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Contents
NARAYAN CHANGDER
MANAGEMENT
1. A 2. B 3. C 4. D 5. C
1.1 HUMAN RESOURCE MANAGEMENT 3
7. Example of bias in appraisal system is? 12. The Affordable Care Act (ACA) requires
A. Information giving businesses with 10 or more employees to
provide health insurance or pay a penalty.
B. Retrenchment exercises
A. true
C. Advice giving
B. false
D. Fatigue
8. The ability to understand why people of 13. Challenges of Human Resources Manage-
other countries behave the way they do ment has three broad categories, which of
them is not a part of same?
A. Self-Orientation
A. Individual challenges
B. Perceptual Ability
C. Cultural Toughness B. Organizational challenges
16. refers to the process of evaluating the 21. Is off-shoring reversed. It is when a com-
performance of an employee pany brings production and operation facil-
ities back to the home country.
A. mentoring
A. Re-shoring
B. appraisal
B. Offshoring
C. training
C. Onshoring
D. induction
D. Outsourcing
NARAYAN CHANGDER
17. Workers with a high-power-distance
22. What are the advantages and disadvan-
value tend to accept the idea that
tages of internal recruitment?
A. people from different cultures also
A. Advantages of internal recruitment in-
have power.
clude higher costs, longer training period,
B. they may not achieve power until the and decreased employee morale.
distant future. B. Disadvantages include a wide pool of
C. people have unequal power through- candidates, potential for external con-
out the firm. flicts, and abundance of fresh perspec-
tives.
D. power comes through hard work.
C. Advantages of internal recruitment in-
18. Which of the following is NOT a component clude cost savings, shorter training pe-
of the marketing mix? riod, and improved employee morale. Dis-
advantages include limited pool of candi-
A. Product
dates, potential for internal conflicts, and
B. Price lack of fresh perspectives.
C. Promotion D. Advantages of internal recruitment in-
clude limited pool of candidates, potential
D. Perception
for internal conflicts, and lack of fresh per-
spectives.
19. In , employees are paid according to the
number of units they produce 23. In , the interviewer uses pre-set stan-
A. hourly work dardized questions which are put to all ap-
plicants?
B. piecework
A. Unstructured Interview
C. commission
B. Behavioural interview
D. bonus
C. Structured Interview
20. is learning activities designed to help D. Mixed Interview
individual employee to grow but which are
not confined to a particular job 24. Ethan Djuna is a territorial salesperson for
Lennox heating and air conditioning sys-
A. Training tems. Every six months Djuna’s sales man-
B. Education ager gives him feedback by showing Djuna
a comparison between his actual sales fig-
C. Development
ures and his sales objectives. This feed-
D. Skills back is called a appraisal.
NARAYAN CHANGDER
mance.
A. value analyses A. plant manager
B. worker benchmarks B. division manager
C. performance appraisals C. department manager
D. none of the above
D. all of the above
35. HONO is an HR Tech company offering HR
talent solutions has been appointed as 39. Multinational Operations-they own little
the chairman responsible for global expan- alliance to their country of origin. Oper-
sion of the company. ations are highly decentralized, with each
A. Rajesh Padmanabhan business unit free to make HR decisions
B. Ashok Vemuri with very loose control form corporate
headquarters.
C. Sanjay K Jha
D. Dinesh Paliwal A. True
42. There are many factors that affect the wel- Explanation:Human Resource Manage-
fare of employees in an organization. In ment (HRM) is the process of managing
addition to government policies and reg- and developing an organization’s work-
49. What is TRUE about Performance manage- 53. The process of getting detailed informa-
ment? tion about jobs
A. Determine how much to offer A. Job analysis
inbonuses, commissions, andother
performance-relatedpay B. Job design
NARAYAN CHANGDER
C. The HR department may beresponsi- 54. Appraising employee performances help
ble for developing or obtainingquestion- you with deciding:
naires and other devices for measuring-
A. Health plans
performance
B. Scheduling
D. The acquisition ofknowledge, skills,
andbehaviors thatimprove anemployee’s C. Promotions
ability tomeet changes in jobrequirements
D. Team compensation
and incustomer demands
50. Very unhealthy and dirty workplace can 55. “I believe the real difference between suc-
cause you which problem? cess and failure in a corporation can be
very often traced to the question of how
A. Dissatisfaction with work group.
well the organization brings out the great
B. Dissatisfaction with work facilitation. energies and talents of its people.” This is
C. Dissatisfaction with job fulfillment. according to?
D. Dissatisfaction with security. A. Thomas J. Watson, Jr.
49. B 49. C 50. B 51. C 52. C 53. A 54. C 55. A 56. B 57. A 58. B
1.1 HUMAN RESOURCE MANAGEMENT 9
58. Job Evaluation tries to make a systematic 63. The following are features of job evalua-
comparison between tion EXCEPT
62. The definition of the HR withdrawal func- C. avoid ruling out a job applicant until
tion is the interview is over
A. the process of searching for and at- D. refuse to allow the candidate to ask
tracting prospective workers who are questions
able to apply as potential applicants with
the best qualifications for the company 66. Can salaried employees belong to trade
B. the opposite process to propulsion unions?
C. the process of searching for and at-
A. Yes
tracting prospective brides and grooms
who are able to apply as prospective appli- B. No
cants with the best qualifications for par-
ents. C. I don’t know
D. none of above D. none of above
67. Consider the role of effective employee 71. What is the purpose of job analysis?
relations in fostering a positive work en- A. To provide better company location
vironment. How can organizations pro-
mote open communication, handle em- B. To specify the duties and responsibili-
ployee grievances, and build strong rela- ties of the position
tionships between employees and manage- C. To assist supervisors in the manage-
ment? ment of employees
A. By managing employee performance D. To serve as a guide in method improve-
NARAYAN CHANGDER
B. By determining employee compensa- ment
tion 72. Empowered employees apply logic.
C. By maintaining positive relationships
A. Waiting to be told versus taking the ini-
between employees and the organization
tiative
D. By conducting job interviews
B. Seeing only problems versus seing op-
68. What is a percentage of a sale paid to a portunities.
salesperson? C. accepting input at face value versus
A. commission thinking critically.
B. wages D. Pass decisions up the line versus build-
C. salary ing consensus for solutions.
67. C 68. A 69. C 70. B 71. B 71. C 71. D 72. C 73. B 74. D 75. D
1.1 HUMAN RESOURCE MANAGEMENT 11
C. employee and labor relations supervi- 81. One of the functions of a human re-
sor source manager includes directing the ac-
tivities of his or her subordinates in the
76. A 77. D 78. A 79. C 80. C 81. C 82. B 83. A 84. C 85. C 86. B 86. C 86. D
1.1 HUMAN RESOURCE MANAGEMENT 12
86. Which are tasks of HR? (there is more 90. What is not an extrinsic reward
than one answer) A. Paid Time Off
A. Accounting B. Gift Card
B. Recruitment C. Self-Satisfaction
C. Selection D. Cash Bonus
D. Training 91. Which of the following factors is not re-
lated directly to the success of expatriate
NARAYAN CHANGDER
E. Controlling
assignments?
87. What is the most important factor respon- A. the personality of expatriate employ-
sible for workplace accidents? ees
B. the intentions of expatriate employees
C. the incapability of the spouse to adjust
to the new situation
D. the nature of products produced by the
company
92. Ability is the sum of internal forces which
cause a person to behave in certain ways.
A. True
B. False
A. Employee stress
93. All training undertaken for new employees
B. Rolling schedule
A. Induction training
C. Night shift work
B. Off the job training
D. Use of inappropriate techniques
C. On the job training
88. When you decide to make a job offer to a D. none of above
candidate, contacting the person by e-mail
is the best way to extend the offer. 94. Which of the following describe the mood
of staff?
A. true
A. staff training
B. false
B. staff motivation
89. Which is the main factor in running a busi- C. staff appraisal
ness because it plays a role as manager D. none of above
and executor of other business resources
such as funds, environment, machines, and 95. Hiring employees includes:
so on. Is A. Job descriptions
A. Human Resources B. Job advertisements
B. Human Fund Resources C. Discrimination
C. Capital Resources D. Job interviews
D. Natural Resources E. Testing
NARAYAN CHANGDER
A. Human Resource Motivation A. Denotation and connotations
NARAYAN CHANGDER
127. What is the main focus of strategic HRM
according to the text? posing views
A. To establish a close two-way relation- C. Ability to consider and prepare for mul-
ship or ‘fit’ between the external business tiple scenarios
strategy and the elements of the internal D. Dealing with complexity and ambiguity
HR strategy.
E. Ability to see the “big picture”
B. To determine the long-run perfor-
mance of the corporation through the ef- 132. The union and management agreement
fective management of people. that allows non-union people to be hired
but requires that they join the union after a
C. To align HR policies and practices with probationary period creates the shop.
the immediate business conditions of the
organization. A. Agency
D. To integrate HR policies and practices B. Open
with the global strategies of the organiza- C. Negative
tion. D. Union
128. Which of the following leadership traits 133. Define employee motivation:
is MOST important for a project manager?
A. The sum of external forces which
A. Communication cause a person to behave in certain ways
B. Team building or what drives individual members of staff
to put effort into the job.
C. Technical expertise
B. The sum of what causes a person to be
D. Project control
happy.
129. Ahmad has a good work performance and C. The sum of internal forces which cause
has been instructed to be transferred to a person to behave in certain ways or
another branch referring to what drives individual members of staff to
A. Internal recruitment put effort into the job.
B. External recruitment D. none of above
C. Workers outside the organization. 134. Explain the concept of job analysis and its
D. none of above importance in the recruitment process.
A. Job analysis is the process of creat-
130. The complex network of interrelated ac- ing marketing materials to attract poten-
tivities in a MNE can be described in the tial candidates. It is important in the re-
following structure: cruitment process as it helps in promoting
A. Hierarchy the company’s brand and culture.
A. True A. I, II and IV
B. False B. I, II and III
143. Job analysis is the basis for which of the
following? 148. Which of the following is not an input into
Develop Human Resource Plan?
A. Job Descriptions
A. Enterprise Environmental Factors
B. Job Specifications
C. Job Evaluation B. Role and Responsibility assignments
NARAYAN CHANGDER
D. Training Needs Assessments C. Organizational Process Audits
144. It is an environment where the windfall D. Activity Resource Requirements
of trade, business and industry is robust
and there’s plenty of activity like in the 149. Despite making tremendous strides in
post war period, employment is high. terms of equality women still face daunt-
A. Political environment ing discrimination in terms of both pay and
promotion
B. Economic environment
A. true
C. Educational environment
D. None of the above. B. false
145. Life insurance, sick leave, and holiday 150. External factors Environmental Human
pay are examples of Resources, except
A. benefits
A. Political stability
B. employee contributions
B. Technological advancement
C. pension plans
D. profit sharing C. Economic condition
D. Social media influence
146. Which statement does not belong to The-
ory Y
151. When an employer notices an employee
A. human beings will try to reach objec- not performing well or causing problems,
tives using their creativity the employee should be fired immediately.
B. the intellectual potential of human be-
A. true
ings is only partly used
C. human beings will only achieve corpo- B. false
rate objectives if threatened with punish-
ment 152. The is a 1993 law that requires em-
ployers to provide unpaid leave for up to
D. the prospect of achieving a higher po-
twelve weeks.
sition in a company will make employees
work harder A. Fair Labor Standards Act
147. What are the components of staffing in B. Family and Medical Leave Act
Human Resource management? I. Plan-
C. Disability and Leave Act
ningII. RecruitmentIII. SelectionIV. Ordina-
tion D. Twelve-Week Leave Act
153. The legislation in Caribbean countries 157. The first step in task analysis is to
which sets standards for health and safety
A. define descriptive terms
provisions in the workplace is usually
NARAYAN CHANGDER
ment can be defined as a Strategic, ately exclude a protected group from em-
Integrated and Coherent approach to ployment opportunities is ?
the employment, development and wel- A. Reasonable accommodation
being of the people working in organsi-
B. Disparate treatment
ationsStrategis = plannedIntegrated =
merged togetherCoherent = well thought C. Disparate impact
out
D. All of the above
163. What of the following are the disadvan-
tages of GREEN HRM? 168. .... company has rolled out a new gen-
der confirmation leave policy. Employees,
A. Initial costs who are looking to transition their gender,
B. Adequate savings can get up to one month of paid leave for
gender reassignment surgery and other
C. Uneven competition
medical procedures.
D. Both a and c
A. Limeroad
164. A way to do more with less effort, equip- B. Meesho
ment space, and time, but still provide cus-
tomers what they need and want C. Amazon
A. Lean thinking D. Flipkart
B. Six Sigma process 169. What can be happened when company
C. Asana cannot retain its key employees?
D. Wegmans A. Domino Effect
NARAYAN CHANGDER
B. compensation 189. Which of the following is a popular selec-
tion method?
C. group training
A. Personality Test
D. performance appraisal
B. Orientation
184. All of the following are on the job train-
C. Competition
ing except?
D. Internal
A. job rotation
B. mentoring 190. Meshing compensation and organiza-
tional objectives helps employees assume
C. apprenticeship ownership of their jobs, which can, in turn,
D. distance learning improve their effort and overall job perfor-
mance.
185. Under federal labor law, employers can
A. True
A. attend union meetings.
B. False
B. publicly emphasize unfavorable as-
pects of unionism. 191. A KPI is a over time for a specific ob-
C. change working conditions of employ- jective.
ees who work for the union. A. Quantifiable measure of performance.
D. review union authorization cards. B. Non-quantifiable measure of perfor-
mance.
186. The owners of a business do not like
trade unions because 192. To which body in Australia is personal in-
come tax paid?
A. Trade unions are joined by workers.
A. New South Wales government
B. Trade unions make the business look
bad. B. Industrial Relations Commission
C. Trade unions steal money. C. Australian Taxation Office
D. Trade unions give more bargaining D. Australian Securities and Investments
power to the employees. Commission
187. HRM stands for 193. When labour demand equals labour sup-
ply:
A. Human resource Maintenance
A. occupational health and safety is criti-
B. Human resource Management cal in achieving balance.
C. Human resource Machine B. compensation and benefits are most
D. none of above important.
C. project management skills are critical C. NO. She does not have a grievance be-
for achieving balance. cause there is no contract violation here.
196. . Penny Clovis works as a mainte- 200. Which of the following is NOT a business
nance supervisor for a large hotel. She is department
new in her position and the first woman A. Human resources
to ever hold this position for this hotel B. Finance
chain. Clovis has become increasingly con-
C. Marketing
cerned about negative statements she has
overheard like, “Well, Penny’s promotion D. External relations
should get the affirmative action people
201. Which one is considered as an option for
off our back for awhile.” According to the
reducing a surplus?
definition, does Clovis have a grievance?
A. Hiring freeze
A. Yes. She should report it immediately
to her union steward. B. New external hires
B. Yes. She should report it at once to her C. Outsourcing
immediate supervisor. D. Technological innovation
NARAYAN CHANGDER
planning?
leave their job because their work or be-
A. Human resource planning is the pro- havior is unsatisfactory, while redundancy
cess of determining the number of work- is when an employee is no longer needed
force in the future as well as ensuring the and loses their work through no fault of
quality of employees recruited to achieve theirs
the company’s objectives.
206. This skill is needed to be in an HR profes-
B. Human resource planning is a function sion because it deals with human beings
implemented in organizations to help facil- with feelings, values and behavioral atti-
itate the effective use of human resources tudes influenced by the interplay between
to achieve organizational and individual heredity and environment.
goals.
A. Ability to dual focus
204. What’s orientation? B. Team-oriented
A. The process of screening job appli- C. Human Relations or Interpersonal
cants to ensure that the most appropriate
D. Trust and Confidence
candidates are hired.
B. introducing a new employee to his or 207. Who was the speaker yesterday who dis-
her job and the organization. cussed the Hierarchy of Needs Theory?
C. a learning experience that seeks a rel-
atively permanent change in employees
such that their ability to perform on the
job improves. A.
D. The process by which management en-
sures it has the right number and kinds of
people in the right places at the right time.
NARAYAN CHANGDER
write a job specification?
A. True
A. Job summary
B. False
B. Job description
224. During the screening process, you deter-
C. Job standards
mine which candidates are most qualified
D. Personal replacement chart for the position you are trying to fill.
Explanation:Explanation:B) A job analysis
A. True
is used to produce a job description, which
is then used to write a job specification. B. False
219. What are the main principles of scien- 225. Which of the following could cause high
tific management according to Frederick W. staff turnover?
Taylor? A. Employees moving to otherpositions in
A. Train workers well the organisation
B. Develop knowledge for every job B. Effective induction and training andde-
C. Choose the right workers velopment programs
228. All of these are reasons why small busi- 232. The recent trend among businesses for re-
ness owners do not write job descriptions shoring as a human resource strategy is in-
EXCEPT: fluenced by increased wage costs in coun-
NARAYAN CHANGDER
D. Selection C. Job Prescription
D. Job Description
237. Employees work with an experienced
worker who provides information, support 241. communication always flows horizon-
and encouragement. This employee train- tally.
ing method refer to
A. Internal
A. Workbooks/manuals
B. External
B. On-the-job
242. Some managers may evaluate an aver-
C. Experiential exercises age applicant more favorably after inter-
D. Mentoring and coaching viewing several poor candidates
A. Pressure to hire
238. You have just been assigned as project
manager for a large telecommunications B. first impression
project. This one-year project is about C. impression of non-verbal behavior
halfway done. The project team consists
D. candidate-order error
of 5 sellers and 20 of your company’s em-
ployees. You want to understand who is 243. One of the best ways entrepreneurs find
responsible for doing what on the project. employees is by acting on referrals from
Where would you find such information? friends, acquaintances, or employees.
A. Responsibility assignment matrix A. true
B. Resource histogram B. false
C. Bar chart
244. A polycentric approach is when you hire
D. Project organization chart
245. Title VII of Civil Rights Act of 1964-an C. Coordinating various activities, for ex-
act that forbids discrimination in all areas ample:employee withdrawal and selec-
of employment. These include tion process.
255. Which one is not a part of recruitment 260. An amount paid for a job position stated
process? on an annual basis is called a
A. Attracting candidates A. bonus
B. Selecting candidates B. commission
C. Determining requirements C. wage
D. Planning recruitment campaign D. salary
256. What are the advantages for the busi-
NARAYAN CHANGDER
261. The first phase of the strategic manage-
ness? ment process is forecast-based planning.
A. Practicing Independence A. True
B. Opening a Job B. False
C. All Advantages Are Our Absolute
262. Supervisors should provide employees
D. All answers are correct with feedback, development, and incen-
tives necessary to help employees elim-
257. Can the management of your company
inate performance deficiencies or to con-
be the implementer of the human resource
tinue to perform well.
management function?
A. True
A. Yes
B. False
B. No
263. Identifying foreign business opportuni-
258. Kim was an office supplies sales rep with
ties is one of the barriers to internation-
Clip’n’Save but recently changed employ-
alization for SMEs
ers and now works for OfficeJoe. The
prices at OfficeJoe are much better, and A. True
Kim could save former customers a lot of B. False
money on theexact same products. What
provision prevents Kim from contacting old 264. One way to manage employee motiva-
customers for six months? tion is
A. Nondisclosure of information agree- A. Through effective communication
ment B. Introducing an entrepreneurial spirit
B. Intellectual property agreement C. Management of employee eating pat-
C. Noncompete agreement terns in a month
D. Nonpiracy agreement D. Employee Development
259. is a function of management that is 265. The HR professional must also have the
connected with instructing, guiding, and capacity to look inward and be sensitive of
inspiring people in the organization to his own deficiencies and make corrective
achieve its objectives measures.
A. organizing A. Multitasking
B. directing B. Dedication to continuous improvement
C. staffing C. Trust and Confidence
D. controlling D. Negotiating and problem-solving
forms are received from an adequate A. every person who has applied for em-
number of applicants. ployment
E. The recruitment process begins with B. only HR specialists
the identification of a position that re- C. other HR professionals
quires staffing, and is completed when
a short list of candidates has been com- D. all managers throughout the company
piled.
279. a situation, typically one involving oppos-
ing parties, in which no progress can be
NARAYAN CHANGDER
275. HRM deals with both extrinsic and intrin-
sic motivation of employees made.
A. Yes A. Procrastination
B. No B. Philatilism
C. Industrial Democracy
C. Not relevant
D. Conflict Resolution
D. not sure
E. Deadlock
276. How do situational interviews differ
from behavioral interviews? 280. Seeks the best people, regardless of na-
tionality for key jobs
A. Situational interviews are based on
how an applicant might behave in a hypo- A. geocentric staffing policy
thetical situation. B. polycentric staffing policy
B. Situational interviews ask applicants C. ethnocentric approach
job-related questions to assess their
D. none of above
knowledge and skills.
C. Situational interviews are based on an 281. What is the primary role of HRM during
applicant’s responses to actual past situa- corporate downsizing?
tions. A. To minimize workforce diversity
D. Behavioral interviews ask applicants B. To maximize employee layoff without
to describe their emotions in different hy- communication
pothetical situations.
C. To ensure effective communication
277. A falling box injured Beatrice Hix while and minimize negative effects
she was helping to unload a truckload of D. To increase the number of workers em-
aquariums for her employer, a pet store ployed by the organization
operator. She is receiving pay for lost
work time due to the work-related injury. 282. A dimension of psychological type in the
paid her for her lost work time. MBTI where it is objective and logical,
and feeling judgment is subjective and per-
A. Unemployment compensation
sonal.
B. Social security
A. Extrovert/Introvert
C. Disability benefit
B. Judgment/Perception
D. Worker’s compensation
C. Sensation/Intuition
278. HR professionals only work with D. Thinking/Feeling
283. Murray, Inc. emphasizes a desire 287. Which is not the analytical tool of strate-
for detail-oriented, motivated employees gic management?
with strong social skills as indicated in the
A. 4 A. Layoff
B. 5 B. Exit Interview
C. 6 C. Employee Turnover
D. 7 D. Discharge
291. In an interview an owner can ask an ap- D. Extrinsic rewards compose of basic
plicant if he or she has ever been arrested pay and cash supplement.
for a crime.
295. How does emotional intelligence impact
A. True decision making in a business setting?
B. False A. Emotional intelligence helps individu-
als consider the impact on team dynamics,
292. The minimum advance notice of plant clos-
communication, and relationships in deci-
ings or layoffs affecting 50 or more full-
NARAYAN CHANGDER
sion making.
time employees required by the Work-
ers’ Adjustment Retraining and Notifica- B. Emotional intelligence makes decision
tion Act of 1989 is making more difficult
A. 60 days. C. Emotional intelligence has no impact
on decision making
B. 180 days.
D. Emotional intelligence only impacts
C. 7 days. personal relationships, not business deci-
D. 120 days. sions
293. How can performance management con- 296. The combination of peer, superior, subor-
tribute to employee development? dinate and self-review appraisal is known
as
A. Performance management only fo-
cuses on disciplinary actions and does not A. 360◦ appraisal
contribute to employee development. B. Human resource accounting system
B. Performance management con- C. All round review
tributes to employee development by pro-
viding feedback, setting goals, identifying D. Feed forward
areas for improvement, and offering train- 297. is the management process of fore-
ing and development opportunities. casting current and future needs of em-
C. Performance management has no im- ployees
pact on employee development.
D. Employee development is solely the re-
sponsibility of the individual and not influ-
enced by performance management.
C. era of progressive management 311. Position the firm in high growth products
or markets through new product/current
D. initial thought
market, current product/ new market
307. This is an opportunity to learn about the A. Pure Diversification Theory
causes of employee turnover. B. Efficiency Theory
A. Layoff C. Hubris Hypothesis
B. Exit Interview D. none of above
NARAYAN CHANGDER
C. Employee Turnover 312. Which of the following is NOT a stage in
D. Discharge the evolution of human resource manage-
ment?
308. The ageing population in economically de- A. Pre-Industrial Revolution Stage
veloped countries has many implications
B. Modern stage
on workforce planning:
C. Traditional Stage
A. Higher labour productivity levels
D. Transformational Stage
B. Changing consumption patterns
313. This type of interview is actually a meet-
C. Lower labour productivity levels
ing between an employee has resigned or
D. Increased labour mobility been terminated and the company’s HR de-
partment. They conduct these types of in-
309. A outlines the human characteristics terviews to learn more about the work en-
needed for the position. vironment and get job feedback.
A. Staff Handbook A. Final Interview
B. Job description B. Unstructured Interview
C. Job card C. Exit Interview
D. Off-Site Interviews
D. Job specification
314. In an organisation the helps the em-
310. is part of the recruitment process that ployees in securing the personal goals for
involves investigating the components of a individual growth.
job
A. PR
B. HR
C. Finance
D. Operations
316. What number is close to the amount of 321. The process of choosing job applicants
pages that encompass the Civil Rights Act who meet the requirements for an inter-
of 1964 today view is called:
326. If a company conducts its sales transac- 332. A major concern of executive compensa-
tions through an online platform directly tion involves
to consumers, it is engaging in: A. timing of the bonus
A. B2C B. the amount of compensation
B. C2C
C. lack of perquisites
C. B2B
D. lack of objective market data
D. G2B
333. What is the technique for testing alter-
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327. Team building Activies natives on mathematical models represent-
A. Laws affecting Employment ing the real-world situation?
B. Workplace Policies A. Ratio Analysis
C. Compensation and Benefits B. Cascade Approach
D. Worker Protection C. Skills Inventory
E. Training and Development D. Simulation
328. Knowledge that is well documented and 334. The ability to imagine or invent some-
easily transferred to other persons thing new is called
A. Explicit knowledge A. Leadership
B. Tacit knowledge B. Team
C. Knowledge management C. Creativity
D. Training design process D. Quality
329. Core Function of all organization
335. Persons who are smarter tend to be more
A. Human Resource conscientious. True or False?
B. Human Resource Management A. True
C. Human Resource Development B. False
D. none of above
336. The following are approaches to human
330. In rapidly changing industries, internal la- resource management, except
bor markets are the best sources for orga- A. Proactive Approach
nizations to fill vacant positions.
B. Managerial Approach
A. True
C. HR approach
B. False
D. Historical approach
331. What is the purpose of employee bene-
fits? 337. Workforce planning often involves pay-
ing continuous attention to workforce
A. To conduct job analysis
planning issues which is called
B. To determine employee compensation
A. predictive workforce monitoring
C. To maintain positive relationships be-
tween employees and the organization B. personnel replacement charts
NARAYAN CHANGDER
A. Piecework Plans B. graph
B. Human Resource Management C. histogram
C. Fringe Benefits D. timeline
D. Apprenticeship 353. Which of the following is NOT one of the
349. What is the definition of strategic human Four Leadership Styles?
resource management? A. Director
A. The process of linking the human re- B. Mentor
source function with the strategic objec- C. Facilitator
tives of the organization in order to im-
prove performance. D. Supporter
B. The process of managing human re- 354. Why are performance appraisal/reviews
sources in a strategic manner to achieve are a vital method to use within a com-
organizational goals. pany? Pick as many answers possible.
C. The process of aligning human re- A. They show an employee’s strengths
source policies and practices with the im- and weaknesses.
mediate business conditions of the orga-
B. They give insight to which employee
nization.
may have to be fired.
D. The process of integrating human
C. They provide information about em-
resource management with the global
ployees.
strategies of the organization.
D. They give opportunities for goal-
350. State weather the following Statement setting with employees or giving them a
is True in terms of Limitations in Human raise or promotion.
Resource Planing “It is difficult to prepare
long range of forecasts accurately because 355. What is the bonus?
of challenges in economic conditions and
technology”
A. False
B. True
C. Profit sharing based on salary rather 361. Human resource management is best de-
than effort fined as:
366. Which of the following is the most accu- B. The process of defining the way work
rate definition of concurrent validity? will be performed and the tasks required
A. It is an estimate of whether a test ap- in a given job
pears to measure a certain criterion C. The process of identifying the organi-
B. It is performed by demonstrating that zation’s strengths and weaknesses
the questions or problems posed by the D. The process of analyzing a company’s
test are a representative sample of the competitive situation
kinds of situations or problems that occur
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on the job. 370. How to choose good employees?
C. It assesses the validity of a test by ad- A. Internal Source
ministering it to people already on the job B. External Source
and then correlating test scores with ex-
isting measures of each person’s perfor- 371. What is considered as a benefit offered
mance. to employee?
D. It seeks to establish an empirical rela- A. Cafeteria-style benefits
tionship between test scores taken prior
to being hired and eventual performance B. all of above
on the job. C. Child care programs
E. It refers to the degree to which a mea- D. Wellness programs
sure is correlated with other measures
that it is theoretically predicted to corre- 372. The objectives of HRP includes:(Select
late with. multiple if necessary)
A. To balance the demand and surplus of
367. Which of the following is a type of off-
human resource in the organisation
the-job training?
A. Benchmarking B. To ensure that the existing human re-
source is used productively
B. Job rotation
C. To focus and align recruitment efforts
C. Mentoring
D. Hiring and Onboarding of employees
D. Programmed instruction
373. Hiring the wrong person for the job, com-
368. To improve employee productivity, which
mitting unfair labor practices, and having
of the following activities is involved in
your people not doing their best are per-
outsourcing analyses?
sonnel mistakes that hinder firms from
A. Revising the organizational structure achieving positive results.
B. Using external vendors instead of em- A. TRUE
ployees
B. FALSE
C. Changing workloads and combining Explanation:Explanation:Common HRM
jobs mistakes include hiring the wrong peo-
D. Attracting and retaining employees ple, having your people not doing their
best and committing unfair labor prac-
369. What is job analysis? tices. The primary goal of HRM is to help
A. The process of getting detailed infor- the firm achieve its goals, and such HRM
mation about jobs mistakes hinder that process.
374. Maslow’s hierarchy refers to what? HRM is an important part of any organiza-
tion, as it helps to ensure that the orga-
A. wants
nization has the right people in the right
375. Equal pay for equal work specifies that: A. Human Resource Performance
A. True D. stakeholders
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mance management are all part of effec- B. STAFF DEPARTMENT
tive human resource management. C. SERVICE DEPARTMENT
394. The process of reducing the number of em- 399. What is the scope of Human Resource
ployed people in a firm is termed as Management?
A. Layoffs A. Performing training and development
B. Downsizing sessions for employee growth.
A. True A. True
B. False B. False
403. describes skills, knowledge and abili- C. Don’t know
ties to do the job.
A. Job description D. none of above
B. Job Analysis
408. As a HR Manager what is the first step
C. Job Specification
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in recruiting employees?
D. Job Alignment
A. Review Applications and Resume
404. Though research has indicated that those
who use technology to manage HR func- B. Conduct Follow-up interview
tions will have a significant advantage C. Identify Job Requirements
over those that do not, some companies
do not use such technology due to cost. D. none of above
A. True
409. What is Home Country?
B. False
A. the place where the firm is headquar-
405. When businesses lack critical skills, their
tered.
preferred action plan is:
A. Retraining and transfer B. the place where a subsidiary may be
located
B. Demotions
C. Overtime C. the place where employees are hired
D. Outsource D. none of them
E. Technology innovation
410. Busting, breaking, and driving the labor
406. What is the main human resource strat-
unions out is just one of the roles of the
egy for reducing the impact of change and
personnel or human resource manager.
resistance to change?
A. Not communicating the change A. FALSE
B. Ignoring cultural differences B. TRUE
C. Implementing changes without inform-
ing employees 411. The result of the translation of termina-
D. Involving workers in the decision- tion of employment due to something that
making process results in the termination of the rights and
obligations between the worker/laborer
407. The term “expat” means “out of the and the entrepreneur/employer, is re-
country” worker. ferred to as?
A. Employment Contract
B. Dismissal
C. Training
D. Selection
412. In which of the following methods Jobs 416. Employee recognition programs, reward-
can be arranged according to the relative ing jobs, organizational support, work en-
difficulty in performing them. vironment, and flexible work hours to ac-
NARAYAN CHANGDER
business failing to produce a workforce C. Increase self-confidence
plan is: D. Improve interpersonal relationships
A. saving money
426. package of salary, incentives and fringe
B. paying workers too much benefits designed in way to motivate em-
C. not having the right people to meet fu- ployees is known as
ture needs of the business A. ....HR strategy
D. ensuring business aims are met B. .... performance appraisal
421. One disadvantage of Soft HRM is C. ....Alinged reward strategy
A. Employees feel strictly controlled. D. ....Alinged compensating strategy
B. Delayed decision making. 427. As an HR professional, you need this skill
C. Well monitored employees. because you are the custodian of all per-
sonnel records which hold a lot of individ-
D. Employees feel dissatisfied.
ual personal secrets.
422. Human resource management started its A. Ability for a dual focus
origin in the century
B. Dedication to continuous improvement
A. 18th century
C. Multitasking
B. 19th century
D. Trust and Confidence
C. 20th century
D. recent origin 428. Interviewed candidates are only evalu-
ated based on communication skills criteria.
423. Which part of the feasibility analysis It refers to the error
does the buying intention survey belongs A. Tendency to centralize
to?
B. Hello Impression
A. Product/service feasibility
C. First response bias.
B. Industry/market feasibility
D. none of above
C. Organisational feasibility
D. Financial feasibility 429. Compensation is NOT going to be a hot
topic among employees, which makes eq-
424. an employee’s voluntary decision to uitable treatment in an employer’s best in-
leave the company terest
A. termination A. Yes
B. demotion B. No
430. Unions sign an agreement with employ- 433. The job analysis helps people in the com-
ers not to strike in exchange for greater pany understand who reports to whom
involvement in decisions that affect the
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D. none of above
D. none of above
440. enefits employers gain from demonstrat- 444. The following is the application of the
ing corporate social responsibility in man- actuating management function in schools
aging staff include: (OSIS) is
A. Implementing leadership processes,
mentoring and providing motivation to the
workforce so that they can work effec-
tively and efficiently in achieving goals
B. Determine the resources needed
447. Which term refers to the process of veri- B. When there is a need for flexibility,
fying certain information provided by a job teamwork, responsiveness to change
applicant
457. is characterized by an immediacy and 462. Among the following human resource
an endless cycle of everyday activities and management functions, which one is NOT
events a human resource management function?
A. Human Resource Management A. personnel mobilization
B. Strategic Human Resource Manage- B. training and development
ment C. human resource research
C. Hospitality Management D. compensation
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D. Traditional Human resource Manage- 463. Which one is importance of human re-
ment source management?
458. Functional flexibility is seen as the em- A. Identifying human resource problem
ployee’s ability to deploy employers in a firm and provide solutionto the firm.
B. Right number, Right kind, Right skills, 464. Which Enterprise Category meet the fol-
Right time and Right Place lowing criteria? Headcount:< 50 An-
nual Turnover:< 10 million Annual Balance
C. Right People, Right qualification, Right
Sheet Total:< 10 million
culture, Right place
A. Medium-sized Enterprise
D. Right number, Right Job, Right time,
Right skill B. Small-sized Enterprise
465. What is/are the common problem/s of
460. Which one of the following statements is
performance appraisal?
correct?
A. Provides for better pay to the em-
A. There are more female employees ployee
than male employees.
B. Use of different standards for assess-
B. The female participation rate has in- ment of performance of employees per-
creased since the 1980’s. forming similar jobs
C. The number of male employees has de- C. Tendency to rate people relatively with
clined since the 1980’s. other people rather than the performance
D. The number of female employees has standards
declined since the 1980’s. D. Recency effect
461. What is external recruitment? 466. Once a candidate accepts the job offer, a
business should contact the remaining can-
A. Recruiting from outside the company
didates and let them know that someone
B. Recruiting from Asia has been hired.
C. Recruiting from current employees A. True
D. Recruiting from universiy B. False
467. is the process of determining which C. who missed two days of work because
persons in the applicant pool possess the of the injury
qualifications necessary to be successful
469. Why is performance appraisal impor- 474. What are the key functional areas of
tant? human resource management according to
the pinwheel model?
A. It helps employers decide which em-
ployee to fire. A. Human resource strategy and plan-
ning, compliance, talent management,
B. It lets employees give feedback to training and development, performance
their employers. management, total rewards, employee
C. It helps make decisions about pay safety and health, employee and labor re-
raises, promotions and additional train- lations
ing. B. Strategic planning, operational man-
D. It allows employees to compare them- agement, financial management, market-
selves with another employee. ing management, performance manage-
ment, employee safety and health, em-
470. In an environment of shared information, ployee and labor relations
the richest communication occurs by video
chat. C. Human resource strategy and plan-
ning, compliance, talent management,
A. True training and development, financial man-
B. False agement, total rewards, employee safety
and health, employee and labor relations
471. Of the following employees injured while
at work, no OSHA record needs to be made D. Strategic planning, operational man-
for the employee agement, talent management, training
and development, performance manage-
A. who lost consciousness ment, total rewards, employee safety and
B. who required first aid health, employee and labor relations
475. Compensation management involves: 480. The process of determining the tasks and
A. Assessing employee job performance sequence of tasks necessary to perform a
job is called a(n)
B. Providing employee training and devel-
opment A. job analysis
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ployees
481. Sebutkan 4 contoh Metode On The Job
476. As described by Mintzberg, a marketing
Training:
manager who was hired by a manufacturer
of plumbing fixtures to operate informa- A. Job Rotation
tion booths would have the informational B. Competence test
role of
C. Apprenticeship
A. Resource allocator
D. Coaching
B. Figurehead
C. Communicator 482. The people who work to produce goods
D. Spokesperson and services are known as
A. human resources
477. What is the main focus of functional-level
strategy? B. capital
A. Determining the overall direction and C. raw materials
philosophy of the corporation. D. facilities
B. Making strategic choices to achieve
sustainable competitive advantage. 483. While maintaining group health benefits,
employees are provided how much unpaid,
C. Maximizing resource productivity
job-protected leave per year through the
within the business unit.
Family & Medical Leave Act?
D. Establishing investment priorities and
steering corporate resources. A. 8 days
B. 8 weeks
478. Whose responsibility is it to ensure equal
opportunities? C. 12 days
A. Employer D. 12 weeks
B. Employee
484. Which of the following is a way to moti-
479. The simplest and most commonly used vate employees?
tool for performance appraisal is A. treat all employees the same
A. chart assessment method B. empower employees by including them
B. alternating sorting method in decision making
C. paired comparison method C. praise employees frequently
D. forced distribution method D. all of the above
NARAYAN CHANGDER
ness world.
C. the process designed to develop skills
necessary for future work activities and B. The ongoing education and training of
responsibilities employees to maintain and extend their
D. the process of acquainting new em- capabilities for past jobs.
ployees with the organisation’s policies, C. The ongoing education and training of
culture and practices employees to maintain and extend their
capabilities for current and future jobs.
495. Senior management at OpTech knew that
their equipment was not up to code and D. The ongoing education and training of
could lead to injury. However, they could employees to be harsh and strong for cur-
not afford to upgrade the equipment and rent and future jobs.
chose to continue operations anyway. Un-
der OSHA, OpTech has committed a willful 500. The characteristics of selective assess-
violation. ment are A. Emphasis on distinction B.
Emphasis on objectivity C. Investigative
A. True D. Generalizability E. The results can be
B. False scores or grades
496. What does it means by relations between A. ABC
staff and department? B. ACD
A. Organization relations C. BCD
B. Internal relations
D. ABE
C. External relations
D. Customer relations 501. Which of the following requires one and
a half times the regular rate of pay after
497. One of the underlying ideas of high- 40 hours for qualified employees?
performance work systems is that work-
A. Equal Pay Act
ers are intimately acquainted with the na-
ture of their own work and are therefore B. Voting Rights Act
in the best position to recognize problems C. Voting Rights ActAge Discrimination in
and devise solutions tothem. Employment Act
A. True
D. Fair Labor Standards Act
B. False
502. Mr. Morrise wishes he got this so that he
498. The employee status may change through can buy a new laptop for his photography.
(May choose more than one answer if you
A. Promotion or reassignment dare )
A. Job Interview
B. Competency Test
511. What are the most typical component of C. ESTABLISH A GOOD RELATIONSHIP
employee pay? WITH THE CANDIDATES
A. Wages and salaries D. ASKING PERSONAL QUESTIONS
CAUSES THE CANDIDATE TO BE UNFO-
B. Wages and bonus
CUSED
C. Salaries and commissions
516. IN YOUR OPINION, WHY DO EMPLOY-
D. Salaries and profit sharing
ERS REQUIRE EMPLOYEES TO UNDERGO
NARAYAN CHANGDER
512. Wages equal to time spent into rate of MEDICAL EXAMINATIONS?
wages per unit of time. A. TO ASSESS SOMEONE’S POTENTIAL
A. Piece rate system AND TALENT IN THE MEDICAL FIELD
NARAYAN CHANGDER
machinery, safety clothing and equipment,
hygiene conditions, and medical aid 535. Workers’ compensation insurance may
B. Set the requirements, qualifications, be provided through private insurance or
expertise, skills, and personal character- which other type of insurance?
istics required by an employee A. State-funded
C. Effective communication between B. Employee-prepaid
management and workforce to solve com-
C. Federally-funded
plaints and disputes as well as discussing
ideas and suggestions D. SNL-funded
D. Ensure there is some production from
536. The wage gap between the CEO and a
worker whilst they are training
normal worker has decreased over the
531. The connection between strategic plan- past few decades due to awareness
ning and human resource management is A. true
based on the continuous interaction be-
tween the strategic planning function and B. false
the human resource management function.
537. During the development of corporate
A. Integrated contact strategies, HR managers are able to pro-
B. Two-way communication vide
C. One-way contact A. analysis of individual employee produc-
D. Administrative Contact tivity
B. estimates of capital equipment ex-
532. is the first step in attracting an effi-
penses
cient workforce
A. Select candidate C. information about competitors’ incen-
tive plans
B. Choose a recruitment source
D. customer satisfaction rates
C. Apply the combined model
D. Human resource planning 538. What is the main purpose of government
laws that affect equal employment oppor-
533. To let other people share workloads and tunities?
responsibilities:
A. Ensure there is some production from
A. benefits
worker whilst they are training
B. delegate
B. Require businesses to treat their em-
C. freelance ployees equally in the workplace and
D. recruit when being recruited and selected
C. Set wages and salaries for the employ- 544. Which type of leadership style involves
ees the manager making all the decisions?
A. Qualifications C. 10
B. Hours D. 11
this, the manager should consider the can- 553. Strategic HR is output driven rather the
didates’ input oriented.
A. interest A. True
B. attitude B. False
C. motivation 554. Which is NOT a motivator?
D. knowledge A. work content
NARAYAN CHANGDER
549. Examples of HR Metrics except: B. career opportunity
A. Administrative cost per employee C. salary
B. Training return on investment D. development
C. Turnover cost 555. which of the following is the legislation
D. Number of annual workplace acci- introduce in Malaysia?
dents A. employment provident fund act 1951
550. BONUS:Which of the following is not true B. industrial relations act 1967
about TQM: C. factories and machinery act 1967
A. States that everyone in the company is D. employment act 1955
responsible for quality
556. Jobs specification include
B. Applies to improvements in both pro-
cesses and in the results A. physical characteristics
C. The shortage of skillful labor force A. Contingency theory suggests that the
D. The gradually degrading status of busi- best leaders are those who are the most
charismatic and outgoing.
560. An introductory training program to fa- 564. While the Soft HRM is an approach with
miliarize new employees with the systems the purpose to
used in the business and the layout of the A. Achieve minimum training costs.
business location, referred to as?
B. Replace the employees as they are dis-
A. Induction Training posable.
B. Selection C. Cut costs to maximise profit.
C. Labor turnover D. Reach self-fulfillment and commit-
D. Employment Contract ment.
561. Strategic Human Resource management 565. Which of the following is a method used
is in group or organisational training needs
A. proactive assessment?
B. reactive A. Consideration of current and projected
changes
C. both
B. Rating scales
D. None of these
C. Interviews
562. John wants his shoe store to adopt the
strategy of having the lowest prices on D. Questionnaires
shoes in town. John is adopting which
566. A job analysis results in two written
competitive strategy?
statements. Theses statements are:
A. focusers
A. human resource inventories and affir-
B. providing input to top management mative action statement
about industry trends
B. labor supply assessment and labor de-
C. cost leadership mand assessment
D. differentiation C. job description and job specification
563. Explain the contingency theory of leader- D. job title review and performance ap-
ship. praisal
567. Which is a compliance issue? 572. The act that outlaws men and women
being paid differently for doing the same
A. carpool organization
work is
B. performance management
A. Fair Labor Standards Act
C. conflict mediation
B. Taft-Hartley Act
D. minimum wage
C. Equal Pay Act
568. Which of the following is likely to cause D. Family and Medical Leave Act
NARAYAN CHANGDER
an increase in the future number of staff
required by a firm? 573. Which of the following is not an analyti-
cal method of job evaluation?
A. A decrease in the demand for the
firm’s products A. Point ranking method
B. A decrease in labour turnover B. Factor comparison method
C. A decrease in the firm’s productivity C. Paired comparison
569. is a process that verifies whether ev- 574. Struggling employees are a reality that
erything occurs in the organization accord- most entrepreneurswill have to deal with
ing to plans at some point
A. planning A. True
B. controlling B. False
571. power is based on a person’s individ- 577. Which one is NOT a way to promote
ual charisma work-life balance?
A. Affiliation A. Teleworking
B. Referent B. 9 to 5 working hours
C. Personality C. Job sharing
D. Legitimate D. Sabbatical period
578. What is the benefit of performance ap- 583. What is the major source of candidates
praisal? to fill the vacant positions from within
the company and within the ranks of its
A. Recruitment
B. Training
C. Headcount
D. Compensation and Benefits
A. Human power
581. Assertion (A):The primary goal of busi- B. Human skills
ness communication is to transmit informa- C. Human knowledge
tion. Reason (R):Effective communication
D. Human resource management
always leads to successful business trans-
actions. 586. The personnel management assosciation
A. Both A and R are true, and R is the cor- of the philippines or PMAP is a national
rect explanation of A. organization of all human resource practi-
tioners which was established to uphold
B. Both A and R are true, but R is not the the profession to the fullest.
correct explanation of A.
A. FALSE
C. A is true, but R is false.
B. TRUE
D. A is false, but R is true.
587. You are setting up your project team, and
582. Performance-related pay is more popular you are looking at a chart that shows
in the USA than in Japan or Germany. that the programming will be performed
by Systems Development, the infrastruc-
A. True
ture will be implemented by Infrastructure
B. False Systems, and the customer communication
will be handled by the Call Center. This is 593. What is the main purpose of wages and
an example of what type of chart? salaries set by the H.R. department?
A. CATCH COLD A. Ensure there is some production from
B. Organizational Breakdown Structure worker whilst they are training
(OBS) B. Protect employees from dangerous
machinery, safety clothing and equipment,
C. Work Breakdown Structure (WBS)
hygiene conditions, and medical aid
D. Resource Breakdown Structure (RBS)
NARAYAN CHANGDER
C. Set the requirements, qualifications,
588. What is the number one preferred place expertise, skills, and personal character-
to work at? istics required by an employee
A. University of Stout D. Attract and retain employees as well
as motivate them
B. Starbucks
C. Google 594. Wages represents rates of pay
D. McDonalds A. Hourly
B. Daily
589. After the completion of Performance ap-
praisal / annual review, the followings C. Weekly
will happen (more than 1 answer) D. Monthly
A. salary increment 595. Anne is an Operations Supervisor is a
B. training & development top performer since January 2023. Last
November 10, she made a mistake in
C. promotion
sending communication to her team that
D. performance improvement plan November 3 was a holiday. It was a ty-
pographical error, and the email was not
590. Choosing the candidate having necessary
reviewed. Hence, her team didn’t report
qualifications is called as
for work on that day. Kay, the Opera-
A. Recruitment tions Manager got mad because there was
B. Selection critical delivery for that day and Anne’s
team is supposed to complete the project
591. Employees record their daily activities in by early morning of November 3. It re-
a fixed period. This is referring to sulted in the delay of delivery the fol-
A. employee’s log lowing day. this November, HR released
the communication that the yearned per-
B. employee’s diary formance review will start November 15
C. employee’s journal until November 30. Kay rated Anne unsat-
isfactory because of the incident that hap-
D. employee’s attendance
pen last November 3. What is the concern
592. Which is NOT part of a job description? with this performance assessment of Kay?
A. job title A. There is none. Kay exercised her man-
agemement prerogative to evaluate Anne.
B. tasks & responsibilities
B. The concern is the assessment of Kay
C. dress code of the recent incident that led to the unsat-
D. qualification needed isfactory rating of Anne
C. The concern is Kay has the tendency 600. The Age Discrimination Act of 1967 pro-
to rate people relatively with other people hibits employment discrimination toward
rather than the performance standards persons of what age?
598. What is the purpose of conducting a Hu- 603. Managers group similar jobs into a pay
man Resource Management (HRM) audit? grade in order to help with the setting of
wages for all jobs
A. To evaluate the effectiveness of HRM
functions A. True
B. To assess the financial performance of B. False
the company 604. A business needs to recruit and select
C. To analyze the marketing strategies new candidates when the business is ex-
panding.
D. To compare the company with its com-
petitors A. TRUE
B. FALSE
599. If someone has a degree-what skill is
this? 605. When management attempts to increase
A. Soft Skill the scope of a job by broadening or deepen-
ing the task undertaken by a worker, this
B. Hard Skill can be best described as
C. Transferable Skill A. job rotation
D. none of above B. job analysis
NARAYAN CHANGDER
A. paycheck
B. bonus
C. commission A. True
D. salary B. False
607. Which of the following social media is
613. Which of the following is not a technique
mainly used as part of the recruitment pro-
of potential appraisal
cess?
A. Self Appraisal
A. Instagram
B. Peer Appraisal
B. Twitter
C. Management By Objectives
C. LinkedIn
D. Facebook D. Transfer
608. Kaka 614. A document that states the job title, de-
scribes the responsibilities of the position,
A. Hah
the direct supervisory relationships with
B. Hha other staff, and the skill and qualifications
C. Sis required for the position. It is the meaning
of
D. Mam
A. Job Analysis
609. Which is usually NOT included in a job de-
scription? B. Job Specification
NARAYAN CHANGDER
D. None of the Above
628. Human resources are a company’s most
important resources because 633. Definition of quality is the fulfillment of
A. they are the most expensive re- customer’s:
sources. A. Expectations
B. they are the least expensive re- B. Requirements
sources.
C. Expectations and Requirements
C. they control all other company re-
sources. D. None of the above
D. they are controlled by other company 634. Claire spends most of her time at work
resources. establishing goals for her staff of fifty em-
ployees and developing procedures for var-
629. advising or training another employee ious tasks. In which function of the man-
A. Mentoring agement process does Claire spend most
of her time?
B. Collaborating
A. Leading
C. Networking
B. Controlling
D. Downsizing
C. Organizing
630. HRM Believes that Performance Ap-
praisal is a D. Planning
Explanation:Explanation:D) The planning
A. process function of the management process re-
B. system quires managers to establish goals and
standards, develop rules and procedures,
C. activity and develop plans and forecast.
D. methods
635. Recruitment is
631. Employees’ contribution to the organiza- A. Stimulating the Candiadte to apply for
tion is generally a job
A. foreseeable B. Selecting a right person for a right
B. variable place
C. unpredictable C. Analysing the job
D. controllable D. Planning for the number of employees
636. What are the objectives of this lesson? 640. Payments for labor or services that are
made on an hourly, daily, or per unit ba-
A. Explain the career development of a Fi-
sis:
638. It is a process concerned with the man- 642. What is the organization of a business or
agement of personnel; also known as the who reports to who?
study of human capital. A. chain of command
A. Human Resource Department B. freelancer
B. Human Resource Management C. delegate
C. Human Resource Manager D. job position
D. Human Resources 643. The first task in the human resources
management activity of staffing is:
639. Which is the criteria in selecting expats?
A. determining job descriptions.
B. determining need.
C. recruiting.
D. screening and selecting applicants.
NARAYAN CHANGDER
650. All of the following are typical concerns
647. The relationship between strategy and of matrixed team members EXCEPT?
PDP is: A. Wondering who will handle their eval-
uations
B. Servicing multiple bosses
C. Developing commitment
D. Computing fringe benefits when work-
ing multiple projects
NARAYAN CHANGDER
670. Which of the followings tells you
they believe their supervisor is knowl- whether the test is valid?
edgeable about the ratee’s job and his/her
A. Ali scored 50 marks for the first test
performance. Supervisor job knowledge is
and scored 51 marks for the second iden-
an aspect of:
tical test
A. adequate notice
B. Abu scored 70 marks for the first test
B. fair hearing and scored 95 marks for the second iden-
C. judgment based on evidence tical test
D. all of the above C. Ahmad is being tested with typing test
for the clerk position he applied.
E. none of the above
D. Siti is being tested with high level of
666. A basic assumption of human resource mathematics test for the clerk position
management is that enterprises have an she applied.
obligation to maximize the use of employ-
ees’ talents and to provide each employee 671. Job analysis, job evaluation, salary sur-
with an opportunity to grow continuously, veys, and salary level determination. This
tap their highest personal potential, and is the planning stage
build a successful career. A. Evaluation
A. ability B. Evacuate
B. Knowledge C. Compensation
C. operating hours D. Competition
D. Positivity
672. WHAT ARE THE ADVANTAGES OF RE-
667. The core purpose of HRM is CRUITMENT CARRIED OUT INTERNALLY?
A. Select the right person for the task A. HIGH RECRUITMENT COSTS
B. satisfaction of employees B. NO INDUCTION NEEDED
C. safety of employees C. LOW RECRUITMENT COST
D. Make the efficient purpose of existing D. WORKER SPIRIT AND MOTIVATION
HR INCREASED
668. The levels at which strategies are com- 673. What is the purpose of a job specification
monly formulated in business organisa- in the recruitment process?
tions are named as corporate, business A. Outlines the requirements, qualifica-
and functional. tions, expertise, skills, and personal char-
A. True acteristics required by an employee
perceptions, another culture and create 686. Which one creates an environment & cul-
new perspectives. There is still no pres- ture in which employees contribute skills?
sure from various interest groups, while A. Human capital steward
there is also a saving in training costs,
since the future employee already has the B. Knowledge facilitator
experience from his previous work. Nev- C. Relationship builder
ertheless, the risk of making a mistake in
D. none of above
selecting personnel that will not meet the
company’s expectations is high, while less
NARAYAN CHANGDER
687. This is the right to make decisions about
time is required to adapt to the new con- assignments and how they will be accom-
ditions. Which sentence is wrong? plished.
A. The company is looking to fill the va- A. Organizing
cancy with people who are not related to
B. Leading
it
C. Authority
B. Outsiders have different and new per-
ceptions D. Planning
C. There is no pressure from various in- 688. The need to achieve goals that add value
terest groups to the business, community, family
D. It also takes less time to adapt to new A. Personal Contribution
conditions
B. Job Rotation
684. What is the term for workforces like C. Job Characteristics
those at the company Uber, where free-
lancers and independent contractors work D. Benchmarking
when they can, on what they want to
689. What was the % difference in gross
work on, and when the company needs
hourly earnings between men and women
them?
in the EU in 2016?
A. tele-commuters
B. human capital
C. job-analysts
D. on-demand workers
696. What are the disadvantages of bureau- D. Possesses the integrity, industry, and
cracy as a form of organization? courage to earn the respect of the employ-
ees and his employer, has a pleasing per-
A. Inefficient bureaucracy sonality and personal warmth, should be
B. Ability to adapt quickly approachable
NARAYAN CHANGDER
scheduled a year-end management meet-
ing to prepare for Y2024. She required A. True
all the leaders to determine the strengths,
B. False
weaknesses, threats, and opportunities
(SWOT) in their respective departments. 705. A layoff is an example of a(n) sepa-
Is this necessary in the HR planning for ration
Y2024?
A. active
A. Yes, because this will help the leaders
analyze the organizational objectives and B. passive
plans C. involuntary
B. Yes, because the leaders can evaluate D. voluntary
the state of the organization and ascertain
the gaps needed to be addressed 706. The Occupational Safety and Health Act
C. No, because they have the preroga- establishes the maximum number of hours
tive to determine what goals they want for an employee can work.
Y2024 A. True
D. No, because they just need to addess B. False
their deficiencies within the organization
and come up with action plans to avoid it 707. (or independent contractors) are peo-
for Y2024 ple who provide specialty services to
a number of different businesses on an
702. Collaborating is working with a different hourly basis or by the job.
company on the same projects
A. Freelancers
A. True
B. students
B. False
C. supervisors
703. What is the reason for the wage gap be-
tween men and women? D. managers
709. What does redundancy and dismissal 714. Wages, salaries, and commissions are
management involve in HRM? most likely examples of
719. HRP provides scope for advancement and 724. What are the 3 psychological states re-
development of employees through viewed in class that may improve engage-
A. training and development ment in the workplace?
A. Acceptance, Compensation, Rewards
B. Better industrial relations
B. Acceptance, Belonging, Contribution
C. Adequate compensation
C. Belonging, Compensation, Rewards
D. right sizing
D. Acceptance, Contribution, Teamwork
NARAYAN CHANGDER
720. Explain the impact of economic conditions
on human resource management. 725. Which of the following is not an objective
of Human Resource Management:
A. Economic conditions have no impact on
HR management A. Selection and recruitment
B. Economic conditions can impact HR B. Dealing with workplace relations to en-
management through changes in budget sure that employees are satisfied
allocation, workforce planning, and com- C. Implementation of policies and proce-
pensation strategies. dures to ensure that the business is com-
C. It only affects finance department, not pliant with legislation
HR management D. Firing staff
D. It decreases the need for employee 726. Which is the process of helping new em-
training ployees adjust to a company?
721. DEVELOPMENT function involves A. training
A. giving regular training opportunities B. recruitment
B. Providing Development opportunities. C. human resource management
C. upgrade employees regularly D. orientation.
D. All of these 727. Management can lose its authority and
power by empowering its employees.
722. Bryan, who works in human resources, is
interested in collecting projected data on A. True
the number of people leaving and retiring B. False
in the next 10 years. What activities do
you perform? 728. The government regulates the employ-
ment of children under the age of
A. Choose a recruitment source
B. Select recruitment candidates
C. Human resource planning
D. Downsized
A. 16
B. 18
736. Explain the concept of internal versus ex- D. they control all other company re-
ternal recruitment and its impact on orga- sources.
nizational culture.
740. What was the conclusion of Hawthorne’s
A. Internal recruitment involves hiring
research?
from outside the organization, while exter-
nal recruitment focuses on filling job va- A. The physical conditions of the work-
cancies from within the organization. place affect productivity
B. Internal recruitment focuses on filling B. Psychological factors influence pro-
NARAYAN CHANGDER
job vacancies from within the organiza- ductivity
tion, while external recruitment involves C. Improved lighting can increase pro-
hiring from outside the organization. ductivity
C. Internal recruitment has no impact on D. Increased economic incentives in-
organizational culture, while external re- crease productivity
cruitment significantly influences it.
D. Internal recruitment and external re- 741. The Ranking method is best suited for
cruitment are the same concept and have A. Complex organizations
no impact on organizational culture.
B. Large organizations
737. Which of the following is not a way to C. Small organizations
empower employees in an organization?
D. All of the above
A. Giving them knowledge and informa-
tion 742. OSHA stands for Office Standards and
B. Providing them with feedback on their Health Administration.
performance
C. Trusting them and creating trustwor-
thiness in the organization
D. Hurting their dignity and respect
738. Below is the non-equity modes of foreign
operation EXCEPT:
A. Joint Ventures
B. Subcontracting
C. Licensing A. True
D. Management contracts B. False
739. Human resources are a company’s most
743. The formal process of familiarizing new
important resources because:
employees with the organization, their
A. they are the least expensive re- jobs, and their work units is called as
sources.
A. orientation
B. they are controlled by other company
B. onboarding
resources.
C. they are the most expensive re- C. cross-training
sources. D. team training
744. Which of the following activities are in- 749. Explain the theory of leadership.
cluded in Recruitment activities? A. The theory of leadership is based on
746. Why do companies lay off workers? 751. A study on M&As in Germany revealed
that successful integration is dependent
A. Downsizing and restructuring upon managers’ industry experience.
B. The growth of offshoring A. True
C. The pressure of global competition B. False
D. All of the above 752. Which of the following factors state the
importance of Human Resource Planning?
747. is a performance measure of both ef-
ficiency and effectiveness. A. Creating highly talented personnel
B. International strategies
A. Organisational behaviour
C. Resistance to change and move
B. Organisational citizenship
D. All of the above
C. Employee productivity
753. The idea that things tend to go more
D. None of these
smoothly when there is some way to align
the interests of an organization and its
748. A collection of tasks and responsibilities
employees is an aspect of which under-
that an employee is responsible to conduct
lying principle of high-performance work
is a:
systems?
A. job A. Shared information and trust
B. job description B. Egalitarianism and engagement
C. job analysis C. Knowledge development
D. duties and task list D. Performance-reward linkage
754. Which of the following is NOT a step of 759. What is the purpose of the selection pro-
the employment process in the Human Re- cess in recruitment?
sources department? A. To attract more candidates
A. Assess employment needs B. To create a contractual relation
B. Recruit potential employees
C. To reject unsuitable candidates and se-
C. Selection of employee who fulfills lect suitable ones
goals
D. To follow the recruitment process
NARAYAN CHANGDER
D. Negotiate salary and benefits of new
hires 760. A salary amount which enables the indi-
vidual to have food shelter, clothing etc.
755. An evaluation of the training program fulfills which need:
at Sky Systems revealed that the train-
A. Self actualisation
ing was not implemented on the job be-
cause managers continued to reinforce the B. Physiological
old routines. Senior management can over- C. Social
come this problem by
D. Safety
A. featuring identical elements
B. focusing on general principles 761. Selection is
NARAYAN CHANGDER
B. selection 778. The government commission established
C. procurement to ensure that all individuals have an equal
D. development opportunity for employment
A. Equal Employment Opportunity Com-
773. These are the most important resource of mission
any small business.
B. Americans with Disabilities Act
A. suppliers
C. Civil Rights Act
B. vendors
D. Pregnancy Discrimination Act
C. employees
D. consultants 779. What are the steps in Human Resource
Planing
774. In 360 degree appraisal system a per-
son’s appraisal is done by (Tick all the A. Developing strategies for addressing
correct options.) supply and demand Issues or (Bridging
the gap)
A. Superior
B. Job fairs and transfers
B. Teacher
C. Gate hiring
C. Subordinate
D. Facilitating the a systematic forecast-
D. Peers
ing of HR requirements and capabilities
E. Self
780. In some countries, unions have alliances
775. The Recruitment and Selection process with other organizations like political par-
aimed at right kind of people ties, churches, or governments.
A. At right place A. True
B. At right time B. False
C. To do right things
781. Which system of job evaluation is being
D. All the above
used when jobs are listed according to a
776. Human capital can be classified series of predetermined wage grades?
A. Intellectual capital and Social capital A. Hay profile method
B. Social capital and Emotional capital B. Job ranking
C. Emotional capital & Intellectual capital C. Factor comparison method
D. All of these D. Job classification system
792. Which of the following is NOT a legal 796. A good HR manager should posses
method that employers can use to convince A. Fairness & Firmness decision making
their employees not to sign authorization
cards? B. Tact and Resourcefulness in trying con-
ditions
A. hang up signs describing ways that
unionization might hinder corporate C. Knowledge of labour and other terms
growth and salary increases D. All of the above
B. tell employees they will be fired if they
NARAYAN CHANGDER
sign the cards 797. Which of the following is NOT one of the
Conflict Resolution Techniques?
C. hold meetings in which they offer to
provide benefits in addition to what the A. Comparing
union is promising B. Smoothing
D. set up a website in which they ask em- C. Forcing
ployees to support their employer
D. Withdrawal
793. Manpower planning consists of-
A. determining the jobs to be done / iden- 798. Used to be the most popular medium for
tifying the skills / estimating the exists recruiting applicants.
likely / filling up the requirements A. Newspaper Advertisement
B. identifying the skills B. Job Fairs
C. Estimating the turnover of employees C. Walk-ins
likely to happen in near future
D. Internet
D. none of above
799. Positive discipline relies on reminders
794. The function of human resource manage-
given to employees to improve perfor-
ment has been increased in the last 50
mance.
years. Most of these changes include:-
(Choose 2 options ) A. True
A. introduction of legislation to protect B. False
workers and their rights
800. Generation X was born from?
B. changes in economic and social envi-
ronment A. 1980-1999
C. to make sure the workers is eating B. 1957-1980
healthy C. 1960-1990
D. none of above
D. 1963-1980
795. The following is concerned with develop-
ing a pool of candidates in line with the 801. is the root cause of job dissatisfac-
human resources plan. tion.
802. Due to a lack of concern regarding occu- 806. Social Security can help replace lost in-
pational health and safety, a number of come resulting from all but which of the
employees have experienced workplace in- following?
811. . When was the government of India for- B. To enhance the HR department’s pro-
mulated an All India Scheme for Workers fessionalism
education? C. To increase the production output
A. 1957 D. To reduce the employee turnover
B. 1918
816. The first economist who regarded human
C. 1931 as capital was
D. 1975 A. Schultz
NARAYAN CHANGDER
812. The function of human resource manage- B. Aquinas
ment has been increased in the last 50 C. Adam Smith
years. Most of these changes include:
D. Liszt
A. introduction of legislation to protect
workers and their rights 817. HR dashboard-HR metrics such as produc-
tivity and absenteeism that are accessible
B. changes in economic and social envi-
by employees and managers through com-
ronment
pany intranet, etc
C. the growth in the size of organization
A. True
D. to make sure the workers is eating
B. False
healthy
818. The glass ceiling represents practical
813. HR department will check other depart-
barriers to entry-level employment for
ments and the organization as a whole to
women and minorities.
ensure all HR policies are being carried out
in accordance with the company HR policy. A. True
A. Executive Role B. False
B. Service Role 819. The following are benefits of training EX-
C. Audit Role CEPT
D. Facilitator Role A. Increases employee’s productivity
B. Keep employees knowledge and skills
814. When the firms adopt a strategy of limit- up-to-date
ing recruitment to the nationalities of the
host country where the branch is located, C. Help attract and retain talented em-
it is called ployees
A. polycentric approach D. Decreases employees’ job satisfaction
B. geocentric approach 820. Motivation is derived from the Latin
C. ethnocentric approach word, “movere” which literally means
movement.
D. None of the above
A. True
815. What is the purpose of the HRM audit in B. False
relation to the HR department’s image?
A. To improve the company’s brand recog- 821. Below are two features of the Soft HRM:
nition A. Liitle empowerment and delegation.
B. Job enrichment and satisfaction. 827. The core of this nominal construction is
C. Emphasises on the financial methods
832. Maya, Michael, and Abigail are working C. *Financial incentives Opportunities
in a company. Which of the following is for achievement*Recognition*Opportunities
a form of protection provided to them in to hold positions of responsibil-
their workplace? ity*Opportunities for advancement (pro-
A. Bonus incentives motion)*The work itself ( taking pleasure
in the job)
B. Health and safety regulations
D. none of above
C. Job rotation
NARAYAN CHANGDER
D. Flexible work hours tags130.142 836. Sample interview question:“What was
the biggest difference of opinion you ever
833. The newly hired employee comes in with had with a co-worker? How did you
his own values, attitudes and expections. resolve this situation?”. This question
The stage of the orientation process is above is a type of
A. orientation
A. Situational interview
B. socialization
B. Panel interview
C. prearrival
C. Unstructured interview
D. encounter
D. Behavioral interview
834. How can organizations measure the ef-
fectiveness of their recruitment and selec- 837. Which of the following would NOT be a
tion processes? good health and safety practice?
A. By tracking key metrics such as time A. Using liquid near the computer
to fill a position, cost per hire, retention
rates, and performance of new hires. B. Removing cords from across the walk-
way
B. By conducting a survey of current em-
ployees’ favorite recruitment techniques C. Having proper ventilation
C. By measuring the number of office D. Proper disposal of waste
plants purchased during the recruitment
period 838. .... involves hiring from outside the orga-
D. By asking candidates to solve complex nization
math problems during the interview pro- A. outsourcing
cess
B. external recruitment
835. Employee expectations include: C. exduction
A. *The nature of the work*Remuneration
D. redeployment
(pay)*The way the work is super-
vised*The quality of relationships with
839. Majority of the disputes in industries are
colleagues*The existence of career de-
related to the problem of
velopment pathways*A balance between
work and life A. Wages
B. *Fairly treated (ethical management) B. Salaries
*Steady employment*Good conditions of
C. Benefits
employment (e.g. pay and leave)*Positive
work environment *A safe workplace D. All the above
851. Theory of discrimination based on facially 856. What is the scope of Human Resource
neutral employment practices that dispro- Management?
portionately exclude a protected group A. Human resource planning, job analy-
from employment opportunity sis, recruitment and selection
A. Disparate impact B. Maintaining a healthy workforce, com-
B. Disparate Treatment pensation and benefits
C. Reasonable accommodation C. Training and development, perfor-
mance evaluation
NARAYAN CHANGDER
D. Plaintiff’s Rebuttal
D. All of the above
852. When a company “screens” job appli-
cants, people who are not right for the 857. Which of the following is the correct ab-
job are removed from consideration for the breviation of HRM?
job. A. Human Resource Management
A. true B. Human Resourcefulness Management
B. false C. Human Relation Management
D. Humanistic Relation Management
853. An organizational chart shows the com-
pany’s chain of command, which indicates 858. The movement to a higher level or posi-
A. who has been working at the company tion is referred to as?
the longest A. Demotion
B. the physical layout of a store or busi- B. Transfer
ness C. Promotion
C. who reports to whom in the company D. Termination
D. the salaries of all company employees
859. Which of the following is NOT one of the
854. A manager who assists and advises line Five Types of Power?
managers. A. Legitimate
A. Line Manager B. Punishment
B. Operations Manager C. Deferential
C. Staff Manager D. Referent
D. Financial Manager 860. A project manager had a complex prob-
lem to solve and facilitated a team deci-
855. What are wages?
sion about what needed to be done. A
A. Wages are the reward that employees few months later, the problem resurfaced.
get for doing their job, counted by the What did the project manager most likely
hour. not do?
B. Wages are the reward that employees A. Perform proper risk analysis
get from the government
B. Confirm the decision solved the prob-
C. Wages are the reward that employees lem
get from the employers every month C. Have the project sponsor validate the
D. Wages are a yearly bonus decision
D. mentoring B. False
863. The Employment Act 1955, fall under the 868. He set the stage for the study of hu-
A. Ministry of Human Resources man capital. Although he does not use the
phrase human capital, he identifies the ac-
B. Employees Provident Fund
quired and useful abilities of individuals as
C. National Institute of Occupational a fundamental source of wealth and eco-
Safety and Health nomic progress of a country.
D. Ministry of Health A. Frederick Taylor
864. Which method of performance appraisal B. Adam Smith
requires managers to place a certain per-
centage of employees into various perfor- C. Elton Mayo
mance categories? D. none of above
A. Forced distribution method
869. In a arrangement two part-time em-
B. Checklist method ployees fill one full-time job.
C. Percent method
A. job enlargement
D. Forced-choice method
B. multitasking
865. XYZ Company Sdn. Bhd. has experi-
C. job sharing
enced high demand for products and ser-
vices from its customers. How do Human D. split shift
NARAYAN CHANGDER
871. What does the employee need to en- D. An evaluation of an employee’s well be-
counter throughout the liquefied natural ing over a certain period of time.
gas project? 876. is a compensation arrangement in
A. Well being concerns which employees are paid a portion of the
company’s profits.
B. Salary
A. supervisors
C. Relationship with the manager
B. salaries
D. Bonus system
C. wages
872. Which of the following would not be in- D. Profit sharing
cluded in a job offer?
A. job analysis 877. Breaking rules might lead to an employee
being fired or
B. starting salary
A. downsized
C. terms of employement
B. terminated
D. benefits package
C. laid off
873. The objective of critical incident approach D. praised
is
878. Oakley, a manager at OpTech, wants
A. to identify the critical tasks of a job
to explain the business needs to the em-
B. analysing the middle and top-level ployees who don’t have a good sense of
managers. the big-picture view of the organization’s
C. to describe their daily activities in their goals. One of the best ways for Oakley
daily log book. to do this is to show them the gap be-
tween the organization’s current perfor-
D. a. structured job analysis question- mance and capabilities and where it needs
naire that contains different items to be in the future.
874. Medical, insurance and uniform is re- A. True
wards that are included in non-financial B. False
compensation.
879. Which of the following is NOT one of the
A. True
four steps in selecting the right candidate
B. False for the job?
890. What are the ways to make an inter- 895. What is/are the different offsite devel-
view successful?i-Structure the interview opment intervention?
to decrease its validityii-Carefully choose A. Simulation
what sorts of traits are to be assessediii-
Beware of committing interviewing errors B. Team Building
NARAYAN CHANGDER
C. i & iii 896. Which of the following is NOT a factor
that can distort performance appraisals?
D. i, ii & iii
A. Leniency error
891. Pick the OPERATIVE FUNCTIONS B. Central tendency
A. *Directing*Organizing C. Efficiency bias
B. *Compensation*Development D. Similarity error
C. *Co-ordination Control E. Halo error
D. *Procurement
897. WHO stands for
E. *Integration Maintenance A. World Health Organizer
892. What are the characteristics of bureau- B. World Healthy Organization
cratic organizations according to Weber? C. World Health Organization
A. Aturan dan prosedur formal D. Worldwide Healthy Organization
B. Clear division of work
898. What is the goal of strategic manage-
C. Justice and equality ment in anorganization?
D. All answers are correct A. To deploy and allocate resources in a
way that gives it a competitive advantage
893. You must treat your employees with re- B. To deploy and allocate resources in
spect and dignity-Quoted by a way that gives it a comparative advan-
A. Dhirubhai Ambani tage.
B. Bill Gates C. To call for and combine resources in a
way that gives it a competitive advantage.
C. Warren Buffett
D. To call for and combine resources in
D. Narayan Murtha a way that gives it a comparative advan-
tage.
894. Which of the following is not effect of ag-
ing population 899. HR responsibilities have shifted from
A. Decreased dependent population operational to strategic responsibilities
which involve formulating and executing
B. Labour immobility organizational strategy.
C. Tend to spend money on healthcare A. True
D. Retain beyond retirement age B. False
900. An ongoing relationship that is developed 904. involves presenting an accurate and
between a senior and junior employee is positive image of the firm to those it is re-
cruiting for jobs.
908. Which term refers to teaching several em- 913. Which of the following is a non-financial
ployees in a class? method of motivation? (caution:not moti-
A. on-the-job-training vational action)
B. Group-training
C. human resource management
D. recruitment
NARAYAN CHANGDER
909. Title VII of the Civil Rights Act prohibits
discrimination on the basis of:
A. race
B. religion
C. gender
D. all of the above
A. Creating a good atmosphere in the
910. Which of the following is the first phase team
of HR activities for cross border M&A?
B. Social activity
A. Due diligence phase
C. Consolidation of employees’ self-
B. Pre-M&A phase esteem, by highlighting their positive el-
C. Integration planning phase ements and the importance of the work
they do
D. Implementation and assessment
phase D. Salary promotions based on perfor-
mance
911. Enterprise performance management fo-
cuses on the evaluation of results, which 914. (HRM)
is the performance of the human re- A. Humble resource management
sources strategic compensation function B. Human resource management
that matches ( ).
A. internal growth strategy 915. In role playing, participants respond to
specific problems they may encounter in
B. external growth strategy their jobs by acting out real-world situa-
C. stabilization strategy tions.
D. contraction strategy A. True
B. False
912. The process of determining a training pro-
gram’s content by studying the responsibil- 916. are rewards other than cash, such as
ities and duties a job involves is known as paid time off, insurance, or a retirement
plan, given to employees.
A. organization analysis A. salaries
B. task analysis B. Benefits
C. person analysis C. commissions
D. environment analysis D. policies
917. The process of helping new employees ad- 922. What is/are the purpose/s of Human Re-
just to a company is called source Management?
920. Situation in which a person cannot find a 925. Analysis of the organizational structure
job. is the vertical and horizontal interconnec-
tions among jobs
A. Assistant
A. Yes
B. Vacant
B. No
C. Unemployment
C. Maybe
D. Chommage
D. I don’t know
921. Assertion (A):Staff morale is only af- 926. The process of collecting and analyzing
fected by external factors. Reason information to determine the training re-
(R):Employees’ personal life has no impact quirements that would enable a target
on their work morale. group of employees to meet or exceed the
A. Both A and R are true, and R is the cor- performance requirements of their roles
rect explanation of A. within the organization is called a?
B. Both A and R are true, but R is not the A. Job organization
correct explanation of A. B. Job description
C. A is true, but R is false. C. Needs assessment
D. A is false, but R is true. D. Job evaluation
927. Merger between companies often cause 933. When HR management executives partic-
Intra-merger HR challange ipate in a company’s long-range planning
A. True efforts, they are taking part in
B. False A. Strategic Management
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D. Budgeting
B. historical story
C. human relations approach 934. Tick all the types of training
D. recent development A. Job
929. What is the focus of the HRM audit in B. Safety
relation to the company’s financial perfor-
mance? C. Induction
A. Assessing the impact of HRM on rev- D. Apprenticeship
enue
B. Evaluating the investment portfolio 935. What is the primary purpose of Human
Resource Management?
C. Reviewing the customer acquisition
strategy A. To reduce risk and increase ROI
D. Analyzing the supply chain costs B. To enforce HR policies
930. Students who will work for little or no C. To recruit and hire employees
pay in order to gain experience in a partic-
ular field are called: D. To manage company finances
A. interns
936. With Internet technology, we have the
B. temporary employees capability to connect in real-time with peo-
C. freelancers ple from all over the world using a?
D. contractors A. Corporate meeting
931. Personal Qualities and Skills Required of B. Professional conference
HRM Specialists
C. Skills seminar
A. High ethical standards
D. Webinar
B. Communication skills
C. Integrity 937. Which is a person who can comment on a
D. Ability to bring about change job applicant’s qualifications?
932. As defined in economics, the quantity and A. summary writer
quality of humaneffort directed toward
B. recruiter
producing goods and services
A. YES C. human resource management
B. NO D. reference
A. True
B. False
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B. employee’s background
C. A is true, but R is false.
C. employee’s attendance
D. A is false, but R is true.
D. training record
954. is the process of evaluating how ef-
948. Why Skill Variety fectively employees are fulfilling their job
A. Stimulate growth and satisfaction responsibilities and contributing to the ac-
complishment of organizational goals.
B. Maintain strict compliance
A. Recruitment and Selection
C. Maintain productivity
B. Training and development
D. Increase turnover
C. Labor Relations
949. Which of the following is defined as ad- D. Performance Evaluation
vising or training a new company?
955. involves using statistical techniques,
A. Networking algorithms, and problem-solving to iden-
B. Collaborating tify relationships among data for the pur-
pose of solving particular problems.
C. Mentoring
A. Data analytics
D. Job analysis
B. Social media
950. True or False? When business strategy C. Cloud computing
changes, compensation strategy should
change? D. Gaming
957. What is the role of HR in workforce plan- D. listening to feedback relating to any
ning? proposed changed and considering care-
fully any negative points raised
NARAYAN CHANGDER
968. How does globalization impact Human
Resource Management (HRM) in a multi- 973. Which of the following statements is a
national company today? potential a negative of flex time plans?
A. mentoring C. transfer
977. is the Auditing of daily processes B. The process of selecting suitable can-
like compensation and benefits adminis- didates from a pool of applicants for a va-
tration, performance management, and cant position.
986. Below are the impact of information tech- D. the manager’s personal or emotional
nology on the operations of organization maturity
EXCEPT E. a lack of technical competence
A. Increasing productivity
991. One disadvantage of peer evaluations is
B. Reduce manpower the belief that they contain more biases
C. Providing access in remote areas and furnish less valid information than ap-
praisals by superiors.
D. Institutionalizing organization memory
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A. True
987. Which of the following is NOT one of the B. False
main activities for a human resource man-
ager? 992. It is the process of identifying the need
of a new employee, defining the job to be
A. recruiting and selecting employees filled and the type of person needed to fill
B. training and developing employees it, attracting suitable candidates for the
job and selecting the best one.
C. coordinating marketing and produc-
tion activities A. Termination
D. performance planning and evaluation B. Appraisal
C. Training
988. Which of the forecasting technique is the
D. Recruitment
fastest?
A. Work study technique 993. What is a management control tool that
helps determine whether the objectives for
B. Flow models a particular job are being met?
C. Ratio trend analysis A. performance evaluation
D. HR demand Forecast B. job description
C. chain of command
989. Job analysis is the process of gathering
information about a particular job. The in- D. bonus
formation includes the job activities, du-
994. Hollis is responsible for performing job
ties, responsibilities, scope, work environ-
evaluations. To do so, Hollis considers the
ment, behaviours and characteristics of a
knowledge, mental activity, and account-
person that can effectively perform the
ability required by the position. Hollis is
job.
using the Hay profile method
A. True A. True
B. False B. False
990. What are the 3 main reasons why U.S. 995. “Human resource management” involves
expatriates failed? the elements of
A. the manager’s inability to adjust A. planning, organizing, and controlling
B. other family-related reasons B. leading, directing and coordinating
C. the inability of an expatriate’s spouse C. procurement, development, integra-
to adapt the inability of the employee to tion and maintenance
adjust D. All of the above
996. In traditional focus, providing opportuni- of the following is the best representation
ties for learning is the part of of the process:
A. performance planning → employee in-
A. WTO A. Recruitment
B. ILO B. Human Resource Planning
C. like this C. Human Capital Management
D. WHO D. Human Resource Management
1005. What must a manager establish to en- 1009. What is the main focus of Human Re-
sure a more favorable outcome when ask- source Strategy and Planning?
ing an employee to compete a task? A. Product development
NARAYAN CHANGDER
A. Planning B. Managing current and future needs to
achieve organizational goals
B. Better skills
C. Attracting customers
C. Self-actualization
D. Financial management
D. Trust
1010. What is a benefit of an effective recruit-
1006. What is the main factor that influenced ment & selection process?
the transition from traditional to modern
A. Increased profit
human resource management?
B. Staff retention
A. Social changes
C. Extra training
B. Technological advancements
D. Styles of management
C. Globalization
D. Environmental sustainability 1011. HRM includes the following main func-
tional groups:
1007. What is meant by bureaucracy as a form A. Pre-recruitment activities
of organization?
B. Job advancement
A. Inefficient and inflexible organiza-
C. Performance evaluation
tional form
D. Recruitment activities
B. A very efficient and flexible form of or-
ganization E. Post-recruitment activities
C. A form of organization that does not 1012. Which of the following is a benefit for
have rules and procedures an employee of appropriate job design?
D. A form of organization that does not
have a hierarchical structure
1021. is the process of allocating tasks 1026. A formal interview with an employee
among its members for achieving organi- who is leaving the small business to deter-
zational objectives mine his or her attitudes about the busi-
A. Organizing ness and suggestions for improvement.
A. Layoff
B. directing
B. Exit Interview
C. staffing
C. Employee Turnover
D. controlling
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D. Discharge
1022. HR supports the workforce by identify-
1027. What are the characteristics of a bureau-
ing and implementing technology and other
cratic organization according to Weber?
tools that help employees collaborate, get
information, and communicate with one an- A. Organizations that do not have rules
other. and procedures
A. TRUE B. Organizations that have a flexible hier-
archical structure
B. FALSE
C. Organizations that do not have a hier-
1023. Definition of competencies is referring archical structure
to elements like D. An organization that has clear rules
A. Knowledge and skills and procedures
B. Job performance 1028. This qualitative approach avails of the
C. Time management opinion of department managers on their
future staffing needs.
D. Attitudes
A. Statistical approach
1024. Lauren is an HR manager at a market- B. Judgmental approach
ing firm. Which of the following functions
C. Both statistical and judgmental ap-
is LEAST likely to be an aspect of Lauren’s
proaches
job?
D. None of the above
A. employee and labor relations
B. staffing 1029. Tick all the operative functions of HRM.
A. Procurement function
C. product testing
B. Organising functions
D. employee safety
C. Development function
1025. The alignment of HRM and future busi- D. Compensation function
ness planning requires that the HR deci-
sions are based on appropriate and 1030. Which aspects are failure to comply
data. with legislation in this area can mean em-
ployers facing unwelcome publicity and po-
A. relevant
tentially large payouts as a result of em-
B. factual ployment tribunal decisions?
C. descriptive A. Ethical aspects
D. raw B. Business aspects
1033. Which of the following includes five 1037. A(n) serves as a “snap shot” of the
basic functions-planning, organizing, position the employee will befilling.
staffing, leading, and controlling? A. Needs assessment
A. A job analysis B. Recruitment policy
B. Strategic management C. Job description
C. The management process D. Employment agency
B. Off-the-job training
C. Orientation
D. none of above
B.
1043. Which of the following is not stipulated
in the Employment Law of Malaysia?
A. Rest days
B. Permissible work hours
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C. Employment of foreign workers
D. Employee’s right to a polygamous mar-
C. riage
1044. Which is not the benefits of employee
retention?
A. Company saves cost for career devel-
opment program.
B. Company saves time for of recruitment
D. and selection.
C. Employee has negative attitude to-
wards company.
D. Employee can adjust better with the
1040. This method is used to pressurise unions company’s policies and guidelines.
to agree to settle the dispute.
1045. What is Selection?
A. Negotiations
A. The process of defining the way work
B. Changes of contract will be performed and the tasks that a
C. Lock-outs given job requires
D. Threats of redundancies B. The process by which theorganiza-
tion attempts toidentify applicants with-
1041. Recruitment is the necessaryknowledge, skills, abilities,
that willhelp the organizationachieve
A. The process of looking for the abso-
its goals
lute best applicant despite their horrible
record. C. The process of getting detailed infor-
mation about jobs
B. The process of developing an em-
ployee’s performance. D. A planned effort toenable employees
tolearn job-relatedknowledge, skills, and-
C. The process of looking for and attract-
behavior
ing qualified applicants to fill a job.
D. The process of rewarding employees. 1046. Strategic HR is more reactive rather
than proactive with other functional areas.
1042. Introduces the organization’s history,
key staff, and the location of key facilities.
Also called induction training.
A. On-the-job training
1051. Which of the following is not a key 1055. What was the past role of human re-
takeaway from the conversation about source management focused on?
relationship quality and performance ap- A. Transactional activities and compli-
praisal? ance
A. Relationship quality matters-as much B. Strategic contributions to organiza-
or more so than ratings or participation tions
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C. Depends on the Job Profile
A. Recruitment
D. Could be either Recruitment or Selec-
tion B. Selection
C. HR Planning
1057. The primary function of HRP is making
certain that various company departments D. Termination
have sufficient staff to complete all the
work required to meet the organization’s 1063. is the knowledge, skill and capabili-
goal. ties of individualsthat have economic value
to the organisation.
A. True
A. Human capital
B. False
B. External environment
1058. Acquisition of knowledge/skills that
improve an employee’s ability to meet 1064. HR strategies involve which of the fol-
changes in job requirements and in client lowing?
and customer demands
A. Person to organization
A. Development
B. Person to Job
B. Selection
C. Recruitment 1065. Which motivation causes people to par-
ticipate in an activity for their own enjoy-
D. Performance management ment?
1059. A study found that the command of the A. Intrinsic
partner’s language is mainly a requirement
B. Extrinsic
for eastern managers, and significantly
less so for western partners. C. Self
A. True D. Social
B. False
1066. What are the soft skills?
1060. The obligation to accept responsibility A. computer skills
for the outcomes of assigned tasks.
B. knowledge of use of Microsoft Office
A. Accountability
C. marketing skills
B. Unity of Command
D. communication skills, teamwork skills,
C. Employee Empowerment confidence, time management skills, and
D. Organization Chart problem-solving skills
1067. .... is a document that outlines the roles, C. Traditional method is based on per-
tasks and responsibilities of an employee sonal qualities
1075. Which activity is to be followed after re- 1080. Which approach can be used in HRM au-
cruitment dit to compare the company with other di-
A. placement visions or organizations?
NARAYAN CHANGDER
1076. What is the document that sets out min-
imum wage rates and minimum working 1081. Which of the following is a written
conditions for a specific occupation? statement that describes the activities, re-
A. Reward sponsibilities, working conditions, and su-
pervisory responsibilities of a job?
B. Award
A. Job specification
C. Occupation table
B. Job analysis
D. Employment award
C. Job description
1077. Which role of human resource manage- D. Job context
ment manages most HR activities and Explanation:Explanation:C) A job descrip-
serves as an employee champion? tion is a written list of a job’s duties,
A. Strategic role responsibilities, reporting relationships,
working conditions, and supervisory re-
B. Operational role
sponsibilities, and it is the result of a job
C. Employee advocate role analysis.
D. Administrative role
1082. How can you define teleworking?
1078. Workforce planning involves all the fol- A. Employees are looking for job opportu-
lowing except? nities overseas
A. Organizing the training of staff B. Employees work away from the office
B. Forecasting future personnel require- by using electronic forms of communica-
ments tion
C. Examining production plans in a fac- C. Employees work from home by using
tory electronic forms of communciation
D. Preparing and maintaining personnel D. Employees have the right to choose
records when they work
1079. The presence of a wide range of varia- 1083. What are the links of high productivity
tion in qualities or attributes of people or according to the text?
things is called A. Human resources and capabilities,
A. ethnicity new technology and opportunities, effi-
cient work structure and company policies
B. diversity
B. Recruitment and employment, wage
C. ethics and salary management, benefits admin-
D. discrimination istration
1092. The management theory that states C. Removing a deal with another busi-
that all people can direct their own efforts ness.
is: D. Bringing someone to an end.
A. Theory Y
1098. Which of the following is not a task of
B. Herzberg’s theory a Human Resource Manager:
C. Maslow’s hierarchy A. Health, safety and employee welfare
D. Theory X B. Recruitment and selection
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1093. Traditionally, HR focused on hiring, fir- C. Performance appraisal
ing and the old-school annual pay review. D. Budgeting and cash flow
A. TRUE 1099. What do you see as the biggest chal-
B. FALSE lenge for DAP?
A. Globalization and competition
1094. A trend analysis is limited in its useful-
ness because it B. Changing composition of society
A. overlooks the passage of time in re- C. We spend most of our lives as workers
gards to staffing D. More generations working in parallel-
B. addresses only the financial impact of diversity
employment changes
C. overlooks the potential for changes in
skills needed
D. assumes constant increases in worker
productivity
1111. The main problem with outsourcing has B. It results in maximum output with the
been issues of ethics, with outside con- increased customer satisfaction.
tractors resorting to dubious and unethical C. It promotes group satisfaction with in-
ways to keep costs low. dividual development.
A. True D. Optimum utilization of manpower by
B. False motivation and improving efficiency.
Explanation:The main problem with out-
sourcing has been issues of ethics, with 1116. A manager who is authorized to direct
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outside contractors resorting to dubious the work of subordinates and is respon-
and unethical ways to keep costs low. sible for accomplishing the organization’s
tasks.
1112. How can on-the-job training be benefi-
A. Financial Manager
cial for employees in an organization?
B. Line Manager
A. On-the-job training is a waste of time
and resources for employees C. Staff Manager
B. On-the-job training provides practical D. Marketing Manager
experience and helps employees learn
new skills. 1117. Good employees and a well-run human
resource management program are as im-
C. On-the-job training is too expensive portant to your business as are capital,
and not worth the investment for employ- equipment and inventory.
ees
A. True
D. On-the-job training only benefits the
employer, not the employees B. False
1113. Which method of recruitment involves 1118. Assertion (A):In a job analysis, the skills
using the company website and social me- required for a job are listed. Reason
dia? (R):Job specification is a part of job analy-
sis.
A. Job Posting
A. Both A and R are true, and R is the cor-
B. Internet
rect explanation of A.
C. Word of mouth
B. Both A and R are true, but R is not the
D. Job Fair/Open House correct explanation of A.
1114. What is meant by work stress? C. A is true, but R is false.
A. Conditions of tension that arise in the D. A is false, but R is true.
workplace
1119. A team member is not performing well
B. Holidays provided by the company on the project because she is inexperienced
C. Training to improve performance in system development work. There is no
D. Wage gap between workers one else available who is better qualified
to do the work. What is the BEST solution
1115. How has HRM become one of the highly for the project manager?
focused jobs? A. Consult with the functional manager to
A. It focuses on obtaining as well as main- determine project completion incentives
taining a satisfied workforce. for the team member
1130. Kyla applied for the role of Payroll Spe- 1133. Which of the following is not a work life
cialist. She has 4 years of experience balance factor?
with manpower agency covering 5, 000 A. Flexible work timings
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employees both professional and minimum B. Part time work
wage earners. She has experience in pay-
roll software and program such as Oracle, C. Job sharing
SAP, ADP. Kyla’s asking rate is Php45, D. Technical improvement
000/month. John is another candidate
who applied for the role. He has 6 months 1134. Which of the following best defines line
of experience and close to Owen, the HR authority?
Recruiter. If Owen will be selecting the ap- A. management over a small staff in a
propriate candidate for the role of Payroll public firm
Specialist, what is/are the required selec- B. management with flexible decision-
tion procedure needs to be followed to get making powers
the fit/suitable candidate?
C. a manager’s right to advise other man-
A. Owen should interview both candi- agers or employees
dates and assess their skills, competen-
D. a manager’s right to issue orders to
cies, experience suitable for the role
other managers or employees
B. Owen should do a background inves-
tigation to validate the information pro- 1135. What are the guides to decision-
vided by the candidates making?
C. The candidates should pass the pre- A. Procedures
employment medical exams and must sub- B. Rules
mit all documentary requirements.
C. Policies
D. Owen doesn’t ned to do anything be-
D. Goals
cause he knows John and they’ve been
friends for 15 years. He knows John to be 1136. BONUS:Your company has been tasked
a diligent person and has drive to hearn with providing estimates for a road con-
the job. struction project. You have data available
related to costs per square feet. You now
1131. which of the following is not an indica-
need to provide an estimate of the cost of
tor of a potential appraisal?
the project based on this data what esti-
A. Sense of Reality mation technique is most applicable in such
B. Creative Imagination a scenario?
C. Recruitment A. Top Down estimates
D. Breadth of Vision B. Parametric Estimating technique
1132. ERm activity helps in strengthening the C. Bottom Up Estimating
bond among the D. Analogous Estimation
1137. In Factor-Comparison method, each fac- 1143. Human resource management has noth-
tor is ascribed a ing to do with boosting the morale of and
the motivation level
NARAYAN CHANGDER
ganisation?
staffing, training and development, ap-
praising, rewarding, and protecting and A. The values within a business thatare
representing the human resources in the reflected through managementbehaviour
international or global aspects of an orga- and policies
nization. B. The values within a business thatem-
C. the management of people in an orga- ployees are expected to abide by
nization. C. The values within a business thatall
D. All of them stakeholders are expected tofollow
1150. In your pool sales business sales are D. The values within a business thatare
usually high in the spring and summer then reflected through employeebehaviour
drop off in the fall and winter. The can-
1154. policies to ensure fairness and continu-
didate you interviewed has a family and
ity within the organization
needs a steady income but likes the idea
of earning more pay if he makes a large A. Staffing
number of sales. Which payment method B. Workplace Policies
do you think he would prefer?
C. Compensation and Benefits
A. wage
D. Retention
B. salary
E. Training and Development
C. commission only
D. combination plan 1155. Which one is a barrier to strategic HR?
1151. Which of the following was not included A. Cost control versus value creation
in the reasons why firms conduct perfor- B. Lack of appreciation of what HR can
mance appraisals? contribute
A. Cultural-meritocracy C. Lack of understanding of what to do
B. Administrative-documentation D. Enhance quality of HR services
C. Societal-to improve work-life
1156. A decision based on ignorance is a
D. HRM-connection to other systems very bad thing.
E. All of the above were discussed as rea-
A. governing
sons to conduct performance appraisals
B. managerial
1152. is the process of identifying the
C. good
goals, measuring the performance of staff
each year? D. strategic
D. In China, the power of the unions to 1170. Human Resource refers to the in an
gain high wages has been blamed for hurt- organisation
ing competitiveness. A. raw materials
1166. What is the difference between recruit- B. personnel
ment and selection in the context of human C. fixed assets
resource management?
D. none of above
A. Recruitment is the process of training
1171. What does the operational and em-
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new employees, while selection is the pro-
cess of promoting existing employees. ployee advocate role of HR management
involve?
B. Recruitment is attracting potential can-
didates, while selection is choosing the A. Managing most HR activities in keep-
most suitable candidate. ing with organizational strategy
C. Recruitment is choosing the most suit- B. Linking human resource strategy with
able candidate, while selection is attract- organizational mission
ing potential candidates. C. Focusing on clerical administration
and record keeping
D. Recruitment is the process of firing
employees, while selection is the process D. Policing policy and procedure
of hiring new employees.
1172. How the firm will be able ensure that it
1167. Off the job training is most likely to be obtains and retains a sufficient number of
useful for: employee?
A. coping with new people starting a busi- A. do the same strategy forever
ness B. never care about other firm project
B. telling workers about standard proce- C. compete effectively
dures at a business D. does not participate in current econ-
C. assessing workers’ performance omy
D. developing new IT skills 1173. The legal content of the labor contract
does not include
1168. Which of the following is not a tool and
technique of the Plan Human Resource? A. Trial period
1184. Employers who downplay the negative 1190. Which of the following is not a reason
aspects of a job to prospective employees for Downsizing?
tend to have lower turnover A. To speed up decision making
A. True
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B. To be more responsive to customers
B. False C. To increase employee morale
1185. Which of the following components are D. To save labour costs
reformed to support the strategies of hu-
man resource function? 1191. Human Resource planning is compulsory
for
A. Control systems
B. Appointment A. effective employee development pro-
gramme
C. Rewards
B. base for recruitment
D. Job allotment
C. base for selection policy
1186. A recent news report showed how
D. all of these
reskilling at least 15-20 times is going
to be a regular requirement for millennial 1192. HR department viewed as the special-
workers. ists in the areas that encompasses Human
A. True Resource or people management.
B. False A. Executive Role
1195. Selection is the Process by which the or- C. The acquisition ofknowledge, skills,
ganization attempts to identifyapplicants andbehaviors thatimprove anemployee’s
with the necessary andother character- ability tomeet changes in jobrequirements
A. FALSE B. Selection
B. TRUE C. Placement
1205. Grievance handling is the management D. Training and Development
of employee dissatisfaction by the De-
1210. True or False:Adequate Notice is made-
partment.
up of:knowledge of performance stan-
A. Human Resource dards and a fair hearing?
B. Occupational Safety and Health A. True
NARAYAN CHANGDER
1206. Which of the following is an example of B. False
an employee-assistance program:
1211. What is the role of HR in cloud transfor-
A. Training on the use of dangerous mation?
power equipment
A. To ensure compliance with rules and
B. Compensation regulations
C. Corrective action B. To oversee all aspects of employees’
D. Career and education planning careers
C. To develop and maintain a highly effi-
1207. What are the key components of inte-
cient workplace
grating HRM into strategic planning for an
organization? D. All of the above
A. Implementing rigid and outdated HR 1212. What is the definition of a wage?
policies without considering the changing
business environment A. a fixed amount of pay for each week,
month, or year
B. Aligning HR goals with organizational
goals, identifying and developing talent, B. extra compensation
creating a positive work culture, and im- C. a profit sharing plan
plementing effective HR policies and prac- D. an amount of money paid on an hourly
tices basis
C. Outsourcing all HR functions to third-
party companies 1213. Which of the following is/are motiva-
tional techniques in the organization?
D. Ignoring the organizational goals and
focusing solely on individual employee A. Provide Continuous Feedback
needs B. Prioritize Work-Life Balance
1208. What does internal recruitment mean? C. Create a Culture of Recognition
A. Internal Recruiting D. All of the above
B. Cross-training 1214. has been appointed as CHRO of Es-
C. Paying for Performance pire Hospitality.
D. External Recruiting A. Raya Mahra
1215. What are the main challenges for D. a process applicants to work for the
management in dealing with bureaucratic best fit and selected to meet theexisting
weaknesses? Vacancies
B. a process of searching, identifying and 1224. The main function) of performance ap-
attracting potential job applicantswho are praisal is
qualified A. A to give feedback to employees on
C. an activity in an organization, whether past performance and to communicate fu-
business or serve-oriented big orSmall ture expectation
NARAYAN CHANGDER
B. Complication
1225. Which is not included in the function of
C. Constipation
human resource strategic model?
D. Compensation
A. Planning, recruitment, and selection
B. Compensation and total rewards 1231. The current retirement age is for
C. Training and development men and for women.
1235. is the process of choosing the most D. Balance the project’s constraints re-
suitable candidate for the vacant position garding time, scope, and cost
in the organization.
1244. The content of job description involves C. Maintaining positive relationships be-
tween employees and the organization
A. Job title, Condition of work D. Conducting job interviews
B. Educational qualification, Skills 1250. The recruitment cycle is (in order)
C. Both a & b A. Receive applications, screen appli-
D. None of the above cants, testing, interviews, reference
check, short list applicants, offer and/or
NARAYAN CHANGDER
1245. When making a job analysis, work per- acceptance
formance standards should be set by the
B. Receive applications, screen appli-
Human Resource Manager.
cants, short list applicants, interviews,
A. RIGHT testing, reference check, offer and/or ac-
B. SALAH ceptance
C. Receive applications, short list appli-
1246. A person derives his authority from ap- cants, screen applicants, interviews, test-
peal to his followers in ing, reference check, offer and/or accep-
A. Leadership tance
B. Management D. Receive applications, reference check,
interview screen applicants, short list ap-
1247. An employee can be immediately dis- plicants, testing, offer and/or acceptance
missed for:
1251. Which of the following complaint pro-
A. being late
cedures is a unionized employee likely to
B. stealing use?
C. making sexist comments A. A step-review system
D. being inefficient B. A hearing officer complaint system
1248. What is the role of HR strategy in the C. A grievance procedure
strategic management process? D. A peer-review procedure
A. To determine the long-run perfor-
1252. Which of the following are attributes of
mance of the corporation.
a clerk in the human resource office?
B. To establish the basic parameters for A. Confidentiality
managing people in the workplace.
B. Integrity
C. To maximize resource productivity
within the HR function. C. Financial competence
D. To facilitate effective communication D. Tact
and coordination between different func-
1253. involves the entire hiring process from
tional areas.
posting a job to negotiating a salary pack-
1249. Employee relations activities primarily age
focus on: A. Staffing
A. Managing employee performance B. Workplace Policies
B. Determining employee compensation C. Compensation and Benefits
NARAYAN CHANGDER
A. Formal B. When there is not enough work for all
B. Informal employees
C. What we do to burgers to get an even
1265. Human Resource departments are
cook
A. line departments
D. The number of employees who leave
B. authority department an organization and are replaced over
C. service department time
D. functional department 1271. The process of attracting individuals on
a timely basis, in sufficient numbers, and
1266. is the process of choosing the most
with appropriate qualifications, to apply
suitable candidate for the vacant position
for jobs with an organization is referred
in the organisation.
to as
A. Recruitment
A. selection
B. Training
B. HR planning
C. Selection
C. recruitment
D. Performance Appraisal
D. appraisal
1267. Qualifications, experience, skills and at-
titudes needed for the job will be listed on 1272. When a worker is injured on their own
time, this benefit helps replace the lost
A. Job Description wages during the time they cannot work.
A. The appraisal manager ranks each 1287. Project performance appraisals are dif-
member of a particular work group or de- ferent from team performance assess-
partment with a simple grade between ments in that project performance ap-
two extremes, e.g. from best perfor- praisals focus on:
mance to worst performance.
A. How an individual team member is per-
B. Each employee is compared with all forming on the project
other employees of his work group or
B. An evaluation of the project teams ef-
department, in pairs, until all employees
fectiveness
NARAYAN CHANGDER
have been compared with each other
C. A team-building effort
C. Employees fall into predefined groups
according to their performance ratings, D. Reducing the staff turnover
each group representing a specific set of
performance ratings 1288. Interviewers are not affected by phys-
ical cues, for example spectacles equals
D. When the rater tends to see on the ra- greater intelligence.
tee some of his personal characteristics,
that he thinks they contribute to the effec- A. True
tiveness B. False
1284. Relating to current affairs, which HRM 1289. In an addition to regular compensation,
aspect gained prominence during the are monetary incentives that an em-
COVID-19 pandemic due to remote work? ployee earns as a result of good perfor-
A. Decentralized work sites mance.
B. Employee involvement A. Motivational techniques
C. Contingent workforce B. Financial reward
D. Corporate downsizing C. Non financial reward
D. All the above
1285. Which of the following can be the op-
tions for reducing surplus? 1290. Which of the following is an illegal ques-
A. Downsizing tion that should NOT be asked of a job ap-
plicant?
B. Pay reductions
A. Why are you the best candidate for this
C. Promotions position?
D. Transfers B. What is your greatest strength?
E. Work sharing
C. Are you married?
1286. What is the main method of selection for D. Do you have questions for us?
internal and external recruitment?
1291. A good leader is one who behaves ac-
A. Shorlisting
cording to the requirements of the situa-
B. Interview tion.
C. Aptitude testing A. True
D. Application form B. False
C. failing to carry out responsibilities eff 1307. The stage of discussion before a union
ectively workers’ strike occurs is known as which
D. an employer failing to pay a worker on of the following?
time A. Labor unions
B. Equal opportunity talks
1302. Which of the following is/are the
employment-regulating legislation in C. Affirmative action
Malaysia? D. Collective bargaining
NARAYAN CHANGDER
A. Employment Provident Fund Act 1951 1308. What does it means by relation be-
B. Malaysian Penal Code tween organization with outside parties?
A. Organization relations
C. Employees’ Social Security Act 1969
B. Internal relations
D. Employment Act 1955
C. External relations
1303. AI in hospitality focuses on the effects D. Customer relations
on the
1309. Which techniques do not use the partici-
A. employee pants as a learning center?
B. consumer A. Management game
C. manager B. Coaching
D. HRM C. Role play
D. Workshop
1304. The firm physically moves some of its
operations out of the home country is 1310. When an enterprise has excess employ-
called ees, its personnel plan is:
A. Export Operations A. Natural attrition
B. Subsidiaries B. Early retirement
C. B and C C. Transfers
1313. the procedures of HRM in the correct se- 1317. What are the conclusions of research on
quence is the role of work groups?
NARAYAN CHANGDER
ployee and the employer for solving prob-
C. Screening and shortlisting candidates lematic issues.
D. Providing employee coaching and men- C. Forming a group of people on the work
toring front so as to inspire them to work collec-
tively for the company’s growth in terms
1323. Which of the following is concerned with
of social, economic, and psychological pro-
supporting business processes by means
ductivity.
of training, recruitment and performance
management? D. None of the above
A. Relational
1328. Monetary payments that are subject to
B. Selection EPF contribution are
C. Operational A. Salaries
D. Performance management B. Overtime payments
1324. A(n) gives an employee a higher- C. Incentives
level job with more authority, responsibil-
D. Travel allowances
ity, and pay
A. evaluation 1329. A compensation arrangement in which
B. raise employees are paid a portion of the com-
pany’s profits:
C. promotion
A. profit sharing
D. transfer
B. wages
1325. Which is least likely be considered when
doing workforce planning C. benefits
1340. All of the following are most likely 1344. Which of the following would be the
strategic benefits of training EXCEPT most effective training method to use for
an employee who needs to learn about the
A. increased morale
latest technology trends for today’s mod-
B. higher retention rate ern office?
C. more employee satisfaction A. on-the-job training
D. improved orientation programs B. coaching
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C. mentoring
1341. Job specification is
D. conference or seminar
A. written statement on information such
as organization chart 1345. The process of defining the way work
B. written statement that summarizes will be performed and tasks that will be
the personal qualities, traits, skills, and required in a given job
qualifications required to do the job A. Job analysis
C. Written statement on general nature B. Job design
of the job, and includes its main activities. C. Development
D. Written statement that define the lim- D. Training
its of the jobholder’s authority, including
decision making authority 1346. Below are the role of human resource
management EXCEPT
1342. What refers to the administrative spe-
A. Employee Relation
cialization that focuses on hiring and devel-
oping employees to become more valuable B. Coordinator
to the company? C. Facilitator
A. Personnel management D. Medium
B. Professional development 1347. HRM can be most comprehensively de-
C. Human development fine as a series of activities focused on
D. All answers are correct A. working towards strong communica-
tion with staff
1343. In the Boeing example discussed in class, B. obtaining, training and maintaining an
the primary reason for the large differen- effective workforce
tial between the consultant engineer (the
highest level) and the advisor engineer C. strong leadership
(the level below consultant) was: D. strategic planning
A. the consultant engineer job adds the 1348. A defined contribution plan in which pre-
most value to the company tax dollars are invested in a bundle of in-
B. Employee perceptions of whether or vestments
not their compensation is fair A. 401 k plan
C. Valuation discrimination B. Compensation
D. Treatment discrimination C. bonus
E. All of the above D. incentive based payment
1356. What is the process by which internal 1361. The key questions to be asked when
recruitment is accomplished? developing an international HRM policy is
A. Walk-Ins and Unsolicited Applicants
A. who is going to coordinate the HRM
B. Job Posting
functions?
C. The Word-of-Mouth System B. what type of organisation is desired?
D. Advertising Media C. how can cross-boarder training be de-
NARAYAN CHANGDER
signed?
1357. Which of the following is not one of the
3 levels of management? D. when should the HR manager begin de-
veloping HR policies?
A. beginner
B. lower 1362. Job Specification is a statement of
A. Minimum qualification required for a
C. middle
job
D. top
B. Technical job requirement
1358. What is/are the motivation/s for staff C. Machines to be used
A. Salary D. None of these
B. Welfare 1363. OpTech and an employee are in a dis-
C. New Skills pute that they have been unable to resolve.
They have taken their case to Pat Mar-
D. All the Above gen, a retired judge, and have agreed to
abide by Margen’s decision. This scenario
1359. Ability of company to survive and suc- describes arbitration.
ceed in dynamic competitive environment.
A. True
A. SOCIETY FOR HUMAN RESOURCE
MANAGEMENT B. False
C. HR Planning D. physiological
D. Strategic human resource manage- 1366. What is the main objective of job evalu-
ment ation?
1375. Joseph has recently been hired by a 1380. This approach is also called the problem-
car manufacture company. Which training solving mode
method will most likely be used to train A. Confrontation
Joseph?
B. Compromise
A. apprenticeship training
C. Smoothing
B. role playing
D. Forcing
C. internship
1381. An employee loses their job due to their
NARAYAN CHANGDER
D. E-learning position is no longer needed, through no
1376. Which of the following is an example of fault of their own. This is known as
fixed fringe benefit? A. Dismissal
A. hazard pay B. Severance pay
B. honorarium C. Unfair dismissal
C. clothing allowance D. Redundancy
D. none of above 1382. Indirect competitor is another important
external factor in planning.
1377. When are employee performance ap-
praisals typically done? A. True
A. Annually B. False
1385. What is the key principle for getting 1391. The DAP has 4 main activities:Training,
benefits from training? Evaluation, Rewards, Selection. Which
of the following is categorized under re-
NARAYAN CHANGDER
1396. What is the first step in the training and
partners,
development process?
B. Teaming (offline & online)
A. determine specific Training needs
C. Collaboration
B. establish specific Training objectives
D. Co-creativity & brainstorming
C. Evaluate the training program
E. Oral and written communication
D. Implement the training program
1402. It is a group activity in which partic-
1397. a measure of specific abilities and a test ipants generate possible solutions to a
of the applicant’s inclination to succeed problem.
A. mental ability test A. Learning
B. IQ test B. Leadership
C. aptitude test C. Team-building
D. personality test D. Brainstorming
1398. To look for people to hire and attract 1403. Job evaluation is based on the:
them to a business: A. Complexity of the job to perform
A. delegate B. Conceptual skill required by the job
B. mentor C. Relative job worth for an organization
C. freelance D. Physical skills required by the job
D. recruit
1404. Training is designed to provide learners
1399. Which concept(s) indicate(s) the need with the knowledge & skills needed for the
for employee involvement in an organiza- long-term focus.
tion? A. TRUE
A. Top-down decision-making only B. FALSE
B. Delegation, participative management, 1405. can be defined as a written record of
and work teams the duties, responsibilities and conditions
C. Isolation and independent work cul- of job.
ture
D. Unilateral goal setting by management
1413. This required benefit is set at 6.2% that C. Motivation of individuals; planning
both the employee and employer must pay D. Planning; development
to prepare for retirement.
A. Workers Compensation 1418. Which is not the main reason for train-
ing?
B. Social Security
A. There are frequent transfers within
C. Unemployment Compensation
the organization.
D. Medicare
B. There is a new policy change.
NARAYAN CHANGDER
1414. The activity that presents a prime op- C. A new work process has been
portunity to expand the knowledge base changed.
of all employees is?
D. Inefficient personnel
A. Promotion
B. Workplace training 1419. What can happen if the employees of
the new business are unhappy and unmo-
C. Retention
tivated?
D. Union participation
A. The business could make more money.
1415. Which of the following is NOT a consid- B. The business could lose money and
eration when recruiting and selecting em- fail.
ployees according to the segment?
C. The business could make customers
A. Desired job abilities happy.
B. Approval requirements for work visa D. The business could borrow more
C. Employee background checks money.
D. Living at the ‘home base’
1420. An HR manager consults with an em-
1416. In human resource planning, human re- ployee about her continuing education op-
source planning that is formulated to main- tions
tain the vacancies that the organization A. Staffing
may generate in the medium and long term
B. Employee Relations
is called
A. Manpower allocation planning C. Compliance
NARAYAN CHANGDER
employee is being let go.
D. There is a form available for the em- C. 1989
ployee to sign on their last day. D. 2018
E. Electronics or other supplies that were
1439. The most basic or lowest-level need in
issued to the employee should be re-
Maslow’s hierarchy of human motives in-
turned and verified.
cludes the need for:
1434. Which of the following organization has A. self-esteem.
relatively higher labour turnover
B. love and friendship.
A. School
C. religious fulfillment.
B. Burger King
D. food and water.
C. Law firm
1440. The most common approach to expatri-
D. Government
ate pay is the approach to pay a
1435. The diagram that shows all positions in
an organisation is
A. flow chart
B. succession chart
C. organization chart
D. succession diagram
1451. Which of the following is not a step to 1456. Which of the following does not belong
establish pay rates? to the group?
A. Conduct a job evaluation A. Money
B. Compare pay grades to similar busi- B. Promotion
nesses in different parts of the country C. Expertise
C. research through market analysis D. Power
D. perform a job analysis and job evalua- 1457. What are the objectives of Human Re-
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tion source Management?
1462. is the personnel activity by means 1466. Is the process of finding candidates, re-
of which the enterprise determines the ex- viewing applicant credentials, screening
tent to which the employee is performing potential employees and selecting employ-
A.
B.
C.
A. Job evaluation
B. Work evaluation D.
C. Performance evaluation
D. None of the above 1467. Hera is the HR Manager of Company X.
the company has been in existence for 10
1463. while directing HR managers
years, but this is the only time that they
A. instruct the employees will have a job description for the role of
B. guide the employees machine operator. Management required
C. terminate the employees HR to review the roles and come up with
job description to align the employees into
D. monitor the performance of the em- the role and to also assess their salaries.
ployees to achieve predetermined goals. How should Hera conduct the job analysis
E. monitor the performance of the direc- to be able to come up with the appropriate
tors to achieve predetermined goals. job description?
1464. Each person should be paid fairly, in line A. Hera can just get job description from
with his or her effort, abilities, and train- the internet for he role of machine opera-
ing refers to tor.
A. adequate B. Hera can use AI to get the job descrip-
B. equitable tion for the role of machine operator.
NARAYAN CHANGDER
C. qualification inventory
D. appraisal
D. trend analysis
1473. Employee welfare helps to improve in-
1469. What is meditation? dustrial relations and industrial peace.
A. A third party that gives advise but does A. True
not impose it
B. False
B. The process of shutting down the busi-
ness 1474. When did human resource management
begin to evolve?
C. Not doing anything
A. Around the year 1900
D. A third party that solves the problem
B. In the 1960s
1470. Techniques used by the human resource C. In the 1990s
planners are:
D. In the late 1970s
A. Statistical method
1475. Refers to the test for general knowl-
B. Judgmental method
edge.
C. Both statistical and judgmental meth-
A. Mental Ability Test
ods
B. Personality Test
D. None of the above.
C. Aptitude Test
1471. what is the principle to organized man- D. Intelligence Quotient Test
ufacturing operations?
A. managers should ensure the most suit- 1476. What is a crucial aspect of workforce di-
able worker was chosen to do each job versity that affects an organization’s com-
petitiveness?
B. to make sure the worker knows how to
A. Homogeneous work environments
respect the management
B. Exclusion of varied ethnic backgrounds
C. managers should find the best way to
do each particular job for which they are C. Striving for uniformity in gender repre-
responsible sentation
D. managers should train the workforce D. Leveraging diverse viewpoints for in-
on how to implement the best way of do- novation and decision-making
ing the job
1477. Which is not the goal of personnel eval-
1472. is a document that outlines the roles, uation in an organization?
tasks and responsibilities of an employee A. A. To pay appropriate compensation.
C. volunteering in a company
D. none of above
1486. What defines the human resource plan- 1489. A business’s human resources depart-
ning process? ment is responsible for coordinating the
for employees.
A. performance evaluations
B. sales promotions
C. information systems
D. purchase orders
NARAYAN CHANGDER
1490. To is to look for people to hire and
attract them to the business.
A. turnover
B. terminate
C. spy
A. From observation
D. recruit
B. From maintaining and improving the
good image of the company 1491. What is the difference between recruit-
C. From the comparison of demand and ment and selection?
supply:With the data obtained from the
A. Recruitment is the process of attract-
forecasts of demand and supply, the au-
ing potential candidates to apply for a job,
thorities compare the figures quantita-
while selection is the process of choosing
tively and qualitatively
the most suitable candidate from the pool
D. Of all the above of applicants.
1487. Which of the following are types of di- B. Recruitment is the process of training
versity training? employees, while selection is the process
of evaluating their performance.
A. Equal employment and affirmative ac-
tion C. Recruitment is the process of promot-
ing employees, while selection is the pro-
B. Process and behavior
cess of demoting them.
C. Awareness building and skill building
D. Recruitment is the process of hiring
D. Conventional and nonconventional employees, while selection is the process
of firing them.
1488. Ineffective staff training initiatives
have seen employees in a business fail to
1492. The Human Resource Manager inter-
achieve set sales targets for the past two
views those potential candidates who ap-
months. Which indicator is this reflective
ply the job. This is the process of
of?
A. Benchmarking of key variables A. HR planning
1493. An HR manager performs background 1498. Which skills are included in Global oper-
and reference checks on a potential candi- ating skills?
date.
NARAYAN CHANGDER
A. Development cer
B. Training
1509. What does position switching training
C. Appraisal
mean?
D. Selection
A. Internal Recruiting
1505. Strategic HR is output driven rather B. Cross-training
than input oriented.
C. Paying for Performance
A. TRUE
D. External Recruiting
B. FALSE
1506. An HR manager should discriminate ap- 1510. The Human Resource Plan:
plicants based on their gender, age, or A. Should be created by the Human Re-
race. sources department
A. True B. IS a part of the resource management
B. False plan
C. Is a tool of Develop Project Team
1507. Behavioural training includes leadership
courses, team building courses, and stress D. Is an output of the Develop Human Re-
management courses. source Plan Process
A. True
1511. If the workforce of B&G Ltd is 95 people
B. False and twenty of them resign this year, then
Explanation:Behavioural training in- the labour turnover rate at the company is
cludes leadership courses, team build-
A. 21.05%
ing courses, and stress management
courses. B. 78.95%
1513. An Apprenticeship is on-the-job learning 1518. Which of the following is not a demo-
sponsored by an educational institution as graphic trend in the labour market?
a component of an academic program.
NARAYAN CHANGDER
simple terms?
B. Seminar
A. A personnel inventory that includes in-
C. Master degree formation about each employee
D. IT course B. Is the organizational function that
deals with the people in the business
1524. Safety in the workplace is required by?
C. It defines in detail the requirements of
A. National Labor Relations Act the tasks an employee is required to per-
B. OSHA laws form.
D. Temporary workers augment the staff
C. Employee Privacy Laws
during busy periods.
D. National Labor Laws
1529. The human resource Manangement
1525. The EEOC (Equal Employment Opportu- helps toi improve the
nity Commission) is a federal government A. Production
agency responsible for holding employers B. Productivity
accountable for the Civil Rights Act of
1964. What is the original reason the Civil C. power
Rights Act of 1964 was enacted? D. Produce
A. Discrimination against humans be- 1530. The employees at Gnewers Market are
cause of their culture threatening to strike. To counter this
B. Discrimination against humans be- threat, the weapon Gnewers would most
cause of their religion likely wield is
A. the legal right to hire replacement
C. Discrimination against humans be-
workers.
cause of their gender
B. the legal injunction
D. Discrimination against humans be-
cause of their race C. the lockout
D. a work slowdown
1526. Mainly answering the question of what
to rely on to compete, this is ( ) 1531. What are the advantages of bureau-
cracy as a form of organization?
A. organizational strategy
A. Clear division of work
B. competitive strategy B. Justice and equality
C. functional strategy C. Efficiency in resource use
D. business strategy D. All answers are correct
C. Recruitment B. False
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can come from
1543. is the statistical study of population
characteristics A. Outside and Inside the Organization
B. Right and Left Organizations
C. Top and Bottom of the Organization
D. Outside and Inside Orangbization
1561. The overall objective of human resource 1566. What is/are the different in-house de-
management is to ensure that velopment approach/es?
A. the organization is able to achieve suc- A. Management coaching
cess through people. B. Job rotation
B. the employer gets alot of money. C. Role play
C. the employees acquire training in the D. Simulation
various activities
1567. What are the advantages of off-the-job
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D. the organization does not recognize its training?
employees
A. Fewer disruptions to daily operations
1562. A potential solution when labour de- B. A wider range of skills and qualifica-
mand exceeds labour supply is: tions
A. work sharing. C. Cheapest form of training
B. hiring temporary workers. D. Improve the productivity of workers
C. job sharing. 1568. Which of the following is not a part of
D. finding employees alternative jobs Employee Safety?
within the organization. A. Adequate and ongoing safety training
E. any of the above B. Being Provided with the required
safety gear
1563. ORGANIZING function includes-
C. Advancement in technology
A. coperation pf activities
D. The ability to report any injury
B. cordination of activities
1569. The recent trend where in some occu-
C. calling and designing people jobs pations (such as high-tech) unemployment
D. none of above rates are low, while in others unemploy-
ment rates are still very high and re-
1564. People who apply for a job vacancy cruiters in many companies can’t find can-
without prompting from the organization didates, while in others there’s a wealth
of candidates is called:
A. Referrals
A. talent analytics
B. Direct applicants
B. globalization
C. Foreigners
C. the unbalanced labor force
D. Locals
D. human capital
1565. An employee has which types of goals?
1570. Which of the following statements best
A. Physiological reflects the process of collective bargain-
B. Illogical ing globally?
A. Collective bargaining takes place at
C. Psychological
the local rather than the national level.
D. Sociological
B. Codetermination is a significant part of
E. Numerous and logical all negotiations.
NARAYAN CHANGDER
2.0”
C. short listing
E. Digital business skills D. selecting
1581. spoils the company image as well as 1586. Before firing an employee, employers
future recruiting. should apply the
A. Discrimination A. standards of employment conduct.
B. Poor working conditions B. rules of fair employment.
C. Communication barriers C. principles of just cause
D. Labour turnover D. policies of equity and responsibility
1582. The different salary levels of different 1587. A Strong Work Ethic, Positive Attitude
employees within the same company are and Good Communication are examples of
due to the influence of factors. A. which type of skills?
Employee performanceB. Employee’s posi- A. Transferable
tion C. Employee abilities D. The power of
unions e. Employee’s length of service B. Hard
A. ABCD C. Soft
D. none of above
B. AWAY
C. ABCE 1588. Where does remuneration system com-
munication contribute?
D. BCDE
D. The ability to exercise accountability 1593. Pavi, an employee with Manor Electri-
and proactive control over my remunera- cals, has been transferred to a different
tion division within the company. To facilitate
C. Ensures all employees maximize their 1601. What is the main theme in Mary Parker
potential and their contribution to the or- Follett’s writing?
ganizationIs the concern of all employees, A. Characteristics of bureaucratic organi-
especially managers zations according to Weber
D. Perceived as an issue for certain B. Management principles according to
groups in one is excluded the labour mar- Henri Fayol
ket such as women, ethnic minorities and
people with disabilities C. The importance of cooperation in orga-
NARAYAN CHANGDER
nizations
1597. Which of the following is NOT a task of D. The influence of Taylor’s ideas in man-
a Human Resource Manager: agement
A. Health, safety and employee welfare 1602. The process of forecasting an organiza-
B. Recruitment and selection tions future demand for, and supply of, the
right type of people in the right number is
C. Performance appraisal
called
D. Budgeting, cash flow, balance sheet
A. Recruitment
preparation
B. Human Resource Planning
1598. Each employee is paired off with an- C. Human Capital Management
other employee in the same unit to deter-
mine who is more superior than the other D. Human Resource Management
A. Integrates core process into stream- 1605. “Man of all the resources available to
line systems man, can grow and develop” quoted by
B. Collaborates core process into stream-
line systems A. Peter Morrison
C. Plans core process into streamline B. Peter.F. Drucker
systems C. Adam smith
D. All of these D. Karl Marx
1606. One reason that some organizations 1612. Human resource management aims for
prefer to hire older workers is that an effective management of an organisa-
tion’s workforce to help the organisation
D. Develop Human Resource Plan, Ac- D. Internal candidates are more commit-
quire Project Team, Develop Project Team, ted to company
Manage Project Team
1621. What is crucial for dismissing an em-
1616. .... describes about the duties and re- ployee properly?
sponsibilities of a job.
A. Transparency in the dismissal process
A. job title
B. Providing severance pay
B. job specification
C. Conducting exit interviews
NARAYAN CHANGDER
C. job description
D. Offering alternative employment
D. job authorization
1622. Which training method combines class-
1617. Grievance procedures are concerned room instruction with on-the-job training?
with:
A. apprenticeship training
A. Unfair treatment of workers
B. role playing
B. Training given to existing workers
C. job rotation
C. Upgrading of employees’ positions
D. Lecture
D. Periodic assessment of employees
1623. Employee Recreation is a type of com-
1618. As per Maternity Benefit Act 1961, a pensation system?
women worker can get maternity leave up
to A. Extrinsic (benefit)
A. Job Design C. C
B. Job Evaluation D. D
C. Job Specification 1634. An occurrence or event that is un-
D. All of the above expected unforeseen unplanned and un-
wanted that leads to damage injury loss
1629. CenurgCo hires natives of the host coun- or death.
try to manage its international facilities
A. Safety
as much as possible. These workers are
known as host country nationals. B. Danger
A. True C. Unsafe Conditions
B. False D. Accident
1630. Involves a series of steps in which 1635. HRM is all about this except
candidates are interviewed, tested, and
A. Happy employees
screened to select the most suitable per-
son for the vacant position, called? B. Roi & Roe
A. Training C. Competitive advantage
B. Selection D. Profit
C. Labor turnover
1636. A remedial transfer is done to correct
D. Employment Contract a faulty selection in recruitment or place-
ment.
1631. The HR department very easily deal
with all sorts of lawsuits A. TRUE
A. true B. FALSE
1637. Part time and temporary workers who 1643. Which of the following is an assessment
are often used when full-time workers are tool used to objectively measure an indi-
on leave or during busy seasons. vidual’s personality traits, aptitude, intel-
A. Human resource employees ligence and behaviour
NARAYAN CHANGDER
D. Management By Objectives
1638. Refers to employees’ freedom from
physical or emotional illness. 1644. Recruitment is
A. Safety A. process of collecting information on
B. Health the job
1639. Analysing and forecasting the number of B. process of choosing the most suitable
workers and the skills of those workers candidate for the job
that will be required by the organisation C. process of interviewing candidates
to achieve its objectives (Workforce Plan- D. process to attract group of applicants
ning)
A. Recruitment 1645. WHAT DO YOU UNDERSTAND ABOUT
JOB ANALYSIS?
B. Training and Selection
A. Job review techniques to identify the
C. Human Resource Planning
skills, knowledge, experience and other
D. Job Requirements requirements needed to perform the job
1640. The role of ethics in human resources B. The process of preparing a job descrip-
management involves: tion to identify unnecessary tasks, over-
lapping task responsibilities and the exis-
A. organizing employees into groups.
tence of functions that do not have respon-
B. treating all employees fairly. sibilities
C. planning the hiring process. C. Profiles of individuals who should be
D. using resources wisely. successful in the job and are used to guide
hiring officials to select the best candi-
1641. Clarify expectations is one of the ele- dates
ments in implementing performance man-
D. none of above
agement system.
A. True 1646. Every prospective employee is given the
same opportunity to take part in all se-
B. False
lection procedures, is the understanding of
1642. The scope of HRM doesn’t include
A. Separation A. Job Analysis
B. Outsourcing B. Job Description
C. Promotion C. Job Qualification
D. Market entry D. Compensatory Selection Approach
1647. Which of the following is not an advan- 1653. brain drain means
tage of Workforce diversity? A. the emigration of highly trained or
qualified people from a particular country
1657. Recruitment and selection of employees D. The relationship is due, in part, to in-
relate to any human resource management creased motivation
goals E. All of the above are true
A. Implement strategy
1661. Rest periods of short duration during
B. Talent management working hours shall not be counted as
C. Maintain an effective workforce hours worked.
D. Find the right person A. TRUE
NARAYAN CHANGDER
B. FALSE
1658. All of the following are key components
of the performance appraisal meeting EX- 1662. Which sentence is correct?
CEPT:
A. Focus discussions on the employee,
not work behaviors.
B. Give both positive and negative feed-
back.
C. Prepare for and schedule the meeting
in advance. A. Training means:increasing knowledge,
D. Support your evaluation with specific attitudes and skills, relevant to the work,
examples. mainly through teaching and practice in
order to achieve the organization’s goals
E. Involve the employee in the appraisal
discussion, including a self-evaluation. B. Development means providing oppor-
tunities for personality expansion, job
1659. The following are the dimensions of HR adaptation and emphasis on leadership
practices except: skills of individuals selected for manage-
rial and supervisory roles
A. The human resource environment
C. The training of human resources is
B. Acquiring and preparing human re-
based on three phases:a) the identifica-
sources
tion of training needs, b) the implementa-
C. Assessment and development of hu- tion of the training, c) the evaluation of the
man resources training
D. Non-compensating human resources D. Staff development provides manage-
ment with technical services
1660. Which of the following is not true re-
garding the relationship between general 1663. The sponsor’s role on a project is BEST
mental ability (GMA) and job performance described as:
(JP) based on our discussion in class: A. Helping to plan activities
A. There is a direct effect or relationship B. Helping to prevent unnecessary
between GMA and JP changes to project objectives
B. The relationship is due, in part, to C. Identifying unnecessary project con-
more rapid learning straints
C. The relationship is due, in part, to in- D. Helping to put the project manage-
creased job knowledge ment plan together
1664. Assertion (A):Job enrichment involves 1669. Tom works for “Energy Engineering.”
adding more tasks of similar difficulty to Apart from the regular compensation, the
a job. Reason (R):Job enlargement is in- company provides him with things such as
1667. is the assignment of various func- 1672. Michael is a type of manager who is con-
tions, like human resource management, cerned primarily with accomplishing goals
accounting, or legal work, to outside and objectives and concentrates on the
firms. task itself. His behavioral style is called:
A. Outsourcing A. authoritarian
B. Contingency workers B. democratic
C. Functional reassignment C. task oriented
D. Organizational reassignment D. people oriented
1668. Whose responsibility is it to come to 1673. Appraisals are conducted to help to as-
work on time? sess an employee’s performance against
A. Employer targets.
B. Employee A. True
NARAYAN CHANGDER
C. bridging D. More diverse skill set
NARAYAN CHANGDER
fective communication between manage-
A. Selection ment and employees.
B. recruitment
C. job analysis 1698. The Occupational Safety and Health Act
requires that employers maintain safe
D. HR planning working conditions.
1694. Safety is the feeling of not being hurt. A. True
A. True B. False
B. Maybe
C. False 1699. As the business grows and expands,
who will ultimately determine the success
D. How should I know or failure of any small business.
1695. To increase the profit of all divisions by A. retailers
15% per year, would be an ‘MBO’ objec-
tive of which level of the hierarchy? B. employees
A. Aim C. vendors
B. Corporate objective D. consultants
C. Divisional objective
1700. What are the objectives of HRP?
D. Departmental objective
E. Individual target A. To appraise the surplus or shortage of
human resources and take actions accord-
1696. CHOOSE 3 QUALITATIVE METHODS FOR ingly
WORK ANALYSIS APPROACH.
B. To predict the employee turnover
A. QUESTIONNAIRE STUDY
C. To minimize imbalances caused due to
B. JOURNALS AND RECORDS non-availability of human resources
C. FUNCTIONAL JOB ANALYSIS
D. To recruit and maintain the HR of req-
D. THE SUBJECT OF DEBT uisite quantity and quality.
1697. What is the role of employee relations
in an organization? 1701. Performance Management System
Stages involve:Plan, Act, Track and Re-
A. The role of employee relations is to view.
only handle employee terminations
A. True
B. Employee relations is not important in
an organization B. False
1712. Below are the other names for HRM B. Acquiring resources
specialist, except
C. Developing the project team
A. human capital manager
D. Managing the project team
B. welfare officer
C. personal officer 1717. Companies could face potential crises
D. human resource manager due to the retirement of key talent
A. true
1713. Cost vs. Benefit
NARAYAN CHANGDER
A. Risk Management B. false
1722. All of the following are forms of power 1727. What are the potential challenges of HR
derived from the project manager’s posi- planning and how can they be addressed?
tion except:
NARAYAN CHANGDER
D. To assess particular skills best refer to?
A. Transfer learning
1733. The following are several manage-
ment principles according to Henry Fayol, B. Training
except C. Training program objective
A. order D. Training need analysis
B. unity of command
1738. Which of these would not normally be
C. Division of work found in a job description?
D. physical strength A. Job Title
1734. A training that gives employees the op- B. Roles and duties
portunity to experience other tasks that C. Skills and abilities required
require the same skills are called as
D. Employment conditions
A. mentoring
B. job rotation 1739. Which organization of the human re-
source function involves dedicated HR
C. coaching members that assist top management in is-
D. total quality management sues such as developing the personnel as-
pects of the company’s long-term strategic
1735. An HR manager makes sure the com- plan?
pany is following equal employment op-
portunity (EE)) laws. A. embedded HR teams
C. Workers being compensated finan- 1745. When union members carry signs and
cially for injuries they may sustain in the march near the entrance of their employer
normal course of their duties at work to publicize their view of the dispute and
C. Diversity and inclusion in the work- 1755. What are the different types of training
place and development programs that organiza-
D. Changes in nature of work tions can offer to their employees?
NARAYAN CHANGDER
training, workshops and seminars, men-
toring programs, e-learning courses, and
leadership development programs.
A. Performance management C. Free snacks and coffee in the break
B. Attraction and Selection room
C. Evaluation D. Vacation days and time off
D. Feedback (Feedback)
1756. This skill is needed in order for an HR
1752. is an association of employees which professional to handle all priorities and
performs some of the functions of a trade business needs all at once.
union, such as representing its members
in discussions with management. It may A. Multitasking
also have other social and professional B. Dedication to continuous improvement
purposes.
C. Ability for a dual focus
A. Single-union Agreement
B. Collective Bargaining D. Organization
1759. What is the present role of human re- 1764. negotiation of wages and other condi-
source management focused on? tions of employment by an organized body
of employees.
NARAYAN CHANGDER
C. Manufacture the products
C. Too much praise from management
D. Sell the products
D. Lack of team-building activities
1775. The training is also called as an ori-
1770. What are the two theories of motiva- entation program, wherein the new em-
tion? ployees are introduced to the rules andreg-
A. outcome theory + content theory ulation of an organisation.
B. content theory + process theory A. induction
C. process theory + sustain theory B. performance management
D. sustain theory + outcome theory 1776. Which of the following is a disadvan-
tage of outsourcing human resource func-
1771. What are the essential skills required tions?
for a successful career in human resource
management? A. Cost savings from outsourcing are not
always achieved.
A. Advanced knowledge of computer pro-
gramming B. A business does not have specialist hu-
man resource personnel.
B. Strong communication and interper-
sonal skills C. It can reduce the time that it takes to
bring the output of a business to market.
C. Expertise in financial analysis
D. The outsourcing business can seek
D. None of the above compensation if goods or services are not
1772. An HR manager solves a paperwork delivered in terms of the contract.
snag involving an employee’s paycheck. 1777. Which of the following is not one of the
A. Compensation and Benefits benefits of safety and healthy workplace?
B. Staffing A. Improved Productivity
C. Training and Development B. Employee Retention
D. Compliance C. Company Reputation and Employer
E. Employee Relations Branding
D. High Employee Turnover
1773. Giving employees the authority to make
meaningful decisions about their work is 1778. What does OSHA stand for?
known as A. Overview Specific Human Alliance
A. job design B. Occupational Safety and Health
B. job enlargement Agency
NARAYAN CHANGDER
A. True 1793. Which criteria of the following are
B. False mainly used to measure the effectiveness
of HRM in enterprises?
1788. The minimum qualifications required by
A. Organizational orientation results
a particular job such as education and ex-
perience is called B. Amount of employees getting promo-
A. job analysis tions
B. job title C. Personal orientation results
C. job description D. Comparative advantage
D. job specification E. Competitive advantage
1789. If you were an employee in company A 1794. What is the highest need in the theory
and your supervisor keeps record on your of human motivation?
behavior so it is likely that you are ap-
praised under which method? A. Esteem
A. BARS B. Physiologic
B. 360 degree C. Safety
C. Human Asset Accounting D. Self Actualization
D. MBO
1795. What is the correct training and devel-
1790. They are responsible for managing the opment process?
small parts of a project into which a large
project might be divided. A. 1. Identify training needs2. Estab-
lish objectives3. Select training method4.
A. Deputy project managers Conduct and deliver training5. Evaluate
B. Project Manager performance
C. Project Leader B. 1. Conduct and deliver training2. Iden-
D. Subproject managers tify training needs3. Establish objectives4.
Select training method 5. Evaluate perfor-
1791. These are inhibitors to employee em- mance
powerment except
C. 1. Establish objectives2. Conduct and
A. Resistance from Employees and deliver training3. Identify training needs4.
Unions Select training method 5. Evaluate perfor-
B. Workforce Readiness mance
C. Resistance from Management D. none of above
1796. Treating people differently because of identify with them and thereby internalize
their disability is called their beliefs, values and assumptions
NARAYAN CHANGDER
a B. The manager ensures they fear him
A. job and are scared so they get the job done
B. task in fear of consequences
C. human resource C. The manager ensures everyone includ-
ing Kaithlynn, Marisol, and Melissa have
D. function
their thoughts and ideas heard, and prior-
1805. The meaning of the acronym HRM is itizes teamwork
A. Human Resourceful Management D. The manager ensures power is un-
B. Human Relation Management evenly distributed because he is tired
C. Humanistic Resource Management 1809. The test which measures what a per-
D. Human Resource Management son can do based on skill or knowledge
already acquired by him/her is known as
1806. What are the key factors to consider
(also called Ability Tests)
when designing a training and develop-
ment program for employees? A. Aptitude Test
A. Choosing irrelevant training methods B. Intelligence Test
B. Identifying specific needs, setting C. Achievement Test
clear objectives, choosing appropriate
training methods, and evaluating effec- D. Interest Test
tiveness
1810. What should the company do when one
C. Ignoring employee feedback of the employee’s performance fall?
D. Setting vague objectives
A. Firing them
1807. What are the three major steps to fore- B. Discipline the employees
casting?
C. Employees counseling
A. Forecast demand for labor → Labor
supply → Labor shortage/surplus D. Embarrassing employees among other
B. Labor supply → Labor short- employees
age/surplus → Forecast demand for la-
bor 1811. The H.R recruitment process is to create
job listings, screening candidates and set-
C. Labor supply → Forecast demand for ting up interviews.
labor → Labor shortage/surplus
A. True
D. Labor shortage/surplus → Labor sup-
ply → Labor demand B. False
1812. What are the key steps involved in the 1815. True or False:The three compensation
recruitment process? policies discussed in class are:alignment,
competitiveness, compliance
NARAYAN CHANGDER
B. Facilitation
C. Temporary employment for specific
C. Leadership tasks
D. Leader D. Minimal HR involvement in their hiring
process
1821. Frequent feedback about one’s perfor-
mance was discussed as an important way 1826. Which statistical method can be used in
to improve appraisal reactions, and this is HRM audit to predict one variable from an-
an important aspect of judgment based on other?
evidence.
A. Discriminant
A. True
B. Standard deviation
B. False
C. Correlation
1822. An effective performance reviews D. Regression
should take place several times a year
A. True 1827. refers to the activities undertaken
to attract, develop and retain an effective
B. False workforce within an organization
1823. What are the personal qualities of the A. Resource management
Personnel Manager? B. Recruitment
A. Possesses an above-average intelli- C. Got talent
gence
D. Strategic management
B. Lacks integrity and courage
C. Is not approachable 1828. Industrial action generally does not in-
clude
D. Enjoys working with machines
A. strike
1824. What were the conclusions of Elton B. lock out
Mayo’s research on job burnout and out-
C. demonstration
put?
D. bandh
A. Changes in physical working condi-
tions only affect the output of certain 1829. responsibility commensurates with
workers
A. accountability
B. Changes in physical working condi-
tions affect output B. supremacy
1831. What is/are the problem/s associated 1836. The content of job description involves
with Performance Appraisal in Human Re- A. Job title, condition of work
source Management? B. educational qualification, skills
A. Generic effect C. both a and b
B. Recent effect D. none of the above
C. Rater’s bias
1837. Which of the following is a function of
D. Central tendency personnel management?
1832. Assertion (A):Outsourcing can lead to A. Selection of right type and number of
cost savings for a company. Reason people inside an organization
(R):The primary reason companies out- B. To give a good impression to the man
source is to access specialized skills. who is leaving the organization
A. Both A and R are true, and R is the cor- C. Maintaining good relations with peo-
rect explanation of A. ple
B. Both A and R are true, but R is not the D. All answers are correct
correct explanation of A.
1838. Kadon, Blayne, and TInley are team
C. A is true, but R is false. leaders in a company. They are looking
D. A is false, but R is true. for ways to improve communication within
their teams. What method could they im-
1833. What term is used for the removal of plement?
a member of staff to a position where
A. Encouraging gossip within the team
he/she can perform more effectively and
efficiently? B. Limiting the number of team meetings
A. Employment C. Implementing open-door policies
B. Evaluation D. Discouraging feedback from team
members tags130.110130.126 and 2
C. Transfer
more
D. Deployment
1839. A small business owner should never
1834. A temporary or permanent reduction in share his/her values and plans for the
the number of employees because of a business with a job applicant. That infor-
change in business conditions. mation is classified.
A. Layoff A. True
B. Exit Interview B. False
NARAYAN CHANGDER
human resources management? incentive systems, we can say that the
A. Kurt prepares a press release that he best measures are those that
plans to distribute to the media A. are quantitative, simple to understand,
B. Ava speaks with a new vendor to es- and show a clear relationship to improved
tablish sales terms and to place an order. performance.
C. Tony explains the company’s policies B. are qualitative, flexible, and create
to a new employee during orientation. competition between employees.
C. allow employers to “ratchet up” stan-
D. Jennifer gathers sales information to
dards and base rewards on qualitative
develop a quarterly report for her super-
standards
visor.
D. reduce administrative costs, deter-
1842. When conducting a training-needs as- mine rewards based only on quantity, and
sessment, Sky Systems found that a more reward only exceptionalemployees.
flexible set of competencies is needed for
performance. This finding would have oc- 1846. Directing, being one of the preeminent
curred in the task analysis step of the as- functions of Human Resource Management
sessment that falls under
A. Operative functions
A. True
B. Technical functions
B. False
C. Managerial functions
1843. Which of the following orders is fol- D. Behavioral functions
lowed in a typical selection process?
1847. What is the purpose of performance
A. Test and/or interview, application management?
form, reference check and physical exam-
ination A. To monitor employee attendance
1850. Type of pay system where the wage 1853. The activities or practices that define
is based on the number of items and em- the desired characteristics of applicants for
ployee produces in day. specific jobs.
A. Produce pay A. training
B. Piecework B. development
C. Salary C. recruitment
D. Bonus plan D. enhancement
1851. Whose responsibility is it to inform the 1854. What are the two common ways of as-
employer if you are pregnant by the end sessing employees’ performance? Select
of the 15th week before the due date all that apply.
A. Employer A. Objective Measures
B. Employee B. Revenue generated by the employee
NARAYAN CHANGDER
B. Downsizing
were prepared using management lines in
C. Networking the 1400s.
D. Mentoring A. Constantinople
1858. When evaluating a job opportunity, you B. Venice
should pay attention to health care, retire- C. Alexandria
ment benefits and your special needs.
D. Roma
A. True
1862. To is to let other people share work-
B. False
loads and responsibilities.
1859. What is the complexity of human re- A. delegate
source management in the international en- B. share
vironment?
C. command
D. task
1863. How is a worker on commission paid?
A. According to how much time is worked
B. According to the level of output
C. According to how many items are sold
D. none of above
1864. Effective diversity training enables man-
agers to
A. audit policies.
A. Given the diversity of the management B. make more money.
and workforce around the world, HR ac-
C. develop a global mindset.
tivities should be correspondingly diversi-
fied. D. clarify compensation objectives.
B. MNCs deal with a wider external en- 1865. Which of the following would improve
vironment that includes various types of worker satisfaction within the workplace?
governments, policies and procedures A. Improved communication betweenem-
C. Training must be in the language of the ployees and line managers
executive’s country of origin B. Improved business profitability an-
D. In all of the above dreduced employee working hours
1875. Why is it important for Human Resource 1878. Whose responsibility is it to provide ap-
Management to have an effective perfor- propriate training?
mance management system? A. Employer
A. Employee development is only suc- B. Employee
cessful if there is truly a shared effort be-
tween HR and the employees. 1879. Human resource management is the
function of attracting, developing, and re-
B. It helps HR determine who needs to be
taining employees who can perform the ac-
fired if they are lacking in performance.
NARAYAN CHANGDER
tivities needed to meet organizational ob-
C. It helps HR to see which employees jectives.
are excelling and able to move up within
A. True
the company.
B. False
D. The perfect way to strengthen any
company and gives businesses a competi- 1880. This year a large school with a his-
tive edge. tory of moderate to low student achieve-
ment began implementing a new teacher
1876. HR Function evaluation system. The principal assigned
A. Contributes to the development of a two assistant principals to conduct most
high performance culture teacher evaluations for the current school
year. Which of the following observations
B. Franchising entering new markets in
made by the principal in regard to these
which the franchise pays a fee for using
evaluations most strongly suggest a need
the brand name and agrees to follow the
for additional training for the assistant
standards and rules
principals?
C. May ensures that HR activities support
A. Most teachers have been rated as ef-
the achievement of business strategies on
fective or highly effective across most ar-
a continuous basis and add value.
eas of performance
D. Specializes in matters relating to B. Many teachers have expressed con-
the employment, managements, develop- cern that their rating this year were lower
ment, and performance of people in orga- than they were previous years
nizations.
C. The ratings achieved by a large num-
1877. What are some key labor laws and regu- ber of teachers lack consistency across
lations that employers must comply with? different areas of performance
A. Minimum wage laws, overtime pay D. Most teachers ratings do not show
requirements, anti-discrimination laws, a strong correlation with their students’
workplace safety regulations, and family grades and classroom test results
and medical leave laws.
1881. Because supervisor Hadley suspended
B. Employers are not required to comply an employee covered by a typical labor
with any labor laws agreement, a grievance hearing will be
C. Employers can choose which labor held in which Hadley will be called upon to
laws they want to comply with support the suspension by demonstrating
NARAYAN CHANGDER
A. Training should bear a higher training
cost. most qualified applicant based on highest
educational background.
B. A training program should be one
where trainees are able to learn and re- C. It helps the HR officer to screen each
ceive immediate feedback. applicant credentials, skills, and other
professional background as needed, and
C. Training should not be done less than
is qualified for the vacant position.
one year.
D. none of above
D. Training program should not be based
on performance. 1898. employees whose services are needed
1893. Tick the advantages of email. for a specific period only
C. The employees have grounds to file 1906. Best Managers for Empowerment is
a complaint against QuilTek under provi- A. Task oriented
sions of the ECPA forinstituting this policy.
1911. Who is the responsible party whom the 1916. Which of the following is one of the chal-
employee should approach when she ob- lenges in finding high-level workers:
serves a lack of action being taken by the A. Too many workers in skilled trades
company management to resolve the is-
sue? B. Decreasing benefit demands and ben-
efits costs
A. Employer
C. A decreased sense of employee loyalty
B. Indigenous People
D. A shortage of trained workers in key
C. Trade Union
NARAYAN CHANGDER
areas
D. Human Resource Manager
1917. As human resource management is de-
1912. People who work in a place are called veloping in a strategic direction, the
fastest growing field in the field of human
A. personnel resource management is
B. trainee A. human resource planing
1913. Which kind of training every new em- B. Human resources cost management
ployee needs? C. Human Resource Development
A. Orientation D. Human Resources Performance Man-
B. On-the-job training agement
C. Classroom 1918. Recruitment means
D. None of them A. Total number of inquiries made
1914. Pay compression most often occurs B. Total number of selections made
when C. Total number of persons short listed
A. an organization’s pay structure in- D. Total number of applications received
cludes a wide spread between pay rates
for hourly and supervisoryemployees. 1919. When a human resources department
uses interactive computer simulations to
B. wage differences between high-and
help employees learn how to do their jobs,
low-paying jobs increases.
it is using technology for purposes.
C. less experienced, often junior employ-
A. evaluation
ees, earn as much or more than expe-
rienced employees due to highstarting B. training
salaries for new employees. C. hiring
D. pay rates are influenced by D. compliance
government-based rather than market-
based factors. 1920. One of the main reasons for Disney’s
failure in France was it’s approach.
1915. The number and nature of the jobs that
company needs is
A. decision
B. surplus
C. supply
D. demand
A. polycentric C. test
B. geocentric D. job analysis
1924. It’s not the duty of Line Managers to D. Concentrating accountability with the
train employees for jobs that are new to top management
them.
1929. A Performance Management System
A. True
(PMS) involves a continuous process of
B. False
A. Communicating
1925. Below are techniques of collecting infor-
B. Coaching and motivating
mation on applicants EXCEPT
A. reference check C. Training
B. interview D. All of the above
1930. What is the goal of personnel develop- 1935. One of the HRM functions is
ment? A. Planning Function
A. To be in accordance with the law B. Digestive Function
B. Make employees have higher perfor- C. Role Functions
mance
D. Defense Function
C. Provide employees with as much
knowledge as necessary 1936. Workforce planning is best defined as:
NARAYAN CHANGDER
A. a review of the skills and qualifications
D. Let HR have work to do.
of all workers
1931. When HR management executives par- B. analysing and forecasting the num-
ticipate in a company’s long-range plan- bers and skills of those workers that will
ning efforts, they are taking part in be required by the organisation to achieve
its objectives
A. strategic management
C. the measurement of the rate of labour
B. marketing turnover
C. budgeting D. an audit of the firm’s workforce.
D. financial analysis
1937. Where would you find the personal his-
1932. It is the process involves collecting tory of an employee
and feeding back data about individual or A. staff record card
group performance and the way results B. application form
were achieved.
C. interview assessment form
A. Goal setting
D. training record
B. Performance appraisal
1938. Which one of these factor that will not
C. Reward system effect Human Resource Changes in an or-
D. none of above ganisation?
A. Technological changes
1933. Job design is the process of deciding
which tasks will be performed by a person B. Globalization and increased competi-
in a particular job. tion
C. Employee education and expectations
A. True
D. Local meteorological changes
B. False
1939. It is the arbitrator’s responsibility to en-
1934. What is the main disadvantage of off- sure that each side receives a fair hearing.
the-job training?
A. True
A. Irrelevant and expensive B. False
B. No output is produced
1940. What is the purpose of Training and
C. Relevant experience and cheaper to Development in Human Resource Manage-
organize ment?
D. Easier to control quality A. To decrease employee engagement
A. wide enough door entries 1955. Together pay and benefits are called
B. Line of credit A. compensation
C. employee privacy laws B. profit sharing
NARAYAN CHANGDER
B. Wage and hour requirements needs to know how to do the process
in the right way.
C. Performance reviews
A. training and development
D. Probation
B. recruitment and selection
E. Firing
1957. Which of the following is an example of
1951. How many functions are there in human an employee benefit?
resource management? A. Job analysis
A. 4 B. Performance appraisal
B. 6 C. Health insurance
C. 8 D. Salary survey
D. 10 1958. What is the benefit of using the Compar-
ative approach in HRM audit?
1952. The first step of HRP is:
A. Improving employee satisfaction
A. External and Internal environment B. Enhancing product quality
scanning
C. Reducing HRM costs
B. Forecasting
D. Identifying critical issues in HRM
C. Balancing the demand and supply
1959. What is the main method of conflict res-
D. Accounting for HR olution with only two parties involved?
1953. An HR manager conducts an exit inter- A. Arbitration
view with a retiring employee. B. Conciliation
A. Staffing C. No-strike agreement
B. Compensation and Benefits D. Industrial democracy
C. Authority is delegated from the top of 1965. What is/are the importance of Training
the small business to others at lower lev- and Development?
els.
1970. includes the connection of the peo- B. Increased employee morale, in-
ple towards the community in which they creased productivity, increased business
dwell. It can also becalled as the interest growth
towards the affairs of the society and the C. Positive impact on employee satisfac-
active participation and interest to solve tion, positive impact on company reputa-
the social problems. tion, positive impact on customer trust
A. communication D. Legal penalties, fines, lawsuits, rep-
B. social obligation utational damage, loss of business li-
NARAYAN CHANGDER
censes, closure of the business, and neg-
C. priority ative impact on employee morale and pro-
D. Advisor ductivity.
1971. Initiative of Personnel Management is: 1975. IHRM is the same with HRM
A. Piecemeal A. Yes
B. No
B. Integrated
C. Maybe
C. Transactional
D. none of above
D. Transformational
1976. It is merely an administrative and
1972. Written tests, performance-simulation record-keeping function, which is the pre-
tests, realistic job preview and interviews cursor of the term human resource man-
are the agement.
A. Selection errors A. Human Resource Management
B. Selection process B. Human Resource Development
C. Selection devices C. Personnel Management
D. Selection decision D. Human Resource Planning
1973. These are regular short term ‘check-ins’ 1977. En Kamal uses private employment
to assess how well an employee is per- agencies to recruit students at Higher Edu-
forming on tasks or assignments allocated cation Institutions.
to him or her. A. RIGHT
A. Performance reviews B. SALAH
B. Annual Review 1978. The main purpose of conducting job anal-
C. Performance evaluations ysis is to prepare
help the interviewer to learn more about 1984. Performance Management is a continu-
the candidate? ous process
1989. As part of Tuckman’s Ladder of Team- 1994. Occurs when employees do the absolute
work Development, which of the following minimum required, as stated in their con-
best describes the ‘Norming’ level of per- tracts of employment. In essence, they
formance? adhere to all the rules and regulations to
reduce productivity.
A. The team understands the project and
their roles A. Walk-out
B. The team begins to do the work B. Work-to-rule
NARAYAN CHANGDER
C. The team begins to work as a team
C. Strikes
D. The team is working at an efficient
level that exceeds what individuals could D. Trade Unions
accomplish E. No Strike Agreement
1990. In small businesses, only one employee
must specialize in a job 1995. An organization’s use of an outside or-
ganization for a broad set of services
A. True
A. Self-service
B. False
B. Foreign companies
1991. Which of the following is a threat ac-
cording to SWOT analysis? C. Outsourcing
A. Recession D. Independent contractor
B. Poor management practices
1996. What are the principles of management
C. Low-quality output
according to Henri Fayol?
D. Insufficient resources
A. Management principles that focus on
1992. The hospitality industry has always bureaucratic needs
been concerned with, , , , , , , , , , , , , , B. Management principles that focus on
, , , , , that help to create a more effective human needs
and efficient internal operation.
C. Management principles that focus on
A. strategies
social needs
B. technological developments
D. Management principles that focus on
C. digital Human Resource Management efficiency and productivity
D. human capital
1997. HRP is needed in order to meet the
1993. When applying for a vacancy, you needs of expansion and growth for the or-
should send a CV together with what? ganization.
A. Letter of interest
A. True
B. Covering letter
B. False
C. Application letter
D. Nothing 1998. Awards:
2008. is the process of identifying the 2013. The process of eliminating unsuitable
goals, measuring the outcome? candidates is called
A. Potential Appraisal A. Recruitment
NARAYAN CHANGDER
B. Performance Appraisal B. Selection
C. Selection Process C. Interview
D. Planning Process D. Induction
2009. The leadership of trade unions is not 2014. What is/are approaches to Perfor-
rooted in the class. mance Management that links employee
A. working activities with the organization’s goals
and objectives?
B. weaker
A. Management by Objectives (Top-
C. middle down)
D. High B. Behavioral Approach
2010. Regarding compliance with labor laws, C. Result Approach
the government requires: D. Comparative Approach
A. Filing reports and displaying posters
2015. Which following is considered as step 2
B. Hiring, discipline, promotions and ben- of human resource planning process?
efits
A. A. Goal setting and strategic planning
C. Avoiding unlawful behavior
B. B. Forecasting HR availability
D. Collective bargaining and contract ad-
ministration C. C. Program implementation and evalu-
ation.
2011. Strategic Management handles A. D. D None of the above
management issuesB. external issuesC.
administrational issuesD. internal issues 2016. What is the main purpose of redundancy
A. management issues for a business?
B. external issues A. When an employee is given some
money as compensation for leaving
C. administrational issues
B. When an employee is no longer needed
D. internal issues and loses their work through no fault of
2012. Talan, Molly, and Avery are working in theirs
a company. What is a common way their C. When an employee resigns from a job
employer might motivate them? D. When a worker is told to leave their job
A. Assigning them an unrealistic work- because their work or behavior is unsatis-
load factory
2017. be aware of all the laws that affect the 2022. One of the training methods that least
workplace expensive and least time-consuming ways
to accomplish that goal.
2018. Which of the following business trends 2023. Multiple unions create
affects HR management?
A. Absence
A. Costs of business going down
B. Interest
B. No restructuring
C. Rivalry.
C. Globalization
D. labour leaders
D. Lack of new technology
2019. What is the significance of recruitment 2024. Multitasking skill means that as a HR
and selection in HRM? professional, you must be able to handle
everything all at once.
A. To manage the financial resources of
the organization A. True
B. To hire and select the right people for B. False
the right job
2025. Which choice is not true about reten-
C. To handle customer service for the
tion?
company
A. To retain employees, companies need
D. To develop new marketing strategies
to analyze what causes employee’s dissat-
for the organization
isfaction.
2020. Micromanage B. Retention rate and turnover rate are
A. control only the large parts, however used the same way to calculate.
large, of (a business, project, or activity). C. Higher job satisfaction means higher
B. control every part, however small, of retention rate.
(a business, project, or activity).
D. Retention refers to the means that
2021. Fill in the missing words:Human Re- companies do to hold its good employees
source management is the process of with them.
an organisation’s human resources for the
purpose of achieving the organisation’s 2026. What are the advantages of bureau-
goals. cratic organization according to Weber?
2027. What is the main goal of Talent Manage- more dangerous for the individual than for
ment in an organization? other applications?
A. To expand the business globally C. Has the individual ever filed a workers
B. To increase competition compensation claim related to his or her
disability?
C. To attract, motivate and retain produc-
tive and engaged employees D. Can the school make reasonable acco-
modations to enable the individual to per-
D. To reduce costs form the duties of a chemistry teacher?
NARAYAN CHANGDER
2028. The Ethnocentric Approach is beneficial 2031. The top objective of HRM in an enter-
when prise is to:
A. Use the workforce effectively
B. Help businesses achieve their goals
C. Provide a good, motivated labor
source
D. Increase employee satisfaction
E. Ensure compliance withthe law
A. there is a lack of qualified individuals
in the host country 2032. Choose the correct option
B. a unified corporate culture is desired
C. the firm wants to transfer knowledge
of core competencies to the foreign oper-
ation
D. All the above
2029. is the process of negotiating labor
agreements between union members and A. A
management. B. B
A. Mediation C. C
B. Arbitration D. D
C. Labor union 2033. A performance management system
D. Collective bargaining must ensure improvements in all levels
2030. Which of the following questions would A. True
be most appropriate for a principal to con- B. False
sider in evaluating the application of an in-
dividual who has a physical disability for 2034. The project manager is looking at
a position as a chemistry teacher? the project’s resource needs and lessons
learned from past projects. This informa-
A. Is the individual’s disability likely to re- tion causes the project manager to be con-
sult in higher than average rate of absen- cerned about the ability to acquire enough
teeism? resources for the project in six months.
B. Are the duties associated with the po- Which of the following would be the least
sition of chemistry teacher likely to be effective preventive action?
A. Make sure functional managers have a 2039. Strategic human resource management
copy of the resource histogram tools include all the following EXCEPT
2036. Which of the following is NOT an exam- 2041. Which of the following is a secondary
ple of a processor? and not a core dimension of diversity
A. Cotton mill A. age.
B. Automobile factory B. education.
C. Oil refinery C. race.
D. Textile mill D. Gender
2037. Industrial relations includes 2042. McClelland’s Three need Theory states
A. Grievance handling that employees are motivated by all but
one of the following:
B. Relations with trade union representa-
tives A. Acceptance
C. Collective bargaining negotiations B. Achievement
D. Preparing for contingencies, including C. Affiliation
strike action D. Power
2038. Which of the following is the person re- 2043. The process of systematically organiz-
sponsible for accomplishing an organiza- ing work into tasks is involved in:
tion’s goals by managing the efforts of the
organization’s people? A. job design.
A. manager B. writing job descriptions.
B. entrepreneur C. job analysis.
C. generalist D. job evaluation.
D. marketer E. organizational design.
2044. Which of the following is an aspect of 2049. Which of the following is the outcome
“distributed” HR? of job satisfaction?
A. more centralized HRM decisions A. High labour turnover
B. HRM tasks redistributed to the com- B. High productivity
pany’s employees and line managers C. Absenteeism
C. more paperwork D. All of the above
D. HR professional embedded in all de-
2050. Discuss the role of technology in modern
NARAYAN CHANGDER
partments
recruitment processes.
2045. Which of the following does not belong A. Technology helps in streamlining the
to the basic content of the work instruction hiring process, reaching a wider pool of
A. Job responsibilities candidates, and improving the candidate
B. working environment experience.
B. Technology only complicates the hiring
C. Work authority
process
D. Promotion at work
C. Technology has no impact on modern
2046. In most foreign countries labor unions recruitment processes
will posibly play a much larger role in a D. Recruitment processes are better
manager’s life than in the USA without technology
2051. .... must show the position of the job-
holder.
A. job title
B. job scope
C. job description
D. job specification
A. True
2052. A law that prohibits discrimination
B. False based on race, color, gender, religion, and
national origin.
2047. Because trust organizations increase
speed, relationships with customers and A. American with Disabilities Act
partners become short-term. B. Age Discrimination in Employment Act
A. True C. The Civil Rights Act of 1964
B. False D. Federal Equal Employment Opportu-
nity
2048. The chain of command shows:
A. who has been working at the company 2053. A business using a virtual team to com-
the longest plete a project is an example of:
B. the physical layout of a store or busi- A. Traditional Business Approach
ness B. Globalization
C. who reports to whom in the company C. e-Business
D. the salaries of all company employees D. Business Process Outsourcing
2054. Which of the following are the debts or D. Assign additional tasks to the other
obligations of a business? team members to compensate for the un-
derperforming member
NARAYAN CHANGDER
2063. A performance appraisal is based on the C. determining what kind of people
assumption that an employee understood should be hired for the different job roles,
what his or her performance standards recruiting prospective employees, select-
were prior to the appraisal. ing employees, training and developing
employees
A. True
D. checking to see how actual perfor-
B. False mances compare to the standards, and
2064. Tying pay to performance can actually taking corrective actions as needed
harm the firm 2069. Entrepreneurs must delegate responsi-
A. true bility, or the duty, for completing assigned
B. false tasks. When it comes to delegation, which
of the following is a FALSE statement?
2065. Which of these do NOT come under A. A.Assigned tasks must be clearly iden-
scope of HRM? tified so that everyone will know exactly
A. Induction and orientation what they are responsible for.
B. Training and development B. There should be no questions about
who is responsible for each task.
C. Motivation and welfare
C. Authority is delegated from the top of
D. PR assessment and maintenance
the small business to others at lower lev-
2066. Retrenchment / reduction of workers els
occurs because the company cannot afford D. One person really can do everything if
to pay workers’ wages. they just work hard enough
A. RIGHT
2070. What is one of the advantages of bu-
B. SALAH reaucracy as a form of organization?
2067. Which of the following is not one of the A. Clear hierarchy
challenges that employers are experienc- B. Lack of flexibility
ing when trying to finding high level em-
ployees? C. Reduce wasted time
A. Organizational culture built around the 2078. WIth a cafeteria plan, employees can
interests of individuals choose
B. Power/authority derives from exper- A. the hours that they want to work
tise B. from among benefits of equal value
C. Power/authority/responsibility is de- C. the type of payment plan they want
termined by position
D. random days off from work
D. Power and decisions come from one
charismatic leader 2079. Filling job vacancies with existing em-
ployees from within a business, is called
2075. Per our class discussion, the compensa-
tion objective “fairness” refers mainly to: A. recruiting plan
2080. Which of the following refers to the hu- 2085. Human resources is commonly called
man requirements needed for a job, such what in the business world.
as education, skills, and personality? A. Accounting
A. Job specification B. HR
B. Job analysis C. Operations
C. Job placement D. RH
D. Job descriptions
2086. According to class lecture, which of the
NARAYAN CHANGDER
Explanation:Explanation:A) Job specifica-
tions are the human requirements needed following is not part of a pay structure
for a particular job likeeducation, skills, (i.e., a structure for base wages)?
and personality. A. the number of levels
2083. Who concluded that people were crucial 2088. The evaluation method that requires
to the success of an organization during the supervisors to keep a written record
the industrial revolution? of positive and negative work-related ac-
A. Charles Babbage tions of the employees is called
B. “Consider a time when you were faced 2094. What are the different types of leaders
with an angry client. What did you do to in a business?
turn the situation around?”
2099. What is the main focus of modern hu- 2104. Gives employees some freedom to
man resource management? choose which hours to work as longs as
A. Compliance with regulations they work the required number of hours
or complete their tasks.
B. Employee welfare
A. Flex time
C. Administrative tasks
B. Core Time
D. Strategic alignment with organiza-
tional goals C. Compressed Work Week
NARAYAN CHANGDER
D. Job Sharing
2100. Which of the following are true of test-
retest reliability? 2105. Ben is a supervisor at a shoe manufac-
A. it is the extent to which a measure is turing plan. Absenteeism is high and often
free from random error disrupts production goals. Which Training
method would most likely be used to help
B. it is the way in which we evaluate the
Ben ensure that production goals are met?
consistency of a measure
A. on-the job training
C. it is a correlation between a measure
used at Time 1 and that same measure B. Job rotation
used at Time 2 C. apprenticeship
D. can vary from-1 to 1 but is not usually D. Adventure learning
in the negative range
E. All of the above are true 2106. is not a negative effect of Work-
force diversity.
2101. A Host-Country is the place where a A. Communication barrier
subsidiary may be located.
B. Discrimination
A. True
C. Labour turnover
B. False
D. Innovation
2102. Which HR career is involved in the pro-
cess of searching promising job candidates 2107. Can maintain good relationships be-
through various external sources of appli- tween members of the organization, mem-
cants? ber structures can know their duties, obli-
gations and responsibilities, specialize in
A. development and training specialist
carrying out tasks. It’s a benefit
B. compensation specialist
A. Coordinating
C. recruitment managers
B. Planning
D. benefit specialist
C. Organizing
2103. CompteOrg introduced a new recogni- D. Actuating
tion program in which employees are pub-
E. Controlling
licly recognized for outstanding efforts or
contributions to the firm. This is a form of 2108. There is reason to believe that pay se-
nonfinancial compensation. crecy can do all of the following except:
A. True A. generate distrust in the compensation
B. False system
NARAYAN CHANGDER
discreetrecord keeping
2120. Aspects that influence MOTIVATION B. Dealing with and responding to com-
municationsfrom employees (benefits,
A. Need policy, safety, )
B. Body C. Collective bargaining and contract ad-
C. Memories ministration
D. Ex D. Preparing and distributing:employee
handbooks and policies, company publica-
2121. The urge that arises in a person con- tions and newsletters
sciously or unconsciously to carry out an
action with a specific goal, is the definition 2124. People who do not receive benefits or
of motivation according to work regularly are called employees.
A. KBBI A. part-time
B. temporary
B. AIC
C. freelance
C. I am
D. permanent
D. KKBI
2125. is a strategic planning tool to iden-
2122. Human Resource Management can be tify strengths, weaknesses, opportunities,
defined as and threats related to a business.
A. Transfer analysis
B. Promotion analysis
C. SWOT analysis
D. Human resources analysis
A. Programs. functions, activities; de- 2126. Which statement is about Managing di-
signed to carry out every day’s functional versity?
activities A. Concentration on issues of discrimina-
B. Set of programs. functions, ac- tion
tivities; designed to carry out every B. Seen as an issue to do with human re-
day’sfunctional activities source practitioners
C. Set of programs, functions, activities; C. Ensures all employees maximize their
designed and carried out in order toassist potential and their contribution to the or-
HR managers ganization
2129. which factor that human capital man- 2134. A training methods that give a chance
ager has to consider about determining for the trainee to act like a real worker in
which performance appraisal method to the created environment is called as
use? A. coaching
A. Recruitment plan B. role-playing
B. Turnover rate C. behavior modelling
C. Company’s goal D. blended learning
C. recruiting C. Layoff
D. mentoring D. Retrenchment
2137. How many of the states in the United 2142. What is the meaning of human re-
States maintain an employment agency sources?
that administers its unemployment insur-
A. The people who represents a business
ance program?
A. A few B. The best person to do the job
NARAYAN CHANGDER
B. About half C. The people employed to do work in a
business
C. The majority
D. Supervises employees and sets tasks
D. All states to be done
2138. Stakeholders are considered more im- 2143. Human resources focuses only on hiring
portant to an organization when: employees.
A. They can make use of their power on
A. TRUE
the organization
B. FALSE
B. They do not emphasize the urgency of
their issues 2144. Effective June 2021, Panasonic’s so-
C. Their issues are not legitimate lar module manufacturing factory in Kulim
Hi-Tech Park, Kedah planned to double
D. They can express themselves articu-
their production capacity due to an in-
lately
crease in demand for solar panels through-
2139. The change process involves the follow- out Southeast Asia. Materials arrived
ing except: in May 2021, however unfortunately the
additional labour force could not fly to
A. Awareness of desired change
Malaysia as a second Covid-19 wave hits
B. Understanding of change direction Bangladesh. Production needs to start on
C. Translation to the work settings time but the Human Resource department
is not able to hire additional local staff.
D. None of the above Which of the below is not a recruitment
2140. What does employee selection mean? alternative that Panasonic can do to solve
this issue?
A. Interviewing
A. Overtime
B. Employee Turnover
B. Subcontracting
C. Selection Process
C. Outsourcing
D. Job Description
D. Partnership
2141. done by the company where the com-
pany selects the employee & negotiates to 2145. Strike action should be the first course
be compensated to the employee before of action for unhappy employees
termination of service. A. True-this is the best method of conflict
A. Mutual Separation Scheme resolution
B. Voluntary Separation Schme B. False-it should be a last resort
2156. During project planning in a matrix or- 2160. What was the primary influence of Tay-
ganization, the project manager deter- lor’s ideas on management thinking?
mines that additional human resources are
A. The importance of social and human
needed. From whom would he request
factors
these resources?
A. Project manager B. The importance of satisfaction
B. Functional manager C. The importance of efficiency
C. Team
NARAYAN CHANGDER
D. The importance of the hierarchy of
D. Project sponsor needs
2157. Which of the following is closely asso-
ciated with strategic human resource man- 2161. is the process of hiring, developing,
agement? motivating, and evaluating people in order
to achieve organizational goals.
A. Efficient utilization of human re-
sources A. Operations management
B. Attracting the best human resources B. Production management
C. Providing the best possible training
C. Developmental management
D. All of the above
D. Human resource management
2158. This nominal block is made up of two ad-
jectives and two nouns 2162. It is when one company merges with a
company that is better at one step of their
process.
A. Conglomerate Merger
B. Concentric Merger
A. true
B. false C. Vertical Merger
2164. An employee is moved to a different de- 2169. The four main elements of the human re-
partment to gain a wider range of skills. source cycle/staffing process are:
This is an example of:
A. To reject unsuitable candidate and se- D. Developing new products for the com-
lect suitable candidate for the job pany
B. To attract more and more candidates 2171. Is the process of acquiring, accommo-
for the vacant job dating, assimilating and accelerating new
C. To simplify process team members, whether they come from
outside or inside of the organization.
D. It is time-consuming
NARAYAN CHANGDER
age levels of output. B. Employee relations play a crucial role
in maintaining a positive work environ-
B. the total level of output by the total ment by fostering open communication,
cost of workers. resolving conflicts, promoting a sense of
C. the average level of output by the av- belonging, and ensuring fair treatment of
erage cost of workers. employees.
D. the average cost of workers by their C. Positive work environment is solely de-
average levels of output. pendent on the management
D. Employee relations have no impact on
2173. Tests used to assess a candidate’s skills
work environment
of numeracy, literacy and general knowl-
edge are: 2178. During the screening process, an em-
A. Psychometric tests ployer determines which candidates are
most qualified for the position that needs
B. Aptitude testing to be filled.
C. Intelligence tests A. True
D. Trade tests B. False
2174. The systematic procedure for securing 2179. Work-related education to increase
and reporting information defining a spe- workforce skills and efficiency is known
cific job is called as as:
A. Job description A. development
B. Job Analysis B. training
C. Job Specification C. instruction
D. Job Alignment D. teaching
2175. Strategic HR is preventive rather than 2180. The employee appraisal process will not
corrective or punitive. result in
A. TRUE A. reduction in employee stress related
to not knowing where they stand with the
B. FALSE
company
2176. The provision of allowances to employ- B. increased personal satisfaction for the
ees by the company is an award given in employee
relation to C. new job searches by the employee
A. Membership in the company D. opportunities for employees to identify
B. Loyalty to the company career goals and develop skills
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Fairs. 4. Promotions.
A. 2 & 3 2197. A human resources department uses in-
teractive computer simulations to help em-
B. 1 & 3 ployees learn how to do their jobs. For
C. 1, 2 & 3 which purpose is the department using this
technology?
D. All of the Above
A. evaluation
2192. The act passed in 1947 to rebalance the B. hiring
power between labor and management
and toensure a healthy labor-management C. compliance
environment is the D. training
A. Wagner Act 2198. Tests that include three dimen-
B. National Labor Fair Standards Act sions:verbal comprehension, quantitative
ability, and reasoning ability
C. Landrum-Griffin Act
A. Personality inventories
D. Taft-Hartley Act
B. Cognitive ability tests
2193. The basic functions of the management C. Reasoning ability
process include all the following EXCEPT
D. Verbal comprehension
A. planning
2199. Human resource management is nor-
B. organizing
mally in nature.
C. outsourcing A. proactive
D. leading B. reactive
2194. What is included in the psychological en- C. combative
vironmental factors of workload? D. None of above
A. Physical health condition 2200. Choose the wrong groups that covered
B. Pressure from superiors under the Employment Act 1955
C. Availability of work equipment A. Earn less than RM3000 a month
D. Workplace location B. Engaged in ‘manual labour’ more than
half of his total working hours
2195. Who is the father of scientific manage-
C. Operates/maintains any vehicle for
ment
the transport of passengers or goods
A. Elton Mayo D. Supervises other employees engaged
B. Frank Gilbreth in manual labour
2201. Answers listed below are the main pro- 2206. Performance appraisal is the same as
cesses in project human resource manage- potential appraisal.
ment. Which one is the second process?
C. recruitment B. Deployment
D. selection C. Recruitment
2211. Keeping and motivating employees to D. Shortlisting
stay with the company
2216. You are the human resource manager
A. Staffing responsible for preparing staff for an up-
B. Workplace Policies coming training program focused on theme
park development. The training aims to
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C. Compensation and Benefits
enhance their understanding of customer
D. Retention service, creative design, and safety proto-
E. Training and Development cols in the theme park industry. Which ap-
proach aligns best with the principles of hu-
2212. Recruitment, selection, Hiring and train- man resource management when prepar-
ing & Development are the part of which ing staff for this training?
HRM process?
A. Provide a brief overview of the training
A. Performance Management program without any further guidance or
B. Employees Relations resources
C. Human Resource Planning B. Assign mandatory pre-reading materi-
D. Employees Remuneration als and require staff to complete them be-
fore the training
2213. Main components of Performance man- C. Conduct a pre-training meeting to dis-
agement process are cuss the objectives, relevance, and expec-
A. Planning, Monitoring, Developing, Rat- tations of the training program
ing, Rewarding D. Delegate the responsibility of attend-
B. Coaching, Mentoring, Counselling, ing the training to individual staff mem-
Feedback bers without any additional support or
C. Planning, Organizing, Executing, Evalu- guidance.
ating
2217. It refers to the ability of the company
D. Targets, Achievements, Improve- to survive and succeed in a dynamic com-
ments, Benefits petitive environment.
2214. How does incorporating diversity affect A. Challenge
the workforce? B. Sustainability
A. It leads to miscommunication between C. Offshoring
workers
D. None of the above
B. It keeps companies competitive in a
global business community. 2218. The following system is simple, less ex-
C. It leads to less use of technology pensive and less time consuming
D. all of the above A. Paired comparison
B. Ranking method
2215. The process of searching for, attracting
and selecting candidates for a job is called: C. Check list
A. Needs analysis D. Confidential report system
2219. Companies that get most from their peo- D. People who do work that they are good
ple often consider their human resources at
their biggest investment
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age, experience, and education.
D. the process of determining the optimal
number of employees the business needs
2232. What are the characteristics of a bureau- 2236. What does the recruitment and selection
cratic organization according to Weber? component of HRM involve?
A. Leaders who have well-defined author- A. Managing the production process of
ity and responsibilities the company
B. Jobs are well defined and workers be- B. Advertising and hiring the right people
come highly skilled at doing them for the right job
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health and safety, and fairness concerns.
B. finance
A. labor relations
C. production
B. human resource management
D. none of above
C. behavioral management
D. organizational health and safty man- 2250. As the starting basis for determining
agement training needs is
A. Task analysis
2246. What does job analysis as a process of
HRM refer to? B. Performance analysis
A. Process of deciding the content of a C. Formulation of training plan
job
D. Analysis of forward-looking training
B. Identification of manpower availaibil- needs
ity and securing applicants for various
jobs. 2251. Employee welfare is important mainly
C. Stating the requirements of a job and because of
qualities and qualification required for it A. Poverty
D. Assessing the human resources re- B. Illiteracy
quired in an organisation
C. Lack of healthy recreation
2247. Which of the following does not de- D. all of the above
scribe leadership?
A. The ability to influence other. 2252. How long do the rugby referee need to
run during the competition?
B. The ability to inspire and motivate oth-
ers to be productive. A. sq.m
C. The aim of getting everyone in a group B. shkm
to work toward a common goal.
C. Squeeze
D. Just like management.
D. Sick
2248. How can workload balance affect work-
place stress? 2253. In a new business venture, the en-
trepreneur may serve in all levels of man-
A. Balancing workloads can increase
agement.
stress
A. true
B. Workload balance has no effect on
stress B. false
2262. SELECT THE FACTORS THAT AFFECT AN 2267. The most common form of employee
ORGANIZATION’S ABILITY TO ATTRACT ownership currently used to motivate em-
EMPLOYEES TO APPLY FOR JOB. ployees is
A. ORGANIZATION’S INTERNAL POLICY A. employee stock ownership plan
B. ATTRACTIVE REMUNERATION PACK- B. stock option plan
AGE C. revenue sharing plan
C. ORGANIZATION LOCATION
D. profit sharing plan
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D. PHYSICAL CONDITIONS OF ORGANI-
ZATION WORK 2268. What is the main goal of the Human Re-
source Management Audit?
2263. Estimates put the amount of employee
A. To implement new marketing strate-
learning that occurs via on-the-job training
gies
at
B. To reduce the production costs
A. 20-30 percent.
C. To measure the compliance with laws
B. 40-50 percent
and regulations
C. 60-70 percent.
D. To increase the company’s revenue
D. 80-90 percent.
2269. What are the benefits offered to Person-
2264. The term used to describe a situation nel Managers?
when a business can no longer afford to
employ a worker, or the job ceases to ex- A. All of the above
ist on account of seasonal or technological B. Representation allowance
factors is redundancy. C. Free use of company transportation
A. True D. Limited use of gasoline and free main-
B. False tenance check-up
Explanation:The term used to describe a
situation when a business can no longer 2270. These are empowerment errors to avoid
afford to employ a worker, or the job except
ceases to exist on account of seasonal or A. Clearly defining what empowerment
technological factors is redundancy. means in the organization
2265. If there is a shortage, then there is a B. Clearly defining goals of management
need to C. Provide empowerment training for all
A. recruit personnel
B. restructure D. Do not rush or become impatient
C. layoff 2271. A training technique which pertains to
D. retire the rules on how to carry out, demonstrate
or relate concepts.
2266. Organization is a conscious social unit
composed of two or more people who do A. Brainstorming
their work. B. Behavioral Methods
A. True C. Team-building
B. False D. Cognitive Methods
2272. The Family and Medical Leave Act of B. To organize team-building activities for
1993 requires companies with 50 or more the employees
employees to provide 12 weeks of unpaid
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2281. How does work stress impact organiza- may hire a manager to do so instead, but
tional performance? entrepreneurs are defined as individuals
A. Increased productivity who start their own businesses.
2295. What are contingent workers? 2300. The following is(are) concerned with de-
veloping a pool of candidates in line with
A. Workers that achieve the highest out-
the human resource plan
put
A. .... Development
B. Demotivated workers
B. .... Training
C. Full-time or permanent workers
C. .... recruitment
D. Independent workers, temporary
D. All of the above
workers
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2301. If you are being evaluated by customers,
2296. What is the function of manager in the it is likely that that you are appraised un-
early years of 20th century? der which method?
A. to check whether staff respect man- A. Critical incident or BARS
agers or not B. MBO
B. to make sure company business bloom- C. Human Asset Accounting
ing
D. 360 degree
C. to look into welfare of the workers
2302. Americans with Disabilities Act-
D. to send staff for training
A. Prohibits discrimination against any-
2297. WHAT IS HUMAN FACTOR IN HRM one disabled.
B. Consoling everybody with disabilities.
A. MACRO
C. Disabled people must have to wear
B. MICRO tags to show themselves requiring addi-
C. ECONOMICAL tional support.
D. NONE OF THE ABOVE D. Purohits discrimination against
women and minority groups.
2298. True or False? Performance ratings of
2303. Which of the following areas is NOT a
managers tend to form a normal distribu-
major area where human resource man-
tion?
agers assist and advise line managers?
A. True A. recruiting
B. False B. hiring
2308. If you have experience, your new com- 2313. The release of an employee from the
pany should no expect to train you. company due to inappropriate work behav-
ior.
A. True
B. False A. Job Description
B. Transfer
2309. Employees whose compensation is calcu-
lated on the basis of weekly, biweekly, or C. Promotion
monthly periods are classified as D. Discharge
A. salaried employees
B. hourly employees 2314. What section of the job advertisement
is marked?
C. management employees
A. Job title
D. white-collar employees.
B. Job description
2310. What is a common strategy for improv-
ing employee retention in an organization? C. Person specification
A. Decreasing employee benefits D. Application form
2315. Which choice is not correct about ice- 2319. Hard HRM that trims out the number of
berg model? employees to keep the business lean and
A. All the competencies described in ice- competitive surely minimises the cash out-
berg model can be developed in the cer- flow and this leads to
tain period of time A. Lenient standard applied to the produc-
B. The underneath-water part of an ice- tion of the company.
berg is compared to the clearly-seen skills B. More budget to be allocated to the
which are self-image, traits, and morale. business strategic equipment.
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C. The aboved-water part of an ice-berg C. An increase in the sense of team spirit
is composed of 2 competencies which are among the employees.
skill and knowledge or so-called “hard- D. A bleeding cash outflow that hurts the
skills” business financially.
D. It composes of 5 competencies
2320. Union become a party when dealing
2316. What are the skills needed by today’s with the company
HR professionals?
A. First
A. A lack of human and public relations
B. Third
skills
C. Second
B. A lack of knowledge on management
processes D. Fourth
C. A great knowledge of human psychol- 2321. Which of the following labour mobility
ogy and social relations refers to the extent to which workers are
D. A higher degree of knowledge on mar- able and willing to relocate to another
keting practices area for employment purposes?
A. Occupational mobility
2317. Which term means actively looking for
qualified employees? B. Occupational immobility
A. background check C. Geographical mobility
B. recruitment D. Geographical immobility
C. human resources management 2322. The people who work for your business
D. meeting staff needs are your capital resources.
2324. Human resource department only deals kinds of employees lies with the HR de-
with recruitment and training partment of the firm. This responsibility
of the HR department is known as
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2334. Benefits are increasingly expensive for
businesses to provide to employees, so 2340. To encourage employees to pursue job
the range and options of benefits are outcomes that are in alignment with an or-
changing rapidly to include, for example, ganization’s goals, managers should link
flexible benefit plans. rewards to seniority.
A. True A. True
B. False B. False
2335. How many steps are necessary for the 2341. Determining the number of employees
hiring process of a potential employee? you need and defining a process for hiring
them is called
A. 10
A. hiring
B. 8
B. staffing
C. 6
C. tasking
D. 5
D. supervising
2336. Key factors to consider when forecast-
2342. Organizations need to continuously ex-
ing the manpower needs of the enterprise:
amine the effectiveness of their recruiting
A. Internal & external environment strategies.
B. Employees’ performance A. True
C. HR strategies B. False
D. Organizational structure and culture 2343. Who is best known for popularizing the
concept of WHY?
2337. A marketing strategy is an example of
a functional strategy. A. John Steel
A. True B. Peter Warr
B. False C. Simon Sinek
D. Dave Ulrich
2338. the extent to which the labour force
is flexible to change jobs and/or locations 2344. What were personnel departments
largely concerned with in the early 1900s?
A. Technical functions
B. Strategic planning
C. Employee advocacy
A. labour offshoring D. Financial management
2345. What are the forms of leaving work? 2351. It is an integrated process of defining
(According to academic principles) assessing, developing and reinforcing em-
ployee work behaviors and outcome.
2350. A function of HRM concerned in finding 2355. A list of the duties and tasks that are
and attracting the best people for the job. assigned to employees is called a/an:
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A. development been applied in the workplace, while
emergent HR strategy refers to the pat-
B. orientation
tern of HR-related decisions made but not
C. training necessarily implemented.
D. practice C. Espoused HR strategy refers to the
road actually traveled, while emergent HR
2357. The Polycentric Approach: strategy refers to the road map.
D. Espoused HR strategy refers to the
road map, while emergent HR strategy
refers to the road actually traveled.
2360. Entails any course of instruction away
from the place of work. Includes lectures,
discussions, case studies, role play, and
simulation.
A. Minimizes the dangers of narrow-
A. On-the-job training
mindedness
B. Off-the-job training
B. can create a gap between home and
host country operations C. Orientation
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and the employees will be rewarded for
A. They give interviews. accomplishments?
B. Some companies give tests. A. Conditional reinforcement
C. They align with the company’s ethnic
B. Malsow’s Hierarchy
culture.
D. They do reference checks. C. McGregor’s
E. They follow legislation in the recruit- D. Expectancy
ment and selection process.
2378. Which of the following is requisite for a
2373. Process through which organization en- typical succession planning?
sures it always has proper number of em-
ployees with appropriate skills in right A. Career counseling
jobs at right time to achieve organizational B. Performance appraisal
objectives. This statement is the descrip-
tion of: C. . Compensation plan
A. Staffing D. Employees quitting
B. Human Resource Planning
2379. What are the two important challenges
C. Job Analysis faced by HR managers?
D. Recruitment
A. Self-service and outsourcing
2374. Individual employee goals may not be
B. Recruiting and training
linked to organizational goals
A. True C. Performance management and em-
ployee relations
B. False
D. Compensation and benefits
2375. When a company engages in crowd fund-
ing, it is primarily seeking finance through: 2380. Employment Act 1955 is applicable to
A. Government grants.
A. all employees in Malaysia
B. Bank loans.
B. employees in the public sector in
C. Public contribution. Malaysia
D. Private investors.
C. employees in the private sector in
2376. What is the main purpose of training Malaysia
and development? D. employees in the private sector in
A. To improve employee skills Peninsular Malaysia
providing feedback in the performance ap- 2393. It refers to the exporting of jobs from
praisal? developed countries to less developed
countries.
A. Provide generic and vague feedback
without specific examples or data A. Challenge
B. Focus solely on areas for improve- B. Sustainability
ment, overlooking the employee’s achieve- C. Offshoring
ments
D. None of the above
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C. Recognize the employee’s accomplish-
ments, acknowledge their contributions, 2394. Anything that can be used to satisfy hu-
and provide specific examples to support man needs is a:
your feedback A. Thing
D. Compare the employee’s performance B. Resource
to their colleagues and highlight any short-
comings C. value
D. Utility
2390. The HR professionals must have the ca-
pacity to look outward and be sensitive of 2395. What is the purpose of the Audit SDM
his own deficiencies and make corrective in relation to the company’s business strat-
measures. egy?
A. True A. To provide feedback on the contribu-
tion of HRM to business strategy
B. False
B. To assess the impact of technology on
2391. The most widely used method for re- operations
cruiting external candidates is through in- C. To analyze the financial statements
ternet but has problem like
D. To evaluate the quality of customer
A. inbreeding service
B. it generates more response
2396. It allows employees to work four 10
C. The fees are too high hour days instead of five 8 hour days each
D. overloaded with resumes week.
A. Telecommuting
2392. Which of the following would best de-
B. Job sharing
scribe the aim of training the staff of a
business? C. Compressed workweek
A. Selecting the most appropriate candi- D. Flex-time
date
2397. Which system of evaluation is being
B. Improving an employee’s ability to do used when cards that lists the duties and
one job responsibilities of the job are arranged by
C. Improving an employer’s ability to per- raters in order of the importance of the
form in future jobs job?
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in management is the 7S concept of
B. Tell-and-develop
A. Henry Fayol
C. Tell-and-sell
B. McKinsey
D. Tell-and-listen
C. George R. Terry
D. William H. Newman 2413. A personnel manager should also estab-
lish a good relationship between the man-
E. Plof. English character Ogawa
agement and employees by keeping the
2409. Which is not a functional area associ- lines of communication open
ated with effective HRM A. FALSE
A. Staff Provision B. TRUE
B. Compensation
2414. It’s limit the effectiveness of the train-
C. Relationship with Stakeholders ing.
D. Work management
A. Situation Constraints
Explanation:Functional areas associated
with effective HRM:1. Staffing or provi- B. Work Environment
sion of staff, 2. human resource devel- C. Person Analysis
opment, 3. compensation, 4. safety and
health, 5. employee and labor relations. D. Training Need Assessment
6. Performance management
2415. If XLTek is a German company that op-
2410. A type of company asset that includes erates in South Korea, then South Korea is
human capital, customer capital, social cap- the host country.
ital, and intellectual capital A. True
A. a. Natural products
B. False
B. a. Fixed assets
C. Tangible assets 2416. Resolving an industrial dispute by using
an independent third party to judge and
D. Intangible assets recommend an appropriate solution.
2411. If the internal supply of human re- A. Collective Bargaining
sources is greater than future demand, it B. Arbitration
will be necessary to make some of the
workforce redundant. C. Deadlock
A. True D. Industrial Democracy
B. False E. Work-to-Rule
2417. For companies looking to fill technical satisfaction for the individuals involved”.-
and managerial positions, community col- was defined by
leges are generally their primary source of
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B. organizing
2433. refers to the continuous process in-
C. staffing volving planning, reviewing and mentoring
of employees to improve their work func-
D. leading
tions
2428. “Hard” approach to HRM indicates
A. Human resources are different from
other resources
B. The “human” side is emphasized
C. Human resources should be used at
the lowest costs
A. labour management
D. HRM policies must be integrated.
B. off-the-job management
2429. What is the impact of work stress on C. performance management
employee performance?
D. employee management
A. Decreased absenteeism
B. Improved collaboration 2434. Definition of quality is the fulfillment of
customer’s:
C. Decreased quality of work
A. Expectations
D. Increased job satisfaction
B. Expectations and Requirements
2430. recruitment from outside C. Requirements
A. External Recruiting D. None of the above
B. Cross-training
2435. -having completed the job analysis, the
C. Selection Process firm can describe the position that is avail-
D. Evaluating Applicants able. It would give information about the
purpose, duties, tasks and responsibilities
2431. Is it workload lead to mental health? of the position. This best refers to
A. Yes A. job specification
B. Not really B. job description
C. No C. job evaluation
D. none of above D. job enhancement
NARAYAN CHANGDER
D. Time lags occur between the need for C. trains individuals through classroom
a contractor and filling the position. or formal instruction
2447. The provides the essential informa- D. often come in the form of computer-
tion on which each job is evaluated. ized multiple choice tests that provide im-
mediate feedback
A. Job ranking
B. Job enrichment 2452. Which is not true about IBM?
C. Job description A. they essentially were a monopoly mid-
D. Job enlargement century
2464. What are the different methods of hu- C. traveling allowance and any annual
man resource recruitment? bonus
A. Internet D. basic wages and all other payments in
B. Job posting cash
NARAYAN CHANGDER
the role of human resource planning A. B. lay off
Human resource planning is the core part C. retirement
of the organization’s strategic planningB. D. resignation
Human resource planning is an important
condition for the organization to adapt 2469. What determines HR strategy according
to the needs of static developmentC. Hu- to Purcell and Ahlstrand?
man resource planning is the starting point A. Decisions at all three levels of strategy
and important basis for various human re- and the ability of local managers to fol-
source management practicesD. Human re- low through goals in specific environmen-
source planning is conducive to controlling tal conditions.
labor costsE. Human resource planning is
conducive to mobilizing the enthusiasm of B. Decisions at the corporate level and
employees the ability of senior managers to integrate
business strategy with HR strategy.
A. B. C. D
C. Decisions at the functional level and
B. C. D.E the ability of HR professionals to align HR
C. C. D. E policies and practices with business strat-
D. C. D. E egy.
D. Decisions at the business level and the
2466. The success of an organisation depends ability of managers to establish and ex-
largely on the ploit a competitive advantage within a par-
A. quality of its human resources ticular competitive scope.
B. quantity of its human resources 2470. Labour turnover is the rate at which
C. state-of-the-art interior with well fur- employees-the organisation.
nished office A. Enter
D. quantity and quality of its human re- B. Leave
sources
C. Salary
2467. Listed are the types of payment that are D. None of the above
not included under the definition of wages,
except 2471. In job-evaluation the Key Jobs are des-
A. the value of house or the supply of ignated as ones
food, water, fuel, light or medical treat- A. Which are more in number in the or-
ment ganisation.
B. any contribution made by employer- B. Which are most important for the sur-
EPF, pension fund, retirement vival of the organisation
B. Both A and R are true, but R is not the C. The firm’s new CEO established a
correct explanation of A. Training program at a previous firm.
C. A is true, but R is false. D. Other firms in the food industry are im-
D. A is false, but R is true. plementing Training programs.
2480. Training programs must be evaluate to C. Promote group satisfaction and indi-
vidual development.
A. ensure employees will not quit from D. Optimum utilisation of man-power by
the company motivation and improving the efficiency.
B. ensure trainers are happy 2485. The process for new employees to get
C. justify the financial investment in the familiar with their job environment. This
training is best described about
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D. enhance the training facilities of the A. interview
company B. orientation
2481. The factors that arbitrators use when C. team building
deciding cases are the wording of the la- D. employee training
bor agreement, the submission agreement,
the testimony and evidence offered, and 2486. , , , , , , , , , , , , , , , , , , , , , , , , are most
likely to attack the weakest link within an
A. arbitration of witnesses. organization.
B. the concept of reasonable doubt. A. Hackers
C. arbitration criteria or standards B. Geeks
D. the ability to set precedent. C. Internet Gurus
2482. Why is training and development impor- D. Cyber thieves
tant for employees in an organization?
2487. Which of the following statements
A. None of the above about the employee selection process is
B. All of the above true?
C. It only benefits the organization, not A. General aptitude tests are seldom, if
the employees ever, used in job screening.
D. It is not important at all B. Like recruitment, selection only consid-
ers those applicants in the external job
2483. the major responsibilities of the HR pool.
Team where HR managers come up with
C. During the initial job screening, the ap-
plans and strategies for hiring the right
plicant usually completes an application
kind of people.
form and has a brief interview of 30 min-
A. Maintaining work atmosphere utes or less.
B. Recruitment and Selection D. The tool most widely used in making
C. developing public relations hiring decisions is the general aptitude
test.
D. managing disputes
2488. This type of interviews is used to deter-
2484. How HRM has become a highly spe- mine how you’ve handled situations in the
cialised job? past with the idea that your past behav-
A. It is concerned with obtaining and iors predict how you will act in the new
maintaining a satisfied work force. job. You may be asked about how you’ve
B. It maximises the output and satisfac- handled a difficult situation or scenario.
tion of the employees. A. Behavioral Interview
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D. a way that requires employer to check B. Job enrichment
through employee’s files C. Job performance
2508. Expenses associated with replacing an 2513. The following are grounds for dismissal
employee of an employee except:
2518. Blooms Taxonomy has six levels for cre- 2524. . In today’s competitive market condi-
ating training objectives tion HR department needs to act as to
the management
A. True
A. Controller
B. False
B. friend
2519. Below is the factor that affect environ- C. Customer
ment of HRM except
D. Business partner
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A. Technology
2525. HR not only owns talent management
B. Management
activities, but it also supports the devel-
C. Society opment of a positive workplace culture
D. Union A. TRUE
B. FALSE
2520. The Maternity Benefit Act was intro-
duced in the year 2526. The assignment of an employee to an-
A. 1961 other job in the small business that in-
volves the same level of responsibility and
B. 1923 authority as the employee’s current job.
C. 1976 A. Job Description
D. 1948 B. Transfer
C. Promotion
2521. In small businesses, each employee
should specialize in the job D. Discharge
A. True 2527. Acquiring the right talent, training and
B. False developing them and motivating them to
sustain in the workforce to effectively
2522. The followings are the functions of attain objectives of the organisation is
trade union, except called:
A. to improve the skills of the employees A. Human Resource Management
B. to improve salaries and benefits B. Operations Management
NARAYAN CHANGDER
C. job enrichment
D. none of above
A. Planning
B. Union management 2544. HR department helps establish and com-
municate policies related to hiring, disci-
C. Consumer behavior pline, promotions and benefits
D. Organizational structures A. TRUE
2540. to leave an event such as a meeting or B. FALSE
performance because you areangry or dis-
2545. It refers to the act of permanently lay-
approve of something.
ing off workers due to poor performance
A. Work-out or a discontinued need for their services.
B. Strikes A. Application
C. No Strike Agreement B. Retirement
D. Pancakes C. Termination
E. Walk-out D. Recruitment
2541. It is important to chose an expat who 2546. Measurable or visible indicators of a se-
lection criterion is known as
A. Predictable
B. Predicators
C. Predictive revealers
D. None of the above
A. is adaptable
2547. By using employee stock ownership
B. is sensitivity towards different cul- plans, Globisys can provide retirement
tures benefits for its employees at a relatively
C. has confidence low cost.
D. all the above A. True
B. False
2542. What do you call people who provide
specialty services to a number of different 2548. What is a common method for managing
business on an hourly basis or by the job? diversity in the workplace?
A. freelancers A. Ignoring cultural differences
B. delegates B. Discrimination
2558. What are payments for labor or services A. Miss A, B, C were caught on cheating
that are made on an hourly, daily, or per and Miss D, E, F, and G tried to spread the
unit basis? news.
A. wages B. Miss A, B, C leaved the company be-
cause they were caught on cheating and
B. salary
so do Miss D, E, F, and G.
C. benefits
C. Miss A, B, C resigned the company and
D. bonus
NARAYAN CHANGDER
join the competitor’s and then so do Miss
D, E, F, and G.
2559. Training is primarily intended for use
D. Miss A, B, C transferred to the new de-
by the individual being trained.
partment within the company and then so
A. Immediate do Miss D, E, F, and G.
B. future
2564. Point method is suitable for
C. temporary A. Small size organization
D. salary B. Mid size organization
2560. According to the “Labor Law of the Peo- C. Large organization
ple’s Republic of China”, the lower limit of D. Both (B) and (C)
working age in China is ().
2565. The implied terms of the contract of em-
A. 14 years old
ployment is
B. 16 years old
A. the term express in the contract of em-
C. 18 years old ployement
D. 20 years old B. The jobholder’s occupation or designa-
tion
2561. Agreeableness is important for what
C. The only significant legal restrictions
types of jobs?
D. The items that are not written in the
A. Managerial jobs
contract of employment
B. Customer service jobs
2566. What is the purpose of forecasting?
C. Sales
A. Predict areas within the organization
D. All of the above where there will be labor supply or de-
mand
2562. :the people compromising an organi-
zation’s workforce. B. Attempts to determine the supply and
demand for various types of human re-
A. HR sources
B. HRM C. Attempts to determine the surplus and
C. Job analysis shortage of various types of human re-
sources
D. Job description
D. Predict areas within the organization
2563. which situation is considered domino ef- where there will be labor shortage or sur-
fect? plus
2577. involves formulating and executing Next week she will go out on the road as
human resource policies and practices that a salesperson. What method of training is
produce the employee competencies and Langton’s employer using?
behaviors the company needs to achieve
A. simulation
its strategic aims.
A. Employee engagement B. job rotation
NARAYAN CHANGDER
C. Strategic human resource manage-
ment
2582. Which of the following statements
D. Sustainability
about unemployment compensation is
2578. HE delegates some of his functions true?
to his subordinates but check on them A. Unemployment compensation pro-
through follow-ups vides former employees with money for a
A. supervisor certain period while they are unemployed.
B. adviser B. If an employee is relieved of his or her
C. negotiator job after only two days of employment, he
or she is eligible for unemployment com-
D. educator pensation.
2579. What is the purpose of Human Resource C. Unemployment compensation pays
Planning? employees for lost work time caused by
A. To identify key HR initiatives for the work-related injuries.
time period ahead D. The federal government pays unem-
B. To evaluate the output and perfor- ployment compensation.
mance post the training and development
sessions 2583. Which of the following statements best
describes the collective bargaining pro-
C. To recruit candidates and select the
cess?
best ones to work for the company
D. To conduct and implement training pro- A. Establishing a group of two or more
grams for employees employees who have common employ-
ment interests and conditionsand may
2580. People have been able to maintain reasonably be grouped together
proper work life balance due to recession
B. Negotiating a labor agreement that
A. true involves extensive preparation as well
B. false as diplomatic maneuvering andwell-
developed bargaining strategies.
2581. Since Cate Langton was hired in the mar-
C. Monitoring for unfair labor practices
keting department of a consumer products
on the part of either employer or union
manufacturer, she has worked in its pub-
members.
lic relations department, she has worked
in its advertising department, and she D. Holding an election for exclusive rep-
has worked to help design collateral sales resentation that is then certified by the
material and point-of-purchase displays. NLRB.
2584. Four things in HR planning that need to 2588. The Human Resource Management func-
be implemented at the beginning are tion that documents and evaluates em-
ployee performance is:
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C. Prohibits sex-based wage discrimina-
tion between men and women who are employees
performing under similar working condi- B. Increasing employee turnover
tions in the same establishment
C. Attracting and choosing the most suit-
D. Prohibits employment discrimination able candidates for job positions
toward qualified individuals with disabili-
D. Hiring candidates based on personal
ties
connections rather than qualifications
2594. Which of the following laws protects
2599. Forecasting an organisation’s current
workers age 40 or over from the work-
and future staff needs is part of workforce
place discrimination?
planning.
A. Equal Employment Opportunity Act
A. True
B. Americans with Disabilities Act
B. False
C. Age Discrimination in Employment Act Explanation:Forecasting an organisa-
D. Americans with Disabilities Amend- tion’s current and future staff needs is
ments Act part of workforce planning.
2595. One of the worries many U.S. workers 2600. What are the benefits being offered
face is that their job may be shifted to to Personnel Managers according to the
workers in other countries. This practice text?
is known as A. Car plan or free use of company trans-
A. a union security agreement. portation, unlimited/limited use of gaso-
line and free maintenance check-up, com-
B. . a grievance procedure. pany cellular phone
C. unfair labor practices. B. Unlimited/limited use of gasoline
D. offshoring. and free maintenance check-up, com-
pany cellular phone, representation al-
2596. The high-performance organizations ac- lowance/meal allowance
tively work with the positive energy of
C. Company cellular phone, represen-
employees.
tation allowance/meal allowance, edu-
A. TRUE cation scholarship/attending conventions
B. FALSE and seminars
D. Representation allowance/meal al-
2597. Design and organize work and allocate lowance, education scholarship/attending
it to employees. Is one HRM conventions and seminars, career ad-
A. Scope vancement/other professional options
NARAYAN CHANGDER
A. Job enlargement
2618. Which choice is most correct about com-
B. Job enrichment
pensation?
2613. Which of the following is a barrier while A. Examples of indirect compensation are
doing human resource planning? retirement benefit, insurance, overtime
A. HR information often is incompatible policy.
with the information used in strategy for- B. Basic pay, cash supplement, and bene-
mulation fits are direct compensation.
B. Implementing a human resource infor- C. Wage refers to monthly compensation
mation system paid to operating employees.
C. Managing inventories D. Direct compensation refers to non-
D. Supply forecast monetary benefits offered and provided to
employees.
2614. Evaluation of an employee’s perfor-
mance and progress starts from the time 2619. Barriers/challenges faced by women to
of his: be a leader
A. Written test A. Lack of skills and knowledge
B. Employment B. Ineligible to be a leader
C. Interview C. Lack of internal and external network
D. Offer of employment D. none of above
2615. “They have less experience with envi- 2620. What does the term ‘human resource
ronmental contexts in different countries, management’ describes?
less power to withstand the demand of A. concept of competing through techni-
host governments, less reputation and fi- cal resources in organisations
nancial resources as well as fewer re-
sources for managing international opera- B. economic value of employees’ knowl-
tions” refers to Internalization of SME edge, skills and capabilities
2626. What is the main theme in Mary Parker 2630. A human resource inventory is designed
Follett’s writing? to revel whether:
A. The importance of visionary leadership A. the firm has enough land and capital
B. The importance of employee experi- B. worker morale is high or low
ence and knowledge C. all workers are paid a fair wage
C. The importance of hierarchy in organi- D. firms labor force is technically up-to-
zations date and well trained
2631. The role of ethics in human resources 2637. Which is not included in the subsystems
management involves: of Human Resource Management?
A. treating all employees fairly. A. Research and Development System
B. planning the hiring process. B. Finance System
C. organizing employees into groups. C. Marketing System
D. using resources wisely. D. Transport System
2632. is a type of job training in which one is a systematic process of collecting
NARAYAN CHANGDER
2638.
employee teams up with another more ex- all information about the job for prepar-
perienced employee to learn a job. ing of job description and job specification
A. Mentoring meant to selection ofemployee, satisfac-
B. on-the-job-training tion in job, and motivation.
C. coaching A. Job Redesign
D. staffing B. Job Analysis
C. Job Recreation
2633. Induction is viewed as
D. Job Structure
A. Feel at home
B. Belongingness 2639. Only a few aspects of HRM require care-
C. Socializing process ful and discreetrecord keeping
D. Creating passive and dependent em- 2648. A type of training that identifies a man-
ployees ager’s strengths and weaknesses by inter-
viewing those who work closely with the
2652. What does ROI stand for? A. a written statement describing the
A. Return on Integrity working conditions, equipment used on
the job and the degree of supervision nec-
B. Result on Investment essary
C. Return on Invesment B. a written statement describing the em-
D. Return on Incentive ployee’s duties, and tasks and responsibil-
ities associated with the job
2653. When the interviewer judges the ap-
C. a written statement describing the key
NARAYAN CHANGDER
pearance of the candidates, it is the mis-
take of qualifications needed to perform a partic-
ular job in terms of education, skills and
A. candidate-order error experience
B. effect of personal characteristics D. none of the above.
C. first impression
2657. It is the set of individuals who make up
D. poor knowledge of the job
the workforce of an organization, business
2654. In closing the interview sector or an economy.
NARAYAN CHANGDER
E. Serve to meet the firm’s short-term D. Communication personal information
goals systems
2670. Below are the Human Resource Manage-
2675. Which of the following is the first step
ment Functions except:
in HR Planning?
A. Staffing
B. Safety and Health
C. Human Resource Development
D. Financial Stability
2672. Joe worked the following hours this 2676. In employee selection, the initial screen-
month:Week 1-25 hours; Week 2-40 ing consists of two stages. They are the:
hours; Week 3-15 hours; Week 4-10
A. employment application form and the
hours. If Joe is paid $12.15 per hour, how
preliminary interview
much did he earn this month?
B. preliminary and final interviews
A. $972.00
B. $1, 080.00 C. initial advertisement and the prelimi-
nary interview
C. $1, 093.00
D. employment application form and the
D. $1, 093.50 job description
2673. What is the main goal of management
2677. What is a job description?
according to Frederick W. Taylor?
A. Reduce production costs A. The process of identifying what a par-
ticular job entails
B. Increase worker productivity
B. A document which outlines the appli-
C. Increase company profits cant’s educational achievements, profes-
D. Improve employee well-being sional qualifications and skills
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B. polycentric persons that the organization needs
C. ethnocentric B. The process by which job applicants
D. regiocentric are selected To get good personnel
NARAYAN CHANGDER
A. They should escalate the conflict to se- D. describes the procedure used to get
nior management an employer to settle a dispute in favor of
the employees
B. Fakir’s department should pay for the
training 2709. When two or more part-time employees
C. Shelly’s project should pay for the share one full-time job.
training A. Job Description
D. They should seek a compromise B. Flex Time Planning
C. Job Sharing
2706. Which of the following benefits has not
been provided under the Employee’s State D. Job Specification
Insurance Act, of 1948?
2710. What is the first stage of preparing for
A. Sickness Benefit a job interview?
B. Unemployment Allowance A. Set a deadline for the advertisement
to run and when interviews should take
C. Children’s Allowance
place
D. Disablement Benefit
B. Prepare the Job Specification and Re-
quirements
2707. Which of the following is NOT an activ-
ity that falls under Human Resource Man- C. Contact the applicants and arrange a
agement (HRM)? first interview date
D. Send out the advertisement via a vari-
ety of channels
2713. What is an amount paid for a job posi- B. Theory and practice
tion stated on an annual basis? C. History and Geography
A. salary
D. None of the above
B. wages
C. benefits 2718. Which factors of the following are in-
D. bonus cluded to describe human capital?
2715. When people think that the ratio of their 2719. Which of the following is not part of a
own reward to labor is equal to the ratio benefits package?
of other people’s reward to labor. This
will have a greater motivating effect. This A. cash
theory is called B. insurance
A. equity theory
C. retirement plan
B. utility theory
D. paid time off
C. factor theory
D. reinforcement theory 2720. Explain the importance of training and
development in an organization.
2716. refers to using external providers
for certain non-core activities A. Training and development are unnec-
essary expenses for the organization
B. Training and development only benefit
individual employees, not the company as
a whole
C. Training and development are impor-
tant in an organization as they help im-
prove employee skills, increase productiv-
ity, boost morale, and contribute to the
A. offshoring overall growth and success of the com-
B. flexible work patterns pany.
C. outsourcing D. Training and development have no im-
D. re-shoring pact on employee skills or productivity
NARAYAN CHANGDER
surance Act
the management
D. Consolidated Omnibus Budget Recon-
ciliation Act A. Yes
B. No
2722. How many steps does a training process
have? C. Maybe
A. 3 D. I don’t know
B. 4 2728. The process of allocating workers to
C. 5 suitable positions in an organisation is
called:
D. 6
A. Deployment
2723. Organisations reward their personnel in B. Promotion
all the following ways except
C. Recruitment
A. by paying salaries late
D. Induction
B. by promoting workers
C. by training workers 2729. Determine whether HR has a role to
play in helping businesses means:
D. none of above
A. Determine whether there is a need of
2724. These are the labor force example ex- manpower to act
cept B. Determine whether there is a surplus
A. Jobstreet of manpower to act
B. The Linken’d C. Determine whether there is a short-
age of manpower to act
C. Myhome
D. Determine whether there is no need
D. Myfuturejobs
for manpower to act
2725. which statement is correct
2730. Technology has changed the role of or-
A. Equitable compensation for the every ganization human resource EXCEPT
level A. Decrease attention in the preparation
B. Equitable compensation for the same of services with added value characteris-
level tics to employees and management
C. Equitable compensation for the some B. Internet use has changed the way hu-
level man resource practitioners work
D. Equitable compensation for the any C. Not all employees and manager can ac-
level cept changes and use this new technology
D. Technology has also changed the way 2736. Which one of the following provides a
human resource professionals run their summary of a firm’s intended direction and
business and communication with employ- shows, in broad terms, “what we want to
NARAYAN CHANGDER
the recruitment process? A. Questionnaire method
A. To set wages and salaries for the em- B. Ratio Analysis
ployees C. Adaptation model
B. To conduct interviews with prospec- D. Trend Analysis
tive candidates
C. To identify and record the tasks and re- 2749. Whose responsibility is it to provide em-
sponsibilities relating to the job ployee facilities?
2744. How can work stress affect physical 2750. Which of the following is NOT the rea-
health? son why a company conducts a perfor-
A. Improves the immune system mance appraisal?
B. Increases the risk of sleep disorders A. “I can make decisions easier with per-
formance appraisal because it helps me to
C. Lowers blood pressure evaluate each staff’s strengths and weak-
D. Increase energy levels nesses.” Abu Bakar Jamaluddin, GM Top
Glove Corporation Berhad
2745. Demand for human resources and man-
B. During a performance appraisal, we
agement is created by
ask each candidate to explain why we
A. Expansion of industry should hire them. This allows us to evalu-
B. Shortage of labor ate their motivation and find a match with
the job requirement.” Jacinta Rozario,
C. Abundance of capital
HRM, Petronas
D. none of above
C. I see performance appraisal as a
2746. .... is the termination of an employee unique platform of communication be-
contract due to incompetence cause finally, we discuss the staff them-
selves and not just about the company.”
A. outsourcing
Nila Subramaniam, Sales Director, Man-
B. redundancy darin Oriental Hotel
C. dismissal D. Performance appraisal assessment
D. shortlisting enables me to develop a clearer future
path and career goals. This gives me
2747. Which one of the following indicates the some sort of motivation to be a better
division of work within a firm and the lines staff in the future!”. Jonathan Sim, Offi-
of authority and communication? cer, Maybank
2751. The definition of lenient is someone who D. Protect employees from dangerous
is not strict or a punishment that is not machinery, safety clothing and equipment,
severe. An example of something that hygiene conditions, and medical aid
NARAYAN CHANGDER
tional Structure
National Employment Standards (NES) un-
2760. A is a formal complaint, by an em- der the Fair Work Act 2009?
ployee or by the union that management A. Flexible working arrangements
has violated some part of the contract.
B. Hours of work
A. Arbitration
C. Promotion
B. Grievance
D. Maternity leave
C. Conflict resolution
D. Contract 2766. What are some common types of com-
pensation and benefits?
2761. What psychological theory involves Self
Actualization A. Weekly pizza parties, on-site daycare,
and unlimited sick days
A. Scientific
B. Unlimited vacation days, pet insur-
B. Classical
ance, and daily massages
C. Hawthorne
C. Health insurance, retirement plans,
D. Maslow paid time off, bonuses, and stock options.
2762. How can employees increase their level D. Free snacks, gym membership, and
of responsibility in a company? company car
A. Increasing their salaries 2767. A department manager develops an in-
B. Hiring more contingent workers struction manual for one of the company’s
job positions.
C. Promotion
D. all of the above A. Staffing
B. Compensation and Benefits
2763. Which one of the following is a cost of
high staff turnover? C. Training and Development
A. time and money spent on recruiting. D. Compliance
B. loss of production as workers take E. Employee Relations
‘sickies’.
2768. Performance appraisal and performance
C. development of an effective grievance
management are same concepts
procedure.
A. True
D. increased industrial disputes as work-
ers become dissatisfied. B. False
2769. Which of the following is NOT a role of C. To make the information from the ap-
production and distribution in a company? plicants standardized and comparable
2770. Human Resources can solve the issue of B. Educational Qualification, Skills
the low loyalty on its own. C. Both a and b
A. TRUE D. None of these
B. FALSE
2776. Maslow’s hierarchy of needs ranks
2771. It measures the learning, understanding, needs
and ability to solve problems. A. in order of expense
A. Integrity Testing B. in order of importance
B. Physical Ability Testing C. in order of things we love
C. Personality Testing D. in order of profit potential
D. Cognitive Ability Testing
2777. Personnel Management is system of
2772. One way that companies can im- Manpower Management
prove quality of the products/services A. Conventional
is through competing for the Malcolm
Baldrige National Quality Award or B. Autonomous
NARAYAN CHANGDER
2782. Which of these is a hindrance to effec-
tive training? A. Staffing
A. Career planning workshop B. Workplace Policies
B. Aggregate spending on training is inad- C. Compensation and Benefits
equate
D. Retention
C. Mentoring
E. Training and Development
D. Career counselling
2788. Which three of the following are in-
2783. Air-Asia advertised in Job Street to at-
cluded in importance of employees coun-
tract potential candidates to apply jobs in
selling?
the company. This is referring to
A. Provides reassurance to employees.
A. recruitment
B. selection B. Focus on the problem, not the person.
C. attitudes A. Staffing
A. mentoring
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B. appraisal
C. training
D. induction A. Human Resource Development Fi-
2801. What is meant by scientific manage- nance
ment according to Frederick W. Taylor? B. Human Resource Developing Fund
A. A management approach that focuses C. Human Resource Development Fund
on human needs
D. Human Resource Discretion Finance
B. A management approach that focuses
on efficiency and productivity 2805. Which of the following can be the op-
tions for reducing a surplus?
C. A management approach that focuses
on innovation and creativity A. Hiring freeze
D. A management approach that focuses B. Natural attrition
on fairness and equality
C. Retraining
2802. What role does the strategic role of hu- D. Demotions
man resource management play?
E. Late retirement
A. Linking human resource strategy with
organizational mission 2806. personnel manager collects and main-
B. Managing most HR activities in keep- tains information concerned with the staff
ing with organizational strategy of the organization
NARAYAN CHANGDER
work life effectiveness
D. Employee safety, security, workers B. no limits on rewarding exceptional per-
compensation formance
C. allowing incentive payments to eventu-
2819. On-the-job training is the least common
ally become pay guarantees
means of facilitating learning at the work-
place and therefore the most poorly imple- D. a “proceed with caution” approach.
mented.
2824. In contrast to his or her southern coun-
A. True terpart, the stereotypical U.S. northern
B. False manager islikely to be
A. laid back and interested in relationship
2820. If Human Resource Management is over-
building.
looked by companies(especially start ups)
a lot of damage can be done. What are B. impolite and impatient for results.
some examples of this? C. concerned about gender differences.
A. Work environment provides no motiva- D. concerned about conducting business
tion or incentive for productivity. ethically.
B. Employees will not feel valued.
2825. is the process of forecasting an or-
C. Employees won’t have many opportu- ganisation’s future demand for, and sup-
nities. ply of, the right type of people in the right
D. Employees work shorter hours. number.
E. Employees work longer hours. A. Human Resource Planning
B. Recruitments
2821. The following are Human Resource Spe-
cialties EXCEPT C. Human Resource Management
A. Job Analysts D. Human Capital Management
B. Training Specialists 2826. Which of the following are duties of a
C. Recruiters clerk in the HR office
D. Sales Representatives A. Arranging for employees to receive
their pay on time
2822. After you completed a Chinese language
speaking course, you received a special B. Preparing for interviews
pay for this. What kind of payment cri- C. Attending to staff welfare
teria this company uses? D. Maintaining a database of personnel
A. Pay compression records
2827. A measure of how many people leave a 2832. What is not part of Maslow’s Hierarchy
business over a given period of time. It is of Needs
usually expressed as a percentage of the
NARAYAN CHANGDER
C. Employees counselling.
D. None of the above. A. hiring
NARAYAN CHANGDER
age emotions, build strong relationships,
ing company and need to recruit a new make better decisions, and effectively
staff member for a critical role. The manage conflicts.
position requires both technical exper-
tise and strong interpersonal skills to col- B. Emotional intelligence only impacts
laborate effectively with various teams. leadership effectiveness in a negative
Which recruitment strategy aligns best way
with the principles of human resource man- C. Emotional intelligence has no impact
agement? on leadership effectiveness
A. Rely solely on a traditional job posting D. Leadership effectiveness is not af-
on the company’s website and wait for ap- fected by emotional intelligence
plications to come in
2857. is part of the recruitment process
B. Utilize a combination of online job
that involves investigating the
boards, social media platforms, and pro-
fessional networks to advertise the posi- A. outsourcing
tion B. head-hunting
C. Delegate the recruitment process en- C. job analysis
tirely to a recruitment agency without any
D. motivation
involvement from the internal HR team
D. Only consider internal referrals and 2858. Continuous improvement programs in
recommendations from existing employ- organizations primarily focus on:
ees for the position. A. Maintaining the status quo
2854. The extent to which a performance mea- B. Short-term profitability
sure assesses all the relevant and only the C. Customer-oriented quality and produc-
relevant aspects of job performance tivity
A. Reliability D. Employee isolation and exclusion
B. Generalizability
2859. Which of the following are terms we
C. Utility will use in HRM and HRD
D. Validity A. Training
2855. Means that no employee reports to B. Announcement
more than one supervisor at a time or for C. Strategic
a particular task.
D. Behaviour
A. Accountability Explanation:Training and the Behaviour of
B. Unity of Command Employees are all aspects of Strategic
HRM and HRD.Although many company work, remuneration package and duties at
anouncements may be made-they may not work?
relate to HRM
2862. The personnel involved in different ac- C. Trying to get employees to suggest
tivities of an organization. their own solutions
2869. The actual achievements compared with 2873. HR Builds Strong Relationships with Em-
the objectives of the job is ployees
A. Job Performance A. TRUE
B. Job evaluation B. FALSE
C. Job description 2874. Which of the following is the final stage
D. Job description of the recruitment plan?
A. Job specification
NARAYAN CHANGDER
2870. Identify the person shown in the picture
B. Job advertisement
C. Job training
D. Job evaluation
2875. Everyone must retire at age 65, so
there are plenty of jobs for younger people
A. True
A. Douglas McGregor B. False
B. Elton Mayo C. Who Cares?
C. F.W.Taylor D. none of above
D. Abraham Maslow 2876. The historical rule of the HRM is
2871. The Age Discrimination in Employment A. One HR person for 100 employees
Act of 1967 was enacted to promote em- B. One HR person for 50 employees
ployment of persons based on ability not C. One HR person for 25 employees
their age.
D. One HR person for 10 employees
A. True
2877. Which is not correct?
B. False
A. Strategic human resource manage-
2872. Which is an example of an ethical ment uses two tools:human resource poli-
dilemma that human resources managers cies and human resource practices.
may encounter? B. The ultimate goal of strategic human
A. hiring a friend or a family member resource management is to achieve the
strategic aims of company
B. promoting a qualified employee
C. Strategic human resource manage-
C. recruiting job candidates ment aims to increase employee compe-
D. developing an employee pay scale tencies and promote positive behaviors
D. The role of the HR department in- 2890. Which of the following is the first step
cludes out-placements, labor law compli- in human resource planning?
ance, recordkeeping, testing, and com-
A. balancing supply and demand
pensation
B. forecasting the availability of external
2886. The characteristics of human resources candidates
are in nature
A. homogeneous C. analyzing the HR implications of the or-
ganization’s strategic plans
NARAYAN CHANGDER
B. heterogeneous
D. forecasting the availability of internal
C. ductility
candidates
D. None of the above
E. forecasting future HR needs
2887. This nominal construction has
2891. They are employees who added value
because of what the know
A. a verb
B. of adjectives
C. a noun
D. none of above
A. Temporary workers
2888. What are the impacts of chronic work
B. Contingent worker
stress?
A. Increased productivity C. Knowledge workers
B. Increased job satisfaction D. none of above
C. Mental and physical health disorders
2892. What is a key factor in creating a posi-
D. High involvement in work tive workplace culture?
2889. is the termination of an employee A. High employee turnover
contract due to incompetence
B. Employee recognition and apprecia-
tion
C. Excessive workload
D. Lack of transparency tags130.110
NARAYAN CHANGDER
B. False planning?
A. Goal setting and strategic planning,
2904. Which of the following is considered as
program implementation and evaluation,
strategic activity?
and forecasting
A. Productivity B. Determining labor demand, determin-
B. Recruitment ing labor supply, and determining labor
C. Planning surplus or shortage
C. Internal sources, external sources,
D. All of the above
and recruitment sources
2905. What are the different methods of per- D. Job analysis, performance appraisal,
formance appraisal? and job evaluation
A. Peer evaluation only 2910. What is/are the different facet/s of Hu-
B. The different methods of performance man Hesource Management?
appraisal include 360-degree feedback, A. Recruitment and Selection
management by objectives, graphic rating
B. Succession Planning
scales, and behaviorally anchored rating
scales. C. Compensation and Benefits
C. Annual salary increase D. Business Expansion
D. Self-assessment only 2911. Safety Policy is a part of function of
HRM
2906. What are the measures? Success in per-
sonnel management A. managerial
B. operational
A. There are a lot of employees.
C. strategical
B. High welfare income
D. developmental
C. Few employees resign
D. Can hire a lot of employees 2912. What is the purpose of induction train-
ing for new employees?
2907. The diversity consists of visible and non- A. Helps new employees to settle into
visible differences which include factors, their job quickly
such as gender, age, background, race, dis-
B. Ensures there is some production from
ability, personality and workstyle.
worker whilst they are training
A. True C. Teaches a broad range of skills using
B. False specialist trainers
D. Introduces the employee to their fel- 2917. Vacation time, Sick leave, Bonuses, Tu-
low workers ition reimbursement
NARAYAN CHANGDER
B. Focus on job enrichment and satisfac-
tion. abled because employers did not have
safe work environments
C. Manages the employees through fre-
quent redundancy and recruitment. C. None of the Above
D. Democratic leadership style. D. The government had extra tax funds
and needed a new government agency
2923. The development of, , , , , , , , , , , ,
, , , , , , , , , HRM has also placed more 2927. Sick-leave pay, vacation pay, pension
strategic, long-term emphasis on the need plans and health plans are examples of:
for organizations to plan and prepare for
the future of the business. A. fringe benefits
A. digital B. off-schedule salary
B. strategic C. bonus sharing
C. traditional D. non-monetary salaries
D. contemporary
2928. Choose the correct option
2924. While the overall selection process is
the responsibility of the HR department,
managers or supervisors often make the
final decision about hiring personnel into
their unit.
A. True A. A
B. False B. B
2925. Explain how technology can be an envi- C. C
ronmental factor affecting human resource D. D
management.
A. Technology decreases efficiency and 2929. What is the final step in conducting a job
increases the need for manual labor analysis?
B. Technology can impact human re- A. writing a job description and job spec-
source management by changing the ifications
way tasks are performed, increasing effi-
B. collecting data on specific job activities
ciency, and requiring new skills and train-
ing for employees. C. validating all of the collected job data
C. Technology has no impact on human re- D. reviewing relevant background infor-
source management mation
2930. What are the different training meth- 2935. Every action of hrm is directed towards
ods? the accomplishment of
2940. is the attempt to find and attract B. To ensure that employees have the
qualified job applicants in the external la- necessary skills and knowledge for their
bor market. roles
A. Labor forecasting C. To provide financial incentives to the
staff
B. Qualifying
D. To outsource certain tasks to external
C. Recruitment
agencies
D. Labor pool development
NARAYAN CHANGDER
2945. Which of the following factors is most
2941. Process through which organization en- likely to reduce the future number of staff
sures it always has proper number of em- required by a firm?
ployees with appropriate skills in right A. an increase in forecast demand for the
jobs at right time to achieve organizational fim’s product
objectives. This statement is the descrip-
B. an increase in labour turnover
tion of:
C. higher productivity levels of staff
A. Staffing
D. a law limiting the number of hours em-
B. Job Analysis ployees can work in a week
C. Human Resource Planning
2946. What are the five stages in Tuckman’s
D. Recruitment model of team development, in chronolog-
ical order?
2942. Interview Question:What changes have
you made in working with others to be A. Forming, storming, norming, perform-
moreeffective at work? This question will ing, and adjourning
help the interviewer to learn more about B. Storming, forming, norming, perform-
thecandidate’s ing, and adjourning
A. professional characteristics C. Norming, forming, storming, perform-
ing, and adjourning
B. team skills
D. Forming, storming, performing, norm-
C. goals for the future with the company
ing, and adjourning
D. dedication to completing a project
2947. It describes the formal, ongoing efforts
2943. 8.In career development focus, indi- that are made within organizations to im-
vidual goal setting is the part of prove the performance and self-fulfillment
of their employees through a variety of ed-
A. ....training and development
ucational methods and programs.
B. .... performance appraisal A. Training and Development
C. .... recruitment and planning B. Recruitment and Selection
D. ....Human resource planning C. Performance evaluation
2944. What is the purpose of training and de- D. Labor Relations
velopment in HRM?
2948. Reflect on the challenges organizations
A. To increase the number of employees may face in the selection and staffing pro-
in the organization cess. How can organizations enhance their
NARAYAN CHANGDER
ments such as “works hard” vs. “works 2962. Which of the following refers to the
quickly.” This is an example of a graphic number of staff away from work as a per-
rating scale. centage of the firm’s total workforce, per
A. True time period?
B. False A. High labour turnover
2966. Which of the following is NOT one of the 2971. The cost incurred may be low and the
3 categories of employee benefits? time is also reduced. This is best described
about
2968. A training that takes place away from B. Family matters in the person’s life.
the workplace is known as on-the-job C. Human Resource Planning.
training.
D. Compensation, promotion, incentives
A. TRUE and benefits.&Separation and termina-
tion.
B. FALSE
E. Recruitment and Selection.
2969. Ineffective planning of workforce would
be highlighted by 2973. The quality of Human resource manage-
ment is based on the of an organisa-
A. recruitment and selection problems tion
B. The need to out source some of the A. performance
production
B. productivity
C. A need to offer retraining to current
employees. C. success
D. teamwork
D. An opportunity to increase the use of
mechanization. 2974. Function of Human resource manage-
ment is by nature
2970. Which of the following can an organiza-
tion most easily accomplish by incorporat- A. helping
ing a skill-based pay plan? B. assisting
A. Employee suggestions that are re- C. consulting
warded if they contribute to productivity
D. advisory
B. Development of team leaders
2975. Allison, a manager at a large clothing re-
C. A more flexible pool of people to rotate
tail store, needs to determine essential du-
among interrelated jobs
ties that have not been assigned to specific
D. Lower labor costs employees. Which of the following would
NARAYAN CHANGDER
can help reveal duties that need to be as- A. People handling
signed to a specific employee. Work activ- B. Clarifying
ities, performance standards, and job con- C. Both (a) and (b}
text are the types of information that are
provided through a job analysis. D. None of the above
2976. What is two individual risk factor? 2981. The advancement of an employee within
the small business to a position with more
A. Biological and psychological authority and responsibility.
B. Sociological and psychological A. Job Description
C. Chronological and biological B. Transfer
D. Geographical and sociological C. Promotion
2977. When a team member realizes that he D. Discharge
will be on vacation during certain critical
2982. From the following which is the impor-
activities of a project what is the best
tant feature of teams
thing for him to do?
A. plan, control and improve their own
A. Contact the project manager immedi-
work processes.
ately to provide the project manager with
his schedule B. set their own goals and inspect their
own work
B. Include the information in his next re-
port C. prepare their own budgets and coordi-
nate their work with other departments
C. Request that the issue be added to the
project issue log D. All the above
D. Recommend preventive actions 2983. What does S stand for in SMART goals
2978. Recruiting and training costs are lower A. Selective
when recruiting B. Significant
A. Former employees C. Special
B. Competitor employees D. Specific
C. Walk-in applicants 2984. What is the need for Human Resource
D. Current employees Planning?
2979. People who provide specialty services A. For undergoing an effective employee
to businesses on an hourly basis or by the development program
job: B. To represent a base for recruitment
C. To represent a base for selection pol- B. Expects employee to think, work to-
icy gether and get involved in the process.
2988. Industrial action generally does not in- 2993. Human resource management can play a
clude? basic role in buildingstrong employee rela-
tionships.
A. Strike
B. Lock-out A. TRUE
C. Demonstration B. FALSE
D. Bandh 2994. Which one is NOT included in a job de-
2989. Employee empowerment will be scription?
achieved by A. The character of the boss
A. Management must not provide an B. Job duties
open, nonthreatening, creative environ-
C. Qualifications
ment that encourages employee involve-
ment. D. Requirements
NARAYAN CHANGDER
sessment (written and practical examina-
3000. The purpose of human resource manage-
tion)5. Pre-employment medical examina-
ment is to ensure that thepeople employed
tion6. Job offer
by the organization are being used as effi-
C. 1. Interview2. Preliminary screening3. cientlyand effectively as possible.
Assessment (written and practical exami-
A. TRUE
nation)4. Background investigation5. Pre-
employment medical examination6. Job B. FALSE
offer 3001. What was the field of human resource
D. none of above management commonly known as prior to
the last ten to fifteen years?
2996. Making sure a company follows laws
A. Personnel Administration
and regulations describes the HR manage-
ment activity of B. Financial Management
A. Employee Relations C. Marketing Management
B. Compliance D. Operations Management
C. Staffing 3002. Which is the best predictor of appraisal
D. Benefits reactions:
A. relationship quality
2997. Management is concerned with the
B. the performance rating
people’s dimension in organizations.
C. appraisal participation
A. Human resource
D. they are all equally good predictors
B. Business
C. Banking 3003. Development can be defined as
D. None of these
3013. The strategic role of HR management fo- thousand dollars, “ what conflict resolu-
cuses attention on enabling ordinary em- tion technique is the project manager try-
ployees to turn out extra ordinary perfor- ing to use?
mance, taking care of their ever changinge A. Smoothing
expectations This part includes HR being
the B. Problem Solving
NARAYAN CHANGDER
C. Liaison and Information disseminator 3018. Offering an employee the opportunity
to participate in a group health insurance
D. Mid-pin between the top and the lower
plan is an example of a:
levels of Management
A. wage
3014. When we tend to see some persons into
B. salary
a pre-defined image, this is called making
of C. bonus
A. Stereotype D. benefit
A. contract of engagement
B. contract of employment
C. contract of working conditions
D. contract of job description A. performance effects
3024. What are the advantages of bureau- B. effective returns
cracy as a form of organization?
C. effects and returns
A. Openness in communication
D. none of above
B. Flexibility in decision making
C. Ability to adapt quickly 3029. Four Human Resource Management
D. High efficiency Functions:
3031. the adjective in this construction is inter- A. Do not provide the employee with the
preted as real reason they are fired
B. If you offer severance pay, make cer-
tain that you receive a signed statement
releasing your company from any claims
C. Check with HR to dertermine if the em-
ployee signed an agreement at the time of
A. understanding hire that retained management’s ability to
NARAYAN CHANGDER
B. comprehensive dismiss at will
3032. These are a written set of steps that D. Make certain that you avoid using an
identifies the actions an employer will words such as “permanent employment”
take when there are issue relating to em- that would give the employee reason to
ployee conduct or performance. make a claim against the firm.
A. Disciplinary procedures 3036. Job security is
B. Code of misconduct A. employees feeling they will only have a
C. Grievance procedures position for as long as management wants
D. Labour action them
B. the feeling that management are look-
3033. Which of the following is an example of ing to terminate employment
a benefit to job sharing?
C. employees feeling they will continue
A. Absenteeism and tardiness is in-
to work somewhere until they decide it’s
creased
time to move on
B. Workers are less engaged and less
productive D. an ongoing decrease in productivity
over time
C. Provides employment opportunities
for many people who can’t work full time 3037. Select the benefits of training
D. none of above A. Good reputation and makes hiring eas-
ier
3034. A position usually becomes or is vacant
in an organisation because of: B. Higher morale, reduced absenteeism
A. the creation of the position as a brand and reduced turnover
new post, due to company expansion C. Increase quality of output
B. the current holder of the position being D. Less errors the first time around
promoted to a higher position
E. Organizational targets being met
C. the position being vacated because
of retirement, resignation, death or dis- 3038. Which of the following refers to the ter-
missal mination of a worker’s employment due
D. all of the above to their incompetence or breach of employ-
ment contract?
3035. When terminating an employee, which
A. Dismissal
of the following statements is not good
practice? B. Redundancy
3039. True or False:According to the definition 3044. The purpose of is to provide a sum-
provided in class, Compensation refers to mary of skills, abilities and accomplish-
all forms of financial returns, tangible ser- ments of the individuals.
NARAYAN CHANGDER
C. Post a job advertisement
their employees must be handled effec-
D. Identify the need for a new employee
tively if both the employees and the or-
or position
ganization are to prosper together. Refer-
3051. Kevin is interviewing for a position as ring to which functions?
a public relations specialist in a communi- A. Function:Employee & Labor Relations
cations firm. He first meets with the HR
manager. Afterwards, he meets with the B. Function:Safety & health
department manager. Finally, he meets C. Function:Compensation
with the company president. Kevin is most
likely experiencing a interview. D. Function:Human Resource Develop-
ment
A. panel
B. serial 3056. Whose responsibility is it to provide
C. board protective clothing/equipment and train-
ing on how to use it?
D. mass
A. Employer
3052. Which of the following is NOT a function
of management? B. Employee
3060. Organisations that do not adopt a 3064. Interviews can be done in groups.
strategic HRM approach and a global vi- A. RIGHT
sion will
B. SALAH
A. develop effective two-way communica-
tion 3065. Performance review includes all of the
B. are virtually guaranteed to fail following EXCEPT:
C. find it easier to implement traditional
HRM activities
D. have much more flexibility in respond-
ing to environmental changes
A.
A. True
B. False
NARAYAN CHANGDER
3072. The Hay profile method uses which
three factors for evaluating jobs?
3067. Recruiting is sometimes viewed as A. Knowledge, skill, and responsibility
unethical. B. Responsibility, mental ability, and skill
A. Former employees C. Responsibility, knowledge, and mental
B. Competitor employees ability
3069. What are the different levels of man- 3074. To offer a car insurance to employee
agement in an organization? who works as a delivery person, what
A. Entry-level, mid-level, senior-level kind of benefit this company offers?
3077. Healthy and safe employees are more A. To create a negative work culture
likely to B. To achieve organizational goals
A. remain productive C. To optimize organizational behavior
B. earn managerial promotions D. To fulfill staffing needs while creating
C. request salary increases and maintaining a positive work environ-
ment for employees
D. join labor unions
3082. The movement to a higher level or posi-
3078. Which of the following is not a charac- tion is called.
teristic of performance appraisal?
A. demotion
A. always fair
B. promotion
B. participative
C. transfer
C. must be periodic
D. termination
D. purely subjective
3083. What is the meaning of role ambiguity?
3079. What employee-related questions need
to be included in a process audit when A. Individual faces what appears
evaluating a high-performance work sys- B. Responsibility as employee
tem? Example:Are quality-of-life goals be-
C. Ambitious
ing achieved for employees?
D. Begins when a worker feels uncertain
A. Are employees actually working to-
of what is normal
gether, or is the term “team” just a label?
B. Are employees getting the information 3084. Special compensation program designed
they need to make empowered decisions, to motivate high performance
and are they engaged?
C. Are training programs developing the
knowledge and skills employees need?
D. Are employees being rewarded for
good performance and useful sugges-
tions?
E. Are employees treated fairly so the
power differences are minimal?
NARAYAN CHANGDER
B. value time as a scarce resource. 3090. What does job description mean?
C. invite her staff to participate in many A. Employee Turnover
retreats.
B. Job Specification
D. enjoy sitting through PowerPoint pre-
C. Selection Process
sentations of substantial length.
D. Job Description
3086. What is the main objective of the HRM
audit in relation to the company’s policies 3091. What does the term ‘separation’ in-
and procedures? volve for a business?
A. To decrease marketing expenses A. Multiskilling
B. To ensure compliance with legal re- B. Division of labour between depart-
quirements ments
C. To increase employee turnover C. Division of labour between a worker
D. To expand the product line and management
D. The ending of the employment contract
3087. According to a literature analysis by
Schuler, the main reasons for engaging in 3092. Which area does the HRM audit aim to
an IJV are: identify for improvement in supporting the
A. To gain knowledge and to transfer that company?
knowledge A. Production efficiency
B. Host government insistence B. Financial management
C. Increased economies of scale C. Marketing strategies
D. All 3 answer is correct? D. HRM activities
3088. Target setting is a part of appraisals, 3093. A business characterised by low levels
and should be SMART: of staff turnover would also have which
A. Summative, measurable, adaptative, other features of the employment relation-
realistic and time bound ship?
B. Specific, measurable, adaptive, real- A. High levels of employee satisfactio-
isitc and time bound nand low productivity
C. Specific, measurable, achievable, real- B. Regular industrial disputes and poor-
istic and time bound worker morale
D. Summative, measurable, achievable, C. High levels of productivity and good-
realistic and time bound worker morale
A. job training B. 6
B. off-the-job training C. 10
C. re-shoring training D. 5
C. By not giving any feedback to the em- 3108. Below are some of the sectors which
ployees are required for companies to contribute
D. Organizations can ensure effective on- to HRDF except
the-job training for employees by provid- A. port services
ing clear objectives, hands-on experience, B. manufacturing
regular feedback, and opportunities for
practice and application of new skills. C. commercial land transport
D. barber shop
NARAYAN CHANGDER
3104. The demand for personnel is less than
the supply of personnel is a 3109. What is one way a manager can develop
A. Structure an effective group of employees?
D. clear definition of expectations from 3118. What led to the development of human
the employee resource management in the late 1970s?
B. Increasing speed to hire. 3128. What are the benefits of having a well-
C. Strengthening the employer brand. defined HR planning and strategy in place?
D. All above are correct. A. Decreased recruitment, retention, and
organizational performance
3124. What does the employee safety and
health functional area of HR management B. Improved recruitment, retention, and
focus on? organizational performance
A. Employee safety, security, workers C. No impact on recruitment, retention,
NARAYAN CHANGDER
compensation and organizational performance
B. Training, development, career plan- D. Increased costs and decreased effi-
ning ciency
C. Performance appraisal, improvement,
intervention 3129. What is the main purpose of Work-
force Planning in Human Resource Man-
D. Compensation, benefits, recognition,
agement?
work life effectiveness
A. To analyze the financial status of the
3125. The HR strategy of an enterprise is:
organization
A. The separation of policy and managem-
net activities B. To identify the number of people
needed and the type of skills required
B. The integration between policy and
management activities C. To develop new products for the orga-
nization
C. The combination of personnel strate-
gies and implementation of labor laws D. To manage the marketing strategies of
D. The integration of HR management ac- the company
tivities and rewards system
3130. Which method is believed to be solved
3126. Job Bidding and Job Posting is related bias in performance appraisal issue?
with
A. Paired comparison method
A. Internal Recruitment
B. Graphic rating scales
B. External Recruitment
C. Direct Recruitment C. Human Asset Accounting
D. Third Party Recruitment D. Forced distribution method
3127. leadership coaches and facilitates em- 3131. A summary of the objectives of a job,
ployees to achieve better results by being the type of work to be done, the responsi-
supportive, helping them, protecting them bilities and duties, the working conditions,
from outside interference, and by being and the relationship of the job to other
available. functions.
A. Performance Management System
A. Job Description
B. Continuous Improvement and Re-
newal B. Flex Time Planning
NARAYAN CHANGDER
C. Employee responsibilities
A. Bureaucratic organizations have ad- D. All the above
vantages in increasing productivity
3146. What are the solutions to maintain an
B. Bureaucratic organization has no influ-
effective workforce?
ence on productivity
A. Fairness in remuneration
C. Bureaucratic organization only has an
influence on productivity for some work- B. Provide benefits
ers C. Remuneration is based on work re-
D. Bureaucratic organizations have short- sults
comings in increasing productivity D. All of the above solutions
3143. Deployment is: 3147. is the process of estimating the
A. causing an employee to become unem- quantity and quality of people required to
ployed, i.e. dismissing an employee meet the future needs of the organization.
B. making an employee work fewer A. Demand forecasting
hours, in order to pay them less B. Supply forecasting
C. moving employees around to other C. Environmental forecasting
jobs within the organisation, according to
D. None of the above
the skills and abilities of those employees
and the needs of the organisation 3148. What is the definition of competitive-
D. recruiting more employees in order to ness?
help the company expand its operation A. The ability of a company to maintain
and gain market share in its industry
3144. What is the result of the job analysis?
B. The policies, practices, and systems
that influence employees’ behavior
C. The process of analyzing a company’s
competitive situation
D. The ability of a company to survive and
succeed in a dynamic competitive environ-
ment
and tools they need to hit the ground run- 3155. What are students who work for little
ning. or no pay in order to gain experience in a
particular field called?
3152. Personnel Management is an art be- 3158. Whose responsibility is it to use work
cause personnel managers make decisions items correctly?
at the right time the o achieve desired re- A. Employer
sults.
B. Employee
A. FALSE
3159. An organization recently introduced
B. TRUE flexible working hours and work-from-
home options. What trend in HR does this
3153. Which of the following are statutory represent?
provisions for employee protection
A. Traditional HR Management
A. compulsory minimum wage rate
B. Emerging Trends in HR
B. workmen’s compensation C. Staff Morale Improvement
C. provision of protective clothing D. Classical HR Approach
D. clean and safe workplace
3160. Which one of the following terms refers
to the procedure used to determine the
3154. An HR officer can attract the best appli-
duties associated with job positions and
cant using competitive salary packages.
the characteristics of the people to hire for
A. True those positions?
B. False A. job specification
NARAYAN CHANGDER
A. Multinational corporations have taken
B. False greater urgency for global HRIS
3162. A situation, typically one involving op- B. Demonstrate good corporate citizen-
posing parties, in which no progress can ship
be madecause because of fundamental dis-
C. Decrease in overall effectiveness
agreement.
A. deadlock D. Universal HRIS allow a real time oper-
ations
B. strike
C. lockout 3167. A business’s human resources consist of
the people who work for it
D. none of above
A. True
3163. What should be done in Administering
pay & benefits? B. False
A. Extensive record keepingand report-
3168. The tourism and hospitality labor mar-
ing
ket is characterized by
B. Provide employees with information
A. A relatively large proportion of un-
about their benefits
skilled occupations
C. Decide which benefits to offer andhow
much of the cost willbe shared by employ- B. Transferability of skills at any level be-
ees tween a broad range of establishments.
D. Systems for keeping trackof employ- C. Relatively low levels of pay, particu-
ees’ earningsand benefits larly for unskilled workers
3164. Which one is not considered “compe- D. All of them are correct
tency”?
3169. What are environmental factors?
A. Monetary motivation
A. External elements that can affect an
B. Health issue organism’s well-being
C. Ethical behavior
B. Elements that only affect plants, not
D. Computer skill animals
3165. When a business is temporarily short of C. Factors that have no impact on an or-
employees in small numbers, the priority ganism’s well-being
action plan of the business union is to: D. Internal elements that can affect an or-
A. Outsource ganism’s well-being
3179. What are the factors that have con- A. No recognition or rewards, work-life
tributed to the growth of personnel man- imbalance, unresolved conflicts
agement in the Philippines? B. Micromanagement, low pay, lack of
A. Increasing complexity of business op- feedback
erations C. No opportunities for growth, toxic
B. Decreasing government regulations work environment, poor communication
C. Decreasing labor unions D. Effective communication, opportuni-
NARAYAN CHANGDER
ties for growth, recognition and rewards,
D. Decreasing complexity of business op-
work-life balance, positive work environ-
erations
ment, conflict resolution
3180. It is concerned with eliciting and re- 3184. Research shows that companies who
inforcing desired behaviors and workout help their employees hit the right work-
comes through compensation and other life balance have employees that are 20
forms of recognition. percent more satisfied with their jobs.
A. Goal setting A. True
B. Performance appraisal B. False
C. Reward setting
3185. Training can be defined as
D. none of above
3182. Top 10 qualities employers seek in job B. Activities designed to decrease em-
candidate ployee’s motivation.