Practice Human Resource Management (HRM) Multiple Choice Questions Quiz-9 - MCQGeeks.com

Q.1

In comparing internal selection with external selection, an advantage of internal selection is that

Internal selection requires few procedures to locate and screen viable job candidate
Internal selection presents fewer dangers of incurring legal liability than external selection
There is less need to use multiple predictors in assessing internal candidates than. With external candidates
Information about internal candidates tends to be more verifiable than information about external candidates

Q.2

Human Resource Management aims to maximize employees as well as Organizational

Effectiveness
Economy
efficiency
Performativity

Q.3

The number of people hired for a particular job compared to the number of individuals in the applicant pool is often expressed as

Application ratio
Recruitment ratio
Selection ratio
Employment ratio

Q.4

HRM typically provides which of these types of training to temporary employees?

Retirement planning
Benefits options
Orientation
Career planning and management

Q.5

HR's basic challenges in formulating strategies include(s):

Need to support corporate productivity and performance improvement efforts.
Employees not play any role in performance improvement efforts
Not being involved in designing the company's strategic plan
Management agenda's

Q.6

Which of the following is a key HR role

Personnel administrator
Business ally
Payroll advisor
Organisational geographer

Q.7

Which of the following is a disadvantage of using an executive recruiter?

many contacts in field
adept at contacting candidates who are not on the job market
unfamiliar with company perceptions of ideal candidate
ability to keep identity of firm confidential

Q.8

Which of the following is not true of the activity known as job analysis?

The rate of pay for the job is fixed.
The job elements are rated in terms such as frequency. Of use or amount of time involved
It aims to describe the purpose of a job and the conditions under which it is performed
Jobs are broken into elements such as information required or relations with other people

Q.9

When an interviewer asks the questions to the candidate according to the response received from him and the questions asked are not pre-determined in such an interview, it is called

Unprepared type of interview
Unstructured interview
Unconditional interview
None of the above

Q.10

Job identification is one of the components of

Job specification
Job design
Job description
Job evaluation

Q.11

The thorough & detailed study regarding jobs within an Organisation is represented by;

Job analysis
Job description
Job specification
Job evaluation

Q.12

A list of the duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities of a job as a product of a job analysis is

Job enlargement
Job design
Job description
Job enlistment

Q.13

What are the ideas underpinning 'soft, commitment' or high - Road HRM practices?

Labour needs to be treated as assets to be invested in.
Employees are a cost which should be minimized.
A lack of mutuality existing between employee and employer
A disregard for unlocking discretionary effort

Q.14

Low absenteeism and turnover is the outcome of which of the following core dimensions described by the Job Characteristics Model

Autonomy
Feedback
Task Identity
Task Significance

Q.15

Which of the following factors is one of the environmental factors affecting job description:

Workflow and culture
Autonomy and feedback
Employee availability and abilities
Culture and diversity

Q.16

One of the important organizational factors affecting 'Job Design' is

Workflow
Autonomy
Feedback
Diversity

Q.17

Behavioral factors affecting job design are

Autonomy
Diversity
Feedback
All of the above

Q.18

Systematic and orderly process of determining the worth of a job in relation to other jobs is

Worth job specification
Job description
Job evaluation
Job identification

Q.19

The process of choosing individuals who have re1evant qualifications to fill existing or projected job openings is

Screening process
Selection process
Interview process
Pre-screening process

Q.20

Why are employers interested in employee engagement?

To encourage employees to trust their manager
To make a quick profit
To make employees work harder for less
Because engaged employees are more motivated and prepared to give their best to make the firm succeed

Q.21

Firing the non-performing employees, HR manager is said to perform the

Interpersonal role
Informational role
Supportive role
Decisional role

Q.22

Job Characteristics Model is proposed by

Hockman and Coldham
Hockman and Oldcham
Hackman and Oldham
Horkman and Olatham

Q.23

One of the dimensions included in the Harvard Model is

HR outcomes interest
Behavioral interest
Stakeholders interest
Performance interest

Q.24

Which of the following would likely be the least effective method of recruiting internal job candidates?

Posting information on Organisational bulletin boards
Examining HR records of current employees
Advertising in national newspapers and journals
Internal Sources

Q.25

The interview is used as a method for determining :

The personality of the candidate.
The degree 'of fit between the applicant and the demands of the job.
His/her age.
Physical attributes

Q.26

The area from which applicants can be recruited is

Job agencies
Labour markets
Employment lines
Labour unions

Q.27

A broad, general and written statement of a specific job based on the findings of an analysis is called as

Specific Job Design
Job Identification
Job Analysis
Job Description

Q.28

The Michigan Model emphasis the following functions and their inter-relates.

Selection, recruitment, induction and promotions
Appraisal, rewards, promotions and retention
Selection, recruitment, rewards and promotion
Selection, appraisal, rewards and human resource development

Q.29

Selection is

Subjective
Objective
Normative
Positive

Q.30

Recruitment

Follows selection
Precedes selection
Matches selection
None of the above

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