Human Resource Management

Q1. Human Resource departments are______________

(a) line departments
(b) authority department
(c) service department
(d) functional department
Ans. (c)
Q2. What is human factor?
(a) Micro and macro issues of socioeconomic factor.
(b) Interrelated Physiological, Psychological and Socio-ethical aspects of
human being.
(c) The entire concept of human behaviour
(d) None of the above.
Ans. (b)
Q3. Job Analysis is a systematic procedure for securing and
reporting information defining a ______________.
(a) specific job
(b) specific product
(c) specific service
(d) all of these
Ans. (a)
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 system.
(d) All the above.
Ans. (c)
Q5. Which among the followings describe the skills that are
available within the company?
(a) Human Resource inventory
(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
(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
(b) core competence
(c) competitive advantage
(d) competency
Ans. (a)
Q8. Human Resource planning is compulsory for
______________.
(a) effective employee development programme
(b) base for recruitment
(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
(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
(b) operative function
(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
(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.
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 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 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.
(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.
(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
(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.
(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.
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 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 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 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 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
(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
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
(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
(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
(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.
Ans. (c)
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.
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
(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
(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)
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
(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
(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 –
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 –
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
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 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 –
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
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
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)
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 –
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, 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
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)
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 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 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)
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?
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
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
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)