER: II (I YEAR)

UNIT: 1 INTRODUCTION
HUMAN RESOURCE MANAGEMENT
(MCQ)

Que:1 Human resource management emphasis-

a. Development of people
b. Punishment of people
c. Adoption of people
d. None of these

Ans: a

Que:2 Human resource management is amalgam of-

a. Job analysis, recruitment and selection

b. Social behaviour and business ethics
c. Organisational behaviour, , personal management and industrial relation
d. Employer and employees

Ans: c

Que:3 Planning, organizing and controlling of procurement, development,

compensation, integration of human resources to the end that objectives of
individual, organisation and society are achieved given by-

a. Storey
b. Flippo
 c. Vetter
d. F.W. Taylor

Ans: b

Que:4 Operative functions of HRM includes-

a. Procurement, development, compensation & motivation

b. Maintenance
c. Integration and emerging trends
d. All of these

Ans: d

Que:5 Basic managerial functions of HRM are-

a. Planning, organising, staffing

b. Planning, organising and co-ordinating
c. Planning, organising, directing and controlling
d. None of these

Ans: c

Que: 6 Which of the following statement is/are correct?

a. HRM is a strategic management functions

b. Under HRM employee is treated as resource
c. HRM is the management of skills, talent and abilities
d. HRM lacks the organisation to achieve its goals

Ans: b

Que:7 Following are the characteristics of HRM except-

a. Pervasive function
b. Interdisciplinary function
c. Integrating mechanism
d. Job oriented

Ans: d

Que: 8 Challenges faced by Human resource management includes-

a. Technological changes, workforce diversity, globalisation

 b. Productivity, career planning
c. Compensation management
d. Downsizing and voluntary retirement scheme

Ans: a

Que: 9 The process of familiarizing the new employees to the organisation rules
and regulations is known as-

a. Placement
b. Induction
c. Recruitment
d. Selection

Ans: b

Que: 10 Human resource management means-

a. A method which an organisation collects, maintains and reports

information on people and jobs
b. The process of integrating the employees’ needs and aspirations with
organizational needs
c. The process of bringing people and organisation together so that the goals
of each are achieved
d. The efforts to make life worth living for workers

Ans: c

UNIT- IV TRAINING AND DEVELOPMENT

(MCQ)
Que: 1 Training process is-

a. Short term

b. Medium term

c. Long term

d. None of these
Ans: a

Que: 2 OJT stands for-

a. On the job training

b. On the job technique

c. On the job technology

d. Off the job training

Ans: a

Que:3 On the job training includes-

a. Coaching

b. Conference

c. Understudy

d. All of these

Ans: d

Que: 4 In ------ training, a training centre is set-up and actual job conditions are
duplicated or simulated in it-

a. Classroom

b. Apprenticeship

c. Internship

d. Vestibule

Ans: d

Que:5 ----- is the process of imparting or increasing knowledge or skill of an

employee to do a particular job.

a. Training

b. Development

c. Motivation
 d. Leadership

Ans: a

Que: 6 Methods of training and development are-

a. Off the job

b. On the job

c. Both (a) and (b)

d. None of these

Ans: c

Que:7 ---- is a device or situation that replicates job demands at on the job site.

a. Brainstorming

b. Simulation

c. Artificial intelligence

d. Transactional analysis

Ans: b

Que: 8 Management development –

a. Is a short term in nature

b. Focuses on employees’ current job

c. Is an informal activity

d. Aims at overall development of a manager

Ans: d

Que:9 Off the job training method includes:

a. Vestibule training

b. Syndicate

c. Sensitivity training
 d. All of these

Ans: d

Que: 10 Simulation technique of off the job method includes:

a. Role playing

b. In-basket exercise

c. Case study

d. Management game

e. All of these

Ans: e

UNIT- V JOB EVALUATION AND PERFORMANCE

APPRAISAL
(MCQ)
Que:1 Relative worth of a job is known by-

a. Job design

b. Job analysis

c. Job evaluation

d. Job change

Ans: c

Que: 2 Methods of job evaluation are-

a. Qualitative method

b. Quantitative method

c. Both (a) and (b)

d. None of these
Ans: c

Que: 3 Quantitative job evaluation method are-

a. Ranking method

b. Point rating method

c. Factor comparison method

d. Both (b) and (c)

Ans: d

Que: 4 Qualitative job evaluation method are-

a. Ranking

b. Grading

c. Point Rating

d. Both (a) and (b)

Ans: (d)

Que: 5 Process of studying and collecting information about a job is known as-

a. HRP

b. Job design

c. Job analysis

d. Job evaluation

Ans: (c)

Que: 6 Jobs analysis results in-

a. Job description
 b. Job specification

c. Job evaluation

d. All of (a), (b) and (c)

Ans: (d)

Que: 7 Job description is a statement containing items like-

a. Job title, location and duties

b. Machines, tools and equipment

c. Materials, working conditions and hazards.

d. All of these.

Ans: (d)

Que: 8 …………..is a factual statement of tasks & duties involved in a job.

a. Job description

b. Job specification

c. Job Analysis

d. Job evaluation

Ans: (a)

Que: 9 Job Specification is a statement of-

a. Min qualification required for o job

b. Technical job requirement

c. Machines to be used

d. None of these

Ans. (a)

Que:10 Job analysis is helpful in-

a. HRP, recruitment and selection

 b. Training and development

c. Job evaluation and performance appraisal

d. All of these

Ans: d

Que: 11 ------ arranges the job in numerical order from highest rank to lowest
rank on the basis of duties and responsibilities.

a. Ranking method

b. Grading method

c. Point rating method

d. Factor comparison method

Ans: a

Que: 12 ----- a predetermined groups or classes are established and jobs are
assigned to each classification:

a. Ranking method

b. Grading method

c. Point rating method

d. Factor comparison method

Ans: b

Que: 13 ----- the more compensable factor a job possess the more points are
assigned to it:

a. Ranking method

b. Grading method

c. Point rating method

d. Factor comparison

Ans: c
Que:14 ------ few key jobs are selected and compared in terms of common
factors:

a. Factor comparison method

b. Ranking method

c. Grading method

d. Point rating method

Ans: a

Que: 15 ------- is the systematic, periodic and impartial rating of an employee

excellence in matters pertaining to his present job and his potential for a better
job.

a. Performance appraisal

b. Compensation and motivation

c. Training and Development

d. Performance indicator

Ans: a

Que: 16 Traditional method of performance appraisal includes-

a. Confidential reports

b. Paired comparison method

c. Free form or easy method

d. All of these

Ans: d

Que: 17 Modern method of performance appraisal are:

a. Assessment centre method

b. Management by objectives

c. BARS ( Behaviourally anchored rating scale)

 d. All of these

Ans: d

Que: 18 ------- is a performance appraisal technique in which appraisers rate

critical employee behaviour.

a. MBO

b. BARS

c. BOS

d. BOSS

Ans: b

Que: 19 ------ is a performance appraisal technique that involves agreement

between employee and manager on goals to be achieved in a given period.

a. Rating scales

b. BARS

c. BOS

d. MBO

Ans: d

Que: 20 The combination of peer, superior, subordinate and self-review

appraisal is known as-

a. 360° appraisal

b. Human resource accounting system

c. All round review

d. Feed forward

Ans: a
NOTES:

Name of the books for references:

1. Marketing management and Human resource management by TEE DEE

Publication

2. Marketing management and Human resource management by Oxford

Publication

3. Marketing management and Human resource management by Academic

Publication
 UNIVERSITY OF CALICUT
SCHOOL OF DISTANCE EDUCATION
(2019 Admn. onwards)

V Semester
B B A – BBA5B07 HUMAN RESOURCES MANAGEMENT
QUESTION BANK & ANSWER KEY
Choose the correct Answer from the bracket.
1. The focus of Human Resource Management revolves around
A. Machine C. Money
B. Motivation D.Men
2. Quality- oriented organization primary concern centers around
A. Coordination C. Human Resources
B. Communication D. Discipline
3. HRM is associated with the management of
A. General people. C. Organizational people
B. Financial resources D. Community members.
4. Effective HRM leads to:
A. Organizational success C. Organizational complexity
B. Organizational failure. D. Organizational inefficiency
5. Organizational goals should be
A. Achievable. C. Random
B. Ambiguous. D. Vague.
6. Customers of an organization fall under which of the following category?
A. Shareholders. C. Partners.
B. . Staff. D. Stakeholders.
7. Cost of human resources refers to;
A. Company profits. C. Salary packages.
B. . Employee shares D. Earned revenues
8. To anticipate the human resource needs of the organization based on some previous data or
managerial judgment is known as;
A. Demand forecasting C. Financial forecasting
B. Supplies forecasting. D. Sales forecasting
9. is commonly used by IT companies to assign their costly activities to
outside providers for the purpose of cost saving as well as using of HR expertise in other
companies.
A. Planning. C. Restructuring
B. Decentralization. D. Outsourcing
.10 . A system used to acquire, store, manipulate, analyze, retrieve, and distributed information
related to the company's human resources is called a(n)
A. HRIS. C. IRS
B. Progressive discipline system. D. Contingent workforce system.
11. Which of these is a major dimension of HRM practices contributing to company
competitiveness?
A. Compensating human resources. C. Managing the human resource
B. Acquiring and preparing human environment.
resources D. All of the given options
12. In which of these steps, the HR manager attempts to ascertain the supply of and demand
for various types of human resources?
A. Forecasting. C. Evaluation
B. Program implementation D. Goal setting
13. Which of these is defined as any practice or activity carried on by the organization with the
primary purpose of identifying and attracting potential employees?
A. A leading indicator analysis C. Personnel policies.
B. Recruitment. D. Selection.
14. Playing the role of requires designing and delivering efficient and effective
HR systems, processes, and practices
A. Administrative Agent. C. Strategic Partner
B. Change Agent. D. . Employee Advocate
15. Employee involvement requires extensive additional HRM activity in which of these areas
A. Training. C. Labor negotiation
B. Benefits. D. Marketing.
16. The people who perform tasks in a wide variety of human resource-related areas are called
A. HR Executives B. HR Generalists.
C. HR Specialist D. All of the given options.
17. A strategy intended to achieve fair employment by urging employers to hire certain groups
of people who were discriminated against in the past is known as
A. Fair employment. C. Affirmative action.
B. Equal Employment Opportunity (EEO). D. Employment discrimination
18. The method that uses the organizations current level of employment as the starting point
for determining future staffing needs is
A. Zero Based Forecasting C. . Forecasting Human Resource
B. Bottom-Up Approach. Availability.
D. None of the given options
19. What tactic will employers likely have to take to fill openings left by retiring employees
A. Instituting flexible work hours C. Hiring more women
B. Providing elder care D. Rehiring retirees
20. What is the scope of Human Resource Management?
A. Performing training and development sessions for employee growth
B. . Maintaining good impersonal industrial relations and worker's morale for
companies' productivity
C. Accomplishing advanced research in behavioral sciences, new ideas in man,
management, and advances in the field of training and development
D. None of the
21. Training courses typically designed for .............
A. Short term.
B. Long term
C. Medium term
D. All of the above.
22. The Human resource development has
A. Micro aspect.
B. Macro aspect.
C. Both micro and macro aspect.
D. None of these.
23. CBT stands for
 A. Computer based training. C. Customer based training.
B. Computer base training. D. Cost based training.
24. The development function of human resources has three dimensions. Which of the
following does NOT fall under them
A. Employee training C. Career development
B. Management development D. Identifying ways to motivate employees
25. Who was the pioneer of Hawthorne studies?
A. Fredrick Taylor C. Fred Luthans
B. Elton Mayo D. Henry Mintzberg
26. in India led to the move from Personnel adminstration to HRM in Indian setup
A. Globalisation C. Independence
B. Industrialization D. None of the above
27. An HR Manager in a large multinational firm is involved in establishing an international
structure of roles for people and assigning responsibilities. What is the managerial function
that the HR manager is performing
A. Organizing C. Directing
B. Staffing D. Controlling
28. is the process by which the knowledge of an employee, his skills , abilities and
motives to perform a job must match the requirements of the job.
A. Recruitment C. Selection
B. Job analysis D. Placement
29. A control technique that helps in measuring the cost and value of people for an
organization and helps management to value human resources is
A. Human resource accounting C. Organizational control systems
B. Employee control systems D. Value based accounting
30. The specialist role of a HR Manager takes a number of roles. of these which one ensures
that all members of the management perform their respective roles concerned with effective us
of human resources
A. The facilitator C. The executive
B. The consultant D. The auditor
31. The organisation provides employees benefits in the form of conveyance facilities, housing
facilities and educational facilities for children. What kind of benefits is the organization
providing to the employees
A. Incentives C. Fringe benefits
B. Bonus D. Security benefits
32. The relationship between an employee and a manager plays a critical role in determining
the job satisfaction level of the employee. What are the ideal characteristics that an employee
would like his manager to possess
A. Lend support and guidance C. Identify employees strength and
B. To keep to himself, his expectations weakness
from the D. both a and c
33. The HR manager of a manufacturing firm was given the task of providing information on
market statistics of personnel availability, pay rates etc. What role of HR executive is the
manager performing
A. The executive C. The consultant
B. The service provider D. The facilitator
34. Which of the following is NOT a key characteristic of a successful quality improvement
program
A. Education and training C. Total systems approach
B. Team work D. Short term goal perspective
35. The extent to which an employees work meets his professional needs is termed as
A. Quality of work life C. Quality program
B. Quality circles D. Quality cycle
36. helps the organization in achieving short term and long term goals by
effective utilization of human resources. It involves the development of HR objectives and
their alignment with organizational objectives
A. Employee relations management C. Compensation management
B. Strategic human resource management D. Human relations management
37. What is the organization termed as if the reporting channels of work are pre defined and
accountability and responsibility of each role fixed for all the roles
A. Informal organization C. Formal organization
B. Semi formal organization D. Autonomous organization
38. Which of the following is not a characteristic of a flat organization structure
A. Wide span of control C. More people under the control of one
B. Fewer hierarchical levels manager
D. Close supervision
39. The right to give orders and the power to exact obedience from others int he process of
discharging the responsibility is termed as
A. Authority C. Responsibility
B. Accountability D. Adaptability
40. Vinay Sinha, the HR manager of a pharmaceutical firm was given the task of identifying
the broad policy issues related to human resources like employment policy, welfare policy and
development etc., after taking into consideration the changing business scenario. What level of
HR planning will Vinay have to undertake?
A. Corporate level C. Operations level
B. Intermediate level D. Short term
41. Planning that includes the recruitment or layoff strategy, development strategy etc. based
on corporate policies and strategies is the planning
A. Corporate level C. Operations level
B. Intermediate level D. Short term
42. An HR Manager was involved in the process of human resource planning. The first step he
undertook was assessing current resources and making an inventory. What is the next step that
the manager has to take in HRP?
A. Start recruiting to meet the C. Matching the inventory with future
requirements requirements
B. Forecasting D. Developing an action plan to meet
future requirements
43. The process of determining and recording all the pertinent information about a specific job,
including the tasks involved, the knowledge and skill sets required to perform the job is termed
as
A. Job evaluation C. Job Analysis
B. Job description D. Job design
44. is the simplest unit of work that involves very elementary movement
A. Position C. Job
B. Task D. Micro motion
45. Which of the following is the first step in the process of job analysis
A. Developing a job description C. Information gathering
B. Job specific competency determination D. Developing a job specification
46. On the job training includes
C.Conference
A. Coaching
D. All the above.
B. Understudy
47. Motion and time studies are examples of which method of job analysis
A. Observation method C. Group interview method
B. Technical conference method D. Questionnaire method
48. Which method of job analysis is more suitable for the middle and top level management
jobs and not for the lower level jobs?
A. Position analysis questionnaire D. Critical incident technique
B. Functional job analysis
C. Diary method
49. What describes in detail, the various aspects of a job like the tasks involved and
responsibilities of the job and deliverables
A. Job description C. Job evaluation
B. Job specification D. Job enlargement
50. Which of the following are uses of job analysis
A. Organization audit C. Health and safety
B. Promotion and transfer D. All of the above
51. The process of structuring work and designating the specific activities at the individual or
group level is called as
A. Job design C. Job analysis
B. Job description D. Job specification
52. In the engineering approach to job design , the workers felt that overspecialization
hindered the skills and experience. Which of the following are the demerits of such
overspecialization
A. Repetition of tasks C. Mechnical pacing
B. Limited social interaction D. All of the above
53. --- is a device or situation that replicates job demands at on the job site
A. Brainstorming C. Simulation
B. Artificial intelligence D. Transactional analysis
54. What does a job specification include?
A. Personal characteristics C. Psychological characteristics
B. Physical characteristics
D. All the above
55. _ helps in developing management generalists at higher organizational levels as it
exposes them to several different operations
A. Job analysis C. Job enrichment
B. Job rotation D. Job enlargement
56. Which of the following helps in increasing the length and hence the operating time of each
cycle of work for the job holder?
A. Job enlargement C. Job rotation
B. Job enrichment D. Job specification
57. A software firm allowed its employees to choose their working hours but within some
specified limits. This is an example of
A. Job sharing C. Condensed work
B. Flexitime D. Job enlargement
58. The practice of working at home or while traveling and at the same time keeping in contact
with the office is termed as
A. Telecommuting C. Flexitime
B. Job sharing D. Condensed work
59. The process of searching for prospective employees and stimulating them to apply for jobs
in an organization is termed as
A. Promotion C. Selection
B. Recruitment D. Placement
60. A good recruitment policy
A. Is flexible enough to accommodate changes in the organization
B. Has its own policies and does not comply with government policy on hiring
C. Requires more investment for the organization
D. Ensures short term employment opportunities for its employees
61. Which of the following is not an external environmental factor that determines the
effectiveness of an recruitment program
A. The situation in the labor market
B. The stage of development of the industry
C. Culture, social attitudes and beliefs
D. Geographical location of the job
62. The important information that has to be furnished in an advertisement includes
A. Location or place of work C. Tasks and responsibilities
B. Nature of job D. All of the above
63. Many HR professionals are now using the internet for recuritment. Which of the following
is not true about online recruiting
A. Its a time saving process
B. Its cost effective
C. It supplements rather than replaces the legwork associated with offline recruitment
D. It eliminates completely the work associated with recruitment on the part of the recruiter to
his/her total convenience
64. A software firm has a vacancy for the post of Vice President( operations). Which of the
following methods of recruitment would you suggest
A. Employment pages of a national daily or business magazine
B. Advertisement in a local daily
C. Campus placement
D. Listing of the vacancy on a placard outside the organization
65. The process of choosingthe most suitable candidate for a job from amongthe available
applicants is called
A. Recruitment C. Appraisal
B. Placement D. Selection
66. helps in identifying the knowledge skill and attitude set that enables an individual to
deliver the best performance in his job
A. Competency modeling C. People competency
B. Competency planning D. Competency training
67. In the process of selection, the step that follows initial screening interview is normally the
A. Decision making interview C. Reference check
B. Prelimnary interview D. Analyse the application bank
68. In which approach of reliability, a group of candidates take the same test twice, within a
gap of 2-3 weeks
A. Repeat or test retest C. Parallel form
B. Alternate form D. Split halves procedure
69. is the degree to which the value provided by the selection method enhances the
effectiveness of an organization
A. Generalizability C. Legality
B. Utility D. Reliability
70. A formal record of an individuals appeal or intention for employment that helps in
gathering information about a prospective candidate is called
A. Application bank C. Employee bank
B. Employee data D. Data bank
71. Which of the following are methods of evaluating the application forms in an organization
A. Weighted methodology C. Movingaverage methodology
B. Clinical methodology D. Both a and b
72. test measures a persons ability to classify things, identify relationships and
derive analogies. It measures several factors like logical reasoning, analytical skills and
general knowledge
A. Intelligence test C. Emotional tests
B. Performance tests D. Social tests
73. A bank wanted to conduct a test for the applicants for the job of a clerk cum cashier. Most
of the applicants were fresh from the college with little experience related to the job. The bank
wanted to pick and train the right candidate. Which test do you suggest to be given to the
candidates
A. Aptitude test C. Achievement test
B. Intelligence test D. Situational tests
74. Mohan attended an interview and was very upset with the way it is progressed. The
interviewer repeatedly interrupted him, criticized his answers and asked him unrelated
questions. What is the method of interview adopted
A. Panel Interview C. In depth interview
B. Stress Interview D. Group interview
75. Which of the following steps should be adhered to, when interviewing?
A. Ask demanding and leading questions
B. Get too engrossed in the interview to follow the plan
C. Interrupt the candidate frequently
D. Make the candidate feel comfortable and relaxed
76. is the determination of the job to which an accepted candidate is to be
assigned. It is a matching of what the supervisor has reason to think he can do with the job
demands
A. Recruitment C. Selection
B. Placement D. Training
77. In an application form design, questions on all the following are ethical except A. The
educational qualification of the employee
B. The name and addresses of individuals who can be contacted for reference checks
C. Salary drawn by the candidate in the last job
D. Issues that concern the privacy of the applicant
78. Identify the correct statement
A. The time period for orientation in relatively long as compared to socialization
B. The changes resulting out of orientation are more than those out of socialization
C. Orientation is an event where as socialization is an ongoing process
D. More organizational members are involved in the process of orientation as compared to
socialization
79. Which of the following options is not one of the approaches to HRM?
A. Human Resource approach C. Contingent approach
B. Systems approach D. Statistical approach
80. Which approach states that no one particular management action or design will be suitable
for all situations?
A. Human behavior approach C. Systems approach
B. Role approach D. Contingent approach
81. HR department maintains a set of proposals and actions that act as reference points for
managers in their dealings with employees. What is this called?
A. HR Guide C. HR policy
B. HR ethics D. Managerial policy
82. Which of the following HR approaches is most popular currently
A. Human resources approach C. Systems approach
B. Scientific management approach D. Technical approach
83. Which of the following is not indicated by high motivating potential score?
A. High employee motivation C. High employee satisfaction
B. High employee performance D. High employee turnover
84. Which of the following are guidelines for drafting and maintaining a good job description?
A. Indicating the scope and nature of the work and all important relationships
B. Indicating the work and duties of the position
C. Explaining the supervisory responsibility to the individuals
D. All of the above
85. One of the following is not a managerial function of HRM
A. Planning C. Staffing
B. Organizing D. Retrenching
86. All except one of the following are the different aspects of HRD
A. Job evaluation C. Career planning
B. Training and D. Performance appraisal
87. Decision making is faster in a
A. Tall organization C. Centralised organization
B. Flat organization D. None of the above
88. Some of the big IT firms in the country withdrew their campus placement offers to some
students when the IT market plummeted last a couple of years back. It shows there was
A. Problem with the recruitment policy C. Problem with the human resource|
B. Problem with the selection planning
D. None of the above
89. should not be one of the first steps in dealing with surplus manpower for a short
period
A. Leave of absence without pay C. Loaning
B. Work sharing D. Retrenchment
90. Employee referrals is a/an source of recruitment
A. External C. Hybrid
B. Internal D. None of the above
91. Concealed identity or blind advertising helps organizations
A. Restrict the no. of applicants
B. Escape from the notice of competitors when critical positions are vacant
C. Lessen the burden of applicants
D. Lessen the cost of advertising
92. The individuals who reject all the organization standards are labeled as misfits as their
actions contrast organizational goals. They are also called as
A. Rebels C. Questioners
B. Fire fighters D. Agitators
93. In India workers participation hs limited success because of the following factor A. The
differing perceptions and attitudes between the workers and the management regarding degree
of participation
B. The trade unions are poorly fragmented and organized
C. Inter union rivalry and influences of different political philosophies
D. All of the above
94. All of the following are innovative methods to improve the quality of worklife except
A. Flexi time C. Job rotation
B. Job enrichment D. Demotion
95. An employee in a textile manufacturing firm was given the freedom to opt for the start and
quit time for a week. What is the type of flex time being following by the firm
A. Glidingtime C. Variable day
B. Flexi tour D. Maniflex
96. Maniflex refers to
A. The flex time in which an employee is given the freedom to opt for the start and quit time
for a particular period, say a week or a month
B. The flexi time where an employee can start and quit any time on condition that he has to
complete 8 hours of work a day
C. Flextime which requires an employee to complete 40 hours per week and the number of
hours he/she works in a day can be varied
D. A flex time which is similar to variable day and there is no need to work for specific hours
97. Job sharing, work sharing, phased retirement, all these are examples of
A. Part time employment C. Compressed work week
B. Full time employment D. Alternative work schedules
98. When the management conducts QWL programs in association with the union, it;
A. Leads to effective negotiations that enable designing contracts that satisfy both the parties
B. Improves the efficiency of the management and strengthens employee organizations
C. Encourages participative management and involves employees in decision making
D. All of the above
99. is a self governing group of workers, with or without their supervisors, who
voluntarily meet on a regular basis to identify , analyse and solve problems in their work fields
A. Employee groups C. Quality systems
B. Quality circles D. Employee circles
100. Which of the following is NOT a basic objective of a quality circle
A. To enhance, develop and utilize human resource effectively
B. To develop quality of products as well as productivity
C. To improve quality of work life
D. To increase employee benefits and incentives
101. The extent to which employees are aware of their interests, skills, strengths and
weaknesses regarding their career goals is termed
A. Career motivation C. Career insight
B. Career resilience D. Career identity
102. helps organizations identify employee strengths and weaknesses to determine
avenues for their career development
A. Gap analysis C. Organizational assessment
B. Individual assessment D. Opportunity analysis
103. Understanding the career aspirations of an employee, determining his capabilities and
competencies and identifying the gaps is termed
A. Need analysis C. Opportunity analysis
B. Gap analysis D. Employee analysis
104. Career planning and development programs for employees
A. Increase employee frustration C. Increase the employee turnover rate
B. Promote only a lucky few D. Ensure future availability of resources
105. Reassignment of an employee to a higher level job that involves greater responsibility or
status or pay is termed
A. Transfer C. Demotion
B. Cross functional transfer D. Promotion
106. The process of selecting and developing employees in the organization to occupy key
positions in the future is termed
A. Career planning C. Career development
B. Succession planning D. Human resource enhancement
107. Evaluation of an employees performance by his colleagues is called
A. Peer appraisal
B. Management by objectives
C. Formal appraisal
D. Group appraisal
108. Clear and well defined goals, a definite time plan and an action plan to achieve these
goals, combined with timely feedback, are characteristics of
A. Work standards approach C. BARS
B. Management by objectives D. Balanced score card method
109. Paired comparison of employees is a method of
A. Ranking C. Point allocation
B. Checklist D. Forced choice rating
110. helps in improving the communication, people management and relationship
management skills of the trainees
A. Computer modeling C. Class room lectures
B. Role playing D. Vestibule training
111. Response, learning, performance and results are four levels of evaluating a management
development program. This system of evaluation is called
A. Taylors system C. Werther & Davis method
B. Kirkpatricks system D. Armstrong method
112. Traditionally, the pay scales in companies were associated with
A. Employee performance C. Worth hierarchy
B. Organizational hierarchy D. Charm of the employee
113. is the systematic process of analyzing and evaluating jobs to determine their
relative worth in an organization
A. Job analysis C. Job evaluation
B. Job design D. Job enrichment
114. The process of ranking in which the relative importance of each job is determined in
comparison with the representative job is called
A. Relative ranking C. Paired comparison
B. Comparative ranking D. Single factor ranking
115. Performance bonus is an example of a/an
A. Intrinsic reward C. Intrinsic wage payment
B. Extrinsic reward D. Extrinsic wage payment
116. The process of rewarding employees by giving them a stake in the company, which
further enhances their performance is called the
A. Gain sharing C. Employee stock plan
B. Annual bonus D. Profit sharing
117. A benefit plan where an employee gets a chance to choose from a lot of benefits is also
called
A. Holiday benefit plan C. Cafeteria benefit plan
B. Restaurant benefit plan D. Variable/Flexible benefit plan
118. Job analysis is helpful in
A. Training and development C. Job evaluation and performance appraisal
B. HRP, recruitment and selection D. All of these
119. Virtuous Services Pvt Ltd. believes that it pays quite handsome salaries to its employees.
However, the turnover rate has been quite high in the recent past and all the exit interviews
point ot one factor - compensation , as the culprit. The company failed to
A. Meet the legal requirement C. Match the employee expectations
B. Follow the principle of equanimity D. Match the pay scaled abroad
120. The approach that stresses on the fact that individuals should not be treated as mere
factors of production is
A. Human relations approach C. Humanistic approach
B. Scientific management approach D. None of the above
121. Hawthorne studies gave raise to this approach of human resource management
A. Mathematical approach C. Human Resources approach
B. Human Relations approach D. Contingent approach
122. An average sincere employee expects his boss or manager to have all the following
characteristics except
A. be genuinely interested in the employee and the work
B. Ignore all the employees mistakes
C. Be fair and frank in his dealings with the employee
D. Recognize and reward the employee and his contributions
123. As an auditor, the HR professional
A. Ensures that all managers of the organization perform their respective roles
B. Conducts training and development activities
C. Solve employee grievances
D. Provides support to other departments in conducting appraisals
124. organizations are characterised by rigid structures , directives and rules and are
appropriate for static environments
A. Mechanistic C. Flat
B. Organic D. Decentralised
125. The Which of the following is not a type of HRM strategy?
A. Task focused strategy C. Turnaround HRM strategy
B. Development oriented strategy D. Placating HRM strategy
126. The process of ensuring that there are the right number of qualified people in the right
jobs for best results is termed
A. Human Resource Planning C. Retrenchment
B. Recruitment D. Downsizing
127. The statement of the required set of knowledge, skills and competencies for a job is called
the
A. Job specification C. Job classification
B. Job description D. Job Analysis
128. Adding more responsibility, providing wider scope, greater sequencing and minimizing
controls, all constitute
A. Job enlargement C. Job design
B. Job expansion D. Job enrichment
129. If a selection method produces consistent results across different situations and times, it is
termed to be
A. Reliable C. Legal
B. Valid D. None of the above
130. An interview where the interviewer does not chart out the formal structure of the
interview but lets it take a natural course is called a
A. Formal interview C. Group interview
B. Unstructured interview D. Stress interview
131. The employee of ABC Corp lose a half days leave if they are late to work even by 15
mins. This is an example of
A. Punitive discipline C. Positive discipline
B. Preventive discipline D. Precautionary discipline
132. Which of the following training programmes is meant for a new employee?
(A) Sensitivity training
(B) Apprenticeship training
(C) Induction training
(D) In-basket exercise
133. Rajani, left her job as a receptionist as she was not happy with the job profile and wanted
a more challenging job that would suit her qualification. Her leaving the organization is termed
A. Layoff C. Attrition
B. Outplacement D. Loaning
134. One of the reasons for over staffing in the government and public sector enterprises is
A. Minimal turnover rates C. Continuous assessment
B. Long term planning D. Highly qualified employees
135. Chand & Sons is a medium sized traditional family business which wants to introduce
some modern management practices like performance appraisal. The best suited method for
the co is
A. 360 degree performance appraisal C. Management by objectives
B. BARS D. Balanced Score Card method
136. Soumya works in a bank but works from 9 am to 2 ( instead of 9 t0 6) on so that she is
back home when her kids are back from school. This is an example of
A. Flextime C. Compressed work week
B. Part time D. Telecommuting
137. Radiant Technologies is a small 8 yr old co employing around 40 people. The co wants to
forecast its manpower requirements for the next 2-3 years/ It can rely on
A. Time series analysis C. Past experience
B. Regression analysis D. Delphi technique
138. ADDIE is a methodology applied in the HR function of
A. Recruitment C. Performance appraisal
B. Training D. Grievance handling
139. e - HRM stands for
A. Economical C. Equal
B. Electronic D. None of the above
140. _ is a formal & detailed study of jobs.
A. Job enrichment C. Job Classification
B. Job Evaluation D. Job Analysis
141. Human Resource Information system .
A. Integrates core process into streamline systems
B. Collaborates core process into streamline systems
C. P lans core process into streamline systems
D. All of the above
142. What was the traditional term used for HRP and the one often associated with personnel
management?
A. Gap analysis C. Employee planning
B. Human resource planning D. Manpower planning
143. Why is it important to ensure that HR plans are flexible?
A. To accommodate changes to senior management teams
B. To adapt to changing skills and qualifications
C. To accommodate the rapidly changing environment in which most organizations operate
D. To ensure a diverse labour force is maintained at all times
144. Researches in behavioural science also subscribed to the development of --------
A. Personnel management C. Human resource management
B. Personal management D. Top management
145. Human Resource Management aims to maximize employees as well as organizational
A. Effectiveness C. Efficiency
B.Economy D. Planning
 Answer key:

1-D 16-D 31-C 46-D 61-D 76-B 91-B 106-B 121-B 136-B
2-C 17-D 32-D 47-A 62-D 77-D 92-A 107-A 122-B 137-C
3-C 18-C 33-B 48-D 63-D 78-C 93-D 108-B 123-A 138-B
4-A 19-D 34-D 49-A 64-A 79-D 94-D 109-A 124-A 139-B
5-A 20-D 35-A 50-D 65-D 80-D 95-B 110-C 125-D 140-B
6-D 21-A 36-B 51-A 66-A 81-C 96-D 111-B 126-A 141-D
7-C 22-C 37-C 52-D 67-D 82-A 97-A 112-B 127-A 142-D
8-B 23-A 38-D 53-B 68-A 83-D 98-D 113-C 128-D 143-C
9-D 24-D 39-A 54-D 69-B 84-D 99-B 114-A 129-A 144-B
10-A 25-B 40-A 55-B 70-A 85-D 100-D 115-B 130-B 145-A
11-C 26-A 41-B 56-A 71-D 86-A 101-C 116-C 131-A
12-A 27-A 42-B 57-B 72-A 87-B 102-B 117-D 132-C
13-B 28-B 43-C 58-A 73-A 88-C 103-A 118-D 133-C
14-C 29-A 44-D 59-B 74-B 89-D 104-D 119-C 134-A
15-D 30-D 45-C 60-A 75-D 90-B 105-D 120-A 135-C
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Q1. Human Resource

departments
are______________

(a) line departments

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(b) authority department

(c) service department

(d) functional department

Ans. (c)

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Q2. What is human factor?

(a) Micro and macro issues of socio-

economic factor.

(b) Interrelated Physiological,

Psychological and Socio-ethical aspects
of human being.

(c) The entire concept of human

behaviour

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(d) None of the above.

Ans. (b)

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Q3. Job Analysis is a systematic

procedure for securing and
reporting information defining a
______________.

(a) specific job

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(b) specific product

(c) specific service

(d) all of these

Ans. (a)

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Q4. What are the factors

responsible for the growth of
HRM?

(a) Development of scientific

management and awakened sense of
social responsibility.

(b) The problem of how the available

human resource could effectively
minimise the cost and maximise the
production.

(c) Technical factors, awakening

amongst workers, attitude of the
government, cultural and social

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system.

ADVERTISEMENTS:

(d) All the above.

Ans. (c)

Q5. Which among the followings

describe the skills that are
available within the company?

(a) Human Resource inventory

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(b) HRIS

(c) Skills inventory

(d) Management inventories

Ans. (a)

Q6. Who has defined personnel

management as a field of
management which has to do
with planning and controlling
various operative functions of
procuring, developing,
maintaining and utilising labour
force?

(a) Harold Koontz

ADVERTISEMENTS:

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(b) Glueck

(c) Michael Jucius

(d) Flippo

Ans. (c)

Q7. Resources and capabilities

that serve as a source of
competitive advantage for a firm
over its rivals are called
_______________.

(a) core competency

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(b) core competence

(c) competitive advantage

(d) competency

Ans. (a)

Q8. Human Resource planning is

compulsory for
______________.

(a) effective employee development

programme

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(b) base for recruitment

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(c) base for selection policy

(d) all of these

Ans. (d)

Q9. Job analysis, HR planning,

recruitment, selection,
placement, inductions and
internal mobility are few
important functions which come
under the heading
of______________ of HRM.

(a) integration function

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(b) development

(c) maintenance

(d) procurement function

Ans. (d)

Q10. Directing is one of the

important functions of HRM
which comes
under___________.

(a) managerial function

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(b) operative function

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(c) technical function

(d) behavioral function

Ans. (a)

Q11. Whom does Human relation

approach refer to?

(a) Worker, who should be given

humanly treatment at work.

(b) Mutual cooperation between

employer and employee in solving the
common problems.

(c) Integration of people into a work

situation that motivates them to work
together to achieve productivity and
also economic, psychological and social
satisfaction.

(d) None of the above.

Ans. (c)

Q12. Which of the following is a

method of collection of
information for job analysis?

(a) Questionnaire method

(b) Ratio analysis

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(c) Optimisation models

(d) Trend analysis

Ans. (a)

Q13. ___________ provides

information on the human
attributes in terms of education,
skills, aptitudes, and experience
necessary to perform a job
effectively.

(a) job description

(b) job specification

(c) job analysis

(d) job evaluation

Ans. (b)

Q14. Who laid the foundation of

HRM practice?

(a) Elton Mayo

(b) Roethlisberger and Dickinson

(c) Peter Drucker and Douglas

McGregor

(d) David C. McClelland.

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Ans. (c)

Q15. How HRM has become a

highly specialised job?

(a) It is concerned with obtaining and

maintaining a satisfied work force.

(b) It maximises the output and

satisfaction of the employees.

(c) Promote group satisfaction and

individual development.

(d) Optimum utilisation of man-power

by motivation and improving the
efficiency.

Ans.(b)

Q16. Job specification includes

_____________.

(a) Physical characteristics

(b) Psychological characteristics

(c) Personal characteristics

(d) all of these

Ans. (d)

Q17. TQM’s major emphasis is

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on___________ .

(a) Product quality

(b) Company profitability

(c) Customer delight

(d) Employee training

Ans. (a)

Q18. Ability to perform

exceptionally well and increase
the stock of targeted resources
within the firm is called
___________.

(a) productivity

(b) efficient

(c) effective

(d) competency

Ans. (d)

Q19. What is the scope of HRM?

(a) Training and development of

employees for their growth.

(b) Maintenance of good industrial

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relations and workers’ high morale for

higher productivity

(c) Further researches in behavioural

science, new ideas in man,
management and advances in the field
of training and development.

(d) None of the above.

Ans. (c)

Q20. What is the importance of

controlling?

(a) Ensure that activities are in

accordance with the terms of the plan.

(b) An important mental process on

the part of a manager

(c) Power to influence people’s

behaviour

(d) Process of regulating the activities.

Ans. (a)

Q21. What is a decision in

management?

(a) Reaching at a proper conclusion

after consideration.

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(b) A decision involves choosing of

alternatives.

(c) A decision is the outcome of a group

of people or an individual.

(d) None of the above.

Ans. (a)

Q22. An employee-working in a
unit or plant who is a citizen of
the country in which the unit or
plant is located but where the
unit or plant is operated by an
organisation headquartered in
another country
_____________.

(a) Home Country National

(b) Host Country National

(c) Third Country National

(d) Host Country

Ans. (b)

Q23. Quantitative Technique

refers to-

(a) Models, simulation, resource

allocation technique.

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(b) Waiting line problems and the

queuing theory

(c) Gaming and Game theory and

Probability theory

(d) All the above.

Ans. (d)

Q24. Staffing includes _______.

(a) workload estimation

(b) termination

(c) appointments of personnel,

placement

(d) all of these

Ans. (d)

Q25 .To calculate the need for

manpower on the basis of the
average loss of manpower due to
leave, retirement, death,
transfer, discharge, etc. is known
as____________.

(a) work load analysis

(b) workforce analysis

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(c) job analysis

(d) forecasting

Ans. (b)

Q26. MPDQ stands

for_____________.

(a) Management Position Description

Questionnaire

(b) Management Process Descriptive

Questions

(c) Methods for Personality

Development Questions

(d) Modern Positions Developed

Qualitatively

Ans. (a)

Q27. What should be the strategy

of HRM?

(a) Making the long-term and short-

term planning.

(b) Planning the optimum level of

manpower.

(c) Introducing training programmes

to personnel.

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(d) All the above.

Ans. (d)

Q28. The process of helping

unwanted present employees find
new jobs with other firms called
______________.

(a) Outplacement

(b) Replacement

(c) Placement

(d) Employment

Ans. (a)

Q29. What is the ‘Laissez fair’

view point?

(a) A view popularised by Ronssean,

Bentham and Hobbes.

(b) A minimum of public intervention

in economic activities.

(c) Business enterprise must get

opportunity to earn more profits.

(d) The change in the concept of labour

from commodity approach to human
concept.

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Ans. (b)

Q30. How can we understand the

nature of human factor?

(a) Through determinants of human

behaviour

(b) According to the behaviour of

people at work

(c) The way the management

influences an individual and a group.

(d) Through the study of human

behaviour in organisation.

Ans. (b)

Q31. Trend analysis is a

______________

(a) Forecasting technique

(b) Skills inventory

(c) Job analysis technique

(d) Markov analysis

Ans. (a)

Q32. The factual statement of the

duties and responsibilities of a

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specific job is known as

_____________.

(a) job description

(b) job specification

(c) job analysis

(d) job evaluation

Ans. (a)

Q33. In Japanese management,

employees’ career path is non-
specialised. Why?

(a) In Japanese industries job rotation

is carried out for employees to have
different skills and also for
interdepartmental cooperation.

(b) In an organisation from the time of

induction, employees are exposed to
various types of jobs and training to
enable them to have adaptability to any
job.

(c) Japanese management system

prefers to create capable workers to
adapt organisational changes, as and
when required.

(d) Rotation of job provides benefit of

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skills required for top quality

executives.

Ans. (c)

Q34. Who has said that HRM is

not a one shot deal?

(a) Fayol

(b) Taylor

(c) Terry

(d) McFarland

Ans. (c)

Q35. Skills inventory,

replacement charts, Markov
analysis, regression analysis all
are types of ____________.

(a) redundancy plan

(b) training plan

(c) retention plan

(d) forecasting methods

Ans. (d)

Q36. Trade unions and employee

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association, Industrial relation,

employee participation and
empowerment are procurement
functions of a manager which
comes under________.

(a) integration function

(b) procurement function

(c) development function

(d) behavioural function

Ans. (a)

Q37. Quality improvement

is_____________.

(a) a team effort

(b) achieved by quality inspector

(c) zero things gone wrong

(d) tough job, and not possible

Ans. (b)

Q38. An employee working in a

unit or plant who is not a citizen
of the country in which the unit
or plant is located but is a citizen
of the country in which the

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organisation is headquartered is
called __________.

(a) Home Country National

(b) Host Country National

(c) Third Country National

(d) Host Country

Ans. (a)

Q39.“Human resource
management” involves the
elements of

(a) planning, organising, and

controlling

(b) planning, organising and

coordinating

(c) leading, directing and coordinating

(d) all of the above

Ans. (d)

Q40. The procedure in which

relevant information relating to a
job and its requirements is
systematically discovered and
noted is

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(a) job analysis

(b) job specification

(c) job classification

(d) job evaluation

Ans. (a)

Q41. Which pair in order of

sequences represents the first
and last steps in a T&D
programme?

(a) determination of T&D needs, and

evaluation of T&D programme

(b) determination of T&D needs, and

designing the T&D programme

(c) designing T&D programme, and

implementing it

(d) evaluating of T&D programme, and

implementing it

Ans. (a)

Q42. Career development

involves

(a) conscious determination of career

aspirations and potentialities of

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employees and matching them with the

organisation’s needs

(b) providing counselling to students to

choose their careers

(c) providing information to students

about opportunities of employment

(d) determining the potentialities of

students for a suitable career

Ans. (a)

Q.43. When an employee

expresses organisationally
desired emotions during
interpersonal transactions, then
it is known
as_______________ .

(a) emotional labour

(b) displayed emotions

(c) felt emotions

(d) moods

Ans. (a)

Q44. Job evaluation essentially

seeks to

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(a) determine the relative worth of

various jobs in an organisation in
monetary terms

(b) evaluate the performance of

employees on their respective jobs

(c) evaluate the importance of various

jobs in the organisation

(d) establish the hierarchy of various

jobs in the organisation

Ans. (a)

Q45. Grievance redressal,

discipline, collective bargaining
are_______________ of HRM.

(a) integration function

(b) procurement function

(c) development function

(d) behavioural function

Ans. (a)

Q46. The content of job

description
involves_______________.

(a) job title, condition of work

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(b) educational qualification, skills

(c) both a and b

(d) none of the above

Ans. (a)

Q47. How can one distinguish

between the Japanese
management system and other
management systems?

(a) It encourages to perform constantly

and consistently.

(b) Primarily concerned with high

performance and quality standards.

(c) It is a system in contrast to

American management system.

(d) None of the above.

Ans. (c)

Q48. In-basket training is

involved in

(a) vestibule training

(b) on-the job training

(c) simulation

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(d) coaching

Ans. (c)

Q49. To calculate the number of

persons required for various jobs
with reference to a planned
output is called
________________.

(a) work load analysis

(b) workforce analysis

(c) job analysis

(d) forecasting

Ans. (a)

Q50. What are the major hurdles

that require immediate action by
HRM for the progress of Indian
economy?

(a) Dishonesty and corruption

(b) Lack of interest in work and

production loss,

(c) Unemployment and poverty

(d) Combating inflation and holding

the price-line of essential commodities.

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Ans. (c)

Q51. Who is generally known as

“the father of modern
management theory”?

(a) Henry Fayol

(b) Frederick W. Taylor

(c) Frank Gilbreth

(d) Chester Bernard

Ans. (a)

Q52. Which of the following is

considered the first wage
incentive plan in modern
industrial era?

(a) Halsey plan

(b) Taylor’s differential piece-rate plan

(c) Barth plan

(d) Gantt Task plan

Ans. (b)

Q53. Concept of MBO was first

developed by

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(a) Peter Drucker

(b) Douglas McGregor

(c) Henry Fayol

(d) Clayton P. Alderfer

Ans. (a)

Q54. Industrial discipline

ordinarily does not imply

(a) observance of company’s rules and

regulations

(b) cooperating with management and

co-workers

(c) active participation in union

activities

(d) smooth discharge of duties and

responsibilities

Ans. (c)

Q55. A strike called by a section

of workers/union members
without authorisation from
proper authority of the union is
called

(a) sectional strike

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(b) jurisdictional strike

(c) wild cat strike

(d) sympathetic strike

Ans. (c)

Q56. Which is a form of

participative management?

(a) information-sharing

(b) associative participation

(c) consultative participation

(d) all of the above

Ans. (d)

Q57. Social factor having a potent

bearing on HRM practices in
India includes

(a) caste system

(b) doctrine of karma

(c) c8ustoms and traditions

(d) all of the above

Ans. (a)

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Q58. T&D programme in

international HRM should give
due attention to

(a) promotion of efficiency of

personnel in the host country

(b) understanding of the cultural

environment of the host country

(c) improvement of technical expertise

(d) all of the above

Ans. (d)

Q57. International staffing does

not give much emphasis on the
consideration of

(a) cultural adaptability

(b) global experience

(c) family flexibility

(d) political consciousness

Ans. (d)

Q58. The objectives of workers’

participation in management do
not ordinarily include

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(a) promotion of collective bargaining

(b) promotion of industrial harmony

(c) promotion of industrial democracy

(d) promotion of productivity

Ans. (a)

Q60. The advantages of staffing

from amongst the host country
nationals generally do not
include

(a) reduction of language barriers

(b) reduction of living cost

(c) greater control over the activities of

the organisation

(d) better understanding of host

country’s laws and regulations

Ans. (c)

Q61. Which form of participative

management promotes “semi-
autonomous work-groups”?

(a) quality of work life

(b) quality circle

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(c) TQM

(d) quality group

Ans. (c)

Q62. Industrial action generally

does not include

(a) strike

(b) lock-out

(c) demonstration

(d) Bandh

Ans. d

Q63. The role of HRD personnel

is to –

a. description of entire process /

analytical decomposition

b. identification of HRD elements and

resources

c. Both (a) + (b)

d. Analytical decomposition only

Ans. (c)

Q64. The primary goal of HRD is

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a. To increase productivity of workers /

and organisational profitability

b. Improve workers’ skill and enhance

motivation, to prevent obsolesces at all
levels

c. prevent obsolescence and increase

organisational profitability only

d. Both (a) + (b)

Ans. (d)

Q65. Leadership is the –

a. ability to influence other people

b. ability to create within people an

urge to do

c. ability to obtain willing co-operation

of the followers

d. All above

e. Only (a) + (b)

Ans. (d)

Q66. A team is evaluated on

features like –

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a. Co-operation / confrontation
avoiding / common objectives

b. Openness of view and unwritten

procedure systems

c. Regular review / appropriate

leadership

d. All above

e. Both (b) + (c)

Ans. (d)

Q67. For Total Quality

Management (TQM) the required
qualities are:

a. Understand customer’s current and

future needs / leaders establish unity
of purpose / involvement of people for
organisation’s benefit

b. achievement of desired results when

resources and activities are managed as
a process and (a) above

c. Mutually beneficial suppliers

relationships enhances the ability to
create value and (b) also

d. Should have a temporary objective of

the organisation

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Ans. (c)

Q68. Human due diligence means

investigation of –

a. Management team / staff

b. Structure / issues / managerial

capacity of a potential partner

c. Both (a) + (b)

d. Financial due diligence

Ans. (c)

Q69. Knowledge management

refers for critical issues of

a. Organisational adaptation

b. Survival and competence against

discontinuous environmental change

c. Synergistic combination of data and

information processing capacity

d. All above

e. Only (a) + (c)

Ans. (d)

Q70. What influences the bank

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employees’ attitude on work

culture?

a. Educational qualification

b. Ownership of bank

c. Location of the branch

d. All above

e. Only (a) + (c)

Ans. (d)

Q71. Discuss the roles of the HR

Manager

a. Administrator / evaluator / career

development advisor / instructor or
facilitator

b. marketing programmes and services

/ instructor material producer

c. Needs analyst /organisational

changer / researcher + (a) above

d. Both (b) + (c)

Ans. (d)

Q72. The objectives of HR audit

are –

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a. to determine the effectiveness of

management programmes

b. analyse the factors and recommend

for correcting deviations + (a)

c. extent to which line managers have

complied with HRD polices + (b)

d. to study future manpower inventory

and identify shortfalls

Ans. (c)

Q73. Employee accountability is

strengthens in

a. HR Audit

b. HR Training

c. Succession Planning

d. HR functions

Ans. (a)

Q74. The main barriers of

communications are –

a. Organisational + Semantic

b. Personal + psychological +
resistance to new ideas

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c. Both (a) + (b)

d. Organisational / psychological

Ans. (c)

Q75. Manpower planning consists

of –

a. determining the jobs to be done /

identifying the skills / estimating the
exists likely / filling up the
requirements

b. identifying the skills / filling up the

requirements

c. Estimating the turnover likely to

happen in near future

d. determining the jobs to be done

Ans. (a)

Q76. Promotion is basically a

reward for –

a. Efficiency

b. Seniority

c. Physical fitness

d. Retention

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Ans. (a)

Q77. What is 360° appraisal?

a. a process that provides an employee

opportunity in decision making

b. a process that provides an officer

opportunity of feedback about own
performance

c. a process that provides an employee

with feedback about his / her
workplace performance

d. Both (a) + (b)

Ans. (c)

Q78. Role of performance

management is to accomplish –

a. Performance needs of the

organisation

b. Guide the development of

individuals for skill and knowledge

c. Motivate individuals / provide data

adopt condition of human capital + (b)

d. All above

Ans. (d)

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Q79. Competency Mapping is

possible through approaches like
–

a. Job analysis / workforce skills

analysis / supply and demand analysis

b. Job analysis / Gap analysis /

solution analysis

c. Gap analysis / solution analysis + (a)

d. Both (a) + (b)

Ans. (c)

Q80. Human needs have been

divided into five categorises
under need hierarchy theory.
Who invented this theory?

a. McClelland

b. John Atkinson

c. Maslow

d. Herzberg

Ans. (c)

Q81. Key Performance Areas

means –

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a. Areas which are within the

responsibility of the role

b. Areas which the management has

demarcated to be performed by
employee

c. Areas for strengthening of skills and

attitudes

d. All above

Ans. (a)

Q82. Career path planning is

affected by –

a. Employee preference

b. Employee requirements

c. Employee preference/employees
requirement and structure of the
organisation

d. Both (a) + (b)

Ans. (c)

Q83. Phases of performance

counselling are –

a. Rapport building / employee should

discover own SWOT / action plans,

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through brainstorming sessions

b. Two way communication / employee

be encouraged for their own
performance appraisal

c. Organisational objectives are

integrated

d. All above

Ans. (a)

Q84. Training method commonly

used, for employee in banks is –

a. On the job training

b. Classroom Training

c. Off the job training

d. Vestibule Training

Ans. (b)

Q85. Training evaluation is

measured by –

a. Goal based / Goal free / Responsive

b. Systems / professional review /

quasi-legal

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c. Goal based / systems / responsive

d. Both (a) + (b)

Ans. (d)

Q86. The process of perception is

influenced by factors like –

a. Our needs and wants

b. Sensory inability

c. Our stimuli

d. All above

Ans. (d)

Q87. The term industrial

relations means –

a. Relationship between Management

and Labour

b. Relationship between organisation

and employees

c. Relationship that grows out of

employment

d. All above

Ans. (d)

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Q86. Collective bargaining is a

procedure regulated by
agreements between their –

a. Bargaining agents and employers

b. Employees and employees

c. Employers and employers

d. Labour officer and Trade unions

Ans. (a)

Q87. Advantages of grievances

handling procedure –

a. Management can know employees

feelings

b. Employee gets grievances ventilated

c. Keeps a check on supervisor’s

attitude

d. Both (b) + (c)

e. All above

Ans. (e)

Q88. How to handle grievances?

a. Grievance in writing / taking to

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employee directly for speaking truth /

ensure confidentiality and handle the
case within tie frame

b. Treat each case as important, and

obtain grievances in writing / examine
company’s position / identify
violations / do not hold back the
remedy, if the company’s wrong + (a)
above

c. Get all the facts (relevant) about the

grievance / examine the personnel
record of the aggrieved worker / gather
information from the union
representative properly + (b) above

d. Identify grievance / previous record

of the worker / companies’ rules and
prompt redressal of grievances, if
genuine.

Ans. (c)

Q89. When any discipline

becomes ineffective or less-
effective?

a. Longer time spending in action

b. Discipline is handled impersonally

c. Aware of rules and performance

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criteria

d. Only (a) and (b)

Ans. (d)

Q90. Functions of the personnel

management can be described as
–

a. Managerial

b. Operative

c. Developmental

d. Both (a) + (b)

e. All above

Ans. (d)

Q91. Lockout is a weapon

available to –

a. Employees

b. Trade Unions

c. Employers

d. Government

Ans. (c)

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Q92. How the conflicts within

employers and employees can be
settled or prevented?

a. Voluntary method

b. Government Machinery

c. Statutory Measures

d. All above

Ans. (d)

Q93. The word workers

participation in management
means –

a. Sharing the decision making powers

b. Sharing the decision making with

lower results of the employees

c. Sharing the day to day working with

higher ranks of persons

d. Sharing the financial decision

making powers with representative of
workers

Ans. (b)

Q94. What is the role of the trade-

union in collective bargaining?

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a. To protect jobs and real earnings

b. Better conditions of work life for

workers

c. Fighting against any possible,

exploitations

d. All above

Ans. (d)

Q95. Which kind of workers

participation makes the workers
as shareholders of the company?

a. Participation at Board Level

b. Participation through ownership

c. Participation through complete

control

d. Participation through work councils

Ans. (b)

Q96. Special allowances are not

payable for –

a. Photostat copier Operators

b. Adding machine Operators

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c. Addressographs

d. All above

Ans. (d)

Q97. Why grievances should be

redressed?

a. Affects the individual

b. Affects the management

c. Collective disputes conversion

d. All above

Ans. (d)

Q98. The employer-employees

should have mutual trust /
confidence / willingness to settle
/ respect rights and
responsibilities of other party, is
covered under –

a. Effective bargaining method

b. Essentials for effective bargaining

c. Types of bargaining

d. Areas of bargaining

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Ans. (b)

Q99. Managerial functions, in

personnel management can be –

a. Planning / Organising / directing

and controlling

b. Recruitment / placement /
employment / Development and
motivation

c. Compensation / maintenance of
health / employers’ welfare

d. Both (a) + (b) only

Ans. (d)

Q100. Discuss unfair

management practices –

a. Noncompliance with promotional

and transfer policies

b. Smooth handling of grievances

c. Timely payment of wages / salaries

d. Both (b) + (c)

Ans. (a)

Q101. The core elements of HRM

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are –

(i) People

(ii) Management

(iii) Behavioural Dynamics

(iv) Uniformity of application

(a) i, ii, iii

(b) ii, iii, iv

(c) i, ii, iv

Ans. (d)

Q102. What are the key HRM

practices in Indian
Organizations?

(i) Job Description

(ii) Recruitment

(iii) Compensation

(iv) Training & Development

(v) Performance Appraisal

(vi) Promotion & reward

(vii)Career Planning

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(viii) Gender equity

(a) i, ii, iii, v, vi

(b) iv, vii, viii

(c) only vi

(d) Both (a) and (b)

Ans. (d)

Q103. In a ____________,
teams are formed and team
members report to two’ or more
managers.

(a) Formal Organization

(b) Informal Organization

(c) Matrix Organisation

(d) Divisional Organization

Ans. (c)

Q104.________ refers to the

attitudinal and behavioural
characteristics of a group and is
concerned with how groups form,
their structure and process, and
how they function,

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(a) Group dynamics

(b) Organic structure

(c) Functional Structure

(d) Matrix organization

Ans. (a)

Q105. Benchmarking is

(a) T the process of comparing the

business processes & performance
metrics including cost, cycle time,
productivity to another that is widely
considered to be an industry leader

(b) A process in which the

organisations evaluate various aspects
of their processes in relation to the best
practice companies’ processes usually
within the peer group defined for the
purposes of comparison

(c) Both (a) and (b)

(d) None of the above

Ans. (c)

Q106. Reengineering starts with a

—

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(a) High-level assessment of the

organisation’s mission

(b) Strategic goals

(c) Customer demands

(d) All of the above

Ans. (d)

Q107. Change Management is –

(a) It is a systematic approach in

dealing with change from the indi-
vidual & organisational level

(b) A gradual process of approach in

the workplace due to new policies,
technology, or even a new boss

(c) Both (a) and (b)

(d) None of the above

Ans. (c)

Q108. What are the different

processes of Discipline
Management?

(i) Counselling

(ii) Reformative Theory

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(iii) Disciplinary Process

(iv) Disciplinary Procedure &

Principles of Natural Justice

(v) Principles of Natural Justice

(a) i, ii, iii

(b) ii, iii, iv

(c) i, ii, iii, iv, v

(d) only ii

Ans. (c)

Q109. _________ involves all

the performance monitoring,
measurement, management
being outsourced from a third
party or an external organisation.

(a) Human Resource Outsourcing

(b) Human Resource Management

(c) Human Resource Business Process

Outsourcing

(d) Performance Management

Outsourcing

Ans. (d)

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Q110. Performance Management

System is –

(a) A formal, structured system of

measuring, evaluating job related
behaviours & outcomes to discover
reasons of performance & how to
perform effectively in future so that the
employee, organisation & society all
benefit

(b) A process of looking both to the

future & to the past, in the context of
the collective performance of all the
employees in an organisation

(c) The process of establishing goals,

assessing employees & implement the
annual performance appraisal process

(d) All of the above

Ans. (d)

Q111. Key Performance Indicators

(KPI) is/are –

(a) A specific, agreed measure of

achievement within a KRA, which go
on to make up the goals and objectives
measured under the performance
appraisal process.

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(b) objective, independent and

standardized measures of performance
not ratings or judgments of
performance

(c) specific, measurable, attainable,

realistic & time bound which help to
determine how much the KRA’s are
met

(d) All of the above

Ans. (d)

Q112. What are the advantages of

Incentive Based Compensations?

(i) Incentives are important for

inducements and motivation of
workers for higher efficiency & greater
output

(ii) Increase in employee earnings,

results in enhanced standard of living
of employees

(iii) Productivity increases &

production capacity too, with reduced
supervision

(iv) Companies can reduce the burden

of fixed costs by keeping a portion of
the remuneration as variable

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(v) Tendency to bypass quality in

pursuit of increased output for higher
incentives

(vi) Sometimes employees may

disregard security regulations due to
payment by results approach adopted
for higher incentive figure

(vii) Overworking may affect employee

health

(viii) Can demotivate employees not in

a position to earn higher incentive due
to sectional differences

(a) i, ii, iii, iv

(b) iii, iv, v, vi

(c) v, vi, vii, viii

(d) All of the above

Ans. (a)

Q113. Human Resource Planning

(HRP) process is –

(a) A process, by which an organisation

ensures that it has the right number &
kind of people at the right place, at the
right time, capable of effectively &
efficiently completing those tasks that

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will help the organisation achieve its

overall objectives

(b) A process of forecasting an

organisation’s future demand for &
supply of the right type of people in the
right numbers

(c) A sub-system in the total

organisational planning & facilitates
the realisation of the company’s
objectives by providing the right type &
right number of personnel

(d) All of the above

Ans. (d)

Q114. Who is responsible to

manage change?

(a) Employees

(b) Management

(c) Executives

(d) (b) & (c)

Ans. (d)

Q115. What are the roles of HRD

professional?

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(i) Planning – includes projections &

planning for the skilled matrix of
manpower required for the future
organisation

(ii) Staffing – providing the

competency matrix required to face fu-
ture challenges

(iii) Employee Development – identify

cost effective & modem methods of
training for skill & competency
development

(iv) Performance Management –

Developing an entire gamut of per-
formance linked measures to align
individual performance to the overall
corporate performance

(v) Employee Rewards – with

emphasis on pay for performance &
developing an incentive scheme that
would reduce fixed costs at the same
time being motivating

(vi) Maintaining quality of Work Life &

Discipline – with the impact of global
workforce it is necessary to develop a
linked work-life discipline for all
employees in the organisation

(a) i, ii, iii, iv

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(b) ii, iii, iv, v

(c) iii, iv, v, vi

(d) All of the above

Ans. (d)

Q116. What are the objectives of

HRM?

(i) Societal Objectives

(ii) Organisational Objectives

(iii) Functional Objectives

(iv) Personal Objectives.

(v) Statistical Objectives.

(a) i, ii, iii, iv

(b) ii, iii, iv, v

(c) i, ii, iv, v

(d) All of the above

Ans. (a)

Q117. HRM refers to –

(a) A management function that helps

managers to attract, set expectations &

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develop members for an organization.

(b) A set of programs, functions &

activities designed & carried out for
maximum efficiency

(c) Both (a) and (b)

(d) None of the above

Ans. (c)

Q118. How can a good

employment brand help HR?

(i) Keep ahead in the talent war

(ii) Attract & induce the right kind of

people she is looking for

(iii) Enhance her ability to get quality

resumes to choose from

(iv) Retain her existing employee pool

(v) Subsequently see a dip in employee

turnover

(a) i, ii, iii, iv

(b) i, ii, iii, iv, v

(c) i, ii, iv, v

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(d) None of the above

Ans. (b)

Q119. How an Individual Training

needs are identified?

(i) Performance Appraisals

(ii) Interviews

(iii) Questionnaires

(iv) Employee Engagement surveys

(v) Training Feedback

(a) i, ii, iii, iv

(b) only iii

(c) i, ii, iv, v

(d) Both (b) and (c)

Ans. (d)

Q120. Job Rotation can be

defined as –

(a) Lateral transfer of employees

among a number of different positions
and tasks within jobs which requires
different skills and responsibilities

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(b) It helps to understand the different

steps into creating a product or
delivery

(c) It permits individuals to gain

experience in various phases of the
business

(d) All of the above

Ans. (d)

Q121. Training & Development

together helps in –

(i) Removing performance deficiencies

(ii) Offer Greater stability

(iii) Flexibility & capacity for growth

(iv) Reduces accidents, wastages &

damages to machinery

(v) Reduces dissatisfaction,

absenteeism & complaints

(a) i, ii, iii

(b) ii, iii, iv

(c) i, ii, iii, iv, v

(d) None of the above

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Ans. (c)

Q122. Personnel Management is-

(a) A managerial function of planning,

organising, directing, controlling, and
coordinating the operative functions so
that their individual objectives and
organisational goals are achieved

(b) A function which deals in

recruitment, development, compensa-
tion, integration, utilisation &
maintenance of people

(c) An aspect of relationship between

and among the people and is
concerned about their well-beings as
individuals and as group

(d) All of the above

Ans. (d)

Q123. When does the bargaining

process begins?

(a) The charter of demands of the

workers are not fulfilled

(b) Discontinuation of services &

concerted actions by the workers which
results in low output and monetary loss

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(c) The employer cannot afford to

neglect these actions which results in
monetary loss

(d) All of the above

Ans. (d)

Q124. Cause of Genuine

Grievance can be –

(a) Discrimination, lost opportunity,

Injustice etc. done to the employee

(b) Harmony, Mutual trust &

understanding

(c) Reasonable Charter of demands

(d) All of the above

Ans. (a)

Q125. Define the subject matter of

Training

(a) Organisations need staff at all levels

to be self-sufficient, resourceful,
creative & autonomous, but they face
the challenge in instilling confidence,
initiative & problem solving
capabilities

(b) Performance & capability are

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ultimately dependent on people’s

attitude and emotional maturity.
Helping them to achieve on a personal
level provides a platform for trust and
emotional contracting with the
organisation

(c) When people develop confidence,

integrity & more knowledge, they
automatically become proactive,
solution-focused, responsive which has
implications across a whole team with
multiplying effect

(d) All of the above

Ans. (d)

Q126. __________ consists of

the learning opportunities
designed to help employees to
grow.

(a) Training

(b) Development

(c) Banking operations

(d) None of the above

Ans. (b)

Q127. Joint Management Councils

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are established in an organisation

which employs –

(a) 100 employees

(b) 300 employees

(c) 400 employees

(d) 500 employees or more

Ans. (d)

Q128. ROI Stands for —

(a) Return on Insurance

(b) Return on Investment

(c) Rate on Insurance

(d) Risk on Insurance

Ans. (b)

Q129. Talent Management consist

of –

(i) Performance Evaluations to identify

potentials

(ii) Psychological testing and

assessment to determine capability
gaps

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(iii) Training & development

programmes

(iv) Project work & job experience to

accelerate development

(a) i, ii, iii

(b) ii, iii, iv

(c) i, ii, iii, iv

(d) only i

Ans. (c)

Q130. The term “Learning

Organisation” means –

(a) People of all Levels, individually or

collectively are continually increasing
their capacity to produce results, they
care about

(b) A collective ideal, a vision

(c) It promotes culture of Learning, a

community of learners, and it ensures
that individual learning enriches &
enhances the organisation as a whole

(d) All of the above

Ans. (d)

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Q131. Line Management is –

(a) Hierarchical chain of command

from executive to front-line level in
which top management has direct
authority

(b) Organised along cross-functional

lines, such as employee development or
strategic direction

(c) Both of (a) and (b)

(d) None of the above

Ans. (c)

Q132. _____ is a process of

transmission of massage and
understanding of information
between two or more people, it
involves at least two parties – a
sender and a receiver.

(a) Body language

(b) Communication

(c) System

(d) None of the above

Ans. (b)

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Q133. _________ methods are

generally applied on the
workplace while employees are
actually working.

(a) On the Job training

(b) Off the job training

(c) Both (a) & (b)

(d) None of the above.

Ans. (a)

Q134. Selection is-

(a) A process of picking up individuals

with requisite qualifications &
competence to fill jobs in the
organisation

(b) A process of differentiating between

applicants in order to identify & hire
those with a greater likelihood of
success in a job

(c) Both (a) and (b)

(d) None of the above

Ans. (c)

Q135. Interviews can be —

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(a) One-to-one

(b) Panel interview

(c) Sequential Interview

(d) All of the above

Ans. (d)

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 HR Management Chapters 1-4 Review
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1. True or False. In Guest's Theory of HRM, sustainable competitive advan-

tage demands a fit between a firm's competitive business strategy and
internal human resource management strategy, policies and practices. This
statement is:: False
2. True or False. The 'Best Fit' approach in HRM theory is also referred to the
'Universalist' approach:: False
3. The perspective the owner or CEO has of HR will determine the extent to
which they recognize the role of the other two stakeholders in the business:
the managers and the employees. This is referred to as:: HR Philosophy
4. True or False. The origins of HRM can be found in the industrial revolution
in England in the late nineteenth century:: True
5. True or False. Barney's VRIO model (1991) suggests that an organization's
employees are its single most important strategic differentiator:: True
6. Devolvement of HR activities to line managers has a number of advantages
for the HR function, including:
A) It allows the strengthening of the relationship between the line manager
and the employee.
B) It allows the integration of HR activities into the day to day management
of people.
C) It allows the HR specialist to concentrate on strategic aspects of the
business rather than on operational concerns.
D) All of the above.
E) None of the above: D) All of the above
7. David Guest is associated with which of the following models of HRM:
A) The Harvard Model
B) The Michigan Model
C) The Contingency Model
D) None of the above: D) None of the above
8. According to Storey (1989) the following are critical features that charac-
terize contemporary HRM:
A) HRM is explicitly linked with corporate strategy
B) HRM focuses on commitment rather than compliance of employees
C) Employee commitment is obtained through an integrated approach to HR
policies in the area of rewards, selection, training and appraisal
D) All of the above: D) All of the above

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9. Which of the following statements are incorrect:
A) A 'hard' approach is one in which employees are a resource like any other
and should be managed as such
B) A 'soft' approach involves treating employees as valued assets and a
source of competitive advantage, rather than simply using people as another
resource
C) A unitarist perspective sees conflicts and disagreements between man-
agers and workers over the distribution of profits as normal and inescapable.
D) None of the above.: C)
10. True or False. The HR business partner is seen as a consultant to the
organization, working closely with line managers to ensure that HR practices
enable the successful delivery of business strategy.: True
11. Which of the following is a stage in the Human Resource Planning Cycle?
A) Forecasting
B) Observation
C) Encountering
D) All of the above: A) Forecasting
12. A labour surplus occurs when:
A) There are a number of jobs that remain vacant in the organization
B) The cost of wages exceeds the allocated budget in a given year
C) There are more staff than positions available in the organization
D) None of the above: C)
13. The term 'talent management' was first coined by a group of McKinsey
consultants in:
A) 1907
B) 1957
C) 1977
D) 1997: D) 1997
14. An employee with a high level of potential but a low level of performance
should:
A) Be removed from the organization
B) Be given a promotion
C) Be assigned a mentor
D) None of the above: C) Be assigned a mentor
15. Why do Chinese firms often view ethical behaviour as a talent?
A) Chinese employees tend not to be ethical
B) Confucian principles underpin Chinese society
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C) Research shows a link between ethical behaviour and financial rewards
D) All of the above: B)
16. Which of the following is an external influence on the supply of labour?
A) Migration patterns
B) National wage agreements
C) Legislation
D) All of the above: D) All of the above
17. An 'inclusive' approach to talent management focuses on:
A) Senior managers
B) Middle managers
C) Union managers
D) All of the above: D) All of the above
18. Which of the following factors impacts talent potential?
A) Salary
B) Line manager
C) Work design
D) All of the above: D) All of the above
19. Research by Groysberg et al. (2004) suggests that hiring 'star' employees:
A) Can result in decreased employee performance
B) Can create conflict in the team
C) Can reduce the company's financial performance
D) All of the above: D) All of the above
20. At Dana-Farber, 'star' employees:
A) Expected constant supervision
B) Avoided individual performance goals
C) Were poor collaborators
D) All of the above: C) Were poor collaborators
21. Executive search consultants/recruitment consultants and headhunters:
A) Provide a free service to organizations looking to recruit for their organi-
zation
B) Provide only temporary staff for organizations
C) Are costly and approach particular people with regards to them applying
for the open position
D) Ultimately select the person who is going to be employed in the organiza-
tion: C)
22. Which of the following selection methods has the lowest predictive va-
lidity?
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 HR Management Chapters 1-4 Review
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A) Astrology
B) Work sample tests
C) Unstructured interviews
D) References: A) Astrology
23. Which of the following selection methods could not be conducted by one
person?
A) Psychometric test
B) Panel interview
C) Personality test: B) Panel interview
24. You are a recruiter in an organization and wish to advertise a vacancy for
one Engineering Graduate. Which one of the following recruitment methods
would be most suitable to use?
A) TV
B) Newspapers
C) Radio
D) Online job sites/social media: D)
25. The disadvantages of using an internal recruitment method include:
A) It can act as a demotivator for candidates
B) It can lead to a lack of innovation in the organization
C) It selects from a limited field of candidates
D) All of the above
E) None of the above: D) All of the above
26. In recruitment and selection, conducting the job analysis is part of the:
A) Recruitment phase
B) Selection phase: A) Recruitment phase
27. True or False. The person specification is described as the detailed break-
down of the purpose of the role and the various tasks and responsibilities
involved in a particular job.: False
28. Which of the following can be identified as a formal recruitment method?
A) Corporate website
B) Recruitment-specific websites
C) Social media
D) All of the above
E) None of the above: D) All of the above
29. The shortlisting phase takes place as part of the:
A) Job analysis stage

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B) Recruitment stage
C) Selection stage: C) Selection stage
30. Keeping in mind employment equality legislation, is it permitted to ask
the following question: 'How old are you?': No
31. Organizations which focus on the link between employee engagement
and induction, turnover and retention are more likely to:
A) Look towards expanding the business to international markets
B) Increase the overall competitiveness and success of the business
C) Have high levels of underperforming staff
D) Have high levels of turnover: B)
32. New employees are more likely to leave an organization:
A) When the new starter realizes the job was oversold to them at the interview
B) When the new starter realizes that they are unable to perform at the level
required of them
C) When the new starter realizes that the organizational culture is different
to what they are used to and they simply don't 'fit'
D) All of the above: D) All of the above
33. When employees are engaged, they demonstrate which of the following:
A) Motivation, happiness and eagerness
B) Burnout, stress and exhaustion
C) Vigor, dedication and absorption
D) Satisfaction, contentment and commitment: C) Vigor, dedication and ab-
sorption
34. Employee engagement is:
A) A narrower concept than work engagement in so far as it includes not just
the relationship of the employee to their work but also their relationship with
the organization itself
B) A broader concept than work engagement in so far as it includes not just
the relationship of the employee to their work but also their relationship with
the organization itself
C) A narrower concept than work engagement in so far as it includes the
relationship between co-workers and the employee
D) A broader concept than work engagement as in so far as it includes the
financial rewards paid to an employee: B)
35. Which of the following is not a distinct phase as proposed by Hill and Trist
(1955)?
A) Induction phase
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B) Transitional phase
C) Differential Transit
D) Settled connection: B) Transitional phase
36. Organizational fit can be defined as:
A) The 'fit' between the amount the organization is willing to pay the individ-
ual and the amount that individual is willing to accept
B) The 'fit' between the HR strategies of the organization and the business
strategy of the firm
C) The 'fit' between the cost of recruitment and the value of the individual
position to the organization
D) The 'fit' or alignment of the personal values and work ethic of the employee
with those of the organization's culture: D)
37. Induction is an important organizational initiative as it:
A) Ensures employees turn up on time and ready for work
B) Lays the groundwork for employee engagement
C) Seeks to promote employee individualism
D) Rewards employees for successfully securing a new role: B)
38. Onboarding refers to:
A) The mechanism through which new employees acquire the necessary
knowledge, skills and behaviours to become effective organizational mem-
bers and insiders
B) Bringing employees on to the board of management of an organization
C) Taking new employees on an excursion with other new starters to get to
know each other
D) Showing a promotional video to all new starters: A)
39. A relational approach to induction ensure that a balance is struck be-
tween:
A) Information delivery and relationship development
B) Information delivery and basic facts regarding the location of facilities and
services
C) Information delivery and company specific strategic objectives
D) Information delivery and team specific objectives: A)
40. A mentor is someone who:
A) Is a more senior or experienced employee to whom the new starter reports
while on probation
B) Is a less senior or experienced employee who acts as an informal buddy
to help the new starter find their feet in their new role
C) Is a more senior or experienced employee who acts as a role model for
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 HR Management Chapters 1-4 Review
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the employee, supporting their personal and professional development
D) Is a less senior or experienced employee who is tasked with having lunch
with the new starter for the first three weeks of employment: C)
41. The process of moving decision-making downwards, from HR to line
managers: Devolved
42. It refers to an organization's effort to create the right conditions through
which employees can be highly involved, but it also stresses the employees'
role in fully engaging in this process and working hard to achieve the
organization's goals: High-commitment HRM
43. this approach to the employment relationship encourages high levels of
employee participation or 'voice' in the decisions that the organization has
to make: High-involvement HRM
44. where the HRM practices are integrated and mutually reinforcing in order
to produce an effective outcome at an organizational level: High-performance
work system (HPWS)
45. involves strong consistency and interconnection between HRM policies
and practices internally in order to achieve effective performance: Horiztonal
integration
46. the strategic and integrated approach taken by an organization to the
management of its most valued assets, namely its people: Human resource
management
47. the relationship between employers and employees, with a focus on
those areas of the employment relationship where employers deal with
employee representatives, such as trade unions, rather than individuals: In-
dustrial relations
48. an employee whose job involves developing and using knowledge rather
than producing goods or services: Knowledge worker
49. managers who have employees directly reporting to them and who have
a higher level of responsibility than those employees: Line managers
50. this approach to the employment relationship is more control-based,
where employees are identified as being core or peripheral in achieving the
organization's goals: Low-involvement HRM
51. where HR is coordinated and consistent with the overall business objec-
tives, goals and strategy in order to increase business performance: Strategic
human resource management

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52. a factory management system developed in the late nineteenth century to
increase efficiency by breaking down production into specialized repetitive
tasks: Taylorist
53. an organized group of workers which represents members' interests
in maintaining or improving the conditions of their employment by acting
collectively as a way to challenge employer power: Trade unions
54. the matching of HRM policies and practices with business strategy: ver-
tical integration
55. the stage in the human resource planning cycle where the organization
makes a specific plan regarding how best to use the workforce to help meet
the strategic goals of the firm: Action planning
56. the stage in the human resource planning cycle where the organization
must predict the demand for and supply of labour in order to meet the
strategic goals of the firm: Forecasting
57. employees who are currently achieving a high level of performance and
have the potential to make a key contribution to the strategic development
of the firm: HIPOs (high potentials)/stars
58. are those employees who are currently achieving a high level of perfor-
mance but have little potential to make a key contribution to the strategic
development of the firm: Key performers
59. the stage of the human resource planning cycle where the organization
must identify a range of factors currently impacting its operations: Stocktak-
ing
60. employees who are currently not achieving a high level of performance
and have little potential to make a key contribution to the strategic develop-
ment of the firm: Underperformers
61. employees who are currently not achieving a high level of performance
but with the necessary changes have the potential to make a key contribution
to the strategic development of the firm: Untapped potentials
62. the process through which an organization ensures it has the right
number of people with the right skills in the right roles both now and for the
future: Workforce planning
63. the behavioural characteristics of an individual that are related to their
effective performance in a role: Competencies

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64. interviews that are structured around job-specific competencies that
require interviewees to describe specific tasks or situations: Competen-
cy-based interviews
65. an organization is recognized in its own right as a desirable place to work
by the internal and external labour market: Employer brand
66. a vacancy is advertised to potential candidates via the internet: E-recruit-
ment
67. a vacancy is advertised to potential candidates outside the existing
employee base in the organization: External recruitment
68. a vacancy is advertised to potential candidates from within the existing
employee base in the organization: Internal recruitment
69. a vacancy is advertised to potential candidates who are currently residing
overseas: International recruitment
70. the process used to gather information about the various tasks and
responsibilities involved in a position: Job analysis
71. the detailed breakdown of the purpose of the role and the various tasks
and responsibilities involved in a particular job: Job description
72. specifies the type of person needed to do a particular job: Person specifi-
cation
73. the extent to which the enthusiasm, knowledge, skills, abilities and moti-
vations of the individual match those required by the job: Person - job fit
74. the extent to which the values, interests and behaviours of the individual
match the organizational culture: Person - organization fit
75. a method is identified as this if it consistently measures what it sets out
to measure: Reliability
76. a process used to find the candidate who most closely matches the
specific requirements of a vacant position: Selection
77. a sifting process where those candidates who most closely match the
predetermined job-specific requirements are separated out from all other
applicants: Shortlisting
78. a scoring mechanism for placing the candidates who have applied for the
position in a ranking order based on their suitability for the role: Shortlisting
matrix

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79. the extent to which a selection method measures what it purports to
measure and how well it does this: Validity
80. an informal approach to assisting a new employee to learn about the
organization and how things work around or within the organization: Buddy
approach
81. this is the opposite to engagement, where the employee disengages and
withdraws from work due to emotional and/or physical exhaustion: Employee
burnout
82. a broader concept than work engagement insofar as it includes not just
the relationship of the employee to their work but also their relationship with
the organization itself: Employee engagement
83. research carried out to assess the feelings of a target group of employees
towards various aspects of their work, their team and their organization: Em-
ployee engagement surveys
84. the number of people who leave an organization and need to be replaced
in order to maintain production or service: Employee turnover
85. from a defined set of available benefits, employees select the benefits
that best meet their needs: Flexible benefits
86. the collection of employee skill that exists within a firm at any given
time: Human capital pool
87. the whole process whereby new employees in an organization adjust to
their new roles and responsibilities within a new working environment: In-
duction
88. this approach to induction focuses on supplying new starters with basic
information regarding the working of procedures within the organization: In-
formational approach
89. a research study that involves repeated observations of the same vari-
ables over long periods of time: Longitudinal study
90. the employee who is mentored by a more senior employee within the
organization: Mentee
91. a more senior or experienced employee who acts as a role model for the
employee, supporting their personal and professional development: Mentor
92. a developmental process focused on the personal and professional de-
velopment of the mentee: Mentoring process

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93. the mechanism through which new employees acquire the necessary
knowledge, skills and behaviours to become effective organizational mem-
bers and insiders: Onboarding
94. the behaviour of individual employees that is not directly or explicitly
required by an organization as part of the role but which promotes the
effective functioning of the organization: Organizational citizenship behaviours
95. the 'fit' or alignment of the personal values and work ethic of the employ-
ee with those of the organization's culture and values: Organizational fit
96. those factors beyond the control of the organization that may cause an
employee to leave - such as moving to a new location/country, the arrival of
children, retirement and so on: Pull factors
97. those factors that negatively impact on an employee and may be the
trigger to start them thinking about leaving an organization, such as dissat-
isfaction with their work, their boss or their promotional opportunities, a lack
of developmental opportunities and so on: Push factors
98. this approach to induction focuses on helping new starters rapidly es-
tablish a broad network of relationships with co-workers from whom they
can access the information they need to be productive members of the
team: Relational approach
99. a strategic approach adopted by organizations to keep productive em-
ployees from seeking alternative employment: Retention
100. a model stating that new starters in an organization are more at risk of
leaving in the first six weeks of commencing a new job: Survival curse
101. benefits for the business that can be measured and reported on: Tangible
benefits
102. describes the level an individual is prepared to invest of themselves in
their work and/or task at hand: Work engagement

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 Human Resource Management (HRM) big
collection MCQs [set-1]

1. Who has introduced the ‘seven point plan’ for taking the best interview method?
A. Milton L. Blum
B. F.E. Burt
C. Prof. A. Rozars
D. Fillipo
Answer: C

2. ‘Rege Committee’ is related to

A. Working conditions in Indian Industry
o m
B. Social security in Indian Industry
. c
C. Individual differences in Indian Industry
te
D. None of the above
a
Answer: A

q M
3. Competitive edge comes fromcthe of people.
A. Competency M
B. Efforts
C. Quality
D. Hard work
Answer: C

4. Period in which people learn how to develop new roles is called

A. exploration stage
B. growth stage
C. midcareer crisis sub stage
D. decline stage
Answer: D

5. Which of these is the purpose of recruitment?

A. Make sure that there is match between cost and benefit
 B. Help increase the success rate of the selection process by reducing the number of visibly
underqualified or over qualified job applicants.
C. Help the firm create more culturally diverse work - force
D. None of the above
Answer: B

6. A person who has ultimate control over the affairs of the factory under the
Factories Act, 1948 is called
A. Occupier
B. Manager
C. Chairman
D. Managing Director
Answer: A

7. In a career development focus, information about individual interests and

preferences is a part of
A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning
Answer: D

8. Ethical challenges may arise on account of

A. Failure of personal character, conflict of personal value& organisational goals and conflict of
organisational goals and social values
B. Hazardous but popular products
C. Both (A) and (B)
D. None of the above
Answer: C

9. A process of making workers highly skilled, with help of on job training and
formal learning is
A. job rotation
B. off the job training
C. job instruction training
D. apprenticeship training
Answer: D

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10. In quantitative measure, employee’s turnover and training hours, called
A. human resource metrics
B. evidence based management
C. high performance work system
D. competitive advantage
Answer: A

11. 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
Answer: C

12. 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
Answer: B

13. Which is a step of job description?

A. List of jobs to evaluated
B. Review of job description
C. Interview with supervisor
D. All of the above
Answer: D

14. Reporting relationships and working conditions related to a job is stated in

A. job descriptions
B. job analysis
C. job specifications
D. Both A and C
Answer: A

15. Formulating ‘SMART’ performance training objectives are a part of

A. human process intervention

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 B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: A

16. Sabbatical leave, funeral leave, jury duty and vacations are examples of
A. optional pay benefits
B. unemployment pay benefits
C. compensation law benefits
D. supplemental pay benefits
Answer: D

17. 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
Answer: A

18. Diagrams and charts available to guide workers at job site, considered as
A. job rotation
B. job training
C. job aid
D. programmed learning
Answer: C

19. UNIDO preparatory meeting on the “Role of Women in Industrialisation in

Developing Countries” held in February 1978. Identified constraints, which hinder
women from participating in industrial activities. The meeting was held at
A. Vienna
B. New Delhi
C. Geneva
D. Mexico City
Answer: A

20. Which one of the following is not a decision role identified by Henry Mintzberg

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 A. The spokesperson role
B. The Entrepreneurial role
C. The Disturbance handler role
D. The Resource allocator role
Answer: A

21. Kind of arbitration, which is also known as contract interpretation arbitration

is
A. binding arbitration
B. non-binding arbitration
C. interest arbitration
D. rights arbitration
Answer: D

22. The policy of introducing “New Blood” is

A. Stereotypic
B. Bureaucratic as well as redtapic
C. Innovative and challenging, making the corporate dynamic
D. Innovative, challenging, but often resisted
Answer: D

23. Who has called the POSDCORB ‘folklore’?

A. Michael Poole
B. Henry Mirzberg
C. Rosemary Stewart
D. Michael Armstrong
Answer: B

24. First step in planning process is to

A. Set an objective
B. Evaluate alternatives
C. Determine strength and weaknesses
D. none of above
Answer: A

25. Stage in which a person develops a selfconcept is called

A. exploration stage
B. growth stage

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 C. establishment stage
D. maintenance stage
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-2]

26. What is the procedure in which an employer and a group of employees agree to
the conditions of work?
A. Dispute settlement
B. Collective bargaining
C. Industrial democracy
D. None of the above
Answer: B

27. In ‘HRD’ scorecard scales, scale 1 represents

o m
A. moderate maturity level
. c
B. least maturity level
te
C. highest maturity level
a
D. all of above
Answer: B
q M
c
Mcost of health care per employee by providing the
28. Which metric indicates the
per capita cost of employee benefits?
A. HR expense factor
B. human capital ROI
C. health care costs per employee
D. human capital value added
Answer: C

29. Which of the following is an outcome of collective bargaining?

A. Consent Award
B. Arbitration Award
C. Award of Tribunal
D. Award of Labour Court
Answer: A
30. 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
Answer: D

31. involves a one to one discussion between the participant and administrator.
A. Counselling
B. Training
C. Motivation
D. All of the above
Answer: A

32. Process through a person comes to know about self-skills, interests and
motivation is called
A. career
B. career management
C. career planning
D. career development
Answer: C

33. 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
Answer: B

34. Planning function of management process involves

A. Developing employees
B. Evaluating performance

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 C. Establishing departments
D. Establishing goals
Answer: D

35. Sensitivity training method is a part of

A. Vestibule training method
B. Off-the-job training method
C. On-the-job training method
D. None of the above
Answer: A

36. HRM is amalgam of

A. Job analysis, recruitment and selection
B. Social behaviour and Business Ethics
C. Organisational behaviour, personal management and industrial relation
D. Employer and employes
Answer: C

37. Which are not related to firm’s existing business in adding new product lines ?
A. related diversification
B. conglomerate diversification
C. diversification
D. all of above
Answer: B

38. Which country uses the graphology test to select candidates?

A. United States
B. Germany
C. China
D. India
Answer: A

39. Union leaders at different levels& at federations are elected on

A. democratic principle
B. political considerations
C. employer?s recommendation
D. seniority basis
Answer: A

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40. 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
Answer: A

41. Comparison of on-the-job behavior before and after training programs can be
classified as
A. measuring reaction
B. measuring learning
C. measuring behavior
D. measuring results
Answer: C

42. Online career development workshops are one of method of

A. career management
B. appraisal management
C. performance management
D. employee development
Answer: A

43. ‘T-group’ suggests that participation should be

A. voluntary
B. involuntary
C. in-house development
D. lifelong learning
Answer: A

44. Formal procedure, in which job terminated person is counseled and trained, to
secure a job position by teaching selfappraising techniques is classified as
A. termination interview
B. outplacement counseling
C. exit interviews
D. subordination interviews
Answer: B

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45. Which one of the following contains the phases of organizational development
arranged in sequential order?
A. Entry into the organization, diagnosis, culture building and interventions
B. Entry into the organization, diagnosis, interventions and culture building
C. Entry into the organization, culture building, diagnosis and interventions
D. Entry into the organization, interventions, diagnosis and culture building
Answer: B

46. 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
Answer: A

47. 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
D. Because the best-practice approach does not emphasize the individual business context
Answer: A

48. What does “TCN” stand for

A. host country national
B. expatriates
C. home country national
D. Third country national
Answer: D

49. Compulsory collective bargaining was advocated by:

A. G.L. Nanda
B. Khandubhai Desai
C. V.V. Giri
D. Jagjivan Ram
Answer: C

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50. ‘coaching’ and ‘mentoring’ require
A. analytical skills
B. logical skills
C. interpersonal skills
D. Both A and C
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-3]

51. Which one is not the technique of personality measurement?

A. Projective Technique
B. Word Association Technique
C. Raven’s Progressive Matrices
D. Sentence Completion Technique
Answer: C

52. Grapevine is a type of

A. Formal Communication
o m
B. Informal Communication
. c
C. Written Communication
te
D. Lateral Communication
a
Answer: B

q M
53. Who introduced the conceptc
of quality circles in India?
A. P. V. Rao M
B. S. R. Udpa
C. Udai Pareek
D. Dharani P. Sinha
Answer: B

54. A method, executive’s strengths and weaknesses are being questioned by

external consultant, known as
A. behavior modeling
B. role playing
C. in-house development center
D. executive coach
Answer: D

55. The benefit of paraphrasing in Employee Appraisal is that it

A. Suggests interest and active listening.
 B. Clarify and convey to the rater that you are listening actively.
C. Shows that you are trying to understand the emotional aspect of the work place.
D. All of the above.
Answer: B

56. Most people who are classified as nontraditional workers are

A. contingent workers
B. independent contractors
C. job sharing
D. working multiple jobs
Answer: B

57. 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
Answer: A

58. Arrange the following steps in OB Mod in their right sequence:

I. Identification of behavioural contingencies
II. Measurement of the behaviours
III. Identification of performance related behaviours
IV. Evaluation of performance improvement
V. Development and implementation of intervention strategy
A. I, III, II, V, IV
B. III, I, II, IV, V
C. I, IV, III, II, V
D. III, II, I, V, IV
Answer: D

59. Off the job training does not include:

A. Role playing
B. Lecture method
C. Coaching
D. Conference or discussion

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Answer: C

60. is the process of acquiring, training, appraising, and compensating employees,

and attending to their labor relations, health and safety, and fairness concerns.
A. Human Resource Management
B. Labor Relations
C. Industrial Psychology
D. Organizational Behavior
Answer: A

61. ‘Human Resource Management’ is process of

A. Acquiring Employees
B. Training Employees
C. Appraising and Compensating Employees
D. all of above
Answer: D

62. Identify the correct definition of Industrial Relation?

A. Relation between or among human being
B. Relation between employer and employees
C. Relation between parties in employment context
D. Collective relationship between management and trade union.
Answer: D

63. Process of establishing pay rates includes an ensuring is called

A. internal equity
B. external equity
C. procedural equity
D. all of above
Answer: D

64. In talent management end to end process, performance management leads

A. succession planning
B. compensation management
C. learning management systems
D. e-recruiting
Answer: C

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65. A validity test that contains a fair sample of performed tasks in actual job is
called
A. criterion validity
B. content validity
C. Score validity
D. Both A and B
Answer: B

66. People should be regarded as assets rather than variable costs was emphasised
in
A. Public Administration
B. Personnel Administration
C. Personnel Management
D. Human Resource Management
Answer: D

67. Two basic issues to address in training evaluation are

A. design of evaluation
B. the things to measure
C. in-house development
D. Both A and B
Answer: D

68. Defining factors to be compared is included in

A. selection of compensable factors
B. selection of intuitive factors
C. selection of logical factors
D. selection of comprehensive factors
Answer: A

69. 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
Answer: A

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70. HR managers are generally the managers:
A. Line
B. Middle
C. Staff
D. Top
Answer: C

71. 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
Answer: A

72. Level of trust reflects mentor’s

A. professional competence
B. consistency
C. ability to communicate
D. all of above
Answer: D

73. A person who is citizen of the country where MNC is headquartered, but
working in another country with the same company is called
A. Host Country Nationals
B. Trans Country Nationals
C. Third Country Nationals
D. Parent Country Nationals
Answer: D

74. Which of these is the most important external factor governing recruitments?
A. Sons of soil
B. Labour market
C. Unemployment rate
D. Supply and demand
Answer: D

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75. Job Evaluation criterion comes from
A. Job manual
B. Job duration
C. Job description
D. Job specification
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-4]

76. Stage in which people develop new roles such as confidantes of younger people
is called
A. exploration stage
B. growth stage
C. midcareer crisis sub stage
D. decline stage
Answer: D

m
77. People who have an artistic personality often chose career of
o
A. advertising executives
. c
B. school administrators
te
C. investment managers
a
D. credit managers
Answer: A
q M
78. Which of the following isM
c
an invisible part but a powerful template that shapes,
what happens at the workplace?
A. Organisational culture
B. Organisational climate
C. Organisational structure
D. Organisational dynamics
Answer: A

79. Salary compression is a result of

A. monetary funds
B. interest rate
C. inflation
D. deflation
Answer: C

80. Which of the following is not a labour legislation?

 A. Factories Act
B. Minimum Wages Act
C. Equal Remuneration Act
D. Untouchability Abolition Act
Answer: D

81. Evaluation of trainee’s reactions to a training program is classified as

A. measuring reaction
B. measuring learning
C. measuring behavior
D. measuring results
Answer: A

82. An organized effort by union members to exert pressure on company by

pressurizing customers, shareholders, directors and creditors is called
A. wildcat campaign
B. impasse campaign
C. corporate campaign
D. picket campaign
Answer: C

83. Types of interventions to overcome effect of impasse, included

A. fact finder
B. arbitration
C. mediation
D. all of above
Answer: D

84. Which of the following refers to analysis of handwriting to determine writer’s

basic personality traits?
A. Kinesics
B. Polygraphy
C. Graphology
D. None of these
Answer: C

85. Job Evaluation is carried on by

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 A. Groups
B. Individuals
C. Both (A) and (B)
D. None of the above
Answer: A

86. 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
Answer: C

87. Kind of pension plan which follows a formula to determine retirement benefits
is classified as
A. defined benefit pension plan
B. defined contribution pension plan
C. defined noncontributory pension plan
D. deferred contribution pension plan
Answer: A

88. Performance rating as good or bad on numerical rating scale is called

A. critical incident method
B. forced distribution method
C. behaviorally anchored rating scale
D. paired comparison method
Answer: C

89. Retired officers of Indian Army are recruited by real estate firms is an example
of
A. phased retirement
B. flexible work
C. honoring experience
D. modifying selection procedure
Answer: C

90. Persistent failure for performing duties to meet job standards is categorized as

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 A. unsatisfactory satisfaction
B. insubordination
C. misconduct
D. lack of qualifications
Answer: C

91. Name the Author of Equity Theory of Motivation.

A. Blake& Mouton
B. Strube& Garcia
C. Stancy Adams
D. Albert Bandura
Answer: C

92. HRM is concerned with

A. Worker
B. Industrial relation
C. Field Staff
D. All employees
Answer: D

93. Category which is not included in ‘organizational development’ is

A. techno structural
B. strategic applications
C. human process
D. consolidation of gains
Answer: D

94. One who issues orders in chain of command outside their department is
A. staff managers
B. line managers
C. finance manager
D. both A and B
Answer: B

95. The following is (are) included in salary survey.

A. Average salary
B. Inflation indicators

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 C. Salary budget averages
D. All of the above
Answer: D

96. 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 sampling
D. behavioral assessment
Answer: A

97. 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
Answer: B

98. In Lewin organizational change process, ‘communication of shared vision’ is

A. unfreezing stage
B. moving stage
C. refreezing stage
D. all of above
Answer: C

99. Ranking of job, based on difficulty is

A. job description
B. job specification
C. job evaluation
D. ranking method
Answer: D

100. Occasional incentives such as bonuses, sales prizes are mostly paid with the
A. salary plan
B. commission plan
C. combination plan
D. proportionate plan

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Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-5]

101. 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
Answer: B

102. A company’s ‘HR’ department can create an advisory relationship through

A. line authority
o m
B. staff authority
. c
C. hiring authority
te
D. all of above
a
Answer: B

q M
103. Types of strikes include c
A. economic strike M
B. sympathy strike
C. wildcat strike
D. all of above
Answer: D

104. For an occupation of farming, best classified personality orientation can be

A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: A

105. ‘praise’ and ‘expression of approvals’ in form of program are best classified
as
A. social recognition program
 B. performance feedback
C. fixed premium
D. financial awards
Answer: A

106. The Ranking method is best suited for

A. Complex organizations
B. Large organizations
C. Small organizations
D. Any of the above
Answer: C

107. Meaning of ‘direction sharing’ is

A. communicating line authority
B. staff authority
C. communicating company’s higherlevel goals
D. communicating future HR policies
Answer: C

108. The thorough& detailed study regarding jobs within an Organisation is

represented by;
A. Job analysis
B. Job description
C. Job specification
D. Job evaluation
Answer: A

109. Comparison of fairness between sales manager and production manager job
pay rates, is an example of
A. collective equity
B. primary equity
C. secondary equity
D. internal equity
Answer: D

110. Situation, subordinates collude to rate high with each other, known as
A. logrolling

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 B. dialog rolling
C. up rating
D. lenient/strict tendency
Answer: A

111. Quantitative performance measures used by human resource managers to

assess operations are called
A. ratios
B. benchmarks
C. metrics
D. grades
Answer: C

112. are a useful tool for determining why employees are leaving an organization.
A. Government labor reports
B. Exit interviews
C. Benchmarks
D. HR portals
Answer: B

113. Adding ‘incentives’ to job is included in

A. intrinsic motivation
B. extrinsic motivation
C. outsourced motivation
D. in-house motivation
Answer: B

114. Involuntary termination of job of employee is classified as

A. procedural termination
B. dismissal
C. descriptive termination
D. distributive termination
Answer: B

115. Which of the following decreases group cohesiveness?

A. Large group size
B. Frequency of interaction

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 C. Agreement on group goals
D. All of the above
Answer: A

116. Recruitment and selection involves the following except

A. Building a pool of candidates
B. Completing application form by applicants
C. Reduction of the work force
D. Employment planning and forecasting
Answer: C

117. Who advocated the theory Z?

A. John Galbraith
B. Jerdee and Caroll
C. William Ouchi and Price
D. Douglas Murray McGregor
Answer: C

118. 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
Answer: B

119. Arrange the following steps involved in establishing a career development

system in proper sequence:
I. Vision
II. Needs
III. Action plan
IV. Results
A. IV, III, II, I
B. II, I, III, IV
C. II, IV, I, III
D. III, I, II, IV
Answer: B

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120. ‘piecework’ pay plan is often called
A. individual pay plan
B. group pay plan
C. extrinsic rewards
D. intrinsic rewards
Answer: A

121. Lawyers are tend to be classified as personality type of

A. social
B. non artistic
C. investigative
D. enterprising
Answer: D

122. New performance ‘appraisal systems’ and incentives usage is part of

A. mobilize commitment
B. consolidation of gains
C. creating guiding coalition
D. reinforcement of new programs
Answer: D

123. An employee is rated high in performance appraisal because of ‘religion’, is

an example of
A. lenient/strict tendency
B. bias
C. central tendency
D. different tendencies
Answer: B

124. 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
Answer: B

125. Which of the following factors connected with working conditions?

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 A. Work environment
B. Security and opportunity to rise
C. Fair wages
D. All of the above
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-6]

126. ‘market saturation’ can be best classified as

A. potential opportunities
B. potential Threats
C. potential Strengths
D. potential Weaknesses
Answer: B

127. An availability of new talent management information system is a key driver

of
o m
A. phased retirement
. c
B. career management
te
C. talent management
a
D. modifying selection procedure
Answer: C
q M
c
Mbest classified as
128. Large inventories can be
A. potential opportunities
B. potential Threats
C. potential Strengths
D. potential Weaknesses
Answer: D

129. Strategy to understand problem and to formulate hypothesis is called

A. planning
B. preparation
C. follow-up
D. compensating employees
Answer: A

130. An ‘Equal Pay Act’ emphasizes compensable factors are such as

A. skills
 B. efforts and responsibility
C. working conditions
D. all of above
Answer: D

131. The goal of HRD system is to develop

A. The capabilities of each employee as an individual.
B. The capabilities of each individual in relation to his or her present role.
C. The capabilities of each employee in relation to his or her expected future roles.
D. All of the above
Answer: D

132. a/an is a plan or programmes to motivate individual or group performance.

A. Incentive scheme
B. Promotion scheme
C. Reward
D. None of the above
Answer: A

133. Strategy employees use to seek, for personal enrichment and greater
convenience is
A. promotions
B. transfers
C. reality shock
D. formal training
Answer: B

134. From employer’s point of view, talent management is also known as

A. phased retirement
B. career management
C. talent management
D. modifying selection procedure
Answer: B

135. Behavioral factors affecting job design are ?

A. Autonomy
B. Diversity

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 C. Feedback
D. All of the above
Answer: D

136. According to business perspective, employees carrying sign language in

depicting their concerns, regarded as
A. strike
B. picketing
C. boycott
D. impasse boycott
Answer: B

137. Distributive bargaining may be explained as

A. Bargaining wherein both parties are willing to negotiate over wages, hours and conditions of
employment.
B. Bargaining that focuses on convincing the other party that the cost of disagreeing with the
proposed terms would be very high.
C. Bargaining that focuses on convincing the other party that the benefits of agreeing with the
proposed terms would be very high.
D. None of the above.
Answer: B

138. Identify the correct sequence of the steps of grievance procedure required to
be followed for the grievance handling
1. Departmental Manager
2. Immediate Supervisor
3. Arbitration
4. Trade Union’s intervention
A. 1, 2, 3& 4
B. 2, 3, 1& 4
C. 2, 1, 4& 3
D. 2, 4, 1& 3
Answer: C

139. The process of determining the tasks that make-up a job and the skills,
abilities and responsibilities needed to perform the job is called
A. Job Analysis

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 B. Job Enrichment
C. Job Description
D. All of the above
Answer: A

140. Neutral party who negotiates issues in agreement dispute, makes a reasonable
settlement by giving public recommendation is classified as
A. mediation
B. impasse
C. fact finder
D. arbitration
Answer: C

141. Bankers are best classified in a personality type of

A. realistic orientation
B. investigative orientation
C. social orientation
D. conventional orientation
Answer: D

142. Unstructured interview is also called

A. non directive interview
B. directive interview
C. both A and B
D. none of above
Answer: B

143. People who chosen careers having more structured activities is classified as
A. realistic orientation
B. investigative orientation
C. social orientation
D. conventional orientation
Answer: D

144. Which principle of management is violated by matrix organisation structure?

A. Division of Labour
B. Unity of Direction

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 C. Unity of Command
D. None of the above
Answer: C

145. An integrated group of activities to bring about a change is known as

A. Organisation development
B. Interventions
C. OCTAPACE
D. Collaborative culture
Answer: A

146. Comparing quite dissimilar jobs such as nurses to technicians is best classified
as
A. comparable worth
B. incomparable worth
C. definable worth
D. indefinable worth
Answer: A

147. Consider the following punishments in disciplinary actions:

I. Warning
II. Demotion
III. Censure
IV. Dismissal
Which of the above fall under minor punishment?
A. I and II
B. I, II and III
C. I and III
D. I, II and IV
Answer: C

148. 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
Answer: C

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149. 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
Answer: D

150. ‘cooperative union-management projects’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-7]

151. Grouping of jobs on basis of skills and physical efforts is called

A. rank jobs
B. grades
C. classes
D. columns
Answer: C

152. Loyalty awards given to employees, for completing several years is an example
of
o m
A. financial awards
. c
B. non-financial rewards
te
C. non-motivating rewards
a
D. appraisal award
Answer: B
q M
c
M in the broad sense, for policy makers as
153. Exit Policy primarily emphasises
A. Retiring people and rehabilitating them
B. Bringing new blood to the Corporate
C. Removing employees
D. Down sizing
Answer: A

154. 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
Answer: C

155. Validity of structured interviews is

 A. high
B. low
C. moderate
D. none of above
Answer: A

156. Ten ‘C’ model of HRM architect was advanced by

A. Katz and Kahn
B. Alan Price
C. Chester I. Bernard
D. Max Weber
Answer: B

157. An enquiry that is conducted afresh because of the objections raised by

alleged employee is called
A. De-novo enquiry
B. Ex-parte enquiry
C. Domestic enquiry
D. None of the above
Answer: A

158. Stage, in career management that spans roughly between 24 to 44 and heart of
people’s career is
A. stabilization sub-stage
B. trial sub stage
C. establishment stage
D. maintenance stage
Answer: C

159. Competitive strategy is for

A. departmental strategy
B. business unit
C. none of above
D. all of above
Answer: B

160. Use of data, facts, analytics and evaluated research for making decision is

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 A. Evidence based HRM
B. High performance work system
C. Both A and B
D. none of above
Answer: A

161. People who are often executives of chamber of commerce, are classified in
personality type of
A. non enterprising
B. enterprising
C. social
D. investigative
Answer: B

162. In a career development, establishing career plans is a/an

A. individual role
B. managerial role
C. employer role
D. line manager’s role
Answer: A

163. Which of the following labour legislations in USA made unions more powerful
than management?
A. Wagner Act
B. Taft-Hartley Act
C. Narris-Le Guaradia Act
D. Landrum-Griffin Act
Answer: A

164. The interview in which pressure is deliberately put on the applicant is known
as
A. Non-directed interview
B. Directed interview
C. Patterned interview
D. None of the above
Answer: D

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165. Model for organizational is introduced by
A. Maslow Abraham
B. Sigmund Freud
C. Kurt Lewin
D. both A and B
Answer: C

166. 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
Answer: A

167. Human resource managers generally exert within the human resources
department and outside the human resources department.
A. line authority; implied authority
B. staff authority; line authority
C. line authority; staff authority
D. functional control; authoritarian control
Answer: A

168. In a career development focus, addition of development plans is a part of

A. training and development
B. performance appraisal
C. recruiting and placement
D. compensation and benefits
Answer: B

169. In surveying market, a way to know what others are paying, known as
A. salary survey
B. market survey
C. equity survey
D. motivation survey
Answer: A

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170. The number of subordinates a superior can effectively handle is called
A. Organising people
B. Span of control
C. Direction
D. Coordination
Answer: B

171. The measures the rate at which employees leave the company.
A. turnover costs
B. turnover rate
C. time to fill
D. cost per hire
Answer: B

172. In career development focus, an individual development plan is part of

A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning
Answer: A

173. The term procurement stands for

A. recruitment and selection
B. training and development
C. pay and benefits
D. health and safety
Answer: A

174. The other name of Sensitivity Training is

A. Brainstorming
B. T-Group Training
C. In-basket Exercise
D. Managerial Grid Training
Answer: B

175. People who choose medical profession is an example of

A. conventional personality
B. non-conventional personality

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 C. investigative personality
D. non investigative personality
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-8]

176. Recruitment is concerned with

A. Getting applications
B. Selecting the right candidate
C. Developing a pool of job candidates
D. None of the above
Answer: C

177. In job classification, group which contains similar jobs is called

A. classes
o m
B. grades
. c
C. rows
te
D. columns
a
Answer: A

q M
178. Developing characteristics c
of people needed to run business in .
A. Short term M
B. Medium term
C. Long term
D. Any of the above
Answer: C

179. Moving employees from one job to another in a predetermined way is called
A. Job rotation
B. Job reengineering
C. Work mapping
D. Job enrichment
Answer: A

180. “Work-Diversity” by nature, does not go against Ethics. But an executive

assistant while getting transferred from “stores” to “dispatch” section created
turmoil in the office. He is
 A. Most ethical in his deal
B. Fully against work ethics
C. He is workoholic
D. A Rigid employer, hard nut to crack
Answer: B

181. Pay plan is based on influence-able competencies for companies to focus on

A. performance management process
B. high performance work system
C. less performance work system
D. quantitative job evaluation
Answer: A

182. Advertisements through newspapers, TV, radio, professional journals and

magazines are methods of recruitment
A. Direct
B. Indirect
C. Third-party
D. E-recruitment
Answer: B

183. Focus on career development, tuition reimbursement plans are part of

A. training and development
B. performance appraisal
C. recruiting and placement
D. compensation and benefits
Answer: D

184. is defined as the record of outcomes produced on a specific job function or

activity during a specific time period.
A. Performance
B. Work function
C. Evaluation
D. None of the above
Answer: A

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185. Negotiations are an important aspect of the collective-bargaining process.
What do they ensure?
A. That conflict is always resolved.
B. That there is an agreement between all parties involved.
C. It achieves a set of lasting agreements.
D. That conflict is contained within manageable boundaries.
Answer: D

186. According to Herzberg, job salary and incentives are classified as

A. unhygienic
B. DE motivators
C. hygiene factor
D. extrinsic factors
Answer: C

187. Which of the following is not a traditional method of organisational

development?
A. Managerial grid
B. Survey feedback
C. Sensitivity training
D. Process consultation
Answer: D

188. In , the interviewer uses pre-set standardised questions which are put to all
applicants.
A. Unstructured interview
B. Behavioural interview
C. Structured interview
D. Mixed interview
Answer: C

189. An Edward Deci’s motivation theory explains the

A. extrinsic rewards causes detraction
B. intrinsic rewards causes detraction
C. extrinsic rewards causes motivation
D. intrinsic rewards causes motivation
Answer: A

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190. The Managerial Grid was given by
A. Kurt Lewin
B. Rensis Likert
C. Blake and Mouton
D. Hersey Blanchard
Answer: C

191. 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
Answer: B

192. 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
Answer: D

193. The following system combines the superior and self evaluation systems?
A. Graphic rating scale
B. Forced choice
C. Essay evaluation
D. Management by Objective
Answer: D

194. Aligning of skills, training and performance to have a successful career is also
known as
A. phased retirement
B. career management
C. talent management
D. modifying selection procedure
Answer: C

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195. 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
Answer: B

196. The three important components in aligning business strategy with HR

practice:
A. Business Strategy, Human Resource Practices, Organisational Capabilities
B. Marketing Strategy, Human Resource Practices, Organisational Capabilities
C. Business Strategy, Human Resource Practices, Organisational structure
D. Marketing Strategy, Human Resource Practices, Organisational structure
Answer: A

197. The area from which applicants can be recruited is

A. Job agencies
B. Labour markets
C. Employment lines
D. Labour unions
Answer: B

198. Process of attracting, selecting, training and promoting employees through a

particular firm is called
A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

199. 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
Answer: A

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200. Which one is not of Michael Porters five force model of industry analysis?
A. Threat of new entrants
B. Substitutes
C. Intensity of rivalry among existing players
D. Cost leadership
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-9]

201. ‘OCTAPACE’ - the concept for study of organisational climate was developed
by
A. Peter F. Drucker
B. Peter Segne
C. Udai Pareek
D. Dharni P. Sinha
Answer: C

202. Addition of new product lines in a company is

o m
A. diversification
. c
B. vertical integration
te
C. horizontal integration
a
D. geographic expansion
Answer: A
q M
c
M of group dynamics in right sequence:
203. Arrange the following stages
I. Norming
II. Performing
III. Storming
IV. Forming
A. IV, III, I, II
B. I, II, III, IV
C. IV, III, II, I
D. III, IV, II, I
Answer: A

204. Intended directions and actions are stated in

A. mission statement
B. strategic goals
C. vision statement
D. none of above
Answer: C

205. Which one is not a part of M.C. Kinsy’s 7’s frame work?
A. Skills
B. Strategy
C. Structure
D. Standards
Answer: D

206. Which of the following is not a factor of emotional intelligence?

A. Thinking without feeling
B. Emotion
C. Reason
D. Ability
Answer: A

207. When rating of employee trait biases its performance on other traits, it is
called
A. halo effect
B. Deja vu effect
C. narrow effect
D. none of above
Answer: A

208. Which of the following is Central Organization of Workers?

A. United Trade Union Congress
B. Trade Union Co-ordination Centre
C. Indian National Trade Union Congress
D. All of the above
Answer: D

209. Line managers respect the knowledge human resource managers have in areas
such as testing and affirmative action. Consequently, human resource managers
can influence line managers through
A. line authority
B. functional control
C. implied authority

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 D. explicit authority
Answer: C

210. 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
Answer: C

211. Assertion (A): Performance Appraisal cannot be error free and unbiased.
Reason (R): The Appraisal Methods are covertly influenced by human judgement
which may be vitiated by inter-personal discriminatory impulses.
A. Assertion (A) is right, Reason (R) is wrong.
B. Assertion (A) is wrong, Reason (R) is right.
C. Reason (R) does not subscribe to the Assertion (A).
D. Both Assertion (A) and Reason (R) are right, and Reason (R) validate Assertion (A).
Answer: D

212. In career development, seeking out information for career is included in

A. individual role
B. manager role
C. employer role
D. line manager
Answer: A

213. Employees’ inability to perform assigned task is classified as

A. misconduct
B. lack of qualifications
C. unsatisfactory satisfaction
D. insubordination
Answer: B

214. A technique, in which trainees are shown films on management techniques is

called
A. behavior modeling

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 B. role playing
C. in-house development center
D. Both A and B
Answer: A

215. Which one of the following is not a function of the Personnel Department?
A. Grievance Handling
B. Quality Management
C. Manpower Adjustment
D. Employment Activities
Answer: B

216. ‘Seed Plot’ is a latin word which mean

A. Mentoring
B. Planning
C. Seminar
D. Training
Answer: C

217. Protection available, against wrongful discharge of employees from

organization is classified as
A. statutory exceptions
B. common law exceptions
C. public policy exceptions
D. all of above
Answer: D

218. Which of the following is not a method of dealing with resistance to change?
A. Participation
B. Facilitation and Support
C. Coercion and Punishment
D. Education and Communication
Answer: C

219. In a re-engineering programme, when a process changes so does the of the

concerned employee.
A. Designation

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 B. Job profile
C. Qualification
D. Job experience
Answer: B

220. Method of keeping and reviewing, record of employees’ undesirable behavior

at different time intervals is
A. critical incident method
B. forced distribution method
C. alternation ranking method
D. paired comparison method
Answer: A

221. Which one is not a part of McKinsy’s 7‘s’ framework?

A. Systems
B. Strategy
C. Standards
D. Style
Answer: C

222. Traditional pay plan used in companies is mostly

A. person oriented
B. job oriented
C. tenure oriented
D. evaluation oriented
Answer: B

223. Ways of direct financial payments are

A. increments based on time
B. increments based on piecework
C. increments based on overtime
D. increments based on occupations
Answer: A

224. Data of benefits like employees insurance and other fringe benefits can be
collected through
A. benchmark surveys

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 B. salary surveys
C. primary survey
D. secondary survey
Answer: B

225. Kind of union security, in which employees are not member of union ,but, pay
dues of union, classified as
A. closed shop
B. union shop
C. agency shop
D. preferential shop
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-10]

226. Job analysis produces which of the following, regardless of the technique
used?
A. Benchmarks
B. Individual interview
C. Job specifications
D. Replacement charts
Answer: C

m
227. People having careers as school administrator can be classified as
o
A. social
. c
B. conventional
te
C. career anchors
a
D. artistic
Answer: A
q M
c
M tend to be one of personality orientation types,
228. Public relations executives,
regarded as
A. non artistic
B. artistic
C. non enterprising
D. non-conventional
Answer: B

229. Benefit paid to terminated employees or laid-off employees is

A. vacations and holidays
B. lifelong learning
C. severance pay
D. optional pay benefits
Answer: C

230. When company has a single product line, it is said to be a part of

 A. concentration strategy
B. market penetration
C. product development
D. both A and B
Answer: A

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

A. JIT
B. Simulations
C. Job Rotation
D. Mentoring
Answer: B

232. 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
Answer: C

233. Notion that woman and men should collect equal pay for comparable skills,
considered as
A. comparable worth
B. incomparable worth
C. definable worth
D. indefinable worth
Answer: A

234. Engineer occupation, classified as

A. realistic
B. investigative
C. artistic
D. social
Answer: A

235. Which statements are incorrect?

A. Recruitment and selection are part of the sourcing/attraction process

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 B. Selection creates a pool of talent to consider for future jobs
C. Recruitment enables the selection phase
D. All of the above statements are incorrect
Answer: B

236. In traditional focus, use of statistical data, included

A. training and development
B. performance appraisal
C. recruiting and placement
D. human resources planning
Answer: D

237. Which one of the following purpose is not served by the performance
evaluation?
A. Decisions about promotions transfers and terminations.
B. Centralisation and decentralisation of decision making authority.
C. Identification of training and development needs.
D. Criterion against which selection and development programmes are validated.
Answer: B

238. Measurement of results after training programs is classified as

A. measuring reaction
B. measuring learning
C. measuring behavior
D. measuring results
Answer: D

239. Which of these options is one of the non - analytical methods of job
evaluation?
A. Factor comparison method
B. Point ranking method
C. Job - grading method
D. None of the above
Answer: C

240. Which one of the following is not the characteristic of planning?

A. It is pervasive

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 B. It deals with future
C. It is not strategic
D. It involves selection of particular course of action
Answer: C

241. Which of the following is the correct sequence of training evaluation?

A. Learning, reaction, behavior and results
B. Reaction, learning, behavior and results
C. Learning, behaviour, reaction and results
D. Reaction, learning, results and behaviour
Answer: B

242. Job Characteristics Model is proposed by

A. Hockman and Coldham
B. Hockman and Oldcham
C. Hackman and Oldham
D. Horkman and Olatham
Answer: C

243. Which of the following is/are technique(s) of Total Quality Management?

I. Six Sigma
II. Kaizen
III. Just-in-time Management
IV. Business Process Reengineering
A. only I
B. II and II
C. I, II and III
D. I, II, III and IV
Answer: D

244. When ratings are collected from supervisors, customers and peers, considered
as
A. 350-degree feedback
B. 320-degree feedback
C. 360-degree feedback
D. 380-degree feedback
Answer: C

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245. An overview of knowledge, skills and behaviors in a single diagram is called
A. need analysis competency model
B. competency model
C. task analysis
D. Both A and C
Answer: B

246. In career development, discussing procedures with employees is included in

A. individual role
B. manager role
C. employer role
D. line manager
Answer: C

247. Selection is
A. Subjective
B. Objective
C. Normative
D. Positive
Answer: C

248. A stage, employee decides whether or not continue specific field, known as
A. stabilization sub stage
B. trial sub stage
C. establishment stage
D. maintenance stage
Answer: B

249. A small voluntary group of employees doing similar or related work who meet
regularly to identify, analyses and solve product quality problems and to improve
general operations is known as
A. Task Group
B. Quality Circles
C. Kaizen Groups
D. Informal Groups
Answer: B

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250. People favors career in which personal needs of employees are subordinated
to company is
A. realistic orientation
B. investigative orientation
C. social orientation
D. conventional orientation
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-11]

251. A/An is a vertical move in rank and responsibility.

A. Increment
B. Appraisal
C. Promotion
D. None of the above
Answer: C

252. Executive recruiters are also called

A. head hunters
o m
B. staffers
. c
C. alternative staffing companies
te
D. contract technical recruiters
a
Answer: A

q M
c current product aggressively is
253. Company marketing and selling
A. market penetration M
B. market development
C. product development
D. both A and B
Answer: A

254. Statement
(i): In an organization we pay for jobs, we do not pay for men. Statement
(ii): The compensation must be as per the Job assigned.
A. Statement (i) is correct but (ii) is false.
B. Statement (ii) is correct but (i) is false.
C. Both statement (i) and (ii) are correct.
D. Both statement (i) and (ii) are false.
Answer: C
255. is the process of estimating the quantity and quality of people required to meet
future needs of the organisation.
A. Demand forecasting
B. Supply forecasting
C. Environmental forecasting
D. None of the above
Answer: A

256. An aim of ‘performance appraisal’ is to

A. fire the employee
B. motivate the employee
C. counsel the employee
D. hire the employee
Answer: B

257. 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
Answer: C

258. Enabling employees to link company’s and his own departmental goals is
A. direction sharing
B. goal alignment
C. ongoing performance monitoring
D. ongoing feedback
Answer: B

259. In career development process, utilization of development opportunities is

included in
A. individual role
B. manager role
C. employer role
D. line manager
Answer: A

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260. Employees who are more committed and loyal to employer more likely to
A. leave before retirement age
B. stay beyond than retirement age
C. never leave the firm
D. never encouraged by employers
Answer: B

261. Advantage of ‘graphic rating scale method’ is that; it is

A. simple to use
B. avoids central tendency and biases
C. ends up with predetermined rating figures
D. an ongoing basis evaluation
Answer: A

262. 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
Answer: C

263. Need-Hierarchy Theory was propounded by

A. Elton Mayo
B. Mc - Fraland
C. Peter F. Drucker
D. Abraham Maslow
Answer: D

264. A general statement or understanding which provides guidelines for

decisionmaking 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
Answer: A

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265. What is the name of the experiment which marked the beginning of Labour
Welfare?
A. Hawthorne Experiment
B. New Lamark Experiment
C. Philadelphia Experiment
D. Mule Spinning Department Experiment
Answer: B

266. Who had given the conceptual, human and technical skills concept of
managerial skills?
A. Robert Katz
B. Robert Blake
C. Heinz Weihrich
D. Henry Mintzberg
Answer: A

267. A managerial approach, focusing on improving work methods, situation

analysis and observation, known as
A. linking performance and pay
B. scientific management movement
C. performance based system
D. low-performance work system
Answer: B

268. In career stage, when employees does more of an explicit career planning is
called
A. stabilization sub stage
B. trial sub stage
C. establishment stage
D. exploration stage
Answer: A

269. Benefit provided to an individual who is unable to work, due to his or her own
faults, regarded as
A. optional insurance
B. unemployment insurance
C. supplemental insurance

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 D. compensatory insurance
Answer: B

270. The process of integrating the employees need is called

A. Organisational planning
B. Career planning
C. Human Resource Planning
D. Succession Planning
Answer: D

271. Selection is ?
A. Subjective
B. Objective
C. Normative
D. Positive
Answer: A

272. Job Evaluation tries to make a systematic comparison between

A. Workers
B. Jobs
C. Machines
D. Departments
Answer: B

273. The contents of Job description involves

A. Condition of work
B. Organisational location of the job
C. Job title
D. All of the above
Answer: D

274. Which of the following is a method used in group or organisational training

needs assessment?
A. Interviews
B. Rating scales
C. Questionnaires
D. Consideration of current and projected changes
Answer: D

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275. A company which produces raw materials is an example of
A. cost leadership
B. vertical integration
C. horizontal integration
D. Geographic expansion
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-12]

276. A stage, leaders create task forces to diagnose problem while carrying shared
understanding, regarded as
A. unfreezing stage
B. moving stage
C. refreezing stage
D. nonmoving stage
Answer: A

m
277. Human relations approach of management is not associated with
o
A. Abraham Maslow
. c
B. Peter F. Drucker
te
C. Elton Mayo
a
D. Herzberg
Answer: A
q M
c
M information so that it will be seen more
278. When a sender manipulates
favourably by the receiver in communication, it is called
A. Filtering
B. Linguistic Trap
C. Emotional Appeal
D. Selective Perception
Answer: A

279. 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
Answer: D
280. Kind of union security, in which organizations can hire current union
members is classified as
A. closed shop
B. union shop
C. agency shop
D. preferential shop
Answer: A

281. Match the following

List-I List -II
a. Fayol 1. Economy& Society
b. Taylor 2. General& Industrial Administration
c. Weber 3. Principles of Organization
d. Mooney& Reilley 4. Shop Management
A. A ? 3, B ? 4, C ? 1, D ? 2
B. A ? 1, B ? 2, C ? 3, D ? 4
C. A ? 4, B ? 3, C ? 2, D ? 1
D. A ? 2, B ? 4, C ? 1, D ? 3
Answer: D

282. Financial payments, above and over a regular base pay for employees are
called
A. ethnocentric allowances
B. mobility premiums
C. hardship allowances
D. Foreign Service premiums
Answer: D

283. Non-citizen employees of a country in which they are working is classified as

A. expatriates
B. subordinates
C. coordinates
D. none of above
Answer: A

284. People who have conventional personality often choose career of

A. accountants

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 B. bankers
C. credit managers
D. all of above
Answer: D

285. Kind of bargaining, in which both parties make every possible effort to
negotiate and communicate for an agreement, called
A. good faith bargaining
B. distributive bargaining
C. descriptive bargaining
D. collective bargaining
Answer: A

286. Arrange the needs in the order given by Abraham Maslow in his need
hierarchy theory of motivation.
I. Esteem need
II. Self-actualization need
III. Physiological need
IV. Safety needs
V. Social needs
A. IV, I, III, II, V
B. III, IV, V, I, II
C. I, IV, III, II, V
D. III, V, IV, I, II
Answer: B

287. Performance management distinct feature is

A. continuous evaluating
B. continuous re-evaluating
C. never evaluating performances
D. evaluating for salary purposes
Answer: B

288. The Michigan Model emphasis the following functions and their inter-relates.
A. Selection, recruitment, induction and promotions
B. Appraisal, rewards, promotions and retention
C. Selection, recruitment, rewards and promotion

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 D. Selection, appraisal, rewards and human resource development
Answer: D

289. Stage in which a person sees progress in comparison of major goals and
ambitions is called
A. exploration stage
B. growth stage
C. midcareer crisis sub stage
D. maintenance stage
Answer: C

290. ‘competitive strategy’ includes

A. cost leadership
B. differentiation
C. horizontal integration
D. both A and B
Answer: D

291. Each department of company helps in achieving company goals is referred as

A. Corporate strategy
B. Competitive strategy
C. Functional strategy
D. Both A and B
Answer: C

292. Principle of direct contact, reciprocal relationships and principle of continuity

as principles of coordination are advanced by
A. Henry Fayol
B. Luther Gullick
C. Havold Koontz
D. Mary Parker Follette
Answer: D

293. Gaining market share by offering same products as of competitors in same

market, considered as
A. competitive strategy
B. corporate level strategy

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 C. functional strategy
D. none of above
Answer: B

294. Factor comparison method is used as a technique of

A. Job Analysis
B. Job Evaluation
C. Job Design
D. None of the above
Answer: B

295. Which of the variables is not used by marketers for demographic

segmentation?
A. Age
B. Income
C. Gender
D. Poverty
Answer: D

296. Which of the following is correct about sustainable development?

A. It aims at continuous development
B. It deals with regular growth of social interest
C. It meets the needs of present without hurting future generations
D. It develops employees for growth of
Answer: C

297. 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
Answer: C

298. HR professional should apply risk management techniques to the different

aspects of
A. HR Strategies

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 B. HR Competencies
C. Both (A) and (B)
D. None of the above
Answer: A

299. Teaching of current employees with skills needed to perform effectively on job
is
A. training
B. negligent training
C. both A and B
D. learning
Answer: A

300. Self perceived talents, motives and values that influence career of an
individual are known as
A. Career aims
B. Career plans
C. Career anchors
D. None of the above
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-13]

301. People who are ‘public relations executives’ are best classified as
A. enterprising orientation
B. investigative orientation
C. social orientation
D. conventional orientation
Answer: A

302. Types of ‘diversification’ are

A. 2
o m
B. 3
. c
C. 4
te
D. 5
a
Answer: A

q M
c are
303. Types of available union securities
A. preferential shop M
B. agency shop
C. closed shop
D. all of above
Answer: D

304. Validity test for applicants for a specific job is called

A. concurrent validation
B. predictive validation
C. criterion validity
D. content validity
Answer: B

305. ‘job rotation’ means

A. redesigning jobs of workers
B. assigning additional activities to workers
 C. moving workers from one job to the other
D. none of above
Answer: C

306. All aspects of the merger need

A. Controlling
B. Delegating
C. Staffing
D. Managing
Answer: D

307. 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
Answer: D

308. Which of the following is not a principle under the “Hot Stove Rule” of
Douglas Mc Gregor?
A. Advance Warning
B. Impersonality and Impartiality
C. Consistency
D. Opportunity to defend
Answer: D

309. A company’s HR team is responsible for

A. training of supervisors
B. monitor the appraisal system affectivity
C. training the employees
D. all of above
Answer: D

310. Specific procedure according to which ‘employees of company has legal rights
to take part in policy designing’ is classified as
A. sub-determination

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 B. sub-ordination
C. co-ordination
D. codetermination
Answer: D

311. Package of salary, incentives and fringe benefits designed in a way to motivate
employees is known as
A. HR strategy
B. performance appraisal
C. aligned reward strategy
D. aligned compensating strategy
Answer: C

312. 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
Answer: A

313. ‘market leadership’ can be best classified as

A. Potential opportunities
B. Potential Threats
C. Potential Strengths
D. Potential Weaknesses
Answer: C

314. People having ‘social work’ as their careers are classified as

A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: C

315. Defining your business means stating

A. detail of your market offering

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 B. profit figures
C. personnel plan
D. all of above
Answer: A

316. ‘culture change’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: C

317. Process of reducing number of employed people in a firm is classified as

A. layoffs
B. downsizing
C. mergers
D. acquisitions
Answer: B

318. Measure of ‘cost effectiveness’ among employees is part of

A. HRD culture
B. Business linkage score
C. HRD competence score
D. HRD system maturity score
Answer: B

319. First step in training process is

A. need analysis
B. instructional design
C. implement
D. evaluate
Answer: A

320. An interview, in which you discuss person’s career plans and plan professional
development, it is said to be
A. a satisfactory-promotable interview
B. a satisfactory-not promotable interview

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 C. an unsatisfactory-correctable interview
D. an unsatisfactory-uncorrectable interview
Answer: A

321. Arrange the following steps of training procedure in proper sequence

I. Preparing the trainee
II. Preparing the instructor
III. Presenting the operation
IV. Getting ready to teach
V. Tryout the trainee’s performance
VI. Follow up
A. I, II, III, IV, V, VI
B. II, I, IV, III, V, VI
C. VI, V, IV, III, I, II
D. I, IV, III, V, II, VI
Answer: B

322. An interview, in which you ask about a candidate’s behavior in a certain given
situation is
A. situational interview
B. situational test
C. behavioral tests
D. job related questions
Answer: A

323. The following is the right process of training:

A. Instructional design, validation, need analysis, implementation and evaluation
B. Instructional design, need analysis, implementation, validation and evaluation
C. Need analysis, instructional design, validation, implementation and evaluation
D. Need analysis, validation, instructional design, implementation and evaluation
Answer: C

324. In corporation orientation, management style and evaluation criteria of home

country is superior to anything that host country offers, known as
A. polycentric
B. geocentric
C. ethnocentric

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 D. expat-centric
Answer: C

325. People; having social personality type often choose careers as

A. auto sales dealers
B. school administrators
C. lawyers
D. both A and B
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-14]

326. Situation; when parties in negotiations are not able to settle negotiations
further, classified as
A. impasse
B. intervention
C. arbitration
D. mediation
Answer: A

m
327. If there is no expectancy, instrumentality and valence then there will be
o
A. extrinsic rewards
. c
B. intrinsic rewards
te
C. motivation
a
D. detraction
Answer: C
q M
c
M requirements, what must be forecasted?
328. When planning for employment
A. Sales desired
B. Production Scheduled
C. Inventory
D. Personnel needs
Answer: D

329. People in profession of carpenters can be best classified as

A. realistic
B. non social
C. investigative
D. non realistic
Answer: A

330. Who is associated with the ‘illumination experiment’ of the Hawthorne

Experiment?
 A. Elton Mayo
B. George A. Pennock
C. F. J. Roethlisberger
D. None of the above
Answer: B

331. When team-building can be attempted by creating artificial teams in which

people get opportunity to experiment and learn from their behaviour in a less
threatening context, it is based on:
A. Team Role Approach
B. Simulation Approach
C. Action Research Approach
D. Behaviour Modification Approach
Answer: B

332. HR Department maintains records

A. Employee
B. Sales
C. Production
D. Inventory
Answer: A

333. Lump sum payments given to employees, who move from one assignment to
another are classified as
A. ethnocentric allowances
B. mobility premiums
C. hardship allowances
D. Foreign Service premiums
Answer: B

334. 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
Answer: C

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335. In a career development, offering and discussing variety of paths for career
development, included
A. individual role
B. manager role
C. employer role
D. line manager
Answer: C

336. Strategic management process usually consists of steps.

A. Four
B. Five
C. Six
D. Seven
Answer: B

337. Productivity means

A. An act of increasing the knowledge and skill of an employee for doing a particular job.
B. Using the minimum amount of resources need to produce goods and services.
C. One’s skill abilities in meeting the needs of the job which one is holding currently.
D. The ratio of an organisation’s output to its inputs.
Answer: C

338. The objectives of HRM are categorized as ?

A. Personal objectives
B. Functional objectives
C. Organisational and social objectives
D. All of the above
Answer: D

339. Top managers’ salaries traditionally depend upon

A. company size
B. company performance
C. company internal equity
D. both A and B
Answer: D

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340. Who has started that “Collective bargaining is essentially a process in which
employees act as a group in seeking to shape conditions and relationships in their
employment
A. Dale Yoder
B. R. F. Hoxie
C. L. G. Reynolds
D. J. F. Richardson
Answer: A

341. 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
Answer: C

342. ‘process consultation’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: A

343. A pay grade is comprised of

A. jobs of equal difficulty
B. jobs of equal pay
C. jobs of equal incentives
D. jobs of equal skills
Answer: A

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

A. Quality product
B. Defect free products
C. Customer satisfaction
D. All of the above
Answer: D

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345. In management by objectives, goals are set by
A. supervisor and subordinates
B. top management
C. departmental managers
D. all of above
Answer: A

346. What may be called the starting points of the Human Relations theory?
A. Hawthorne experiment
B. Herzberg’s work on motivation
C. Administrative principles of Henry Fayol.
D. Herbert Simon’s work on decision making
Answer: A

347. 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 execution
C. HR strategies
D. Strategic implementation
Answer: A

348. Match the following Question Correct option

A. The monitoring stage 1. The firm identifies and confirms the overall business
direction.
B.The clarification stage 2. Investment on the human capital and the value placed
by 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
Answer: A

349. Helping retirees and preparing them for retirement is an aim of

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 A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

350. .... are authorized to direct the work of subordinates.

A. Line managers
B. Staff managers
C. Leaders
D. Advisory board members
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-15]

351. Stage when a person seriously explores occupational alternatives is called

A. the exploration stage
B. trial sub stage
C. establishment stage
D. maintenance stage
Answer: A

352. Employees ‘career hazards’ are dealt in

A. coaching
o m
B. mentoring
. c
C. career management
te
D. career development
a
Answer: B

q M
c
353. Re-designing a business process, in getting more efficient and effective results,
known as M
A. redesigning jobs of workers
B. assigning additional activities to workers
C. moving workers from one job to the other
D. reengineering
Answer: D

354. In traditional focus, ratings or rewards are part of

A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning
Answer: B

355. Employee’s general belief that their organisation values their contribution and
cares about their well - being is called
 A. Behaviour
B. Workplace misbehaviour
C. Organizational behaviour
D. Perceived organizational support
Answer: D

356. Work design is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: B

357. Personal qualities and traits required for job is stated in

A. job descriptions
B. job analysis
C. job specifications
D. Both A and C
Answer: C

358. Strategic thinking is a process.

A. Short term
B. Long term
C. Continuous
D. All of the above
Answer: C

359. 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
Answer: B

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360. 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
Answer: C

361. Through test measuring for Checking what we intended to know, is

A. test validity
B. criterion validity
C. content validity
D. reliability
Answer: A

362. Which of the following bargaining is based on workers’ contribution to

productivity?
A. Coalition Bargaining
B. Concession Bargaining
C. Productivity Bargaining
D. None of the above
Answer: C

363. Disadvantage of ‘BARS’ appraisal system is

A. halo effect
B. bias
C. central tendency
D. difficult to develop
Answer: D

364. Induction is viewed as

A. Feel at home
B. Belongingness
C. Socializing process
D. All the above
Answer: D

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365. ’corporate strategy’ includes
A. Consolidation
B. Geographic expansion
C. Differentiation
D. Both A and B
Answer: D

366. The industrial Disputes Act 1947 provides the following industrial relations
machinery for resolution of conflicts except
A. Concelation
B. Arbitration
C. Negotiations
D. Adjudiation
Answer: C

367. In which company ‘Six Sigma’ was first experimented?

A. Toyota
B. Motorola
C. Sony
D. Ford
Answer: B

368. Which of these activities are not included in the scope of human resource
management?
A. Job analysis and design
B. Motivation and communication
C. Safety and health
D. Organizational structure and design
Answer: D

369. HR managers play vital role in ?

A. Setting production targets
B. Formulating strategies
C. Publishing financial statements
D. Preparing reports to shareholders
Answer: A

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370. ‘rate of return on investment’ is classified as
A. long-term shareholder value
B. calculating stock value
C. calculating return on investment
D. calculating working capital
Answer: A

371. Performance management includes

A. daily and weekly interactions
B. meeting semiannually
C. yearly meetings
D. never having meeting with subordinates
Answer: A

372. Who had advocated the systems approach model?

A. Talcott Parsons
B. John T. Dunlop
C. Herbert A. Spencer
D. Charles A. Spaulding
Answer: B

373. The principle of organisation that no employee should report to more than one
superior is called
A. Scalar principle
B. Span of control
C. Unity of command
D. Unity of direction
Answer: C

374. A Business Organization deals with product/service and has relationship with
stakeholder which is being considered a part of ‘management discipline’ is known
as
A. Maximisation of Wealth
B. Business Ethics
C. Relationship Management
D. Optimisation of Profits
Answer: B

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375. Management Functions of Personnel Management includes
A. Controlling
B. Personnel Organisation
C. Personnel Planning
D. All of the above
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-16]

376. Next step after ‘defining current business’ is to

A. external and internal audit
B. Formulating a new direction
C. Formulating strategies
D. Implement the strategies
Answer: A

377. Justice and fairness of a result of a decision is often classified as

A. descriptive justice
o m
B. procedural justice
. c
C. distributive justice
te
D. severance justice
a
Answer: C

q M
c
378. Which of the following is closely associated with strategic human resource
management? M
A. Inefficient utilisation of human resources
B. Not attracting the best human resources
C. Providing Superficial training
D. Providing Best training methods
Answer: D

379. 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
Answer: C
380. What is meant by the term ’management by objectives’?
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’
Answer: C

381. Quality and timeliness of work is classified as

A. “what you are measuring”
B. “how you are measuring”
C. “what are the set standards”
D. “the rules of performance appraisals”
Answer: A

382. Who has advanced the Bottom of the Pyramid concept?

A. C.K. Prahlad
B. Peter Drucker
C. Garry Dessler
D. Michael Porter
Answer: A

383. ‘employ’s wellness responsibility is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: D

384. Job identification is one of the components of ?

A. job specification
B. job design
C. job description
D. job evaluation
Answer: C

385. Who coined the term ‘informal sector’?

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 A. Keith Davis
B. Amartya Sen
C. Mahabub Ul Haq
D. Keith Hart
Answer: D

386. Which of the following is a Matrix Organization?

A. When projects are geographically dispersed
B. When project structure is independently created
C. When bureaucratic structure is made less hierarchical
D. When project structure is superimposed on bureaucratic structure
Answer: D

387. 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
Answer: B

388. Basis of Job Evaluation is

A. Job design
B. Job ranking
C. Job analysis
D. Any of the above
Answer: C

389. 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
Answer: B

390. In a big five models, ‘openness to experience’ is tendency to be

A. imaginative

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 B. assertive
C. achievement
D. autonomous
Answer: A

391. A test’s validity can be demonstrated in

A. Two ways
B. Three ways
C. Four ways
D. Five ways
Answer: A

392. Term ‘job enlargement’ means

A. redesigning jobs for workers
B. assigning additional activities for workers
C. moving workers from one job to the other
D. none of above
Answer: B

393. Plan which is firstly discussed in business plan is mostly

A. marketing plan
B. financial plan
C. personnel plan
D. production plan
Answer: A

394. Strategy employers follow to vacate a position where employee is no longer

needed is included in
A. promotions
B. transfers
C. reality shock
D. formal training
Answer: B

395. Once a firm has a pool of applicants, the first step in Pre-screening is the ?
A. in-person interview
B. on-site visit

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 C. application form
D. telephone interview
Answer: C

396. Types in which benefits are classified are

A. insurance benefits
B. pay for time not worked
C. retirement benefits
D. all of above
Answer: D

397. ‘job grading’ is another name of

A. point method
B. job classification
C. alternative ranking method
D. aligned reward strategy
Answer: B

398. 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
Answer: C

399. 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
Answer: A

400. Assisting managers in HR functions of management, known as

A. line manager
B. First line supervisor
C. staff manager
D. all of above
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-17]

401. Which one of the following statements is wrong about OD?

A. It is a diagnostic process
B. It is a punitive mechanism
C. It is a value driven mechanism
D. It is an intervention mechanism
Answer: B

402. Which of the following is a reason for supporting a wider span of control?
A. To reduce a process of delaying
o m
B. To reduce opportunities for delegations
. c
e
C. To have tighter control within the organisation
t
a
D. To increase contact between managers and employees
Answer: D

q M
403. Which one of the followingc
is not a characteristic feature of Indian labour
force? M
A. Lack of mobility
B. Homogeneous in nature
C. Low degree of unionization rate
D. High rate of absenteeism and labour turnover
Answer: B

404. Straight commission plan pay salespeople for their

A. results
B. experience
C. skills
D. knowledge
Answer: A

405. The right sequence of steps in Kurt Lewin’s change procedure is

A. Unfreezing - Freezing - Moving
 B. Moving - Unfreezing - Freezing
C. Freezing - Moving - Unfreezing
D. Unfreezing - Moving - Freezing
Answer: D

406. Consistency of obtained scores in a test is measured by

A. test validity
B. criterion validity
C. content validity
D. reliability
Answer: D

407. ‘moving stage’ in Lewin’s organizational change process considers

A. mobilize commitment
B. consolidation of gains
C. monitoring and assessing programs
D. reinforcement of new programs
Answer: B

408. Business plans designed to achieve the organizational objectives is called

A. Human Resource Planning
B. Human Resource Forecasting
C. Strategic plan
D. Corporate Development Plan
Answer: C

409. Which of the following is a process of systematically identifying, assessing and

developing organisational leadership to enhance performance?
A. Career planning
B. Succession planning
C. Manpower planning
D. Human Resource planning
Answer: B

410. People who are attracted to career, involving expression of emotions belongs
to personality type of
A. enterprising orientation

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 B. investigative orientation
C. social orientation
D. conventional orientation
Answer: A

411. First step in management by objectives is to

A. set departmental goals
B. set organizational goals
C. set individual goals
D. discuss departmental goals
Answer: B

412. Aligning and evaluating employee’s performance with company’s set goals is
called
A. appraisal management
B. performance management
C. hierarchy of management
D. off-the-job training
Answer: B

413. ‘psychological counseling’ is an example of

A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

414. Arrange different phases of Hawthorne experiments in their right sequence:

I. Relay assembly test room experiments
II. Bank wiring observation test
III. Illumination experiment
IV. Personal counselling
V. Mass interviewing programme
A. I, II, III, IV, V
B. III, I, V, II, IV
C. III, II, V, I, IV
D. V, IV, III, II, I

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Answer: B

415. Which of the following principles of management was not given by Fayol?
A. Standardisation
B. Unity of direction
C. Stability of tenure
D. Subordination of individual interest
Answer: A

416. 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
Answer: A

417. 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
Answer: B

418. ‘B.F Skinner’ proposed motivation model named as

A. behavior modification
B. behavior reinforcement
C. behavior reshaping
D. Both A and B
Answer: D

419. Reduced responsibilities of senior employees on same job is

A. phased retirement
B. flexible work
C. honoring experience
D. modifying selection procedure
Answer: A

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420. The Government of India introduced “The Workers Participation in
Management”, Bill in Parliament in
A. 1983
B. 1988
C. 1990
D. 1981
Answer: C

421. Procedure of ranking jobs or grouping in clusters is included in

A. getting job information
B. combining ratings
C. ranking jobs
D. selecting and grouping jobs
Answer: D

422. 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
Answer: A

423. Mentoring is very useful when mentors works for

A. same department
B. different department
C. informal training
D. formal training
Answer: A

424. If a person finds imbalance between his services and paid salary
A. tension is created
B. person is more motivated
C. person is less motivated
D. person is never motivated
Answer: A

425. Engineers and scientists analytical job’s needs

A. creativity

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 B. problem solving
C. training
D. Both A and B
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-18]

426. Qualitative or quantitative information for maintaining or changing

performance is part of
A. performance feedback
B. performance appraisal
C. appraisal system
D. appraisal feedback
Answer: A

m
427. Form of misconduct, which basically refers to rebelliousness or disobedience is
o
classified as
. c
A. misconduct
te
B. lack of qualifications
a
C. unsatisfactory satisfaction

q M
D. insubordination
Answer: D c
M
428. An employee training and confidence building is best classified as
A. extrinsic rewards
B. intrinsic rewards
C. de-expectancy
D. expectancy
Answer: D

429. Stage in which person focuses on maintaining established position is called

A. exploration stage
B. growth stage
C. midcareer crisis sub stage
D. maintenance stage
Answer: D

430. Jobs pay rates on basis of each individual performance is called

 A. individual equity
B. pay rate equity
C. collective equity
D. procedural equity
Answer: A

431. Main key in supervisory skills is

A. coaching
B. mentoring
C. appraisal performance
D. both A and B
Answer: D

432. Counseling with employees before retirement for second careers outside firm
is an example of
A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

433. Determining duties and characteristics of positions in staffing, known as

A. job descriptions
B. job analysis
C. job specifications
D. both A and C
Answer: B

434. ‘qualitative methods of evaluation’ does not include

A. point method
B. factor comparison method
C. graphical evaluation
D. none of above
Answer: D

435. Wages and salaries are included in

A. direct financial payments

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 B. indirect financial payments
C. compensations
D. counseling
Answer: A

436. The case study method of OD was developed by

A. S.R. Udpa
B. Eric Berne
C. Udai Pareek
D. Christopher C. Longdell
Answer: D

437. During which of the following stage, the firm plans the proposed changes into
practice.
A. Clarification
B. Monitoring
C. Assessment
D. Design
Answer: D

438. Workflow detailed picture is called

A. organization chart
B. process chart
C. process management
D. production unit
Answer: B

439. 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 Organisations
Answer: C

440. Why do companies use external job searches instead of internal searches?
A. Legal requirements

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 B. It is less expensive
C. Companies can add new talent, new ideas to the organization
D. Orientation time is reduced
Answer: C

441. Coordination of workforce assessment and development is futile part of

A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

442. Changing process in which change is formulated and implemented by

employees is called
A. organizational development
B. organizational change
C. Lewin change process
D. Maslow’s change hierarchy
Answer: A

443. 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-screening process
Answer: B

444. One of organizational development category is

A. techno structural
B. mobilize commitment
C. consolidation of gains
D. monitoring and assessing programs
Answer: A

445. Which of the following organizations coordinates and controls the working of
voluntary welfare agencies in India?

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 A. ESI Corporation
B. EPF Organisation
C. Central Social Welfare Board
D. Chief Labour Commissioner (Central)
Answer: C

446. Which of the following is not a part of disciplinary action?

A. Transfer
B. Warning
C. Discharge
D. Suspension
Answer: A

447. The three phases of recruitment process are

A. Planning, Implementing, Evaluating
B. Planning, Implementing, Screening
C. Planning, Implementing, Enrichment
D. Planning, Screening, Evaluating
Answer: A

448. People that are attracted to occupation of biologist is best classified as

A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: B

449. Ranging and grading salary into just few levels is called
A. broad banding
B. less branding
C. competency model
D. skill based pay model
Answer: A

450. In growing organization, specialized staff is needed by

A. Line manager
B. HR manager
C. Staff manager

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 D. all of above
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-19]

451. 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 highcommitment HR practices to deliver sustainable competitive
advantage.

o m
D. Because it focuses on the external context of the business
Answer: A
. c
te
452. The emotional part of an attitude is called
a
A. Attitude
q M
B. Affective component
c
C. Behavioural component
D. All of the above
M
Answer: B

453. Arrange the following in order:

i) Promotion
ii) Performance appraisal
iii) Recruitment
iv) Training and Development
A. (iii), (iv), (ii),(i)
B. (ii), (iii), (i), (iv)
C. (i), (ii), (iii), (iv)
D. (ii), (iv), (iii), (i)
Answer: A

454. Professional competence and consistency is exhibited by

A. effective mentors
 B. performance manager
C. appraisal manager
D. professional training
Answer: A

455. 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
Answer: A

456. 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
Answer: C

457. Which of the following HR activities may be outsourced to specialist service

providers?
I. administration of pension plans
II. employee assistance/ counseling plans
III. retirement planning
IV. background checks
A. I, II& III
B. I, II& IV
C. II, III& IV
D. I, II, III& IV
Answer: D

458. QWL movement was spearheaded by

A. D. Harnett and L. Cummings
B. C.A. Barlett and S. Ghoshal
C. Ronen Simcha and Oded Shankar
D. Eric Tryst, Fred Enery, Eina Thorsrud

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Answer: D

459. In recent years, job title and tenure is replaced by

A. employee performance and competencies
B. company growth and market share
C. employee skills and creativity
D. pay for knowledge
Answer: A

460. Which one of the following is not time based incentive plan?
A. Halsey Plan
B. Merrick Plan
C. Rowan Plan
D. Emerson Plan
Answer: B

461. Which of the following is not a method of social security?

A. Social Action
B. Social Insurance
C. Social Assistance
D. Mutual Assistance
Answer: A

462. 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
Answer: C

463. Job changes in an existing job, in same firm for retirement aged employees is
an example of
A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: A

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464. Providing employees with basic background information about the firms is
A. Education
B. Employee Orientation
C. Colleges and universities
D. Required by law
Answer: B

465. In career development, providing performance feedback which is career

oriented is part of
A. individual’s role
B. manager’s role
C. employer’s role
D. line manager
Answer: C

466. 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
Answer: A

467. Introduction of new or current trends for optimal ‘HR’ utilization is part of
A. Coordinative function
B. Staff function
C. Line function
D. all of above
Answer: B

468. Bonuses are part of

A. direct financial payments
B. payroll
C. counseling
D. indirect financial payments
Answer: A

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469. The famous definition of ‘personality’ as “the dynamic organization within the
individual of those psychological systems that determine his unique adjustments to
his environment” - is given by
A. Gordon Allport
B. James Watson
C. Sigmund Freud
D. Theodore T. Herbert
Answer: A

470. Commitment strategy is inherently

A. Short term
B. Long term
C. Continuous
D. None of the above
Answer: B

471. Which of the following has not been provided under the Code of Discipline?
A. Grievance Procedure
B. Unfair Labour Practices
C. Multinational Companies
D. Recognition of Trade Unions
Answer: C

472. Process of arming employees of organization with technology tools, to get jobs
done is called
A. workplace flexibility
B. work hour flexibility
C. work week flexibility
D. contributory flexibility
Answer: A

473. In performance management, main feature of performance management is to

A. increase salary
B. planning incentives
C. comparing performance with goals
D. comparing sales figures from last year
Answer: C

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474. ‘unfreezing stage’ in Lewin organizational change process, considered as
A. mobilize commitment
B. consolidation of gains
C. monitoring and assessing programs
D. creating guiding coalition
Answer: A

475. The expertise of human resource departments became indispensable with the
A. introduction of employment laws
B. passing of equal employment laws
C. increase of women in the workforce
D. both A and B
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-20]

476. 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
Answer: B

477. The business side of the process begins with the strategic as the guiding
framework.
o m
A. HR
. c
B. Plan
te
C. Policy
a
D. None of the above
Answer: B
q M
c
Mpiecework and standard hour plan is of
478. Basic difference between
A. percent premium
B. proportion premium
C. fixed premium
D. variable premium
Answer: A

479. In Lewin organization change process, introduction of new attitudes and

behaviors is included in
A. unfreezing stage
B. moving stage
C. refreezing stage
D. nonmoving stage
Answer: B

480. Employees join union when they

 A. Are dissatisfied with certain aspects of their jobs.
B. Feel that they lack influence with management to make the needed change.
C. Feel unionization as a solution to their problems.
D. All the above
Answer: D

481. Crucial functions for company’s survival is managed by

A. financial manager
B. staff manager
C. line manager
D. both A and B
Answer: C

482. Document that consists of all ethical standards that employer expects from
employees is classified as
A. ethics code
B. descriptive code
C. procedural code
D. distributive code
Answer: A

483. ‘Microsoft’ pays new programmers for learning Windows particulars,

classified as
A. pay plan based on knowledge
B. pay plan based on title of job
C. pay plan based on tenure
D. pay plan based on performance
Answer: A

484. Compensations and reward packages are designed for employees, must help
company to achieve its
A. mission
B. vision
C. strategic goals
D. compensation strategy
Answer: C

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485. Which of the following is the meaning of ‘Golden handshake’?
A. It is a gift.
B. It is a gratis.
C. It is a bribe.
D. It is a compensation.
Answer: C

486. The sequence of human resource development activities according to Leonard

Nadler are
A. Training, development and education
B. Training, education and development
C. Education, training and development
D. Development, training and education
Answer: B

487. HRD systems include

A. Feedback and Performance coaching
B. Potential Appraisal and Development
C. Performance Appraisal
D. All of the above
Answer: D

488. Which is not a Training Method?

A. Management Role Playing
B. Workshop
C. Multiple Management
D. Recruitment Method
Answer: D

489. 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
Answer: C

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490. The concept of HRD scorecard was introduced in India by
A. T.V. Rao
B. UdaiPareek
C. ArunHonappa
D. Rao and Pareek
Answer: A

491. A system of industrial relations where social and labour issues are discussed
between trade unions and management at enterprise level is:
A. Social dialogue
B. Tripartism
C. Bipartism
D. None of the above
Answer: C

492. Which of the following is not a type of wage differentials?

A. Social
B. Industrial
C. Geographical
D. Occupational
Answer: A

493. Techniques which allow employer for flexible labor stance is

A. job classification
B. job evaluation method
C. job ranking technique
D. pay ranges
Answer: D

494. Which of the following is not a regulative type of labour legislation?

A. Factories Act, 1948
B. Trade Unions Act, 1926
C. Industrial Disputes Act, 1947
D. Industrial Employment (Standing
Answer: A

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495. Which of the following aptly describes the role of line managers and staff
advisors namely HR professionals?
A. Staff advisors 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 develop.ing 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 alone are responsible for developing, implementing and evaluating the HR
programmes while staff advisors are not all involved in any matters concerning HR.
Answer: A

496. Score that measures how much business goals are achieved by ‘HRD’ efforts is
A. HRD culture
B. Business linkage score
C. HRD competence score
D. HRD system maturity score
Answer: B

497. Which of the following human resource practices can be useful in reducing
workers’ compensation cost per employee?
A. safety training
B. disability management
C. safety incentives
D. all of the above
Answer: D

498. Read the following statements on HRD need analysis. Identify the one which is
not true:
A. HRD needs can be identified at strategic, organisational, operational, task and person levels
B. HRD needs can be diagnostic, analytic, compliance oriented and proactive
C. Task related KSA analysis and training need analysis are integral part of HRD need analysis
D. Competency mapping, performance appraisal and clarity of career paths identify HRD needs
at task level only
Answer: D

499. ‘HCM’ talent management system includes

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 A. e-commerce integration
B. online training
C. monitoring performance metrics
D. all of above
Answer: D

500. A problem occurs when supervisor might rate all employees ‘high’ or ‘low’ is
called
A. lenient/strict tendency
B. biasing tendency
C. central tendency
D. different tendencies
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-21]

501. Ranking of all employees, measuring a specific trait such as communicating is

measured in
A. graphic rating scale method
B. management by objectives
C. alternation ranking method
D. paired comparison method
Answer: C

m
502. When Human Relations training is given to managers the method adopted is:
o
A. Role-play method
. c
B. Sensitivity Training
te
C. In-Basket Exercise
a
D. Managerial Grid Training
Answer: B
q M
503. Improving current andM
c
future management performance is called
A. job rotation
B. job training
C. lifelong learning
D. management development
Answer: D

504. When company offers specific marketing, which is not available by others is
strategy of
A. focusers
B. corporate strategy
C. vertical integration
D. all of above
Answer: A
505. Cultural Diversity explained by Greet Hofstede has four components. Which
of the following is not a part of it?
A. Individualism vs. Collectivism
B. Power Distance
C. Uncertainty Avoidance
D. Quality vs. Quantity of Life
Answer: D

506. Which of the following functions of HRM deals with ‘Collective Bargaining’?
A. Staffing
B. Forecasting
C. Employee-assistance management
D. Employee relations management
Answer: D

507. E-recruiting methods include ?

A. internet job boards
B. career websites
C. employer websites
D. all of the above
Answer: D

508. Job analysis information can be collected through

A. Interviews
B. Questionnaires
C. Both A and B
D. none of above
Answer: C

509. Fairness of individual’s job pay rates in comparison to employees within firm
is included in
A. secondary equity
B. collective equity
C. primary equity
D. individual equity
Answer: D

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510. Employees that are to be retired in nearest times are of
A. Generation X
B. Generation Y
C. Baby Boomers
D. none of above
Answer: C

511. Credit managers tend to be classified as personality oriented of

A. non-conventional
B. conventional
C. non artistic
D. realistic
Answer: B

512. ‘refreezing stage’ considers

A. mobilize commitment
B. consolidation of gains
C. creating guiding coalition
D. reinforcement of new programs
Answer: D

513. Which of the following is not a cross cultural theory of international HRM?
A. Halls Theory
B. Jai B.P. Sinha’s Theory
C. Geert Hofstede’s Theory
D. Cluckhohn-Strodthbeck’s Theory
Answer: B

514. A written statement of policies and principles that guides the behavior of all
employees is called
A. code of ethics
B. word of ethics
C. ethics/ dilemma
D. Training Manual
Answer: A

515. System which is usually based on information technology, is

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 A. phased retirement
B. career management
C. talent management
D. modifying selection procedure
Answer: C

516. 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
Answer: C

517. The focus of Human Resource Management revolves around ?

A. Machine
B. Motivation
C. Money
D. Men
Answer: D

518. 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
Answer: A

519. A technique is used for obtaining information from person orally and directly
is called
A. Interviews
B. questionnaires
C. appraisal interview
D. none of above
Answer: A

520. The objectives of HRM are categorized as

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 A. Personal objectives
B. Functional objectives
C. Organisational and social objectives
D. All of the above
Answer: D

521. Scope of the HRM includes

A. Retirement and separation of employees
B. HR training and development
C. Industrial relations
D. All of the above
Answer: D

522. Which of the following training programmes is meant for a new employee?
A. Induction training
B. Sensitivity training
C. In-basket exercise
D. Apprenticeship training
Answer: A

523. Recruitment is widely viewed as a process

A. Positive
B. Negative
C. Both Positive and Negative
D. Unnecessary
Answer: A

524. Competency-based-job-analysis means defining job in terms of

A. measureable competency
B. behavioral competency
C. observable competency
D. all of above
Answer: D

525. An employee’s salary paid for his skills and knowledge is called
A. competency based pay
B. time based pay
C. internship based salary

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 D. training based pay
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-22]

526. Dimension which measures competency of company’s top management to

lower level employees is
A. HRD systems maturity score
B. HRD competence score
C. HRD culture
D. Employee linkage score
Answer: B

527. Scope of the HRM includes ?

o m
A. Retirement and separation of employees
. c
B. HR training and development
te
C. Industrial relations
a
D. All of the above
Answer: D
q M
528. Employees involuntaryM
c
separation from a job for a certain time period, known
as
A. mergers
B. acquisitions
C. layoffs
D. downsizing
Answer: C

529. During whose tenure as a union labour minister, the code of Discipline was
adopted?
A. V.V. Giri
B. G.L. Nanda
C. Khandubhai Desai
D. P.A. Sangma
Answer: B
530. 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
Answer: A

531. In arbitration, dispute parties no longer accord with agreement, willing to

change existing agreement, known as
A. binding arbitration
B. non-binding arbitration
C. interest arbitration
D. rights arbitration
Answer: C

532. Company seeking ethical standard must purport to

A. Good Employee Relation
B. Better Production Portfolio
C. Economy of Scale
D. Public Disclosure and Publishing
Answer: D

533. Among the best known trait approaches to personality measurement - column
A gives Traits and column B states the name of authority defining them. Match the
correct combination Column - A (Traits) Column - B (Author) 58
A. 20 + needs Murray
B. 16 traits Eysenck
C. 3 traits Cattell
D. 5 traits Costa& Merree
Answer: A

534. A is a company’s plan for how it will balance its internal strengths and
weaknesses with external opportunities and threats in order to maintain a
competitive advantage.
A. SWOT analysis
B. mission statement
C. strategy

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 D. tactic
Answer: C

535. HR Department maintains records.

A. Employee
B. Sales
C. Production
D. Inventory
Answer: A

536. One of the dimensions included in the Harvard Model is

A. HR outcomes interest
B. Behavioral interest
C. Stakeholders interest
D. Performance interest
Answer: B

537. The role is to ensure the deserving managers should get appropriate
opportunities for job Rotation.
A. Reviewer
B. Assessor
C. Administrator
D. Employer
Answer: A

538. Recruitment is widely viewed as a process?

A. Positive
B. Negative
C. Both Positive and Negative
D. Unnecessary
Answer: A

539. Match List-I with List-II and select the

correct answer using the codes given below the lists:
List-I List-II
a. An ordinary person does. want to work on his own I. Hierarchy Theory
b. An individual is willing to work on his own II. Hygiene theory
c. Motivational factors III. X theory

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d. Esteem Needs IV. Y theory
A. A ? I, B ? II, C ? III, D ? IV
B. A ? III, B ? IV, C ? I, D ? II
C. A ? I, B ? IV, C ? II, D ? III
D. A ? III, B ? IV, C ? II, D ? I
Answer: D

540. Need of food, water and shelter is classified as

A. psychological needs
B. self-actualization
C. physiological needs
D. self-esteem needs
Answer: C

541. Which is the Principles of Human Relations?

A. Principle of Work Recognition
B. Principle of Participation
C. Principle of Motivation
D. All of the above
Answer: D

542. The term “Grapevine Communication” is related to

A. Formal Communication
B. Informal Communication
C. Written Communication
D. Vertical Communication
Answer: B

543. The main objects of Training Method is

A. Introduction of New Technology
B. To earn money
C. To obtain property
D. Accounting
Answer: A

544. ‘HR’ manager must be familiar with

A. Strategic planning

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 B. Production department
C. Marketing and finance
D. all of above
Answer: D

545. Which of the following is not the act of Corporate Governance?

A. Protecting the interest of shareholders
B. Protecting the interest of employees
C. Fudging of Accounts
D. Paying Taxes to the Government
Answer: C

546. 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
Answer: A

547. HRP stands for ?

A. Human resource project
B. Human resource planning
C. Human recruitment planning
D. Human recruitment procedure
Answer: B

548. Advancements in position with increased responsibility is called

A. promotions
B. transfers
C. reality shock
D. formal training
Answer: A

549. Process which consists how and what positions are to be filled is called
A. Employment planning
B. Human resource planning

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 C. Succession planning
D. all of above
Answer: D

550. The method of collecting money for Corporate Social Responsibility (CSR) by
raising prices or following many other unethical ways is often described as:
A. Reverse effect
B. Reverse Robinhood effect
C. Boomerang
D. Roosevelt effect
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-23]

551. The unstructured interview

A. Infrequently conducted
B. Typically is unbiased
C. Typically is related to future
D. Typically biased job performance
Answer: D

552. Which are the factors by which the process of job design can be affected?
A. Behavioural
o m
B. Environmental
. c
C. Organisational
te
D. All of the above
a
Answer: D

q M
553. Research and developmentc
managers are classified as
M
A. conventional personality
B. non-conventional personality
C. investigative personality
D. non investigative personality
Answer: C

554. ‘total quality management’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: B

555. Technique of drawing conclusions from a candidate’s hand writing about

future performance in a role is
A. Astronomy
 B. Phrenology
C. Graphology
D. Physiognomy
Answer: C

556. Term ‘job enrichment’ means

A. redesigning jobs for workers
B. assigning additional activities to workers
C. moving workers from one job to the other
D. reforming and analyzing the job
Answer: A

557. Effective supervision is an activity of

A. Organization function
B. Staffing function
C. Control function
D. Direction function
Answer: D

558. Action learning is a training technique in which

A. trainee is allowed to work full time analyzing and solving problems in other departments.
B. trainee moves from department to department to broaden experience.
C. trainee is presented with written description of organizational problem.
D. trainee is sent for formal training outside the organisation.
Answer: A

559. An automated end to end process of managing and compensating employees is

called
A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

560. Under training and development plan, the form is to be prepared in form.
A. Duplicate
B. Structured

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 C. Detailed
D. None of the above
Answer: A

561. The Principle of Equifinality operates

A. Within the internal environment
B. Within the external environment
C. Without environment
D. Hostile environment
Answer: B

562. Workers compensation, disability insurance, health and hospitalization costs

are all types of
A. employment benefits
B. unemployment benefits
C. insurance benefits
D. optional benefits
Answer: C

563. 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
Answer: D

564. An informal employee-manager refers to

A. social recognition program
B. performance feedback
C. non-financial awards
D. financial awards
Answer: A

565. ‘Kakinada Experiment’ on achievement motivation was conducted in

A. Uttar Pradesh
B. Jammu& Kashmir

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 C. Andhra Pradesh
D. Gujarat
Answer: C

566. Which of the following form for improving workers participation in

management was included in the recommendations of the Justice Rajinder Sachar
Committee report?
A. Works Committee
B. Joint Management Council
C. Workers’ representation in the Board of Directors and allotment of equity to workers
D. Unit Council
Answer: C

567. A country in which headquarters of company are located are classified as

A. Third country nationals
B. home country nationals
C. expatriates
D. subordinates
Answer: B

568. Job descriptions are also called as ?

A. Task oriented
B. Task analysis
C. performance oriented
D. Credit analysis
Answer: A

569. Duties of ‘HR’ manager and staff functions consist of

A. Assisting line manager
B. Implementing the policies
C. Directing the tasks of people
D. all of above
Answer: A

570. A category, testing learned skills and principles, known as

A. measuring reaction
B. measuring learning

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 C. measuring behavior
D. measuring results
Answer: B

571. People who are attracted to career, involving verbal activities rather than
physical activities are classified as
A. enterprising oriented
B. investigation oriented
C. social orientation
D. conventional orientation
Answer: A

572. An “Assessment Centre” is

A. A place
B. A technique
C. Both (A) and (B)
D. None of the above
Answer: C

573. 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 Organisational 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 behavior.
D. The process of effectively and efficiently managing your assets.
Answer: B

574. In career development, establishing selfcareer goals is included in

A. an individual role
B. a managerial role
C. an employer role
D. a line manager’s role
Answer: A

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575. An interview conducted at the time of an employee leaving the organisation is
called
A. Exit interview
B. Feedback interview
C. Convincing interview
D. Directed interview
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-24]

576. Manager who can only issue orders in his own department
A. Line managers
B. Staff managers
C. HR managers
D. all of above
Answer: B

577. Which is the scope of HRM as per Dale Yoder and Robert?
A. Training
o m
B. Collective Bargaining
. c
C. Departmental Administration
te
D. All of the above
a
Answer: D

q M
c method.
578. The following is not a job evaluation
A. Factor comparison methodM
B. Point Method
C. Ranking method
D. Assessment method
Answer: D

579. Companies may use a(n) to provide employees with a single access point or
gateway on a company’s intranet to all human resource information.
A. database
B. HR portal
C. data warehouse
D. URL
Answer: B

580. The organization’s must be conducive to productivity and quality

improvement.
 A. Culture
B. Development
C. Policy
D. Environment
Answer: A

581. ‘Coaching of employees’ does not include

A. planning
B. preparation
C. follow-up
D. compensating employees
Answer: D

582. In this technique, personnel specialists and operating managers prepare lists
of statements of very effective and very ineffective behavior for an employee.
A. Critical incident technique
B. Forced choice
C. Essay evaluation
D. Management by Objective
Answer: A

583. 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
Answer: D

584. First step in ‘Job ranking’ evaluation method is to

A. obtain job information
B. select and group jobs
C. select compensable factors
D. rank jobs
Answer: A

585. In career development focus, compensations planned for non-job related

activities is part of

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 A. training and development
B. performance appraisal
C. recruiting and placement
D. compensation and benefits
Answer: D

586. 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
Answer: B

587. Counseling employees for second careers inside firm is an example of

A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

588. 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 administrative
D. They give very little information
Answer: B

589. Which of the following strategies requires a company to concentrate its efforts
in one or more narrow segments instead of a broad based strategy?
A. Cost-Leadership strategy
B. Differentiation strategy
C. Focus strategy
D. None of the above
Answer: C

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590. One of the following is not included in job descriptions:
A. Duties
B. Job title
C. Location
D. Penal actions
Answer: D

591. Job analysis is must for employees

A. training
B. performance appraisal
C. compensations
D. all of above
Answer: D

592. The multiple-input approach to performance feedback is sometimes called

degree assessment.
A. 90
B. 180
C. 270
D. 360
Answer: D

593. ‘Patents’ can be best classified as

A. potential opportunities
B. potential threats
C. potential strengths
D. potential Weaknesses
Answer: C

594. 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. my answer: (that staff is 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
Answer: D

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595. Time and Motion Study was propounded by
A. Elton Mayo
B. Henry Gnatt
C. Frank B. Gilberth
D. Louis D. Brandies
Answer: C

596. Job schedules in which employees can work for fewer days, but, for longer
time in each day are classified as
A. deferred work week
B. compressed work week
C. flexible work week
D. stable work week
Answer: B

597. A trade union is an organisation of

A. Worker who have banded together to achieve common goals in key areas such as wages,
hours and working.
B. Shareholders
C. Bank
D. Customer
Answer: A

598. Human Resource Management includes

A. Motivation, communication and team building
B. Human Resource planning
C. Employee services
D. All of the above
Answer: D

599. The classical theorists favoured organisation based on

A. Military model
B. Civilian model
C. Strategic model
D. None of the above
Answer: A

600. Three tier framework of industrial relations was proposed by:

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 A. Clark Kerr
B. John T. Dunlop
C. Richardson J.H.
D. Kochan, T.A., et. al
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-25]

601. “Model Grievance Procedure” is given in the

A. Code of Discipline
B. Industrial Disputes Act
C. Employee State Insurance Act
D. Industrial Employment (standing orders) Act
Answer: A

602. While writing job description, ‘job title’ is written in section of

A. job summary
o m
B. responsibilities and duties
. c
C. job identification
te
D. both B and C
a
Answer: C

q M
603. Diversification can be best c
classified as
A. potential opportunities M
B. potential threats
C. potential strengths
D. potential weaknesses
Answer: A

604. Factors for determining pay rates are

A. direct financial payments
B. indirect financial payments
C. paid bonuses
D. Both A and B
Answer: D

605. The concept of management by objectives was given by

A. RensisLikert
B. Luther Gulick
 C. Peter F. Drucker
D. Blake and Mouton
Answer: C

606. Which of the following organisations is a two-dimensional structure?

A. Line structure
B. Matrix structure
C. Functional structure
D. Divisional structure
Answer: B

607. In big five models, ‘agreeableness’ is tendency to be

A. sociable
B. trusting
C. compliant
D. both B and C
Answer: D

608. Job evaluation process, in which raters categorize jobs into groups is called
A. point method
B. job classification
C. job grading
D. aligned reward strategy
Answer: C

609. ‘performance’ appraisal feedback always includes

A. assessment of employee performance
B. setting work standards
C. providing feedback to the employees
D. all of above
Answer: D

610. ‘Silk Road Technologies’ talent management system includes

A. applicant tracking
B. on boarding
C. performance management
D. all of above
Answer: D

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611. One of the important organizational factors affecting ‘Job Design’ is ?
A. Workflow
B. Autonomy
C. Feedback
D. Diversity
Answer: A

612. Based on his 14 principles, Edward Deming is a strong proponent of

A. increase in quotas to enhance productivity.
B. inspection at the end of production process.
C. training and development of employees.
D. creating quality slogans to motivate workforce.
Answer: C

613. The amount sufficient to enable a worker to live in reasonable comfort, having
regard to all obligations to which an average worker would ordinarily be subject to
A. Fair Wage
B. Living Wage
C. Minimum Wage
D. Nominal Wage
Answer: C

614. Pettigrew& Whipp identified central factors for managing change

successfully.
A. Three
B. Four
C. Five
D. Six
Answer: C

615. A method in which corresponding points of each compensable factors for

calculation of total point is called
A. point method
B. factor comparison
C. job classification
D. alternation ranking method
Answer: A

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616. Succession planning can best be explained by
A. Activity in which managers make decisions regarding the advancement potential of
subordinates.
B. Activity that focuses on preparing people to fill executive positions.
C. A chart showing the possible directions and career opportunities available in an organization.
D. None of the above
Answer: B

617. 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
Answer: B

618. 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
Answer: D

619. Which one is not a non-quantitative job evaluation method?

A. Grading method
B. Ranking method
C. Point rating method
D. Job-classification method
Answer: C

620. Procedure that aims to assess probable success of assignees, in handling of a

foreign transfer is classified as
A. adaptability screening
B. ethnocentric screening
C. polycentric screening
D. geocentric screening
Answer: A

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621. When person’s performance is satisfactory but not promotable, such type of
an interview is
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
Answer: B

622. is the process of deciding how to fill the company’s most important executive
positions.
A. Succession Planning
B. Organisational Restructuring
C. Self directed Teams
D. Corporate downsizing
Answer: A

623. 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
Answer: D

624. A company’s strategic goals must work towards

A. succession planning
B. performance management
C. compensation management
D. all of above
Answer: D

625. Which of the following is not a traditional model of outsourcing?

A. Utility outsourcing
B. Functional outsourcing
C. Operational outsourcing
D. Transactional outsourcing
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-26]

626. In ‘job classification’ group that contains jobs with similar difficulty level is
called
A. classes
B. grades
C. rank jobs
D. combine ratings
Answer: B

627. An analysis of pending retirements

o m
A. determination of average retirement age
. c
B. planning pension benefits
te
C. determine extent of retirement problem
a
D. all of above
Answer: D
q M
c
Mshown in the form of
628. The Recognition may be
A. A pat on the back of employee
B. Promotion
C. Assignment of more interesting tasks
D. All of the above
Answer: D

629. ‘effective negotiation’ is included in

A. personal competencies
B. interpersonal competencies
C. business management
D. Both A and C
Answer: B

630. The poor quality of selection will mean extra cost on and supervision.
A. Training
 B. Recruitment
C. Work quality
D. None of the above
Answer: A

631. Basic approach in employee’s performance compares with their current

performance to
A. set standards
B. performance in previous years
C. performance in last job
D. none of above
Answer: A

632. ‘quantitative process of job evaluation’ does not include

A. classifying jobs
B. grading jobs
C. ranking jobs
D. none of above
Answer: D

633. According to Fredrick Herzberg, a person’s high-level needs are classified as

A. unhygienic
B. unmotivated
C. motivators
D. hygiene’s
Answer: C

634. Leader-Member relations; task structure and position power are attributes of
which leadership theory?
A. Trait Theory
B. Situational Theory
C. Behavioural Theory
D. Contingency Theory
Answer: B

635. ‘cost advantages’ can be best classified as

A. potential opportunities

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 B. potential Threats
C. potential Strengths
D. potential Weaknesses
Answer: C

636. During which plan was the National Apprenticeship Training Scheme
introduced?
A. 1st five year plan
B. 2nd five year plan
C. 4th five year plan
D. Annual Plans.
Answer: B

637. A test that seeks to predict success or failure through ones handwriting is
called
A. Grammatologist
B. Graphology
C. Polygraph
D. None of the above
Answer: B

638. Counseling with employees for benefits, advice and second careers is an
example of
A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

639. What are the benefits of human resource planning?

A. Achieve economy in hiring new workers.
B. Match personnel activities and future organization objectives efficiently.
C. Improve the utilization of human resources.
D. All of the above
Answer: D

640. Period that spans between ages 15 to 24 is classified as

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 A. exploration stage
B. trial sub stage
C. establishment stage
D. maintenance stage
Answer: A

641. Benefits provided for temporary and permanent disability disfigurement,

medical expenses and medical rehabilitation is referred to as
A. Workers’ compensation
B. Financial incentives
C. Fringe benefits
D. None of the above
Answer: A

642. The meaning of the acronym HRM is

A. Human Relations Management
B. Humanistic Resource Management
C. Human Resource Management
D. Human Resourceful Management
Answer: C

643. Process of identifying, assessing and developing leadership is called

A. Employment planning
B. Human resource planning
C. Succession planning
D. all of above
Answer: C

644. In career development, providing training and development workshops is part

of
A. individual role
B. manager role
C. employer role
D. line manager
Answer: C

645. In talent management end to end process, an e-recruiting leads to

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 A. succession planning
B. performance management
C. compensation management
D. e-recruiting
Answer: A

646. Which of the following is Herzberg’s hygine factors?

A. Reasonable salary
B. Responsibility for work
C. Sense of achievement
D. Recognition at work place
Answer: A

647. The change in specialization and integration in organization context is called:

A. Co-ordination
B. Co-operation
C. Organizational restructuring
D. Feedback
Answer: C

648. Pay is rewarded according to strict proportionality between rewards and

production results, known as
A. straight piecework
B. proportional piecework
C. dis-proportional piecework
D. variable piecework
Answer: A

649. A plan, offering a 75% base salary along with 25% incentives is classified as
A. combination plan
B. non commission plan
C. competitive plan
D. noncompetitive plan
Answer: A

650. People choosing career as a ‘managers’ belongs to

A. enterprising orientation
B. investigative orientation

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 C. social orientation
D. conventional orientation
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-27]

651. Instructing, educating and training employees and subordinates is called

A. coaching
B. mentoring
C. career management
D. career development
Answer: A

652. The voluntary and involuntary permanent withdrawal from an organisation is

called
o m
A. Turnover
. c
B. Behaviour
te
C. Misbehaviour
a
D. None of the above
Answer: A
q M
c
Mare being asked about relevant past experiences,
653. An interview, candidates
known as
A. situational interview
B. stress interview
C. behavioral test
D. job related interview
Answer: B

654. Which of the following is not a ‘lab’ in the sensitivity training, also known as
Laboratory training?
A. Cousin lab
B. Family lab
C. Stranger lab
D. Organizational lab
Answer: D
655. A list, consisting of job duties and responsibilities, part of
A. job descriptions
B. job analysis
C. job specifications
D. both A and C
Answer: A

656. Which of the following is not a semantic barrier of communication?

A. Inattention
B. Faulty translation
C. Ambiguous words
D. Specialist’s language
Answer: A

657. An availability of information systems to integrate recruitment with learning

is a part of
A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

658. 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
D. None of the above
Answer: B

659. Training information system included

A. Training aids
B. Internal and external faculty
C. Training resources
D. Training needs
Answer: D

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660. Which of the following is not a welfare provision under the Factories Act,
1948?
A. Canteen
B. Creches
C. First Aid
D. Drinking water
Answer: D

661. Counseling and compensation of employees is part of

A. Staffing
B. Controlling
C. Leading
D. Organizing
Answer: A

662. system stresses on discipline and there is simplicity in the form.

A. Merit rating
B. Point rating
C. Both A and B
D. None of the above
Answer: A

663. Which of the following emerged when individuals realised 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
Answer: A

664. are responsible for assisting and advising line managers in areas like
recruiting, hiring, and compensation.
A. Human resource managers
B. Staff managers
C. Line managers
D. Board members
Answer: A

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665. An equity theory of motivation applies to employees who are often
A. under paid
B. over paid
C. regularly paid
D. non paid internees
Answer: A

666. According to Herzberg, job working conditions are considered as

A. hygiene’s
B. DE motivators
C. intrinsic hygiene’s
D. extrinsic hygiene’s
Answer: A

667. The process of developing an applicants’ pool for job openings in an

Organisation is called
A. Hiring
B. Recruitment
C. Selection
D. Retention
Answer: B

668. Factors contribute to differentiate its market offering from other products is
called
A. Positioning
B. Competitive advantage
C. Consolidation
D. Both A and B
Answer: B

669. An theory states that employees seek balance between offered services and
taken salaries is called
A. equity theory of motivation
B. equity theory of salaries
C. equity theory of wages
D. equity theory of compression
Answer: A

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670. One time paid payment at time of termination of employees is classified as
A. compensation pay
B. supplemental pay
C. sick leave pay
D. severance pay
Answer: D

671. For helping mentors and to make them understand about their respective
responsibilities, a manager needs
A. formal mentoring
B. informal mentoring
C. career interests
D. developmental needs
Answer: A

672. When person’s performance in an interview is neither satisfactory nor

correctable,
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
Answer: D

673. Which term describes union membership is not required as a condition of

employment, classified as
A. right to proceed
B. right to work
C. right to get hired
D. right to join a union
Answer: B

674. People who are investment managers in personality orientation are classified
as
A. artistic
B. investigative
C. realistic
D. enterprising

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Answer: D

675. Type of selection test consists

A. Aptitude Test
B. Interest Test
C. Personality Test
D. All of the above
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-28]

676. Process of classifying, ranking jobs and assigning points to jobs is called
A. job evaluation
B. job grading
C. pay grading
D. job ranking
Answer: A

677. Which one is not a general concept of T.Q.M.?

A. Strategy
o m
B. Team Work
. c
C. Quality Education
te
D. Continuous Improvement
a
Answer: A

q M
c in
678. What our business is is stated
A. mission statement M
B. strategic goals
C. vision statement
D. all of above
Answer: A

679. Advisory Functions of Personnel Managers includes

A. Training and Development
B. Advising to the departmental officers
C. Advising to the top management
D. Both (A) and (B)
Answer: D

680. 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
Answer: A

681. A job specification is one of the areas of

A. Job analysis
B. Job design
C. Job description
D. Job summary
Answer: A

682. Test in which PC-based situations and choice s are given to solve situation is
called
A. situational test
B. reasoning test
C. video simulation test
D. miniature job training
Answer: C

683. Interview in which interviewer writes questions and answers before time is
called
A. non directive interview
B. directive interview
C. Both A and B
D. none of above
Answer: B

684. 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 allow 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
Answer: D

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685. In which of the following methods grievances are ascertained at the time of
employees quitting the organisation?
A. The exit interview method
B. The gripe-box system
C. The open-door policy
D. Opinion surveys
Answer: A

686. In traditional focus, providing information about skills learning is included in

A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning
Answer: A

687. The International Institute of Labour Studies was established in the year:
A. 1919
B. 1960
C. 1926
D. 1978
Answer: B

688. The leadership prototype

A. Depicts the image of a model leader
B. Emphasizes leadership development
C. Is useful primarily for selection and training of employees
D. Uses LPC (Least Preferred Coworker) as an important component
Answer: A

689. Job analysis includes the preparation of

A. experience and responsibilities
B. qualification and abilities
C. job descriptions and job specifications
D. All of the above
Answer: C

690. Employees training and evaluating performance before actual job is

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 A. situational test
B. reasoning test
C. video simulation test
D. miniature job training
Answer: D

691. 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
Answer: A

692. After ensuring external and internal equity, next step in establishing pay rates
is
A. group similar jobs
B. price each pay grade
C. fine tune pay rates
D. determining the worth of each job
Answer: A

693. In talent management end to end process, workforce compensation

management leads to
A. succession planning
B. performance management
C. learning management systems
D. e-recruiting
Answer: B

694. Which of the following are the decisions to be made while devising the
strategies to hire?
A. Geographic distribution of labour markets comprising job seekers
B. Make or buy employees
C. Sequencing the activities in the recruitment process
D. All of the above
Answer: D

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695. The process of comparing actual performance with standards and taking
necessary corrective action is called
A. Communicating
B. Co-ordinating
C. Co-operating
D. Controlling
Answer: D

696. 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
Answer: A

697. United States executives, who are working in Australian branch of United
Kingdom multinational bank are an example of
A. Third country nationals
B. home country nationals
C. home country nationals
D. Second country nationals
Answer: A

698. When person’s performance is not satisfactory but can be improved is

A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
Answer: C

699. Position Analysis Questionnaire (PAQ) for job analysis is

A. quantitative technique
B. qualitative technique
C. both A and B
D. none of above
Answer: A

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700. In career development, communicating company mission and vision is
included in
A. individual role
B. managerial role
C. employer role
D. line manager’s role
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-29]

701. Which of the following is/are part(s) of transformation process, is/are

considered as a part of organizational development?
I. Implementing Strategic Planning and Alignment
II. Assessing the competitors strengths and weaknesses
III. Assessing the environment and changing organisational structure, systems and
culture
IV. Developing the work climate to enhance teamwork, trust and cooperation
A. I, II and III
B. I, II, III and IV
o m
C. I, III and IV
. c
D. I, II and IV
te
Answer: C
a
702. HRM function does not involve q M
c
A. Recruitment
B. Cost control M
C. Selection
D. Training
Answer: B

703. Providing new employees with basic information regarding background is

A. employee orientation
B. employee training
C. both A and B
D. none of above
Answer: A

704. In career development focus, individual goal setting is part of

A. training and development
B. performance appraisal
C. recruitment and placement
 D. human resource planning
Answer: B

705. ‘strategic change’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: C

706. Treating employees as precious human resources is the basis of the approach
A. Hard HRM
B. Soft HRM
C. Medium HRM
D. Utiliarian approach
Answer: B

707. Sales commission is an example of

A. time based pay
B. performance based pay
C. bonuses
D. salary incentives
Answer: B

708. A systematic method to teach skills for job while presenting facts and getting
feedback is called
A. job rotation
B. off the job training
C. job instruction training
D. programmed learning
Answer: D

709. ‘integrated strategic management’ is an example of

A. action research
B. survey research
C. marketing research
D. human research
Answer: A

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710. A brief write-up of what the job is all about is ?
A. job finding
B. job summary
C. job analysis
D. job specification
Answer: B

711. Effective human resource management could include all of the following
responsibilities except
A. placing the right person in the right job
B. training employees
C. controlling labor costs
D. all are responsibilities necessary for effective human resource management
Answer: D

712. Human Resource Management includes

1. Employee Grievance
2. Organizational climate
3. Job incentives
4. Recruitment
5. Selection
Select the correct answer from the following:
A. 1, 2, 3 and 4
B. 1, 3, 4 and 5
C. 1 and 5
D. All of the above
Answer: B

713. Human Resource Planning include

A. Action planning
B. Scenario planning
C. Demand and Supply forecasts
D. All the above
Answer: D

714. The following is (are) the option(s) while planning for surplus
A. Reassign the jobs

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 B. Redesign the jobs
C. Reduce work hours
D. All of the above
Answer: D

715. The systematic process of making job valuation determinations about a job
based upon its content and the way is which it actually functions within the
organization is called:
A. Job Determination
B. Job Analysis
C. Job Evaluation
D. Job Grading
Answer: C

716. High performance work system leads to

A. superior employee performance
B. low labor costs
C. safer workplaces
D. less employee turnover rate
Answer: A

717. ‘unclear standards’ usually results in

A. unfair appraisals
B. fake appraisals
C. true appraisals
D. Both A and B
Answer: D

718. Which of the following is not a peculiarity of labour market?

A. Worker can sell not only his own labour but also the labour of his fellow workers.
B. The number of buyers is less than the number of sellers.
C. Labour market is normally local in nature.
D. Labour is less mobile.
Answer: A

719. ‘Case of Schimdt’ is associated with which School of Management thought?

A. Systems Approach

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 B. Behavioural School
C. Scientific Management
D. Human Relations School
Answer: C

720. Supplemental insurance plans are included in

A. long-term incentives
B. short-term benefits
C. executive perks
D. job ranking
Answer: C

721. 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
Answer: D

722. A system which measures ongoing performance and e-mails reports is called
A. direction sharing
B. goal alignment
C. ongoing performance monitoring
D. ongoing feedback
Answer: C

723. According to Fredrick Herzberg, person’s low-level needs are classified as

A. hygiene’s
B. motivators
C. unhygienic
D. unmotivated
Answer: A

724. Which type of promotion has been described by W. R. Spriegel?

I. Departmental Promotion
II. Inter-departmental Promotion
III. Inter-plant Promotion

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IV. Inter-company Promotion
A. I, II, III
B. II, III, IV
C. I, II, IV
D. I, III, IV
Answer: A

725. In which incentive executives are given right to purchase stocks for specific
period ?
A. long-term incentives
B. short-term incentives
C. pay scale
D. ranking jobs
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-30]

726. Human Resource Management is ?

A. Employee oriented
B. Employer oriented
C. Legally oriented
D. None of the above
Answer: A

727. ‘reward systems’ is an example of

A. human process intervention
o m
B. techno structural interventions
. c
C. strategic intervention
te
D. HRM interventions
a
Answer: D

q M
c?
728. Manpower inventory involves
M
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.
Answer: B

729. The Integrated system model is also known as

A. Harvard Model
B. Michigan Model
C. Integrated Model
D. Warwick System Model
Answer: D
730. An aggregate of several related action plans that have been designed to
accomplish a mission within a specified time period is known as
A. Programme
B. Process
C. Project
D. Policy
Answer: A

731. Focus on long-term issue, that are hardto-reverse are part of

A. coaching
B. mentoring
C. informal training
D. formal training
Answer: B

732. Each band in ‘broad banding’ contains

A. wide range of jobs
B. lesser range of job
C. only one type of job
D. unspecified job description
Answer: A

733. The technique that have been used to evaluate an employee in comparison
with other employees
A. Ranking
B. Forced choice
C. Essay evaluation
D. Critical incident technique
Answer: A

734. Which of the following act represents a situation in which employment

decisions are NOT affected by illegaldiscrimination?
A. Fair employment
B. Legal compliance
C. Litigation Process
D. Affirmative action
Answer: A

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735. Span of control and management level of executive is included in
A. job complexity
B. complexity in hiring
C. complexity in training
D. complexity in recruitment
Answer: A

736. Which of the following statements about downsizing is not correct?

A. Downsizing helps in getting rid of deadwood.
B. Cost-cutting measure is a reason for downsizing.
C. Mergers and Acquisitions are responsible for downsizing.
D. Technical up gradation cannot be attributed as a reason for downsizing.
Answer: D

737. When employee’s high expectations confront reality of boring job, it is called
A. promotions
B. transfers
C. reality shock
D. formal training
Answer: C

738. ‘quality circles’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: B

739. Interviews can be

A. structured only
B. unstructured only
C. both structured and unstructured
D. none of above
Answer: C

740. Which of the following is not a type of information that should be provided by
application forms?

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 A. Education
B. Experience
C. work stability
D. Applicant’s age
Answer: D

741. All of the following are examples of human resource job duties except
A. recruiter
B. equal employment opportunity coordinator
C. financial advisor
D. compensation manager
Answer: C

742. Relationships section of job description defines whom would you

A. supervise
B. report to
C. work with
D. all of above
Answer: D

743. Kind of arbitration in which parties are not committed to accept award of
arbitrator is classified as
A. binding arbitration
B. non-binding arbitration
C. interest arbitration
D. rights arbitration
Answer: B

744. Compensation for top executive job is largely based on

A. job complexity
B. employer’s ability to pay
C. executive’s human capital
D. all of above
Answer: D

745. HR’s basic challenges in formulating strategies include(s):

A. Need to support corporate productivity and performance improvement efforts.

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 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
Answer: A

746. Downside of management by objectives is

A. time consuming
B. large capital is needed
C. large pool of human capital is required
D. both A and B
Answer: A

747. A manager may delegate any of the following except

A. Responsibility
B. Authority
C. Work load
D. None of the above
Answer: A

748. 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
Answer: D

749. In Lewin organizational change process, ‘creation of sense of urgency’ is

called
A. unfreezing stage
B. moving stage
C. refreezing stage
D. all of above
Answer: A

750. During his days at Midvale Steel Company F.W. Taylor saw that employees
soldiering - deliberately working at a pace slower than their capabilities. He
identified that, worker indulge in soldiering primarily for the following reasons:
A. Fear of losing jobs if they increase their output.

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 B. Faulty wage systems.
C. Out-dated methods of working
D. All of the above
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-31]

751. Motivation theory shows downside of ‘extrinsic rewards’ is explained in

A. Victor Vroom expectancy theory
B. Edward Deci motivation theory
C. Maslow’s motivation theory
D. Fredrick Herzberg motivation theory
Answer: B

752. In career development, discussing career development with subordinates is

included in
o m
A. individual role
. c
B. manager role
te
C. employer role
a
D. line manager
Answer: B
q M
c
M Management Theory?
753. Who is father of Administrative
A. Max Weber
B. Frank Gilbraith
C. Henry Fayol
D. Henry Gantt
Answer: C

754. Which of the following is not a part of the Scheme of Workers’ Participation
in Management in India?
A. Industrial Level Councils
B. Shop Level Councils
C. Joint Level Councils
D. Unit Level Councils
Answer: A
755. of an employee is the process of evaluating the employee performance of the
job in terms of the requirements of the job.
A. Merit Rating
B. Job evaluation
C. Job analysis
D. Performance appraisal
Answer: C

756. Which four are the factor influencing the Human Resource Management of an
organisation.
i) Size of workforce
ii) Employee Expectations
iii) Composition of work force
iv) Political influence
v) Change in technology
A. (i), (ii), (iii) and (iv)
B. (i), (ii), (iii) and (v)
C. (i), (ii), (iv) and (v)
D. (i), (ii), (iv) and (v)
Answer: C

757. Advising, counseling and guiding employees and subordinates is called

A. coaching
B. mentoring
C. career management
D. career development
Answer: B

758. Pay for time not worked, sick leave, supplemental benefits and severance pay
are types of benefits called
A. supplemental pay benefits
B. optional pay benefits
C. compensation law benefits
D. unemployment pay benefits
Answer: A

759. How often HR planning process is implemented within an Organisation?

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 A. Continuously
B. Annually
C. Bi-annually
D. Quarterly
Answer: A

760. An example of ‘variable pay’ is

A. profit sharing plan
B. pay for performance
C. pay for skills
D. pay for tenure
Answer: A

761. Assertion (A): Structural inertia is an organizational resistance process to

change because organizationshave built in mechanism toproduce stability. Reason
(R): People with a high need for security are likely to resist change because it
threatens their feeling of safety. Codes:
A. (A) is right and (R) is a correct explanation of (A).
B. Both (A) and (R) are right, but the (R) does not explain the (A).
C. Both (A) and (R) are wrong.
D. (A) is wrong and (R) is right.
Answer: B

762. In an organization, under line and staff the function of ‘staff’ is

A. Superior
B. Advisory
C. Managerial
D. Authoritative
Answer: B

763. Which four of the Central Trade Union Organizations were signatories to the
inter-union code of conduct?
A. INTUC, AITUC, BMS and UTUC
B. AITUC, BMS, CITU and HMS
C. AITUC, HMS, INTUC and UTUC
D. BMS, CITU, HMS and INTUC
Answer: C

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764. Human resource department plays/serves as
A. advisory role
B. line authority
C. hiring department only
D. training department only
Answer: A

765. Understanding career skills and effectively use them for employees is process,
known as
A. career
B. career management
C. career planning
D. career development
Answer: B

766. Strike occurs when one union of workers strike in favor of another union of
workers is classified as
A. economic strike
B. wildcat strike
C. unfair labor practice strike
D. sympathy strike
Answer: D

767. First step in validating a test is to

A. analyze the job
B. choose the tests
C. administer the tests
D. Relate test scores
Answer: A

768. In career development, realistic career plans is included in

A. individual role
B. manager role
C. employer role
D. line manager
Answer: A

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769. Types of ‘appraisal interviews’ are
A. tell-and-listen
B. tell- and-sell
C. problem solving
D. all of above
Answer: D

770. Step in which employer and employee discuss performance and plans for
future is
A. defining the job
B. training session
C. feedback session
D. interview sessions
Answer: C

771. Most of time manager of ‘Human Resource’ department is

A. line manager
B. staff manager
C. active manager
D. both A and B
Answer: B

772. 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
Answer: C

773. Main disadvantage of critical incident method is

A. difficult to develop
B. cause of disagreements
C. time consuming
D. difficult to rate
Answer: D

774. Creating culture of honoring experience is a tool of

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 A. keeping retirees
B. keeping employees
C. attracting retirees
D. Both A and C
Answer: D

775. Which of the following component of attitude represents a person’s opinion’s

knowledge, and information?
A. Affective component
B. Cognitive component
C. Behavioral component
D. Objective component
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-32]

776. An interview, interviewer does not ask question as a set format, called
A. non directive interview
B. directive interview
C. both A and B
D. none of above
Answer: A

777. is the main source of innovations?

A. Upgraded technology
o m
B. Human mind
. c
C. Competitors’ pressure
te
D. Research& Development
a
Answer: B

q M
778. HRP stands for c
A. Human resource project M
B. Human resource planning
C. Human recruitment planning
D. Human recruitment procedure
Answer: B

779. 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
Answer: D

780. Cash and stock bonuses for achieving short-term goals are included in
A. long-term incentives
B. short-term incentives
 C. pay scale
D. ranking jobs
Answer: B

781. Which of these is an alternate to job evaluation?

A. Wage survey
B. Decision Bank Method
C. Employee classification
D. None of the above
Answer: B

782. An advantage of ‘critical incident method’ is

A. avoids central tendency and biases
B. avoids central tendency and biases
C. provides behavioral anchors
D. ongoing basis evaluation
Answer: D

783. External and internal audit of a company includes

A. economic trends
B. political trends
C. competitive trends
D. all of above
Answer: D

784. The following are the key factors of the new economic policy.
A. Privatization
B. Market friendly state
C. Liberalisation
D. All of the above
Answer: D

785. An advantage of Management by Objectives (MBO) is

A. avoids central tendency and biases
B. jointly agreed performance objectives
C. provides behavioral anchors
D. ongoing basis evaluation
Answer: B

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786. Less career plans and benefits for people of color are concluded in
A. bias
B. reality shock
C. promotion
D. transfer
Answer: A

787. 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
Answer: C

788. Availability of information systems for updating and integration of learning,

recruitment and employee pay, is part of
A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

789. Asking manager ‘Does employee is informed about performance standards’ is

part of
A. antecedents
B. behavior
C. consequences
D. counseling
Answer: A

790. Bottom line of any business plan is

A. marketing plan
B. financial plan
C. personnel plan
D. production plan
Answer: B

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791. Offering flexible part-time work, to retirement age senior employees is a
technique to
A. keep retirees
B. keep employees
C. retirement benefits
D. talent management
Answer: A

792. Identify the managerial function’ out of the following functions of HR

managers?
A. Procurement
B. Development
C. Organizing
D. performance appraisal
Answer: C

793. Which factor does not involve in communication to employees

A. interviewing
B. disciplining
C. counseling
D. compensating
Answer: D

794. Blue collar workers often get paid on

A. time based pay
B. performance based pay
C. extra bonuses
D. discount on fares
Answer: A

795. The written statement of the findings of job analysis is called ?

A. Job design
B. Job classification
C. Job description
D. Job evaluation
Answer: C

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796. Online and face to face feedback about goal’s progress is
A. direction sharing
B. goal alignment
C. ongoing performance monitoring
D. ongoing feedback
Answer: D

797. Competency based pay plan is more

A. person oriented
B. job oriented
C. tenure oriented
D. evaluation oriented
Answer: A

798. Classification of executive and management positions into series of grades,

called
A. job specification
B. job description
C. job evaluation
D. employee training
Answer: C

799. Why is ‘procedural justice’ important in the context of the management of

misconduct?
A. It protects the interest of daily wage earners.
B. It reflects on the integrity of HR professionals.
C. It reflects on the values and attitudes of top management.
D. It ensures that individuals have a sense that they have been treated fairly.
Answer: D

800. All incentive plans focused on

A. performance
B. skills
C. tenure
D. particular knowledge
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-33]

801. On basis of comparable jobs, variables such as skills, responsibility and

working conditions, considered as
A. logical factors
B. comprehensive factors
C. compensable factors
D. intuitive factors
Answer: C

m
802. The following system is simple, less expensive and less time consuming.
o
A. Paired comparison
. c
B. Confidential report system
te
C. Ranking
a
D. Checklist method
Answer: C
q M
c
M first choose higher and lowest, then secondly
803. Method in which employer
choosing highest and lowest is
A. alternation ranking method
B. point method
C. ranking method
D. job classification
Answer: A

804. 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
Answer: C
805. Who among the following propounded the theory of industrial democracy?
A. John T. Dunlop
B. Allan Flanders
C. Neil W. Chamberlain
D. Sydney& Beatrice Webbs
Answer: D

806. 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
Answer: A

807. Kind of union security from employees unions in which company can hire
people that are not members of unions is classified as
A. closed shop
B. union shop
C. agency shop
D. preferential shop
Answer: B

808. Voluntarily helping less experienced employees is part of

A. formal mentoring
B. informal mentoring
C. career interests
D. developmental needs
Answer: B

809. Which of the following is a key HR role

A. Personnel administrator
B. Business ally
C. Payroll advisor
D. Organisational geographer
Answer: B

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810. Showing employees their performance graphs and quantitative data is an
example of
A. performance feedback
B. performance appraisal
C. appraisal system
D. appraisal feedback
Answer: A

811. The following technique(s) is based on the critical incident approach.

A. Behaviorally anchored rating scales (BARS)
B. Critical incident technique
C. Both (A) and (B)
D. None of the above
Answer: C

812. Which of the following types of control involves evaluation of inputs and
taking corrective actions before the operation is completed?
A. Feed Forward Control
B. Concurrent Control
C. Feedback Control
D. Forward Control
Answer: A

813. 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
Answer: B

814. Communications and employs’ participation is part of

A. company’s plan
B. strategic plan
C. vision
D. mission
Answer: A

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815. Providing step by step training and enlisting job’s basic tasks is
A. job rotation
B. off the job training
C. job instruction training
D. apprenticeship training
Answer: C

816. Information about specific salary and wage rate for particular job is part of
A. salary survey
B. market survey
C. equity survey
D. HR survey
Answer: A

817. Which of the following is not a type of HRM strategy?

A. Task focused strategy
B. Placating HRM strategy
C. Turnaround HRM strategy
D. Development oriented strategy
Answer: B

818. Method of disciplining, which usually involves systems of paid decision-

making leaves and oral warnings is classified as
A. punitive discipline
B. distributive discipline
C. descriptive discipline
D. no punitive discipline
Answer: D

819. ‘educational level’ of executive is classified as

A. working capital
B. human capital
C. compensation capital
D. size of working capital
Answer: B

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820. A group interviewer, questions are being asked from group of interviewee,
considered as
A. panel interview
B. mass interview
C. computer interview
D. personal interview
Answer: B

821. Human Resource Management (HRM) is a part of the broad Human

Resource Development (HRD) System, as this focus to
A. Selection, Induction, Training and Development
B. Operational and Organisational Options
C. (A) and (B) above
D. None of the above
Answer: C

822. Second step in validating a test is

A. analyze the job
B. choose the tests
C. administer the tests
D. relate test scores
Answer: B

823. Point system and factor comparison methods are placed under such category
A. Non Non-quantitative job evaluation
B. Quantitative job evaluation
C. Any of the above
D. None of the above
Answer: B

824. Demonstrable skills, knowledge or behaviors that enable employee’s

performance are called
A. competencies
B. job description
C. job specification
D. job evaluation
Answer: A

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825. The provides the essential information on which each job is evaluated.
A. Job ranking
B. Job enrichment
C. Job description
D. Job enlargement
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-34]

826. 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
Answer: A

827. An automated end to end process of planning and recruiting employees is

called
o m
A. phased retirement
. c
B. pre-retirement counseling
te
C. talent management
a
D. modifying selection procedure
Answer: C
q M
c
Mwe notice under-employment in a large measure?
828. In which of the following
A. Coal Industry
B. Textile Industry
C. Banking
D. Agriculture
Answer: D

829. Fish bone diagram is also known as

A. Kaizen Diagram
B. Ishikawa Diagram
C. Taguchi Diagram
D. Pareto Diagram
Answer: B

830. Seeking guidance from experienced people for advising and counseling is
called
 A. mentoring
B. employee’s performance
C. career interests
D. developmental needs
Answer: A

831. Increments based on performance is a basis of

A. direct financial payments
B. non direct financial payments
C. direct compensation
D. bonuses
Answer: A

832. Goods used by an organization in producing other goods is called

A. Consumer goods
B. Industrial goods
C. Speciality goods
D. None of the above
Answer: B

833. People attracted to occupation involving cognitive activities are classified as

A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: B

834. An evaluation process of employee’s performance, in comparison to set

standards is called
A. performance appraisal
B. compensation
C. counseling
D. design of evaluation
Answer: A

835. Process that enables manager to make comparison between employee’s and
his department goals is

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 A. direction sharing
B. goal alignment
C. rewards and recognition
D. coaching and development support
Answer: B

836. Career in Human Resource Management means

A. A status job
B. A respectable consistent occupation
C. A job where a person can earn livelihood
D. The progression of a person in his
Answer: D

837. Collective bargaining items that are introduced by any other party must be
bargained considered as
A. illegal bargaining items
B. mandatory bargaining items
C. voluntary bargaining items
D. involuntary bargaining items
Answer: B

838. ‘performance management’ is always

A. goal oriented
B. performance oriented
C. sales oriented
D. none of above
Answer: A

839. Find the machinery which is not method of settlement of industrial dispute:
A. Conciliation
B. Consultation
C. Adjudication
D. Works committee
Answer: B

840. Which one is a part of performance measurement?

A. Trait

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 B. Behaviour
C. Outcome
D. All the above
Answer: D

841. Whistle Blowing is the situation wherein an employee

A. Causes indiscipline in the organization.
B. Discloses other employees’ illegal immoral or illegitimate activities.
C. Discloses the employer’s illegal immoral or illegitimate activities.
D. All of the above.
Answer: C

842. 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
Answer: C

843. The term used before the language of modern HRM was
A. Labour Relations
B. Personnel Management
C. Industrial Management
D. All of the above
Answer: D

844. Observing CV’s of candidates for rating by order, considered as

A. candidate order error
B. candidate contrast error
C. both A and B
D. none of above
Answer: C

845. Recruitment policy usually highlights need for establishing ?

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 A. job specification
B. job analysis
C. job description
D. none of the above
Answer: A

846. Establishing company based career centers is a method, relating to

A. career management
B. appraisal management
C. performance management
D. employee development
Answer: A

847. ‘Hay consulting firm’ emphasizes compensable factors such as

A. skills
B. efforts and responsibility
C. knowledge
D. accountability
Answer: D

848. People having investigative personality often choose profession as

A. physicians
B. psychologists
C. R&D managers
D. all of above
Answer: D

849. Who has extended the Vroom’s Expectancy Theory of Motivation by

suggesting that motivation is not equal to satisfaction and performance and by
depicting what happens after performance?
A. Porter and Lawler
B. Edward Tolman
C. Harold Kelly
D. Alderfer
Answer: A

850. Which one is not a part of effective organization’s career planning process?
A. Personal Assessment

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 B. Incentive Management
C. Assessment of Occupational and career choice
D. Annual Appraisal and Development Programme
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-35]

851. How many types of strategies are there in strategic planning?

A. 3
B. 4
C. 5
D. 6
Answer: A

852. Psychologist ‘Edwin Locke’ stated that specific and challenging goals lead to
A. higher task performance
o m
B. lower task performance
. c
C. fixed performance rewards
te
D. variable performance rewards
a
Answer: A

q M
c
853. In career development focus, matching job and individual competencies is
part of M
A. training and development
B. performance appraisal
C. recruiting and placement
D. compensation and benefits
Answer: C

854. A strategy, employees seeking flexibility in workforce, workplace within same

company, regarded as
A. promotions
B. transfers
C. reality shock
D. formal training
Answer: B

855. The last stage in a grievance redressal procedure is handled by

 A. Union
B. Voluntary Arbitrator
C. H.R. Department
D. Grievance committee
Answer: D

856. What tactic will employers likely have to take to fill openings left by retiring
employees?
A. instituting flexible work hours
B. providing elder care
C. hiring more women
D. rehiring retirees
Answer: D

857. An integral part of feedback process is

A. direction sharing
B. goal alignment
C. ongoing performance monitoring
D. coaching and development support
Answer: D

858. Delphi technique is used in

A. Forecasting
B. Organising
C. Operating
D. Staffing
Answer: A

859. In career development focus, employees career interests and aptitudes is part
of
A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning
Answer: C

860. Objectives of training is

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 A. Increased morale
B. Increased productivity
C. Favourable reaction to change
D. All of the above
Answer: D

861. Job analysis includes

A. Job grading
B. Job classification
C. Job standardisation
D. All of the above
Answer: D

862. In traditional focus, an analysis of future and present skills and tasks is part of
A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning
Answer: D

863. First step in establishing pay rates is to

A. conduct salary survey
B. group similar jobs
C. price each pay grade
D. fine-time pay rates
Answer: A

864. Levels and series of steps based on years of service in pay grades are called
A. pay ranges
B. grade ranges
C. similar jobs grades
D. anchoring pay ratings
Answer: A

865. Tests that measure traits, temperament, or disposition are examples of

A. Manual dexterity tests
B. Personality tests

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 C. Intelligence tests
D. Work sample tests
Answer: B

866. According to Herzberg, for creating selfmotivated workforce employers

should focus on the
A. motivator factors
B. de-motivator factors
C. intrinsic factors
D. extrinsic factors
Answer: A

867. In setting SMART goals, ‘T’ stands for

A. timely
B. tricky
C. transparent policies
D. none of above
Answer: A

868. Comparison of employees’ actual performance with set standards is involved

in
A. leading
B. organizing
C. controlling
D. staffing
Answer: C

869. Providing continuous learning, training and help to employees for expansion
of horizon is
A. job rotation
B. job training
C. lifelong learning
D. programmed learning
Answer: C

870. Easiest performance appraisal interview is

A. satisfactory-promotable interview

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 B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
Answer: A

871. 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
Answer: C

872. Negotiation of labour contract by Union and Management is referred to as

A. Collective Bargaining
B. Industrial Relations
C. Consumerism
D. Trade Union
Answer: A

873. The metric can be used as a measurement to show improvements to savings in

recruitment and retention costs.
A. absence rate
B. cost per hire
C. HR expense factor
D. human capital ROI
Answer: B

874. Which of the following is a force that acts as stimulant for organizational
change?
A. Technology
B. Economic Shock
C. Nature of the workforce
D. All of the above
Answer: D

875. While considering promotion of an employee, the following is the most

important consideration:
A. Seniority

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 B. Competence
C. Loyalty
D. Only (A) and (B)
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-36]

876. Generally in chain of command, no one can issue orders outside their own
department is
A. staff managers
B. line managers
C. CEO
D. none of above
Answer: A

m
877. Tests are classified on basis of measurement of
o
A. mental abilities
. c
B. personality and interests
te
C. physical abilities
a
D. all of above
Answer: D
q M
c
Mis measured with help of development of
878. ‘HRD’ dimension which
questionnaire is named as
A. HRD culture
B. Business linkage score
C. HRD competence score
D. HRD system maturity score
Answer: A

879. For continuous work growth, company’s direct, non-financial and financial
payments are being received by employees, categorized as
A. benefits
B. stock ownership
C. loyalty scholarships
D. all of above
Answer: A
880. Changing behavior of employees by rewarding or punishing is called
A. behavior modification
B. behavior modeling
C. behavior reshaping
D. behavior management
Answer: A

881. Period in which people act as mentors for younger employees is called
A. exploration stage
B. growth stage
C. midcareer crisis sub stage
D. decline stage
Answer: D

882. Paired comparison method can be used by

A. Superiors
B. Peers
C. Subordinates
D. All of the above
Answer: D

883. ‘HR’ activities lead to

A. Achievement of strategic goals
B. Organizational performance
C. Emergent employee behaviors
D. all of above
Answer: D

884. 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. Integrated
D. Personalised
Answer: D

885. Hawthorne experiments were conducted at

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 A. Hawthorne Electric Company
B. Western Electric Company
C. General Electric Company
D. Eastern Electric Company
Answer: B

886. occurs when an interviewer judges an applicant’s entire potential for job
performance on the basis of a single trait, such as how the applicant dresses or
talks.
A. Halo - effect
B. Unstructured
C. Stress producing
D. None of the above
Answer: A

887. In 360-degree feedback, ratings are collected from

A. supervisors
B. subordinates
C. peers
D. all of above
Answer: D

888. A stage which concludes major career reassessments is called

A. exploration stage
B. growth stage
C. midcareer crisis sub stage
D. maintenance stage
Answer: C

889. When an employee harms a third party because of inadequate employee

training, it is called
A. training
B. negligent training
C. both A and B
D. none of above
Answer: B

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890. In Vroom’s theory, motivation is a product of
A. expectancy
B. instrumentality
C. valence
D. all of above
Answer: D

891. Fair procedures perceived for allocation of job pay rates is included in
A. procedural equity
B. pay rate equity
C. primary equity
D. individual equity
Answer: A

892. 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
Answer: A

893. Under method, common factors to all the jobs are identified.
A. Point
B. Merit
C. Factor comparison
D. Ranking
Answer: A

894. In Factor Comparison method, each factor is ascribed a

A. Money value
B. Ranking
C. Scale
D. None of the above
Answer: A

895. A personnel plan requires forecast of

A. personnel needs

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 B. supply of inside candidates
C. supply of outside candidates
D. all of above
Answer: D

896. Managers subscribing to assumptions attempt to structure, control and closely

supervise their employees.
A. Theory ‘X’
B. Theory ‘Y’
C. Both Theory ‘X’ and Theory ‘Y’
D. Neither Theory ‘X’ nor Theory ‘Y’
Answer: A

897. Which of the following is not a TQM technique?

A. Six Sigma
B. Quality Circles
C. Core Competency
D. Zero Defect Programmes
Answer: C

898. Selection of the candidates is done out of

A. Target population
B. Internal sources
C. External sources
D. Internal as well as external sources
Answer: A

899. Salary survey can be conducted through

A. primary data
B. secondary data
C. collective equity
D. both A and B
Answer: D

900. Opening retail stores, way ‘Apple’ has opened , a classic example of
A. vertical integration
B. horizontal integration
C. consolidation

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 D. geographic expansion
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-37]

901. A job analyst’s task is to

A. prepare job description
B. integrate development activities
C. develop compensation plans
D. advise management
Answer: A

902. Which of the following is not a feature of systems approach?

A. A system is a combination of parts
o m
B. System transforms inputs into outputs
. c
e
C. Parts and sub-parts are related to one another
t
a
D. It is not necessary for a system to have a boundary
Answer: D

q M
903. Labour productivity meansc
M
A. Output is greater than input
B. Output is less than input
C. Output is equal to input
D. Output is negative
Answer: A

904. ‘Leisure time counseling’ is an example of

A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

905. Portion of increased salary paid to employee for an individual performance is

called
A. merit pay
 B. motivators
C. de-merit pay
D. fixed merit pay
Answer: A

906. Structured interview is also called

A. non directive interview
B. directive interview
C. both A and B
D. collaborative approach
Answer: A

907. Porter and Lawler model is related to

A. Perception
B. Attitudes
C. Motivation
D. Leadership
Answer: C

908. Salary surveys are used for monitoring and maintaining

A. external equity
B. internal equity
C. compensating equity
D. collective equity
Answer: A

909. Types of third party negotiation, known as arbitration, includes

A. non-binding arbitration
B. interest arbitration
C. non-binding arbitration
D. all of above
Answer: D

910. “Labour is not a commodity” - is the assertion made by

A. The Declaration of Philadelphia adopted by 26th session of ILO
B. The Magna Carta
C. The Constitution of India

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 D. The International Labour Conference
Answer: A

911. Solving and implementing solutions in empowering employees to review

problems can, best classified as
A. action research
B. customer research
C. marketing research
D. human research
Answer: A

912. The performance of human resource departments is evaluated based on

A. measurable evidence of efficiency
B. measurable evidence of effectiveness
C. anecdotal evidence
D. both A and B
Answer: D

913. “Quality Circles in India”, the first book incorporating the process to be
adopted in developing, implementing and sustaining quality circles, was authored
by
A. T.V. Rao
B. D.M. Pestonzee
C. Udai Pareek
D. S.R. Udpa
Answer: D

914. A test which measure, what it is intended to measure is

A. Valid test
B. Reliable test
C. Objective test
D. Standardised test
Answer: A

915. Position a person has over many years in any occupation is called
A. career
B. career management

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 C. career planning
D. career development
Answer: A

916. Which of the following components is not true as a part of unemployment

definition?
A. Physically fit to work
B. Mentally fit to work
C. Ability to discharge the work most efficiently
D. But, unable to find work
Answer: C

917. Which is the Human Relation Policy?

A. Open communication
B. Common interest
C. Mutual acceptance
D. All of the above
Answer: A

918. In career development, providing support in developing career is part of

A. individual role
B. managerial role
C. employer role
D. line manager’s role
Answer: B

919. Which of the following act deals with recruitment and selection?
A. Child labour act
B. The apprentices act
C. Mines act
D. All of the above
Answer: D

920. The problem of industrial discipline was debated by the Indian Labour
Conference (ILC) held in India in
A. 1955
B. 1957

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 C. 1959
D. None of these
Answer: B

921. The first Factory Legislation in India was enacted in

A. 1860
B. 1881
C. 1882
D. 1891
Answer: B

922. set guidelines regarding safety practices at work.

A. Equal employment laws
B. Occupational safety and health laws
C. Labor laws
D. Advertising regulations
Answer: B

923. ‘incentives’ given to employees are a part of

A. non direct financial payment
B. direct financial payments
C. compensation
D. pension benefits
Answer: B

924. Which of the following department of an Organisation performs the

managerial function of matching Organisational needs with the skills& abilities of
the employees?
A. Finance department
B. Marketing department
C. Production department
D. Human Resource department
Answer: D

925. Disadvantage of ‘forced distribution method’ is

A. difficult to develop
B. cause of disagreements
C. time consuming

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 D. ranking is based on employer’s cutoff points
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-38]

926. Building blocks of performance management are

A. 3
B. 4
C. 5
D. 6
Answer: D

927. Typical simulated tasks include

A. management games
o m
B. leaderless group discussion
. c
C. The in-basket
te
D. all of above
a
Answer: D

q M
c be considered as
928. ‘functional strategy’ can also
A. departmental strategy M
B. business unit
C. companywide strategy
D. business strategy
Answer: A

929. An interview, in which supervisor and subordinate review appraisal, called

A. structured interview
B. unstructured interview
C. appraisal interview
D. hiring interview
Answer: C

930. In traditional focus, rewards based on production is part of

A. training and development
B. performance appraisal
 C. recruiting and placement
D. compensation and benefits
Answer: D

931. Job’s pay rate in comparison with one’s own firm is an example of
A. external equity
B. primary equity
C. secondary equity
D. collective equity
Answer: A

932. is defined as disputes between parties submitted and decided by a neutral

third party.
A. Collective Bargaining
B. Affirmation Action
C. Arbitration
D. Negotiation
Answer: C

933. Which of the following statements is not true about benchmarking strategy of
TQM?
A. It is a people driven activity.
B. It is related to the efforts of Kaizen.
C. It is related to the raising of criteria for selection.
D. It is raising the performance standards of the organization.
Answer: C

934. Workers with manual jobs are mostly paid as

A. pay plan based on knowledge
B. pay plan based on skills
C. pay plan based on tenure
D. pay plan based on performance
Answer: B

935. Making a fit between company’s competitive aims and each department’s plan
is
A. Strategic planning

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 B. Strategic fit
C. Corporate strategy
D. Competitive strategy
Answer: B

936. Which of the following is the internal sources of recruitment?

A. Promotion
B. Trainees
C. Transfer
D. All of these
Answer: D

937. One of the dimensions included in the Harvard Model is ?

A. HR outcomes interest
B. Behavioral interest
C. Stakeholders interest
D. Performance interest
Answer: C

938. Second step in ranking method of job evaluation is to

A. combine ratings
B. rank jobs
C. selecting compensable factors
D. grouping jobs
Answer: D

939. Appraisals of employees must be discussed in context of

A. employees’ career aspirations
B. performance applications
C. industry leading compensation
D. employee training
Answer: A

940. Lean production aims at:

A. Continuous improvement
B. Aim at zero defects
C. Just-in-time inventory system

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 D. All of the above
Answer: D

941. ‘Talent Management’ automated end to end process involves

A. recruiting and hiring
B. managing employees
C. compensating employees
D. all of above
Answer: D

942. Which one of the following is not in sequence of personnel training procedure
i) Instructor Preparation
ii) Present the task
iii) Try out performance
iv) Training preparation
v) Follow up.
A. (i), (ii), (iii), (iv) and (v)
B. (ii), (i), (iv), (iii) and (v)
C. (i), (iv), (ii), (iii) and (v)
D. (iii), (i), (ii), (v) and (iv)
Answer: C

943. In which personality type we can include accountants?

A. realistic
B. investigative
C. social
D. conventional
Answer: D

944. Anchoring jobs and slotting other jobs accordingly is called

A. benchmarking jobs
B. evaluating pay scales
C. evaluating pay grades
D. evaluating internal equity
Answer: A

945. Management guru, Edward Deming argues that employee’s performance is

result of

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 A. training communication
B. quality management
C. own motivation
D. both A and B
Answer: D

946. What term refers to the knowledge, education, training, skills, and expertise of
a firm’s workers?
A. human resources
B. human capital
C. intangible assets
D. knowledge assets
Answer: B

947. Which of the following statements about Organizational Behaviour is wrong?

A. It is an inter-disciplinary subject.
B. It believes that individual, group and organization are subsystems of OB.
C. Its explanation finds roots in systems as well as contingency theories.
D. It deals only with prediction of human behaviour at work.
Answer: D

948. Standard of ‘output’ for a job is called

A. fair day’s work
B. unfair day’s work
C. incentive rate
D. systematic soldiering
Answer: A

949. Recruitment
A. follows selection
B. precedes selection
C. matches selection
D. none of the above
Answer: B

950. Which of the following theories of wages was propounded by Karl Marx?
A. Wage Fund Theory
B. Subsistence Theory

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 C. Surplus Value Theory
D. Residual Claimant Theory
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-39]

951. Which of the following is not a field of industrial relations?

A. State and their institutions
B. Management and their associations
C. Study of workers and their trade unions
D. Study of consumers and their associations
Answer: D

952. Career counseling is part of which of the following functions of HRM?

A. Compensation& benefits
o m
B. Planning& selection
. c
C. Training and Development
te
D. Maintenance of HRIS
a
Answer: C

q M
we can change that and can M
c
953. “Poverty is an artificial creation. It does not belong to human civilization and
make people come out of poverty through redesigning
our institutions and policies.” This preamble refers to
A. Women Entrepreneurship
B. Corporate Entrepreneurship
C. Social Entrepreneurship
D. None of the above
Answer: C

954. Relationship between two variables can be identified with help of

A. ratio analysis
B. scatter plot
C. trend analysis
D. all of above
Answer: B

955. Expectancy Theory of Motivation was propounded by

 A. Porter and Lawler
B. McGregor
C. Vroom
D. J. Stacy Adams
Answer: C

956. “We must maintain in good order the property, we are privileged to use,
protecting the environment and natural resources” is known as
A. Protecting business environment
B. Social responsibility of business
C. Maintaining good property
D. Protect natural resources
Answer: B

957. Managers and executives are often paid in form of

A. salaries
B. bonuses
C. promotion
D. shopping discounts
Answer: A

958. Who is not associated with development of human development index?

A. Sudhir Anand
B. Meghnad Desai
C. Mahabub-ul-Haq
D. Manmohan Singh
Answer: D

959. One of the acceptable methods for obtaining feedback of training is called
A. Structured Interview
B. Performance after Training
C. Improvement after Training
D. Employee Turnover Rate
Answer: A

960. In how many dimensions HRD maturity level in an organization is measured?

A. 3

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 B. 4
C. 5
D. 6
Answer: B

961. “Navigating office politics” needs

A. mentoring
B. employee’s performance
C. career interests
D. developmental needs
Answer: A

962. Which of the following relates to training works?

A. Job rotation
B. Induction
C. Vestibule
D. Task
Answer: A

963. Which of the following is method of Union recognition?

A. Secret Ballot
B. Check-off System
C. Membership Verification
D. All of the above
Answer: D

964. Who has advanced the Goal setting theory of Performance Management?
A. E.A. Locke& Gary Lutham
B. F. Trompenaavs and Charles Hamp
C. R. Tung and Arthur Anderson
D. J.C. Usunier and P.N. Gharvi
Answer: A

965. 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

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 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
Answer: C

966. 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
Answer: A

967. 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
Answer: B

968. When an organization outsources the responsibilities for the end-to-end

delivery of the recruitment/selection process covering all vacancies is
A. Recruitment process and screening
B. Business process and screening
C. Knowledge process and screening
D. All the above
Answer: D

969. Wage and Salary Administration consists of

A. Representative Role
B. Rate Determination
C. Creation of Post
D. All of the above
Answer: D

970. Which one of the following is the advantage of team-based pay for
performance plans?

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 A. Financial incentives can shape a person’s goals.
B. Can help the firm to attain individual equity.
C. Fit an individualistic culture.
D. Aids performance measurement.
Answer: D

971. appraisal done separately will provide feedback on the potential of these
managers.
A. Potential
B. Managerial
C. General
D. Administrative
Answer: A

972. An advantage of ‘alternation ranking method’ is that it

A. is simple to use
B. avoids central tendency and biases
C. ends up with predetermined rating figures
D. provides behavioral anchors
Answer: B

973. Equity theory of motivation includes

A. external equity
B. internal equity
C. individual equity
D. all of above
Answer: D

974. Career planning and development is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: D

975. Corporate business ethics is norms and pattern that spring from
organizational view of good and bad, right and wrong.
A. Social

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 B. Behavioural
C. Institutional
D. Individual
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-40]

976. Second step in planning process is to

A. Set an objective
B. Evaluate alternatives
C. Determine strength and weaknesses
D. none of above
Answer: C

977. is the right to make decisions, to direct the work of others, and to give orders.
A. Leadership
o m
B. Authority
. c
C. Delegation
te
D. Management
a
Answer: B

q M
c goals?
978. What composes the ‘SMART’
M
A. Simple, Monetary, Achieved, Reliable, Total
B. Specific, Measurable, Attainable, Realistic, Time Bound
C. Strategic, Measurable, Analytical, Reportable, Technical
D. Strategic, Market oriented, Analytical, Reportable, Technical
Answer: B

979. According to Fredrick Herzberg, person’s “higher-level” needs are

A. accomplishment and recognition
B. food and shelter
C. friendships
D. secure income
Answer: A

980. 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
Answer: C

981. Off the Job Training Method consists

A. Role Playing Method
B. Case Study Method
C. Programmed Training
D. All of the above
Answer: D

982. A brief write-up of what the job is all about is

A. Job finding
B. Job summary
C. Job analysis
D. Job specification
Answer: B

983. How many stages does the recruitment process comprise of?
A. 2
B. 6
C. 9
D. 5
Answer: D

984. 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
Answer: C

985. In employees pension plan, a portion of employees earnings contribution into

fund, classified as
A. cash balance plans
B. early retirement window

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 C. deferred profit sharing plan
D. savings and thrift plan
Answer: D

986. The focus of Human Resource Management revolves around

A. Machine
B. Motivation
C. Money
D. Men
Answer: D

987. is the process of deciding what positions the firm will have to fill?
A. Recruitment
B. Selection
C. Personnel Planning
D. Interviewing
Answer: C

988. An employee can be laid off when the organization has

A. Acquired labour more than the required.
B. Purchased raw material more than the immediate required.
C. Breakdown of machinery.
D. All of the above.
Answer: C

989. ‘survey research’ is an example is

A. human process intervention
B. techno structural interventions
C. strategic interventions
D. HRM interventions
Answer: A

990. Employee morale relates to

A. productivity
B. Attitude
C. Empathy
D. Skills
Answer: B

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991. Job identification is one of the components of
A. Job specification
B. Job design
C. Job description
D. Job evaluation
Answer: B

992. Which of the following are most closely interconnected?

A. Leadership and organization structure
B. Leadership and motivation
C. Leadership and planning
D. Leadership and performance appraisal
Answer: B

993. Performance Appraisal is a double edged tool to

A. Offering challenges for promotion
B. Accompanying the course of Demotion
C. Create space for the employee to organisationally survive
D. All of the above
Answer: D

994. Providing personal development opportunities, shifting of an employee from

one job to another, without altering their job designation, considered as a
A. promotion
B. transfer
C. reality shock
D. formal training
Answer: B

995. Hawthorne Experiment is related to the

A. Systems theory
B. Classical theory
C. Human relations theory
D. Scientific management theory
Answer: C

996. Operating profit margin is included in

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 A. short-term of shareholder value
B. long-term shareholder value
C. economic value added
D. managerial job evaluation
Answer: A

997. Finding ways to reduce is a key responsibility of management.

A. Dissatisfaction
B. Uncertainty
C. Stress
D. None of the above
Answer: B

998. Management of performance ensures

A. continuous improvement
B. discontinue improvement
C. performance reviews
D. both A and C
Answer: D

999. Human Resource Management aims to maximize employees as well as

Organizational
A. Effectiveness
B. Economy
C. efficiency
D. Performativity
Answer: A

1000. Public recognition such as an award in organized function is best classified as

an example of
A. financial awards
B. non-financial rewards
C. proportional award
D. fixed award
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-41]

1001. People belongs to profession of chemist is best classified as

A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: B

1002. Total profit and rate of return is classified as

A. employer’s ability to pay
o m
B. employer’s ability to hire
. c
C. employer’s ability to train employees
te
D. employer’s ability to grow
a
Answer: A

q M
c refers to
1003. Managerial decision-making
A. Programmed decisions M
B. Information system
C. Unprogrammed decisions
D. Operation research
Answer: C

1004. Which of the following option is a component of remuneration?

A. Motivation
B. Commitment
C. External equity
D. Fringe Benefits
Answer: D

1005. A ‘quantitative technique’ in job evaluation processes is

A. job classification
B. alternative ranking method
 C. aligned reward strategy
D. point method
Answer: D

1006. The ‘force-field analysis’ model of organisational change resistance was

advanced by
A. Kurt Lewin
B. Chris Argyris
C. Abraham Maslow
D. Douglas McGregor
Answer: A

1007. The Japanese 5 ‘S’ model deals with

A. Housekeeping
B. Quality assurance
C. Cost effective measures
D. Assembly line production
Answer: A

1008. People with career of ‘lawyer’ can be classified under

A. enterprising orientation
B. investigative orientation
C. social orientation
D. conventional orientation
Answer: A

1009. Successful managers are

A. Efficient& effective
B. Strict to employees
C. Wrong Policy makers
D. Wrong decision makers
Answer: A

1010. Trade Union strike supporting a political cause and affecting production
activities is a problem related to
A. Socio-economic phenomenon
B. Ethical and technical phenomenon

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 C. Ethical and economic phenomenon
D. Socio-political phenomenon
Answer: C

1011. Max Weber developed a theory of

A. Autocratic Management
B. Democratic Management
C. Bureaucratic Management
D. Free Style Management
Answer: C

1012. A technique, including formal methods for testing effectiveness of training

program, considered as
A. design of evaluation
B. controlled experimentation
C. in-house development
D. consolidation of gains
Answer: B

1013. Reinforcement of new culture, by organization’s manager can be concluded

in
A. unfreezing stage
B. moving stage
C. refreezing stage
D. nonmoving stage
Answer: C

1014. Which one is an underlying value in OD efforts?

A. Trust and support
B. Coercing the people
C. Resorting to short cut methods
D. Profit maximization by hook or crook
Answer: A

1015. In new approach of jobs pay rates, employers are focusing on

A. employee’s family name
B. employee’s competency

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 C. employee’s performance
D. employee’s equity
Answer: B

1016. 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
Answer: C

1017. The process of forecasting an organizations future demand for, and supply
of, the right type of people in the right number is called
A. Recruitment
B. Human Resource Planning
C. Human Capital Management
D. Human Resource Management
Answer: B

1018. Statement by Wal-Mart “Save money, Live better” is pointing its business
strategy as
A. Consolidation
B. Horizontal integration
C. Cost leadership
D. all of above
Answer: C

1019. In career development, providing individual development plans for

employees is part of
A. individual role
B. manager role
C. employer role
D. line manager
Answer: C

1020. Which of the following is a single use plan?

A. Budget

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 B. Rule
C. Procedure
D. Policy
Answer: A

1021. In big five model, ‘conscientiousness’ is tendency to be

A. unconventional
B. assertive
C. achievement
D. autonomous
Answer: C

1022. Frederick Herzberg ,Abraham and Maslow, gave theories of

A. motivation
B. HR system
C. appraisal system
D. performance based appraisal
Answer: A

1023. Understanding behavior and culture of host country’s market by host

manager in corporation orientation is known to be
A. ethnocentric
B. polycentric
C. geocentric
D. expat-centric
Answer: B

1024. Which is not a centralized communication network system?

A. Circle Network
B. Chain Network
C. Wheel Network
D. Y-shaped Network
Answer: A

1025. Find out the one which is not an element of employee empowerment:
A. Arbitrariness
B. Purposefulness
C. Belief system and trust

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 D. Self-sufficiency or Competency
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-42]

1026. HR maturity of company with respect to its strategic goals is measured by

A. Human Resource Development (HRD) scorecard
B. HR scorecard
C. both A and B
D. none of above
Answer: A

1027. ‘organizational confronting meeting’ is an example of

A. human process intervention
o m
B. techno structural interventions
. c
C. strategic intervention
te
D. HRM interventions
a
Answer: A

q M
1028. Attrition is related to c
A. Job description M
B. Resignation / Termination
C. Job evaluation
D. Merit rating
Answer: B

1029. 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
Answer: B

1030. examination may protect the company against unwarranted claims under
workers compensation laws
A. Written
 B. Physical
C. Mental
D. Reference
Answer: B

1031. A systematic, integrated and planned approach to improve the effectiveness

of groups of people in organizations is known as
A. Managerial Training
B. Management by Objectives
C. Organizational Development
D. Management Development
Answer: C

1032. The mental process to interpret environment as’ per one’s own
understanding is known as:
A. Perception
B. Personality
C. Attitude
D. Ability
Answer: A

1033. Training of employees during a job is called

A. on the job training
B. off the job training
C. job instruction training
D. none of above
Answer: A

1034. Accessing employees’ telephones and computers for monitoring employees’

rate and accuracy is
A. critical incident method
B. forced distribution method
C. behaviorally anchored rating scale
D. electronic performance monitoring
Answer: D

1035. Comparison between what salary coworkers are getting for similar jobs is
called

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 A. individual equity
B. pay rate equity
C. collective equity
D. procedural equity
Answer: A

1036. An availability of new ‘IT’ system to track succession planning is part of

A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

1037. To be effective a points-based rating system requires:

A. Comprehensive, reliable and consistent information
B. Objectivity in assessments
C. Close management control
D. 360? assessment
Answer: A

1038. Training involves

A. Evaluating the effectiveness of training programmes
B. Developing suitable training programmes
C. Identification of training needs of the individuals and the company
D. All of the above
Answer: D

1039. Incentive and pay plan is tied to company’s overall profitability is called
A. fixed pay
B. variable pay
C. fixed-variable pay
D. mixed pay
Answer: B

1040. Drive is explained by

A. Any strong stimulus that impels action.
B. Any object, event exiting in the environment.

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 C. Anything that increases the repetition of behaviour.
D. None of the above
Answer: A

1041. Strike called by union labor when illegal practices are to be conducted by
company’s employer is classified as
A. sympathy strike
B. wildcat strike
C. unfair labor practice strike
D. economic strike
Answer: C

1042. Corporate leaders in India in private sector are tempted by a very high
target of and the concerned employees have to achieve the target for promotion
and stability.
A. Money making
B. Business growth
C. Product development
D. Profit
Answer: D

1043. 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
Answer: B

1044. 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
Answer: A

1045. The Job Characteristics Model is one of the most influential attempts to

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 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
Answer: D

1046. Bargaining items that are neither mandatory nor illegal while negotiation
parties do not compel each other for bargaining are classified as
A. voluntary bargaining items
B. permissible bargaining items
C. illegal bargaining items
D. both A and B
Answer: D

1047. Who creates and implements strategic change in an organization?

A. Directors
B. Consultants
C. H. R. Managers
D. Strategist
Answer: D

1048. Type of third party intervention in which an arbitrator dictates and

determines terms of contract settlement is classified as
A. mediation
B. impasse
C. fact finder
D. arbitration
Answer: D

1049. The programme once installed must be continued on a permanent basis.

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

1050. Work experience and field of study are included in

A. working capital

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 B. human capital
C. compensation capital
D. size of working capital
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-43]

1051. Grouping of dissimilar jobs such as secretaries, mechanics and firefighters,

called
A. rank jobs
B. grades
C. classes
D. columns
Answer: B

m
1052. In career development, employees selfassessment for their own values are
o
being considered, regarded as
. c
A. individual role
te
B. managerial role
a
C. employer role

q M
D. line manager’s role
Answer: A c
M
1053. When action plan is prepared for correcting performance deficiencies is
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
Answer: C

1054. Directing staff activities in related areas is part of

A. Staff function
B. Coordinative functions
C. Line function
D. Both A and B
Answer: C

1055. ‘Managing tasks effectively’ comes under

 A. personal competencies
B. interpersonal competencies
C. business management
D. Both A and C
Answer: A

1056. In talent management end to end process, learning management systems lead
to
A. succession planning
B. performance management
C. compensation management
D. e-recruiting
Answer: D

1057. The term used before the language of modern HRM was ?
A. Labour Relations
B. Personnel Management
C. Industrial Management
D. All of the above
Answer: D

1058. ‘performance appraisal’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: D

1059. The Integrated system model is also known as ?

A. Harvard Model
B. Michigan Model
C. Integrated Model
D. Warwick System Model
Answer: A

1060. While recruiting for non - managerial, supervisory and middle -

management positions which external factor is of prime importance?

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 A. Political - Legal
B. Unemployment rate
C. Labour market
D. Growth and Expansion
Answer: C

1061. Which among the following are parts of job description:

i) Duties performed
ii) Job summary
iii) Job identification
iv) Supervision given
v) Delegation of authority
A. (i), (ii), (iii) and (iv)
B. (ii), (iii), (iv) and (v)
C. (i), (iii), (iv) and (v)
D. (i), (ii), (iii) and (v)
Answer: A

1062. Individual level where people are usually motivated to close the gap between
their current and desired
A. Capabilities
B. Skills
C. Expectations
D. Performance
Answer: A

1063. Arrange the following steps of Job analysis in proper sequence:

I. Prepare the job description report.
II. Select the job.
III. Find out the requirements for each
part of the job.
IV. Break the job into various parts.
A. II,I,IV,III
B. II, III, IV, I
C. II,IV, III, I
D. IV, III, II, I
Answer: C

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1064. Convenient way in ‘unfreezing stage’ is
A. action research
B. survey research
C. marketing research
D. human research
Answer: B

1065. Comparison of company’s performance, in context of before and after

change is
A. mobilize commitment
B. consolidation of gains
C. monitoring and assessing programs
D. creating guiding coalition
Answer: C

1066. Certain basic factors used for comparing jobs are called
A. compensable factors
B. intuitive factors
C. logical factors
D. comprehensive factors
Answer: A

1067. The concept of stagnation in the context of HRM means:

A. Lack of appropriate selection criteria.
B. Over-reliance on the internal labour market to fill new positions.
C. HR staff having very limited experience outside the HR functions.
D. Lack of integration of recruitment and selection into the wider human resource function.
Answer: C

1068. Managers can support ‘instrumentality’ by creating

A. easy incentive plans
B. uneasy incentive plans
C. intrinsic incentive plans
D. extrinsic incentive plans
Answer: A

1069. Is the main source of innovations

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 A. Upgraded technology
B. Human mind
C. Competitors’ pressure
D. Research& Development
Answer: B

1070. ‘360’ degree method related to

A. Performance appraisal
B. Organization climate
C. Employees moral
D. Retrenchment
Answer: A

1071. A manager teaches job-related skills in coaching for

A. longer span of time
B. shorter span of time
C. resetting salary schedules
D. self-managing teams
Answer: B

1072. Which of the following cannot be said to be an effect of industrial disputes?

A. High Labour Turnover
B. Higher rate of Absenteeism
C. Higher rate of Man-days lost
D. High Productivity, Peace and Profit
Answer: D

1073. 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
Answer: A

1074. A job enrichment is a way to

A. motivate employees
B. compensate employs

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 C. staffing new employees
D. all of above
Answer: A

1075. Motivating the employees is classified as ?

A. Informational role
B. Interpersonal role
C. Decisional role
D. Conceptual role
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-44]

1076. Which of the following is a process of communication?

A. Lateral
B. Upward
C. Downward
D. All the above
Answer: D

1077. ‘management turnover’ can be best classified as

A. Potential opportunities
o m
B. Potential Threats
. c
C. Potential Strengths
te
D. Potential Weaknesses
a
Answer: D

q M
c job design are
1078. Behavioral factors affecting
A. Autonomy M
B. Diversity
C. Feedback
D. All of the above
Answer: D

1079. Anything dealing with Ethics in Business is

A. Good, bad or both, to the business gains
B. Not related to religion
C. Not to focus obligation
D. Killing all types of Unfair Trade Practices
Answer: A

1080. Modifying selection procedures for senior employees is a step towards

A. keeping retirees
B. keeping employees
 C. retirement benefits
D. talent management
Answer: A

1081. Types of pension plans include

A. contributory versus noncontributory
B. defined contribution versus defined benefit
C. qualified versus non-qualified
D. all of above
Answer: D

1082. Recruitment
A. Follows selection
B. Precedes selection
C. Matches selection
D. None of the above
Answer: A

1083. ‘Behaving ethically’ is included in

A. personal competencies
B. interpersonal competencies
C. business management
D. Both A and C
Answer: A

1084. According to Fiedler’s Contingency Model of Leadership, which one of the

following is a situational variable?
A. Organisational System
B. Degree of task structure
C. Leader’s position power
D. Leader - Member relationship
Answer: A

1085. In career development, assessing your own skills is included in

A. individual role
B. manager role
C. employer role

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 D. line manager
Answer: A

1086. Situation in which senior employees’ salaries are lesser than recruited
employees, called
A. salary compression
B. incentive compression
C. aligned reward strategy
D. bonuses compression
Answer: A

1087. Who has propounded the system concept of industrial relations? Find out
from the following:
A. L. N. Allen Flander
B. L. N. Flax
C. John T. Dunlop
D. Neil N. Chamberlein
Answer: C

1088. In which public sector organization quality circles was first introduced in
India.
A. Hindustan Aeronautics Ltd.
B. Bharath Earth Movers Ltd.
C. Bharath Heavy Electricals Ltd.
D. Hindustan Machine Tools Ltd.
Answer: C

1089. Arrange the following systems in the right order on the managerial style
continuum suggested by Rensis Likert
I. Consultative
II. Benevolent Authoritative
III. Exploitative Authoritative
IV. Joint decision-making
A. III, II, I, IV
B. III, I, II, IV
C. II, I, III, IV
D. III, IV, II, I

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Answer: A

1090. Which theory of human motivation focuses on personal perceptions of the

performance process?
A. Adam’s Theory of Inequality
B. McClelland’s Need Theory
C. Vroom’s Expectancy Theory
D. Alderfer’s ERG Theory
Answer: C

1091. An employer; not paying for title of job and hired , regarded as
A. pay based on company’s profit
B. pay based on company’s stocks
C. pay based on competency
D. pay based on time
Answer: C

1092. 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
Answer: A

1093. An outline of chain of command and reporting relationships in form of chart,

is stated in
A. organization chart
B. process chart
C. process management
D. production unit
Answer: A

1094. Disadvantage of alternation ranking method is

A. difficult to develop
B. cause disagreements
C. time consuming

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 D. difficult to rate
Answer: B

1095. Formulating ‘SMART’ performance training objectives is included in

A. need analysis
B. instructional design
C. implement
D. evaluate
Answer: B

1096. 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
Answer: B

1097. Handling labor relations and safety laws for company’s labor is part of
A. Line functions
B. Staff functions
C. Coordinative functions
D. Both A and C
Answer: B

1098. The process of developing the applicant’s pool for job openings in an
organization is called
A. Hiring
B. Recruitment
C. Selection
D. Retention
Answer: C

1099. According to Robert L. Katz, the right sequence of relative importance of

various managerial skills from top to bottom is
I. technical
II. Human
III. Conceptual
A. III, II, I

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 B. I, II, III
C. III, I, II
D. II, III, I
Answer: A

1100. Who is regarded as the father of Scientific Management?

A. Albert Bandura
B. Louis D. Brandies
C. Frederick Winslow Taylor
D. Elton Mayo
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-45]

1101. Job Characteristics Model is proposed by ?

A. Hockman and Coldham
B. Hockman and Oldcham
C. Hackman and Oldham
D. Horkman and Olatham
Answer: C

1102. The outside third party who is brought into settle a dispute, and he or she has
the authority to make a decision is called
o m
A. Union
. c
B. Government
te
C. Legal Expert
a
D. An Arbitrator
Answer: D
q M
1103. Reviewing of data likeM
c
productivity, absenteeism, down time and product
quality is futile part of
A. planning
B. preparation
C. follow-up
D. active coaching
Answer: A

1104. The trusteeship approach to industrial relations was advocated by:

A. Karl Marx
B. Max Weber
C. Allan Flanders
D. Mahatma Gandhi
Answer: D

1105. Which test assesses an individual’s achievement and motivational levels?

 A. Guilford - Zimmerman Temperament Survey
B. Minnesota Multiphasic Personality
C. Thurstone Temperament Survey
D. Thematic Apperception Test
Answer: D

1106. The following technique is used to evaluate an employee individually.

A. Graphic scale rating
B. Ranking
C. Paired comparison
D. Forced distribution
Answer: A

1107. 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
Answer: B

1108. The metric views human resource expenses in relation to the total operating
expenses of the organization.
A. HR expense factor
B. human capital ROI
C. health care costs per employee
D. human capital value added
Answer: A

1109. Majority of the disputes in industries is (are) related to the problem of

A. Wages
B. Salaries
C. Benefits
D. All of the above
Answer: D

1110. Which of the following is not a reason for increasing workforce diversity?

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 A. Changing demographies
B. Product Quality Consciousness
C. Political and Legal Systems
D. Globalisation of Business
Answer: B

1111. Which one of the following does not include under the functions of human
resource management?
A. Planning
B. Profitability
C. Organising
D. Recruitment
Answer: B

1112. Which one is part of Michael Porter’s generic strategies?

A. Focus strategy
B. Differentiation strategy
C. Cost leadership strategy
D. All of the above
Answer: D

1113. 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
Answer: C

1114. A rating scale which enlists traits and performance values is called
A. graphic rating scale method
B. management by objectives
C. alternation ranking method
D. in-house development
Answer: A

1115. Which is not a method of performance appraisal?

A. Straight ranking method

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 B. Man-to-man comparison method
C. Check list method
D. None of the above
Answer: D

1116. Management development is concerned with learning of

A. Mechanical skills
B. Specific job skills
C. Conceptual and creative skills
D. All of the above
Answer: C

1117. Several jobs rated with individual ranking, comes under

A. combining ratings
B. ranking jobs
C. selection of compensable factors
D. grouping jobs
Answer: A

1118. Kind of arbitration in which parties are committed to accept award of

arbitrator, can be best classified as
A. binding arbitration
B. non-binding arbitration
C. interest arbitration
D. rights arbitration
Answer: A

1119. In career development, providing timely performance feedback is a futile

part of
A. individual role
B. manager role
C. employer role
D. line manager
Answer: B

1120. The concept of “End spurt” is associated with which of the following?
A. Morale

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 B. Fatigue
C. Monotony
D. Job satisfaction
Answer: C

1121. The process of the feedback is made up of phases.

A. 4
B. 5
C. 6
D. 7
Answer: B

1122. 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
Answer: C

1123. In career development, providing assignments that develop careers is part of

A. individual role
B. manager role
C. employer role
D. line manager
Answer: B

1124. Performance appraisal is

A. Morale boosting
B. Training and Development Activity
C. Job Analysis
D. None of the above
Answer: C

1125. Human resource can be thought of as “the total knowledge, skill, creative
abilities, talents and attitudes of an organisation’s work force as well as the value
attitudes and beliefs of the individuals involVed.” Who gave this statement?
A. Leon C. Megginson

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 B. Merton
C. Philip Kotler
D. D. Philopho
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-46]

1126. 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
Answer: B

1127. Firms can use the as a benchmark for the cost per hire metric.
A. Government employment report
o m
B. Cost Per Hire Staffing Metrics Survey
. c
e
C. Employer Costs for Employee Compensation Report
t
D. Government Job Turnover Report
a
Answer: B

q M
c during term of agreement is classified as
1128. An illegal strike which occurs
A. wildcat strike M
B. unfair labor practice strike
C. sympathy strike
D. economic strike
Answer: A

1129. 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
Answer: A

1130. ‘First come last go and last come first go’ is the principle of
A. Retrenchment
 B. Dismissal
C. Closure
D. Lay-off
Answer: A

1131. Reducing the number of employees at operational level and reorganizing the
work system in order to attain greater productivity.
A. Downsizing
B. Manpower inventory
C. Manpower forecasting
D. All the above
Answer: A

1132. Role of Human Resource Manager is

A. Advisory
B. Mediator Role
C. Representative Role
D. All of the above
Answer: D

1133. 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
Answer: D

1134. Training technique, which allows trainees to solve problems and work in
different departments is called
A. job rotation
B. action learning
C. lifelong learning
D. management development
Answer: B

1135. Which of the following Acts has a direct relevance for grievance handling
practices?

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 A. The Industrial Employment (Standing Order) Act, 1946
B. The Industrial Disputes Act, 1947
C. The Factories Act, 1948
D. All of the above
Answer: D

1136. Which of the following is not a factor for wage determination?

A. Productivity
B. Cost of living
C. Prevailing wages
D. Purchasing power of people
Answer: D

1137. Ethics provide

A. Consumer Autonomy
B. CSR
C. Justice
D. All of the above
Answer: D

1138. 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
Answer: B

1139. Consider the following punishments in disciplinary actions:

A. Warning
B. Censure
C. Both (A) and (B)
D. Demotion
Answer: C

1140. Company matches its capabilities with environmental demands is

A. Strategic planning
B. Corporate plan

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 C. Strategy
D. all of above
Answer: A

1141. Type of employees pay rate in which pay is attached with productivity is
called
A. fixed pay
B. variable pay
C. fixed-variable pay
D. mixed pay
Answer: B

1142. Who is the profounder of the sociopsychological approach to Human

Resource Development?
A. David McClelland
B. Lorraine Corner
C. Lim Teck Ghee
D. T.W. Schultz
Answer: A

1143. Narrow span of control results into

A. Tall structure
B. Flat structure
C. Mechanistic structure
D. All the above
Answer: A

1144. 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
Answer: C

1145. First step in ‘appraising process’ is

A. defining the job
B. training session

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 C. feedback session
D. interview sessions
Answer: A

1146. In strategic human resource management, HR strategies are generally

aligned with
A. Business Strategy
B. Marketing Strategies
C. Finance strategy
D. Economic strategy
Answer: A

1147. Which is convention method of Human Relation training method?

A. Conference training
B. Case study method
C. Incident method
D. All of the above
Answer: D

1148. Which of the following is a benefit of employee training?

A. Provides a good climate for learning, growth and co-ordination
B. Helps people identify with organisational goals
C. Improves morale
D. None of the above
Answer: B

1149. People with realistic personality approach often choose careers as

A. bankers
B. investment managers
C. engineers
D. credit managers
Answer: C

1150. Empowerment means authority to make decisions in ones area of operation

A. Without having to get approval from anyone else
B. Without caring for the consequences
C. By taking approval from the senior
D. All the above

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Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-47]

1151. The process through which individuals attempt to determine the causes
behind others’ behaviour is known as
A. Perception
B. Attitude
C. Attribution
D. Social identity theory
Answer: C

1152. On-the-job training methods are not based on

o m
A. Demonstration methods
. c
B. Interactive methods
te
C. Vestibule Training methods
a
D. Apprentice training method
Answer: B
q M
c
Minformation about
1153. Job description includes
A. Job responsibilities, duties and working conditions.
B. Job responsibilities and qualifications for performance.
C. Job responsibilities, duties and qualifications for performance.
D. Job responsibilities, duties and worth in terms of wage and salary.
Answer: A

1154. Which of the following is not an OD technique?

A. Grid Training
B. Delphi Technique
C. Survey Feedback
D. Sensitivity Training
Answer: B

1155. Converting of strategies into actions is meant by

A. Formulate strategies
 B. Implement the strategies
C. Evaluate performance
D. all of above
Answer: B

1156. In which stage of HR intranet site development are multiple sites linked
together to create a seamless experience for the individual?
A. Personalised
B. Integrated
C. Transactional
D. Brochure ware
Answer: B

1157. Which is methods of collection information for Job analysis?

A. Questionnaire Method
B. Interview Method
C. Observation Method
D. All of the above
Answer: D

1158. An availability of information systems to integrate learning with employee

pay is part of
A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

1159. In career development, seeking out career resources is included in

A. individual role
B. manager role
C. employer role
D. line manager
Answer: A

1160. Internal recruitment has the potentiality to increase the of the employees.
A. Conflicts

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 B. Misunderstanding
C. Income
D. Morale
Answer: B

1161. Transition to independent contracts status is an example of

A. phased retirement
B. flexible work
C. honoring experience
D. modifying selection procedure
Answer: A

1162. Which of the following responsibilities do human resource managers fulfill in

their role as employee advocates?
A. establish guidelines for how management should be treating employees
B. provide support for employees contesting unfair practices
C. represent employees’ interests as appropriate
D. all of the above
Answer: D

1163. E-recruiting methods include

A. Internet job boards
B. Career websites
C. Employer websites
D. All of the above
Answer: C

1164. Which of the following demographic issues represents a challenge for human
resource managers?
A. increasingly diverse workforce
B. aging workforce
C. increasing use of contingent workers
D. all of the above
Answer: D

1165. Providing employees development budget is a method relating to

A. career management

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 B. appraisal management
C. performance management
D. employee development
Answer: A

1166. Pay based on piecework is an example of

A. time based pay
B. performance based pay
C. bonuses
D. promotion
Answer: B

1167. Affective competence, Intellectual competence and Action-oriented

competence as components of key competencies of managers was proposed by
A. Rabi Kanungo and Sashi B. Mishra
B. Robert Katz
C. Henry Mintzberg
D. Thomas Durand
Answer: A

1168. Levels within a ‘pay grade’ are called

A. pay ranges
B. grade scales
C. group of similar jobs
D. tuning pay rates
Answer: A

1169. The four systems of Management in terms of Leadership styles are related to
A. Philip Kotler
B. Rensis Likert
C. Peter F. Drucker
D. Blake and Mouton
Answer: B

1170. Which one is not a part of HRD system?

A. Training
B. Career Planning

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 C. Manpower Planning
D. Organizational Development
Answer: C

1171. Measuring performance on basis of job tasks actually done is called

A. sampling technique
B. work sampling technique
C. work sample
D. all of above
Answer: B

1172. Redressal of employees’ grievances covers

A. Positive attitude towards employees’ grievances and readiness to help
B. Expediting machinery for resolving employees’ grievances
C. Equitable salary system for all
D. Both (A) and (B)
Answer: D

1173. Which of the following is not a central Trade union in India?

A. BHS
B. ILO
C. INTIC
D. AITUC
Answer: B

1174. An ‘Equity theory of Motivation’ does not include

A. internal equity
B. external equity
C. collective equity
D. individual equity
Answer: C

1175. When managers use metrics to assess performance and then develop
strategies for corrective action, they are performing the function of management.
A. planning
B. leading
C. staffing
D. controlling

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Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-48]

1176. Determining type of people, which a company needs for job is referred as
A. job descriptions
B. job analysis
C. job specifications
D. both A and C
Answer: C

1177. Type of interview in which employee is informed of his dismissal from job, is
classified as
o m
A. termination interview
. c
B. outplacement counseling
te
C. exit interviews
a
D. subordination interviews
Answer: A
q M
c
Mcan be best classified as
1178. ‘new overseas markets’
A. Potential opportunities
B. Potential Threats
C. Potential Strengths
D. Potential Weaknesses
Answer: A

1179. Pension plan, in which specific amount of profit is transferred to employees

account, that are payable at time of retirement or death is classified as
A. deferred profit sharing plan
B. savings and thrift plan
C. cash balance plans
D. early retirement window
Answer: A

1180. 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
Answer: A

1181. ‘coherent career’ plan links

A. employee’s performance
B. career interests
C. developmental needs
D. all of above
Answer: D

1182. Paid employees insurance by employers is futile part of

A. direct financial payments
B. salary increments
C. paid counseling
D. non direct financial payment
Answer: D

1183. 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
Answer: B

1184. The categories of human process, techno structural, human resources

management and strategic applications are related to:
A. Change management
B. O. D. application
C. Training
D. Action research
Answer: B

1185. HR professionals has to be skilled in the art of

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 A. Clarifying
B. Handling people
C. Both (A) and (B)
D. None of the above
Answer: A

1186. A stage in which employees slide from stabilization stage is called

A. stabilization sub stage
B. trial sub stage
C. establishment stage
D. maintenance stage
Answer: D

1187. Creating a package of rewards for employees is called

A. HR strategy
B. performance appraisal
C. aligned reward strategy
D. aligned compensating strategy
Answer: C

1188. Firing the non-performing employees, HR manager is said to perform the

A. Interpersonal role
B. Informational role
C. Supportive role
D. Decisional role
Answer: D

1189. Example of ‘general competency’ related to job is included

A. strategic thinking
B. mathematical reasoning
C. reading and writing
D. both B and C
Answer: D

1190. Lewin’s process consists of

A. unfreezing stage
B. moving stage

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 C. refreezing stage
D. all of above
Answer: D

1191. 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
Answer: A

1192. 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 Organisations goals
C. Creation of a flexible environment that can easily adopt change
D. To endure proper delivery of products
Answer: D

1193. In a career development, accepting responsibility for your own career is

included in
A. an individual role
B. a manager role
C. a employer role
D. a line manager’s role
Answer: A

1194. Ranking of all employees measuring a specific trait by making pairs of

employees is called
A. graphic rating scale method
B. management by objectives
C. alternation ranking method
D. paired comparison method
Answer: D

1195. Which metric views employees as capital rather than as an expense?

A. time to fill

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 B. training investment
C. HR expense factor
D. revenue factor
Answer: D

1196. ‘formal structural change’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: B

1197. People that are attracted to occupations involving interpersonal skills more
than physical activities are said to be
A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: C

1198. British bank exchanged psychometric test with role playing exercises, an
example of
A. phased retirement
B. flexible work
C. honoring experience
D. modifying selection procedure
Answer: D

1199. ‘expectancy chart’ is a graph to show relationship between

A. tasks performed and time utilized
B. test scores and job performance
C. both A and B
D. none of above
Answer: B

1200. Promoting organizational effectiveness through ‘HR’ policies and practices is

known as
A. human resource metrics

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 B. evidence based management
C. high performance work system
D. none of above
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-49]

1201. Which are not the characteristics of grievances?

A. Factual
B. Fabricated
C. Disguised
D. Imaginary
Answer: B

1202. A “Strategic plan” is also called

A. long term plan
o m
B. short term plan
. c
C. Both A and B
te
D. none of above
a
Answer: A

q M
1203. The shifts that have been ctaking place in the collective bargaining front in
Mperiod include
India in the post-liberalisation
I. collective to individual contracts.
II. increased wages/incomes and benefits accompanied by erosion of job control.
III. concession bargaining.
IV. Attendance, skill or performancelinked rather than age-weighted and seniority
based wages and benefits.
A. only I
B. I and II
C. I, II and III
D. I, II, III and IV
Answer: D

1204. Transactional Analysis (TA) is related to

A. Attitudes
B. Learning
C. Personality
 D. Perception
Answer: C

1205. 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
Answer: C

1206. An elimination of direct comparison in ranking method of job evaluation is

included in
A. combine ratings
B. rank jobs
C. selecting compensable factors
D. select and group jobs
Answer: D

1207. refers to the tendency of firms to extend their sales, ownership, and/or
manufacturing to new markets abroad.
A. Expansion
B. Market development
C. Globalization
D. Export growth
Answer: C

1208. Which one of the following is not Human Resource requirement estimation
method?
A. Regression Analysis
B. Ratio Analysis
C. Top-down Approach
D. All of the above
Answer: D

1209. Stage, age from birth to 14 year is called

A. exploration stage

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 B. growth stage
C. establishment stage
D. maintenance stage
Answer: B

1210. Consider the following phases of Organisational Development (OD):

I. Entry into the organisation
II. Development of internal resources
III. Problem identification
IV. Specific intervention
V. Building a collaborative culture
Rearrange the above stages in an orderly sequence:
A. I ? III ? II ? IV ? V
B. I ? II ? III ? IV ? V
C. III ? II ? I ? V ? IV
D. I ? III ? IV ? V ? II
Answer: D

1211. The characteristics of human resources are in nature

A. Homogeneous
B. Heterogeneous
C. Ductility
D. Stable
Answer: B

1212. Centers of expertise provide special assistance in

A. updates regarding appraisal
B. production department
C. organizational change
D. long term strategic plan
Answer: C

1213. ‘third-party intervention’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions

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Answer: A

1214. “Organizational learning” and “Learning organization” are

A. Same
B. Different
C. Reverse to each other
D. Complementary to each other
Answer: A

1215. Successful managers are ?

A. Efficient& effective
B. Strict to employees
C. Wrong Policy makers
D. Wrong decision makers
Answer: A

1216. In career development focus, providing information about career path is

futile part of
A. training and development
B. performance appraisal
C. recruiting and placement
D. compensation and benefits
Answer: A

1217. Coordination between workforce development and retention is part of

A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

1218. People, who are more attracted towards career, involving in organizational
understanding are said to be
A. realistic oriented
B. investigative oriented
C. social oriented
D. artistic oriented
Answer: B

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1219. Series of lifetime activities contributing in establishment, fulfillment and
success of a person’s career is called
A. career
B. career management
C. career planning
D. career development
Answer: D

1220. Medical organization, consisting of surgeons and specialists that provides

routine medical services to employees in exchange of paying nominal fee is called
A. preferred health organization
B. health maintenance organization
C. preferred provider organizations
D. preferred maintenance organizations
Answer: B

1221. A cycle that starts from first job to promotion until retirement is called
A. career management
B. career management life cycle
C. on boarding
D. performance management
Answer: B

1222. In career development, providing mentoring opportunities is part of

A. individual role
B. manager role
C. employer role
D. line manager
Answer: C

1223. Time study refers to

A. Value analysis
B. Value engineering
C. Improving work methods
D. Developing a standard time to do a particular task
Answer: D

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1224. The basic role of policy is
A. To provide guidelines for action
B. To set procedures
C. To give direction for motivation
D. To prescribe methods
Answer: A

1225. “Third Party intervention” as “Conflict Resolution” is

A. Often required
B. Seldom required
C. Required as a mandate, when conflict remains unresolved
D. Not at all considered as an option
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-50]

1226. A high ranking organizational official (e.g. general counsellor or vice

president) who is expected to provide strategies for ensuring ethical conduct
throughout the organization is known as
A. Ethics Manager
B. Ethics Officer
C. Ethics Controller
D. Ethics Counsellor
Answer: B

o m
c
1227. Supply of services by outside vendors that are done previously by in-house
.
employees is
te
A. outsourcing
a
B. off shoring

q M
C. alternative staffing
c
D. none of above
Answer: A M
1228. Basis of ‘organizational development’ is
A. action research
B. customer research
C. marketing research
D. human research
Answer: A

1229. An availability of information systems to integrate succession planning with

recruitment is part of
A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C
1230. suggests Human Resource Strategy in itself may not be effective.
A. Peter Drucker
B. Tony Groundy
C. John Zimmerman
D. Anonymous
Answer: B

1231. 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
Answer: B

1232. An employee’s aspirations and plans are linked to

A. appraisal feedback
B. appraisal performance
C. employee training
D. employee development
Answer: A

1233. Find out the characteristics of collective bargaining which is not applicable;
A. It is a flexible process.
B. It is a collective process.
C. It is not a bipartile process.
D. It is interdisciplinary system.
Answer: C

1234. In group interview, questions are being asked from interviewee, known as
A. panel interview
B. mass interview
C. computer interview
D. none of above
Answer: A

1235. To keep on track employees’ performance, building block to be used is

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 A. direction sharing
B. goal alignment
C. rewards and recognition
D. coaching and development support
Answer: C

1236. Training refers to

A. An act of increasing the knowledge and skill of an employee for doing a particular job
B. It bridges the differences between job requirements and employee’s present specifications
C. A short term educational process and utilizing systematic and organized procedure by which
employees learn technical knowledge and skills for a definite purpose
D. All of the above
Answer: D

1237. The word “Tactic” is the most likely to be associated with

A. Corporate strategy
B. Business strategy
C. Operational strategy
D. Behavioural strategy
Answer: C

1238. Factors affecting job design are ?

A. behavioral factors
B. environmental factors
C. organizational factors
D. all of the above
Answer: D

1239. HRM is
A. A staff functions
B. A line function
C. A staff function, line function and accounting function
D. All of the above
Answer: A

1240. The three types of forecasts are

A. Economic, employee market, company’s sales expansion

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 B. Long, Short, Medium
C. Production, economic, company’s sales expansion
D. Production, labor, economic
Answer: A

1241. Which of the following are tripartite bodies?

I. Indian Labour Conference
II. Wage Board
III. Standing Labour Committee
IV. Works Committee
A. I and II
B. II and III
C. I, II and III
D. I, II, III and IV
Answer: C

1242. Strategic human resource management aims to achieve competitive

advantage in the market through
A. Price
B. Product
C. People
D. Process
Answer: C

1243. 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)
Answer: B

1244. Best. Defines how. Well a test or selection procedure measures a person’s
attributes.
A. Reliability
B. Testing
C. Validity
D. Organizational constraint

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Answer: C

1245. In traditional focus, providing opportunities for learning is part of

A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning
Answer: A

1246. An employee compares his pay with other’s pay in company at same position
is called
A. internal equity
B. external equity
C. collective equity
D. individual equity
Answer: B

1247. Feedback and counselling involves

A. Discuss the steps the employee can take for improvement
B. Provide support
C. Give critical and supporting feedback
D. All of the above
Answer: D

1248. Which of the following is a type of nontraditional worker?

I. contingent workers
II. part-time workers
III. people working in alternative work arrangements
IV. people with multiple jobs
Select the answer from the codes given below
A. I, II& III
B. I, II& IV
C. II, III& IV
D. I, II, III& IV
Answer: D

1249. Introduction Training Method is provided to the

A. Present Employees

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 B. Ex-Employees
C. Retired Employees
D. Freshers
Answer: D

1250. For current markets, development of improved products is part of

A. Market penetration
B. Market development
C. Product development
D. none of above
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-51]

1251. In big five model, ‘extraversion’ is tendency to be

A. assertive
B. unconventional
C. autonomous
D. achievement
Answer: A

1252. involves conscious efforts to organise tasks, duties and responsibilities into a
unit of work to achieve certain objectives.
o m
A. Job design
. c
B. Job analysis
te
C. Training needs analysis
a
D. None of the above
Answer: B
q M
c
M be relatively low if supply of labour is higher
1253. The following factor would
than demand.
A. production
B. labour cost
C. wage
D. all of the above
Answer: C

1254. A Competency consists of

A. The specific tasks a person must do
B. Skills and behaviors
C. A list of tests that will measure cognitive ability
D. Communications and behavior
Answer: D

1255. A performance appraisal system can be used for the following except
 A. Human resource planning
B. Tone up performance
C. Identify individual with high potential
D. Discipline employees
Answer: D

1256. Job analysis provides information used for writing

A. Organisation chart
B. Policy
C. Job Description
D. Procedure
Answer: C

1257. 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
Answer: A

1258. Which of the following is not a segment of David McClleland’s Theory of

Needs?
A. Need for Power
B. Need for Affiliation
C. Need for Achievement
D. Need for Self Actualization
Answer: D

1259. In a learning organisation

A. Vision is provided by top management
B. Conflicts are resolved through power and hierarchical influence
C. Formulation and implementation of ideas takes place at all levels of organisation
D. All the above
Answer: C

1260. ‘HR’ plans of any organization does not include

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 A. personnel plans
B. production plans
C. compensation plans
D. training and development plans
Answer: B

1261. In career development, discussing your career with your manager is part of
A. individual role
B. manager role
C. employer role
D. line manager
Answer: A

1262. The written statement of the findings of job analysis is called

A. Job design
B. Job classification
C. Job description
D. Job evaluation
Answer: C

1263. An interview in which, candidate is asked about behavior in past for given
situation is
A. situational interview
B. situational test
C. behavioral tests
D. job related questions
Answer: C

1264. Corporate Social Responsibility (CSR) is looked as the organised network of

making long economic and social relationship of the corporate with the society. But
a business of which type, as mentioned below, cannot afford for it, at the first
instance?
A. Large Business
B. Medium Business
C. Small Business
D. A Business Start-up
Answer: D

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1265. Stage in which manager makes sure that past practices are still in
continuation or not is
A. unfreezing stage
B. moving stage
C. refreezing stage
D. nonmoving stage
Answer: C

1266. Employers generally use feedback to

A. employee development
B. avoid central tendency and biases
C. rank someone
D. hire the employee
Answer: A

1267. Mentoring by employees deals with

A. longer span of time
B. shorter span of time
C. resetting salary schedules
D. self-managing teams
Answer: A

1268. Union security, in which union members are given preferences in hiring,
classified as
A. closed shop
B. union shop
C. agency shop
D. preferential shop
Answer: D

1269. ‘explanation of Social Security benefits’ is an example of

A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

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1270. ‘commonsense’ observations are part of
A. Maslow’s motivation theory
B. Victor Vroom expectancy theory
C. Fredrick Herzberg motivation theory
D. Edward Deci motivation theory
Answer: B

1271. Job is defined as

A. Set of activities performed in the organization.
B. Set of activities similar as to kind of work.
C. Set of position similar as to nature and kind of work.
D. None of these.
Answer: C

1272. Under Alderfer’s ERG theory, the three core needs are
A. Existence, Relatedness and Growth
B. Emotional, Relational, and Growth
C. Emotional, Rational and Growth
D. Existence, Reliability and Gain
Answer: A

1273. 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
Answer: A

1274. An underlying talent management components in software suites are

A. e-recruiting
B. e-training
C. performance reviews and rewards
D. all of above
Answer: D

1275. Portfolio of business that comprises business is identified in

A. competitive strategy

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 B. corporate level strategy
C. functional strategy
D. all of above
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-52]

1276. Kind of pension plan in which employer’s contribution is specified in

employees retirement savings funds is classified as
A. defined benefit pension plan
B. defined contribution pension plan
C. defined noncontributory pension plan
D. deferred contribution pension plan
Answer: B

m
1277. Occupations involving strength and coordination belong to personality
o
orientation of
. c
A. realistic orientation
te
B. investigative orientation
a
C. social orientation

q M
D. artistic orientation
Answer: A c
M
1278. Which of the following is not necessary for promotion from with in?
A. Job posting
B. Advertisements
C. Personal Record
D. Performance Appraisal Form
Answer: B

1279. A job that helps employers to arrange job in relative worth is called
A. benchmark jobs
B. salary survey
C. permanent job
D. temporary job
Answer: A
1280. A combined refusal in buying products of employers, union members as well
as employees, known as
A. boycott
B. impasse boycott
C. strike
D. picketing
Answer: A

1281. 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
Answer: A

1282. In which evaluation method, the evaluator is asked to describe the strong and
weak aspects of the employee’s behavior.
A. Graphic rating scale
B. Forced choice
C. Essay evaluation
D. Management by Objective
Answer: C

1283. Job description involves

A. Condition of work
B. Machine tools
C. Accident hazards
D. All of the above
Answer: D

1284. Reward of performance must have some value for employee, an example of
A. expectancy
B. instrumentality
C. valence
D. de-expectancy
Answer: C

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1285. Changes in population characteristics such as age, gender, race, marital
status, income and education are examples of change:
A. Demographic
B. Cultural
C. Geographic
D. Diversity
Answer: A

1286. A plan, accommodate employees preferences of planning for benefit,

classified as
A. cafeteria benefit plans
B. fixed benefit plans
C. flexible benefit plans
D. both A and C
Answer: C

1287. is considered as a strategic activity.

A. Recruitment
B. Planning
C. Productivity
D. All of the above
Answer: A

1288. Reducing in work hours is an example of

A. phased retirement
B. flexible work
C. honoring experience
D. modifying selection procedure
Answer: A

1289. Determining job’s worth in comparison of other job is called

A. job description
B. job specification
C. job evaluation
D. job analysis
Answer: C

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1290. 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
Answer: B

1291. Which of the following is not a determinant factor of industrial relations?

A. Social stratification factors
B. Technological factors
C. Institutional factors
D. Economic factors
Answer: A

1292. A is a written record of the duties, responsibilities and conditions of the job.
A. Job ranking
B. Job enrichment
C. Job description
D. Job enlargement
Answer: C

1293. 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
Answer: D

1294. Comparison of fairness of job’s pay rate to other jobs in company is called
A. external equity
B. collective equity
C. individual equity
D. internal equity
Answer: D

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1295. Which one of the following is not an interpersonal role identified by Henry
Mintzberg?
A. The Liason role
B. The Leader role
C. The Figure head role
D. The Resource - allocator role
Answer: D

1296. The theory that categorized needs being concerned with survival,
relationships and desire for personal development is popularly known as
A. Need Hierarchy Theory
B. Two Factor Theory
C. ERG Theory
D. Contingency Theory
Answer: C

1297. A tax deductible bonus plan according to which employers contribute to a

trust for later use for employees is classified as
A. early retirement window plan
B. employee stock ownership plan
C. cash balance plan
D. severance pay plan
Answer: B

1298. An alternation ranking method is often classified as

A. “What you are measuring?”
B. “how you are measuring performance”
C. “what are the set standards”
D. “the rules of performance appraisals”
Answer: B

1299. Disadvantage of graphic rating scale is

A. halo effect
B. bias
C. central tendency
D. all of above
Answer: D

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1300. Coordination of several human resource activities is required in
A. phased retirement
B. preretirement counseling
C. talent management
D. modifying selection procedure
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-53]

1301. The proportion of women in the workforce is projected to

A. increase significantly over the coming decade
B. decrease as more women decide to stay home with children
C. stop growing
D. increase at a decreasing rate
Answer: C

1302. What is the role of a Human Capital Manager?

I. Unlearn old skills and acquire new skills
o m
c
II. He or she seeks to fine-tune HR policies and practices to fir the culture
.
e
III. It is the responsibility of a centralised or a decentralised department.
t
A. Both I& III
a
B. I, II and III

q M
C. Both I& II
c
D. II& III
Answer: C M
1303. In ‘ABC’ approach which is used in formulating hypothesis, “C” stands for
A. compensating
B. communication
C. counseling
D. consequences
Answer: D

1304. Action research, as a methodology for behavioural science was proposed by

A. Wendell L. French
B. P. F. Drucker
C. Kurt Lewin
D. Reddin
Answer: C
1305. A is a collection of duties, tasks and responsibilities which are assigned to an
individual and which is different from the assignment.
A. Job
B. Human Resource Planning
C. Industrial Relations
D. Responsibility
Answer: A

1306. Assertion (A). In exitable the firm must go to the external sources for lower
entry jobs. Reason (R). For positions where required qualification / experiences are
not met.
A. Both (A) and (R) are correct.
B. (A) is true but (R) is false.
C. (R) is true, but (A) is false.
D. Both (A) and (R) are not correct.
Answer: D

1307. An employer’s refusal to provide work opportunities, is classified as

A. grievance procedure
B. lock out
C. injunction
D. strike procedure
Answer: B

1308. 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
Answer: C

1309. Selection means

A. Elimination
B. Testing
C. Recruitment
D. None of the above

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Answer: D

1310. The unstructured interview: ?

A. Infrequently conducted
B. Typically is unbiased
C. Typically is related to future
D. Typically biased job performance
Answer: D

1311. Human Relations Theory focuses on

A. Individuals
B. Role of Individuals
C. System
D. Informal Organisation
Answer: B

1312. HRM is considered as

A. A reactive function
B. A proactive function
C. An auxiliary function
D. An auto-reactive function
Answer: B

1313. 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
Answer: B

1314. Occupation of forestry and agriculture is an example of

A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: A

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1315. A written statement of the human qualification, education and experience
needed to perform a job is referred to as
A. Job design
B. Job enrichment
C. Job description
D. Job specification
Answer: A

1316. College Professors are generally evaluated on the following Work function(s)
A. Teaching
B. Service
C. Research
D. All of the above
Answer: D

1317. Training which focuses on person’s psychology is included in

A. coaching
B. mentoring
C. informal training
D. formal training
Answer: B

1318. Assistance to top level management for strategic plans is provided by

A. transactional HR group
B. corporate HR group
C. embedded HR group
D. center of expertise
Answer: B

1319. 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
Answer: B

1320. In formulating of hypothesis, reviewing antecedents means

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 A. things before the employee’s job
B. things after employee’s job
C. things during the employee’s job
D. interviewing for appraisals
Answer: A

1321. In ‘job grading method’, group of jobs that are different is called
A. classes
B. rank jobs
C. grades
D. rows
Answer: B

1322. 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.
Answer: B

1323. In career development, assessing your own career interests is included in

A. individual role
B. manager role
C. employer role
D. line manager
Answer: A

1324. In order of court, compelling parties either to desist a certain action or to

resume a particular action classified as
A. grievance procedure
B. lockout
C. injunction

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 D. strike procedure
Answer: C

1325. Which one of the following is not a step in planning?

A. Establishing objectives
B. Developing premises
C. Determining alternative courses
D. Identifying needs of employees
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-54]

1326. 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
Answer: A

1327. The meaning of the acronym HRM is ?

o m
A. Human Relations Management
. c
B. Humanistic Resource Management
te
C. Human Resource Management
a
D. Human Resourceful Management
Answer: C
q M
1328. Compensation given toM
c
expatriates for exceptionally hard working and living
conditions at certain locations is classified as
A. ethnocentric allowances
B. mobility premiums
C. hardship allowances
D. Foreign Service premiums
Answer: C

1329. Taylor differential piece rate system is related to

A. Time wage system
B. Piece wage system
C. Incentive wage system
D. None of the above
Answer: C

1330. Which statement is true?

 A. Job analysis is a group of positions that are similar as to kind and level of work.
B. A promotion is the advancement of an employee to a better job better in terms of greater
responsibilities, more prestige or status, greater skill and especially, increase rate of pay or
salary.
C. A promotion is the vertical transfer of an employee.
D. All of the above
Answer: B

1331. An idea of instituting ‘HR’ policies to support and encourage senior workers
is part of
A. promotions
B. transfers
C. reality shock
D. managing retirements
Answer: D

1332. A pension plan, an employer’s acknowledgement of financial standing of

employee’s account, placing percentage on basis of annual compensation and
interest, regarded as
A. cash balance plan
B. severance pay plan
C. early retirement window plan
D. employee stock ownership plan
Answer: A

1333. ‘controlled experimentation’ is a technique, use for

A. designing of evaluation
B. the things to measure
C. in-house development
D. consolidation of gains
Answer: A

1334. In traditional focus, reward is based on

A. training and development
B. performance appraisal
C. recruiting and placement
D. compensation and benefits

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Answer: D

1335. Sensitivity training is also known as:

A. - group training
B. Y - group training
C. T - group training
D. Core group training
Answer: C

1336. Manager reviewing and evaluating reward system is part of

A. antecedents
B. behavior
C. consequences
D. counseling
Answer: C

1337. Voluntary withdrawal of labor of company is classified as

A. strike
B. picketing
C. boycott
D. impasse boycott
Answer: A

1338. 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
Answer: B

1339. Who among the following advocated the principles of Labour Legislation?
A. Dankert
B. V.V. Giri
C. R.K. Dash
D. S.D. Punekar
Answer: C

1340. An incentive plan may consist of

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 A. Monetary
B. Nonmonetary
C. Both monetary and nonmonetary
D. None of the above
Answer: C

1341. 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
Answer: C

1342. A process that is used for identifying and developing internal people with the
potential to fill key business leadership positions in the company is called
A. Succession planning
B. Investing in human resources
C. Highly talented personnel creation
D. None of the above
Answer: A

1343. The basic managerial skill(s) is(are)

A. To supervise
B. To stimulate
C. To motivate
D. All of the above
Answer: D

1344. People belongs to profession of college professors are tend to be

A. realistic oriented
B. investigative oriented
C. social oriented
D. artistic oriented
Answer: B

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1345. Recruiting employees, selecting right one for job and giving them training
leads to
A. organizing
B. controlling
C. Staffing
D. Leading
Answer: C

1346. The group to which a person would like to belong is known as

A. Primary Group
B. Reference Group
C. Membership Group
D. None of the above
Answer: B

1347. Which of the following is not a tripartite body?

A. I. L. O
B. Wage Boards
C. Works Committee
D. Indian Labour Conference
Answer: C

1348. HRM is
A. Employee oriented
B. Employer oriented
C. Legally oriented
D. None of the above
Answer: A

1349. ESI Act applies to

A. Railways and Mines Industries
B. Seasonal Factory Workers
C. Cement Industries
D. None of the above
Answer: B

1350. Who has called the scientific management a ‘rabble hypotheses?

A. Elton Mayo

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 B. Peter F. Drucker
C. Douglas McGregor
D. None of the above
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-55]

1351. In which of the following methods Jobs can be arranged according to the
relative difficulty in performing them.
A. Ranking method
B. Point method
C. Factor comparison method
D. Classification method
Answer: A

1352. Top management works on

o m
A. strategic plan
. c
B. corporate plan
te
C. budgeting
a
D. both A and B
Answer: A
q M
c
Mincentives?
1353. Which is non-monetary
A. Training
B. Sabbaticals
C. Flexible work hours
D. All of the above
Answer: D

1354. Bankers and accountants are mostly having a specific personality type,
known as
A. realistic
B. investigative
C. artistic
D. conventional
Answer: D

1355. Job pay rate depends on

 A. the job itself
B. the qualification only
C. the skills and knowledge only
D. the training completed only
Answer: A

1356. Which of the following is not correct about Organisation Development?

A. It is not a top management led and supported process.
B. It is a process of planned change.
C. It is an ongoing collaborative management of organization culture
D. It is a problem solving process.
Answer: A

1357. A test, examinees respond to situations representing jobs, known as

A. situational test
B. reasoning test
C. video simulation test
D. job training
Answer: A

1358. The Workmen’s compensation Act came into force in which year?
A. 1930
B. 1921
C. 1944
D. 1924
Answer: D

1359. People having ‘foreign services’ as profession are best classified as

A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: C

1360. issues tend to be well disguised.

A. Political
B. Territorial

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 C. Social
D. Economical
Answer: B

1361. 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
Answer: D

1362. Wage determination is mostly done through tools which are

A. Objective
B. Subjective
C. Both of (A)& (B)
D. None of these
Answer: C

1363. The Human Resource System covers

A. Training and development
B. Recruit and Select
C. Job design and evaluation
D. All of the above
Answer: D

1364. Large recruitment problematic and vice-versa.

A. Less
B. More
C. Any of the above
D. None of the above
Answer: A

1365. Human resource planning system includes

A. Human resource supply forecast
B. Human resource inventory
C. Corporate plan

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 D. All of the above
Answer: D

1366. An equal rating of all employees such as ‘good’ is called

A. lenient tendency
B. strict tendency
C. biasing tendency
D. central tendency
Answer: D

1367. When person’s performance is satisfactory and ranked for promotion,

interview would be
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
Answer: A

1368. Outsourcing stands for

A. Slowing down of production
B. Encouraging voluntary retirement
C. Retrenching services of surplus employees
D. Contracting out the work to other organisations
Answer: D

1369. 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
Answer: C

1370. Tool used to present manager with performance graphs and charts is
A. HR scorecard
B. digital dashboard
C. strategy map

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 D. all of above
Answer: B

1371. External sources of recruitment consists

A. Recommendations of Existing employees
B. Private Employment Agencies
C. Through Employment Exchange
D. All of the above
Answer: D

1372. United States citizen work in China, in subsidiary of company whose

headquarter is located in United States, an example of
A. expatriates
B. Second country nationals
C. home country nationals
D. both A and C
Answer: C

1373. The important objectives of a job evaluation programme

A. Establishment of sound wage differentials between jobs.
B. Maintenance of a consistent wage
C. Installation of an effective means of wage control.
D. All of the above
Answer: D

1374. Standard Performance - Actual performance = Training& Development

A. Need
B. Objective
C. Motive
D. Drawback
Answer: A

1375. Second step in pay rate establishment is to ensure the

A. internal equity
B. external equity
C. procedural equity
D. collective equity
Answer: A

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 Human Resource Management (HRM) big
collection MCQs [set-56]

1376. Third step in ‘ranking method’ of evaluating job method is to

A. select compensable factors
B. combine ratings
C. rank jobs
D. select and group jobs
Answer: D

1377. Which one of the following is a disadvantage of having expatriate employees

to staff international subsidiaries?
o m
A. Brings cultural similarities with parent company.
. c
B. Gives employees a multinational orientation.
te
a
C. Attempts to establish a foreign culture to the company.

Answer: C
q M
D. Provides broader global perspective.

c
Mcompensation include
1378. Company top executives
A. base pay
B. long-term
C. executive benefits
D. all of above
Answer: D

1379. Dismissal of employee, who violates law of contractual arrangements stated,

by employer is classified as
A. descriptive termination
B. distributive termination
C. wrongful discharge
D. wrongful termination
Answer: C

1380. The scope of HRM does not include

 A. Retirement of employees
B. Manpower planning
C. Training of employees
D. Maintenance of accounts
Answer: D

1381. Point method is suitable for

A. Small size organization
B. Mid size organization
C. Large organization
D. Both (B) and (C)
Answer: D

1382. Few career programs for women is concluded as

A. bias
B. reality shock
C. promotion
D. transfer
Answer: A

1383. Who has given the concept of ‘Core competence’?

A. Sumantra Ghosal& C.A. Bartlett
B. T. Deal and A. Kennedy
C. C.K. Prahalad and G. Hamel
D. C.A. Forehand and B. Von Gilnev
Answer: C

1384. Situation’ when third neutral party helps in negotiation of agreement is

classified as
A. arbitration
B. mediation
C. impasse
D. intervention
Answer: B

1385. ‘Benchmarking’ of jobs is included in

A. internal equity

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 B. external equity
C. procedural equity
D. salary survey
Answer: D

1386. Managers use a(n) to measure the HR function’s effectiveness and efficiency
in producing employee behaviors the company needs to achieve its strategic goals.
A. metric
B. HR Scorecard
C. . benchmark
D. high performance work system
Answer: B

1387. Rearrange the following steps of recruitment.

I. Searching
II. Evaluation and control
III. Planning
IV. Screening
V. Strategy development
A. III, II, I, V, IV
B. III, V, I, IV, II
C. IV, V, III, I, II
D. II, I, IV, V, III
Answer: B

1388. Mechanism of Human Resource Development includes

A. Job Redesign
B. Rewards
C. Human Resource Information System
D. All of the above
Answer: D

1389. In traditional focus, managing attitudes related to job are included in

A. training and development
B. performance appraisal
C. recruiting and placement
D. human resource planning

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Answer: A

1390. Scale is used in ‘HRD’ scorecard consists of

A. 5-point scale
B. 10-point scale
C. 4-point scale
D. none of above
Answer: B

1391. Mostly employees’ promotion decision is based on

A. performance appraisal
B. training results
C. hiring tests
D. in-house development
Answer: A

1392. A company ‘Apollo’ tyres diversifying in entertainment business can be a

classic example of
A. Conglomerate diversification
B. Related diversification
C. Both A and B
D. none of above
Answer: A

1393. An advantage of ‘forced distribution method’ is

A. avoids central tendency and biases
B. avoids central tendency and biases
C. provides behavioral anchors
D. end up with predetermined rating
Answer: D

1394. An event, employees participation in skills practice sessions, known as

A. training and development
B. performance appraisal
C. recruiting and placement
D. career planning workshops
Answer: D

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1395. Ethical Management is
A. A Compromise
B. A Compulsion
C. A Judgement
D. (A) and (B)
Answer: A

1396. Which of these is a consequence of pay dissatisfaction?

A. Strikes
B. Turnover
C. Grievances
D. Job dissatisfaction
Answer: D

1397. 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
Answer: B

1398. Recruitment means

A. Total number of inquiries made
B. Total number of selections made
C. Total number of persons short listed
D. Total number of applications received
Answer: D

1399. People attracted to occupations that require physical activities are best
classified as
A. realistic orientation
B. investigative orientation
C. social orientation
D. artistic orientation
Answer: A

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1400. Financial and investment counseling is an example of
A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

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 Human Resource Management (HRM) big
collection MCQs [set-57]

1401. Ensuring implementation of ‘HR’ policies by line managers is part of

A. Line functions
B. Coordinative functions
C. Staff functions
D. all of above
Answer: B

1402. Indicate the correct code for the following statements about Assertion (A)
m
And Reason (R): Assertion (A): All ethical theories are not equally applicable
o
c
every time in all types of ethical dilemma resolution. Reason (R): The ethical
.
e
resolution should be based as far as possible on a cognitive ethical principle with
t
justification. Codes:
a
A. (A) is correct, (R) is incorrect.

q M
c
B. (R) is correct, (A) is incorrect.

M
C. Both the statements (A) and (R) are correct.
D. Both the statements (A) and (R) are incorrect.
Answer: C

1403. An enterprise gets more output and mutual cooperation from its subordinate
staff by adopting
A. Motivating by Leadership
B. Motivation by participation
C. Motivation by goals
D. Motivation by Challenges
Answer: B

1404. Too much of reliance on internal recruitment can result in

A. Internal conflict
B. High labour turnover
C. Poor group dynamics
D. Reduced job performance
Answer: D

1405. If a worker gets a premium for extra ‘output’ than a ‘set standard’ is called
A. standard hour plan
B. standard piece rate
C. standard piecework
D. variable hour plan
Answer: A

1406. Which of the following is an example of operative function of HR managers?

A. planning
B. Organizing
C. Procurement
D. Controlling
Answer: C

1407. Employees beliefs that successful performance leads to rewards is best

explanation of
A. expectancy
B. instrumentality
C. valence
D. de-expectancy
Answer: B

1408. Method according to which two or more people share a full time single job,
classified as
A. severance sharing
B. flexible sharing
C. benefit sharing
D. job sharing
Answer: D

1409. Human capital refers to

A. education of firm’s workers
B. training of firm’s workers
C. skills and expertise of firm’s workers
D. all of above
Answer: D

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1410. Hawthorne Experiment findings led to
A. Systems Approach
B. Behavioural Approach
C. Human Relations Approach
D. Scientific Management Approach
Answer: C

1411. Analyzing and identifying specific skills, needed for specific job is called
A. need analysis competency model
B. competency model
C. task analysis
D. Both A and C
Answer: C

1412. An entrepreneur who is neither willing to introduce new changes nor to

adopt new methods is known as:
A. Adoptive Entrepreneur
B. Fabian Entrepreneur
C. Innovative Entrepreneur
D. Drone Entrepreneur
Answer: D

1413. Recruitment is concerned with the process of

A. Selection of right candidate
B. Developing a pool of potential employees
C. Inviting application for jobs
D. None of the above
Answer: B

1414. What is the operative function of human resource management?

A. Controlling
B. Organising
C. procurement
D. None of the above
Answer: C

1415. After translating company mission into strategic goals, next step is to

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 A. formulate strategies
B. implement the strategies
C. evaluate performance
D. none of above
Answer: A

1416. Fish bone analysis as a tool of quality circle was advanced by

A. Joseph Juran
B. Phillip Crosby
C. Edward Deming
D. Kouru Ishi Kawa
Answer: D

1417. Motivating the employees is classified as

A. Informational role
B. Interpersonal role
C. Decisional role
D. Conceptual role
Answer: B

1418. Company ‘Asian paints’ operates in 18 countries is an example of

A. Horizontal integration
B. Vertical integration
C. Geographic expansion
D. none of above
Answer: C

1419. Glass ceiling refers to

A. Moderate difficulties in training of women workforce
B. Artificial barriers based on attitudinal and organizational bias preventing career growth of
women
C. Personality weaknesses hindering career growth of women
D. Transperency at higher levels in organisation
Answer: B

1420. An interview in which candidates are asked about relevant past experiences
is a

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 A. situational interview
B. situational test
C. behavioral tests
D. job related questions
Answer: D

1421. HRM is more whereas Personnel Management is slightly narrow

A. Complex
B. Detailed
C. Mechanical
D. Growth-oriented
Answer: D

1422. In career development, providing assistance programs for academic learning

is an art of
A. individual role
B. manager role
C. employer role
D. line manager
Answer: C

1423. Which of the following statement is true?

A. Profit sharing is an agreement freely entered into by which the employees receive share fixed
in advance from the organization’s profits.
B. An experiment in profit shares on a wide scale would therefore be definitely undertaking a
voyage of an unchartered sea.
C. Profit distribution under a profit sharing plan are used to fund employee retirement plans.
D. All of the above.
Answer: D

1424. What is meant by the term “Management” by Objectives’?

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’
Answer: C

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1425. In ‘HRD’ scorecard scales; scale‘10’ represents
A. moderate maturity level
B. least maturity level
C. highest maturity level
D. all of above
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-58]

1426. Concession, employees gets in form of discounts in air ticket and bus fares is
an example of
A. incentives
B. non direct payments
C. direct payments
D. salary increments
Answer: B

m
1427. If company defines authority and communication channels for employees, it
o
is performing
. c
A. staffing function
te
B. organizing function
a
C. leading function

q M
D. controlling function
Answer: B c
M
1428. People having enterprising personality oriented choose profession, are
A. military officers
B. advertising executives
C. carpenters
D. engineers
Answer: A

1429. An assistance needs to manage localized human resources which are

provided by
A. Transactional HR group
B. Embedded HR group
C. Corporate HR group
D. Centers of expertise
Answer: B
1430. Process of instituting policies to enable employees to get their accumulated
pension plans with ease after leaving organization is classified as
A. compatibility
B. durability
C. portability
D. profitability
Answer: C

1431. A company can translate mission into strategic objectives by

A. Vertical integration
B. Diversity
C. Geographic coverage
D. all of above
Answer: D

1432. An appraisal interview which results in occasional ‘well-done’ technique is

said to be
A. satisfactory-promotable interview
B. satisfactory-not promotable interview
C. unsatisfactory-correctable interview
D. unsatisfactory-uncorrectable interview
Answer: B

1433. Focusing on daily tasks that can be easily relearn is part of

A. coaching
B. mentoring
C. informal training
D. formal training
Answer: A

1434. ‘Volvo’ stresses more safe cars as compared to others in market, this can be
an example of
A. diversification
B. cost leadership
C. consolidation
D. competitive advantage
Answer: D

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1435. Differentiation between line and staff functions is necessary because it helps
in
A. maintaining accountability
B. providing specialized services
C. maintaining adequate checks and balances
D. all the above
Answer: D

1436. ‘Red hot stove’ rule of disciplinary action was suggested by

A. Dale Yader
B. Fred Luthans
C. Douglas McGregor
D. Richard P. Calhoon
Answer: C

1437. The term means contributing in a measurable way to achieving the

company’s strategic goals.
A. competitive advantage
B. achievement success
C. value creation
D. success metric
Answer: C

1438. Types of ‘test validity’ consist of

A. criterion validity
B. content validity
C. Score validity
D. Both A and B
Answer: D

1439. 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 involved
C. It aims to describe the purpose of a job and the conditions under which it is performed
D. Jobs are broken into elements such as information required or relations with other people
Answer: A

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1440. Decision-making process is guided by
A. Policy
B. Strategy
C. Procedure
D. Programme
Answer: A

1441. 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
Answer: C

1442. The and control systems should be altered to support the strategic human
resource function.
A. Appointment
B. Reward
C. Job allotment
D. None of the above
Answer: B

1443. Which among the following is odd one?

A. BMS
B. FICCI
C. AITUC
D. INTUC
Answer: B

1444. Values of top executives include

A. polycentric
B. geocentric
C. ethnocentric
D. all of above
Answer: D

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1445. of management is likely to be another key agenda item.
A. Performance
B. Quality
C. Expansion
D. Decision
Answer: B

1446. Items for bargaining, that are not allowed to deal by law are classified as
A. voluntary bargaining items
B. permissible bargaining items
C. illegal bargaining items
D. mandatory bargaining items
Answer: C

1447. Organizational development consists of

A. action search
B. applying behavioral knowledge
C. change toward empowerment
D. all of above
Answer: D

1448. ‘Health counseling’ is an example of

A. phased retirement
B. preretirement counseling
C. honoring experience
D. modifying selection procedure
Answer: B

1449. Which one of the following is an example of Golden-Handshake Scheme?

A. Superannuation Retirement
B. Voluntary Retirement
C. Compulsory Retirement
D. Retirement on account of disablement
Answer: B

1450. 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

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 B. Internal selection presents fewer dangers of incurring 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
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-59]

1451. Promotion decision addresses questions like

A. seniority or competency the rule
B. promote vertically
C. promote horizontally
D. all of above
Answer: D

1452. Managing workforce diversity is an example of

A. human process intervention
o m
B. techno structural interventions
. c
C. strategic intervention
te
D. HRM interventions
a
Answer: D

q M
c good predictors for jobs that require
1453. tests have proven to be particularly
A. Intelligence M
B. Integrity
C. Work sampling
D. Aptitude
Answer: A

1454. A job analysis consists of

A. job description
B. job specification
C. Both A and B
D. none of above
Answer: C

1455. The term procurement stands for ?

A. recruitment and selection
B. training and development
 C. pay and benefits
D. health and safety
Answer: A

1456. Which of the following statements about the recent trends in HRM is not
correct?
A. Performance and Knowledge Management are not related to strategic HRM.
B. Employer branding is attempted to be achieved through HRM practices.
C. Measurement of HR through balanced scorecard has taken shape.
D. Competency mapping is a recent trend in HRM.
Answer: A

1457. 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
Answer: A

1458. PIP test seeks to measure

A. IQ
B. Personality, Interest and Preferences
C. Quality of a product
D. Preferred Investment Plan
Answer: B

1459. 360-Degree Feedback enhances the quality of decisions.

A. HR
B. Management
C. HRD
D. All of the above
Answer: D

1460. In career development, providing support for growth and self-direction is a

futile part of
A. individual role

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 B. manager role
C. employer role
D. line manager
Answer: C

1461. Recruitment policy usually highlights need for establishing

A. Job specification
B. Job analysis
C. Job description
D. None of the above
Answer: A

1462. Manipulation of appraisal rating on basis of ‘age’ is an example of

A. lenient/strict tendency
B. bias
C. central tendency
D. different tendencies
Answer: B

1463. Which personality type involves in individualistic activities to make people

attracted towards careers ?
A. enterprising orientation
B. investigative orientation
C. social orientation
D. conventional orientation
Answer: A

1464. Revenue growth is included in

A. short-term of shareholder value
B. compensation of company executive
C. determination of stocks
D. determination of investment
Answer: A

1465. Benefits given to victims who have workrelated accidents are called
A. insured compensation
B. supplemental compensation

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 C. workers compensation
D. optional compensation
Answer: C

1466. What is the main objective of job evaluation?

A. It is not compulsory
B. To define satisfactory wage and salary differentials
C. Job is rated before the employee is appointed to occupy
D. None of the above
Answer: B

1467. Employees abroad supply services or having outside vendors that company’s
own employees previously did in-house is known as
A. outsourcing
B. offshoring
C. alternative staffing
D. none of above
Answer: B

1468. 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
Answer: B

1469. Which of the following is not an action of classical change programme?

A. Refreezing
B. Removing
C. Moving
D. Unfreezing
Answer: B

1470. is the simple act of comparison& learning for organisational improvement

A. Benchmarking
B. Feedback

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 C. Ranking
D. Job evaluation
Answer: A

1471. The extent to which an employment selection test provides consistent results
is known as:
A. Reliability
B. Dependability
C. Consistency
D. Trustworthiness
Answer: A

1472. Procedures of collection of data for Job Analysis includes

A. Interview
B. Questionnaires
C. Direct observations
D. All of the above
Answer: D

1473. A company manage, reviews employees performance and matches with set
standards are called
A. focal reviews
B. unvocal reviews
C. vocal reviews
D. local reviews
Answer: A

1474. Method in which ‘problem to be solved’ is described for employees is called

A. job rotation
B. action learning
C. lifelong learning
D. case study method
Answer: D

1475. Which of the following is/are determinant(s) of supply of labour?

I. other wage rate
II. non-wage income
III. preferences for work versus leisure

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IV. number of qualified suppliers
A. I and II
B. I, II and IV
C. I, II, III and IV
D. II, III and IV
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-60]

1476. aims to put a financial measure on an organisation’s intellectual capital.

A. Knowledge exchange
B. The consortium
C. Financial planning
D. None of the above
Answer: A

1477. Disadvantage of Management by Objectives (MBO) method is

A. difficult to develop
o m
B. cause of disagreements
. c
C. time consuming
te
D. difficult to rate
a
Answer: C

q M
c
1478. When the chain of command is longer than the span of control, the resultant
Mbe
organization structure would
A. Tall structure
B. Flat structure
C. Linear structure
D. Free-form Organization structure
Answer: A

1479. ‘strategy’ that employees seek for interesting jobs and greater advancement
opportunities, is known as
A. promotions
B. transfers
C. reality shock
D. formal training
Answer: B
1480. Achieving aims and monitoring results in HR management of financial and
nonfinancial goals, regarded as
A. HR scorecard
B. HR digital dashboard
C. both A and B
D. none of above
Answer: A

1481. The Scope of human resource management includes: ?

A. Production
B. Marketing
C. Inventory management
D. Training& Development
Answer: D

1482. Standards that decided, what kind of conduct employees of organization

should possess
A. descriptive justice
B. procedural justice
C. distributive justice
D. ethics
Answer: D

1483. Minimum wage means

A. Wage sufficient to ensure the workman food, shelter, clothing, frugal comfort and provision for
evil days.
B. Wages paid in proportion to workman’s work efficiency.
C. A wage sufficient to satisfy the workman’s basic needs.
D. A sum of money paid under contract
Answer: C

1484. Which of the following is the outcome of job satisfaction?

A. Absenteeism
B. High productivity
C. High employee turnover
D. All the above
Answer: B

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1485. OCTAPACE culture means
A. Openness-Confrontation-TrustAuthority-Proaction-Autonomy cooperationExperimentation
B. Openness-Confrontation-TrustAuthenticity-Proaction- AutonomyCollaboration-
Experimentation
C. Openness-Confrontation-TrustAutonomy-Proaction-Authority- CollaborationExperimentation
D. Openness-cooperation-Truth-AuthenticityProaction-Autonomy-CollaborationExperimentation
Answer: B

1486. Time period, in which many people have few responsibilities and authority is
called
A. exploration stage
B. growth stage
C. midcareer crisis sub stage
D. decline stage
Answer: D

1487. Steps involves in employer’s movement for performance management is

A. total quality
B. appraisal issues
C. strategic planning
D. all of above
Answer: D

1488. HRM is considered as ?

A. a reactive function
B. a proactive function
C. an auxiliary function
D. an auxo-reactive function
Answer: B

1489. A willful and deliberate violation of code of ethic of any organization is

classified as
A. misconduct
B. lack of qualifications
C. unsatisfactory satisfaction
D. insubordination
Answer: A

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1490. A key HR role in the firm will be multidisciplinary consulting around
A. Individual
B. Team
C. Business unit
D. All of the above
Answer: D

1491. Performance appraisal includes

A. Check reviews done by the supervisors
B. Review his performance in relation to the objectives and other behaviours
C. Help employee in self appraisal
D. All of the above
Answer: D

1492. Relationship between value of job and average salary paid for job is called
A. wage curve
B. salary curve
C. job evaluation curve
D. job description curve
Answer: A

1493. Each unit made by worker is paid , considered as

A. time based pay
B. performance based pay
C. promotion
D. salary increments
Answer: B

1494. Is the process of deciding what positions the firm will have to fill
A. Recruitment
B. Selection
C. Personnel planning
D. Interviewing
Answer: C

1495. Which is the source of recruitment in India?

A. Employee Reference

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 B. College Recruitment
C. Employment Exchange
D. All of the above
Answer: D

1496. 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 services3
C. Strategic partner
D. Product quality audit
Answer: B

1497. HRD process variable include

A. Role clarity
B. Work planning
C. Better communication
D. All of the above
Answer: D

1498. Comparison of people’s interests with people in same occupation is

A. interest inventory
B. HR applicant’s inventory
C. management assessment center
D. all of above
Answer: A

1499. The scope of human resource management includes

A. Production
B. Marketing
C. Inventory management
D. Training& Development
Answer: D

1500. Qualitative changes in the attitudes of employees involves

A. There is a greater awareness among officers, workers and associations.
B. Communication process is more effective.

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 C. There is considerable clarity about goals and objectives.
D. All of the above
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-61]

1501. Arrange the following staffing procedure in the correct sequence

i) Determining sources of personnel supply
ii) Preparing personnel specifications
iii) Selection of personnel
iv) Determining Personnel Characteristics
A. (ii), (i), (iv) and (iii)
B. (i), (ii), (iii) and (iv)
C. (ii), (i), (iii) and (iv)
D. (ii), (iii), (i) and (iv)
o m
Answer: A
. c
te
a
1502. Which of the following is not a contributory factor for HR outsourcing?
A. Competitive Factor

q M
B. Strategic Reasons
c
C. Financial Reasons
D. Trade Union Hassels
M
Answer: D

1503. Benefits paid for time not worked are also called
A. compensation law benefits
B. supplemental pay benefits
C. optional pay benefits
D. unemployment pay benefits
Answer: B

1504. Which of the following are covered under the scope of Human Resource
Management:
i) Forecasting Human Resource Need
ii) Replacement Planning
iii) Human Resource Dynamics
iv) Human Resource Development Planning
v) Human Resource Audit
A. (i), (iii) and (v)
B. (i), (ii), (iii) and (iv)
C. (iii) and (v)
D. (i), (ii), (iii), (iv) and (v)
Answer: D

1505. Low cost foreign competition, classified as

A. potential opportunities
B. potential threats
C. potential strengths
D. potential weaknesses
Answer: B

1506. The process of comparing work and service methods against the best
practices and outcomes in industry is known as
A. Benchmarking
B. Kaizens
C. Quality Circles
D. None of the above
Answer: A

1507. Assertion (A).A Manager delegates authority. Reason (R). The Manager
want to shirk his responsibility.
A. Both (A) and (R) are true.
B. Both (A) and (R) are false.
C. (A) is true but (R) is false.
D. (A) is false but (R) is true.
Answer: C

1508. The five basic features of Scanlon plan of incentive payment are
A. cooperation, identity, control, involvement and sharing of profits.
B. control, individuality, competence, involvement and sharing of benefits.
C. cooperation, identity, competence, involvement and sharing of benefits.
D. control, individuality, commitment, involvement , and sharing of benefits.
Answer: C

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1509. Advantage of ‘BARS’ system is
A. simple to use
B. avoids central tendency and biases
C. ends up with predetermined rating figures
D. providing behavioral anchors
Answer: D

1510. Combination of salary and commission is part of

A. salary plan
B. commission plan
C. combination plan
D. proportionate plan
Answer: C

1511. 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
Answer: B

1512. What affective activities are required to make people attracted towards
occupations?
A. realistic oriented
B. investigation oriented
C. social oriented
D. artistic oriented
Answer: B

1513. ‘self-designing organizations’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: C

1514. Who has given the ‘expectancy theory’ of Motivation?

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 A. Abraham Maslow
B. Victor Vroom
C. Frederick Herzberg
D. Clayton Adler
Answer: B

1515. During which of the following stage, the firm identifies and confirms the
overall business direction
A. Clarification
B. Monitoring
C. Assessment
D. Design
Answer: A

1516. First step in retirement management is to conduct

A. numerical analysis of retirements
B. determination of average retirement age
C. planning pension benefits
D. determine extent of retirement problem
Answer: A

1517. A company can create ‘superiorsubordinate’ relationship through

A. line authority
B. hiring authority
C. staff authority
D. all of above
Answer: A

1518. Premature evaluation is a type of

A. personal barrier
B. semantic barrier
C. psychological barrier
D. organisational barrier
Answer: C

1519. Rates are placed in percentages in performance categories is followed in

A. graphic rating scale method

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 B. forced distribution method
C. alternation ranking method
D. paired comparison method
Answer: B

1520. The Concepts of Wages like Minimum Wage, Fair Wage and Living Wages
were given by
A. Adarkar Committee
B. Committee on Fair Wages
C. Royal Commission on Labour
D. First National Commission on
Answer: B

1521. AB Corp streamlined its annual benefits package enrollments by digitizing

and aggregating the former paper benefits reports, electronic spreadsheets, and
benefit summaries and providing the materials at a single location on the company
intranet. AB Corp is using a(n)
A. database
B. HR portal
C. data warehouse
D. customer relationship management
Answer: B

1522. Method in which teams consisting managers compete on solving problems is

called
A. management game
B. action learning
C. lifelong learning
D. case study method
Answer: A

1523. ‘Team building’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: A

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1524. Which of the following is not a path in grapevine chain?
A. Gossip
B. Cluster Chair
C. Single strand
D. Non-profitability
Answer: D

1525. is the personnel activity by means of which the enterprise determines the
extent to which the employee is performing the job effectively.
A. Job evaluation
B. Work evaluation
C. Performance evaluation
D. None of the above
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-62]

1526. Performance appraisal by all the following parties is called 3600

performance appraisal:
A. Supervisors and Peers
B. Subordinates and Employees themselves
C. Users of Service and Consultants
D. All the above
Answer: D

1527. Selection of the candidates is done out of ?

o m
A. Target population
. c
B. internal sources
te
C. external sources
a
Answer: A
q M
D. internal as well as external sources

c
Mstaff authority is determined by
1528. A manager have line or
A. person in charge
B. Name of person in charge
C. type of department
D. nature of relationship
Answer: D

1529. While writing job description, major functions or activities are written in
A. job summary
B. responsibilities and duties
C. job identification
D. both B and C
Answer: A

1530. Theory, according to which people are motivated in a sequence of hierarchy

of needs is called
 A. prepotency process principle
B. prepotency process principle
C. process principle
D. hierarchy principle
Answer: A

1531. HR managers play vital role in

A. Setting production targets
B. Formulating strategies
C. Publishing financial statements
D. Preparing reports to shareholders
Answer: A

1532. Study of different employment needs of company is

A. ratio analysis
B. scatter plot
C. trend analysis
D. all of above
Answer: C

1533. 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 per
D. Human. Resource management focuses on people as the source of competitive advantage
Answer: C

1534. Person’s fixed pay and guaranteed bonus is included in

A. base pay
B. short-term incentives
C. executive benefits
D. long-term incentives
Answer: A

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1535. Which of the following tasks related to recruiting and hiring is not typically
handled by HR staff?
A. specify necessary job qualifications
B. develop pool of qualified applicants
C. conduct initial screening interviews
D. administer tests e. explain benefits
Answer: A

1536. Work streams talent management system includes

A. industry leading compensation
B. performance applications
C. knowledge management applications
D. all of above
Answer: D

1537. Which of the below given options are the forecasting techniques used?
I. Ration Trend Analysis
II. Delphi Technique
III. Staffing projections
A. I& III
B. II& III
C. I, II& III
D. I& II
Answer: D

1538. HR managers are generally the managers?

A. Line
B. Middle
C. Staff
D. Top
Answer: C

1539. Utility of job analysis includes

A. Selection of employee
B. Work study
C. BARS
D. All of these

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Answer: D

1540. executives take a full part in the strategic planning process.

A. Training& Development
B. Human Resource
C. Quality Control
D. Production
Answer: A

1541. The biggest problem facing e-HR is the

A. rarity of HR
B. diversity of HR
C. security of HR data
D. substitutability of HR
Answer: C

1542. Reduction in size of company size

A. Geographic expansion
B. Consolidation
C. Diversification
D. Horizontal integration
Answer: B

1543. The purpose of job evaluation is

A. Fixation of Responsibility
B. Promotion
C. Wage Determination
D. Transfer to better job
Answer: C

1544. In a career development, providing support in employee’s development

plans, is regarded as
A. an individual role
B. a managerial role
C. employer role
D. line manager’s role
Answer: B

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1545. According to which committee should an organization submit regular social
reports?
A. Sachchar Committee
B. Kumarmangalam Birla Report
C. Both of above
D. None of above
Answer: A

1546. 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
Answer: B

1547. In traditional focus, rewards for employees which are based on talent is a
part of
A. training and development
B. performance appraisal
C. recruiting and placement
D. compensation and benefits
Answer: D

1548. Performance appraisal means evaluating an employees performance relative

to
A. Establishing goods
B. Fellow employees
C. Job description requirements
D. Performance standards
Answer: D

1549. Which of the following factors are included in the calculation of human
development index?
A. Adult literacy
B. Life expectancy
C. Decent standard of living
D. All of the above

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Answer: D

1550. Which of the following is not an element 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
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-63]

1551. Approaches used to compare jobs are

A. intuitive approaches
B. systematic approaches
C. mathematical approaches
D. logical approaches
Answer: A

1552. Stephen Knauf defined HRA as the measurement& of Human organisational

inputs such as recruitment, training experience& commitment
o m
A. Qualification
. c
B. Accounting
te
C. Development
a
D. None of the above
Answer: A
q M
1553. Which of the followingM
c
role a manager performs as a Resource allocator?
A. Interpersonal role
B. Decisional role
C. Informational role
D. Supportive role
Answer: B

1554. Whistle-Blowers are

A. To be protected since they intend to bring out truth
B. To be rewarded for the organisational enrichment
C. To be removed from the jobs
D. To be promoted
Answer: A

1555. In the Grid Seminars, stress is laid on

A. Teaching
 B. Professionalism
C. Training& Development
D. All of the above
Answer: A

1556. 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
Answer: B

1557. The training imparted to a new employee to induct him into new social
setting of his work, is called
A. Orientation training
B. Job training
C. Corrective training
D. Promotional training
Answer: A

1558. Coordination of personnel activities is a crucial part of

A. Functional authority
B. Line function
C. Staff functions
D. all of above
Answer: A

1559. An enterprise Incentive Management systems include

A. planning compensation
B. analyzing compensation
C. managing compensation
D. all of above
Answer: D

1560. On which of the following, at the initial stage, the Indian IT companies
relying more for getting good IT professionals?
A. Job portals

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 B. Placement Agencies
C. Campus Placement
D. All of the above
Answer: C

1561. A corporate wide pay plan that uses a structured formula to allocate a
portion of annual company profits to employees is known as:
A. ESOPS sharing
B. Profit sharing
C. Gain sharing
D. All of the above
Answer: B

1562. ‘differentiation and integration’ is an example of

A. human process intervention
B. techno structural interventions
C. strategic intervention
D. HRM interventions
Answer: B

1563. The four systems of Management in terms of Leadership styles are related to
A. Blake and Mouton
B. Philip Kotler
C. Peter F. Drucker
D. Rensis Likert
Answer: D

1564. Communicating leadership’ involves

A. personal competencies
B. interpersonal competencies
C. business management
D. both A and C
Answer: B

1565. Re-assignment of work, related to job in another part of organization, at

similar position is called
A. promotions

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 B. transfers
C. reality shock
D. formal training
Answer: B

1566. A manager reviewing ‘Does employee’s training is adequate is part of

A. antecedents
B. behavior
C. consequences
D. counseling
Answer: B

1567. Which one of the following is not the method of job evaluation?
A. Grading
B. Ranking
C. Point Method
D. Forced Distribution
Answer: D

1568. A company that controls market by offering same products as of

competitors, considered as
A. diversification
B. vertical integration
C. horizontal integration
D. geographic expansion
Answer: C

1569. 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
Answer: B

1570. Who are not the Actors of Industrial Relations?

A. Workers and their organisations
B. Employers and their organisations

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 C. Community and cultural associations
D. Government and the role of the State
Answer: C

1571. Executive Employee Training Method consists

A. Multiple Management Training Method
B. In Basket Training Method
C. Position Rotation Training
D. All of the above
Answer: D

1572. Gender discrimination, lower appraisal rating is an example of

A. lenient/strict tendency
B. bias
C. central tendency
D. different tendencies
Answer: B

1573. A marketing concept, holding a society’s long-term interest, belongs to

A. realistic orientation
B. investigation oriented
C. societal orientation
D. art oriented
Answer: C

1574. Employee violates the rules of organisation as mentioned in the standing

orders becauseof which he has to leave the job, is an example of
A. Premature Retirement
B. Compulsory Retirement
C. Forced Retirement
D. Voluntary Retirement
Answer: C

1575. Which of the following features characterize the Balance Score Card
Method?
I. The score cards are cascading in nature and as such are all pervasive in an
organization
II. It is supported by effective communication system

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III. Standardization of goals is not rigid
IV. Customer focus is an integral part of Balanced Score cards
A. I, II and III
B. II, III and IV
C. I, II, and IV
D. I, III and IV
Answer: C

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 Human Resource Management (HRM) big
collection MCQs [set-64]

1576. In ‘ABC’ approach, reviewing consequences means

A. reviewing reward system
B. reviewing performance appraisal
C. reviewing line of authority
D. reviewing staff authority
Answer: A

1577. Training effects that are to be measured consist of

A. reaction
o m
B. learning
. c
C. behavior
te
D. all of above
a
Answer: D

q M
c plans is performed by
1578. Changing and updating benefit
A. Corporate HR group M
B. Center of expertise
C. Transactional HR group
D. Embedded HR unit
Answer: C

1579. Interviews with employees who are leaving firm for any reason are classified
as
A. termination interview
B. outplacement counseling
C. exit interviews
D. subordination interviews
Answer: C

1580. A graphical tool, used to summarize chain of activities to get “big picture” of
performance is
 A. HR scorecard
B. HR digital dashboard
C. strategy map
D. all of above
Answer: C

1581. The ‘Managerial Grid’ model was developed by

A. Lawler and Porter
B. Fiedler and Garcia
C. Hersey and Blanchard
D. Robert Blake and Jane S. Mouton
Answer: D

1582. Cornerstone of any executive salary is

A. salary
B. bonuses
C. commissions
D. stock options for employees
Answer: A

1583. ‘supply chain management’ is included in

A. personal competencies
B. interpersonal competencies
C. business management
D. Both A and C
Answer: C

1584. Reward given to workers whose work exceeds some set standards is called
A. financial incentives
B. non-financial incentives
C. effective incentives
D. ineffective incentives
Answer: A

1585. Planning is looking ahead and control is

A. Scanning environment
B. Looking back

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 C. Setting targets
D. Defining objectives
Answer: B

1586. Benefits provided in certain industries by employers in unexpected

conditions are classified as
A. supplemental unemployment benefits
B. supplemental employment benefits
C. optional employment benefits
D. optional unemployment benefits
Answer: A

1587. An advantage of not recalculating piece rate is because of using

A. standard hour plan
B. standard piece rate
C. standard piecework
D. variable hour plan
Answer: A

1588. In ‘ABC’ approach, analyzing behaviors means

A. measuring aptitudes
B. measuring adequacy of tools
C. measuring adequacy of training
D. all of above
Answer: D

1589. The concept of Human relations was developed by

A. Robert owen
B. V.V. Giri
C. Elton Mayo
D. Edwin B. Filippo
Answer: C

1590. One of the important organizational factors affecting ’Job Design’ is

A. Workflow
B. Autonomy
C. Feedback

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 D. Diversity
Answer: A

1591. The following concept is developed on unitarism, individualism, high

commitment and strategic alignment.
A. Industrial Relations
B. Personnel Management
C. Personnel Administration
D. Human Resource Management
Answer: D

1592. Fairness of process is classified as

A. descriptive justice
B. procedural justice
C. distributive justice
D. severance justice
Answer: B

1593. Arrange the following steps of Dispute Settlement Mechanism under the
WTO in the systematic order:
I. Panel Proceedings
II. Appellate Body
III. Consultations
IV. Compliance Panel
V. Arbitration Panel
A. III,I,II,IV,V
B. V,IV,III,II,I
C. IV,II,III,V,I
D. I,II,III,IV,V
Answer: A

1594. Which one of the following is not the operative function of HRM
A. Development
B. Controlling
C. Compensation
D. Integration
Answer: B

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1595. Use of handwriting to determine basic personality traits of writer is known as
A. graphology
B. handwriting test
C. projective personality test
D. none of above
Answer: A

1596. People who choose automobile sales dealers, is best classified as personality
type of
A. social
B. non social
C. non artistic
D. non realistic
Answer: A

1597. Health insurance of employees is included in

A. basic pay
B. short-term benefits
C. executive perks
D. job ranking
Answer: C

1598. Calculating numerical rating and arranging each job according to skill is
called
A. point method
B. job grading
C. factor comparison method
D. alternation ranking method
Answer: C

1599. Who had advanced the ‘soft’ and ‘hard’ approach of HRM?
A. John Storey
B. Lloyd Baind
C. James Niniger
D. Benjamin Schneider
Answer: A

1600. Which of the following is correct about ‘Grapevine’?

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 A. It tends to exist when members of formal group know one another well.
B. It is more common in times of high organisational excitement.
C. It is the result of social forces at work place.
D. All the above
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-65]

1601. The successive steps in disciplinary action are

A. Service of the charge sheet
B. Suspension of the offender in grave cases
C. Preparing and serving the charge sheet
D. All of the above
Answer: B

1602. A job specification is one of the areas of ?

A. job analysis
o m
B. job design
. c
C. job description
te
D. job summary
a
Answer: A

q M
1603. Validity test, that focusedc
on comparing test scores of already existing
M job performance, is
employees to a measure of their
A. concurrent validity
B. predictive validity
C. criterion validity
D. content validity
Answer: A

1604. Which method is used for evaluating the performance of executives or

supervisory positions?
A. Assessment Centres
B. 360 degree feedback
C. Psychological Appraisals
D. Behaviourally Anchored Rating Scales
Answer: A
1605. In talent management end to end process, workforce and succession planning
leads to
A. compensation management
B. performance management
C. learning management systems
D. e-recruiting
Answer: A

1606. Human resource management is the formal part of an organisation

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
Answer: D

1607. In professional jobs, mostly compensable focused factors are

A. problem solving
B. creativity
C. technical knowledge and expertise
D. all of above
Answer: D

1608. Performance Appraisal is a primary human resource management process

that links employees and organizations and provides input for other processes
through these means:
A. Skill, effort, responsibility
B. Recruitment, Selection, on boarding
C. Assessment, direction, development
D. Identification, measurement, management
Answer: D

1609. Distinct task of staff manager is to

A. Advise other employees
B. Evaluating performance
C. Issuing orders to others

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 D. Appraising performance
Answer: A

1610. Which one of the following are the functions of personnel management?
A. Planning, Organising, Staffing, Directing and Controlling
B. Planning, Organising, Coordinating, Budgeting and Controlling
C. Perception, Development, Learning, Organisation and Behaviour
D. Procurement, Development, Compensation, Integration and Maintenance
Answer: D

1611. ‘corporate strategy’ does not include

A. diversification
B. consolidation
C. cost leadership
D. vertical integration
Answer: C

1612. 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
Answer: A

1613. What metric evaluates retention efforts by an organization?

A. turnover costs
B. turnover rate
C. cost per hire
D. both A and B
Answer: D

1614. The scope of HRM does not include ?

A. Retirement of employees
B. Manpower planning
C. Training of employees
D. Maintenance of accounts
Answer: D

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1615. Arrange in sequence the five steps procedure for Behaviourally anchored
rating scales (BARS):
I. Identify Performance Dimensions
II. Collect critical incidents
III. Rate the incidents
IV. Re-classify the incidents
V. Develop the final instrument
A. II, IV, I, V, III
B. IV, II, I, V, III
C. II, I, IV, III, V
D. II, IV, V, I, III
Answer: C

1616. Which one is not a part of recruitment process?

A. Attracting candidates
B. Selecting candidates
C. Determining requirements
D. Planning recruitment campaign
Answer: B

1617. Which approach that seeks 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
Answer: A

1618. Plans that are designed to motivate employees short term performance are
called
A. annual bonus
B. annual award
C. annual sales promotion
D. annual transfer
Answer: A

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1619. Technique, involving trainees to act on role of specific person in real
situation is
A. behavior modeling
B. role playing
C. in-house development center
D. both A and B
Answer: B

1620. Coordination of workforce acquisition is futile part of

A. phased retirement
B. pre-retirement counseling
C. talent management
D. modifying selection procedure
Answer: C

1621. ‘commission’ that salesmen earns is an example of

A. direct pay
B. indirect pay
C. compensation
D. direct recruitment
Answer: A

1622. Graphic and comparative illustration, whether a change is needed or not is

part of
A. action research
B. survey research
C. marketing research
D. human research
Answer: B

1623. Which of these is a HR Model?

A. The Guest Model
B. Open - System Theory
C. Mc Gregor’s theory X and theory Y
D. None of the above
Answer: A

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1624. Factors affecting job design are
A. Behavioral factors
B. Environmental factors
C. Organizational factors
D. All of the above
Answer: D

1625. Company’s paying strategies for employee’s learning organizational skills,

included
A. pay for knowledge
B. skill-based pay
C. time based pay
D. Both A and B
Answer: D

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 Human Resource Management (HRM) big
collection MCQs [set-66]

1626. Career stage, in which person age is between 45 and 65 is concluded as

A. exploration stage
B. growth stage
C. midcareer crisis sub stage
D. maintenance stage
Answer: D

1627. Factor which influence ‘bonuses’ are

A. eligibility
o m
B. fund size
. c
C. individual performance
te
D. all of above
a
Answer: D

q M
1628. Verification of deficienciescin performance to determine training or job
rotation is called M
A. need analysis competency model
B. competency model
C. task analysis
D. performance analysis
Answer: D

1629. Strike occurs when labor does not agree on conditions of contract, classified
as
A. unfair labor practice strike
B. economic strike
C. sympathy strike
D. wildcat strike
Answer: B

1630. Human values in regard to Management Development do not include

 A. Arrogance and anger
B. Humility and Honesty
C. Dignity and forgiveness
D. Gratitude and gentleness
Answer: A

1631. Which is the step of working procedure of Job analysis?

A. Review of the first hand information
B. To fill in the Job description form
C. Collection of facts
D. All of the above
Answer: D

1632. Training control system includes

A. Annual review of years training plans
B. Monthly review of budget and plans
C. Real time review of specific projects
D. All of the above
Answer: D

1633. 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
Answer: C

1634. Which of the following subjects is not enumerated in the ‘concurrent list’ of
the Indian constitution?
A. Factories
B. Oil fields
C. Trade Unions
D. Vocational and technical training of labour
Answer: B

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1. What is meant by strategic human resource management?

a. A field that deals with managerial decisions and actions in order to improve the long-run performance of
organisations
b. A fundamental framework through which an organisation can assert its vital continuity
c. The formulation of organisational missions, goals and objectives
d. The overall direction the organisation wishes to pursue in achieving its objective through people

Answer:

d. The overall direction the organisation wishes to pursue in achieving its objective through people

2. What does the resource-based view argue?

a. It argues that the development of a number of interrelated HRM processes will improve organisational
performance
b. It argues that HRM influences performance according to the human capital held by the organisation
c. It argues that the development of mutual commitment within the organisation will eventually influence
performance
d. It argues that the treating of employees as partners in the organisation will ultimately improve performance

Answer:

b. It argues that HRM influences performance according to the human capital held by the organisation

3. What is a black-box mechanism in HRM?

a. It is the mechanism that indicates how HR practices are selected

b. It is the mechanism that connects HR practices with business strategies
c. It is the mechanism through which HR practices influence business performance
d. It is the mechanism that indicates how business strategies are selected

Answer:

c. It is the mechanism through which HR practices influence business performance

4. What does the HRM universalistic model argue?

a. It argues that the organisation is developing a range of HR practices interconnected to business strategies
that will produce superior results
b. It argues that the organisation is developing a range of interconnected and mutually reinforcing HR
practices that will always produce superior results whatever the accompanying circumstances
c. It argues that the organisation is developing a range of HR practices interconnected to the business
environment that will produce superior results
d. It argues that the organisation is developing a range of HR practices interconnected to the organisational
mission that will produce superior results

Answer:

b. It argues that the organisation is developing a range of interconnected and mutually reinforcing HR practices
that will always produce superior results whatever the accompanying circumstances

5. What does the HRM contingency model argue?

a. It argues that the organisation is developing a range of HR practices that fit the business’s strategies
outside the area of HRM
 b. It argues that the organisation is developing a range of interconnected and mutually reinforcing HR
practices
c. It argues that different combinations of HR practices will lead to higher business performance depending
on the organisational context
d. It argues that an organisation with bundles of interrelated HR practices that complement and reinforce
each other have a higher level of performance
Answer: 

a. It argues that the organisation is developing a range of HR practices that fit the business’s strategies outside
the area of HRM

6. What does the general causal model of the HRM–performance relationship presume?

a. It presumes that HR practices are directly linked to business performance

b. It presumes that HR practices are indirectly linked to business performance through a mediating
mechanism
c. It presumes that business strategies are directly linked to business performance
d. It presumes that business performance directly affects HR practices

Answer: 

b. It presumes that HR practices are indirectly linked to business performance through a mediating mechanism

7. The AMO model asserts that performance is a function of:

a. Aptitude, Movement, Occurrence

b. Ability, Motivation, Occasion
c. Ability, Motivation, Opportunity
d. Ability, Motivation, Opening 

Answer: 

c. Ability, Motivation, Opportunity

8. What is the relational psychological contract more concerned with?

a. It is more concerned with an offer by the employer of fair pay and treatment in return for employee
commitment to the work performed
b. It is more concerned with short-term, specific and monetary-related beliefs
c. It is more concerned with an offer of good performance, and employee commitment and loyalty to the
organisation, in return for employee promotions and career development
d. It is more concerned with a long-term relationship, characterised by both monetary and non-monetary
reward

Answer:

d. It is more concerned with a long-term relationship, characterised by both monetary and non-monetary reward

9. When does the problem of common method bias arise in HRM research?

a. When a single individual is asked to describe both HR practices and organisational performance
b. When lists of HR practices are developed on the basis of looking at what other researchers have used
c. When the resource-based view is used instead of the AMO theory
d. When objective measures are used for both HR practices and organisational performance

Answer: 
a. When a single individual is asked to describe both HR practices and organisational performance

10. What does HRM content refer to?

a. It refers to the method by which HR policies and practices are communicated to employees
b. It refers to how HR policies and practices are experienced by employees
c. It refers to the individual HR policies and practices that make up an HRM system
d. It refers to a collective understanding of HR policies and practices

Answer: 

c. It refers to the individual HR policies and practices that make up an HRM system
1. Definitions of HRM tend to assume that:

a. HRM is a strategic perspective on people management

b. That an organisation’s sustained competitive advantage will only be secured by an investment in your
people
c. It is essential to secure a highly skilled and committed workforce
d. All of the above

Answer: 

d. All of the above

2. Ulrich & Brockbank’s (2005) HR Leader Model proposes the following roles for HRM:

a. Strategic Partner, Human Capital Developer, Employee Advocate and Functional Expert
b. Conformist Innovator, Deviant Innovator, Problem Solver and Change Agent
c. Regulator, Handmaiden, Advisor and Change Maker
d. Adapter, Consultant, Synergist and Champion

Answer: 

a. Strategic Partner, Human Capital Developer, Employee Advocate and Functional Expert

3. ‘Hard HRM’ refers to HR policies and practices that:

a. Focus on gaining the commitment and engagement of employees

b. Focus on setting targets and measuring employees’ performance
c. Are difficult for employers to initiate
d. Help develop a robust and tenacious workforce

Answer:

b. Focus on setting targets and measuring employees’ performance

4. ‘Soft HRM’ refers to HR policies and practices that:

a. Focus on the control and coordination of employees’ work

b. Emphasise employees’ compliance with organisational rules and regulations
c. Focus on developing employees’ intrinsic motivation at work
d. Promote a weak and feeble workforce

Answer: 

c. Focus on developing employees’ intrinsic motivation at work

5. Scientific Management proposes that greater workplace efficiency will be promoted by:

a. Mechanising the workplace, simplifying and routinising work and closely aligning pay with individual
productivity outputs
b. Mechanising the workplace, simplifying and routinising work and closely aligning pay with team-based
productivity outputs
c. Developing cross-functional teams and providing employees with greater decision-making responsibility
and ownership
d. Providing a greater role for Research and Development in organisations. 

Answer: 
a. Mechanising the workplace, simplifying and routinising work and closely aligning pay with individual
productivity outputs

6. Critical perspectives on HRM suggest that:

a. HRM is just a new name for traditional management practices

b. HRM is principally about gaining the control and compliance of employees against the strategic goals of
the organisation
c. Empirical evidence for the positive outcomes of HRM is limited and thus the ‘reality’ of HRM in practice is
limited.
d. All of the above

Answer:

d. All of the above

7. HR outsourcing:

a. Is about setting up your HR function in a foreign country

b. Is about reducing the costs of the HR function
c. Is an HR organising model that seeks to support both the strategic and operational roles of HRM
d. All of the above

Answer:

c. Is an HR organising model that seeks to support both the strategic and operational roles of HRM

8. PESTEL refers to the:

a. Political, Economic, Social, Technological, Educational and Legal environment factors that affect a
business and its HR policies and practices
b. Political, External, Social, Technological, Educational and Legal environmental factors that affect a
business and its HR policies and practices
c. Political, Economic, Scientific, Technological, Educational and Legal environmental factors that affect a
business and its HR policies and practices
d. Political, Economic, Social, Technological, Environmental, and Legal factors that affect a business and its
HR policies and practices

Answer:

d. Political, Economic, Social, Technological, Environmental, and Legal factors that affect a business and its HR
policies and practices

9. The ‘triple bottom line’ refers to an organisation’s:

a. Economic, HR and CSR performance

b. Economic, Social and Environmental performance
c. Business, HR and Environmental performance
d. Social, Environmental and Sustainability performance

Answer:

b. Economic, Social and Environmental performance

10. The CIPD suggest that HR professionals require the following skills/traits to be a successful HR practitioner:
 a. Curious, decisive, collaborative, credible
b. Autocratic, egoistic, autonomous, risk taking
c. Affable, generous, easy going, caring
d. Risk averse, introverted, conforming, agreeable 
Answer:

a. Curious, decisive, collaborative, credible

 1. (CH1) Definitions of HRM tend to assume that:

a. HRM is a strategic perspective on people management

b. That an organisation’s sustained competitive advantage will

only be secured by an investment in your people d
c. It is essential to secure a highly skilled and committed
workforce

d. All of the above

2. (CH1) Ulrich & Brockbank’s (2005) HR Leader Model
proposes the following roles for HRM:

a. Strategic Partner, Human Capital Developer, Employee

Advocate and Functional Expert

b. Conformist Innovator, Deviant Innovator, Problem Solver and

a
Change Agent

c. Regulator, Handmaiden, Advisor and Change Maker

3. (CH1) ‘Hard HRM’ refers to HR policies and practices that:

a. Focus on gaining the commitment and engagement of

employees

b. Focus on setting targets and measuring employees’

performance
b
c. Are difficult for employers to initiate

d. Help develop a robust and tenacious workforce

4. (CH1) ‘Soft HRM’ refers to HR policies and practices that:

a. Focus on the control and coordination of employees’ work

b. Emphasise employees’ compliance with organisational rules

and regulations c
c. Focus on developing employees’ intrinsic motivation at work

d. Promote a weak and feeble workforce

5. (CH1) Scientific Management proposes that greater workplace efficiency will

be promoted by:
a. Mechanising the workplace, simplifying and routinising work and closely
aligning pay with individual productivity outputs
b. Mechanising the workplace, simplifying and routinising work and closely
aligning pay with team-based productivity outputs a
c. Developing cross-functional teams and providing employees with greater
decision-making responsibility and ownership
d. Providing a greater role for Research and Development in organisations.
 6. (CH1) Critical perspectives on HRM suggest that:

a. HRM is just a new name for traditional management practices

b. HRM is principally about gaining the control and compliance

of employees against the strategic goals of the organisation d
c. Empirical evidence for the positive outcomes of HRM is
limited and thus the ‘reality’ of HRM in practice is limited.

d. All of the above

7. (CH1) HR outsourcing:

a. Is about setting up your HR function in a foreign country

b. Is about reducing the costs of the HR function

c. Is an HR organising model that seeks to support both the

c
strategic and operational roles of HRM

d. All of the above

8. (CH1) PESTEL refers to the:

a. Political, Economic, Social, Technological, Educational and Legal environment
factors that affect a business and its HR policies and practices

d
b. Political, External, Social, Technological, Educational and Legal
environmental factors that affect a business and its HR policies and practices
c. Political, Economic, Scientific, Technological, Educational and Legal
environmental factors that affect a business and its HR policies and practices
d. Political, Economic, Social, Technological, Environmental, and Legal factors
that affect a business and its HR policies and practices

9. (CH1) The ‘triple bottom line’ refers to an organisation’s:

a. Economic, HR and CSR performance

b. Economic, Social and Environmental performance

b
c. Business, HR and Environmental performance

d. Social, Environmental and Sustainability performance

10. (CH1) The CIPD suggest that HR professionals require the

following skills/traits to be a successful HR practitioner:

a. Curious, decisive, collaborative, credible

b. Autocratic, egoistic, autonomous, risk taking a

c. Affable, generous, easy going, caring

d. Risk averse, introverted, conforming, agreeable

 lOMoARcPSD|19815711

Drive 1 - multiple choice questions

HRM (University of Botswana)

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Human Resource Management, 15e (Dessler)

Chapter 1 Introduction to Human Resource Management

1) The basic functions of the management process include all of the following EXCEPT
________.
A) planning
B) organizing
C) outsourcing
D) leading
Answer: C
Explanation: C) The five basic functions of the management process include planning,
organizing, staffing, leading, and controlling. Outsourcing jobs may be an aspect of human
resources, but it is not one of the primary management functions.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

2) Which of the following is the person responsible for accomplishing an organization's goals by
managing the efforts of the organization's people?
A) manager
B) entrepreneur
C) generalist
D) marketer
Answer: A
Explanation: A) The manager is the person responsible for accomplishing an organization's
goals by planning, organizing, staffing, leading, and controlling the efforts of the organization's
people. An entrepreneur may manage people or may hire a manager to do so instead, but
entrepreneurs are defined as individuals who start their own businesses.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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3) Which of the following includes five basic functions—planning, organizing, staffing, leading,
and controlling?
A) a job analysis
B) strategic management
C) the management process
D) adaptability screening
Answer: C
Explanation: C) The management process includes five basic functions—planning, organizing,
staffing, leading, and controlling. Strategic management refers to the process of identifying and
executing the organization's mission by matching its capabilities with the demands of its
environment.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

4) Which function of the management process requires a manager to establish goals and
standards and to develop rules and procedures?
A) planning
B) organizing
C) staffing
D) leading
Answer: A
Explanation: A) Planning, organizing, staffing, leading, and controlling are the five main
functions of management. The planning function involves establishing goals and standards,
developing rules and procedures, and forecasting.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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5) Claire spends most of her time at work establishing goals for her staff of fifty employees and
developing procedures for various tasks. In which function of the management process does
Claire spend most of her time?
A) leading
B) controlling
C) organizing
D) planning
Answer: D
Explanation: D) The planning function of the management process requires managers to
establish goals and standards, develop rules and procedures, and develop plans and forecast.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

6) Jolene, a manager, delegates the authority for a project to Lee, her subordinate. Jolene is most
likely involved in which function of the management process?
A) staffing
B) organizing
C) motivating
D) leading
Answer: B
Explanation: B) The organizing function of the management process includes delegating
authority to subordinates and establishing channels of communication. The organizing function
also includes establishing departments and coordinating the work of subordinates.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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7) When managers use metrics to assess performance and then develop strategies for corrective
action, they are performing the ________ function of the management process.
A) planning
B) leading
C) controlling
D) organizing
Answer: C
Explanation: C) The controlling function of the management process requires managers to set
standards such as sales quotas, quality, standards, or production levels. Managers then compare
actual performance with the standards, which often involves the use of metrics. Corrective action
is then taken when necessary.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

8) Which function of the management process includes selecting employees, setting performance
standards, and compensating employees?
A) organizing
B) planning
C) motivating
D) staffing
Answer: D
Explanation: D) The staffing function of the management process determines what type of
people you should hire, recruiting prospective employees, selecting employees, training and
developing employees, setting performance standards, evaluating performance, counseling
employees, compensating employees.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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9) Larry, a manager at a commercial real estate firm, has established a monthly sales quota for
his sales team. Which basic function of management best describes Larry's actions?
A) planning
B) organizing
C) controlling
D) staffing
Answer: C
Explanation: C) The controlling function involves setting standards such as sales quotas, quality
standards or production levels; checking to see how actual performance compares with these
standards; taking corrective action, as needed.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

10) ________ is the process of acquiring, training, appraising, and compensating employees, and
attending to their labor relations, health and safety, and fairness concerns.
A) Labor relations
B) Human resource management
C) Behavioral management
D) Organizational health and safety management
Answer: B
Explanation: B) Human resource management is the process of acquiring, training, appraising,
and compensating employees, and of attending to their labor relations, health and safety, and
fairness concerns. HRM falls under the staffing function of the management process.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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11) In the management process, which of the following is an activity associated with the leading
function?
A) motivating subordinates
B) setting performance standards
C) training new employees
D) developing procedures
Answer: A
Explanation: A) The leading function of the management process requires a manager to get
others to get the job done; maintaining morale, and motivating subordinates.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

12) Personnel activities associated with human resource management most likely include all of
the following EXCEPT ________.
A) orienting and training new employees
B) appraising employee performance
C) building employee commitment
D) developing customer relationships
Answer: D
Explanation: D) Human resource management involves numerous personnel-related activities,
and HR managers are less likely to interact with customers. Managing compensation, orienting
new employees, appraising employee performance, and developing employee commitment are
typical aspects of the HR manager's job.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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13) Since human resources is important to all managers, which is NOT a personnel mistake a
manager wants to avoid making while managing?
A) waste time with useless interviews
B) hire the wrong person
C) have your people not doing their best
D) experience low turnover
Answer: D
Explanation: D) Personnel mistakes a manager does not want to make while managing are
hiring the wrong person for the job; experience high turnover; have your people not doing their
best; waste time with useless interviews; have your company taken to court because of your
discriminatory actions; have your company cited under federal occupational safety laws for
unsafe practices; have some employees think their salaries are unfair relative to others in the
organization; allow a lack of training to undermine your department's effectiveness; commit any
unfair labor practices.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

14) Approximately what percentage of people in the United States work for small firms?
A) 10%
B) 25%
C) 50%
D) 80%
Answer: C
Explanation: C) More than half the people working in the United States work for small firms.
Small businesses as a group also account for most of the 600,000 or so new businesses created
every year.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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15) ________ is the right to make decisions, to direct the work of others, and to give orders.
A) Leadership
B) Authority
C) Management
D) Responsibility
Answer: B
Explanation: B) The right to make decisions, to direct the work of others, and to give orders is
known as authority.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

16) Which of the following best defines line authority?

A) management over a small staff in a public firm
B) management with flexible decision-making powers
C) a manager's right to advise other managers or employees
D) a manager's right to issue orders to other managers or employees
Answer: D
Explanation: D) Line authority is a manager's right to issue orders to other managers or
employees, which creates a superior-subordinate relationship. Staff authority refers to a
manager's right to advise other managers or employees, which creates an advisory relationship.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

17) In most organizations, human resource managers are categorized as ________, who assist
and advise ________ in areas like recruiting, hiring, and compensation.
A) staff managers; line managers
B) line managers; middle managers
C) line managers; staff managers
D) functional managers; staff managers
Answer: A
Explanation: A) Human resource managers are usually staff managers. They assist and advise
line managers in areas like recruiting, hiring, and compensation. However, line managers still
have human resource duties.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.
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18) Gerard is authorized to direct the work of subordinates and is responsible for accomplishing
the organization's tasks. Gerard is most likely a ________.
A) training specialist
B) staff manager
C) line manager
D) recruiter
Answer: C
Explanation: C) A line manager is authorized to direct the work of subordinates and is
responsible for accomplishing the organization's tasks. Unlike line managers, staff managers lack
the authority to issue orders down the chain of command. Recruiters and training specialists are
specialties within the HR department, and HR managers are usually staff managers rather than
line managers.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

19) Which of the following is NOT considered one of the line supervisor's responsibilities for
effective human resources management under the general headings outlined by a major company
discussed in the textbook?
A) protecting employees' health and physical condition
B) changing employees' attitudes regarding work
C) developing the abilities of each person
D) interpreting the company policies and procedures
Answer: B
Explanation: B) The direct handling of people has always been part of every line manager's
duties, from the president down to first-line supervisors. One major company outlines its line
supervisor's responsibilities for effective human resource management under these general
headings: placing the right person in the right job; starting new employees in the organization
(orientation); training employees for jobs that are new to them; improving the job performance of
each person; gaining cooperation, and developing smooth working relationships; interpreting the
company's policies and procedures; controlling labor costs; developing the abilities of each
person; creating and maintaining department morale; protecting employees' health and physical
condition.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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20) A line manager's human resource responsibilities most likely include all of the following
EXCEPT ________.
A) maintaining department morale
B) controlling labor costs
C) protecting employees' health
D) marketing new products and services
Answer: D
Explanation: D) Human resource management most often involves creating and maintaining
department morale, controlling labor costs, and protecting employees' health and physical
condition. Handling personnel is an integral part of every line manager's duties, but marketing
new products is not a personnel issue and would be handled by the marketing department.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

21) Which of the following refers to the authority a manager has to advise other managers or
employees?
A) staff authority
B) line authority
C) functional authority
D) corporate authority
Answer: C
Explanation: C) Staff authority refers to a manager's right to advise other managers or
employees, which creates an advisory relationship.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

22) Which of the following is most likely a line function of the human resource manager?
A) ensuring that line managers are implementing HR policies
B) advising top managers about how to implement EEO laws
C) representing the interests of employees to senior management
D) directing the activities of subordinates in the HR department
Answer: D
Explanation: D) Directing members of the HR staff is a line function.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.
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23) One of the ________ functions of a human resource manager includes directing the activities
of his or her subordinates in the HR department.
A) coordinative
B) corporate
C) staff
D) line
Answer: D
Explanation: D) Line functions and staff functions are the distinct functions of HR managers.
Examples of line functions include a human resource manager directing the activities of the
people in his or her own department.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

24) Will works at a position in his organization where he maintain contacts within the local
community and travels to search for qualified job applicants. Will's position is best described as:
A) recruiter
B) manager
C) labor relations specialist
D) job analyst
Answer: A
Explanation: A) The recruiter maintains contacts within the community and perhaps travels
extensively to search for qualified job applicants.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

25) ________ functions involve assisting and advising line managers.

A) Staff
B) Advocacy
C) Line
D) Coordinative
Answer: A
Explanation: A) Staff functions involve assisting and advising line managers.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.
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26) All of the following are major areas in which an HR manager assists and advises line
managers EXCEPT ________.
A) recruiting
B) hiring
C) strategic business planning
D) compensation
Answer: C
Explanation: C) Human resource managers are usually staff managers. They assist and advise
line managers in areas like recruiting, hiring, and compensation.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

27) Human resource managers generally exert ________ within the human resources department
and ________ outside the human resources department.
A) line authority; staff authority
B) staff authority; line authority
C) functional authority; line authority
D) staff authority; implied authority
Answer: A
Explanation: A) HR managers usually have line authority in the HR department, which means
they have the right to direct the activities of the people in their own department. However,
outside of the HR department, HR managers are likely to exert implied authority because line
managers realize that the HR manager has top management's ear in areas like testing and
affirmative action. Staff (assist and advise) function refers to a manager's authority to advise
managers or employees outside of his or her department.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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28) The HR staff member who has the job of advising management on all aspects of union-
management aspects is the ________.
A) recruiter
B) line manager
C) compensation manager
D) labor relations specialist
Answer: D
Explanation: D) The labor relations specialist advises management on all aspects of union-
management relations.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

29) All of the following are examples of human resource specialties EXCEPT ________.
A) job analyst
B) financial advisor
C) compensation manager
D) labor relations specialist
Answer: B
Explanation: B) HR management specialties include recruiter, EEO coordinator, job analyst,
compensation manager, training specialist, and labor relations specialist. HR managers are less
likely to serve as financial advisors.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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30) Ralph works in the HR department and is in charge of developing the plans for how people
are paid and how the employee benefits program is run. Ralph is most likely holding the position
of:
A) training specialist
B) recruiter
C) compensation manager
D) job analyst
Answer: C
Explanation: C) The compensation manager develops compensation plans and handles the
employee benefits program.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

31) Which of the following human resource management specialties calls for collecting data to
write job descriptions?
A) job analyst
B) job training specialist
C) compensation manager
D) EEO coordinator
Answer: A
Explanation: A) As a job analyst, a human resource manager collects and examines information
about jobs to prepare job descriptions.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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32) Which of the following focuses on using centralized call centers and outside vendors as a
way to provide specialized support in day-to-day HR activities?
A) embedded HR units
B) corporate HR groups
C) HR centers of expertise
D) shared HR groups
Answer: D
Explanation: D) Transactional (or shared) HR groups focus on using centralized call centers and
outsourcing arrangements with vendors, such as benefits advisors, to provide specialized support
in day-to-day transactional HR activities to a firm's employees. Activities may include changing
benefits plans and providing updated appraisal forms.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

33) An HR generalist at Wilson Manufacturing has been assigned to the sales department to
provide HR management assistance as needed. Which of the following best describes the
structure of the HR services provided at Wilson Manufacturing?
A) shared HR teams
B) embedded HR teams
C) centers of expertise
D) corporate HR teams
Answer: B
Explanation: B) In the embedded HR teams structure, a HR generalist is assigned directly to a
department within an organization to provide localized human resource management assistance
as needed.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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34) Roberta Whitman has recently been hired by Jackson Pharmaceuticals as the senior vice
president of human resources. Jackson Pharmaceuticals has a history of problems within its HR
department including difficulties recruiting and retaining qualified employees, EEO violations,
inadequate employee training programs, and confusion regarding health benefit enrollment and
coverage. With years of experience transforming HR departments in other firms, Whitman
believes she can correct the problems at Jackson Pharmaceuticals.

Which of the following best supports Whitman's idea to develop a shared services arrangement
to handle benefits administration?
A) An embedded HR unit would assist top management with big picture issues as well as
benefits administration.
B) Extensive training has been provided to line managers so that they fully understand the
different insurance options available to employees.
C) Outside vendors specializing in all aspects of benefits administration would provide improved
support to the firm's employees.
D) Lower insurance premiums would eliminate the need for outsourcing services and improve
employee health coverage.
Answer: C
Explanation: C) The shared services (or transactional) HR teams focus on using centralized call
centers and outsourcing arrangements with vendors (such as benefits advisors) to provide
specialized support in day-to-day transactional HR activities (such as changing benefits plans
and providing updated appraisal forms) to the company's employees. By outsourcing benefits
administration, Jackson would allow HR managers to focus on other issues and enable benefits
specialists to handle benefits enrollment and coverage issues.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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35) Roberto Sanchez has recently been hired by Slate Pharmaceuticals as the senior vice
president of human resources. Slate Pharmaceuticals has a history of a variety of significant
problems within its HR department such as EEO violations, inadequate employee training
programs, and employee confusion regarding health benefit enrollment and coverage. With 20
years of experience transforming HR departments in other firms, Sanchez believes he can correct
the major problems at Slate Pharmaceuticals.

Which of the following best supports the argument that Sanchez should create embedded HR
units and assign relationship managers to each department within the company?
A) Employees frequently complain about the inconsistent assistance they receive from the HR
department due to its large size.
B) The global nature of the firm makes it difficult for the HR department to effectively
communicate corporate messages to employees scattered around the world.
C) Centralized call centers would enable the HR department to provide specialized support on
daily transactional activities.
D) Line managers want to implement additional screening and evaluations to improve the quality
of their subordinates.
Answer: A
Explanation: A) The embedded HR teams assign HR generalists (also known as "relationship
managers" or "HR business partners") directly to departments like sales and production, to
provide the localized human resource management assistance the departments need. If
employees are unable to receive the HR assistance they need on a regular basis, then it would be
appropriate for the firm to assign HR generalists to each department as a direct line to the HR
department.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

36) Which of the following areas is NOT a major area where human resource managers assist
and advise line managers?
A) recruiting
B) hiring
C) compensation
D) performance management
Answer: D
Explanation: D) Human resource managers assist and advise line managers in areas like
recruiting, hiring, and compensation.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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37) Which organization of the human resource function involves dedicated HR members that
assist top management in issues such as developing the personnel aspects of the company's long-
term strategic plan?
A) embedded HR teams
B) corporate HR teams
C) centers of expertise
D) shared services
Answer: B
Explanation: B) Corporate HR teams assist top management in top-level issues such as
developing the personnel aspects of the company's long-term strategic plan.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

38) The vice president of marketing tells a marketing manager to prepare a presentation by the
end of the week. The vice president is most likely exercising which of the following?
A) staff authority
B) procedural authority
C) line authority
D) functional authority
Answer: C
Explanation: C) Line authority traditionally gives managers the right to issue orders to other
managers or employees. Line authority therefore creates a superior (order giver)–subordinate
(order receiver) relationship. Staff authority gives a manager the right to advise other managers
or employees. It creates an advisory relationship.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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39) Which HR specialty involves preparing job descriptions?

A) compensation manager
B) EEO coordinator
C) job analyst
D) recruiter
Answer: C
Explanation: C) Job analysts collect and examine information about jobs to prepare job
descriptions. Compensation managers develop compensation plans and handle the employee
benefits program.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

40) Which of the following would most likely provide assistance to executives about long-term
strategic plans?
A) centers of expertise
B) embedded HR teams
C) corporate HR teams
D) professional employee organizations
Answer: C
Explanation: C) The corporate HR teams focus on assisting top management in "top level" big
picture issues such as developing and explaining the personnel aspects of the company's long-
term strategic plan. The centers of expertise are like specialized HR consulting firms within the
company—for instance, they provide specialized advice in areas such as organizational change.
The embedded HR assigns HR generalists directly to departments like sales and production.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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41) Setting standards such as sales quotas, quality standards, or production levels is part of the
leading function of human resource management.
Answer: FALSE
Explanation: Setting standards such as sales quotas, quality standards, or production levels is
part of the controlling rather than the leading function of human resource management. Leading
involves maintaining morale and motivating workers.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

42) The planning function of management includes establishing goals and standards and
developing forecasts.
Answer: TRUE
Explanation: The planning function of management includes establishing goals and standards,
developing rules and procedures, and developing plans and forecasting. Planning, organizing,
staffing, leading, and controlling are the five functions of the management process.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

43) Communicating is one of the five basic functions of the management process.
Answer: FALSE
Explanation: Planning, organizing, staffing, leading, and controlling are the five functions of the
management process. Although communicating with employees is part of every step, it is not one
of the five basic functions.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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44) Hiring the wrong person for the job, committing unfair labor practices, and having your
people not doing their best are personnel mistakes that hinder firms from achieving positive
results.
Answer: TRUE
Explanation: Common HRM mistakes include hiring the wrong people, having your people not
doing their best and committing unfair labor practices. The primary goal of HRM is to help the
firm achieve its goals, and such HRM mistakes hinder that process.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

45) Autonomy is the right to make decisions, direct the work of others, and give orders.
Answer: FALSE
Explanation: Authority rather than autonomy is the right to make decisions, direct the work of
others, and give orders. In management, authority is distinguished between line authority and
staff authority.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

46) Staff managers are authorized to issue orders to subordinates and are directly in charge of
accomplishing the organization's basic goals.
Answer: FALSE
Explanation: Line managers, not staff managers, are authorized to issue orders down the chain
of command. Staff managers have the authority to advise other managers or employees.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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47) Human resource managers are generally staff managers.

Answer: TRUE
Explanation: Human resource managers are usually staff managers. They assist and advise line
managers in areas like recruiting, hiring, and compensation. However, line managers still have
human resource duties.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

48) Staff managers have staff authority which enables them to issue orders down the chain of
command unlike line managers.
Answer: FALSE
Explanation: Line managers can issue orders down the chain of command, while staff managers
are only able to advise other managers and employees.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

49) In small organizations, line managers frequently handle all personnel duties without the
assistance of a human resource staff.
Answer: TRUE
Explanation: In small firms, line managers may carry out personnel tasks unassisted. However,
large firms of over 100 employees require human resource specialists.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

50) Human resource managers assist line managers with recruiting, hiring, and compensation.
Answer: TRUE
Explanation: Assisting and advising line managers is the heart of the human resource manager's
job. HR assists in recruiting, hiring, and compensation.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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51) Staff authority gives a manager the right to advise other managers or employees.
Answer: TRUE
Explanation: Staff authority gives a manager the right to advise other managers or employees. It
creates an advisory relationship.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

52) The role of labor relations specialists includes investigating EEO grievances and collecting
data about jobs for the purpose of writing job descriptions.
Answer: FALSE
Explanation: Labor relations specialists advise management on all aspects of union–
management relations. EEO coordinators investigate EEO grievances, and job analysts collect
data for job descriptions.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

53) Shared service HR teams focus on assisting top management in big picture issues such as
developing a firm's long-term strategic plan.
Answer: FALSE
Explanation: Corporate HR teams focus on assisting top management in big picture issues such
as developing a firm's long-term strategic plan.
Difficulty: Moderate
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

54) Centralized HR units whose employees are shared by all the companies' departments to
obtain advice are called shared service.
Answer: TRUE
Explanation: Shared service is centralized HR units whose employees are shared by all the
companies' departments to obtain advice on matters such as discipline problems.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.
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55) Centers of expertise are specialized HR that act like consulting firms within the company on
particular topics.
Answer: TRUE
Explanation: Centers of expertise are basically specialized HR consulting firms within the
company. For example, a center might provide specialized advice in an area like organizational
change to all the company's various units.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

56) A key concept of the textbook is that human resource management is the sole responsibility
of human resource managers, so line managers and staff managers rely heavily on HR specialists
to hire the best employees.
Answer: FALSE
Explanation: Human resource management is the responsibility of every manager—not just
those in human resources. Throughout every page in the textbook, you'll therefore find an
emphasis on practical material that you as a manager will need to perform your day-to-day
management responsibilities.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

57) A key concept of the textbook is that effective human resource management practices add
measurable value to an organization.
Answer: TRUE
Explanation: Employers need human resource management practices that add value, and these
practices are an essential part of HR's function.
Difficulty: Easy
Chapter: 1
Objective: 1
AACSB: Analytical Thinking
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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58) What are the five basic functions of the management process? Explain some of the specific
activities involved in each function. Which function is most closely associated with human
resource management?
Answer: The five basic functions are planning, organizing, staffing, leading, and controlling.
Planning activities include establishing goals and standards, developing rules and procedures,
and developing plans and forecasting. Organizing activities include giving specific task
assignments to subordinates, establishing departments, delegating authority to subordinates, and
establishing channels of authority and communication. Staffing activities include determining
what type of people should be hired, recruiting prospective employees, and setting performance
standards. Leading activities include maintaining morale and motivating subordinates.
Controlling activities include setting standards such as sales quotas and quality standards and
taking corrective action as needed. Staffing is the function most readily related to human
resource management. However, HR managers actually perform all five functions.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

59) Why is human resource management important to all managers? What is the role of line
managers in human resource management?
Answer: HR management is important to all managers because managers can do everything else
right—lay brilliant plans, draw clear organization charts, set up world-class assembly lines, and
use sophisticated accounting controls—but still fail, by hiring the wrong people or by not
motivating subordinates. On the other hand, many managers—presidents, generals, governors,
supervisors—have been successful even with inadequate plans, organizations, or controls
because they had the knack of hiring the right people for the right jobs and motivating,
appraising, and developing them. The direct handling of people is an integral part of every line
manager's duties. More specifically, line managers must place the right person in the right job,
orient and train new employees, improve the job performance of each person, gain cooperation
and develop smooth working relationships, interpret the company's policies and procedures,
control labor costs, and protect employees' health and physical condition.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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60) Explain the difference between line authority and staff authority. What type of authority do
human resource managers usually have?
Answer: Authority is the right to make decisions, to direct the work of others, and to give
orders. Line managers are authorized to direct the work of subordinates and are directly in charge
of accomplishing the organization's basic goals. Staff managers are authorized to assist and
advise line managers in accomplishing these basic goals. Human resource managers are usually
staff managers because they are responsible for assisting and advising line managers in areas like
recruiting, hiring, and compensation. However, human resource managers do have line authority
within their own department.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

61) What are the two distinct functions carried out by human resource managers? Describe each
function in a brief essay.
Answer: The functions are a line function and a staff (assist and advise) function. HR managers
exert line authority within the HR department because they direct the activities of the people in
that department. In the staff (assist and advise) function, HR managers assist in hiring, training,
evaluating, rewarding, counseling, promoting, and firing employees. They also administer
benefit programs and help line managers comply with EEO, occupational health and safety laws
and play an important role in handling grievances and labor relations.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

62) Describe how shared service HR arrangements and embedded HR arrangements differ.
Answer: Many organizations plan to use technology to institute more "shared services" (or
"transactional") arrangements. These establish centralized HR units whose employees are shared
by all the companies' departments to obtain advice on matters such as discipline problems. The
shared services HR teams offer their services through intranets or centralized call centers; they
aim to provide managers and employees with specialized support in day-to-day HR activities
(such as discipline problems). Embedded HR teams have HR generalists (also known as
"relationship managers" or "HR business partners") assigned to functional departments like sales
and production. They provide the selection and other assistance the departments need.
Difficulty: Hard
Chapter: 1
Objective: 1
AACSB: Application of Knowledge
Learning Outcome: 1.1 Explain what human resource management is and how it relates to the
management process.

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63) Between 2012 and 2022 what ethnic group is projected to decrease as a percentage of the
workforce?
A) black
B) Hispanic
C) Asian
D) white
Answer: D
Explanation: D) The percentage of the workforce that is white is expected to fall from 79.8% in
2012 to 77.7% in 2022.
Difficulty: Hard
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

64) ________ refers to the tendency of firms to extend their sales, ownership, and/or
manufacturing to new markets abroad.
A) Expansion
B) Globalization
C) Export growth
D) Diversification
Answer: B
Explanation: B) Globalization is the tendency of firms to extend their sales, ownership, and/or
manufacturing to new markets abroad. Firms usually expand globally to expand sales, cut labor
costs, or form partnerships with foreign firms.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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65) All of the following are the most common reasons that firms decide to globalize EXCEPT
________.
A) lower costs
B) supervising quality control methods
C) make employees more productive
D) to do things better
Answer: B
Explanation: B) Globalization compels employers to be more efficient. More globalization
means more competition, and more competition means more pressure to be "world class"—to
lower cost, to make employees more productive, and to do things better and less expensively.
Difficulty: Moderate
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

66) Which was NOT a change in the economic and political philosophies that drove the
globalization boom causing U.S. imports and exports to rise from $47 billion in 1960, to $562
billion in 1980, to about $5.1 trillion recently?
A) government dropped cross-border taxes or tariffs
B) economic free trades areas were formed
C) steps were taken to encourage free flow of trade among countries
D) instability in the world labor market
Answer: D
Explanation: D) Globalization brings both benefits and threats to consumers. It means lower
prices and higher quality on practically everything from computers to cars, but also the prospect
of working harder, and perhaps having less secure jobs.
Difficulty: Moderate
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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67) Which of the following is NOT one of the five main types of digital technologies driving the
transfer of functionality from HR professionals to automation?
A) Email
B) Social media
C) Mobile applications
D) Cloud computing
Answer: A
Explanation: A) While email is an important tool at work it is not one of the primary types of
digital technology that is transferring functionality to automation.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

68) What term refers to the knowledge, skills, and abilities of a firm's workers?
A) human resources
B) human capital
C) intangible assets
D) contingent personnel
Answer: B
Explanation: B) Human capital is the knowledge, skills, and abilities of a firm's workers. In the
modern workforce, employment is shifting from manual workers to knowledge workers.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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69) Which of the following describes one of the most significant demographic trends facing the
U.S. workforce?
A) increased number of aging workers
B) decreased number of contingent workers
C) increased number of blue-collar workers
D) decreased number of bilingual workers
Answer: A
Explanation: A) One of the most significant demographic trends facing the U.S. workforce is the
increasing number of aging workers, who are those over age 55. There are not enough younger
workers to replace the projected number of baby boom era older-worker retirees. As a result,
many retirees are returning to the workforce.
Difficulty: Moderate
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

70) Over the next few years, employers may face a severe labor shortage because ________.
A) there are fewer people entering the workforce than there are retiring baby boomers
B) one-third of single mothers are not employed in the U.S. labor force
C) there are too many nontraditional workers holding multiple jobs
D) older employees are more family-centric than younger employees
Answer: A
Explanation: A) Employers are faced with a possible labor shortage because baby boomers
account for a large percentage of the workforce. As these workers reach retirement age, younger
workers will need to fill the open positions, except there are fewer younger workers available.
The family-centric nature and poor work values of younger workers are problematic for
employers, but neither one is the cause of a labor shortage.
Difficulty: Hard
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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71) What is the term for workforces like those at the company Uber, where freelancers and
independent contractors work when they can, on what they want to work on, and when the
company needs them?
A) tele-commuters
B) human capital
C) job-analysts
D) on-demand workers
Answer: D
Explanation: D) On-demand workers are freelancers and independent contractors who work
when they can on what they want to work on, when the company needs them.
Difficulty: Hard
Chapter: 1
Objective: 2
AACSB: Application of Knowledge
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

72) Which of the following best describes a nontraditional worker?

A) workers near retirement age
B) ethnically diverse workers
C) workers with multiple jobs
D) service-based workers
Answer: C
Explanation: C) Nontraditional workers include those who hold multiple jobs, or who are
"temporary" or part-time workers, or who are working in alternative work arrangements. Today,
almost 10% of Americans workers fit this nontraditional workforce category.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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73) The recent trend where in some occupations (such as high-tech) unemployment rates are low,
while in others unemployment rates are still very high and recruiters in many companies can't
find candidates, while in others there's a wealth of candidates is called:
A) talent analytics
B) globalization
C) the unbalanced labor force
D) human capital
Answer: C
Explanation: C) The unbalanced labor force is shown in that in some occupations,
unemployment rates are low, while in others, unemployment rates are still very high. In some
industries, recruiters in many companies can't find candidates, while in others there's a wealth of
candidates.
Difficulty: Hard
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

74) Approximately how many people now use information technology to work from remote
locations at least once per month?
A) 1 million
B) 5 million
C) 17 million
D) 50 million
Answer: B
Explanation: B) About 17 million people now use information technology to work from remote
locations at least once per month.
Difficulty: Hard
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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75) Which term refers to exporting jobs to lower-cost locations abroad?

A) freelancing
B) offshoring
C) rightsizing
D) warehousing
Answer: B
Explanation: B) Many organizations are moving jobs offshore, exporting jobs to lower-cost
locations abroad.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

76) Tools such as Twitter, Facebook, and LinkedIn that can be used to recruit new employees are
known as:
A) data analytics
B) social media
C) mobile applications
D) cloud computing
Answer: B
Explanation: B) Employers increasingly use social media tools such as Twitter, Facebook, and
LinkedIn (rather than, say, as many employment agencies) to recruit new employees.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

77) ________ involves using statistical techniques, algorithms, and problem-solving to identify
relationships among data for the purpose of solving particular problems.
A) Data analytics
B) Social media
C) Cloud computing
D) Gaming
Answer: A
Explanation: A) Data analytics is using statistical techniques, algorithms, and problem-solving
to identify relationships among data for the purpose of solving particular problems.
Difficulty: Moderate
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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78) In the next few years, almost all the new jobs added in the United States will be in goods-
producing industries.
Answer: FALSE
Explanation: In the US the next few years, almost all the new jobs added will be in services, not
in goods-producing industries.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

79) According to the Bureau of Labor Statistics, between now and 2022 the number of workers
classified as "white, non-Hispanic" will decrease, and the number of workers classified as Asian
will increase.
Answer: TRUE
Explanation: The number of workers classified as "white, non-Hispanic" is expected to decrease
by 2022. The workforce will see an increase in the number of Asian, Hispanic, and African-
American workers according to the Bureau of Labor Statistics.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

80) As baby boomers retire from the workforce, there will be more people entering the labor
pool than leaving it.
Answer: FALSE
Explanation: Many human resource professionals call "the aging workforce" the biggest
demographic trend affecting employers. The basic problem is that there aren't enough younger
workers to replace the projected number of baby boom era older-worker retirees.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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81) On-demand workers are freelancers and independent contractors who work when they can,
on what they want to work on, and when the company needs them.
Answer: TRUE
Explanation: On-demand workers, like those at Uber, are freelancers and independent
contractors who work when they can on what they want to work on, when the company needs
them.
Difficulty: Easy
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

82) Cloud computing basically means using statistical techniques, algorithms, and problem-
solving to identify relationships among data for the purpose of solving particular problems.
Answer: FALSE
Explanation: Data analytics means using statistical techniques, algorithms, and problem-solving
to identify relationships among data for the purpose of solving particular problems.
Difficulty: Moderate
Chapter: 1
Objective: 2
AACSB: Analytical Thinking
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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83) In what way has technology changed human resources management? Discuss at least 3
technologies that have had an impact.
Answer: Five main types of digital technologies are driving this transfer of functionality from
HR professionals to automation. Employers increasingly use social media tools such as Twitter,
Facebook, and LinkedIn (rather than, say, as many employment agencies) to recruit new
employees. Employers use new mobile applications, for instance, to monitor employee location
and to provide digital photos at the facility clock-in location to identify workers. The feedback,
fun, and objectives inherent in gaming support many new training applications, and Web sites
such as Knack, Gild, and True Office enable employers to inject gaming features into training,
performance appraisal, and recruiting. Cloud computing and more intuitive user interfaces enable
employers to monitor and report on things like a team's goal attainment and to provide real-time
evaluative feedback. Finally, data analytics basically means using statistical techniques,
algorithms, and problem-solving to identify relationships among data for the purpose of solving
particular problems (such as what are the ideal candidate's traits, or how can I tell in advance
which of my best employees is likely to quit?) When applied to human resource management,
data analytics is called talent analytics.
Difficulty: Hard
Chapter: 1
Objective: 2
AACSB: Application of Knowledge
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

84) On-demand workers are a developing part of the workforce. In a brief essay, explain what
on-demand workers are and how they impact organizations.
Answer: Today, in more and more companies like Uber, Elance, and Airbnb, employees aren't
employees at all. They are what are called on-demand workers, or freelancers and independent
contractors who work when they can on what they want to work on when the company needs
them. So, for example, Airbnb can run, in essence, a vast lodging company with only a fraction
of the "regular" employees Hilton Worldwide or another hotel chain would need, as the lodgings
are managed by the homeowners themselves. Other sites tapping on-demand workers include
Amazon's Mechanical Turk, Elance-oDesk, TaskRabbit, and Handybook (which lets users tap
Handy's thousands of freelance cleaners and furniture assemblers when they need jobs done).
These short-term professionals can be viewed as "mobile, independent bundles of skills."
Employers' increasing reliance on such Uber-like "extended workforces" has implications for
HR. Companies that rely on freelancers, consultants, and other such nontraditional employees
will need to create personnel policies on matters like compensation for these "nonemployees"
and become more expert as talent brokers in matching specific workers with specific tasks that
need to be done.
Difficulty: Hard
Chapter: 1
Objective: 2
AACSB: Application of Knowledge
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

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85) How has increasing globalization affected business?

Answer: Globalization has impacted how and where companies do business. Free trade areas—
agreements that reduce tariffs and barriers among trading partners—encourage international
trade. The North American Free Trade Agreement (NAFTA) and the European Union (EU) are
examples. Globalization has boomed for the past 50 or so years. For example, the total sum of
U.S. imports and exports rose from $47 billion in 1960, to $562 billion in 1980, to about $5.1
trillion recently. Changing economic and political philosophies drove this boom. Governments
dropped cross-border taxes or tariffs, formed economic free trade areas, and took other steps to
encourage the free flow of trade among countries. The fundamental economic rationale was that
by doing so, all countries would gain, and indeed, economies around the world did grow quickly
until recently. At the same time, globalization vastly increased international competition. More
globalization meant more competition, and more competition meant more pressure to be "world
class"—to lower costs, to make employees more productive, and to do things better and less
expensively. As multinational companies jockey for position, many transfer operations abroad,
not just to seek cheaper labor but to tap into new markets. For example, Toyota has thousands of
sales employees based in America, while GE has over 10,000 employees in France. The search
for greater efficiencies prompts some employers to offshore (export jobs to lower-cost locations
abroad, as when Dell offshored some call-center jobs to India). Some employers offshore even
highly skilled jobs such as lawyer. Managing the "people" aspects of globalization is a big task
for any company that expands abroad—and for its HR managers.
Difficulty: Hard
Chapter: 1
Objective: 2
AACSB: Application of Knowledge
Learning Outcome: 1.2 Briefly discuss and illustrate each of the important trends influencing
human resource management.

86) ________ involves formulating and executing human resource policies and practices that
produce the employee competencies and behaviors the company needs to achieve its strategic
aims.
A) Employee engagement
B) Data analytics
C) Strategic human resource management
D) Sustainability
Answer: C
Explanation: C) Strategic human resource management involves formulating and executing
human resource policies and practices that produce the employee competencies and behaviors
the company needs to achieve its strategic aims.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

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87) About what percentage of all job openings are now posted online?
A) 15%
B) 35%
C) 50%
D) 70%
Answer: D
Explanation: D) Approximately 70% of all job openings are now posted online.
Difficulty: Hard
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

88) Which of the following is an aspect of "distributed" HR?

A) more centralized HRM decisions
B) HRM tasks redistributed to the company's employees and line managers
C) more paperwork
D) HR professional embedded in all departments
Answer: B
Explanation: B) Distributed HR involves more and more human resource management tasks
being redistributed from a central HR department to the company's employees and line
managers, thanks to digital technologies like mobile phones and social media.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

89) According to the textbook, approximately what percentage of job seekers used Glassdoor
during their job search to learn about a company they might apply for?
A) 11%
B) 32%
C) 48%
D) 70%
Answer: C
Explanation: C) According to one report, 48% of job seekers surveyed said they've used
Glassdoor during their job search, including checking before applying for employment at a
companies.
Difficulty: Hard
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

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90) Strategic human resource management refers to ________.

A) formulating and executing human resource policies and practices that produce the employee
competencies and behaviors the company needs to achieve strategic aims
B) planning the balance of internal strengths and weaknesses with external opportunities and
threats to maintain competitive advantage
C) emphasizing the knowledge, education, training, skills, and expertise of a firm's workers
D) extending a firm's sales, ownership, and manufacturing to new markets
Answer: A
Explanation: A) Strategic human resource management involves formulating and executing
human resource policies and practices that produce the employee competencies and behaviors
the company needs to achieve strategic aims. Strategic human resource plans enable a company
to hire the employees who will exhibit the behaviors the company needs to accomplish its goals.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

91) ________ refers to ensuring that the human resources management function is delivering its
services efficiently.
A) Strategic planning
B) Strategic human resource management
C) HR department lever
D) Human resource scorecard approach
Answer: C
Explanation: C) Today's human resources manager is in a powerful position to improve the
firm's performance and profitability and uses three main levers to do so. One is the HR
department lever which ensures that the human resource management function is delivering its
services efficiently.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

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92) Evidence-based human resource management relies on all of the following types of evidence
EXCEPT ________.
A) scientific rigor
B) existing data
C) research studies
D) qualitative opinions
Answer: D
Explanation: D) Qualitative information or opinions are not characteristic of evidence-based HR
management because neither can be measured. Evidence-based human resource management is
based on the use of data, facts, analytics, scientific rigor, critical evaluation, and critically
evaluated research/case studies to support human resource management proposals, decisions,
practices, and conclusions.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

93) Which term refers to the HR manager putting into place the policies and practices that
produce the employee competencies and skills the company needs to achieve its strategic goals?
A) HR department lever
B) strategic results lever
C) practices
D) employee cost lever
Answer: B
Explanation: B) Today's human resources manager is in a powerful position to improve the
firm's performance and profitability and uses three main levers to do so. One is the strategic
results lever which puts in place the policies and practices that produce the employee
competencies and skills the company needs to achieve its strategic goals.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

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94) ________ refers to being psychologically involved in, connected to, and committed to
getting one's jobs done.
A) Ethics
B) Sustainability
C) Human capital
D) Employee engagement
Answer: D
Explanation: D) Employee engagement refers to being psychologically involved in, connected
to, and committed to getting one's jobs done. Engaged employees "experience a high level of
connectivity with their work tasks," and therefore work hard to accomplish their task-related
goal.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

95) Distributed HR is the idea that more and more human resource management tasks are now
being redistributed from a central HR department to the company's employees and line
managers.
Answer: TRUE
Explanation: Distributed HR involves human resource management tasks being redistributed
from a central HR department to the company's employees and line managers, facilitated by
digital technologies like mobile phones and social media.
Difficulty: Moderate
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

96) Strategic human resource management refers to performing basic day-to-day duties that
satisfy the needs and demands of both the employees and the employer.
Answer: FALSE
Explanation: Strategic human resource management means formulating and executing human
resource policies and practices that produce the employee competencies and behaviors the
company needs to achieve its strategic aims.
Difficulty: Easy
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

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97) The HR department lever has HR managers put in place the policies and practices that
produce the employee competencies and skills the company needs to achieve its goals .
Answer: FALSE
Explanation: The strategic results lever has HR managers put in place the policies and practices
that produce the employee competencies and skills the company needs to achieve its strategic
goals.
Difficulty: Easy
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

98) According to research, less than one-third of all workers in the U.S. are mentally and
emotionally invested in their work.
Answer: TRUE
Explanation: In one survey, about 30% were engaged, 50% were not engaged, and 20% were
actively disengaged (anti-management).
Difficulty: Easy
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

99) The evidence used in evidence-based human resource management may come from actual
measurements, existing data, or critically evaluated research studies.
Answer: TRUE
Explanation: Evidence is the core of evidence-based human resource management. Data, facts,
analytics, scientific rigor, critical evaluation, and critically evaluated research/case studies are
used to support human resource management proposals, decisions, practices, and conclusions.
Difficulty: Easy
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

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100) What is evidence-based human resource management? How does evidence-based human
resource management benefit firms?
Answer: Evidence-based human resource management involves using data, facts, analytics,
scientific rigor, critical evaluation, and critically evaluated research/case studies to support
human resource management proposals, decisions, practices, and conclusions. Put simply,
evidence-based human resource management is the deliberate use of the best-available evidence
in making decisions about the human resource management practices you are focusing on.
Managers should use evidence-based human resource management because unless managers take
a healthy, skeptical, evidence-based approach to human resources, they may jump to the wrong
managerial conclusions. Life is filled with intuitive-sounding insights, so managers should
always be asking questions like, "What is the evidence for this claim?" and "Did this action
really cause this result?"
Difficulty: Hard
Chapter: 1
Objective: 3
AACSB: Analytical Thinking
Learning Outcome: 1.3 List and briefly describe "distributed HR" and other important aspects of
human management today.

101) Which of the following refers to the standards someone uses to decide what his or her
conduct should be?
A) ethics
B) strategies
C) preferences
D) competencies
Answer: A
Explanation: A) Ethics is the standards used by individuals to determine how to behave or act.
In human resources, ethics relates to the decisions made by HR managers regarding workplace
safety, security of employee records, employee theft, affirmative action, comparable work, and
employee privacy rights.
Difficulty: Easy
Chapter: 1
Objective: 4
AACSB: Analytical Thinking
Learning Outcome: 1.4 List at least four important human resource manager competencies.

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102) Which organization provides professional certification for human resource managers?
A) Association of Certified HR Managers
B) Society for Human Resource Management
C) Academy of Human Resource Executives
D) Association of Business Administration
Answer: B
Explanation: B) The Society for Human Resource Management (SHRM) provides professional
certification to HR managers. SHRM exams test the professional's knowledge of all aspects of
human resource management, including ethics, management practices, staffing, development,
compensation, labor relations, and health and safety.
Difficulty: Easy
Chapter: 1
Objective: 4
AACSB: Analytical Thinking
Learning Outcome: 1.4 List at least four important human resource manager competencies.

103) Which of the following is NOT a HR certification?

A) HRCI's Professional in Human Resources (PHR)
B) HRCI's Senior Professional in Human Resources (SPHR)
C) SHRM Junior Professional
D) SHRM Certified Professional
Answer: C
Explanation: C) The HRCI awards several credentials, including Professional in Human
Resources (PHR) and Senior Professional in Human Resources (SPHR). SHRM offers SHRM
Certified Professionals and SHRM Senior Certified Professionals.
Difficulty: Hard
Chapter: 1
Objective: 4
AACSB: Analytical Thinking
Learning Outcome: 1.4 List at least four important human resource manager competencies.

104) Which SHRM HR manager competency involves the ability to provide guidance to
organizational stakeholders?
A) consultation
B) ethical practice
C) business acumen
D) critical evaluation
Answer: A
Explanation: A) The SHRM HR manager competency of consultation involves the ability to
provide guidance to organizational stakeholders.
Difficulty: Moderate
Chapter: 1
Objective: 4
AACSB: Analytical Thinking
Learning Outcome: 1.4 List at least four important human resource manager competencies.

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105) Pablo has the ability to understand and apply information with which to contribute to his
organization's overall strategic plan. This is the SHRM HR competency of:
A) communication
B) critical evaluation
C) business acumen
D) leadership & navigation
Answer: C
Explanation: C) The SHRM HR manager competency of business acumen is the ability to
understand and apply information with which to contribute to the organization's strategic plan.
Difficulty: Easy
Chapter: 1
Objective: 4
AACSB: Application of Knowledge
Learning Outcome: 1.4 List at least four important human resource manager competencies.

106) Which SHRM HR manager competency involves the ability to effectively exchange
information with stakeholders?
A) relationship management
B) communication
C) ethical practice
D) controlling
Answer: B
Explanation: B) Communication is the competency that relates to the ability to effectively
exchange information with stakeholders.
Difficulty: Moderate
Chapter: 1
Objective: 4
AACSB: Analytical Thinking
Learning Outcome: 1.4 List at least four important human resource manager competencies.

107) Ethics are the standards someone uses to decide what his or her conduct should be.
Answer: TRUE
Explanation: Ethics refers to the standards someone uses to decide what his or her conduct
should be. Ethical issues related to HR management include workplace safety and employee
privacy rights.
Difficulty: Moderate
Chapter: 1
Objective: 4
AACSB: Analytical Thinking
Learning Outcome: 1.4 List at least four important human resource manager competencies.

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108) The SHRM human resource manager competencies include ethical practice, business
acumen, and relationship management.
Answer: TRUE
Explanation: The SHRM human resource manager competencies are leadership & navigation,
ethical practice, business acumen, consultation, critical evaluation, global & cultural
effectiveness and communication.
Difficulty: Moderate
Chapter: 1
Objective: 4
AACSB: Analytical Thinking
Learning Outcome: 1.4 List at least four important human resource manager competencies.

109) Human resource managers who complete HRCI professional certification exams can earn
PHR and SPHR, GPHR certificates.
Answer: TRUE
Explanation: HRCI certification includes Professional in Human Resources (PHR), and Senior
Professional in Human Resources (SPHR) among others.
Difficulty: Easy
Chapter: 1
Objective: 4
AACSB: Analytical Thinking
Learning Outcome: 1.4 List at least four important human resource manager competencies.

110) What is human resource management? What competencies are necessary for HR managers
to succeed in today's business environment? Explain your answer in a brief essay.
Answer: Human resource management is the process of acquiring, training, appraising, and
compensating employees, and of attending to their labor relations, health and safety, and
fairness. The SHRM Human Resource Manager competencies are leadership & navigation,
ethical practice, business acumen, consultation, critical evaluation, global & cultural
effectiveness and communication. HR managers need to show how their actions are "adding
value" for the organization as a whole.
Difficulty: Hard
Chapter: 1
Objective: 4
AACSB: Application of Knowledge
Learning Outcome: 1.4 List at least four important human resource manager competencies.

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Objectives of HRM
Article Shared by 

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The primary objective of HRM is to ensure the availability of competent and

willing workforce to the organization as well as to meet the needs,
aspirations, values and dignity of individuals/employees and having due
concern for the socio-economic problems of the community and the country.

The human resource management’s objectives may be influenced by

organizational, individual and social goals/objectives.

The organizational objectives consists of, to earn profit, growth and

expansion, to survive in the competition, stability and diversification etc.
These objectives can be achieved by human resources of the organization.

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Therefore human resources are managed and utilize in such a way that,
organizational objectives can be achieved.

Learn about the Objectives of HRM

Objectives of HRM – Societal, Organizational, Functional,
Personal and General Objectives
The Human resource Managements, objectives may be influenced by
organizational, individual and social goals/objectives. The organizational
objectives consists of, to earn profit, growth and expansion, to survive in the
competition, stability and diversification etc. These objectives can be achieved
by human resources of the organization.

Therefore human resources are managed and utilize in such a way that,
organizational objectives can be achieved. The primary objective of HRM is to
ensure the availability of competent and willing workforce to the organization
as well as to meet the needs, aspirations, values and dignity of
individuals/employees and having due concern for the socio-economic
problems of the community and the country. HRM objectives are broadly
classified into four categories.

(1) Societal Objectives:

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HRM is socially responsible for the needs, demands and challenges of the
society. All the resources must be utilized for the benefit and in the interest of
the society. HRM should follow the rules and laws or legal restrictions imposed
by the society. It has to develop and maintain healthy relations between union
and management.

(2) Organizational Objectives:

It consist of recognize the role and importance of HRM to bring organizational

effectiveness. HRM has to prepare human resource planning, to recruit, select,
place, induct, train and develop the human resources, to arrange for
performance appraisal and to achieve the organizational objectives like to earn
profit, growth and expansion, survival, diversification etc.

(3) Functional Objectives:

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It consists of to maintain the department’s contribution at a level appropriate
to the organization needs. Departmental functions are carried out by the
human resources. To see the functions are performed in time or not.

(4) Personal Objectives:

It consist of to assist employees in achieving their personal goals, such as,

higher wages and salaries, job satisfaction, better working conditions, standard
working hours, promotion, motivation, welfare facilities, social security and so
on. These objectives of employees must be met if workers are to be maintained,
retained and motivated. Otherwise employees may leave the organization and
join some other organization.

In general the objectives of HRM are as follows:

(1) To achieve the organizational goals by proper utilization of human

resources.

(2) To develop and maintain healthy working relationships among all the
employees and to adopt sound, desirable organization structure.

(3) To integrate individual and group goals within an organization.

(4) To create opportunities and facilities for individual or group developments

according to the growth and development of the organization.
(5) To identify and satisfy individual and group needs, such as fair wages and
salaries, incentives, welfare facilities, social security, prestige, recognition,
security, status etc.

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(6) To motivate the employees and keep their morale high.

(7) To develop and maintain healthy relations between management and

employees.

(8) To develop the human assets continuously through the training and
development programmes.

(9) To contribute in minimization of socio-economic evils such as

unemployment problems, in equal distribution of income and wealth. More
employment opportunities for women etc.

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(10) To provide an opportunity to employees to participate in management.

(11) To provide desirable leadership and lead the working groups.

(12) To provide healthy hygienic working conditions to the employees.

(13) To retain the workforce by maintaining stability of employment.

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The scope of HRM is wider in comparison to personnel management. Since

joining the organization till retirement all activities of a worker covers under
the HRM. A large number of activities include human resource planning,
recruitment, selection, placement, induction, training and development,
promotion, transfer, job evaluation, merit rating, compensation, motivation,
communication, welfare, social security, safety and health, working conditions
workings hours industrial relations and so on.
Objectives of HRM – 7 Main Objectives
The various objectives of human resource management are as
follows:

i. Helping the organization to achieve the goal- Like other departments in the
organization, the main objective of HR department is to achieve the goal of the
organization by providing committed and motivated employees.

ii. Employing the skills and abilities of the workforce efficiently- Every
employee possesses some unique skills and abilities. It is the duty of HRM to
understand the various skills and abilities and give them opportunity to employ
the same.

iii. Providing the organization with well trained and well-motivated employees-
The duty of HRM is to recruit employees and develop them by providing the
adequate training and executive development programmes. It helps to groom
their career in the best possible way.

iv. Increasing to the fullest the employees’ job satisfaction and self-
actualization. Developing and maintaining quality of work life.

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The employee who is satisfied and happy can give his/her best effort to the
organization. HRM helps the employees to realize their potential. It motivates
the employees by providing quality of work life.
v. Communicating HRM policies to all employees- All the employees in the
organization should know about the HRM policies of the organization. HRM
should create ambience for effective communication between various levels of
management and between management and workers regarding HR policies,
procedures, rules and regulations.

HRM has responsibility to communicate with the outside environment of the

organization, by arranging several meetings with clients by organizing
workshops and seminars etc.

vi. Assisting to maintain ethical policies and socially responsible behaviour- It

is the responsibility of HRM to watch and ensure that organizations manage
human resources in ethical and socially responsible manner by ensuring
compliance with legal and ethical standards.

vii. Managing change- HRM should flexible enough to adopt new and
innovative practices for the mutual benefit of individuals, groups, the
enterprise, and the public.

Objectives of HRM – Top 12 Objectives

The objectives of the HRM function are as under:

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i. Facilitating achievement of organizational goals;

ii. Effective and efficient deployment of human skills, abilities, and knowledge;

iii. Providing inspired, motivated, and trained employees;

iv. Communicating HRM practices and policies to employees;

v. Providing scope for creativity and innovation to employees;

vi. Enhancing job satisfaction to employees;

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vii. Improving the quality of professional life in the organization;

viii. Creating healthy work relations in the organization;

ix. Operating on ethical policies;

x. Complying with statutory requirements;

xi. To work towards corporate social responsibility (CSR); and

xii. Managing change.

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Some of the organizations that have successfully implemented HR policies to
effectively respond to the HR-related challenges and in turn contributed to the
achievement of HRM objectives are National Thermal Power Corporation
(NTPC), Bharat Heavy Electrical Limited (BHEL), Oil and Natural Gas
Corporation (ONGC), Tata Consultancy Services (TCS), Infosys, Wipro,
Ranbaxy Ltd, Canara Bank, etc.

Objectives of HRM – 8 Important Objectives

Human resource management or Personnel management works to achieve
organizational objectives, integration of employers’ interest and employees’
interest.

While performing these important but tedious tasks, human

resource management assumes following objectives:

1. It accomplishes organizational goals by providing, creating, utilizing and

motivating its employees.

2. To secure organizational objectives in laying emphasis on securing

integration of individual and groups.

3. To create opportunities, to provide facilities, necessary motivation to

individual and group for their growth with organizational growth by training
and development, compensation, etc.
4. It is the responsibility of human resource manager to utilize its personnel
effectively by deploying necessary skills and training to its employees.

5. To increase the job satisfaction and self-actualization among employees to

the fullest. It tries to prompt and stimulate every employee to realize his
potential.

6. To help maintain ethical policies and behaviour inside and outside the
organization.

7. To manage change to the mutual advantage of individuals, groups, the

organization and the society.

8. To ensure that, there is no threat of unemployment, inequalities, adopting a

policy recognizing merit and employee contribution, and condition for stability
of employment.

Objectives of HRM – Specific Objectives

The basic objective of human resource management is to contribute to the
realisation of the organisational goals.

However, the specific objectives of human resource management

may be outlined as follows:

(i) To procure right types of personnel for right jobs at the right time,

(ii) To provide right kind of training to personnel to increase their productivity.

(iii) To ensure development of human resources by offering opportunities for

learning and advancement.

(iv) To ensure effective utilisation of physical, technological and other

organisational resources with the help of properly trained human resources.
(v) To identify and satisfy the needs of individuals by offering various monetary
and non-monetary rewards.

(vi) To ensure respect for human beings by providing for their health and safety
and also arranging welfare facilities for them.

(vii) To ensure reconciliation of individual/group goals with those of the

organisation in such a manner that the personnel feel a sense of commitment
and loyalty towards it.

(viii) To achieve and maintain higher morale among employees in the

organisation by securing better human relations.

Objectives of HRM – 8 Major Objectives

The major work of human resource management is to maximize the
contribution of human resource for the benefit of organizations. The human
resource manager has to face the challenge of attracting the appropriate human
resource, enhance its capabilities and maintain them for the future of
organization. The manager needs to constantly improve the organizational
climate for improving human element’s ef­ficiency thus leading to
organization’s competence in this dynamic glo­bal business environment.

The major objectives of HRM are as follows:

(a) To ensure that the organization is most competitive HRM should make
organizations achieve their goals in the most effective man­ner with the best
usage of talent of existing employees.

(b) To attract the most suitable talent available for its organizational structure
and regularly motivate them for retention. Picking up the best talent in the
industry is a lesser challenge than retaining them for future of the organization.
Thus, motivating the employees is a very important objective of HRM.

(c) To improve organizational health. It is very imperative to keep peace and

harmony in the organization at all times. A little prob­lem in the atmosphere
leads to strikes and lockouts. Therefore, it is the duty of the HR manager to
diagnose regularly the atmos­phere within the organization and to create a
mutual trust bet­ween management and employees. He should design policies,
rules and practices which will boost the confidence of employees towards the
organization. This will always take the organization to greater heights.

(d) To record, audit and research the best ideas, opinions and sug­gestions of
internal human resource, regulators and other exter­nal stakeholders of the
organization e.g. government, trade unions, customers, creditors and others.

(e) To ensure that all HR policies, strategies and programs are well understood
by top management, middle management and other levels in the organization.
For this, HRM communicates every­thing effectively to all members concerned
and looks forward to their feedback.

(f) To take corrective actions where damage has already been done in the
existing system. HRM steps up to bring about change agents in the
organization for making it more competent organization of the industry.

(g) To maintain employee satisfaction and health by providing them

appropriate compensation for the work done by them in the organization. It
recognizes the individual needs and keep improv­ing the monetary and non-
monetary rewards with the changing scenario in the economy.

(h) To create HR professionals for the future of the organization. HR manager

has the responsibility of developing talent within his own department so that
when the key persons are not there, there is no dearth of in house resource to
manage the company.

Objectives of HRM – 4 Main Objectives

The following is the listing of these objectives:

1. Societal Objective:
The HRM need be socially responsible to the needs and challenges of society
while minimizing the negative impact of such demands upon the organization.
The failure of organisations to use their resources for society’s benefit may
result in restric­tions. For example, societies may pass laws that limit human
resource decisions.

2. Organisational Objective:

Another objective of HRM is to recognize that HRM exists to contribute to

organisational effectiveness. HRM is not an end in itself; it is only a means to
assist the organisation with its primary objectives. Simply stated, the HRM
department exists to serve the rest of the organisation.

3. Functional Objective:

HRM maintaining the department’s contribution at a level appropri­ate to the

organisation’s needs. Resources are wasted when HRM is more or less sophis­-
ticated than the organisation demands. A department’s level of service must be
appropri­ate for the organisation it serves.

4. Personal Objective:

HRM assist employees in achieving their personal goals, at least insofar as

these goals enhance the individual’s contribution to the organisation. Personal
objectives of employees must be met if workers are to be maintained, retained
and moti­vated. Otherwise, employee performance and satisfaction may decline,
and employees may leave the organisation.

Objectives of HRM – Principal Objectives: With Competitive

Challenges Influencing HRM
The principal objectives of HRM have been highlighted below:

i. To help the organization reach its goals.

ii. To employ the skills and abilities of the workforce efficiently.

iii. To provide the organization with well-trained and motivated employees.

iv. To increase to the fullest the employees’ job-satisfaction and self-

actualisation.

v. To develop and maintain a quality of work life.

vi. To communicate HR policies to all employees.

vii. To be ethically and socially responsive to the needs of society.

Competitive Challenges Influencing HRM:

Three competitive challenges that companies now face will increase

the importance of HRM practices:

i. The challenge of sustainability

ii. The global challenge

iii. The technology challenge.

For example, to meet the sustainability challenge, companies need to identify

through their selection processes whether prospective employees value
customer relations and have the levels of interpersonal skills necessary to work
with fellow employees in teams. To meet all three challenges, companies need
to capitalise on the diversity of values, abilities, and perspectives that
employees bring to the workplace.

In other words, HRM practices that help companies deal with the competitive
challenges can be grouped into the four dimensions. These dimensions include
the human resource environment, acquiring and preparing human resources,
assessment and development of human resources, and compensating human
resources.

In addition, some companies have special issues related to labour –

management relations, international human resource management, and
managing the human resource function.

Objectives of HRM – Top 10 Objectives

1. To assess manpower requirements and ensure placement of the right man on
the right job.

2. To develop knowledge, skills and attitude of employees in relation to their

present and future role.

3. To provide, create, utilise and motivate the employees to accomplish

organisational goals.

4. To maintain excellent working relationships among all the employees in the

organisation so that they feel a sense of involvement, commitment and loyalty
towards the organisation. It is necessary to finalise individual job
responsibilities for employees to avoid confusion and too much overlapping of
work.

5. To develop better interpersonal and employer-employee relationship in the

organisation.

6. To maintain high morale, encourage value system and create environment of

trust among employees.

7. To create a sense of belongingness and team spirit among employees and

encourage suggestions from them.

8. Continuous renewal of individual capabilities to keep pace with

technological changes and to avoid manpower obsolescence.

9. To identify and satisfy the needs of the employees by offering various

financial and non- financial incentives in addition to the welfare facilities.

10. To integrate employee-management interests and maintain good industrial

relations to achieve individual and organisational objectives.
Objectives of HRM – Important Objectives of Human
Resource Management
Objectives are pre-determined goals towards which individual or group
activities in an organisation are directed. Every organisation has certain
objectives and every part of an organisation should contribute directly or
indirectly for attaining the same. Objectives determine the character and
nature of an organisation and serve as the basis for whole­hearted voluntary co-
operation and co-ordination among the employees.

As a matter of fact, objectives provide benchmarks or standards of evaluating

performance. Objectives of HRM also are influenced by organisational
objectives.

The primary or basic objective of HRM is to ensure the availability of a

competitive and willing workforce to an organisation i.e. right people at the
right time and at the right place and enhance effectiveness of the people
employed by adopting suitable measures for the purpose of the attainment or
accomplishment of organisational goals.

The above mentioned basic objective generates several other objectives of HRM
such as meeting the needs, values, dignity etc. of the employees, proper staffing
at all levels of the organisation, training and developing available human
resources at all levels, creating high-performing work culture, improving
quality of work life, and so on. Thus, the objectives of HRM are derived from
the basic objectives of an organisation.

The important objectives of Human Resource Management are as

follows:

(1) To create an able and motivated workforce and ensure its effective
utilisation to accomplish various organisational goals.

(2) To establish and maintain suitable and sound organisational structure in

order to secure integration of employees and groups and to create desirable
working relationship amongst them for increasing the organisational
effectiveness. For this purpose, efforts are required to be made to create a sense
and feeling of belongingness and team spirit by encouraging the employees to
make positive and valuable suggestions.

(3) To create an environment that would help maintain high morale and to
encourage a value system that would foster trust and mutuality of interests.

(4) To provide training and education for developing human resources.

(5) To provide opportunities for participation, recognition, etc., and for a fair,
acceptable and efficient leadership.

(6) To provide attractive incentives, monetary benefits, social security

measures and welfare facilities, various non-monetary rewards, benefits, etc.,
in order to ensure the retention of competent employees.

(7) To adopt such policies which recognise merits and contributions by the
employees.

(8) To ensure that there is no threat of unemployment by instilling confidence

among the employees regarding stability of their employment.

(9) An organisation has to bear in mind its responsibility towards the society as
a whole. The society may not desire to enforce reservation in hiring and the
laws leading to discrimination affecting the society badly or if certain
organisational decisions have some negative impact on the society, such
decisions should be avoided. It should be the objective of an organisation to use
the resources for the betterment of the society and the nation.

(10) To develop and maintain a quality work life which makes employment in
the organisation a desirable, personal and social situation.

If we want to categorise the above mentioned objectives of HRM

that can be done in the following manner:
(a) Personal objectives

(b) Functional objectives

(c) Organisational objectives

(d) Social objectives.

To ensure that there are right people, at the right time and at the right place,
maximum employee development, development of desirable working
relationships, effective utilisation of human resources are the primary or
important objectives of HRM. How can they be achieved?

Obviously, besides many other things, management has to create a conducive

environment and provide necessary pre-requisites for attainment of the
objectives of HRM. There should be effective utilisation of human resources
through proper motivation and changing their attitudes towards the work and
organisation. Human resources must be developed to meet the demands of the
work effectively.