Human Resource

Management Multiple
Choice Questions and
Answers

Q1. Human Resource departments

are______________
(a) line departments
(b) authority department
(c) service department
(d) functional department

Q2. What is human factor?

(a) Micro and macro issues of socioeconomic factor.
(b) Interrelated Physiological, Psychological and Socio-
ethical aspects of human being.
(c) The entire concept of human behaviour
(d) None of the above.

Q3. Job Analysis is a systematic procedure for

securing and reporting information defining a
______________.
(a) specific job
(b) specific product
(c) specific service
(d) all of these

Q4. What are the factors responsible for the

growth of HRM?
(a) Development of scientific management and awakened
sense of social responsibility.
(b) The problem of how the available human resource
could effectively minimise the cost and maximise the
production.
(c) Technical factors, awakening amongst workers,
attitude of the government, cultural and social system.
(d) All the above.

Q5. Which among the followings describe the

skills that are available within the company?
(a) Human Resource inventory
(b) HRIS
(c) Skills inventory
(d) Management inventories
Q6. Who has defined personnel management as a
field of management which has to do with
planning and controlling various operative
functions of procuring, developing, maintaining
and utilising labour force?
(a) Harold Koontz
(b) Glueck
(c) Michael Jucius
(d) Flippo

Q7. Resources and capabilities that serve as a

source of competitive advantage for a firm over its
rivals are called _______________.
(a) core competency
(b) core competence
(c) competitive advantage
(d) competency

Q8. Human Resource planning is compulsory for

______________.
(a) effective employee development programme
(b) base for recruitment
(c) base for selection policy
(d) all of these
Q9. Job analysis, HR planning, recruitment,
selection, placement, inductions and internal
mobility are few important functions which come
under the heading of______________ of HRM.
(a) integration function
(b) development
(c) maintenance
(d) procurement function

Q10. Directing is one of the important functions of

HRM which comes under___________.
(a) managerial function
(b) operative function
(c) technical function
(d) behavioral function
Ans. (a)

Q11. Whom does Human relation approach refer

to?
(a) Worker, who should be given humanly treatment at
work.
(b) Mutual cooperation between employer and employee
in solving the common problems.
(c) Integration of people into a work situation that
motivates them to work together to achieve productivity
and also economic, psychological and social satisfaction.
(d) None of the above.
Ans. (c)
Q12. Which of the following is a method of
collection of information for job analysis?
(a) Questionnaire method
(b) Ratio analysis
(c) Optimisation models
(d) Trend analysis
Ans. (a)
Q13. ___________ provides information on the
human attributes in terms of education, skills,
aptitudes, and experience necessary to perform a
job effectively.
(a) job description
(b) job specification
(c) job analysis
(d) job evaluation
Ans. (b)
Q14. Who laid the foundation of HRM practice?
(a) Elton Mayo
(b) Roethlisberger and Dickinson
(c) Peter Drucker and Douglas McGregor
(d) David C. McClelland.
Ans. (c)
Q15. How HRM has become a highly specialised
job?
(a) It is concerned with obtaining and maintaining a
satisfied work force.
(b) It maximises the output and satisfaction of the
employees.
(c) Promote group satisfaction and individual
development.
(d) Optimum utilisation of man-power by motivation and
improving the efficiency.
Ans.(b)
Q16. Job specification includes _____________.
(a) Physical characteristics
(b) Psychological characteristics
(c) Personal characteristics
(d) all of these
Ans. (d)
Q17. TQM’s major emphasis is on___________ .
(a) Product quality
(b) Company profitability
(c) Customer delight
(d) Employee training
Ans. (a)
Q18. Ability to perform exceptionally well and
increase the stock of targeted resources within the
firm is called ___________.
(a) productivity
(b) efficient
(c) effective
(d) competency
Ans. (d)
Q19. What is the scope of HRM?
(a) Training and development of employees for their
growth.
(b) Maintenance of good industrial relations and workers’
high morale for higher productivity
(c) Further researches in behavioural science, new ideas in
man, management and advances in the field of training
and development.
(d) None of the above.
Ans. (c)
Q20. What is the importance of controlling?
(a) Ensure that activities are in accordance with the terms
of the plan.
(b) An important mental process on the part of a manager
(c) Power to influence people’s behaviour
(d) Process of regulating the activities.
Ans. (a)
Q21. What is a decision in management?
(a) Reaching at a proper conclusion after consideration.
(b) A decision involves choosing of alternatives.
(c) A decision is the outcome of a group of people or an
individual.
(d) None of the above.
Ans. (a)
Q22. An employee-working in a unit or plant who
is a citizen of the country in which the unit or
plant is located but where the unit or plant is
operated by an organisation headquartered in
another country _____________.
(a) Home Country National
(b) Host Country National
(c) Third Country National
(d) Host Country
Ans. (b)
Q23. Quantitative Technique refers to-
(a) Models, simulation, resource allocation technique.
(b) Waiting line problems and the queuing theory
(c) Gaming and Game theory and Probability theory
(d) All the above.
Ans. (d)
Q24. Staffing includes _______.
(a) workload estimation
(b) termination
(c) appointments of personnel, placement
(d) all of these
Ans. (d)
Q25 .To calculate the need for manpower on the
basis of the average loss of manpower due to
leave, retirement, death, transfer, discharge, etc.
is known as____________.
(a) work load analysis
(b) workforce analysis
(c) job analysis
(d) forecasting
Ans. (b)
Q26. MPDQ stands for_____________.
(a) Management Position Description Questionnaire
(b) Management Process Descriptive Questions
(c) Methods for Personality Development Questions
(d) Modern Positions Developed Qualitatively
Ans. (a)
Q27. What should be the strategy of HRM?
(a) Making the long-term and short-term planning.
(b) Planning the optimum level of manpower.
(c) Introducing training programmes to personnel.
(d) All the above.
Ans. (d)
Q28. The process of helping unwanted present
employees find new jobs with other firms called
______________.
(a) Outplacement
(b) Replacement
(c) Placement
(d) Employment
Ans. (a)
Q29. What is the ‘Laissez fair’ view point?
(a) A view popularised by Ronssean, Bentham and
Hobbes.
(b) A minimum of public intervention in economic
activities.
(c) Business enterprise must get opportunity to earn more
profits.
(d) The change in the concept of labour from commodity
approach to human concept.
Ans. (b)
Q30. How can we understand the nature of human
factor?
(a) Through determinants of human behaviour
(b) According to the behaviour of people at work
(c) The way the management influences an individual and
a group.
(d) Through the study of human behaviour in
organisation.
Ans. (b)
Q31. Trend analysis is a ______________
(a) Forecasting technique
(b) Skills inventory
(c) Job analysis technique
(d) Markov analysis
Ans. (a)
Q32. The factual statement of the duties and
responsibilities of a specific job is known as
_____________.
(a) job description
(b) job specification
(c) job analysis
(d) job evaluation
Ans. (a)
Q33. In Japanese management, employees’ career
path is non-specialised. Why?
(a) In Japanese industries job rotation is carried out for
employees to have different skills and also for
interdepartmental cooperation.
(b) In an organisation from the time of induction,
employees are exposed to various types of jobs and
training to enable them to have adaptability to any job.
(c) Japanese management system prefers to create capable
workers to adapt organisational changes, as and when
required.
(d) Rotation of job provides benefit of skills required for
top quality executives.
Ans. (c)
Q34. Who has said that HRM is not a one shot
deal?
(a) Fayol
(b) Taylor
(c) Terry
(d) McFarland
Ans. (c)
Q35. Skills inventory, replacement charts, Markov
analysis, regression analysis all are types of
____________.
(a) redundancy plan
(b) training plan
(c) retention plan
(d) forecasting methods
Ans. (d)
Q36. Trade unions and employee association,
Industrial relation, employee participation and
empowerment are procurement functions of a
manager which comes under________.
(a) integration function
(b) procurement function
(c) development function
(d) behavioural function
Ans. (a)
Q37. Quality improvement is_____________.
(a) a team effort
(b) achieved by quality inspector
(c) zero things gone wrong
(d) tough job, and not possible
Ans. (b)
Q38. An employee working in a unit or plant who
is not a citizen of the country in which the unit or
plant is located but is a citizen of the country in
which the organisation is headquartered is called
__________.
(a) Home Country National
(b) Host Country National
(c) Third Country National
(d) Host Country
Ans. (a)
Q39.“Human resource management” involves the
elements of
(a) planning, organising, and controlling
(b) planning, organising and coordinating
(c) leading, directing and coordinating
(d) all of the above
Ans. (d)
Q40. The procedure in which relevant information
relating to a job and its requirements is
systematically discovered and noted is
(a) job analysis
(b) job specification
(c) job classification
(d) job evaluation
Ans. (a)
Q41. Which pair in order of sequences represents
the first and last steps in a T&D programme?
(a) determination of T&D needs, and evaluation of T&D
programme
(b) determination of T&D needs, and designing the T&D
programme
(c) designing T&D programme, and implementing it
(d) evaluating of T&D programme, and implementing it
Ans. (a)
Q42. Career development involves
(a) conscious determination of career aspirations and
potentialities of employees and matching them with the
organisation’s needs
(b) providing counselling to students to choose their
careers
(c) providing information to students about opportunities
of employment
(d) determining the potentialities of students for a suitable
career
Ans. (a)
Q.43. When an employee expresses
organisationally desired emotions during
interpersonal transactions, then it is known
as_______________ .
(a) emotional labour
(b) displayed emotions
(c) felt emotions
(d) moods
Ans. (a)
Q44. Job evaluation essentially seeks to
(a) determine the relative worth of various jobs in an
organisation in monetary terms
(b) evaluate the performance of employees on their
respective jobs
(c) evaluate the importance of various jobs in the
organisation
(d) establish the hierarchy of various jobs in the
organisation
Ans. (a)
Q45. Grievance redressal, discipline, collective
bargaining are_______________ of HRM.
(a) integration function
(b) procurement function
(c) development function
(d) behavioural function
Ans. (a)
Q46. The content of job description
involves_______________.
(a) job title, condition of work
(b) educational qualification, skills
(c) both a and b
(d) none of the above
Ans. (a)
Q47. How can one distinguish between the
Japanese management system and other
management systems?
(a) It encourages to perform constantly and consistently.
(b) Primarily concerned with high performance and
quality standards.
(c) It is a system in contrast to American management
system.
(d) None of the above.
Ans. (c)
Q48. In-basket training is involved in
(a) vestibule training
(b) on-the job training
(c) simulation
(d) coaching
Ans. (c)
Q49. To calculate the number of persons required
for various jobs with reference to a planned
output is called ________________.
(a) work load analysis
(b) workforce analysis
(c) job analysis
(d) forecasting
Ans. (a)
Q50. What are the major hurdles that require
immediate action by HRM for the progress of
Indian economy?
(a) Dishonesty and corruption
(b) Lack of interest in work and production loss,
(c) Unemployment and poverty
(d) Combating inflation and holding the price-line of
essential commodities.
Ans. (c)
Q51. Who is generally known as “the father of
modern management theory”?
(a) Henry Fayol
(b) Frederick W. Taylor
(c) Frank Gilbreth
(d) Chester Bernard
Ans. (a)
Q52. Which of the following is considered the first
wage incentive plan in modern industrial era?
(a) Halsey plan
(b) Taylor’s differential piece-rate plan
(c) Barth plan
(d) Gantt Task plan
Ans. (b)
Q53. Concept of MBO was first developed by
(a) Peter Drucker
(b) Douglas McGregor
(c) Henry Fayol
(d) Clayton P. Alderfer
Ans. (a)
Q54. Industrial discipline ordinarily does not
imply
(a) observance of company’s rules and regulations
(b) cooperating with management and co-workers
(c) active participation in union activities
(d) smooth discharge of duties and responsibilities
Ans. (c)
Q55. A strike called by a section of workers/union
members without authorisation from proper
authority of the union is called
(a) sectional strike
(b) jurisdictional strike
(c) wild cat strike
(d) sympathetic strike
Ans. (c)
Q56. Which is a form of participative
management?
(a) information-sharing
(b) associative participation
(c) consultative participation
(d) all of the above
Ans. (d)
Q57. Social factor having a potent bearing on HRM
practices in India includes
(a) caste system
(b) doctrine of karma
(c) c8ustoms and traditions
(d) all of the above
Ans. (a)
Q58. T&D programme in international HRM
should give due attention to
(a) promotion of efficiency of personnel in the host
country
(b) understanding of the cultural environment of the host
country
(c) improvement of technical expertise
(d) all of the above
Ans. (d)
Q57. International staffing does not give much
emphasis on the consideration of
(a) cultural adaptability
(b) global experience
(c) family flexibility
(d) political consciousness
Ans. (d)
Q58. The objectives of workers’ participation in
management do not ordinarily include
(a) promotion of collective bargaining
(b) promotion of industrial harmony
(c) promotion of industrial democracy
(d) promotion of productivity
Ans. (a)
Q60. The advantages of staffing from amongst the
host country nationals generally do not include
(a) reduction of language barriers
(b) reduction of living cost
(c) greater control over the activities of the organisation
(d) better understanding of host country’s laws and
regulations
Ans. (c)
Q61. Which form of participative management
promotes “semi-autonomous work-groups”?
(a) quality of work life
(b) quality circle
(c) TQM
(d) quality group
Ans. (c)
Q62. Industrial action generally does not include
(a) strike
(b) lock-out
(c) demonstration
(d) Bandh
Ans. d
Q63. The role of HRD personnel is to –
a. description of entire process / analytical decomposition
b. identification of HRD elements and resources
c. Both (a) + (b)
d. Analytical decomposition only
Ans. (c)
Q64. The primary goal of HRD is –
a. To increase productivity of workers / and organisational
profitability
b. Improve workers’ skill and enhance motivation, to
prevent obsolesces at all levels
c. prevent obsolescence and increase organisational
profitability only
d. Both (a) + (b)
Ans. (d)
Q65. Leadership is the –
a. ability to influence other people
b. ability to create within people an urge to do
c. ability to obtain willing co-operation of the followers
d. All above
e. Only (a) + (b)
Ans. (d)
Q66. A team is evaluated on features like –
a. Co-operation / confrontation avoiding / common
objectives
b. Openness of view and unwritten procedure systems
c. Regular review / appropriate leadership
d. All above
e. Both (b) + (c)
Ans. (d)
Q67. For Total Quality Management (TQM) the
required qualities are:
a. Understand customer’s current and future needs /
leaders establish unity of purpose / involvement of people
for organisation’s benefit
b. achievement of desired results when resources and
activities are managed as a process and (a) above
c. Mutually beneficial suppliers relationships enhances the
ability to create value and (b) also
d. Should have a temporary objective of the organisation
Ans. (c)
Q68. Human due diligence means investigation of
–
a. Management team / staff
b. Structure / issues / managerial capacity of a potential
partner
c. Both (a) + (b)
d. Financial due diligence
Ans. (c)
Q69. Knowledge management refers for critical
issues of
a. Organisational adaptation
b. Survival and competence against discontinuous
environmental change
c. Synergistic combination of data and information
processing capacity
d. All above
e. Only (a) + (c)
Ans. (d)
Q70. What influences the bank employees’
attitude on work culture?
a. Educational qualification
b. Ownership of bank
c. Location of the branch
d. All above
e. Only (a) + (c)
Ans. (d)
Q71. Discuss the roles of the HR Manager
a. Administrator / evaluator / career development advisor
/ instructor or facilitator
b. marketing programmes and services / instructor
material producer
c. Needs analyst /organisational changer / researcher + (a)
above
d. Both (b) + (c)
Ans. (d)
Q72. The objectives of HR audit are –
a. to determine the effectiveness of management
programmes
b. analyse the factors and recommend for correcting
deviations + (a)
c. extent to which line managers have complied with HRD
polices + (b)
d. to study future manpower inventory and identify
shortfalls
Ans. (c)
Q73. Employee accountability is strengthens in
a. HR Audit
b. HR Training
c. Succession Planning
d. HR functions
Ans. (a)
Q74. The main barriers of communications are –
a. Organisational + Semantic
b. Personal + psychological + resistance to new ideas
c. Both (a) + (b)
d. Organisational / psychological
Ans. (c)
Q75. Manpower planning consists of –
a. determining the jobs to be done / identifying the skills /
estimating the exists likely / filling up the requirements
b. identifying the skills / filling up the requirements
c. Estimating the turnover likely to happen in near future
d. determining the jobs to be done
Ans. (a)
Q76. Promotion is basically a reward for –
a. Efficiency
b. Seniority
c. Physical fitness
d. Retention
Ans. (a)
Q77. What is 360° appraisal?
a. a process that provides an employee opportunity in
decision making
b. a process that provides an officer opportunity of
feedback about own performance
c. a process that provides an employee with feedback
about his / her workplace performance
d. Both (a) + (b)
Ans. (c)
Q78. Role of performance management is to
accomplish –
a. Performance needs of the organisation
b. Guide the development of individuals for skill and
knowledge
c. Motivate individuals / provide data adopt condition of
human capital + (b)
d. All above
Ans. (d)
Q79. Competency Mapping is possible through
approaches like –
a. Job analysis / workforce skills analysis / supply and
demand analysis
b. Job analysis / Gap analysis / solution analysis
c. Gap analysis / solution analysis + (a)
d. Both (a) + (b)
Ans. (c)
Q80. Human needs have been divided into five
categorises under need hierarchy theory. Who
invented this theory?
a. McClelland
b. John Atkinson
c. Maslow
d. Herzberg
Ans. (c)
Q81. Key Performance Areas means –
a. Areas which are within the responsibility of the role
b. Areas which the management has demarcated to be
performed by employee
c. Areas for strengthening of skills and attitudes
d. All above
Ans. (a)
Q82. Career path planning is affected by –
a. Employee preference
b. Employee requirements
c. Employee preference/employees requirement and
structure of the organisation
d. Both (a) + (b)
Ans. (c)
Q83. Phases of performance counselling are –
a. Rapport building / employee should discover own
SWOT / action plans, through brainstorming sessions
b. Two way communication / employee be encouraged for
their own performance appraisal
c. Organisational objectives are integrated
d. All above
Ans. (a)
Q84. Training method commonly used, for
employee in banks is –
a. On the job training
b. Classroom Training
c. Off the job training
d. Vestibule Training
Ans. (b)
Q85. Training evaluation is measured by –
a. Goal based / Goal free / Responsive
b. Systems / professional review / quasi-legal
c. Goal based / systems / responsive
d. Both (a) + (b)
Ans. (d)
Q86. The process of perception is influenced by
factors like –
a. Our needs and wants
b. Sensory inability
c. Our stimuli
d. All above
Ans. (d)
Q87. The term industrial relations means –
a. Relationship between Management and Labour
b. Relationship between organisation and employees
c. Relationship that grows out of employment
d. All above
Ans. (d)
Q86. Collective bargaining is a procedure
regulated by agreements between their –
a. Bargaining agents and employers
b. Employees and employees
c. Employers and employers
d. Labour officer and Trade unions
Ans. (a)
Q87. Advantages of grievances handling
procedure –
a. Management can know employees feelings
b. Employee gets grievances ventilated
c. Keeps a check on supervisor’s attitude
d. Both (b) + (c)
e. All above
Ans. (e)
Q88. How to handle grievances?
a. Grievance in writing / taking to employee directly for
speaking truth / ensure confidentiality and handle the case
within tie frame
b. Treat each case as important, and obtain grievances in
writing / examine company’s position / identify violations
/ do not hold back the remedy, if the company’s wrong +
(a) above
c. Get all the facts (relevant) about the grievance / examine
the personnel record of the aggrieved worker / gather
information from the union representative properly + (b)
above
d. Identify grievance / previous record of the worker /
companies’ rules and prompt redressal of grievances, if
genuine.
Ans. (c)
Q89. When any discipline becomes ineffective or
less-effective?
a. Longer time spending in action
b. Discipline is handled impersonally
c. Aware of rules and performance criteria
d. Only (a) and (b)
Ans. (d)
Q90. Functions of the personnel management can
be described as –
a. Managerial
b. Operative
c. Developmental
d. Both (a) + (b)
e. All above
Ans. (d)
Q91. Lockout is a weapon available to –
a. Employees
b. Trade Unions
c. Employers
d. Government
Ans. (c)
Q92. How the conflicts within employers and
employees can be settled or prevented?
a. Voluntary method
b. Government Machinery
c. Statutory Measures
d. All above
Ans. (d)
Q93. The word workers participation in
management means –
a. Sharing the decision making powers
b. Sharing the decision making with lower results of the
employees
c. Sharing the day to day working with higher ranks of
persons
d. Sharing the financial decision making powers with
representative of workers
Ans. (b)
Q94. What is the role of the trade-union in
collective bargaining?
a. To protect jobs and real earnings
b. Better conditions of work life for workers
c. Fighting against any possible, exploitations
d. All above
Ans. (d)
Q95. Which kind of workers participation makes
the workers as shareholders of the company?
a. Participation at Board Level
b. Participation through ownership
c. Participation through complete control
d. Participation through work councils
Ans. (b)
Q96. Special allowances are not payable for –
a. Photostat copier Operators
b. Adding machine Operators
c. Addressographs
d. All above
Ans. (d)
Q97. Why grievances should be redressed?
a. Affects the individual
b. Affects the management
c. Collective disputes conversion
d. All above
Ans. (d)
Q98. The employer-employees should have
mutual trust / confidence / willingness to settle /
respect rights and responsibilities of other party,
is covered under –
a. Effective bargaining method
b. Essentials for effective bargaining
c. Types of bargaining
d. Areas of bargaining
Ans. (b)
Q99. Managerial functions, in personnel
management can be –
a. Planning / Organising / directing and controlling
b. Recruitment / placement / employment / Development
and motivation
c. Compensation / maintenance of health / employers’
welfare
d. Both (a) + (b) only
Ans. (d)
Q100. Discuss unfair management practices –
a. Noncompliance with promotional and transfer policies
b. Smooth handling of grievances
c. Timely payment of wages / salaries
d. Both (b) + (c)
Ans. (a)
Q101. The core elements of HRM are –
(i) People
(ii) Management
(iii) Behavioural Dynamics
(iv) Uniformity of application
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iv
Ans. (d)
Q102. What are the key HRM practices in Indian
Organizations?
(i) Job Description
(ii) Recruitment
(iii) Compensation
(iv) Training & Development
(v) Performance Appraisal
(vi) Promotion & reward
(vii)Career Planning
(viii) Gender equity
(a) i, ii, iii, v, vi
(b) iv, vii, viii
(c) only vi
(d) Both (a) and (b)
Ans. (d)
Q103. In a ____________, teams are formed and
team members report to two’ or more managers.
(a) Formal Organization
(b) Informal Organization
(c) Matrix Organisation
(d) Divisional Organization
Ans. (c)
Q104.________ refers to the attitudinal and
behavioural characteristics of a group and is
concerned with how groups form, their structure
and process, and how they function,
(a) Group dynamics
(b) Organic structure
(c) Functional Structure
(d) Matrix organization
Ans. (a)
Q105. Benchmarking is
(a) T the process of comparing the business processes &
performance metrics including cost, cycle time,
productivity to another that is widely considered to be an
industry leader
(b) A process in which the organisations evaluate various
aspects of their processes in relation to the best practice
companies’ processes usually within the peer group
defined for the purposes of comparison
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q106. Reengineering starts with a —
(a) High-level assessment of the organisation’s mission
(b) Strategic goals
(c) Customer demands
(d) All of the above
Ans. (d)
Q107. Change Management is –
(a) It is a systematic approach in dealing with change from
the individual & organisational level
(b) A gradual process of approach in the workplace due to
new policies, technology, or even a new boss
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q108. What are the different processes of
Discipline Management?
(i) Counselling
(ii) Reformative Theory
(iii) Disciplinary Process
(iv) Disciplinary Procedure & Principles of Natural Justice
(v) Principles of Natural Justice
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv, v
(d) only ii
Ans. (c)
Q109. _________ involves all the performance
monitoring, measurement, management being
outsourced from a third party or an external or-
ganisation.
(a) Human Resource Outsourcing
(b) Human Resource Management
(c) Human Resource Business Process Outsourcing
(d) Performance Management Outsourcing
Ans. (d)
Q110. Performance Management System is –
(a) A formal, structured system of measuring, evaluating
job related behaviours & outcomes to discover reasons of
performance & how to perform effectively in future so that
the employee, organisation & society all benefit
(b) A process of looking both to the future & to the past, in
the context of the collective performance of all the
employees in an organisation
(c) The process of establishing goals, assessing employees
& implement the annual performance appraisal process
(d) All of the above
Ans. (d)
Q111. Key Performance Indicators (KPI) is/are –
(a) A specific, agreed measure of achievement within a
KRA, which go on to make up the goals and objectives
measured under the performance appraisal process.
(b) objective, independent and standardized measures of
performance not ratings or judgments of performance
(c) specific, measurable, attainable, realistic & time bound
which help to determine how much the KRA’s are met
(d) All of the above
Ans. (d)
Q112. What are the advantages of Incentive Based
Compensations?
(i) Incentives are important for inducements and
motivation of workers for higher efficiency & greater
output
(ii) Increase in employee earnings, results in enhanced
standard of living of employees
(iii) Productivity increases & production capacity too, with
reduced supervision
(iv) Companies can reduce the burden of fixed costs by
keeping a portion of the remuneration as variable
(v) Tendency to bypass quality in pursuit of increased
output for higher incentives
(vi) Sometimes employees may disregard security
regulations due to payment by results approach adopted
for higher incentive figure
(vii) Overworking may affect employee health
(viii) Can demotivate employees not in a position to earn
higher incentive due to sectional differences
(a) i, ii, iii, iv
(b) iii, iv, v, vi
(c) v, vi, vii, viii
(d) All of the above
Ans. (a)
Q113. Human Resource Planning (HRP) process is
–
(a) A process, by which an organisation ensures that it has
the right number & kind of people at the right place, at the
right time, capable of effectively & efficiently completing
those tasks that will help the organisation achieve its
overall objectives
(b) A process of forecasting an organisation’s future
demand for & supply of the right type of people in the right
numbers
(c) A sub-system in the total organisational planning &
facilitates the realisation of the company’s objectives by
providing the right type & right number of personnel
(d) All of the above
Ans. (d)
Q114. Who is responsible to manage change?
(a) Employees
(b) Management
(c) Executives
(d) (b) & (c)
Ans. (d)
Q115. What are the roles of HRD professional?
(i) Planning – includes projections & planning for the
skilled matrix of manpower required for the future
organisation
(ii) Staffing – providing the competency matrix required to
face future challenges
(iii) Employee Development – identify cost effective &
modem methods of training for skill & competency
development
(iv) Performance Management – Developing an entire
gamut of performance linked measures to align individual
performance to the overall corporate performance
(v) Employee Rewards – with emphasis on pay for
performance & developing an incentive scheme that would
reduce fixed costs at the same time being motivating
(vi) Maintaining quality of Work Life & Discipline – with
the impact of global workforce it is necessary to develop a
linked work-life discipline for all employees in the
organisation
(a) i, ii, iii, iv
(b) ii, iii, iv, v
(c) iii, iv, v, vi
(d) All of the above
Ans. (d)
Q116. What are the objectives of HRM?
(i) Societal Objectives
(ii) Organisational Objectives
(iii) Functional Objectives
(iv) Personal Objectives.
(v) Statistical Objectives.
(a) i, ii, iii, iv
(b) ii, iii, iv, v
(c) i, ii, iv, v
(d) All of the above
Ans. (a)
Q117. HRM refers to –
(a) A management function that helps managers to attract,
set expectations & develop members for an organization.
(b) A set of programs, functions & activities designed &
carried out for maximum efficiency
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q118. How can a good employment brand help
HR?
(i) Keep ahead in the talent war
(ii) Attract & induce the right kind of people she is looking
for
(iii) Enhance her ability to get quality resumes to choose
from
(iv) Retain her existing employee pool
(v) Subsequently see a dip in employee turnover
(a) i, ii, iii, iv
(b) i, ii, iii, iv, v
(c) i, ii, iv, v
(d) None of the above
Ans. (b)
Q119. How an Individual Training needs are
identified?
(i) Performance Appraisals
(ii) Interviews
(iii) Questionnaires
(iv) Employee Engagement surveys
(v) Training Feedback
(a) i, ii, iii, iv
(b) only iii
(c) i, ii, iv, v
(d) Both (b) and (c)
Ans. (d)
Q120. Job Rotation can be defined as –
(a) Lateral transfer of employees among a number of
different positions and tasks within jobs which requires
different skills and responsibilities
(b) It helps to understand the different steps into creating
a product or delivery
(c) It permits individuals to gain experience in various
phases of the business
(d) All of the above
Ans. (d)
Q121. Training & Development together helps in –
(i) Removing performance deficiencies
(ii) Offer Greater stability
(iii) Flexibility & capacity for growth
(iv) Reduces accidents, wastages & damages to machinery
(v) Reduces dissatisfaction, absenteeism & complaints
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv, v
(d) None of the above
Ans. (c)
Q122. Personnel Management is-
(a) A managerial function of planning, organising,
directing, controlling, and coordinating the operative
functions so that their individual objectives and
organisational goals are achieved
(b) A function which deals in recruitment, development,
compensation, integration, utilisation & maintenance of
people
(c) An aspect of relationship between and among the
people and is concerned about their well-beings as
individuals and as group
(d) All of the above
Ans. (d)
Q123. When does the bargaining process begins?
(a) The charter of demands of the workers are not fulfilled
(b) Discontinuation of services & concerted actions by the
workers which results in low output and monetary loss
(c) The employer cannot afford to neglect these actions
which results in monetary loss
(d) All of the above
Ans. (d)
Q124. Cause of Genuine Grievance can be –
(a) Discrimination, lost opportunity, Injustice etc. done to
the employee
(b) Harmony, Mutual trust & understanding
(c) Reasonable Charter of demands
(d) All of the above
Ans. (a)
Q125. Define the subject matter of Training
(a) Organisations need staff at all levels to be self-
sufficient, resourceful, creative & autonomous, but they
face the challenge in instilling confidence, initiative &
problem solving capabilities
(b) Performance & capability are ultimately dependent on
people’s attitude and emotional maturity. Helping them to
achieve on a personal level provides a platform for trust
and emotional contracting with the organisation
(c) When people develop confidence, integrity & more
knowledge, they automatically become proactive, solution-
focused, responsive which has implications across a whole
team with multiplying effect
(d) All of the above
Ans. (d)
Q126. __________ consists of the learning
opportunities designed to help employees to grow.
(a) Training
(b) Development
(c) Banking operations
(d) None of the above
Ans. (b)
Q127. Joint Management Councils are established
in an organisation which employs –
(a) 100 employees
(b) 300 employees
(c) 400 employees
(d) 500 employees or more
Ans. (d)
Q128. ROI Stands for —
(a) Return on Insurance
(b) Return on Investment
(c) Rate on Insurance
(d) Risk on Insurance
Ans. (b)
Q129. Talent Management consist of –
(i) Performance Evaluations to identify potentials
(ii) Psychological testing and assessment to determine
capability gaps
(iii) Training & development programmes
(iv) Project work & job experience to accelerate
development
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv
(d) only i
Ans. (c)
Q130. The term “Learning Organisation” means –
(a) People of all Levels, individually or collectively are
continually increasing their capacity to produce results,
they care about
(b) A collective ideal, a vision
(c) It promotes culture of Learning, a community of
learners, and it ensures that individual learning enriches &
enhances the organisation as a whole
(d) All of the above
Ans. (d)
Q131. Line Management is –
(a) Hierarchical chain of command from executive to
front-line level in which top management has direct
authority
(b) Organised along cross-functional lines, such as
employee development or strategic direction
(c) Both of (a) and (b)
(d) None of the above
Ans. (c)
Q132. _____ is a process of transmission of
massage and understanding of information
between two or more people, it involves at least
two parties – a sender and a receiver.
(a) Body language
(b) Communication
(c) System
(d) None of the above
Ans. (b)
Q133. _________ methods are generally applied
on the workplace while employees are actually
working.
(a) On the Job training
(b) Off the job training
(c) Both (a) & (b)
(d) None of the above.
Ans. (a)
Q134. Selection is-
(a) A process of picking up individuals with requisite
qualifications & competence to fill jobs in the organisation
(b) A process of differentiating between applicants in order
to identify & hire those with a greater likelihood of success
in a job
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q135. Interviews can be —
(a) One-to-one
(b) Panel interview
(c) Sequential Interview
(d) All of the above
Ans. (d)

MCQ in Human Resource Management with

Answers
1 To be ethical and social towards needs of society is
______________ objective of HRM

A) societal B) Operational C)
Functional D) none of the above

Answer A) Societal

2. The fundamental objective of every organisation is

A) Survival B) Achieving targets C)
Profit D) compete in competition

Answer A) Survival

3. The characteristics of human resources are ________ in

nature

A) homogeneous B) heterogeneous C)
ductility D) None of the above

Answer B) Heterogeneous

4. The scope of human resource management includes

A) procurement B) development C)
compensation D) All of the above

Answer D) All of the above

5. Human resource management helps improve

A) Production B) Productivity C)
Profit D) Power

Answer B) Productivity

6. Personnel management is

A) Proactive B) Continuous C) Multi

discipline D) Routine
Answer D) Routine

7. KSA represents

A) Knowledge, Skill, Aptitude B) Knowledge, System,

Aptitude

C) Knowledge, Skill, Approach D) Knowledge, Skill,

Attitude

Answer D) Knowledge, Skill, Attitude

8. In modern scenario a companies long term advantage lies

in

A) Technology B)Business location C) New market D)

Human resource

Answer D) Human Resource

9. The functions of HRM doesn’t include the following head

A) Managerial B)Analytical C) Developmental D)

Departmental

Answer D) Departmental

10 The functions of HRM is pertained to

A) Particular department B)top level management C) whole

organisation D) line managers
Answer C) Whole organisation

11 Managerial functions of HRM is must for _______________

of the organisation

A) administration B)Smooth running C) financial stability D)

none of the above

Answer B)Smooth running

12 The managerial function of HRM doesn’t include

______________

A) Innovation B)Employee relations C) Planning D)

Coordination

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Answer B)Employee relations

13 ____________ functions are the HR functions that are

required to administrate the manpower in the organisation.

A) Managerial B)Analytical C) Operational D) research

Answer C) Operational

14 The planning function in managerial function of HRM

includes plan for
A) Acquiring best employee B)engaging the
employee C) Proper training to them D) All of the
above

Answer D) All of the above

15 ________________ states the way about what are the

activities that need to be conducted, when it is to be
conducted and how to conduct it.

A) Planning B) organising C) decision

making D) none of the above

Answer A) Planning

16 Human Resource Planning is a part of __________ function

of the organisation

A) Operational B)Managerial C)
Analytical D) Planning

Answer A) Operational

17 The operational function of HRM does not includes

A) HRP B) HRIS C) Employee

safety D) Employee engagement

Answer D) Employee engagement

18 The safety and health concern of the employees does
not include

A) Maintaining temperature in work place B)Air

flow C) Dress code D) Hazardous

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answers

Answer C) Dress code

19 _____________ functions are the functions that are required

to enhance the skill and knowledge of the employees

A) Developmental B)Managerial C)
operational D) none of the above

Answer A) Developmental

20 The development functions of HRM includes

A) HRD B) T&D C) TQM D)

All of the above

Answer D) All of the above

21 _____________ believes that quality is something which is

not only to be practiced in the products or the services of
any organisation rather it is to be practiced throughout the
organisation.

A) TQM B)Quality Circle C) Organisational

Policy D) none of the above

Objective Type
Questions in HRM
1. HR department can be able to collect record protect and
produce the required information about the current and
past employees of the organisation with the help of

A) Records B) HRIS C)
Documents D) none of the above

Answer B) HRIS

2. With the help of HRIS HR department can ____________

the required information about the employees
A) Record B) Protect C)
Produce D) All of the above

Answer D) All of the above

3. Through the system of HRIS the HR department can save

information about

A) Only current employees B) Only past

employees C) Neither A nor B D) Both A and
B

Answer D) both A & B

4. Safety Policy is a part of ______________ function of HRM

A) Managerial B) Operational C)
Strategical D) Developmental

Answer B) Operational

5. HRD Does not include

A) Career Planning B) Succession

Planning C) Managerial Planning D)
MBO

Answer C) Managerial Planning

6. HRD Stands for

A) Human Resource Department B) Human
Resource Development C)
Human Resource Decisions D) Human
Resource Design

Answer B) Human Resource Development

7. HRD activities will benefit

A) Employees B) Organisation C)
Neither A nor B D) Both A and B

Answer D) both A & B

8. HRM Belives that Performance Appraisal is a

A) System B) Activity C) Process D)

Methdos

Answer C) Process

9. The process of performance appraisal includes

__________________ of the performance of the employees

A) Evaluating B) Analysing C)
Appraising D) All of the above

Answer D) All of the above

10. Quality Circle is a part of

A) SHRM B) HRIS C) TQM D)
none of the above

Answer C) TQM

11. The analytical Function of HRM doesn’t Includes

A) HR Audit B) HR research C) Performance

Appraisal D) none of the above

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Answer C) Performance Appraisal

12. Outsourcing is a part of _________________ function of

HRM

A) Analytical B) Strategical C)
Operational D) Managerial

Answer B) Strategical

13. When the employees of one organisation are assigned

to handle the activities of other organisation then that
process is known as
A) Employee Engagement B) re-
employment C) Outsourcing D) HRD

Answer C) Outsourcing

14. ______________ each and every activity of the HRM will be

a strategy to achieve the organisational Goal.

A) HRIS B) HRM C) SHRM D)

HRD

Answer C) SHRM

15. In today’s competitive market condition HR department

needs to act as ________________ to the management

A) Controller B) friend C)
Customer D) Business partner

Answer D) Business Partner

16. SHRM states that HR department must plan its activity

in a _____________ way

A) Systematic B) modern C)
Technical D) Strategic

Answer D) Strategic

17. ________________ plan the activities of the HR department

in the purview of organisational goal.
A) HRM B) HRD C) SHRM D)
PM

Answer C) SHRM

18. ________________ acts as a link between the employees

and the organisational goal.
A) HRM B) SHRM C) HRD D)
PM

Answer B) SHRM

19. SHRM acts as a link between the employees and the

________________________.

A) organisational goal B)
Management C) Trade Union D) HRM
Objective

Answer A) Organisational Goal

20. HR Research conducts research on _________________

employees

A) Internal B) External C) Neither A

nor B D) Both A and B

Answer D) both A & B

21. The organisation can not outsource activity like

A) Security guards B) House keeping C)
decision making D) Maintenance

Answer C) Decision Making

22. The scope of HRM doesn’t include

A) Separation B) Outsourcing C)
Promotion D) Market entry

Answer D) Market entry

23. Every action of hrm is directed towards the

accomplishment of _____________.

A) Targets B) HRM goals C) organizational

goal D) none of the above

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Answer C) organizational goal

24. ____________ is the tool through which organizational
development can be implemented

A) T&D B) HRM C) Outsourcing D)

HR research

Answer B) HRM
25 HRM helps to build a bridge between employees at
____________ level

A) Top B) Every C) Middle D)

Lower

Answer B) Every

26. The role of HRM is __________ for a specific period

A) Not only B) Only for C)

Planned D) Pertained

Answer A) Not only

27. HRM does not include the field of

A) economics B) sociology C)
anthropology D) All of the above

Answer D) All of the above

28. HRM is _____________ in nature

A) Temporary B) Persistent C) Specific D)

Flexible

Answer B) Persistent

29. HRM is present in ____________ organization

A) NGO B) Private C) Government D)
Every

Answer D) Every

30. HRM is present in every organization like government,

Private, IT manufacturing etc.. Hence it is known as

A) Multi-Disciplinary B) Focused C)
Persistent D) All of the above

Answer C) Persistent

31. Organizational Development aids the organization to

cope up with the changes in the ________________

A) Politics B) external environment C)

Technology D) Market

Answer B) external environment

32. ____________ is/are the main concern of HRM

A) Machines B) Technology C)
People D) Management

Answer C) People

33 ____________ is not a part of component of SHRM

A) People B) Pattern C)
Activities D) Research

Answer D) Research

34. Inability of HR to think ____________ is a barrier to

implement SHRM

A) Systematically B) Practically C)
Strategically D) Technically

Answer C) Strategically

35. Short term mentality and focus on ___________ is a barrier

to SHRM

A) Financial terms B) Long term profit C) Short

term performance D) Short term investment

Answer C) Short term performance

36. The Aims of SHRM does not include

A) Strategic Capability B) Employees

satisfaction C) Unifying Framework D) Sense of
Direction

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Management
Answer B) Employee satisfaction

37. The changing role of HR manager doesn’t include

A) Employee Advocate B) Welfare Leader C)

Change Agent D) Change Champion

Answer B) Welfare Leader

38. High centralization, high formalization, low flexibility are

characteristics of

A) PM B) SHRM C) HRM D)
none of the above

Answer A) PM

39. Proactive and concerned with orgn effectiveness is the

characteristics of

A) PM B) SHRM C) HRM D) none

of the above

Answer B) SHRM

40. Decentralization, low formalization is the characteristics

of

A) IR B) PM C) HRM D) HRD
Answer C) HRM

41. SHRM Views employees as a primary source of

A) Business B) Profit C) Competitive

advantages D) Resources

Answer C) Competitive

42. Factors affecting HRP does not include

A) Outsourcing B) Time Horizon C) Employee

satisfaction D) Nature of Job

Answer C) employee satisfaction

43. Which one of the following becomes a creative factor in

production

A) Land B) Capital C)
Consumers D) Human Resources

Answer D) Human Resources

44. The focus of Human Resource Management revolves

around

A) Machines B) Men C) Capital D)

Technology

Answer B) Men
45. Demand for human resources is created by

A) Expansion of industry B) Shortage of labor C)

Abundance of capital D) Labour Laws

Answer A) Expansion of Industry

46. Human Resource Management is primarily concerned

with

A) Sales B) Dimension of people C)

Profit D) External Environment

Answer B) Dimension of people

47. HRM aims to maximize employees as well as

organizational

A) Economy B) Effectiveness C) Earnings D)

Profitability
Answer B) Effectiveness

48. Human Resource Management function does not

involve

A) Cost control B) Planning C)

Selection D) Orientation

Answer A) Cost control

49. Which one is not the specific goal of human resource
management

A) Attracting applicants B) Separating employees C)

Retaining employees D) Motivating Employees

Answer B) Separating Employees

50. To achieve goals organizations require employees

A) Direction B) Control C)
Coordination D) Satisfaction

Answer C) Coordination

Human Resource Management

1. The basic managerial skill(s) is (are)

A. To supervise
B. To motivate
C. To stimulate
D. All of these

2. The actual achievements compared with the objectives of the job is

A. Job Performance
B. Job evaluation
C. Job description
D. None of these

3. HR Planning involves four distinct phases ONE of these stages is

A. business scanning
 B. Forecasting human resource records
C. Organisation development
D. planning

4. Strategic Human Resource management is

A. proactive
B. reactive
C. both
D. None of these

5. Job evaluation is based on the:

A. Complexity of the job to perform

B. Conceptual skill required by the job
C. Relative job worth for an organization
D. Physical skills required by the job

6. ______________ is a performance measure of both efficiency and effectiveness.

A. Organisational behaviour
B. Organisational citizenship
C. Employee productivity
D. None of these

7. Which performance appraisal methods consumes a lot of time?

A. Essay method
B. Rating Scales
C. Critical incident
D. Tests And Observation

8. Which of the following is a benefit of employee training?

A. Improves morale
B. Helps people identify with organisational goals
C. Provides a good climate for learning, growth and co - ordination
D. None of these

9. Which of the following is a method used in group or organisational training needs

assessment?
 A. Consideration of current and projected changes
B. Rating scales
C. Interviews
D. Questionnaires

10. Which of these is a hindrance to effective training?

A. Career planning workshop

B. Aggregate spending on training is inadequate
C. Mentoring
D. Career counselling

Top 25 Human Resource Management

MCQ With Answers (2021)
.

A group of positions that have similar duties, tasks & responsibilities is called
______

A. Job

B. Business

C. Career

D. Entrepreneurship

View Answer
A. Job

______ can be derived from Job Analysis.

A. Job Specification

B. Job Description
C. Job requirement

D. Both A & B

View Answer
D. Both A & B

A written summary of content & context of job is called _______

A. resume

B. job specification

C. Job Description

D. Job posting

View Answer
C. Job Description

A written summary of KSA required to per form a job is _________

A. resume

B. job specification

C. Job Description

D. Job posting

View Answer
B. job specification

KSA represents ______ & ________

A. Knowledge
B. Skill

C. Attitude

D. All of the above

View Answer
D. All of the above

Identifying the source of potential candidates and _______ them to

apply for the job is called Recruitment.

A. rejecting

B. training

C. attracting

D. all of the above

View Answer
C. attracting

Promotion is a ________ source Recruitment

A. external

B. internal

C. macro

D. none of the above

View Answer
B. internal

Campus selection is a __________ source of recruitment

A. external

B. internal

C. macro

D. none of the above

View Answer
A. external

To be ethical and social towards needs of society is _______ objective of HRM

A. corporate

B. profitable

C. non essential

D. societal

View Answer
D. societal

Strategic HRM concerned with the relation of HRM and ________

A. business policy

B. business strategy

C. business tactics

D. short term strategies

View Answer
B. Business Strategy)
SHRM tries to establish employees as the ______ of organization

A. managers and officers

B. important workers

C. capital

D. strategic partner

View Answer
D. strategic partner

The list of Demands prepared by the employees at the time of bargaining is called
as _______

A. charter

B. barter

C. want

D. promotion

View Answer
A. charter

When either the party of bargaining is not ready to give up from a particular Point,
that point is called as ______ Point

A. grief

B. sticky

C. barter

D. crucial
View Answer
B. Sticky

_______ will be done when an employee is suspected to be guilty not yet proved

A. firing

B. attrition

C. suspension

D. posting

View Answer
C. suspension

Group of employees joined to solve the production related issues is called

______

A. internal group

B. production group

C. virtual community

D. quality circle

View Answer
D. quality circle

______ is grievance settling machinery with less legal procedure.

A. mediation

B. arbitration

C. litigation
D. moderation

View Answer
A. mediation

_______ is a method of grievance settling in which the parties are allowed to

select their own arbitrator.

A. mediation

B. arbitration

C. litigation

D. moderation

View Answer
B. arbitration

_______ is the Last stage in Career planning

A. resignation

B. resume building

C. withdrawal

D. negotiation

View Answer
C. withdrawal

When an employee is appraised by all the members in the organization like

superior, subordinate, peer, customer etc., is called as ______

A. Employee Self-Assessment
B. The 360-Degree Appraisal

C. Ranking Appraisal

D. Performance Appraisal

View Answer
B. The 360-Degree Appraisal

When an employee is trained for a key position in the organization is called

________

A. talent management

B. replacement planning

C. leadership development

D. Succession Planning

View Answer
D. Succession Planning

_______ is the assessment of individual’s performance in a systematic way.

A. systematic appraisal

B. The 360-Degree Appraisal

C. Ranking Appraisal

D. Performance Appraisal

View Answer
D. Performance Appraisal
_______ means attainment of such age by the employee as is fixed in the contract
or conditions of service as an age of retirement.

A. Superannuation

B. Pension

C. Retirement

D.Gratuity

View Answer
A. Superannuation

The compensation paid during the time of layoff is called _______

A. Dearness Allowance

B. Servant Allowance

C. Retaining Allowance

D. Cash Allowance

View Answer
B. Retaining Allowance

The First stage in career planning is ________

A. Preparation Stage
B. Investigation Stage

C. Establishment Stage

D. Retention Stage

The employees appraised based on their reaction on critical situation is _______

performance appraisal method

A. Critical incident method

B. Critical appraisal method

C. Critical situation method

D. Critical performance method

View Answer
A. Critical incident method

1. Human Resource Management is the process of

A. Recruitment and selection
B. Analyzing the skills
C. Workforce utilization
D. None of the Above
ANSWER: A
2. Management in HRM refers to
A. Labour unions
B. Proper and maximum utilization of resources
C. Top management
D. Operations management
ANSWER: B
3. The core purpose of HRM is
A. Select the right person for the task
B. satisfaction of employees
C. safety of employees
D. Make efficient purpose of existing HR
ANSWER: D
4. You must treat your employees with respect and dignity – Quoted by
A. Dhirubai Ambani
B. Bill Gates
C. Warron Buffet
D. Narayana Moorthy
ANSWER: D
5. The resources by themselves
A. Have to be collected
B. Must be coordinated
C. Need to be organized
D. All the above
ANSWER: D
6. HRM is an
A. Department function
B. Individual function
C. Organization function
D. Environmental function
ANSWER: C
7. HRM includes
A. Planning personnel needs
B. Providing benefits and incentives
C. Appraising performance
D. All the above
ANSWER: D
8. The historical rule of the HRM is
A. One HR person for 100 employees
B. One HR person for 50 employees
C. One HR person for 25 employees
D. One HR person for 10 employees
ANSWER: A
9. OPM means
A. Office of personnel management
B. Office of performance management
C. Opinion of person in management
D. None of the above
ANSWER: A
10. The role of HR director is
A. solving the disputes
B. Extension of plan
C. Administration
D. Training and development
ANSWER: C
11. “Man of all the resources available to man, can grow and develop” quoted by
A. Peter Morrison
B. Peter.F. Drucker
C. Adam smith
D. Karl Marx
ANSWER: B
12. The prespective for the need of HR is
A. Select the legal employee
B. promote the skill employee
C. Distinguishing the features of employees
D. Te right person for the right job
ANSWER: D
13. HRM is
A. Inter – related
B. Inter dependent
C. Interacting
D. All the above
ANSWER: D
14. The skill and talents of HR
A. Need an opportunity
B. Obtained by the management
C. Exemplified
D. Represented
ANSWER: C
15. HR management on procurement, development and cooperation targets
A. To accomplish social objectives
B. To obtain organizational objectives
C. Both A and B
D. Neither A nor B
ANSWER: C
16. HRM is concerned with the ——————- discussion in management
A. company
B. people
C. industry
D. society
ANSWER: B
17. HRM can be understood as a process of
A. Processing
B. Developing
C. Maintaining competent HR
D. All the above
ANSWER: C
18. HRM is an art of
A. Preparation of a task
B. coordinating middle management
C. Helping top management
D. Managing people
ANSWER: D
19. What should be the basic positive attitude among workers?
A. Do not join in labour unions
B. Reducing wastage and maximum use of resources
C. Educate others
D. Effective communication
ANSWER: B
20. HR policy makes employees
A. Train for future positions
B. A better person/workers
C. A knowledgeable person
D. All the above
ANSWER: A
21. Healthy HRM practices can help the organization
A. To reduce the disputes/ conflicts
B. To increase the promotional opportunities
C. To realize the employees
D. To maintain cordinal relationship unions
ANSWER: D
22. ——————practices teach individuals team work and adjustment
A. Personnel management
B. Effective Human Resource
C. Employee welfare
D. Healthy,safety and welfare
ANSWER: B
23. Employee training requires to meet
A. Job requirement
B. Job enhancement
C. Job Analysis
D. Job Enrichment
ANSWER: A
24. _____________ can be promoted for the future for the top level job
A. Potential employees
B. Legal employees
C. Skilled employees
D. Trained employees
ANSWER: A
25. When industrial development increased by HR, it also stimulates
A. Organizational modifications
B. Economy
C. Technology
D. Socio cultural change
ANSWER: B
26. HR also focuses on
A. Physical and emotional capital
B. The confidant of employees
C. Communication styles of the workers
D. Attitude of the worker
ANSWER: D
27. What is Harmonious relationship at workplace
A. Friendly in nature
B. Pleasing and consistent
C. cordial and available
D. All the above
ANSWER: D
28. Working condition activities refers with
A. Decision making of top management
B. Policy and procedure of a firm
C. Health, safety, welfare services
D. culture of the organization
ANSWER: C
29. Employee welfare is about
A. Determining employees real needs
B. Giving challengable work
C. Showing the path by right leadership
D. Salary benefits
ANSWER: A
30. ___________ is the art and science
A. Labour legislation
B. Union management relationship
C. Allotment of right job to right one
D. All of the above
ANSWER: B
31. The objective of the HRM span right from the
A. Manpower needs
B. Organizational needs
C. Social needs
D. Industry welfare
ANSWER: A
32. HRM is all about developing and managing
A. Knowledge
B. SKills
C. Creativity
D. All the above
ANSWER: D
33. Social objective of an organization
A. Minimize the profit
B. Minimize the negative impact
C. Maximize the No of employees
D. Minimize the risk
ANSWER: B
34. The exist of HRM department is to serve
A. Not to the labour unions
B. The labour unions
C. The rest of the organization
D. Only the department
ANSWER: C
35. HRM assists employees
A. To achieve the organizational goals
B. To achieve departmental goals
C. To accomplish organizational goals
D. To achieve personal goal
ANSWER: D
36. _________ Cannot perform their job in vaccum
A. The top level executives
B. Middle level Managers
C. The personnel managers
D. Operation level people
ANSWER: C
37. The primary importance of HRM as for environmental influence
A. Economic conditions
B. Labour workers
C. Laws and regulations
D. All the above
ANSWER: D
38. _________separately of in continuation can influence the HRM function of any
organization
A. Personal factors
B. External factors
C. Internal factors
D. None of the above
ANSWER: B
39. Changes in the ___________ have profound impact on the personnel
A. external environment
B. Internal environment
C. Human factors
D. None of the above
ANSWER: A
40. Rapid _______________ stimulates the innovation
A. Technological changes
B. Economic changes
C. Political modifications
D. All of the above
ANSWER: A
41. _________________ are necessary to match the changing job requirements
A. Finance experts
B. Marketing experts
C. Technical skill personal
D. Legal experts
ANSWER: C
42. ____________ influence the financial wealth of the organization
A. Technological conditions
B. Social conditions
C. Political conditions
D. Economical conditions
ANSWER: D
43. __________________have strength to match the growth of industrialization
A. Govt organization
B. employees organization
C. Private organization
D. All the above
ANSWER: B
44. ______________ seek to organize with __________________ over the terms and
conditions of
employment for their members
A. Labour unions, Management
B. Employer, employee
C. Supervisor, subordinate
D. Leader, follower
ANSWER: A
45. Labour market deals with
A. Job enrichment
B. Job enlargement
C. Demand and supply of labour
D. Promotions and transfer
ANSWER: C
46. Organization undergoes changes consequent with
A. Alternation in the organizational management
B. Changes in demand of employees
C. Changes in the labour market
D. Modification in the job
ANSWER: B
47. __________ will help to cope up with the changes
A. confidence and motivations
B. communication styles
C. Attitude and aptitude
D. New skill and knowledge
ANSWER: C
48. _________ of Human Resource in the country influence the HRM function of any
organization
A. Structure
B. Values
 C. Education
D. All the above
ANSWER: D
49. ____ is the major strategy of our country’s HR focused to face the foreign
organization
A. Challenge the competition
B. Focus on product
C. Recruitment of employees from other countries
D. None of the above
ANSWER: A
50. The candidates are having good education and communication skills are getting
more chance
A. For the promotion and increment
B. For the Job market
C. For the organization
D. For the labour market
ANSWER: B

51. __________ practices will help to overcome the HR promotions

A. Employement
B. Economic
C. Innovative
D. Cultural changes
ANSWER: C
52. _____ is the big problem for every organization
A. recruiting and selecting
B. Attracting and retaining
C. Performance appraisal
D. Promotion and transfer
ANSWER: B
53. The company’s _____________ process ensurers that it get’s people edge it needs
A. Recruitment
B. Motivation
C. Training
D. Development
ANSWER: A
54. Sending employees for higher studies
A. Process of appraisal
B. Process of selection
C. Motivation
D. Learning and development
ANSWER: D
55. No attendance monitoring is pertinent to
A. career appraisal
B. Performance appraisal
C. Compensation and benefits
D. selection of the employee
ANSWER: C
56. Leadership and development consists of
A. Flexi and part time workers
B. Employee empowerment
C. Feedback system
D. None of the above
ANSWER: B
57. The name of the facilitator in the HR department
A. People’s champion
B. Supervisor
C. Chief executive
D. Leader
ANSWER: A
58. _________ deals with orientation along with parents
A. Campus recruitment
B. Walk in interview
C. Employees training
D. All the above
ANSWER: A
59. What is the designation of the manager who energize the workplace with focus
A. Employee energized executive
B. Employee engagement manager
C. Chief executive officer
D. HR trainer
ANSWER: B
60. ___________ ensures talented employees retained by reassigning them to other groups
A. Employees Enrolment review committee
B. Association of job secured for employees
C. Work allotment committee
D. People movement management review committee
ANSWER: D
61. HRM policy is
A. Place of action
B. A decision making
C. Is a mission
D. All the above
ANSWER: A
62. HRM policies lies in
A. An organization value
B. Philosophy
C. Concepts and principles
D. All the above
ANSWER: D
63. ______ is a well Thought-out course of action
A. strategy
B. procedure
C. mission
D. Budgetary programme
ANSWER: B
64. The basic purpose of a procedure is
A. To identify the work
B. To understand the task
C. To spell out clearly the way
D. To execute the work
ANSWER: C
65. Human resource policies are
A. Mitigate the company’s risk of liability
B. Increase the benefit
C. Reduce the labour turnover
D. None of the above
ANSWER: A
66. What are all the three basic compensation strategies?
A. Retain, educate and motivate the employee
B. Complaiance, relationship, understand the unions
C. Secure, Satisfy and mitigate the jobs for employees
D. Market leader, competitive with market and below market
ANSWER: D
67. An organization structure which is composed of
A. Top management and middle maagement
B. Middle and operation
C. Line and staff people
D. None of them
ANSWER: C
68. The clearer the line of authority will be the clearer
A. The organizational function
B. The responsibility for decision making
C. Strategic action for future
D. None of the above
ANSWER: B
69. In line authority the superior exercises
A. Direct supervision
B. Informal relationship
C. Formal relationship
D. Dictatorship
ANSWER: A
70. What is the benefit of staff?
A. Handling complex managerial functions
B. Assisting in decision making
C. Reliving an over burden of top executives
D. All the above
ANSWER: D
71. _________ is responsible to run the organization according to a strategic plan
A. Staff authority
B. Organizational Hierarchy
C. Line authority
D. Organizational policy
ANSWER: C
72. HRD will develop the
A. Executive development
B. Strategic development
C. Planning and decision making
D. Organizational and personal skills
ANSWER: D
73. HRD deals with functions such as
A. career development
B. Performance development
C. Mentoring and coaching
D. All the above
ANSWER: D
74. Personnel management is mainly
A. Reactive
B. Proactive
C. Negative
D. Condition
ANSWER: A
75. __________emphasizes the strict observance of defined rules
A. preaction management
B. Human Resources Management
C. Production management
D. Personnel management
ANSWER: D
76. The personnel management employees get ______________ based on job evaluations
A. Promotion
B. Transfer
C. Uniform rewards
D. Incentives
ANSWER: C
77. ____________ is all about the way of individual behaviours
A. Rewards & awards
B. Motivation
C. Wages & salaries
D. Labour unions
ANSWER: B
78. Intrinsic factors are
A. Driven to excel and fear of failure
B. Money and valuation time
C. Maturity leave
D. None of the above
ANSWER: A
79. Example of instinct theory of motivation
A. Satisfaction test
B. Seasonal migration
C. Survivality test
D. All the above
ANSWER: B
80. The important role in incentive theory is
A. Behaviour patterns
B. Fear of failure
C. Design to be acknowledged
D. Monetary reward
ANSWER: D
81. _________ theories of motivation are based on the cognitive reasons
A. Humanistic theory
B. Arousal theory
C. Expectancy theory
D. Incentive theory
ANSWER: A
82. Love and Belongingness needs relate to the
A. Achivement
B. Independence
C. Friendship and family
D. Status
ANSWER: C
83. _________ impel a person to make creative or productive effects
A. Existence needs
B. Self actualization
C. Relationship
D. None of the above
ANSWER: B
84. According to McCelland achievement theory, achievers avoid _____________
A. Easily accomplished goals
B. Challenges of the firm
C. Individual performance
D. Low and High risk situation
ANSWER: D
85. TAT means
A. Thematic Apperception Test
B. Teaching and training
C. Technical aptitude test
D. None of the above
ANSWER: A
86. Which one of the following is dissatisfaction factor
A. Advancement
B. Growth
C. Work conditions
D. Responsibility
ANSWER: C
87. valence refers to
A. emotoional orientation
B. Physical orientation
C. Biological orientationa
D. All the above
ANSWER: A
88. ________ means the desires of employees are fulfilled
A. company ploicy
B. valence
C. Expectancy
D. instrumentality
ANSWER: D
89. _____________refers to the individual’s perception of the personality that different
rewards depend
upon different degrees of effort
A. Effort of employees
B. Value of reward
C. Perceived effort
D. None of the above
ANSWER: C
90. Ethenocentric means
A. continental based
B. Home country based
C. Global based
D. None of the above
ANSWER: B
91. The main changes required in labour competencies
A. Economical
B. Technical
C. Political
D. Socio cultural
ANSWER: B
92. ______ is the recognition and valorization of individual differences
A. Diversity management
B. Global HR management
C. International labour management
D. All the above
ANSWER: A
93. Human Resource planning is the process of
A. planning
B. organizing
C. Forecasting
D. Coordinating
ANSWER: C
94. __________Facilitates the realization of the company’s objectives
A. Human Resource Development
B. Labour Management
C. Organizational Planning
D. Human Resource Planning
ANSWER: D
95. The main objective of HR planning is
A. Forecast future requirements
B. Determine levels of recruitment and training
C. Facilitate productivity bargaining
D. All the above
ANSWER: D
96. Surplus or deficiency in _______ is the result of the absence of effective planning
A. staff strength
B. Labour strength
C. No. of executives
D. None of the above
ANSWER: A
97. HR managers are important facilitators of the
A. HR planning process
B. Strategic Planning process
C. Management process
D. HR process
ANSWER: B
98. Manpower planning provides essential information for _____________ Personnel function
A. Organization policy
B. Strategic decision
C. Designing and implementation
D. Achieving the mission
ANSWER: C
99. From the updated HR information storage system the following can be analysed
A. No of employees
B. Employees capacity
C. Performance and potential
D. All the above
ANSWER: D
100. The HR required at different positions according to their ________ to the estimated
A. Department profile
B. Personal profile
C. Company profile
D. Job profile
ANSWER: D