MCQ on Human Resource Management

Question :67. Principles of training evaluation are

(a) Clarity
(b) Reliability
(c) Validity
(d) All of these

Question :68. Which of the following is not an integral part of training programme

(a) Pre training phase
(b) Post training phase
(c) Training implementation phase
(d) Training recognition phase

Question :69. The work performed , responsibility involved and the skill and training required is present with

(a) Development plans
(b) Marketing plans
(c) Financial plans
(d) None of these

Question :70. Which of the following is not an objective of modern performance appraisal system?

(a) Salary increase
(b) Indentifying training needs
(c) Punishing the employees
(d) Promotion decision

Question :71. A retrenchment strategy is used to reduce

(a) Technical losses
(b) Financial losses
(c) The scale and scope of the business operation
(d) All of the above

Question :72. Which of the following provides a set of rights, responsibilities, and obligations the structure the behavior of the employer and the employee?

(a) The employment contract
(b) The financial contract
(c) The ethical contract
(d) Any of the above

Question :73. Criticisms of training are based on the understanding that

(a) It is challenging method of learning
(b) It is linked with short term goals
(c) It is not liked by trade unions
(d) All of the above

Question :74. Performance management should be seen as a process which is a

(a) Once a year task
(b) Twice a year activity
(c) Ongoing process or cycle
(d) Engaged in when the appraisals are carried out

Question :75. Many a times in the organizations, the schemes that reward employees for their better performance, fail because

(a) Management does not take timely action
(b) The link between extra pay and performance is unclear
(c) Undue politics prevail
(d) They do not compliance with trade union agreements

Question :76. The time scale for performance appraisals are

(a) Annually
(b) Biannually
(c) Monthly
(d) Weekly

Question :77. A performance rating system is

(a) Grade or score relating to overall performance
(b) Financial targets accomplished during the year
(c) Attendance of the individual during the year
(d) None of the above

Question :78. Apprenticeship training is a type of

(a) On-the job training
(b) Off- the job training
(c) Both ‘a’ and ‘b’
(d) None of these

Question :79. Which of the following statement clearly denotes the meaning of the word ‘appraisal’?

(a) A system used to improve the performance of personnel
(b) The main way in which employees wages are determined
(c) The evaluation of an individual employee’s performance over a given period of time
(d) None of the above

Question :80. HRD can be

(a) A platform for organizational transformation
(b) A vehicle for global knowledge transfer
(c) Both ‘a’ and ‘b’
(d) Neither ‘a’ or ‘b’

Question :81. In which of the following processes HRD is not needed?

(a) Implementing new policy
(b) Deciding to buy the latest machinery
(c) Meeting changes in the organizational development
(d) Changing an organization’s culture

Question :82. Training and development helps to achieve?

(a) Personal goals
(b) Group goals
(c) Organizational goals
(d) All of the above

Question :83. In which of the following ways organizations are benefitted through training and development?

(a) It leads to profitability
(b) It improves relationship between employer and employee
(c) It improves the job knowledge and skills at all levels of the organization
(d) All of the above

Question :84. Which of the following is not a way of benefit to an individual working in an organization through training and development?

(a) It leads to profitability
(b) It improves relationship between employer and employee
(c) It improves the job knowledge and skills at all levels of the organization
(d) All of the above

Question :85. Which of the following cannot be considered as the objectives of performance appraisal

(a) To provide feedback to the employees regarding their past performance
(b) To take decisions related to increments
(c) To take decisions related to overall objectives of the organization
(d) To judge the effectiveness of the other human resource functions such as recruitment selection, training and development

Question :86. Management by objective (MBO) technique was first promoted in 1950s by which of the following management theorist?

(a) Peter Drucker
(b) Karl marx
(c) Webber
(d) Fayol

Question :87. Which of the following managerial functioning contribute to human resource management

(a) Recruitment and selection
(b) Performance management , training and development
(c) Retention, industrial relations
(d) All of the above

Question :88. Who does not play a key role in the process of training and not entrusted with any responsibility in the entire process

(a) Top management personnel
(b) HR department/ supervisors
(c) Supervisors/ employees
(d) Customers/ vendors

Question :89. Career planning is

(a) Leaving the decisions to seniors and parents
(b) Getting information and not taking timely decision
(c) Going along with peers and other personal relations
(d) Exploring and taking decisions in congruence with one’s own self

Question :90. Which of the following is not a danger of under-training?

(a) Loss of motivation
(b) Loss of job involvement
(c) Loss of salary
(d) No improvement in skills

Question :91. Which of the following are the disadvantages of individual training?

(a) No friendly competition of a group
(b) No motivation of a group
(c) No team binding and healthy competition
(d) All of the above

Question :92. Which of the following is not an advantage of training as an individual?

(a) Specialized training according to one’s own need
(b) Focus towards individuals goals
(c) Specialized attention of the trainer
(d) Very expensive

Question :93. Which of the following are the components or parts of an effective performance management system?

(a) Performance planning
(b) Data gathering observation and documentation
(c) Performance diagnosis and coaching
(d) All of the above

Question :94. Which of the following term is used to describe the process of helping a new employee to settle quickly in to their job so they become efficient and productive workers?

(a) Job rotating
(b) Induction
(c) Training
(d) Selection

Question :95. Which of the following is not a stage in this systematic training cycle?

(a) Evaluation
(b) Assessing training
(c) Planning the training
(d) Job instruction on a one to one basis

Question :96. Which of the following is not a technique used in class-room training method of training

(a) Lectures
(b) Group discussion
(c) Case studies
(d) Real time experience

Question :97. Which of the following ways contribute towards improving quality of work life?

(a) Quality circles
(b) Management by objectives
(c) Suggestion system
(d) All of the above

Question :98. Which of the following are the important characteristic of effective trainees

(a) Involvement and participation
(b) Well adroit with their task
(c) Open communication
(d) All of the above

Question :99. Which of the following is not a limitation of career planning

(a) Is not relevant due to rapid changes in government policies
(b) Is not affective in small organization
(c) Is not useful in taking decisions related to filling the vacancies well in time
(d) Lots of other economical, political factors intervene

Question :100. …………………………….is the another name of performance appraisal

(a) Performance evaluation
(b) Motivation
(c) Performance controlling
(d) None of the above

Question :101. The older name for performance appraisal is also describe as ………………………in which one individual is ranked in comparison to others

(a) Number method
(b) Task method
(c) Ranking method
(d) None of these

Question :102. ……………………………..can be defined as set of systematic set of activities designed by an organization to provide its members with the necessary skills to meet current and future job depends

(a) Human resource development
(b) Scientific management
(c) Social management
(d) None of the above

Question :103. Social attitudes, legal requirements, industrial relations, technological and environmental changes generate the need of ……………………………..

(a) Scientific management
(b) Social management
(c) Human resource development
(d) Infrastructure development

Question :104. ………………. Improves the knowledge, skills and attitudes of employees particularly for specific job task

(a) Training
(b) Discipline
(c) Job evaluation
(d) None of these

Question :105. ………..and ………………. are the two major benefits of training and development

(a) Personal and organizational
(b) Social and industrial
(c) Ethical and motivational
(d) None of the above

Question :106. …………… helps to analyze employees achievements and evaluate his contribution towards the achievements of the overall organizational goal

(a) Performance appraisal
(b) Controlling
(c) Directing
(d) None of these

Question :107. …………. Are involved with efforts to improve productivity through changes in employee rotations

(a) Human resource department
(b) Cultural department
(c) Social awareness department
(d) None of these

Question :108. ……………….involves periodic assignment of the employee to completely different set of job activities

(a) Job rotation
(b) Vestibule training
(c) Coaching
(d) None of these

Question :109. …………………adds additional motivation to a job to make it more rewarding

(a) Entertainment
(b) Vestibule training
(c) Coaching
(d) None of these

Question :110. ………………… identified more programmatically few basic extrinsic as well intrinsic essential components of quality of working life

(a) Taylor
(b) Henri Fayol
(c) William Wordsworth
(d) Charles Babbage

Question :111. ………………….is not a unitary concept incorporated only with hierarchy of perspectives such as job satisfaction, pay structure etc but also factors that broadly reflect life satisfaction and general feelings of well-being.

(a) Quality of person
(b) Quality of work
(c) Quality of human
(d) None of the above

Question :112. The major focus of…………………is to match personal goals and opportunities that are realistically available.

(a) Career planning
(b) Controlling
(c) Settlement of dispute
(d) None of these

Question :113. …………………is a series of modules and activities that are designed and delivered over a longer period of time than normal training courses.

(a) Management development programme
(b) Management efficiency programme
(c) Management improvement programme
(d) None of the above

Question :114. …………………helps in keeping the right person at the right place for the right time and making its effective use.

(a) Human resource development
(b) Infrastructure development
(c) Quality development
(d) None of the above

Question :115. …………………helps in deciding the goals, objectives and the desired performance standards for the employee for the upcoming year.

(a) Performance appraisal
(b) Motivation
(c) Reward
(d) None of the above

Question :116. …………………is the review of the performance by the employee himself.

(a) Self evaluation
(b) Evaluation by other
(c) Group evaluation
(d) None of these

Question :117. …………………developed BARS one of the kinds of performance appraisal

(a) Adam smith
(b) Smith kendall
(c) Charles Babbage
(d) None of these

Question :118. …………………is the process of managing, coaching, developing and evaluating employees.

(a) Performance appraisal
(b) Motivation
(c) Back up
(d) None of these

Question :119. …………………means to process of providing and making available to an employee, a planned, prepared and coordinated programme which will improve individual and organizational goals.

(a) Training
(b) Controlling
(c) Directing
(d) None of these

Question :120. …………………is suitable for draughts man, machinist, printer, tool maker and electricians etc.

(a) Coaching
(b) Vestibule training
(c) Apprenticeship
(d) None of these

Question :121. …………………are usually provided to reduce the number of accidents

(a) Safety training
(b) Precaution training
(c) Training for improvement
(d) None of the above

Question :122. In ………………… training, duplicate machinery is set up in the training centre to get a feel environment.

(a) Coaching
(b) Vestibule training
(c) Apprenticeship
(d) None of these

Question :123. In the ………………… the trainee is given an opportunity to handle and observe the job by doing it themselves.

(a) On-the-job training
(b) Off-the-job training
(c) Training for improvement
(d) None of the above

Question :124. …………………gave the different aspects to quality of work life.

(a) Richard Walton
(b) Charles Babbage
(c) Bill Gates
(d) None of these

Question :125. …………………is a Japanese term which means continuous improvement.

(a) Training
(b) Kaizen
(c) Coaching
(d) None of the above

Question :126. It is easy to take feedback in…………………method as there is no invoicement of external agencies and the training is given by the employee working in the same organization.

(a) Vestibule method
(b) Coaching method
(c) Apprenticeship method
(d) None of the above

Question :127. The …………………gives an opportunity to an employee to showcase his talent to the fullest and make his reach to the other departments also.

(a) Job rotation
(b) Vestibule training
(c) Coaching
(d) None of these

Question :128. …………………is the best method to improve inter personal skills, ability to comprehend and present himself effectively in short period of time.

(a) Group discussion
(b) Seminar
(c) Coaching
(d) None of these

Question :129. …………………method of management development programme was developed at Harvard Business school and incident method was developed at……………………

(a) Vestibule training
(b) Case study
(c) Coaching
(d) None of these

Question :130. ………………….is also called as T-group training and laboratory training

(a) Stress training
(b) Sensitive training
(c) Job orientation training
(d) None of these

Question :131. _____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions.

(a) Job description
(b) Job specification
(c) Job analysis
(d) Job context
(e) None of the above

Question :132. The information resulting from job analysis is used for writing _____.

(a) job descriptions
(b) work activities
(c) work aids
(d) job context
(e) performance standards

Question :133. Which of the following types of information can be collected via a job analysis?

(a) work activities
(b) human behaviors
(c) performance standards
(d) job context
(e) all of the above

Question :134. Information regarding job demands such as lifting weights or walking long distances is included in the information about _____ an HR specialist may collect during a job analysis.

(a) work activities
(b) human behaviors
(c) machines, tools, equipment, and work aids
(d) performance standards
(e) job context

Question :135. Information regarding how, why, and when a worker performs each activity is included in the information about _____ an HR specialist may collect during a job analysis.

(a) work activities
(b) human behaviors
(c) machines, tools, equipment, and work aids
(d) performance standards
(e) job context

Question :136. Information regarding the quantity or quality levels for each job duty is included in the information about _____ an HR specialist may collect during a job analysis.

(a) work activities
(b) human behaviors
(c) machines, tools, equipment, and work aids
(d) performance standards
(e) job context

Question :137. Information regarding job-related knowledge or skills and required personal attributes is included in the information about _____ an HR specialist may collect during a job analysis.

(a) work activities
(b) human behaviors
(c) human requirements
(d) performance standards
(e) job context

Question :138. Information regarding matters such as physical working conditions and work schedule is included in the information about _____ an HR specialist may collect during a job analysis.

(a) work activities
(b) human behaviors
(c) machines, tools, equipment, and work aids
(d) performance standards
(e) job context

Question :139. There are _____ steps in doing a job analysis.

(a) three
(b) four
(c) five
(d) six
(e) ten

Question :140. Deciding how to use the resulting information is the _____ step in doing a job analysis.

(a) first
(b) second
(c) third
(d) fourth
(e) fifth

Question :141. The first step in conducting a job analysis is _____.

(a) deciding how to use the information
(b) reviewing relevant background information
(c) selecting representative positions
(d) collecting data on job activities
(e) developing a job description and job specification

Question :142. Reviewing relevant background information such as organization charts, process charts, and job descriptions is the _____ step in doing a job analysis.

(a) first
(b) second
(c) third
(d) fourth
(e) fifth