Human Resource Management Hrm Big Collection Set 48

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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 48

Q1 | Determining type of people, which a company needs for job is referred as
Q2 | Type of interview in which employee is informed of his dismissal from job, is classified as
Q3 | ‘new overseas markets’ can be best classified as
Q4 | Pension plan, in which specific amount of profit is transferred to employees account, that are payable at time of retirement or death is classified as
Q5 | Recruitment is widely viewed as a
Q6 | ‘coherent career’ plan links
Q7 | Paid employees insurance by employers is futile part of
Q8 | Manpower inventory is
Q9 | The categories of human process, techno structural, human resources management and strategic applications are related to:
Q10 | HR professionals has to be skilled in the art of
Q11 | A stage in which employees slide from stabilization stage is called
Q12 | Creating a package of rewards for employees is called
Q13 | Firing the non-performing employees, HR manager is said to perform the
Q14 | Example of ‘general competency’ related to job is included
Q15 | Lewin’s process consists of
Q16 | The HR policy which is based on the philosophy of the utmost good for the greatest number of people is covered under the
Q17 | Which of the following is NOT a goal of HRM?
Q18 | In a career development, accepting responsibility for your own career is included in
Q19 | Ranking of all employees measuring a specific trait by making pairs of employees is called
Q20 | Which metric views employees as capital rather than as an expense?
Q21 | ‘formal structural change’ is an example of
Q22 | People that are attracted to occupations involving interpersonal skills more than physical activities are said to be
Q23 | British bank exchanged psychometrictest with role playing exercises, an example of
Q24 | ‘expectancy chart’ is a graph to show relationship between
Q25 | Promoting organizational effectiveness through ‘HR’ policies and practices is known as