Manpower Planning and Resourcing MCQs with Answers

“The development of manpower planning is an important management function that has to be carried out by all managers.

Manpower planning is conducted in order to meet the future manpower needs of the organization.” It is generally conducted by the functional heads.

It includes forecasting the manpower needs for the next 12–18 months based on the sales volume and product mix, new product development and introduction, expansion, contraction, and closeout of products, acquisition of new facilities, change of ownership or control, the retirement of existing plant or buildings, and other factors.

Manpower Planning and Resourcing 50 Multiple Choice Question and Answers

Manpower Planning and Resourcing MCQs with Answers

Q. No 1. Effective manpower planning helps an organization to achieve ___.
(A) Goods and services of high quality
(B) Market leader position
(C) Financial self-sufficiency
(D) Goals and objectives
Answer: (D) Goals and objectives

Q. No 2. The most vital resource for an organization is its ___.
(A) Land, building, and machinery
(B) Employees
(C) Shareholders
(D) Bank deposits and financial assets
Answer: (B) Employees

Q. No 3. The process by which employees transfer routine or peripheral work to another organization is known as ___.
(A) Job displacement
(B) Job contracting
(C) Outsourcing
(D) Job cycle changes
Answer: (C) Outsourcing

Q. No 4. Evaluation of manpower status involves ___.
(A) Department level analysis
(B) Job-role analysis
(C) Employee level analyses
(D) Company level analysis
Answer: (A) Department level analysis

Q. No 5. ___ helps the organizations in utilizing human resources better through effective planning and timely execution.
(A) Performance management
(B) Shareholder participation
(C) Organizational analysis
(D) Manpower planning
Answer: (D) Manpower planning

Q. No 6. ___ is defined as ascertaining the net requirements for personnel by determining the demand for the supply of human resources now and in the future.
(A) HR Planning
(B) HR Forecasting
(C) Manpower Forecasting
(D) Manpower Planning
Answer: (B) HR Forecasting

Q. No 7. It is important to give weightage to the ___ and length of service while considering employees for promotion.
(A) Job rotation
(B) Performance in the previous month
(C) Meritocracy
(D) Talent and skill
Answer: (C) Meritocracy

Q. No 8. Which one of the following is a manpower forecasting technique?
(A) Reference from employee
(B) Subjective judgment
(C) Work-study technique
(D) Availability of international projects
Answer: (C) Work-study technique

Q. No 9. The ___ technique of manpower forecasting makes use of mathematical formulas to identify patterns and trends.
(A) Markov analysis
(B) Trigonometric
(C) Statistical
(D) Work-study
Answer: (C) Statistical

Q. No 10. Forecasting is important in the case of ___.
(A) Developing employee stock option plans
(B) Developing existing products
(C) Developing new products or new product lines
(D) Developing reports for government regulatory agencies
Answer: (C) Developing new products or new product lines

Q. No 11. The ___ variables of the Likert and Bowers Model reflect the achievements of the organization, total productivity, and efficiency of the organization.
(A) End-result
(B) Intervening
(C) Casual
(D) Performance
Answer: (A) End-result

Q. No 12. The methods which rely on predicting the value of skills and capabilities of the employees in terms of rankings, ratings, or indices are ___.
(A) Monetary based
(B) Non-monetary based
(C) Statistical based
(D) Econometric based
Answer: (B) Non-monetary based

Q. No 13. ___ not only helps internal decision-making but also helps the investors to make investment decisions.
(A) Organizational analysis
(B) Management Information System
(C) Human Resource Accounting (HRA)
(D) Enterprise resource planning
Answer: (C) Human Resource Accounting (HRA)

Q. No 14. The ___ is a simple listing of the education, knowledge, experience, and skills of the firm’s human resources.
(A) Capability inventory
(B) Ratings
(C) Ranking
(D) Attitude measurement
Answer: (A) Capability inventory

Q. No 15. In an organization, HRA quantifies the ___, apart from computing the costs and investments in recruitment, hiring, training, etc.
(A) Cultural events
(B) Value of employees
(C) Quality of goods and services
(D) Financial and physical assets
Answer: (B) Value of employees

Q. No 16. The ___ grading system is used for the evaluation and selection of candidates.
(A) Sixfold
(B) Fivefold
(C) Seven fold
(D) Fourfold
Answer: (B) Fivefold

Q. No 17. ___ act as intermediaries between the client or the organization and the candidates looking for a job.
(A) Consultants
(B) HR managers
(C) Newspapers
(D) Suppliers
Answer: (A) Consultants

Q. No 18. Temporary workers work ___ and they receive instructions pertaining to the job on joining.
(A) Full time
(B) Part-time
(C) Full time or Part-time
(D) On some specified days
Answer: (C) Full time or Part-time

Q. No 19. The ___ system is used by recruiters for the evaluation and selection of candidates.
(A) Five-point
(B) Seven-point
(C) Six-point
(D) Eight point
Answer: (B) Seven-point

Q. No 20. Generally, a temporary staff is employed by an organization for ___.
(A) Medium-term projects
(B) Long-term projects
(C) Short-term projects
(D) Low-end jobs
Answer: (C) Short-term projects

Q. No 21. ___ is a field that involves written, visual, or verbal evaluations administered to assess the cognitive and emotional functioning of a given individual.
(A) Psychological testing
(B) Test of reasoning
(C) Verbal testing
(D) Non-verbal testing
Answer: (A) Psychological testing

Q. No 22. The ___ for selecting an employee keeps the recruiting efforts on the right path and communicates progress.
(A) Job description
(B) Checklist
(C) Job analysis
(D) Advertisement
Answer: (B) Checklist

Q. No 23. ___ is usually the last stage of the recruitment process wherein a variety of testing techniques are designed to allow candidates to demonstrate the skills and abilities that are most essential for success in a given job.
(A) Business games
(B) Interviews
(C) Assessment center
(D) Personality tests
Answer: (C) Assessment center

Q. No 24. The tests which are applied at the initial stages of selection to screen-out candidates who are most likely to be unsuitable for the job are ___.
(A) Psychometric tests
(B) Personality tests
(C) Aptitude tests
(D) Language comprehension tests
Answer: (B) Personality tests

Q. No 25. A structured interview is based on ___.
(A) The constructs
(B) Thorough performance analysis
(C) Thorough job description
(D) Thorough job analysis
Answer: (D) Thorough job analysis

Q. No 26. A convergence of recruiters where the applicants or the students have more employment options is known as ___.
(A) Job description
(B) Job fair
(C) Job market
(D) Job analysis
Answer: (B) Job fair

Q. No 27. ___ is employed when candidates are required to absorb more information from what has been presented
(A) Participative method
(B) Discussion method
(C) Delphi method
(D) Group discussion method
Answer: (A) Participative method

Q. No 28. ___ refers to the understanding of the organization’s systems and processes.
(A) Subjective knowledge
(B) Managerial knowledge
(C) Technical knowledge
(D) Process knowledge
Answer: (D) Process knowledge

Q. No 29. ___ is the process of imparting knowledge by an expert to the novice on the course content.
(A) Train-to-Hire Method
(B) Coaching
(C) Mentoring
(D) Behavioural training
Answer: (A) Train-to-Hire Method

Q. No 30. Technical interviews are conducted by ___.
(A) Psychologists
(B) Subject matter experts
(C) HR managers
(D) External consultants
Answer: (B) Subject matter experts

Q. No 31. ___ is the process of designing and implementing goals, plans, and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals.
(A) HR forecasting
(B) Talent development
(C) Manpower development
(D) Career management
Answer: (D) Career management

Q. No 32. Which of the following word indicates that it is an ongoing process?
(A) Career
(B) Management
(C) Implementation
(D) Quality management
Answer: (B) Management

Q. No 33. The ‘Train-to-Hire’ concept has been implemented in ___ different ways by organizations.
(A) Five
(B) Three
(C) Four
(D) Six
Answer: (B) Three

Q. No 34. In ___ type of learning, students use visual aids and undergo self-learning through computer-based modules and online training.
(A) On-job-training.
(B) Facilitating method
(C) Participative method
(D) E-learning
Answer: (D) E-learning

Q. No 35. The process of involving the systematic identification, development, engagement, and deployment of employees who are of significant value to an organization is defined as___.
(A) Organization management
(B) Process development
(C) Talent development
(D) HR development
Answer: (C) Talent development

Q. No 36. ___ seek people or groups of people who have talent at different levels in the organization.
(A) Individuals
(B) Employees
(C) Stakeholders
(D) Non-managers
Answer: (A) Individuals

Q. No 37. ___ method is essentially a group process to achieve a consensus forecast and this method calls for the selection of a panel of experts either from within or outside the organization
(A) Workload
(B) Work-study
(C) Delphi
(D) Nominal group
Answer: (C) Delphi

Q. No 38. ___ also need to identify critical competencies that people will need to develop for their success.
(A) HR Systems
(B) Talent management
(C) HR team
(D) Employers
Answer: (A) HR Systems

Q. No 39. In which of the following dimension of talent development, does the organization needs to have a sound and integrated HR system and processes aligned to attracting talent?
(A) Talent requirements
(B) Professional development
(C) Leadership programs
(D) HR system and process
Answer: (D) HR system and process

Q. No 40. There are ___ key HR elements that every human resource manager needs to practice or pay attention to while taking decisions.
(A) Eight
(B) Seven
(C) Nine
(D) Six
Answer: (C) Nine

Q. No 41. ___ are planned to enhance the skill and competencies of employees.
(A) Incentives and bonus
(B) Recognitions
(C) Rewards
(D) Interventions
Answer: (D) Interventions

Q. No 42. There are ___ components in a resourcing strategy.
(A) Five
(B) Seven
(C) Six
(D) Eight
Answer: (C) Six

Q. No 43. One of the benefits of employee turnover in an organization is ___.
(A) Diverse workforce
(B) Increase in productivity
(C) Increase in the quality of goods and services
(D) Increase in bonus and incentives
Answer: (A) Diverse workforce

Q. No 44. ___ includes activities to ensure that organizational goals are consistently met in an effective and efficient manner.
(A) Employee monitoring management
(B) Employee retention management
(C) Performance management
(D) Action planning
Answer: (C) Performance management

Q. No 45. ___ is a model that produces a series of matrices that detail the various patterns of movement to and from the various jobs in the organization.
(A) Markov Model
(B) McKinsey model
(C) Statistical model
(D) Trend model
Answer: (A) Markov Model

Q. No 46. In ___ the managers of different departments sit together, discuss and arrive at conclusions as to the number of employees required for future operations based on their past experiences.
(A) Markov analysis
(B) Managerial Judgment Technique
(C) Workforce analysis
(D) Workload analysis
Answer: (B) Managerial Judgment Technique

Q. No 47. A ___may be put in place by an organization, to facilitate employees to achieve their career objectives and this in turn also provides the organization with highly engaged employees with increased competencies.
(A) Career management policy
(B) HR policy
(C) Manpower engagement policy
(D) Training policy
Answer: (A) Career management policy

Q. No 48. Talent Engagement is linked to talent turnover, customer satisfaction, loyalty, and ___.
(A) Profitability
(B) Inventory
(C) Financial analysis
(D) Resources
Answer: (A) Profitability

Q. No 49. In the consolidated final report of the present manpower inventory, the required manpower versus the available manpower is stated in terms of ___ analysis.
(A) Quantitative
(B) Qualitative
(C) Time-series
(D) Trend
Answer: (A) Quantitative

Q. No 50. ___ studies the complexities of career development from both an individual and an organizational perspective. It may refer to both processes of development within a job or a position over time, as well as across jobs or positions over the individual life cycle
(A) Performance management
(B) Professional development
(C) Career Dynamics
(D) Individual assessment
Answer: (C) Career Dynamics

Q. No 51. ___ is the process of forecasting an organisations future demand for, and supply of, the right type of people in the right number.
(A) Human Resource Planning
(B) Recruitments
(C) Human Resource Management
(D) Human Capital Management
Answer: (A) Human Resource Planning

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