Human Resource Management and HR planning

Unit 1
Multiple Choice Questions with Answer Key

1. The development and application of employees' skills and

energies to accomplish the goals and objectives of the organisation
is called:

a. human resource management.

b. human resource planning.
c. selection.
d. recruiting.

Answer: a

2. 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

3. Human resource planning techniques include the use of some or

all of the following:

a. human resource inventories.

b. action plans.
c. control and evaluation.
d. all of the above.

Answer: d
4. Which term describes the process of gathering, analysing and
synthesising information about the jobs that are being done and any
new jobs that are envisaged?

a. job description.
b. job analysis.
c. job specification.
d. human resource inventory.

Answer: b

5. The first step in a typical job analysis is to examine the overall

organisation. The next step is:

a. collect data on jobs.

b. prepare job description.
c. prepare job specification.
d. select jobs to be analysed.

Answer: d

6. A job _________ is a written statement of the job's activities, the

equipment required for it, and the working conditions in which it
exists.

a. analysis.
b. specification.
c. design.
d. description.

Answer: d
7. Which of the following is a written statement of the skills,
knowledge, abilities, and other characteristics needed to perform a
job effectively?

a. job design.
b. job specification.
c. job analysis.
d. job description.

Answer: b

8. Job ___________ is the process of describing jobs and arranging

their interrelationships.

a. design.
b. specification.
c. analysis.
d. description.

Answer: a

9. Increasing the number and variety of tasks assigned to a job is

called:

a. job rotation.
b. job enlargement.
c. job enrichment.
d. A & C.

Answer: b
10. Which of the following is not a core dimension of a job?

a. skill variety.
b. task identity.
c. task significance.
d. high internal work motivation.

Answer: d

11. All of the following are sources of internal recruiting except:

a. job posting.
b. employee recommendations.
c. advertisements.
d. transfers.
Answer: c

12. An individualised outline of training, experience and possibly

education designed to facilitate an employee's growth and enhance
opportunities for advancement is called:

a. job description.
b. career development plan.
c. assessment sheet.
d. interview form.

Answer: b
13. A formal, systematic appraisal of the qualitative and quantitative
aspects of an employee's performance is called:

a. performance evaluation.
b. performance appraisal.
c. performance analysis.
d. orientation.

Answer: a

14. Which of the following is not a personal benefit?

a. sick leave.
b. flex benefit.
c. sales bonus.
d. dental plan.

Answer: c

15. SHRM states that HR department must plan its activity in a

_____ way.

a. Strategic
b. Modern
c. Technical
d. Systematic

Answer: a
16. A job analysis may answer the question "What skills are needed
to perform the activities?"

a. True
b. False

Answer: a

17. The last step in a typical job analysis is to prepare a job

specification.

a. True
b. False

Answer: a

18. Job specialisation can lead to employees becoming bored and

careless, resulting in decreased productivity and quality.

a. True
b. False

Answer: a

19. Job enrichment addresses non-managerial employees' needs

for growth, recognition, and responsibility.

a. True
b. False

Answer: a
20. In any approach to job enrichment, managers should first
consider the psychological and emotional steps that are most likely
to cause the employees to reach the desired outcomes.

a. True
b. False

Answer: b

21. The greatest advantage of hiring from within is that it helps

maintain employee morale.

a. True
b. False

Answer: a

22. The responsibility for planning and coordinating training

programs within an organisation usually falls to the department
managers.

a. True
b. False

Answer: b

23. The terms pay equity and equal pay are interchangeable.

a. True
b. False

Answer: b
24. SHRM acts as link between the employees and the _______

a. Organisational goal
b. Management
c. Trade union
d. HRM objective
Answer: a

25. Inability of HR to think ______ is a barrier to implement SHRM

a. Systematically
b. Practically
c. Strategically
d. Technically

Answer: c

26. Focus on ______ is a barrier to SHRM

a. Financial terms
b. Long term profit
c. Short term performance
d. Short term investment

Answer: c

27. The aims of SHRM does not include

a. Strategic capability
b. Employee satisfaction
c. Unifying framework
d. Sense of direction

Answer: b
28. The changing role of HR manager does not include

a. Employee advocate
b. Welfare leader
c. Change Agent
d. Change Champion

Answer: b

29. Proactiveness and concerned with organisation effectiveness is

the characteristic of

a. Personnel Management
b. SHRM
c. HRM
d. None of the above

Answer: b

30. Environmental uncertainties is one of the factors that affects

a. HRM
b. SHRM                
c. HRP                                            
d.  HRD

Answer: c
31. The human resource planning is done based on the

a. Market condition          
b. Financial condition      
c. External environment            
d. Organisational Plan

Answer: d

32. Resistance from employees is __________ to HRP

a. Objective                
b. advantage                        
c. scope                        
d. Disadvantage

Answer: d

33. Which one of the following is not a part of Process of Human

resource planning

a. Analysing existing HR                                  
b. Implementation of HR plan
c. recruitment                                                  
d. Analysing organisational objective

Answer: c
34. ___________________ is process by which an organisation
should move from it current manpower position to its desired
manpower position

a. HRP            
b. HRM              
c. SHRM                        
d. All of the above

Answer: a

35. Collection or aggregation of tasks, duties & responsibilities is

known as

a. HRIS                    
b. JOB                
c. Role                      
d. Designation

Answer: b

36.  ____________ involves a collection of job related information

a. Job Description                  
b. Job analysis                
c. Job designing                          
d. None of the above

Answer: b
37.   _________________ Detailed & systematic study of
information relating to operations & responsibilities of a specific job

a. Job Description              
b. Job analysis                
c. Job designing                    
d. None of the above

Answer: b

38.   _______________ is a statement of human qualifications

necessary to do the job

a. Job Description              
b. Job analysis                  
c. Job specification                    
d. None of the above

Answer: c

39. ____________ is a Process of obtaining all Pertinent Job Facts

a. Job Description              
b. Job analysis                  
c. Job specification              
d. None of the above

Answer: b
40. Working condition and Hazards involved in a job is included in

a. Job Analysis        
b. Job Description        
c. Job Design       
d. none of the above

Answer: b

41. Techniques of collecting Job Analysis Data does not include

a. Personal observe        
b. Training        
c. Maintenance of log records        
d. Sending out questionnaires

Answer: b

42. Process of forecasting, developing & controlling human

resource in an enterprise is _________________

a. HRP               
b. HRD               
c. HRM              
d. SHRM

Answer: a
43. The human resource planning is done based on the
____________

a. HRM functions       
b. organisational Plan.       
c. HRM Scope       
d. Market situation

Answer: b

44. The first step of HRP is

a. Forecasting future HR needs              

b. Analysing existing HR needs
c. Implementation of HR plan                  
d. Evaluate & redesign of HR plan

Answer: a

45. A written summary of content & context of job is called

_______________________

a. Job Analysis        
b. Job Description        
c. Job Specification        
d. Job Design

Answer: b

46. A group of positions that have similar duties, tasks &

responsibilities is called ____________

a. Job               
b. Duty              
c. Designation              
d. Grade

Answer: a
47. ______________ can be derived from Job Analysis

a. Job Description        
b. Job Specification       
c. Both A & B       
d. Neither A nor B

Answer: c

48.  _________ is a process which enables the organisation to run

smoothly by supplying required and desired work force at the right
time.

a. HRP              
b. HRD               
c. HRM               
d. SHRM

Answer: a

49. The activities in HRP doesn’t includes

a. Forecasting future HR needs                                   

b. Analysing existing HR
c. Recruitment                                                              
d. Evaluate & redesign of HR plan

Answer: c
50. Evaluation helps to determine the extent to which _____ have
been achieved.

a. Efficiency
b. Profit
c. Training objectives
d. Employee satisfaction

Answer: c