Human Resource Management | 60+ MCQ | Part 5
HRM Job Analysis: MCQ Questions
Q1: Human resource management emphasizes -
a) Development of people
b) Punishment of people
c) Adoption of people
d) None of these
Ans: A
Q2: Human resource management is an amalgam of -
a) Job analysis, recruitment, and selection
b) Social behavior and business ethics
c) Organizational behavior, personnel management, and industrial relations
d) Employer and employees
Ans: C
Q3: Planning, organizing, and controlling of procurement, development, compensation, and integration of human resources to achieve individual, organizational, and societal objectives was defined by -
a) Storey
b) Flippo
c) Vetter
d) F.W. Taylor
Ans: B
Q4: Operative functions of HRM include -
a) Procurement, development, compensation & motivation
b) Maintenance
c) Integration and emerging trends
d) All of these
Ans: D
Q5: Basic managerial functions of HRM are -
a) Planning, organizing, staffing
b) Planning, organizing, and coordinating
c) Planning, organizing, directing, and controlling
d) None of these
Ans: C
Q6: Which of the following statements is/are correct?
a) HRM is a strategic management function
b) Under HRM, employees are treated as resources
c) HRM is the management of skills, talent, and abilities
d) HRM lacks organization to achieve its goals
Ans: B
Q7: Following are the characteristics of HRM except -
a) Pervasive function
b) Interdisciplinary function
c) Integrating mechanism
d) Job oriented
Ans: D
Q8: Challenges faced by Human Resource Management include -
a) Technological changes, workforce diversity, globalization
b) Productivity, career planning
c) Compensation management
d) Downsizing and voluntary retirement scheme
Ans: A
Q9: The process of familiarizing new employees with the organization's rules and regulations is known as -
a) Placement
b) Induction
c) Recruitment
d) Selection
Ans: B
Q10: Human resource management means -
a) A method by which an organization collects, maintains, and reports information on people and jobs
b) The process of integrating employee needs and aspirations with organizational needs
c) The process of bringing people and organizations together so that the goals of each are achieved
d) The efforts to make life worth living for workers
Ans: C
Q1: Training process is -
a) Short term
b) Medium term
c) Long term
d) None of these
Ans: A
Q2: OJT stands for -
a) On-the-job training
b) On-the-job technique
c) On-the-job technology
d) Off-the-job training
Ans: A
Q3: On-the-job training includes -
a) Coaching
b) Conference
c) Understudy
d) All of these
Ans: D
Q4: In ______ training, a training centre is set up and actual job conditions are duplicated or simulated in it -
a) Classroom
b) Apprenticeship
c) Internship
d) Vestibule
Ans: D
Q5: ______ is the process of imparting or increasing knowledge or skills of an employee for a particular job.
a) Training
b) Development
c) Motivation
d) Leadership
Ans: A
Q6: Methods of training and development are -
a) Off-the-job
b) On-the-job
c) Both (a) and (b)
d) None of these
Ans: C
Q7: ______ is a device or situation that replicates job demands on the job site.
a) Brainstorming
b) Simulation
c) Artificial intelligence
d) Transactional analysis
Ans: B
Q8: Management development -
a) Is short-term in nature
b) Focuses on employees’ current job
c) Is an informal activity
d) Aims at overall development of a manager
Ans: D
Q9: Off-the-job training methods include -
a) Vestibule training
b) Syndicate
c) Sensitivity training
d) All of these
Ans: D
Q10: Simulation techniQof off-the-job method includes -
a) Role playing
b) In-basket exercise
c) Case study
d) Management game
e) All of these
Ans: e
Q1: The relative worth of a job is determined by -
a) Job design
b) Job analysis
c) Job evaluation
d) Job change
Ans: C
Q2: Methods of job evaluation are -
a) Qualitative method
b) Quantitative method
c) Both (a) and (b)
d) None of these
Ans: C
Q3: Quantitative job evaluation methods include -
a) Ranking method
b) Point rating method
c) Factor comparison method
d) Both (b) and (c)
Ans: D
Q4: Qualitative job evaluation methods include -
a) Ranking
b) Grading
c) Point rating
d) Both (a) and (b)
Ans: D
Q5: The process of studying and collecting information about a job is known as -
a) HRP
b) Job design
c) Job analysis
d) Job evaluation
Ans: C
Q6: Job analysis results in -
a) Job description
b) Job specification
c) Job evaluation
d) All of the above
Ans: D
Q7: Job description contains details such as -
a) Job title, location, and duties
b) Machines, tools, and equipment
c) Materials, working conditions, and hazards
d) All of these
Ans: D
Q8: ______ is a factual statement of tasks & duties involved in a job.
a) Job description
b) Job specification
c) Job analysis
d) Job evaluation
Ans: A
Q9: Job specification is a statement of -
a) Minimum qualifications required for a job
b) Technical job requirements
c) Machines to be used
d) None of these
Ans: A
Q10: Job analysis is helpful in -
a) HRP, recruitment, and selection
b) Training and development
c) Job evaluation and performance appraisal
d) All of these
Ans: D
Q11: ______ arranges the jobs in numerical order from highest rank to lowest rank based on duties and responsibilities.
a) Ranking method
b) Grading method
c) Point rating method
d) Factor comparison method
Ans: A
Q12: In ______, predetermined groups or classes are established, and jobs are assigned to each classification.
a) Ranking method
b) Grading method
c) Point rating method
d) Factor comparison method
Ans: B
Q13: In ______, the more compensable factors a job possesses, the more points are assigned to it.
a) Ranking method
b) Grading method
c) Point rating method
d) Factor comparison method
Ans: C
Q14: In ______, a few key jobs are selected and compared in terms of common factors.
a) Factor comparison method
b) Ranking method
c) Grading method
d) Point rating method
Ans: A
Q15: ______ is the systematic, periodic, and impartial rating of an employee’s excellence in matters related to their present job and potential for future roles.
a) Performance appraisal
b) Compensation and motivation
c) Training and development
d) Performance indicator
Ans: A
Q16: Traditional methods of performance appraisal include -
a) Confidential reports
b) Paired comparison method
c) Free form or essay method
d) All of these
Ans: D
Q17: Modern methods of performance appraisal include -
a) Assessment center method
b) Management by objectives (MBO)
c) BARS (Behaviorally Anchored Rating Scale)
d) All of these
Ans: D
Q18: ______ is a performance appraisal techniQin which appraisers rate critical employee behavior.
a) MBO
b) BARS
c) BOS
d) BOSS
Ans: B
Q19: ______ is a performance appraisal techniQthat involves an agreement between employees and managers on goals to be achieved in a given period.
a) Rating scales
b) BARS
c) BOS
d) MBO
Ans: D
Q20: The combination of peer, superior, subordinate, and self-review appraisal is known as -
a) 360° appraisal
b) Human resource accounting system
c) All-round review
d) Feed forward
Ans: A
