MCQ HRM
Human Resource Management
1. It is the _________ who make
other resources moving.
a)
Land
b)
Capital
c)
Entrepreneur
d)
People
2. The role of HR manager include
role of
a)
Counselor
b)
Problem Solver
c)
Change Agent
d)
All of the above
3. The managerial function of HR manager
is
a)
Directing
b)
Employment
c)
Remuneration
d)
Personnel Records
4. Employment, Development,
Compensation, Maintenance are ___________ functions of HRM
a)
Operative Functions
b)
Managerial Functions
c)
Advisory Functions
d)
All of the above
5. __________ is the process of
allocating tasks among the members of the group, establishing authority,
responsibility relationship among them and integrating their activities towards
the common objective
a)
Planning
b)
Organizing
c)
Directing
d)
Controlling
6. Political-legal, Socio-cultural,
technological, economic are the components of _______ environment
a)
micro
b)
macro
7.
Strategic management process consists of four steps:
a)
Environmental Scanning, Formulation,
Implementation, Evaluation & Control
b)
Formulation, Implementation,
Evaluation & Control, Environmental Scanning
c)
Evaluation & Control,
Environmental Scanning, Formulation, Implementation
d)
Implementation, evaluation &
control, Environmental Scanning, Formulation
8.
Strategies are formulated by the top management at _________ level?
a)
one
b)
five
c)
three
d)
seven
9.
This is formulated by the top management of an organization made up of more
than one line of business.
a)
Corporate level
b)
SBU Strategies
c)
Functional Strategies
d)
All of the above
10.
Stability, growth, retrenchment, combination are ___________ strategies.
a)
Corporate Level
b)
SBU Strategies
c)
Functional Strategies
d)
All of the above
11. ______________ Strategies are
low cost leadership, differentiation and focus.
a)
Corporate level
b)
SBU level strategies
c)
Functional Strategies
d)
All of the above
12. HRD develops the competencies
at_________ levels.
a)
one
b)
two
c)
Four
d)
Five
13.
_____________ strategies identify the basic courses of action that each of the
department must pursue in order to help the business unit to attain its goal.
a)
Corporate Level
b)
Functional Level
c)
SBU Level
d)
None of the above
14. ___________ is a unified course
of action to achieve the goal.
a)
Strategy
b)
Objectives
c)
Policies
d)
Programs
15. Which one is the part of
internal environment of human resource management?
a)
Economic
b)
Unions
c)
Technological
d)
The Government
16. A distinction can be made
between ‘hard’ and ‘soft’ types of HRM. Soft HRM can be characterized by:
a)
Seeing people as organized assets.
b)
A quantitative approach to HRM.
c)
A mutual commitment of employees and
employers to the goals of the organization.
d)
Being driven by costs.
17. SHRM is also about strategic
choice, which refers to:
a)
The process and decision that shape
the organisation’s philosophy towards its employees
b)
Managerial prerogative in decision
making.
c)
Negotiating with trade unions or
unions or employee association over the direction of the organization.
d)
Giving employees their say in the
organization concerns
18. Do HR activities have an effect
on employee and managerial behaviour?
a)
Yes, but these effects can be
positive as well as negative.
b)
HR has limited impact on either
employee behavior or managerial.
c)
HR impacts on employee behavior but
not on managerial.
d)
No, it is managerial behavior which
impacts on HR.
19. Scope of HRM does not include:
a)
Employee hiring
b)
Employee Maintenance
c)
HR Planning
d)
Assessment centers
20. Which of the
following is not associated with HRP?
a)
Information
b)
Compensation
c)
Integration
d)
Welfare
21. Human Resource ____________ is a process of determining
manpower requirements and the means for meeting those requirements in order to
carry out the integrated plan of action.
a)
Planning
b)
HRIS
c)
Human Resource Audit
d)
Human Resource Accounting
22. _____________ is a detailed study of job to know the
nature and characteristics of people to be employed for each job.
a) Job Description
b) Job
Specification
c) Job Analysis
d) Job Design
23. _____________ is advancement of an employee to a better
job-better in terms of greater responsibility, more prestige or status, greater
skill and especially rate of pay and salary.
a) Transfer
b) Promotion
c) Separation
d) Demotion
24. ______________ is an organized factual statement of job
contents in d form of duties and responsibilities of a specific job.
a) Job Description
b) Job
Specification
c) Job Analysis
d) Job Design
25. Under _______________ managers decide the number of
employees required for future operations based on their past experience.
a) Statistical
Technique
b) Work Study
Technique
c) Managerial
Judgment
c)
None of the above
26. ______________ is a system designed to supply
information required for effective management of an organization.
a)
Human Resource Planning
b)
HRIS
c)
HR Audit
d)
All of the above
28. _______________ initiated as a punishment for
indisplinary action of employees.
a)
Penal Transfer
b)
Remedial Transfer
c)
Shift Transfer
d)
Rotation Transfer
28. Industrial Dispute Act, 1947, defines _____________ as
the failure, refusal or inability of an employer to give employment to a worker
whose name is present on the rolls but who has not been retrenched.
a) Lay-off
b) Retrenchment
c) Resignation
d) Dismissal
29. ______________ refers to termination of the service of
employees because of the replacement of labour by machines or the closure of a
department due to lack of demand for the product.
a) Lay-off
b) Retrenchment
c) Resignation
d) Dismissal
30. __________ increases the versatility of employees.
a)
Penal Transfer
b)
Remedial Transfer
c)
Shift Transfer
d)
Rotation Transfer
31. _____________ involves measuring the cost incurred by
business firms and other organizations to recruit, select, hire, train and
develop human assets. It also involves measuring the economic value of people
to the organizations.
a) HRP
b) HRIS
c) Human
Resource Audit
d) Human
Resource Accounting
32. ______________ refers to the knowledge, skills and
expertise of employees.
a)
Intellectual Capital
b)
Social capital
c)
Spiritual capital
d)
Emotional capital
33.
______________ involves self-confidence, ambition, courage, risk-taking ability
of employees.
a)
Intellectual Capital
b)
Social capital
c)
Spiritual capital
d)
Emotional capital
34. ______________ is based on actual cost incurred on human
resources.
a)
Historical cost
b)
Replacement cost
c)
Standard cost
d)
None of the above
35. _____________ takes into account national cost that may
be required to acquire a new employee to replace the present one.
a)
Historical cost
b)
Replacement cost
c)
Standard cost
d)
None of the above
36. All of the following except one is not the method for
identification of grievance.
a)
Opinion surveys
b)
Gripe boxes
c)
Exit Interviews
d)
Closed Door policy
37. What are the causes of grievances?
a)
Working conditions
b)
Management policy
c)
Personal maladjustment
d)
All of the above
38. If no agreement is possible the union and the management
may refer the grievance to ___________ within a week of the receipt by the
worker of management’s decision.
a)
Voluntary arbitration
b)
Manager
c)
Supervisor
d)
HOD
39. Under ____________ form, an employee may have
dissatisfaction for reasons that are unknown to himself.
a)
Factual
b)
Imaginary
c)
Disguised
d)
None of the above
40. Which of the following is a demerit of external sources
of recruitment?
a)
Favoritism
b)
Restricted choice
c)
Time consuming
d)
All of the above
41. Which of the following is not a merit of internal
sources of recruitment?
a)
Motivation
b)
Low training cost
c)
Low labor turnover
d)
Inbreeding
42. Which of the following is a social consideration in
recruitment?
a)
Equality of opportunities to all
citizen
b)
Abolition of bonded labor
c)
Reservation for certain social groups
d)
Competition for HR
43. Which of the following is a type of aptitude test?
a)
Job knowledge test
b)
Mechanical aptitude test
c)
Objective test
d)
Work sample test
44. ___________ tests prone deeply to discover dues to an
individual’s value system, emotional reactions and maturity and his
characteristics mood.
a)
Interest
b)
Skill
c)
Trade
d)
Personality
45. __________ means the degree to which a test measures
what designed to measure.
a)
Reliability
b)
Objectivity
c)
Standardization
d)
Validity
46. __________ validity means the extent to which the test
measures psychological quality such as intelligence or introversion which is
supposed to measure.
a)
Content
b)
Predicting
c)
Concurrent
d)
Construct
47. ___________ interview is based on the assumption that to
the most effective every pertinent detail should be worked out in advance.
a)
Informal
b)
Formal
c)
Guided
d)
Unstructured
48. Which is not included in wages under Payment of wages
Act?
a)
Compensation
b)
Medical Facility
c)
Bonus
d)
Overtime
49. ____________ describes the general requirements of the
job family
a)
Organisations charts
b)
Class Specifications
c)
Work flow Charts
d)
Information Charts
50. In ___________ method of data collection, job holders
are asked to describes incidents concerning the job on the basis of their past
experience.
a)
Interview
b)
Questionnaire
c)
Critical Incidents
d)
All of the above
Key
1.
D
2.
D
3.
A
4.
A
5.
,B
6.
B
7.
A
8.
C
9.
A
10. A
11. B
12. C
13. B
14. A
15. B
16. C
17. A
18. A
19. D
20. C
21. A
22. ,C
23. B
24. A
25. C
26. B
27. A
28. A
29. B
30. .D
31. D
32. A
33. D
34. A
35. B
36. D
37. D
38. A
39. C
40. C
41. D
42. C
43. B
44. D
45. A
46. D
47. C
48. B
49. B
50. C
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