Human Resource

Management Multiple
Choice Questions and
Answers

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)
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)
Q101. The core elements of HRM are –
(i) People
(ii) Management
(iii) Behavioural Dynamics
(iv) Uniformity of application
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iv
Ans. (d)
Q102. What are the key HRM practices in Indian
Organizations?
(i) Job Description
(ii) Recruitment
(iii) Compensation
(iv) Training & Development
(v) Performance Appraisal
(vi) Promotion &
reward (vii)Career
Planning
(viii) Gender equity
(a) i, ii, iii, v, vi
(b) iv, vii, viii
(c) only vi
(d) Both (a) and (b)
Ans. (d)
Q103. In a , teams are formed and
team members report to two’ or more managers.
(a) Formal Organization
(b) Informal Organization
(c) Matrix Organisation
(d) Divisional Organization
Ans. (c)
Q104. refers to the attitudinal and
behavioural characteristics of a group and is
concerned with how groups form, their structure
and process, and how they function,
(a) Group dynamics
(b) Organic structure
(c) Functional Structure
(d) Matrix organization
Ans. (a)
Q105. Benchmarking is
(a) T the process of comparing the business processes &
perform- ance metrics including cost, cycle time,
productivity to another that is widely considered to be an
industry leader
(b) A process in which the organisations 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
Ans. (c)
Q106. Reengineering starts with a —
(a) High-level assessment of the organisation’s mission
(b) Strategic goals
(c) Customer demands
(d) All of the above
Ans. (d)
Q107. Change Management is –
(a) It is a systematic approach in dealing with change from
the indi- vidual & organisational 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
Ans. (c)
Q108. What are the different processes of Discipline
Management?
(i) Counselling
(ii) Reformative Theory
(iii) Disciplinary Process
(iv) Disciplinary Procedure & Principles of Natural Justice
(v) Principles of Natural Justice
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv, v
(d) only ii
Ans. (c)
Q109. involves all the performance
monitoring, measurement, management being
outsourced from a third party or an external
organisation.
(a) Human Resource Outsourcing
(b) Human Resource Management
(c) Human Resource Business Process Outsourcing
(d) Performance Management Outsourcing
Ans. (d)
Q110. Performance Management System is –
(a) A formal, structured system of measuring, evaluating
job related behaviours & outcomes to discover reasons of
performance & how to perform effectively in future so that
the employee, organisation & society all benefit
(b) A process of looking both to the future & to the
past, in the context of the collective performance of
all the employees in an organisation
(c) The process of establishing goals, assessing
employees & im- plement the annual performance
appraisal process
(d) All of the above
Ans. (d)
Q111. Key Performance Indicators (KPI) is/are –
(a) A specific, agreed measure of achievement within a
KRA, which go on to make up the goals and objectives
measured under the performance appraisal process.
(b) objective, independent and standardized measures of
perform- ance not ratings or judgments of performance
(c) specific, measurable, attainable, realistic & time
bound which help to determine how much the KRA’s
are met
(d) All of the above
Ans. (d)
Q112. What are the advantages of Incentive Based
Compensations?
(i) Incentives are important for inducements and
motivation of workers for higher efficiency & greater
output
(ii) Increase in employee earnings, results in enhanced
standard of living of employees
(iii) Productivity increases & production capacity too,
with reduced supervision
(iv) Companies can reduce the burden of fixed costs by
keeping a portion of the remuneration as variable
(v) Tendency to bypass quality in pursuit of increased
output for higher incentives
(vi) Sometimes employees may disregard security
regulations due to payment by results approach adopted
for higher incentive figure
(vii) Overworking may affect employee health
(viii) Can demotivate employees not in a position to earn
higher in- centive due to sectional differences
(a) i, ii, iii, iv
(b) iii, iv, v, vi
(c) v, vi, vii, viii
(d) All of the above
Ans. (a)
Q113. 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, ca- pable of effectively & efficiently
completing those tasks that will help the organisation
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 realisation of the company’s objectives by
providing the right type & right number of personnel
(d) All of the above
Ans. (d)
Q114. Who is responsible to manage change?
(a) Employees
(b) Management
(c) Executives
(d) (b) & (c)
Ans. (d)
Q115. What are the roles of HRD professional?
(i) Planning – includes projections & planning for the
skilled matrix of manpower required for the future
organisation
(ii) Staffing – providing the competency matrix required
to face fu- ture challenges
(iii) Employee Development – identify cost effective &
modem methods of training for skill & competency
development
(iv) Performance Management – Developing an entire
gamut of per- formance linked measures to align individual
performance to the overall corporate performance
(v) Employee Rewards – with emphasis on pay for
performance & developing an incentive scheme that
would reduce fixed costs at the same time being
motivating
(vi) Maintaining quality of Work Life & Discipline – with
the impact of global workforce it is necessary to develop a
linked work-life dis- cipline for all employees in the
organisation
(a) i, ii, iii, iv
(b) ii, iii, iv, v
(c) iii, iv, v, vi
(d) All of the above
Ans. (d)
Q116. What are the objectives of HRM?
(i) Societal Objectives
(ii) Organisational Objectives
(iii) Functional Objectives
(iv) Personal Objectives.
(v) Statistical Objectives.
(a) i, ii, iii, iv
(b) ii, iii, iv, v
(c) i, ii, iv, v
(d) All of the above
Ans. (a)
Q117. HRM refers to –
(a) A management function that helps managers to
attract, set ex- pectations & develop members for an
organization.
(b) A set of programs, functions & activities designed &
carried out for maximum efficiency
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q118. How can a good employment brand help HR?
(i) Keep ahead in the talent war
(ii) Attract & induce the right kind of people she is looking
for
(iii) Enhance her ability to get quality resumes to choose
from
(iv) Retain her existing employee pool
(v) Subsequently see a dip in employee turnover
(a) i, ii, iii, iv
(b) i, ii, iii, iv, v
(c) i, ii, iv, v
(d) None of the above
Ans. (b)
Q119. How an Individual Training needs are
identified?
(i) Performance Appraisals
(ii) Interviews
(iii) Questionnaires
(iv) Employee Engagement surveys
(v) Training Feedback
(a) i, ii, iii, iv
(b) only iii
(c) i, ii, iv, v
(d) Both (b) and (c)
Ans. (d)
Q120. Job Rotation can be defined as –
(a) Lateral transfer of employees among a number of
different posi- tions and tasks within jobs which requires
different skills and re- sponsibilities
(b) It helps to understand the different steps into creating
a product or delivery
(c) It permits individuals to gain experience in various
phases of the business
(d) All of the above
Ans. (d)
Q121. Training & Development together helps in –
(i) Removing performance deficiencies
(ii) Offer Greater stability
(iii) Flexibility & capacity for growth
(iv) Reduces accidents, wastages & damages to machinery
(v) Reduces dissatisfaction, absenteeism & complaints
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv, v
(d) None of the above
Ans. (c)
Q122. Personnel Management is-
(a) A managerial function of planning, organising,
directing, controlling, 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
Ans. (d)
Q123. 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 re- sults in monetary loss
(d) All of the above
Ans. (d)
Q124. Cause of Genuine Grievance can be –
(a) Discrimination, lost opportunity, Injustice etc. done to
the em- ployee
(b) Harmony, Mutual trust & understanding
(c) Reasonable Charter of demands
(d) All of the above
Ans. (a)
Q125. Define the subject matter of Training
(a) Organisations need staff at all levels to be self-
sufficient, re- sourceful, creative & autonomous, but
they face the challenge in instilling confidence,
initiative & problem solving capabilities
(b) Performance & capability are ultimately dependent on
people’s attitude and emotional maturity. Helping them
to achieve on a
personal level provides a platform for trust and
emotional con- tracting with the organisation
(c) When people develop confidence, integrity & more
knowledge, they automatically become proactive,
solution-focused, responsive which has implications
across a whole team with multiplying effect
(d) All of the above
Ans. (d)
Q126. consists of the learning
opportunities designed to help employees to grow.
(a) Training
(b) Development
(c) Banking operations
(d) None of the above
Ans. (b)
Q127. Joint Management Councils are established in
an organisation which employs –
(a) 100 employees
(b) 300 employees
(c) 400 employees
(d) 500 employees or more
Ans. (d)
Q128. ROI Stands for —
(a) Return on Insurance
(b) Return on Investment
(c) Rate on Insurance
(d) Risk on Insurance
Ans. (b)
Q129. Talent Management consist of –
(i) Performance Evaluations to identify potentials
(ii) Psychological testing and assessment to determine
capability gaps
(iii) Training & development programmes
(iv) Project work & job experience to accelerate
development
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv
(d) only i
Ans. (c)
Q130. The term “Learning Organisation” means –
(a) People of all Levels, individually or collectively are
continually increasing 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 organi- sation as a whole
(d) All of the above
Ans. (d)
Q131. Line Management is –
(a) Hierarchical chain of command from executive to front-
line level in which top management has direct authority
(b) Organised along cross-functional lines, such as
employee devel- opment or strategic direction
(c) Both of (a) and (b)
(d) None of the above
Ans. (c)
Q132. is a process of transmission of massage
and understanding of information between two or
more people, it involves at least two parties – a
sender and a receiver.
(a) Body language
(b) Communication
(c) System
(d) None of the above
Ans. (b)
Q133. methods are generally applied on
the workplace while employees are actually
working.
(a) On the Job training
(b) Off the job training
(c) Both (a) & (b)
(d) None of the above.
Ans. (a)
Q134. 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 iden- tify & hire those with a greater likelihood of
success in a job
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q135. Interviews can be —
(a) One-to-one
(b) Panel interview
(c) Sequential Interview
(d) All of the above
Ans. (d)