Human Resource Management multiple choice questions and answers

Human Resource Management multiple choice questions and answers

Human Resource Management multiple choice questions and answers pdf. Strategic human resource management MCQ questions and answers.

Are you searching for the right answers to your Human Resource Management (HRM) multiple choice questions? If so, you’ve come to the right place.

This article is designed to provide a comprehensive overview of HRM multiple choice questions and their corresponding answers.

We will cover a range of topics including employee recruitment and selection, job analysis and design, compensation and benefits, training and development, as well as performance management.

Human Resource Management

What is Human Resource Management

Human Resource Management, commonly known as HRM, is the process of managing an organization’s employees to achieve its goals and objectives.

It involves a range of activities including recruitment, training, performance management, compensation and benefits administration, employee relations and more. Essentially, it encompasses all aspects of managing people within an organization.

The primary goal of Human Resource Management is to ensure that organizations have the right people in the right positions at the right time. This means recruiting and selecting the most suitable candidates for available job roles while ensuring that they are well-trained to perform their duties effectively.

Additionally, HRM aims to create a positive work environment where employees feel valued and motivated to contribute towards achieving organizational goals.

Effective Human Resource Management also involves ensuring compliance with labor laws and regulations as well as promoting diversity and inclusion within the workplace.

Human Resource Management MCQs

1. ___ is the primary resource without which other resources like money, materials, etc.
a. Personal
b. Human resource
c. Financial resource
d. All of the above
Ans. B

2. ___ is the process by which an organization ensures that it has the right number & kinds of people, at the right places, at the right time
a. HRM
b. Human resource
c. Human resource planning
d. All of the above
Ans. C

3. ___ Translates the organization’s objectives and plans into the number of workers needed to meet those objectives.
a. HRM
b. Human resource planning
c. Human resource
d. None of the above
Ans. B

4. The purpose of human resource planning is
a. To assess where the organization is
b. Where it is going
c. What implications do these assessments have on future supplies
d. All of the above
Ans. D

5 Human resource planning is vital because it –
a. Helps in determining the personal needs of the organization
b. Cope up with the changes in job contents etc
c. Is an essential component of strategic planning.
d. It helps to identify the surplus manpower
Ans. A

6. ___ are quite prominent in human resource practices due to absenteeism, seasonal employment, labour turnover, etc.
a. Changes
b. Uncertainties
c. Risks
d. All of the above
Ans. B

7. State whether the givens statement is true or not to avoid unbalances in the distribution and allocation of manpower
a. False
b. True
c. Incomplete
d. None of the above
Ans. B

8. ___ are perceived as experts in handling personnel matters but are not experts in managing the business.
a. HR practitioners
b. Planners
c. HR researchers
d. All of the above
Ans. A

9. A ___ is a systematic exploration of the activities within a job
a. Job design
b. Job rotation
c. Job analysis
d. Job description
Ans. C

10. Job analysis defines the
a. Duties
b. Responsibilities
c. Accountable
d. All of the above
Ans. D

11. It is a group of positions that are similar as to kind and level of work.
a. Job
b. Occupation
c. Task
d. All
Ans. A

12. Statement of the minimum acceptable human qualities necessary to perform a job properly
a. Task
b. Job specification
c. Job description
d. Job classification
Ans. B

13. ___ is a related group of actions designed to produce a definite outcome or result.
a. Job
b. Occupation
c. Task
d. Position
Ans. C

14. An organized factual statement of the duties and responsibilities of a specified job.
a. Occupation
b. Job description
c. Job
d. Job specification
Ans. B

15. A ___ is a written statement of what the job holder does, how it is done, and why it is done.
a. Job description
b. Job specification
c. Job enlargement
d. Job enrichment
Ans. A

16. It is the process of deciding on the content of a job in terms of its duties and responsibilities
a. Job description
b. Job specification
c. Job enlargement
d. Job enrichment
Ans. A

17. The final goal of the ___ is to integrate the needs of the individual with the organizations requirements
a. Job design
b. Job description
c. Job specification
d. All of the above
Ans. A

18. The horizontal expansion of jobs is
a. Job enrichment
b. Job enlargement
c. Job description
d. Job specification
Ans. A

19. “Adding zero to zero” concept was given by:-
a. Frederick Taylor
b. Mint berg
c. Frederick Hertz berg
d. None of the above
Ans. C

20. It is used as a device to screen the candidates at the preliminary level.
a. Application form
b. Application bank
c. Both a & b
d. Interview
Ans. C

21. ___ is useful as a process of eliminating undesirable and unsuitable candidates.
a. Preliminary interview
b. Group discussion
c. Written examination
d. Tests
Ans. A

22. It is used to measure a prospective employee’s motivation to function in a particular working environment.
a. Ability test
b. Personality test
c. Aptitude test
d. Medical test
Ans. B

23. This test indicates the ability or fitness of an in dividable to engage successfully in any number of specialized activities
a. Ability test
b. Medical test
c. Aptitude test
d. Personality test
Ans. C

24. ___ is understood as the allocation of people to jobs.
a. Placement
b. Induction
c. Interview
d. Recruitment
Ans. A

25. ___ is necessary to reduce reality shock
a. Lectures
b. Training
c. Induction
d. Introduction
Ans. C

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