HRM Mcqs – (Management Sciences) MCQs Latest For FPSC, PPSC, NTS, KPPSC, SPSC & Other Tests
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The meaning of the acronym HRM is ______________?
A. Humanistic Resource Management
B. Human Relations Management
C. Human Resource Management
D. Human Resourceful Management
The term used before the language of modern HRM was ___________?
A. Personnel Management
B. Labour Relations
C. Industrial Management
D. All of the above
Which of the following is not a function normally performed by HR department?
A. Accounting
B. Pay and Reward
C. Recruitment and Selection
D. Employee Relations
Which of the following statements is false?
A. Organizations have adopted more flexible norms
B. Organizations are now generally focusing upon domestic rather than international matters
C. Organizations are now less hierarchical in nature
D. Organizations have been subject to a raft of organizational change programs
Human Resource Management is______________?
A. Employee oriented
B. Legally oriented
C. Employer oriented
D. None of the above
Scope of the HRM includes ______________?
A. HR training and development
B. Retirement and separation of employees
C. Industrial relations
D. All of the above
Human Resource Management (HRM) is_________?
A. A Staff function
B. A staff function, line function and accounting function
C. A line function
D. All of the above
The objectives of HRM are categorized as _____________?
A. Functional objectives
B. Personal objectives
C. Organisational and social objectives
D. All of the above
The scope of HRM does not include ____________?
A. Manpower planning
B. Retirement of employees
C. Training of employees
D. Maintenance of accounts
The meaning of the acronym ‘SHRM’ is ____________?
A. Strategestic Human Resource Management
B. Strategic Human Resource Management
C. Short-term Human Resource Management
D. Strategic Humane Resource Management
Recruitment is widely viewed as a ______________?
A. positive process
B. positive as well as negative process
C. negative process
D. none of the above processes
Recruitment policy usually highlights need for establishing ____________?
A. job specification
B. job description
C. job analysis
D. none of the above
The process of developing the applicant’s pool for job openings in an organization is called___________?
A. Selection
B. Recruitment
C. Hiring
D. Retention
A brief write-up of what the job is all about is ____________?
A. job analysis
B. job summary
C. job finding
D. job specification
A job specification is one of the areas of ___________?
A. job analysis
B. job description
C. job design
D. job summary
The division of the total task to be performed into a manageable and efficient unit is____________?
A. a job design
B. a job analysis
C. a job specification
D. a job description
Which of the following is the area from which applicants can be recruited?
A. Employees’ Association
B. Employment Lines
C. Labour Market
D. Labour Schemes
For forecasting the demand for manpower, the important techniques used are_____________?
A. Statistical Techniques
B. Delphi Techniques
C. Work Study Techniques
D. All of the above
Selection of the candidates is done out of______________?
A. Target population
B. external sources
C. internal sources
D. internal as well as external sources
HRM is considered as____________?
A. an auxiliary function
B. a proactive function
C. a reactive function
D. an auxo-reactive function
A job design is ___________?
A. a systematic way of designing and determination of the worth of a job
B. the division of total task to be performed into manageable and efficient units
C. the design involving maximum acceptable job design qualities to perform a job
D. none of the above
According to Edwin Flippo, the first and immediate product of job analysis is__________?
A. the job description
B. the job production
C. the job design
D. the job specification
One of the important organizational factors affecting ‘Job Design’ is ___________?
A. Workflow
B. Feedback
C. Autonomy
D. Diversity
Behavioral factors affecting job design are _____________?
A. Diversity
B. Autonomy
C. Feedback
D. All of the above
Factors affecting job design are ____________?
A. environmental factors
B. behavioral factors
C. organizational factors
D. all of the above
Organisational factors affecting job design are ______________?
A. workforce and cultural factors
B. ergonomics and cultural factors
C. employee availability and abilities
D. feedback and diversity factors
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 recruitment
C. job design
D. job description
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 design
B. job enlargement
C. job description
D. job enlistment
Job Characteristics Model is proposed by ____________?
A. Hockman and Oldcham
B. Hockman and Coldham
C. Hackman and Oldham
D. Horkman and Olatham
The Integrated System Model of Strategic Human Resource Manaqement acknowledges the existence within the organisation of _______________?
A. multiple recruitment integrated system
B. multiple stakeholders
C. multiple cultural and strategic environment
D. multiple structural organisations
One of the dimensions included in the Harvard Model is ______________?
A. Behavioral interest
B. HR outcomes interest
C. Stakeholders interest
D. Performance interest
Manpower inventory involves ________________?
A. the classification of characteristics of managers’ qualities in addition to their number.
B. the classification of characteristics of personnel in an organisation, in addition to counting their number.
C. the classification of the inventory of workers in an organisation in addition to the qualities.
D. the classification of characteristic features of functions for inventory in addition to the total number of functions.
One of the external sources of recruitment is ____________?
A. dependents of deceased employees
B. retired managers and employees
C. gate hiring
D. none of the above
Selection is_________?
A. Subjective
B. Normative
C. Objective
D. Positive
Recruitment__________________
A. matches selection
B. precedes selection
C. follows selection
D. none of the above
Manpower inventory is ____________?
A. to prepare inventory for scheduling manpower
B. to find out how manpower is to be utilized
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
E-recruiting methods include____________?
A. career websites
B. internet job boards
C. employer websites
D. all of the above
The Job Characteristics Model is one of the most influential attempts to____________?
A. design jobs with increased motivational properties
B. analyse jobs with increase and proper motivation
C. assign jobs with proper motivational properties
D. describe jobs with increase motivation for proper jobs
High job satisfaction is the outcome of which of the following core dimensions described by the Job Characteristics Model?
A. Task significance
B. Task identity
C. Feedback
D. Autonomy
Low absenteeism and turnover is the outcome of which of the following core dimensions described by the Job Characteristics Model
A. Task Identity
B. Feedback
C. Autonomy
D. Task Significance
Which of the following factors is one of the environmental factors affecting job description:
A. Autonomy and feedback
B. Workflow and culture
C. Employee availability and abilities
D. Culture and diversity
A broad, general and written statement of a specific job based on the findings of an analysis is called as __________?
A. Job Identification
B. Specific Job Design
C. Specific Particular Analysis
D. Job Description
The Michigan Model emphasis the following functions and their interrelates.
A. appraisal, rewards, promotions and retention
B. selection, recruitment, induction and promotions
C. selection, recruitment, rewards and promotion
D. selection, appraisal, rewards and human resource development
The Integrated system model is also known as ___________?
A. Harvard Model
B. Integrated Model
C. Michigan Model
D. Warwick System Model
A general statement or understanding which provides guidelines for decision-making to H.R. managers in respect of various H.R. functions and activities is known as ____________?
A. H.R. Philosophy
B. H.R. Vision statement
C. H.R. Mission statement
D. H.R. Policy
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 systematic type interview
C. a well-organized interview
D. none of the above
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. unconditional interview
B. unstructured interview
C. unprepared type of interview
D. none of the above
Job identification is one of the components of _____________?
A. job design
B. job specification
C. job description
D. job evaluation
systematic and orderly process of determining the worth of a job in relation to other jobs is ____________?
A. job description
B. worth job specification
C. job evaluation
D. job identification
A broad statement of the purpose, scope, duties and responsibilities of a particular job is___________?
A. job analysis
B. job description
C. job specification
D. job design
Job descriptions are also called as____________?
A. Task oriented
B. performance oriented
C. Task analysis
D. Credit analysis
____________ is the main source of innovations?
A. Competitors’ pressure
B. Human mind
C. Upgraded technology
D. Research & Development
Which of the following role a manager performs as a Resource allocator?
A. Informational role
B. Decisional role
C. Interpersonal role
D. Supportive role’
Recruitment is widely viewed as a ___________ process?
A. Positive
B. Unnecessary
C. Both Positive and Negative
D. Negative
The best medium to reach a ‘large audience for the process of recruitment is___________?
A. Employment agencies
B. Advertising
C. Employee referrals
D. Casual applicants
The biggest problem facing e-HR is the___________?
A. diversity of HR
B. rarity of HR
C. security of HR data
D. sustainability of HR
Treating employees as precious human resources is the basis of the__________approach?
A. Medium HRM
B. Soft HRM
C. Hard HRM
D. Utiliarian approach
In comparing internal selection with external selection, an advantage of internal selection is that____________?
A. Internal selection presents fewer dangers of inourring legal liability than external selection
B. Internal selection requires few procedures to locate and screen viable job candidate
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
What is meant by the term “Management” by Objectives’?
A. The system of management that is based on bringing together experts into a team
B. system of giving the authority to carry out certain jobs by those lower down the management hierarchy
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’
Which of the following department is responsible for handling safety & health issues of employees?
A. HR department
B. Finance department
C. Procurement department
D. Marketing department
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. A disregard for unlocking discretionary effort
C. A lack of mutuality existing between employee and employer
D. Employees are a cost which should be minimized.
Why are employers interested in employee engagement?
A. To make a quick profit
B. To encourage employees to trust their manager
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
The best hiring occurs when the goals of which of the following should consistent to each other?
A. Head office, Brand
B. HR managers, Finance managers
C. Organisation, individual
D. Lower managers, Top managers
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 focuses on the external context of the business
C. Because it relies on a set of high-commitment HR practices to deliver sustainable competitive advantage.
D. Because it advocates tight vertical integration between the organisation’s business strategy and human resource strategy.
When constructing the ad, it is important to consider how to best ________?
A. Attract attention to the advertisement
B. How will be the profit
C. Get right candidate
D. The candidate reach in profit
Which one of the following responsibilities is specifically associated with the HR function of employee relations?
A. Conducting attitude surveys
B. Job design
C. HR information systems
D. Work analysis
___________ best defines how well a test or selection procedure measures a person’s attributes.
A. Testing
B. Reliability
C. Validity
D. Organizational constraint
Job Enrichment involves____________?
A. Is a programme through which management seeks greater productivity from workers
B. Increases the amount of money employees are paid for completing an unit of work
C. Means that staff i$ 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
When planning for employment requirements, what must be forecasted?
A. Inventory
B. Production Scheduled
C. Sales desired
D. Personnel needs
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 justice
C. approach based on rights
D. configurational approach
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. operational
B. organisational
C. Strategic
D. centralized
HR managers play vital role in___________?
A. Publishing financial statements
B. Formulating strategies
C. Setting production targets
D. Preparing reports to shareholders
HRM is more___________ whereas Personnel Management is slightly narrow?
A. Detailed
B. Complex
C. Mechanical
D. Growth-oriented
Which of the following term is used to identify, “what the job holder does”? “how it is done”? & “why it is done”?
A. Job evaluation
B. Job specification
C. Job description
D. Job title
Which of the following statement represents ‘effectiveness’ ?
A. Achieve mass production
B. Achieve most output in less time
C. Achieve most output with least input
D. Achieve Organisational goals
Why Organisations provide, attractive salaries, fringe benefits, career development opportunities:
A. To retain valuable human resources
B. To attract more and more people
C. To be the market leader in the future
D. To enforce government regulations
Which of the following approach emphasizes the effect of psychological and social factors on employees’ performance?
A. Rational approach
B. Scientific approach
C. Human relations approach
D. Systematic approach
Which of the following is not a type of information that should be provided by application forms?
A. Experience
B. Education
C. work stability
D. Applicant’s age
HR’s basic challenges in formulating strategies include(s):________________?
A. Need to support corporate productivity and performance improvement efforts.
B. Employees not play any role in performance improvement efforts
C. Management agenda’s
D. Not being involved in designing the company’s strategic plan.
Internal recruitment has the potentiality to increase the of the employees.
A. Income
B. Misunderstanding
C. Conflicts
D. Morale
Identifying and executing the firm’s mission by matching its capabilities with demands of its environment is the firm’s:
A. Strategic Management
B. Vision
C. Mission statement
D. SWOT analysis
_____________examination may protect the company against unwarranted claims under workers compensation laws?
A. Mental
B. Physical
C. Written
D. Reference
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. High performance management model
C. Low commitment management model
D. Low performance Management model
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. HR strategies
C. Strategy executjon
D. Strategic implementation
The focus of Human Resource Management revolves around____________?
A. Motivation
B. Machine
C. Money
D. Men
Which of the following is closely associated with strategic human resource management?
A. Infficient utilisation of human resources
B. Providing Superficial training
C. Not attracting the best human resources
D. Providing Best training methods
Human Resource Management aims to maximize employees as well as Organizational_________________?
A. Effectiveness
B. EffiCiency
C. Economy
D. Performativity
Strategic human resource management aims to achieve competitive advantage in the market through__________?
A. Product
B. Price
C. People
D. Process
Strategic management process usually consists of _________steps.
A. Six
B. Five
C. Four
D. Seven
Advertisements through newspapers, TV, radio, professional journals and magazines are___________methods of recruitment.
A. Third-party
B. Indirect
C. Direct
D. E-recruitment
The process of developing an applicants’ pool for job openings in an Organization is called____________
A. Selection
B. Recruitment
C. Hiring
D. Retention
Which of the following would likely be the least effective method of recruiting internal job candidates?
A. Posting information on Organisational bulletin boards
B. Internal Sources
C. Advertising in national newspapers and journals
D. Examining HR records of current employees
The interview is used as a method for determining___________?
A. His/her age.
B. The degree ‘of fit between the applicant and the demands of the job.
C. The personality of the candidate.
D. Physical attributes
The thorough & detailed study.regarding jobs within an Organisation is represented by:__________?
A. Job analysis
B. Job specification
C. Job description
D. Job evaluation
The process of choosing individuals who have re1evant qualifications to fill existing or projected job openings is__________?
A. Interview process
B. Selection process
C. Screening process
D. Pre-screeninq process
Firing the non-performing employees, HR manager is said to perform the__________?
A. Informational role
B. Interpersonal role
C. Supportive role
D. Decisional role
Which of the following component of attitude represents a person’s opinio’ns knowledge, and information?
A. Behavioral component
B. Cognitive component
C. Affective component
D. Objective component
Which of the following is not a function normally performed by the HR· department?
A. Training and Development
B. Employee relation
C. Accounting
D. Recruitment and Selection
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. Personality test
C. Cognitive aptitude test
D. psychomotor abilities test