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Question 1.

________ are the resources that provide utility

value to all other resources.
Question 2. The term procurement stands for
recruitment and selection
training and development
pay and benefits
health and safety
Question 3. The characteristics of human resources are
________ in nature
None of the above
Question 4. Identify the managerial function out of the
following functions of HR managers.

Question 8. The human resource management functions aim at

ensuring that the human resources possess adequate capital,
tool, equipment and material to perform the job successfully
helping the organization deal with its employees in different
stages of employment
improving an organizations creditworthiness among financial
None of the above
Question 9. Which of the following aptly describes the role of
line managers and staff advisors, namely HR professionals?
Staff advisors focus more on developing HR programmes
while line managers are more involved in the implementation
of those programmes.
Line managers are concerned more about developing HR
programmes whereas staff advisors are more involved in
implementing such programmes.
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.
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.

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
All of the above
Question 7. Human resource management is normally
________ in nature.
None of the above

Question 1. In strategic human resource management, HR

strategies are generally aligned with
business strategy
marketing strategies
finance strategy
economic strategy
Question 2. Which of the following is closely associated with
strategic human resource management?
efficient utilization of human resources
attracting the best human resources
providing the best possible training
All of the above
Question 3. Treating employees as precious human resources
is the basis of the _______ approach.

hard HRM
soft HRM
medium HRM
None of the above

Question 4. Strategic human resource management aims to

achieve competitive advantage in the market through

Question 5. Wright and Snell made important contribution to

the growth of
Strategic fit model
Strategic labour allocation process model
Business-oriented model
None of the above
Question 6. Strategic management process usually consists of
_______ steps.
Question 7. One of the components of corporate level strategy
growth strategy
portfolio strategy
parenting strategy
All of the above
Question 8.
Creating an environment that facilitates a continuous and twoway exchange of information between the superiors and the
subordinates is the core of
High involvement management model
High commitment management model
High performance management model
None of the above

Question 1. Which one of the following is not a part of the

external environment of an organization?
social factors
political factors
legal factors
organizational culture

Question 2. Identify the odd one out of the following factors

organizational structure
HR systems
business strategy

Question 3. The first recorded human resource management

initiative was made during
the pre-industrial revolution era
the First World War era
the Second World War era
None of the above
Question 4. What is the most important contribution of the
Hawthorne studies?
the discovery of the informal relationship and social groups
among employees
the significance of lighting and ventilation for performance
the difference in the performance of male and female
the relationship between the behaviour and performance

Question 5. The term environmental scanning stands for

gathering data about the organization and its surroundings
collecting information about the shareholders
gathering information relating to the employees
none of the above
Question 6. McGregors Theory X and Theory Y was introduced
the First World War
the Industrial revolution
the Second World War
the human relations movement

Question 7. One of the important assumptions of the ---------perspective is that uncertainty in environment is more of an
internal problem and less of an external problem
objective environment perspective
perceived environment perspective
enacted environment perspective
none of the above

Question 5. The process of grouping of similar types of works

together is known as
job classification
job design
job evaluation
job description

Question 8. When an organization creates its own environment

out of its knowledge of the environment, it has created a/an

Question 6. The system of ranking jobs in a firm on the basis of

the relevant characteristics, duties, and responsibilities is
known as

enacted environment
perceived environment
objective environment
none of the above

job evaluation
job design
job specification
job description
Question 7. The written statement of the findings of job
analysis is called

Question 1. Job analysis is a process of gathering information

about the
job holder
Question 2. The final process of a job analysis is the preparation
of two statements, namely,
job observation and job description
job specification and job observation
job description and job specification
None of the above

Question 3. Which of the following terms is not associated with

job analysis?
Question 4. The process of bringing together different tasks to
build a job is called
job evaluation
job design
job classification
job description

job design
job classification
job description
job evaluation
Question 8. A structured questionnaire method for collecting
data about the personal qualities of employees is called
functional job analysis
management position description questionnaire
work profiling system
none of the above
Question 9. The model that aims at measuring the degree of
each essential ability required for performing the job effectively
is known as
Fleishman Job Analysis System
common metric questionnaire
management position description questionnaire
functional job analysis

Question 10. The method that depends mainly on the ability

and experience of the supervisors for gathering relevant
information about the job is called the
task inventory analysis method
technical conference method
diary maintenance method
critical incident method

Question 11. Designing a job according to the workers physical

strength and ability is known as

Question 5. The term bottom-up approach is commonly

associated with

task assortment
job autonomy
none of the above

normal group technique

Delphi technique
managerial judgment
work study technique

Question 12. Which of the following is not a component of job


Question 6. The method that requires the line managers to

justify the continuance of each job that becomes vacant is called

job enrichment
job rotation
job reengineering
job outsourcing

simulation model
zero-base forecasting
human resource allocation approach
Delphi technique

Question 13. Moving employees from one job to another in a

predetermined way is called

Question 7. The forecasting based on the subjective views of

the managers on the HR requirements of an organization is
known as

job rotation
job reengineering
work mapping
job enrichment

normal group technique

Delphi technique
managerial judgment
work study technique

Question 1. The basic purpose of human resource planning is to

identify the human resource requirements
identify the human resource availability
match the HR requirements with the HR availability
All of the above
Question 2. The primary responsibility for human resource
planning lies with

Question 1. The primary aim of recruitment and selection

process is to

HR Manager
general manager
trade union leader
line manager

meet the high labour turnover

hire the best individuals at optimum cost
ensure the availability of surplus in the case of sickness and
none of the above

Question 3. The plans that necessitate changes in the existing

technology, the organizational structure, and the employees
authority and responsibility are called

Question 2. Recruitment is widely viewed as a _____ process.

short-term HR plan
medium-term HR plan
long-term HR plan
none of the above

both positive and negative
none of these

Question 4. Which of the following is not a forecasting

technique to assess the human resource requirements of an

Question 3. The process of developing an applicants pool for

job openings in an organization is called

trend analysis
ratio analysis
managerial judgment
replacement charts


Question 4. Recruitment policy usually highlights the need for

job specification
job analysis
job description
none of the above
Question 5. _______ indicates the degree to which a tool or
test measures what it is supposed to measure.
goodness of fit

Question 6. Which of the following is the most serious problem

that might arise due to excessive reliance on internal
reduced job performance
high labour turnover
lack of motivation
internal resistance
Question 7. Internal recruitment has the potentiality to
increase the _______ of the employees.
Question 8. Advertisements through newspapers, TV, radio,
professional journals and magazines are _______ methods of
none of the above
Question 9. State employment exchanges are generally the
main agencies of
private employment
public employment
professional employment
None of the above

Question 1. Selection is usually considered as a _____ process.

None of the above
Question 2. The process of eliminating unsuitable candidates is
Question 3. Which of the following helps the managers with the
information required to make good human resources
industrial relations
performance appraisal

Question 4. The process of selection of employees is usually

influenced by
rules and regulations
strategies and objectives
principles and programmes
none of the above
Question 5. The purpose of an application blank is to gather
information about the
questionnaire or interview schedule

Question 6. Which of the following is used to measure the

various characteristics of the candidate?
physical test
psychological test
attitude test
proficiency test

Question 10. A prerequisite for a successful and efficient

recruitment programme is to have a(n)

Question 7. Identify the test that acts as an instrument to

discover the inherent ability of a candidate.

corporate policy
HR policy
recruitment policy
health and safety policy

aptitude test
attitude test
proficiency test
physical test

Question 8. When the candidate is put to hardship during

interview, it is called

Question 4. The systematic process of offering essential

information to the new employees is usually called

patterned interview
in-depth interview
stress interview
preliminary interview

none of the above

Question 9. Which of the following orders is followed in a

typical selection process?

Question 5. The values, attitudes and other behaviours already

acquired by the new employees before their entry into the firm
is called

Test and/or interview, application form, reference check and

physical examination
Application form, test and/or interview, reference check and
physical examination
Reference check, application form, test and/or interview and
physical examination
Physical examination, test and/or interview, application form
and reference check
Question 10. Biographical inventory questions were developed
by the
American Psychological Association
Indian Psychological Association
French Psychological Association
none of the above

anticipatory socialization
organizational socialization
tournament-oriented socialization
disjunctive socialization

Question 6. When the experienced superiors conduct a

socialization programme for the new employees before they
are placed in the organization, it is specifically called
sequential strategy
investiture strategy
collective strategy
contest-oriented strategy

Question 7. Socialization programmes that aim at reinforcing

the values and beliefs brought in by the new employees is called
Question 1. Which of the following is not an objective of
employee orientation?
preventing employee alienation
developing team spirit
acclimatizing the employees
raising the salary of the employees

tournament-oriented strategy
contest-oriented strategy
investiture strategy
divestiture strategy

Question 2. The process of finding an appropriate fit between

the people and the positions in an organization is called
Question 1. Which of the following is not true about training?
none of the above

Question 3. The process of introducing or integrating the new

employees into the organizational culture is known as

none of the above

It is a short-duration exercise.
It is technical in nature.
It is primarily for managers and executives.
It is concerned with specific job skills.

Question 2. In which type of analysis are corporate goals and

plans compared with the existing manpower inventory to
determine the training needs?
Organization analysis
Operation analysis
Individual analysis
None of the above

Question 3. Training concentrates on

coaching the members of an organization how to perform
effectively in their current jobs
expansion of the knowledge and skills of the members of an
preparing the employees to take on new responsibilities.
none of the above.

Question 10. A team of learners working online in a real-time

mode using the Internet is known as
individualized self-paced e-learning online
individualized self-paced e-learning offline
group-based e-learning synchronously
group-based e-learning asynchronously
Question 11. Training need analysis takes place during which
phase of the training process?

Question 4. The process of enhancing the technical skills of

workers in a short period is called
none of the above
Question 5. E-learning is all about
computers and computing
being technology-driven

Question 6. The planned use of networked information and

communications technology for the delivery of training is called
role playing
case study
programmed learning
Question 7. Which one of the following is a source of assessing
training needs?
performance evaluation
attitude survey
advisory panel
all of the above

deciding what to teach

deciding how to maximize participant learning
choosing appropriate instructional methods
determining whether training programmes are effective

Question 1. Which of the following is not a goal of a

management development programme?
To make certain that the managers are aware of the latest and
best managerial practices, measurement methods and work
To ensure that the attitudes, values and beliefs of the managers
match the core values and strategy of the organization
To assist the managers to build on their strengths and work on
their weaknesses
To ensure that there is no delay in the settlement of
retirement benefits of the managers

Question 2. Teaching by a wise and trusted superior on a oneto-one basis is called

In-basket training
Behaviour modelling
Action Learning

Question 8. Laboratory training is also known by the name

Question 3. The development technique which educates the

trainees about the need for and the techniques of prioritizing
the situations for decision-making is called

sensitivity training
job instruction training
apprenticeship training
none of the above

In-basket training
Action learning
Executive coaching

Question 9. _______ method creates a situation that is as far

as possible a replica of the real situation for imparting training.

Question 4. Trainees forming teams and assuming managerial

roles in two or more imaginary but rival companies is part of the
_______ development technique.

The programmed learning

The Simulation
The case study
The lecture

university-based programmes
external coaching
in-house development centres
None of these

Question 5. A programme of one-to-one collaboration between

a certified external expert and a manager for developing the
leadership skills of the latter is called

Question 3.
Which one of the following is not a stakeholder in an
organizational development process?

Executive Orientation
Executive coaching
None of these

Government agencies
None of the above

Question 6. The initial training effort to inform the new

managers about the company, the job, and the work group is
known as
Action learning
Behaviour modeling
Executive coaches
Executive orientation

Question 4.
Which of the following methods is adopted when there is a high
uncertainty in the external environment?
Contingency approach
System design approach
Data-driven approach
None of the above

Question 7. Which of the following is not a hurdle for an

effective succession management plan?
Lack of criteria for successor identification
Improper diagnosis of development requirements
Absence of managerial initiative and support
Absence of strike or lock-out
Question 8. Which of the following is the most objective
method of identifying the potential successor in succession
Performance evaluation
Peer group suggestion
Superiors recommendation
Managements preference

Question 1.
Organizational development as an intervention programme is
basically a _______ approach.
None of the above

Question 2.
A scientific approach to study and then solving organizational
issues experienced by an organization is called
action research
applied research
pure research
None of the above

Question 5.
Which of the following is not an organizational development
intervention programme?
Survey feedback
Leadership development
All of the above