Question 1

———–are the resources that provide utility value to all other resources.






Question 2.

The term procurement stands for


A-recruitment and selection

B-training and development

C-pay and benefits

D-health and safety


Question 3.

The characteristics of human resources are ________ in nature




D-None of the above


Question 4.

Identify the managerial function out of the following functions of HR managers.





D-performance appraisal


Question 5.

Which of the following is an example of operative function of HR managers?







Question 6.

The scope of human resource management includes





D-All of the above


Question 7

Human resource management is normally ________ in nature.





D-None of the above


Question 8.

The human resource management functions aim at


A-ensuring that the human resources possess adequate capital, tool, equipment and material to perform the job successfully

B-helping the organization deal with its employees in different stages of employment

C-improving an organization’s creditworthiness among financial institutions

D-None of the above



Question 9.

Which of the following aptly describes the role of line managers and staff advisors, namely HR professionals?



A-Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes.

B-Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes.

C-Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR.

D-Line managers alone are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR.


Question- 10

In strategic human resource management, HR strategies are generally aligned with


A-business strategy

B-marketing strategies

C-finance strategy

D-economic strategy


Question -11

Which of the following is closely associated with strategic human resource management?


A-efficient utilization of human resources

B-attracting the best human resources

C-providing the best possible training

D-All of the above


Question- 12.

Treating employees as precious human resources is the basis of the _______ approach.


A-hard HRM

B-soft HRM

C-medium HRM

D-None of the above


Question- 13.

Strategic human resource management aims to achieve competitive advantage in the market through







Question 14.

Wright and Snell made important contribution to the growth of

A-Strategic fit model

B-Strategic labour allocation process model

C-Business-oriented model

D-None of the above



Question 15.

Strategic management process usually consists of _______ steps.







Question 16.

One of the components of corporate level strategy is


A-growth strategy

B-portfolio strategy

C-parenting strategy

D-All of the above


Question 17.

Creating an environment that facilitates a continuous and two-way exchange of information between the superiors and the subordinates is the core of


A-High involvement management model

B-High commitment management model

C-High performance management model

D-None of the above


Question 18

Job analysis is a process of gathering information about the


A-job holder





Question 19.

The final process of a job analysis is the preparation of two statements, namely,


A-job observation and job description

B-job specification and job observation

C-job description and job specification

D-None of the above




Which of the following terms is not associated with job analysis?







Question 21.

The process of bringing together different tasks to build a job is called


A-job evaluation

B-job design

C-job classification

D-job description




Question 22.

The process of grouping of similar types of works together is known as


A-job classification

B=-job design

C-job evaluation

D-job description


Question 23.

The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is known as



A-job evaluation

B-job design

C-job specification

D-job description



Question 24

The written statement of the findings of job analysis is called



A-job design

B-job classification

C-job description

D-job evaluation



Question 25

A structured questionnaire method for collecting data about the personal qualities of employees is called


A-functional job analysis

B-management position description questionnaire

C-work profiling system

D-none of the above

Question 26.

The model that aims at measuring the degree of each essential ability required for performing the job effectively is known as



A-Fleishman Job Analysis System

B-common metric questionnaire

C-management position description questionnaire

D-functional job analysis





The method that depends mainly on the ability and experience of the supervisors for gathering relevant information about the job is called the


A-task inventory analysis method

B-technical conference method

C-diary maintenance method

D-critical incident method



Designing a job according to the worker’s physical strength and ability is known as



B-task assortment

C-job autonomy

D-none of the above





Which of the following is not a component of job design?


A-job enrichment

B-job rotation

C-job reengineering

D-job outsourcing



Moving employees from one job to another in a predetermined way is called


A-job rotation

B-job reengineering

C-work mapping

D-job enrichment


Question 29

The basic purpose of human resource planning is to

A-Identify the human resource requirements

B-identify the human resource availability

C-match the HR requirements with the HR availability

D-All of the above


Question 30


The primary responsibility for human resource planning lies with


A-HR Manager

B-general manager

C-trade union leader

D-line manager



The plans that necessitate changes in the existing technology, the organizational structure, and the employees’ authority and responsibility are called


A-short-term HR plan

B-medium-term HR plan

C-long-term HR plan

D-none of the above




Question 32.

Which of the following is not a forecasting technique to assess the human resource requirements of an organization?


A-trend analysis

B-ratio analysis

C-managerial judgment

D-replacement charts




Question 33.

The term bottom-up approach is commonly associated with


A-normal group technique

B-Delphi technique

C-managerial judgment

D-work study technique




Question 34.

The method that requires the line managers to justify the continuance of each job that becomes vacant is called


A-simulation model

B-zero-base forecasting

C-human resource allocation approach

D-Delphi technique



The forecasting based on the subjective views of the managers on the HR requirements of an organization is known as


A-normal group technique

B-Delphi technique

C-managerial judgment

D-work study technique

Question 36

The primary aim of recruitment and selection process is to

A-meet the high labour turnover

B-hire the best individuals at optimum cost

C-ensure the availability of surplus in the case of sickness and absence

D-none of the above


Question 37

Recruitment is widely viewed as a _______ process.




C-both positive and negative

D-none of these


Question 38.

The process of developing an applicants’ pool for job openings in an organization is called






Question 39.

Recruitment policy usually highlights the need for establishing


A-job specification

B-job analysis

C-job description

D-none of the above


Question 40

_______ indicates the degree to which a tool or test measures what it is supposed to measure.

  • validity



D-goodness of fit



Question 41

Which of the following is the most serious problem that might arise due to excessive reliance on internal recruitment?


A-reduced job performance

B-high labour turnover

C-lack of motivation

D-internal resistance



Question 42.

Internal recruitment has the potentiality to increase the _______ of the employees.










Advertisements through newspapers, TV, radio, professional journals and magazines are _______ methods of recruitment.





D-none of the above



State employment exchanges are generally the main agencies of


A-private employment

B-public employment

C-professional employment

D-None of the above



Question 45

A prerequisite for a successful and efficient recruitment programme is to have a(n)


A-corporate policy

B-HR policy

C-recruitment policy

D-health and safety policy

Question 46

Selection is usually considered as a _______ process.





D-None of the above

Question 47.

The process of eliminating unsuitable candidates is called







Question 48.

Which of the following helps the managers with the information required to make good human resources decisions?




B-industrial relations


D-performance appraisal



Question 49.

The process of selection of employees is usually influenced by


A-rules and regulations

B-strategies and objectives

C-principles and programmes

D-none of the above


Question 50.

The purpose of an application blank is to gather information about the



C-questionnaire or interview schedule



Question .51

Which of the following is used to measure the various characteristics of the candidate?


A-physical test

B-psychological test

C-attitude test

D-proficiency test



Question 52.

Identify the test that acts as an instrument to discover the inherent ability of a candidate.


A-aptitude test

B-attitude test

C-proficiency test

D-physical test


Question 53.

When the candidate is put to hardship during interview, it is called

A-patterned interview

B-in-depth interview

C-stress interview

D-preliminary interview


Question 54.

Which of the following orders is followed in a typical selection process?


A-Test and/or interview, application form, reference check and physical examination

B-Application form, test and/or interview, reference check and physical examination

C-Reference check, application form, test and/or interview and physical examination

D-Physical examination, test and/or interview, application form and reference check

Question 56

Which of the following is not true about training?


A-It is a short-duration exercise.

B-It is technical in nature.

C-It is primarily for managers and executives.

D-It is concerned with specific job skills.


Question 57

In which type of analysis are corporate goals and plans compared with the existing manpower inventory to determine the training needs?


A-Organization analysis

B-Operation analysis

C-Individual analysis

D-None of the above


Question 58

Training concentrates on


A-coaching the members of an organization how to perform effectively in their current jobs

B-expansion of the knowledge and skills of the members of an organization

C-preparing the employees to take on new responsibilities

D-none of the above


Question 59.

The process of enhancing the technical skills of workers in a short period is called





D-none of the above



Question 60.

E-learning is all about


A-computers and computing

B-being technology-driven




Question 61.

The planned use of networked information and communications technology for the delivery of training is called



B-role playing

C-case study

D-programmed learning


Question 62.

Which one of the following is a source of assessing training needs?


A-performance evaluation

B-attitude survey

C-advisory panel

D-all of the above


Question 63.

Laboratory training is also known by the name


A-sensitivity training

B-job instruction training

C-apprenticeship training

D-none of the above



Question 64.

_______ method creates a situation that is as far as possible a replica of the real situation for imparting training.


A-The programmed learning

B-The Simulation

C-The case study

D-The lecture




A team of learners working online in a real-time mode using the Internet is known as

A-individualized self-paced e-learning online

B-individualized self-paced e-learning offline

C-group-based e-learning synchronously

D-group-based e-learning asynchronously



Training need analysis takes place during which phase of the training process?


A-deciding what to teach

B-deciding how to maximize participant learning

C-choosing appropriate instructional methods

D-determining whether training programmes are effective


Question 67

Organizational development as an intervention programme is basically a _______ approach.





D-None of the above


Question 68.

A scientific approach to study and then solving organizational issues experienced by an organization is called


A-action research

B-applied research

C-pure research

D-None of the above



Question .69

Which one of the following is not a stakeholder in an organizational development process?




C-Government agencies

D-None of the above


Question 70.

Which of the following methods is adopted when there is a high uncertainty in the external environment?


A-Contingency approach

B-System design approach

C-Data-driven approach

D-None of the above



Question 71.

Which of the following is not an organizational development intervention programme?



B-Survey feedback

C-Leadership development

D-All of the above

Question 72

Performance management is viewed as a process carried out as a(n)


A-once-a-year task

B-twice-a-year activity

C-ongoing process or cycle

D-None of the above

Question 73

Performance evaluation can be defined as a process of evaluating


A-past performance

B-present performance

C-future performance

D-past and present performance



Question 74

The term performance rating system stands for

A-a grade or score concerning the overall performance

B-the information about the extent to which the work objectives were met

C-the past objectives of the organization

D-the achievements for a period of one year



Question 75

The 360-degree performance feedback involves the evaluation of employees by


A-HR managers



D-all who are directly in contact with the ratee


Question 76

Which of the following is the most essential requirement for an effective points-based rating system?


A-Close coordination between the management and the HR department

B-Comprehensive, dependable and consistent information

C-Impartiality in evaluation

D-None of the above


Question 78.

When the focus of the evaluation is on facts and not on traits, it is known as _____ evaluation.









Question 79

The purpose of the Behaviourally Anchored Rating Scale(BARS) is to


A-evaluate a good or bad performance

B-define a job

C-improve inter-personal relationship skills

D-None of the above


Question 80


Which of the following is an essential prerequisite of MBO?


A-Joint goal-setting

B-Mid-term review

C-Developing reviews

D-All of the above



Question 81

The evaluation method that requires the supervisors to keep a written record of positive and negative work-related actions of the employees is called


A-Critical incident method

B-Essay method

C-Work standard method

D-Field review method


Question 82

In which of the following methods is the evaluation done by someone other than the employee’s own supervisors?


A-Essay method

B-Critical incident method

C-Field review method

D-None of the above




Job evaluation is a technique adopted for determining the _______ of the job.


A-internal worth

B-external worth

C-internal and external worth

D-None of the above


Question 84.

When each job is individually compared with every other in the organization, it is called


A-Ranking method

B-Paired comparison method

C-Point ranking method

D-Factor comparison method



Question 85

Which of the following is not an analytical method of job evaluation?


A-Point ranking method

B-Factor comparison method

C-Paired comparison

D-None of the above



Which of the following is an analytical method of job evaluation?


A-Paired comparison

B-Ranking method

C-Job grading

D-Point ranking method


Question 87

When jobs are grouped on the basis of the similarities found in their characteristics and values, it is called


A-Paired comparison

B-Ranking method

C-Job grading

D-Point ra