Human Resource Management Hrm Big Collection Set 35

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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 35

Q1 | How many types of strategies are there in strategic planning?
  • 3
  • 4
  • 5
  • 6
Q2 | Psychologist ‘Edwin Locke’ stated that specific and challenging goals lead to
  • higher task performance
  • lower task performance
  • fixed performance rewards
  • variable performance rewards
Q3 | In career development focus, matching job and individual competencies is part of
  • training and development
  • performance appraisal
  • recruiting and placement
  • compensation and benefits
Q4 | A strategy, employees seeking flexibility in workforce, workplace within same company, regarded as
  • promotions
  • transfers
  • reality shock
  • formal training
Q5 | The last stage in a grievance redressal procedure is handled by
  • Union
  • Voluntary Arbitrator
  • H.R. Department
  • Grievance committee
Q6 | What tactic will employers likely have to take to fill openings left by retiring employees?
  • instituting flexible work hours
  • providing elder care
  • hiring more women
  • rehiring retirees
Q7 | An integral part of feedback process is
  • direction sharing
  • goal alignment
  • ongoing performance monitoring
  • coaching and development support
Q8 | Delphi technique is used in
  • Forecasting
  • Organising
  • Operating
  • Staffing
Q9 | In career development focus, employees career interests and aptitudes is part of
  • training and development
  • performance appraisal
  • recruiting and placement
  • human resource planning
Q10 | Objectives of training is
  • Increased morale
  • Increased productivity
  • Favourable reaction to change
  • All of the above
Q11 | Job analysis includes
  • Job grading
  • Job classification
  • Job standardisation
  • All of the above
Q12 | In traditional focus, an analysis of futureand present skills and tasks is part of
  • training and development
  • performance appraisal
  • recruiting and placement
  • human resource planning
Q13 | First step in establishing pay rates is to
  • conduct salary survey
  • group similar jobs
  • price each pay grade
  • fine-time pay rates
Q14 | Levels and series of steps based on yearsof service in pay grades are called
  • pay ranges
  • grade ranges
  • similar jobs grades
  • anchoring pay ratings
Q15 | Tests that measure traits, temperament,or disposition are examples of
  • Manual dexterity tests
  • Personality tests
  • Intelligence tests
  • Work sample tests
Q16 | According to Herzberg, for creating selfmotivated workforce employers should focus on the
  • motivator factors
  • de-motivator factors
  • intrinsic factors
  • extrinsic factors
Q17 | In setting SMART goals, ‘T’ stands for
  • timely
  • tricky
  • transparent policies
  • none of above
Q18 | Comparison of employees’ actual performance with set standards is involved in
  • leading
  • organizing
  • controlling
  • staffing
Q19 | Providing continuous learning, training and help to employees for expansion of horizon is
  • job rotation
  • job training
  • lifelong learning
  • programmed learning
Q20 | Easiest performance appraisal interview is
  • satisfactory-promotable interview
  • satisfactory-not promotable interview
  • unsatisfactory-correctable interview
  • unsatisfactory-uncorrectable interview
Q21 | Strategic human resource management involves ?
  • Financing project marketing related programming
  • setting employment standards and policies
  • linking human resources with strategic objectives to improve performance
  • Project planning
Q22 | Negotiation of labour contract by Union and Management is referred to as
  • Collective Bargaining
  • Industrial Relations
  • Consumerism
  • Trade Union
Q23 | The metric can be used as a measurement to show improvements to savings in recruitment and retention costs.
  • absence rate
  • cost per hire
  • HR expense factor
  • human capital ROI
Q24 | Which of the following is a force that acts as stimulant for organizational change?
  • Technology
  • Economic Shock
  • Nature of the workforce
  • All of the above
Q25 | While considering promotion of an employee, the following is the most important consideration:
  • Seniority
  • Competence
  • Loyalty
  • Only (A) and (B)