Chapter 1: Introduction to Human Resource Management

1.​ What is the primary purpose of Human Resource Management (HRM)?

○​ A) Manage employee benefits
○​ B) Increase profitability
○​ C) Align employee performance with organizational goals
○​ D) Handle payroll
○​ Answer: C) Align employee performance with organizational goals
2.​ Which of the following is NOT a function of HRM?
○​ A) Recruitment
○​ B) Marketing
○​ C) Performance appraisal
○​ D) Training and development
○​ Answer: B) Marketing
3.​ Which HR function ensures that the right number of employees with the right
skills are available when needed?
○​ A) Job analysis
○​ B) Personnel planning
○​ C) Performance management
○​ D) Compensation management
○​ Answer: B) Personnel planning
4.​ What is the role of HR in organizational competitiveness?
○​ Answer: HR ensures the organization attracts, develops, and retains talent to
maintain a competitive advantage.
5.​ How does HR contribute to ethical business practices?
○​ Answer: HR establishes ethical guidelines, ensures compliance with labor laws,
and fosters a culture of integrity.

Chapter 3: HRM Strategy and Analysis

6.​ What is strategic HRM?

○​ Answer: Strategic HRM aligns HR policies and practices with business strategy
to gain a competitive advantage.
7.​ Which analysis tool helps HR assess external factors affecting the organization?
○​ A) SWOT analysis
○​ B) Job analysis
○​ C) Talent mapping
○​ D) Balanced scorecard
○​ Answer: A) SWOT analysis
8.​ What is the primary purpose of HR analytics?
 ○​ Answer: To use data and metrics to make informed HR decisions and improve
workforce management.
9.​ Which strategy focuses on maintaining high-quality talent within an organization?
○​ A) Cost-leadership strategy
○​ B) Differentiation strategy
○​ C) Retention strategy
○​ D) Workforce diversity strategy
○​ Answer: C) Retention strategy
10.​How can HR support organizational agility?
●​ Answer: By implementing flexible work policies, continuous learning, and adaptive
workforce planning.

Chapter 4: Job Analysis & Design

11.​What is job analysis?

●​ Answer: A process of collecting information about job duties, responsibilities, and
required skills.
12.​Which method of job analysis involves directly observing employees?
●​ A) Interview method
●​ B) Questionnaire method
●​ C) Observation method
●​ D) Diary/log method
●​ Answer: C) Observation method
13.​What is the purpose of a job description?
●​ Answer: It outlines job duties, responsibilities, and qualifications for a specific role.
14.​Which concept refers to redesigning jobs to make them more engaging?
●​ A) Job rotation
●​ B) Job enlargement
●​ C) Job enrichment
●​ D) Job evaluation
●​ Answer: C) Job enrichment
15.​What is the difference between job enlargement and job enrichment?
●​ Answer: Job enlargement adds more tasks at the same skill level, while job enrichment
adds responsibilities requiring higher skills.
16.​Which job design approach emphasizes efficiency and task specialization?
●​ A) Human relations approach
●​ B) Scientific management approach
●​ C) Job characteristic model
●​ D) Flexible work design
●​ Answer: B) Scientific management approach
17.​What is competency-based job analysis?
 ●​ Answer: A method that focuses on identifying the skills and behaviors needed for job
success rather than just job tasks.
18.​Which document is essential for recruitment, training, and performance appraisal?
●​ A) Employee handbook
●​ B) Job specification
●​ C) Job description
●​ D) Organizational chart
●​ Answer: C) Job description
19.​What is the main challenge in conducting job analysis?
●​ Answer: Ensuring job data is up-to-date and accurately reflects job responsibilities.
20.​Why is job design important for employee motivation?
●​ Answer: Well-designed jobs increase engagement, autonomy, and satisfaction, leading
to higher productivity.

Chapter 5: Personnel Planning and Recruiting

21.​What is the first step in the recruitment process?

●​ A) Conducting interviews
●​ B) Posting job advertisements
●​ C) Identifying workforce needs
●​ D) Screening candidates
●​ Answer: C) Identifying workforce needs
22.​Which recruiting method is best for filling high-level executive positions?
●​ A) Employee referrals
●​ B) Online job portals
●​ C) Campus recruitment
●​ D) Headhunting
●​ Answer: D) Headhunting
23.​What is internal recruitment?
●​ Answer: Filling job vacancies with existing employees rather than hiring externally.
24.​How does workforce planning benefit an organization?
●​ Answer: It ensures the right number of employees with the necessary skills are
available when needed.
25.​What is the main disadvantage of external recruitment?
●​ Answer: Higher costs and longer onboarding time.
26.​Which recruiting technique uses AI for candidate screening?
●​ A) Headhunting
●​ B) Applicant Tracking System (ATS)
●​ C) Internship programs
●​ D) Employee referrals
●​ Answer: B) Applicant Tracking System (ATS)
27.​Why do companies conduct pre-employment testing?
 ●​ Answer: To assess candidates' skills, cognitive abilities, and cultural fit.
28.​Which law impacts recruitment and prohibits employment discrimination?
●​ A) Fair Labor Standards Act
●​ B) Equal Employment Opportunity (EEO) Act
●​ C) Occupational Safety and Health Act
●​ D) National Labor Relations Act
●​ Answer: B) Equal Employment Opportunity (EEO) Act
29.​What is the purpose of structured interviews?
●​ Answer: To ensure consistency and fairness in the hiring process.
30.​What is employer branding in recruitment?
●​ Answer: Building a company’s reputation to attract top talent.

Bonus Questions (Difficult Level)

31.​How does HRM align with an organization’s strategic goals?

●​ Answer: By developing HR policies that support business objectives, such as talent
management and leadership development.
32.​Which HR metric measures the effectiveness of the recruitment process?
●​ Answer: Time-to-fill and cost-per-hire.
33.​What is job crafting?
●​ Answer: Employees modifying their job roles to better align with their skills and
interests.
34.​How does HR manage workforce diversity?
●​ Answer: Through inclusive hiring, training programs, and diversity policies.
35.​What is a passive job seeker?
●​ Answer: A professional not actively seeking a job but open to opportunities.
36.​What is the biggest challenge in HR analytics?
●​ Answer: Integrating data from multiple sources for meaningful insights.
37.​How does AI impact HR recruitment?
●​ Answer: It automates resume screening, reduces bias, and improves hiring efficiency.
38.​What is an HR scorecard?
●​ Answer: A tool that tracks HR metrics and their impact on business outcomes.
39.​What is the main goal of talent management?
●​ Answer: Attracting, developing, and retaining high-performing employees.
40.​Why is cultural fit important in recruitment?
●​ Answer: It ensures alignment between employees’ values and company culture, leading
to higher retention and satisfaction.