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hrm MCQs

Practise multiple-choice questions from hrm for competitive examinations and subject revision. Review each marked answer and report any item that may be outdated or unclear.

hrm Mcqs
1. The biggest problem facing e-HR is the___________?
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A. diversity of HR

B. security of HR data

C. sustainability of HR

D. rarity of HR

2. For forecasting the demand for manpower, the important techniques used are_____________?
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A. Delphi Techniques

B. Statistical Techniques

C. All of the above

D. Work Study Techniques

3. Scope of the HRM includes ______________?
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A. HR training and development

B. All of the above

C. Industrial relations

D. Retirement and separation of employees

4. One of the dimensions included in the Harvard Model is ______________?
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A. Behavioral interest

B. HR outcomes interest

C. Stakeholders interest

D. Performance interest

5. A list of the duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities of a job as a product of a job analysis is _____________?
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A. job design

B. job enlargement

C. job enlistment

D. job description
6. Which of the following is the area from which applicants can be recruited?
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A. Labour Market

B. mployees Association

C. Labour Schemes

D. Employment Lines

7. The Integrated system model is also known as ___________?
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A. Harvard Model

B. Michigan Model

C. Warwick System Model

D. Integrated Model

8. Which of the following is not a function normally performed by HR department?
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A. Employee Relations

B. Accounting

C. Recruitment and Selection

D. Pay and Reward

9. Manpower inventory is ____________?
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A. the data as calculated by demand forecast and compared with inventory in respect of manpower

B. to prepare inventory for scheduling manpower

C. the data collected about the present employees of an organization

D. to find out how manpower is to be utilized

10. Job identification is one of the components of _____________?
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A. job design

B. job evaluation

C. job description

D. job specification

11. Which of the following role a manager performs as a Resource allocator?
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A. Supportive role

B. Interpersonal role

C. Informational role

D. Decisional role
12. ___________ best defines how well a test or selection procedure measures a persons attributes.
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A. Validity

B. Testing

C. Reliability

D. Organizational constraint

13. Why are employers interested in employee engagement?
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A. Because engaged employees are more motivated and prepared to give their best to make the firm succeed

B. To encourage employees to trust their manager

C. To make employees work harder for less

D. To make a quick profit

14. Job Characteristics Model is proposed by ____________?
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A. Hackman and Oldham

B. Hockman and Oldcham

C. Horkman and Olatham

D. Hockman and Coldham

15. A broad statement of the purpose, scope, duties and responsibilities of a particular job is___________?
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A. job design

B. job description

C. job specification

D. job analysis

16. E-recruiting methods include____________?
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A. internet job boards

B. all of the above

C. career websites

D. employer websites

17. Recruitment is widely viewed as a ___________ process?
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A. Positive

B. Negative

C. Both Positive and Negative

D. Unnecessary

18. Which one of the following responsibilities is specifically associated with the HR function of employee relations?
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A. Job design

B. HR information systems

C. Conducting attitude surveys

D. Work analysis

19. Which of the following statements is false?
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A. Organizations are now less hierarchical in nature

B. Organizations are now generally focusing upon domestic rather than international matters

C. Organizations have been subject to a raft of organizational change programs

D. Organizations have adopted more flexible norms

20. Behavioral factors affecting job design are _____________?
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A. Feedback

B. Diversity

C. All of the above

D. Autonomy

21. Human Resource Management is______________?
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A. Employer oriented

B. None of the above

C. Employee oriented

D. Legally oriented

22. The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is ______________?
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A. job description

B. job design

C. job analysis

D. job recruitment

23. The objectives of HRM are categorized as _____________?
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A. Personal objectives

B. Organisational and social objectives

C. All of the above

D. Functional objectives

24. Manpower inventory involves ________________?
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A. the classification of characteristics of personnel in an organisation, in addition to counting their number.

B. the classification of characteristic features of functions for inventory in addition to the total number of functions.

C. the classification of the inventory of workers in an organisation in addition to the qualities.

D. the classification of characteristics of managers qualities in addition to their number.

25. Factors affecting job design are ____________?
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A. environmental factors

B. behavioral factors

C. all of the above

D. organizational factors

26. The Integrated System Model of Strategic Human Resource Manaqement acknowledges the existence within the organisation of _______________?
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A. multiple stakeholders

B. multiple cultural and strategic environment

C. multiple recruitment integrated system

D. multiple structural organisations

27. Although many authors experience difficulty in distinguishing between personnel management and HRM, it can be argued that HRM is the elevation of personnel management to a more___________level.
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A. operational

B. Strategic

C. organisational

D. centralized

28. The best hiring occurs when the goals of which of the following should consistent to each other?
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A. Lower managers, Top managers

B. HR managers, Finance managers

C. Head office, Brand

D. Organisation, individual
29. Recruitment__________________
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A. precedes selection

B. follows selection

C. none of the above

D. matches selection

30. The Michigan Model emphasis the following functions and their interrelates.
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A. appraisal, rewards, promotions and retention

B. selection, recruitment, rewards and promotion

C. selection, appraisal, rewards and human resource development

D. selection, recruitment, induction and promotions

31. HRM is considered as____________?
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A. a reactive function

B. a proactive function

C. an auxo-reactive function

D. an auxiliary function

32. Treating employees as precious human resources is the basis of the__________approach?
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A. Soft HRM

B. Medium HRM

C. Utiliarian approach

D. Hard HRM

33. . The best medium to reach a large audience for the process of recruitment is___________?
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A. Employee referrals

B. Casual applicants

C. Employment agencies

D. Advertising
34. The division of the total task to be performed into a manageable and efficient unit is____________?
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A. a job description

B. a job design

C. a job analysis

D. a job specification

35. Selection is_________?
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A. Normative

B. Objective

C. Positive

D. Subjective
36. The HR policy which is based on the philosophy of the utmost good for the greatest number of people is covered under the_____________?
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A. utilitarian approach

B. approach based on rights

C. approach based on justice

D. configurational approach

37. Which of the following statement represents effectiveness ?
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A. Achieve most output with least input

B. Achieve most output in less time

C. Achieve mass production

D. Achieve Organisational goals
38. The scope of HRM does not include ____________?
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A. Manpower planning

B. Training of employees

C. Maintenance of accounts

D. Retirement of employees

39. The meaning of the acronym HRM is ______________?
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A. Human Relations Management

B. Humanistic Resource Management

C. Human Resource Management

D. Human Resourceful Management

40. Recruitment is widely viewed as a ______________?
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A. negative process

B. none of the above processes

C. positive as well as negative process

D. positive process
41. Organisational factors affecting job design are ______________?
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A. ergonomics and cultural factors

B. workforce and cultural factors

C. feedback and diversity factors

D. employee availability and abilities

42. systematic and orderly process of determining the worth of a job in relation to other jobs is ____________?
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A. job description

B. worth job specification

C. job identification

D. job evaluation
43. Which of the following department is responsible for handling safety & health issues of employees?
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A. Procurement department

B. HR department

C. Finance department

D. Marketing department

44. A brief write-up of what the job is all about is ____________?
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A. job finding

B. job summary

C. job specification

D. job analysis

45. Recruitment policy usually highlights need for establishing ____________?
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A. job description

B. job specification

C. job analysis

D. none of the above

46. What are the ideas underpinning soft, commitment or high-road HRM practices?
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A. Employees are a cost which should be minimized.

B. A lack of mutuality existing between employee and employer

C. A disregard for unlocking discretionary effort

D. Labour needs to be treated as assets to be invested in.
47. What is meant by the term Management by Objectives?
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A. The control of the Organisation by those in the head office

B. The system of management that is based on bringing together experts into a team

C. The setting of objectives to bring about the achievement of the corporate goals

D. A. system of giving the authority to carry out certain jobs by those lower down the management hierarchy

48. High job satisfaction is the outcome of which of the following core dimensions described by the Job Characteristics Model?
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A. Task identity

B. Feedback

C. Task significance

D. Autonomy
49. The process of developing the applicants pool for job openings in an organization is called___________?
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A. Selection

B. Hiring

C. Recruitment

D. Retention

50. Why does the Resource-based view of SHRM represent a paradigm shift in SHRM thinking?
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A. Because it advocates tight vertical integration between the organisations business strategy and human resource strategy.

B. Because it focuses on the external context of the business

C. Because it relies on a set of high-commitment HR practices to deliver sustainable competitive advantage.

D. Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage