Q1.

Human Resource department’s are______________

(a) Line departments
(b) Authority department
(c) Service department
(d) Functional department
Ans. (c)
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 behavior
(d) None of the above.
Ans. (b)
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
Ans. (a)
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 minimize the cost and
maximize the production.
(c) Technical factors, awakening amongst workers, attitude of the government, cultural and social
system.
(d) All the above.
Ans. (c)
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
Ans. (a)
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
utilizing labor force?
(a) Harold Koontz
(b) Gluck
(c) Michael Julius
(d) Flipped
Ans. (c)
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
Ans. (a)
Q8. Human Resource planning is compulsory for ______________.
(a) Effective employee development programmed
(b) Base for recruitment
(c) Base for selection policy
(D) all of these
Ans. (d)
Q9. Job analysis, HR planning, recruitment, selection, placement, inductions and internal mobility are
few important functions which come under the heading
Of______________ HRM.
(a) Integration function
(b) Development
(c) Maintenance
(d) Procurement function
Ans. (d)
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) Optimization 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 Ducker and Douglas McGregor
(d) David
C. McClelland.
Ans. (c)
Q15. How HRM has become a highly specialized job?
(a) It is concerned with obtaining and maintaining a satisfied work force.
(b) It maximizes the output and satisfaction of the employees.
(c) Promote group satisfaction and individual development.
(d) Optimum utilization 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 behavioral 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 behavior
(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 organization 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 programmers 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 popularized by Russian, 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 labor from commodity approach to human concept.
Ans. (b)
Q30. How can we understand the nature of human factor?
(a) Through determinants of human behavior
(b) According to the behavior of people at work
(c) The way the management influences an individual and a group.
(d) Through the study of human behavior in organization.
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-specialized. Why?
(a) In Japanese industries job rotation is carried out for employees to have different skills and also
for interdepartmental cooperation.
(b) In an organization 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 organizational
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) Fayola
(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) Behavioral 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 organization 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, organizing, and controlling
(b) Planning, organizing 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 evaluationAns. (a)
Q41. Which pair in order of sequences represents the first and last steps in a T&D programmed?
(a) Determination of T&D needs, and evaluation of T&D programmed
(b) Determination of T&D needs, and designing the T&D programmed
(c) Designing T&D programmed, and implementing it
(d) Evaluating of T&D programmed, and implementing it
Ans. (a)
Q42. Career development involves
(a) Conscious determination of career aspirations and potentialities of employees and matching
them with the organization’s needs
(b) Providing counseling 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 organizationally desired emotions during interpersonal
transactions, and then it is known as_______________.
(a) Emotional labor
(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 organization in monetary terms
(b) Evaluate the performance of employees on their respective jobs
(c) Evaluate the importance of various jobs in the organization
(d) Establish the hierarchy of various jobs in the organization
Ans. (a)
Q45. Grievance redressed, discipline, collective bargaining are_______________ of HRM.
(a) Integration function
(b) Procurement function
(c) Development function
(d) Behavioral functioning. (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 Fayola
(b) Frederick W. Taylor
(c) Frank Gilbert
(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 Ducker
(b) Douglas McGregor
(c) Henry Fayola
(d) Clayton P. Alerter
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 authorization 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 programmed 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 organization
(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) Band
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 organizational profitability
b. Improve workers’ skill and enhance motivation, to prevent obsolesces at all levels
C. prevents obsolescence and increase organizational 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. Regular review / appropriate leadership
d. All above
e. Both (b) + (c)
Ans. (d)
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. Organizational 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 programmers and services / instructor material producer
c. Needs analyst /organizational changer / researcher + (a) above
d. Both (b) + (c)
Ans. (d)
Q72. The objectives of HR audit are –
A. to determine the effectiveness of management programmers
B. analyze 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. Organizational + Semantic
b. Personal + psychological + resistance to new ideas
c. Both (a) + (b)
d. Organizational / 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. 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 organization
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 categorizes 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. 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 organization
d. Both (a) + (b)
Ans. (c)
Q83. Phases of performance counseling 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. Organizational 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 Labor
b. Relationship between organization 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. Labor 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 the 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 redressed 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 / Organizing / 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. Timely payment of wages / salaries
d. Both (b) + (c)
Ans. (a)
Q101. The core elements of HRM are –
(I) People
(ii) Management
(iii) Behavioral 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 Organization
(d) Divisional Organization
Ans. (c)
Q104.________ refers to the attitudinal and behavioral 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, and productivity to another that is widely considered to be an industry leader
(b) A process in which the organizations 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 organization’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 Indi visual & organizational level
(b) A gradual process of approach in the workplace due to new pole ices, 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) Counseling
(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 organization.
(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 behaviors & outcomes to
discover reasons of performance & how to perform effectively in future so that the employee,
organization & 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 organization
(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 am 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 organization 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 organization achieve its overall objectives
(b) A process of forecasting an organization’s future demand for & supply of the right type of people
in the right numbers
(c) A sub-system in the total organizational planning & facilitates the realization 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 organization
(ii) Staffing – providing the competency matrix required to face future challenges
(iii) Employee Development – identifies cost effective & modem methods of training for skill &
competency development
(iv) Performance Management – Developing an entire gamut of per romance 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 organization
(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) Organizational 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 aboveAns. (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 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, organizing, directing, controlling, and coordinating the
operative functions so that their individual objectives and organizational goals are achieved
(b) A function which deals in recruitment, development, compensation, integration, utilization &
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 the bargaining process does 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) Organizations 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 personal level provides a platform for trust and emotional
contracting with the organization
(c) When people develop confidence, integrity & more knowledge, they automatically become
proactive, solution-focused, and 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 organization 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 programmers
(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 Organization” 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 organization 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) Organized 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
organization
(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)

Que: 3 Planning, organizing and controlling of procurement, development, compensation,

integration of human resources to the end those objectives of individual, organization and society
are achieved given by
a. Storey
b. Flipped. Vetter
d. F.W. Taylor
An: b
Que: 4 Operative functions of HRM includes
a. Procurement, development, compensation & motivation
b. Maintenance
c. Integration and emerging trends
d. All of these
An: d
Que: 5 Basic managerial functions of HRM are
a. Planning, organizing, staffing
b. Planning, organizing and co-coordinating
c. Planning, organizing, directing and controlling
d. None of these
An: c
Queue: 6 Which of the following statement is/are correct?
a. HRM is a strategic management functions
b. Under HRM employee is treated as resource
c. HRM is the management of skills, talent and abilities
d. HRM lacks the organization to achieve its goals
An: b
Que: 7 Following are the characteristics of HRM except
a. Pervasive function
b. Interdisciplinary function
c. Integrating mechanism
d. Job oriented
An: d
Queue: 8 Challenges faced by Human resource management includes
a. Technological changes, workforce diversity, globalization. Productivity, career planning
c. Compensation management
d. Downsizing and voluntary retirement scheme
An: a
Queue: 9 The process of familiarizing the new employees to the organization rules and regulations
is known as
a. Placement
b. Induction
c. Recruitment
d. Selection
An: b
Queue: 10 Human resource management means
a. A method which an organization collects, maintains and reports information on people and jobs
b. The process of integrating the employees’ needs and aspirations with organizational needs
c. The process of bringing people and organization together so that the goals of each are achieved
d. The efforts to make life worth living for workers
An: c
UNIT- IV TRAINING AND DEVELOPMENT
(MCQ)
Queue: 1 Training process is
a. Short term
b. Medium term
c. Long term
d. None of thesis: a
Queue: 2 OJT stands for
a. On the job training
b. On the job technique
c. On the job technology
d. Off the job training
An: a
Que: 3 On the job training includes
a. Coaching
b. Conference
c. Understudy
d. All of these
An: d
Queue: 4 In ------ training, a training centre is set-up and actual job conditions are duplicated or
simulated in it
a. Classroom
b. Apprenticeship
c. Internship
d. Vestibule
An: d
Que: 5 ----- is the process of imparting or increasing knowledge or skill of an
employee to do a particular job.
a. Training
b. Development
c. Motivation. Leadership
An: a
Queue: 6 Methods of training and development are
a. Off the job
b. On the job
c. Both (a) and (b)
d. None of these
An: c
Que: 7 ---- is a device or situation that replicates job demands at on the job site.
a. Brainstorming
b. Simulation
c. Artificial intelligence
d. Transactional analysis
An: b
Queue: 8 Management developments –
a. Is a short term in nature?
b. Focuses on employees’ current job
c. Is an informal activity
d. Aims at overall development of a manager
An: d
Que: 9 Off the job training method include:
a. Vestibule training
b. Syndicate
c. Sensitivity training.
All of these
An: d
Queue: 10 Simulation technique of off the job method includes:
a. Role playing
b. In-basket exercise
c. Case study
d. Management game
e. All of these
An: e
UNIT- V JOB EVALUATION AND PERFORMANCE APPRAISAL
(MCQ)
Que: 1 Relative worth of a job is known by
a. Job design
b. Job analysis
c. Job evaluation
d. Job change
An: c
Queue: 2 Methods of job evaluation are
a. Qualitative method
b. Quantitative method
c. Both (a) and (b)
d. None of thesis: c
Queue: 3 Quantitative job evaluation methods are
a. Ranking method
b. Point rating method
c. Factor comparison method
d. Both (b) and (c)
An: d
Queue: 4 Qualitative job evaluation methods are
a. Ranking
b. Grading
c. Point Rating
d. Both (a) and (b)
An: (d)
Queue: 5 Process of studying and collecting information about a job is known as
a. HRP
b. Job design
c. Job analysis
d. Job evaluation
An: (c)
Queue: 6 Jobs analysis results in
a. Job description. Job specification
c. Job evaluation
d. All of (a), (b) and (c)
An: (d)
Queue: 7 Job descriptions is a statement containing items like
a. Job title, location and duties
b. Machines, tools and equipment
c. Materials, working conditions and hazards.
d. All of these.
An: (d)
Queue: 8 …………..is a factual statement of tasks & duties involved in a job.
a. Job description
b. Job specification
c. Job Analysis
d. Job evaluation
An: (a)
Queue: 9 Job Specification is a statement of
a. Min qualification required for o job
b. Technical job requirement
c. Machines to be used
d. None of these
Ans. (a)
Que: 10 Job analyses is helpful in
a. HRP, recruitment and selection. Training and development
c. Job evaluation and performance appraisal
d. All of these
An: d
Queue: 11 ------ arranges the job in numerical order from highest rank to lowest rank on the basis of
duties and responsibilities.
a. Ranking method
b. Grading method
c. Point rating method
d. Factor comparison method
An: a
Queue: 12 ----- a predetermined groups or classes are established and jobs are assigned to each
classification:
a. Ranking method
b. Grading method
c. Point rating method
d. Factor comparison method
An: b
Queue: 13 ----- the more compensable factor a job possess the more points are assigned to it:
a. Ranking method
b. Grading method
c. Point rating method
d. Factor comparison
An: c
Que: 14 ------ few key jobs are selected and compared in terms of common factors:
a. Factor comparison method
b. Ranking method
c. Grading method
d. Point rating method
An: a
Queue: 15 ------- is the systematic, periodic and impartial rating of an employee excellence in
matters pertaining to his present job and his potential for a better job.
a. Performance appraisal
b. Compensation and motivation
c. Training and Development
d. Performance indicator
An: a
Queue: 16 Traditional method of performance appraisal includes
a. Confidential reports
b. Paired comparison method
c. Free form or easy method
d. All of these
An: d
Queue: 17 Modern method of performance appraisal are:
a. Assessment centre method
b. Management by objectives
c. BARS (Behaviorally anchored rating scale) d. All of these
An: d
Queue: 18 ------- is a performance appraisal technique in which appraisers rate critical employee
behavior.
a. MBO
b. BARS
c. BOS
d. BOSS
An: b
Queue: 19 ------ is a performance appraisal technique that involves agreement between employee
and manager on goals to be achieved in a given period.
a. Rating scales
b. BARS
c. BOS
d. MBO
An: d
Queue: 20 The combination of peer, superior, subordinate and self-review appraisal is known as
a. 360° appraisal
b. Human resource accounting system
c. All round review
d. Feed forward
An: a