Dacanay, Andrea Rose Q.

Multiple Choice Questions on Human

Resource Management (HRM)

Human Resource departments are______________

(a) line departments
(b) authority department
(c) service department
(d) functional department
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 behavior
(d) None of the above.
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
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
minimize the cost and maximize the production.
(c) Technical factors, awakening amongst workers, attitude of the
government, cultural and social system.
(d) All the above.
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
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
Human Resource planning is compulsory for
______________.
(a) effective employee development programmed
(b) base for recruitment
(c) base for selection policy
(d) all of these
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
Directing is one of the important functions of HRM which
comes under___________.
(a) managerial function
(b) operative function
(c) technical function
(d) behavioral function
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.
Which of the following is a method of collection of
information for job analysis?
(a) Questionnaire method
(b) Ratio analysis
(c) Optimization models
(d) Trend analysis
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
How HRM has become a highly specialized job?
(a) It is concerned with obtaining and maintaining a satisfied work
force.
(b) It maximizes the output and satisfaction of the employees.
(c) Promote group satisfaction and individual development.
(d) Optimum utilization of man-power by motivation and improving
the efficiency.
Job specification includes _____________.
(a) Physical characteristics
(b) Psychological characteristics
(c) Personal characteristics
(d) all of these
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
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 behavioral science, new ideas in man,
management and advances in the field of training and development.
(d) None of the above.
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.
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.
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 organization
headquartered in another country _____________.
(a) Home Country National
(b) Host Country National
(c) Third Country National
(d) Host Country
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.
Staffing includes _______.
(a) workload estimation
(b) termination
(c) appointments of personnel, placement
(d) all of these
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
MPDQ stands for_____________.
(a) Management Position Description Questionnaire
(b) Management Process Descriptive Questions
(c) Methods for Personality Development Questions
(d) Modern Positions Developed Qualitatively
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.
The process of helping unwanted present employees find
new jobs with other firms called ______________.
(a) Outplacement
(b) Replacement
(c) Placement
(d) Employment
How can we understand the nature of human factor?
(a) Through determinants of human behavior
(b) According to the behavior of people at work
(c) The way the management influences an individual and a group.
(d) Through the study of human behaviour in organisation.
Trend analysis is a ______________
(a) Forecasting technique
(b) Skills inventory
(c) Job analysis technique
(d) Markov analysis
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
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) behavioral function
Quality improvement is_____________.
(a) a team effort
(b) achieved by quality inspector
(c) zero things gone wrong
(d) tough job, and not possible
“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
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
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
When an employee expresses organizationally desired
emotions during interpersonal transactions, then it is
known as_______________ .
(a) emotional labor
(b) displayed emotions
(c) felt emotions
(d) moods
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
Grievance redressal, discipline, collective bargaining
are_______________ of HRM.
(a) integration function
(b) procurement function
(c) development function
(d) behavioral function
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
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.
In-basket training is involved in
(a) vestibule training
(b) on-the job training
(c) simulation
(d) coaching
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
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
A strike called by a section of workers/union members
without authorization from proper authority of the union is
called
(a) sectional strike
(b) jurisdictional strike
(c) wild cat strike
(d) sympathetic strike
A form of participative management?
(a) information-sharing
(b) associative participation
(c) consultative participation
(d) all of the above
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
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
The primary goal of HRD is –
a. To increase productivity of workers / and organizational
profitability
b. Improve workers’ skill and enhance motivation, to prevent
obsolesces at all levels
c. prevents obsolescence and increase organisational profitability only
d. Both (a) + (b)
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)
Knowledge management refers for critical issues of
a. Organizational 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)
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)
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)
The objectives of HR audit are –
a. to determine the effectiveness of management programmes
b. analyzes 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
Employee accountability is strengthening in
a. HR Audit
b. HR Training
c. Succession Planning
d. HR functions
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
Promotion is basically a reward for –
a. Efficiency
b. Seniority
c. Physical fitness
d. Retention
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)
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
Career path planning is affected by –
a. Employee preference
b. Employee requirements
c. Employee preference/employee’s requirement and structure of the
organization
d. Both (a) + (b)
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
The term industrial relations mean –
a. Relationship between Management and Labor
b. Relationship between organization and employees
c. Relationship that grows out of employment
d. All above
Collective bargaining is a procedure regulated by
agreements between their –
a. Bargaining agents and employers
b. Employees and employees
c. Employers and employers
d. Labor officer and Trade unions
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
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.
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)
Functions of the personnel management can be described as
–
a. Managerial
b. Operative
c. Developmental
d. Both (a) + (b)
e. All above
Lockout is a weapon available to –
a. Employees
b. Trade Unions
c. Employers
d. Government
How the conflicts within employers and employees can be
settled or prevented?
a. Voluntary method
b. Government Machinery
c. Statutory Measures
d. All above
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
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
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
Why grievances should be redressed?
a. Affects the individual
b. Affects the management
c. Collective disputes conversion
d. All above
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
Managerial functions, in personnel management can be –
a. Planning / Organizing / directing and controlling
b. Recruitment / placement / employment / Development and
motivation
c. Compensation / maintenance of health / employers’ welfare
d. Both (a) + (b) only
Benchmarking is
(a) 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 organizations 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
Reengineering starts with a —
(a) High-level assessment of the organization’s mission
(b) Strategic goals
(c) Customer demands
(d) All of the above
Change Management is –
(a) It is a systematic approach in dealing with change from the indi-
vidual & organizational level
(b) A gradual process of approach in the workplace due to new poli-
cies, technology, or even a new boss
(c) Both (a) and (b)
(d) None of the above
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 will help the
organization 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
realization of the company’s objectives by providing the right type &
right number of personnel
(d) All of the above
Who is responsible to manage change?
(a) Employees
(b) Management
(c) Executives
(d) (b) & (c)
Personnel Management is-
(a) A managerial function of planning, organising, directing, control-
ling, 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
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
(c) The employer cannot afford to neglect these actions which results
in monetary loss
(d) All of the above
ROI Stands for —
(a) Return on Insurance
(b) Return on Investment
(c) Rate on Insurance
(d) Risk on Insurance
The term “Learning Organization” means –
(a) People of all Levels, individually or collectively are continually in-
creasing 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
Line Management is –
(a) Hierarchical chain of command from executive to front-line level in
which top management has direct authority
(b) Organized along cross-functional lines, such as employee devel-
opment or strategic direction
(c) Both of (a) and (b)
(d) None of the above
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
Interviews can be —
(a) One-to-one
(b) Panel interview
(c) Sequential Interview
(d) All of the above