Human Resource Management Hrm Big Collection Set 32

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This set of Human Resource Management (HRM) big collection Multiple Choice Questions & Answers (MCQs) focuses on Human Resource Management Hrm Big Collection Set 32

Q1 | An interview, interviewer does not ask question as a set format, called
  • non directive interview
  • directive interview
  • both A and B
  • none of above
Q2 | is the main source of innovations?
  • Upgraded technology
  • Human mind
  • Competitors’ pressure
  • Research& Development
Q3 | HRP stands for
  • Human resource project
  • Human resource planning
  • Human recruitment planning
  • Human recruitment procedure
Q4 | A Competency consists of ?
  • The specific tasks a person must do
  • Skills and behaviours
  • A list of tests that will measure cognitive ability
  • Communications and behaviour
Q5 | Cash and stock bonuses for achieving short-term goals are included in
  • long-term incentives
  • short-term incentives
  • pay scale
  • ranking jobs
Q6 | Which of these is an alternate to job evaluation?
  • Wage survey
  • Decision Bank Method
  • Employee classification
  • None of the above
Q7 | An advantage of ‘critical incident method’ is
  • avoids central tendency and biases
  • avoids central tendency and biases
  • provides behavioral anchors
  • ongoing basis evaluation
Q8 | External and internal audit of a company includes
  • economic trends
  • political trends
  • competitive trends
  • all of above
Q9 | The following are the key factors of the new economic policy.
  • Privatization
  • Market friendly state
  • Liberalisation
  • All of the above
Q10 | An advantage of Management by Objectives (MBO) is
  • avoids central tendency and biases
  • jointly agreed performance objectives
  • provides behavioral anchors
  • ongoing basis evaluation
Q11 | Less career plans and benefits for peopleof color are concluded in
  • bias
  • reality shock
  • promotion
  • transfer
Q12 | Which of the following is not an advantage of using a private employment agency?
  • it may be faster than in-house recruiting
  • it does not require internal recruitment specialists
  • screening may not be as thorough
  • it may be better for attracting minority candidates
Q13 | Availability of information systems for updating and integration of learning, recruitment and employee pay, is part of
  • phased retirement
  • preretirement counseling
  • talent management
  • modifying selection procedure
Q14 | Asking manager ‘Does employee is informed about performance standards’ is part of
  • antecedents
  • behavior
  • consequences
  • counseling
Q15 | Bottom line of any business plan is
  • marketing plan
  • financial plan
  • personnel plan
  • production plan
Q16 | Offering flexible part-time work, to retirement age senior employees is a technique to
  • keep retirees
  • keep employees
  • retirement benefits
  • talent management
Q17 | Identify the managerial function’ out of the following functions of HR managers?
  • Procurement
  • Development
  • Organizing
  • performance appraisal
Q18 | Which factor does not involve in communication to employees
  • interviewing
  • disciplining
  • counseling
  • compensating
Q19 | Blue collar workers often get paid on
  • time based pay
  • performance based pay
  • extra bonuses
  • discount on fares
Q20 | The written statement of the findings ofjob analysis is called ?
  • Job design
  • Job classification
  • Job description
  • Job evaluation
Q21 | Online and face to face feedback aboutgoal’s progress is
  • direction sharing
  • goal alignment
  • ongoing performance monitoring
  • ongoing feedback
Q22 | Competency based pay plan is more
  • person oriented
  • job oriented
  • tenure oriented
  • evaluation oriented
Q23 | Classification of executive and management positions into series of grades, called
  • job specification
  • job description
  • job evaluation
  • employee training
Q24 | Why is ‘procedural justice’ important in the context of the management of misconduct?
  • It protects the interest of daily wage earners.
  • It reflects on the integrity of HR professionals.
  • It reflects on the values and attitudes of top management.
  • It ensures that individuals have a sense that they have been treated fairly.
Q25 | All incentive plans focused on
  • performance
  • skills
  • tenure
  • particular knowledge