HR MCQ's 2014

HR MCQ’s MBA, UoP Batch 2013-15

1. The term ________ refers to “the total knowledge, skills, creative abilities, talents and aptitudes of an organization’s workforce, as well as the values, attitudes and belief of the individual involved”. a. Human resources b. Human resource management c. Human resource planning d. Human planning 2. The _________ function in human resource management is concerned with providing a work environment which is conductive to the employees and nurturing them to make them feel committed and attached to the organization. a. Retention b. Development c. Motivation d. Acquisition 3. One of the functions of human resource management process is developing the employees. What are the factors taken care of under employee development? i. Employee training ii. Providing a conductive work environment to the employees iii. Career development iv. Nurturing the employees to make them feel committed and attached to the organization a. Only i & ii b. Only i & iii c. Only ii & iii d. Only iii & iv 4. The functions of human resource management can be classified into two broad categories. Identify them 1

i. ii. iii. iv. a. b. c. d.

Management functions Planning function Employment functions Operative functions Only i & iii Only i & iv Only ii & iii Only iii & iv

5. __________________is a managerial function of human resource department that channelizes all the available resources toward the common organizational goals, and also involves coordination between different departments to ensure maximum utilization of all resources. a. b. c. d.

Planning Staffing Directing Controlling

6. The ____________ function involves establishment an intentional structure of roles for the employees; it is one of the managerial functions performed by the human resource department of an organization. a. b. c. d.

Planning Human resources development Employee relations Organizing

7. Controlling involves the measurement and rectification of activities to ensure that events conform to plans. Which of the following is not a way of controlling human resource management function ? 2

a. b. c. d.

Induction and orientation Analyzing labour turnover records Conducting exit interviews Auditing training programs

8. _________________________ is not an operative function of human resource management. a. Employee relations b. Compensation to employees c. Organizing d. Employment

9. ________________ is the optimum utilization of human resources to achieve the set goals and objectives in the business environment. a. b. c. d.

Strategic human resource management Human resource planning Scientific management Strategic management

10. In an organization with a deficit of manpower there are various sources of _________. Besides it is comparatively easier to handle a situation of ______________in manpower. a. Demand, surplus b. Demand ,deficit c. Supply, surplus d. Supply, deficit

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11. Organizations that are employee friendly but are looking at reducing their manpower help their employees by offering them assistance in getting a job. What is this mode of dealing with surplus manpower during hard times known as? a. Retrenchment b. Outplacement c. Lay-off d. Attrition 12. The south Asian bank has declared a voluntary retirement scheme for its employee. What is one of the basic objectives of such an initiative? a. To temporarily lay-off employees b. Downsizing c. To make some jobs redundant d. To prevent stagnation of managerial employees.

13. Which method is used by firms to avoid the problems of dealing with periodic changes in the requirements for manpower? a. Outplacement b. Lay-offs c. Outsourcing d. Sabbatical

14. _______________is defined as a portrayal of the tasks, responsibilities, duties and functions of a job. a. Job specification b. Job design c. Job analysis d. Job description

15. ______________is a complete list of competencies and qualification required to match the job descriptions. 4

a. Job specification b. Job design c. Job analysis d. Job review

16. The information gathered through job analysis is used to prepare two separate documents. __________describes the tasks and activities the relationships, responsibilities and setting of the job. ______________documents the information about the job incumbent listing qualification, knowledge, skills, experience and personal characteristics required and personal characteristics required for the job to be done. a. Job description, job specification. b. Job description, job evaluation c. job specification, Job description, d. Job evaluation, job specification. 17. A job specification is a written statement of the minimum acceptable qualifications, knowledge, skills , traits and physical and mental characteristics that an incumbent must possess to perform the job successfully. In this the specifications are captured under four headings. Which of the following is not one of those headings? a. Physical specification b. Supervisory responsibility specification c. Emotional and social specification d. Behavioral specification

18. __________________ is the process of structuring work and designating the specific activities at individual and group levels. a. Job specification b. Job design c. Job description d. Job identification. 5

19. Job design has two major components. ______________ includes the various tasks that have to be performed by the job holder, the responsibilities attached to the job, and the relationships with other jobs in the organizational set-up _________________is the autonomy or the authority that the job holder enjoys in planning and organizing work attached to the job. a. Job description and job specification b. Job specification and job depth c. Job content and job depth d. Job content and job specification

20. There are many prerequisites for the success of a job enrichment initiative. Identify these prerequisites from the following list. i. Equipping employees to handle an enriched job independently ii. Support and commitment of the top management iii. Counseling for managers –who are used to supervising the workers to adapt to reduced power and control iv. Training for managers so that they provide timely and adequate feedback to employees. a. Only i, ii and iii b. Only I, iii, and iv c. Only iii, and iv d. i, ii , iii and iv

21. In today’s rapidly changing business environment, organization have to respond quickly to requirements for people. Which is the step that starts off the process of acquiring and retaining employees for an organization ? a. Selection b. Induction c. Recruitment d. Appointment

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22. Buyers and rue defined _____________as the process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chsen. a. Selection b. Induction c. Recruitment d. Placement 23. Edwin B. Flippo defined the process of recruitment as _________________ a. The process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen b. The process of searching for prospective employees and stimulating them to apply for jobs in the organization. c. The process of choosing the most suitable candidates from the available candidates. d. The process of inspiring people to apply for the jobs in the organization and choosing the most suitable candidates from the available candidates.

24. a. b. c. d.

An effective recruitment program aims at ______________ Aiding the recruiter by making a wide choice of candidates available. Attracting the best people for the job. Optimizing the cost and time involved in recruitment All of the above

25. A good _________ is based on the organizational objectives, identification of the recruitment, criteria for selection and preferences the cost of recruitment and other financial implications. a. Human resource plan b. Selection process c. Recruitment policy d. Training and development program. 7

26. An HR manager can look to different sources of recruitment, depending on various factors. These factors include____________ i. The level of position ii. Number of people required iii. The time available for the recruitment iv. Funds allocated for human resource development. a. I , ii, iii, iv b. Ii, iii,iv c. I, iii, iv d. I, ii,iii

27. When vacancies arise, many organizations try and identify employees from within the organization to fill them. What is this process known as? a. Employee referral b. Promotion c. Internal search d. Transfer-in

28. An organization has a much greater choice in human resources if it decides to go in for recruitment from external sources _____________ are not likely to be used when conducting external search for prospective employees. a. Circulars on the intranet b. Advertisement in local newspaper c. Employee referrals d. Campus interviews.

29. There are various methods of recruiting from external sources, some of the popular methods are advertisements, campus recruitment, employee referrals, employment exchanges, private placement agencies. Etc. Which of the following recruitment sources is likely to have the widest reach? 8

a. b. c. d.

Recruitment agencies Campus recruitment Advertisements Employment exchanges.

30. Among employment agencies, recruitment consultants fall in the category of _________agencies a. Public b. State c. Private d. Government

31. _______________ is consider to be a vital step in the employment process, where the organization attempts to identify the right candidate attempts to identify the right candidate for the right position? a. Recruitment b. Selection c. Placement d. Induction

32. Choosing the most suitable candidate for a job from the available applicants is termed as __________ a. Hiring b. Selection c. Placement d. Employing

33. A selection process has _______ possible outcomes some of which have a positive effect while others have a negative effect. a. Three 9

b. Four c. Five d. Six

34. The selection process of a company may end with a negative outcomes if it recruits the wrong candidate. Identify the costs which the company incurs in such a situation. i. Cost of training the candidate ii. Cost of non-performance iii. Cost o separation iv. Cost of re-recruiting a. I, ii, iii b. Ii, iii, iv c. I, ii, iv d. I, ii, iii, iv

35. During the selection process while the candidate is being evaluated , the candidate too tries to evaluate the company and its culture , apart from the job, and comes to a decision about suitability of the organization . this means that _______ a. Only qualified candidate will make it to the next stage of the employment process. b. During the selection process , the candidate should not be allowed to have contact with the existing employees of the organization. c. The selection process also involves selling the organization to the candidate. d. Suitable candidates are often rejected. 36. The selection process depends on a number of factors which include ________ i. Organizational strategy and objectives ii. Tasks and responsibility of the job iii. Qualification , experience and characteristics required to perform the task iv. Recruitment methods 10

a. b. c. d.

I, ii, iii Ii, iii, iv Only i, ii Only iii, iv

37. a. b. c. d.

What is the first step in the process of selection? Identification of manpower needs of the organization Encouraging the prospective employees to apply for the vacancy Review of the applications Advertising the vacancy.

38. The factor that can affect the utility of a selection methods are _______ a. Validity b. Generalizability c. Job market conditions d. reliability a. i.ii b. ii,iv c. I,ii,iii d. I,ii,iii,iv 39. The _______ is the most widely used and accepted device for securing information about prospective candidates at the initial stage of the selection procedure a. Reference check b. Campus interview c. Situation test d. Application form

40. Prasad a chemical engineer has been working with active chemicals a manufacturing of industrial chemicals since he joined the company four years ago , he has been designated as the team leader of a unit producing industrial sulphur. 11

The work had become monotonous for him of late. His manager sensed this monotony and decided to move Prasad to the research and development unit for 6 months. This method of improving the QWL of employees is known as a. Job enrichment b. Flexi place c. Job rotation d. Job enrichment

41. ___________________as a method of quality of work life improvement helps the employee gain cross-functional knowledge. a. Apprenticeship b. Flexi place c. Job rotation d. Job enlargement

42. Identify the process of determining and recording all the pertinent information about specific job, including the tasks involved, the knowledge and the skills sets required to perform the job, the responsibilities attached to the job, and the abilities required to perform the job successfully. a. Job specification b. Job design c. Job analysis d. Job description

43. a. b. c. d.

Which one of the following steps logically follows the recruitment process? Employment Selection placement induction

44. An applicant blank is also referred to as a/an _________ 12

a. b. c. d.

Resume Curriculum vitae Application form Incomplete application form.

45. The effectiveness of an organization to a large extent depends on its employees recruitment of human resources is an important HR function. Which of the following activities is not associated with the recruitment process? a. Tapping the existing sources of applicants and developing new sources b. Deciding upon the recruitment procedure c. Stimulating and attracting candidates against a vacancy in an organization. d. Preparing job description, job specification, job requirements, and employee specification

46. ___________________is a systematic determination of the value of each job in relation to other jobs in the organization, in the industry and in the market. It involves classifying a job based on its importance and its contribution to the organization and its requirements a. Job design b. Job evaluation c. Job specification d. Job description

47. What is termed used in HRM to express the termination of an employee due to his/her job becoming redundant? a. Retrenchment b. Outplacement c. Loaning d. Natural attrition

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48. Education, experience, training communication skills, emotional characteristics etc. are all included in the _______________ a. Job design b. Job description c. Job specification d. Job evaluation

49. A dreams animation is startup company based in Hydrabad which worked on multimedia projects. The company has less than 100 employees. Each employee in the company is periodically assigned to alternative jobs so that he/she is relieved from the monotony of the a single job. This policy has benefited the company in the form of reduced absenteeism and improved performance. The company has adopted the ___________ technique in job design. a. Job sharing b. Job rotation c. Job enlargement d. Job enrichment

50. Job enrichment is the most popular technique for enhancing employee motivation. Which of the following is not a technique of job enrichment? a. Allowing employees to set their own standards or targets b. Allowing an employee to take up different jobs on a periodical basis c. Assigning specific projects to individuals or groups to enhance their expertise d. Minimizing controls and providing freedom of work when the employees are clearly accountable for attaining defined goals

51. ________ takes place when two or more part time employees take up the work of full time employees. This helps the employees to reschedule their work hours to suit their personal needs and concentrate better on their job, without any

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distractions, and the organization to enjoy the benefits of some cost savings and have a better performance from its employees. a. Job sharing b. Job rotation c. Job enlargement d. Job enrichment

52. _____________ is a systematic, future oriented process that is concerned with the development and growth of employees, especially managers in the organizations. a. Job analysis b. Management turnover c. Job enrichment d. Management development 53. Job evaluation forms the basis for designing the compensation management system in an organization. Which of the following factors, other than job evaluation, also directly determine the compensation system? i. Strength of employee unions ii. Profitability of the company iii. Size and structure of organization and the industry in which it operates iv. Competitors market share

a. b. c. d.

Only i and ii Only i, ii and iii Only ii and iii Only ii, iii, and iv

54. Dissatisfaction arising when human needs are not met, results in problems in industrial relations (IR). The human relations approach emphasizes that _________ a. If the minimum needs of workers are met, they are more likely to achieve greater job satisfaction leading to improved productivity and loyalty 15

b. Workers and management should work in mutual cooperation and realize their moral responsibility towards organizational objectives c. Industrial problems should be solved using non violent methods d. Differences among individual, as a result of their social upbringing, create conflict and competition among members of an industrial society

55. Among the various ways to improve quality of work life, _________ helps employees gain multi job and multi functional knowledge and skills. a. Job analysis b. Job rotation c. Job enrichment d. Job enlargement

56. Job sharing and progressive/phased retirement are examples of ____________ a. Compressed workweek b. Flex time c. Job rotation d. Part time employment

57. ___________ is a training method where the trainee is placed on various jobs across different functions of organizations so that he gains cross functional knowledge and is equipped to take up different jobs. a. Job instruction planning b. Apprenticeship training c. Job rotation d. Committee assignment

58. Some of the steps in conducting a management development program are given below. Arrange them in their logical sequence. 16

i. ii. iii. iv. v.

Evaluating the effectiveness of these programs Designing and implementing the development program Determining individual development needs Evaluating the organizations current management resources Reviewing organizational objectives

a. b. c. d.

I, iii, ii, iv, v I, ii, v, iii, iv V, iv, ii, iii, i V, iv, iii, ii, i

59. Nikhil sinha has been working as a senior software developer at IBL. His project manager noticed his efficiency and commitment and added to his job the responsibility of leading a group of four new recruits. His new responsibilities included guiding his team members monitoring their performance and appraising them accordingly .the appraising them accordingly. The company had taken up the ____________method of enhancing quality of work life in order to increase the self-esteem and satisfaction of Nikhil sinha. a. Job rotation b. Job design c. Job analysis d. Job enlargement

60. In order to reduce monotony in work , employees are periodically given different kinds of work assignment this also helps them gain multi-job and multifunctional knowledge and skills. This technique can be referred to as_______________ a. Job sharing b. Job enrichment c. Job rotation d. Job enlargement 17

61. What is the meaning of the acronym HRM?

a. b. c. d.

Human Resource Management Human Relations Management. Humane Resource Management. Humanistic Resource Management.

62. . Which of the following terms was also used before the language of modern HRM? Select all that apply. a. Labour relations. b. Personal management. c. Personnel management. d. Industrial relations. e. 63. What is meant by the acronym CIPD? a. Chartered Institute of Personnel and Development. b. Chartered Institute of Performance Development. c. Chartered Institute of People and Development. d. Chartered Institute of Personnel Directors. 64. What is meant by the acronym SHRM? a. Sophisticated Human Resource Management. b. Superior Human Resource Management. c. Soft Human Resource Management. d. Strategic Human Resource Management. 65. What is meant by the acronym HCM?

a. b. c. d.

High Calibre Management. High Commitment Management. High Capability Management. High Class Management. 18

66. Which of the following is not a function normally performed by the HR department? a. Employee relations b. Recruitment and selection. c. Training and development. d. Accounting e. Pay and reward.

67. It has been said that some HR departments have had a 'Cinderella' image. What is meant by this statement? a. Influential and powerful. b. Bureaucratic. c. Low status and obscure. d. Old fashioned and staid.

68. a. b. c.

The early roots of contemporary HRM can be traced to which period? 1940s. 1890s 1970s.

69. How long has the term 'HRM' been fashionable? a. b. c. d.

The last forty years. The last twenty years. The last 100 years The last five years.

70.What of the following is not one of the main reasons cited for stress at work? a. b. c. d.

Change at work. Pay increase. Bullying. Staff cuts. 19

e. Increased workloads f. Long hours. 71.What is meant by the acronym RBT? a. b. c. d. e.

Result-Based Theory. Resource-Based Technology. Resource-Based Theory. Research-Based Theory. Resource-Based Techniques.

72. Which of the following statements is false? a. Organisations are now generally focusing upon domestic rather than international markets b. Organisations have been subject to a raft of organisational change programmes. c. Organisations are now less hierarchical in nature. d. Organisations have adopted more flexible forms. 73 What is the role of the TUC in the UK? a. b. c. d.

The TUC is a confederation of British unions. The TUC is a confederation of British employers. The TUC is a confederation of British workers. The TUC is a confederation of British managers.

74. What is meant by the acronym HPWS? a. b. c. d.

High Performance Wages System. High Performance Work Scenario. High Pressure Work System. High Performance Work System.

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75.In the 'matching model' of HRM, what is meant by 'Cost driven HRM'? a. Where a strategic planning process exists, but people are viewed as a cost. b. Where a strategic planning process does not exist, and people are viewed as a cost c. Where a strategic planning process exists, and people are viewed as a resource. d. Where a strategic planning process does not exist, but people are viewed as a resource.

76. What is meant by RPO? a. Recruitment Process Outsourcing b. Retirement Process Outsourcing. c. Recruitment Process Output.

77. Which of the following refer to the characteristics of a 'loose' labour market? Select all that apply.

a. b. c. d. e. f. g.

An over-supply of labour relative to the demand. Longer job search times for applicants. Organisational access to appropriate skills. Organisational power to keep salaries constant. Selective hiring. Low competition for work. Recruitment Procedure Outsourcing.

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78. Which of the following refer to a 'tight' labour market? Select all that apply.

a. b. c. d. e.

Firms offer additional incentives and benefits. More creative recruitment. Firms have difficulty finding staff. Firms find it easy finding staff. High turnover of staff.

79. What is meant by a skills deficit? Select all that apply. a. b. c. d.

Where skills supplied match those demanded. Where supply of skills is keeping pace with the jobs created. Where supply of skills is not keeping pace with the jobs created. Where skills supplied do not match those demanded.

80. Which of the following are current trends in the UK employment market? Select all that apply. a. b. c. d. e.

More women seeking employment. Ageing workforce. High graduation rate. Low graduation rate. Immigration.

81. Which of the following are characteristics of a McJob? Select all that apply. a. b. c. d. e.

High security. Low skill. Low security. High skill. Poorly paid

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82. In a recent survey, what was the top attraction for employees to jobs and organizations? a. b. c. d.

Holiday entitlement. Location of work. Workplace culture. Flexible working hours

83. How long have anti-discrimination laws relating to race and sex been in place in the UK? a. b. c. d.

Over 30 years. Over 10 years. Over 40 years. Over 20 years.

84. How long have anti-discrimination laws relating to sexual orientation, religion and age been in place in the UK? a. b. c. d.

Less than 20 years. Less than 10 years. Less than 25 years. Less than 15 years.

85. Which of the following statements are true? Select all that apply. a. Equal opportunities and practices are more common in public sector organizations b. Equal opportunities and practices are more common in large workplaces. c. Equal opportunities and practices are more common in workplaces with HR specialist. d. Equal opportunities and practices are more common in small workplaces.

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e. Equal opportunities and practices are more common in workplaces without HR specialists. f. Equal opportunities and practices are more common in private sector organisations.

86. Which of the following statements about referrals are true? Select all that apply. a. Employees will generally only refer high quality candidates as their reputation is at stake. b. Candidates have already been vetted and are usually a better fit. c. Candidates may have a better understanding of the business. d. Employees who are referred may have unrealistic expectations about their job.

87. What is meant by a 'golden hello'? a. b. c. d.

Cash lump sum promised to people who refer a friend. Cash lump sum promised to employees who stay on in the organisation. Cash lump sums offered to people leaving the organisation. Cash lump sums offered to new recruits.

88. Which of the following 'organisational' factors may affect recruitment? Select all that apply. a. b. c. d. e.

Organisation sector. Social change. HR strategy. Location. Size.

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89. 'Best practice' employee selection is usually associated with which model? a. b. c. d.

The physiological model. The psychiatric model. The psychometric model. The psychological model.

90. What is meant by WERS?

a. b. c. d.

Workplace Employment Relations Survey. Worker Employee Relations Survey. Worker Employer Relations Survey. Workplace Employment Relations Statistics.

91. Which of the following are cognitive characteristics? Select all that apply.

a. b. c. d. e.

Personality traits. Intellectual processes. Motivation. Academic achievements. Knowledge.

92. Which of the following are non-cognitive traits? Select all that apply. a. Knowledge. b. Motivation. c. Personality traits. 25

d. Academic achievements.

93. Which of the 'Big Five' personality dimensions has emerged as a particularly valid predictor of many aspects of work performance? a. Openness to experience. b. Emotional stability. c. Agreeableness. d. Extraversion. e.Conscientiousness.

94. What is the focus of performance-based methods?

a. b. c. d.

Measuring past performance to predict future performance. Measuring current performance to assess past performance. Measuring past performance to assess current performance. Measuring present performance to predict future performance.

95. Which of the following statements describe current trends in selection practice? Select all that apply.

a. b. c. d.

Increasing importance of non-cognitive qualities. Decreasing use of bespoke simulation. Online delivery of assessment. More reliable and valid assessment tools

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96. In which sector are the performance-based and competency tests most used?

a. Private sector large enterprises. b. Small and medium size enterprises. c. The public sector. 97. According to research, which selection method is perceived to be fairest by most applicants? a. b. c. d.

References. Written ability tests. Interviews. CVs.

98. According to research, which selection method is perceived to be least fair by most applicants?

a. b. c. d.

Written tests. Graphology. References. CVs.

99. Which of the following may create negative impressions for candidates? Select all that apply.

a. b. c. d.

Long and complicated application processes. Disinterested recruiters. Informative websites. Poor image and employer brand.

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100. What is meant by a reliable selection technique?

a. One which is the same for all applicants groups, and should treat all groups the same. b. One which is accurate and free from contamination. c. One which is relevant for the work behaviours it is meant to predict. d. One which takes into account cost and potential return on investment.

101. What is meant by a valid selection technique?

a. One which takes into account cost and potential return on investment. b. One which is the same for all applicants groups, and should treat all groups the same c. One which is relevant for the work behaviours it is meant to predict. d. One which is accurate and free from contamination.

102. Which of the following are examples of competencies? Select all that apply.

a. b. c. d.

Leadership. Business awareness. IT skills. Team working.

103. What percentage of UK organisations report to have used online selection in some form? a. 90%. 28

b. 30%. c. 5%. d. 50%.

104. Which one of the following is not one of the three main reasons why selecting the right employee is important? a. legal implications b. affirmative action quotas c. recruiting and hiring costs d. affect on your performance

105 What is the first step in validating a test? a. b. c. d.

relate test scores and criteria choose tests analyze the job administer tests

106. Which one of the following employer-administered tests is designed to determine a job candidate's mental abilities? a. motor and physical abilities tests b. cognitive abilities tests c. personality and interests tests d. achievement tests 107. Which one of the following types of interviews is also referred to as a directive interview? 29

a. one-on-one interviews b. panel interview c. unstructured interview d. structured interview 108. A _______________ interview is described as one in which job candidates are asked how they behaved in the past in some situation. a. sequential b. situational c. behavioral d. directive 109. Which one of the following is the description of a contrast error? a. The recruiter jumps to conclusions about a candidate during the first few minutes of the interview. b. The order in which a recruiter sees an applicant affects how he or she rates the candidate. c. How the candidate looks and behaves can influence the interviewer's rating. d. Being under pressure to hire often undermines the interviewing process.

110 Which one of the following represents the typically suggested steps in the interviewing process? a. plan the interview, establish rapport, ask questions, close the interview, review the interview b. establish rapport, ask questions, close the interview, review the interview, plan the interview c. plan the interview, ask questions, establish rapport, close the interview, review the interview 30

d. plan the interview, establish rapport, ask questions, review the interview, close the interview

111. Which one of the following statements regarding interviewing is incorrect? a. Ask open-ended questions. b. Don't monopolize the interview. c. Draw out the applicant's opinions and feelings. d. Ask several questions that can be answered "yes" or "no." 112. Which of the following is not one of the most commonly verified background areas? a. education b. arrest record c. dates of military service d. identification 113 A recruiter asks a candidate the following question. "Have you ever stolen anything from an employer?" This is an example of which one of the following techniques for detecting dishonesty? a. Ask for a credit check. b. Check all references. c. Test for drugs. d. As blunt questions. 114. Recruitment and selection must be effective to ensure it: a) Offsets high labour turnover b) Delivers the highest calibre of individuals at optimum most c) To have a surplus in case of sickness and absence 31

d) Encourages new blood into the organization

115. Can the assessment and selection of applicants be carried out in such a way that the 'best' or 'right' person will always be identified? a) Yes b) No c) If enough money is invested in the process d) If managers use their intuition or 'gut reaction' in making recruitment decisions

116. The solution to many so-called 'people problems' is often associated with improving the effectiveness of the recruitment process by: a) Having a robust HR department to carry out the process b) Outsourcing the HR department c) Careful selection of the right people for the job d) Devolving to line managers

117. The science and engineering sectors reflect significant under representation of which group of employees? a) Highly skilled operators b) Young people c) Over 50s 32

d) Women

118. The concept of stagnation in the context of recruitment means: a) Lack of appropriate selection criteria. b) HR staff having very limited experience outside the HR function. c) Over-reliance on the internal labour market to fill new positions. d) Lack of integration of R&S into the wider H function.

119. Are the best and most productive employees likely to be: a) The least costly in terms of recruitment and employment costs. b) A matter of 'pot luck' in terms of recruitment decisions. c) The most costly to employ. d) Have no bearing on recruitment and selection costs.

120. In the CIPD Recruitment, Retention, and Turnover survey (2009) the estimated costs of recruitment for a single employee was: a) £4,000 b) £2,000 c) £8,000 d) £3,000 33

121. Too great a reliance on internal recruitment can result in: a) Reduced job performance b) High labour turnover c) Internal conflict d) Poor group dynamics

123. What strategies deployed by HR for attracting potential candidates to apply for vacancies might be seen to result in indirect discrimination? a) Advert in local press b) Word of mouth c) Now recruiting banners/notices d) Agency or job centre

124. According to O'Leary et al (2002) the most important property of the assessment instruments used to measure or assess applicants against set criteria is their ability to predict what? a) Whether a person will be a good team player b) Length of service c) Future job performance d) Time it will take to train the person

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125. Which of the following is the best description of soft HRM? a. The primacy of business needs means that human resources will be acquired, deployed and dispensed with as the HR department demands. b. The primacy of business needs means that human resources will be acquired, deployed and dispensed with as the corporate plan demands. c. In order to gain competitive advantage through the workforce, regardless of whether they are full- or part-time, temporary or contract staff, potential must be nurtured. d. In order to gain competitive advantage through the workforce full time staff must be nurtured and developed.

126. The resource based view of the firm is one that believes the key human resources are: a. Those employees not members of trade unions b.

Knowledge workers

c.

Used to create new capabilities that help achieve organisational success

d.

Those willing to work overtime

127. The process by which the firm attempts to identify applicants with the knowledge, skills, abilities, and other characteristics necessary to help the firm achieve its goals is known as…. a.

Selection

b.

Recruitment

c.

Interviewing

d.

Testing

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128. Which of the following best defines recruitment in an organization? a.

Forecast the supply of the outside candidates

b.

Develop the appropriate candidate pool

c.

Determine the importance of job applicants

d.

All of the given options

129. Which of the following is NOT a typical feature of the HRM approach to the management of people? a.

Line managers play an important role.

b.

A unitarist approach is used.

c.

A pluralist approach is used

d.

The importance of adopting a strategic approach is emphasised.

130. Which of the following best describes corporate and social responsibility (CSR) in HRM? a.

It is an area of no interest to HR managers.

b. It affects everyone and not just those who are core stakeholders in the business, so there are a great many areas in which HR managers can be involved. c. It is of interest to HR managers but specifically just in relation to the environment al impact of the business. d. It is an area of interest only in relation to possible financial irregularities within an organisation.

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131. Do HR activities have an effect on employee and managerial behaviour? a.

Yes, but these effects can be negative as well as positive

b.

HR has limited impact on either employee behaviour or managerial

c.

HR affects employee behaviour but not on managerial

d.

No, it is managerial behaviour which affects HR

132. What is the name of the approach that suggests that HR strategy should be matched to business strategy? a.

Best fit

b.

Best value

c.

Best performance

d.

Best process

133 Recruitment is the process of seeking applicants for potential employment. a.

True

b.

False

c.

Can’t say

d.

Incomplete Information

134. Which approach that seeks to link strategy, business performance and HRM policies and practices, assumes that there are a number of HRM practices that are suitable for all organizations? a.

Best practice 37

b.

Best fit

c.

Resource-based view

d.

Life-cycle models

135. Which of the following best describes the line manager? a.

A line manager is a person who manages a production line.

b.

A line manager is a person who manages a particular production line.

c. A line manager is a person who has direct responsibility for employees and their work. d. A line manager is person who manages specific lines for special promotions.

136. The process which is used to fulfil any or all firm future position from maintenance clerk to CEO is called… a.

Human resource planning

b.

Planning

c.

Employment forecasting

d.

Strategic planning

137. Job analysis involves the gathering of detailed information about jobs. a.

True

b.

False 38

c.

Can’t say

d.

Incomplete information

138. Which of the following was the earliest name for the people management specialist? a.

HR manager

b.

Employment law specialist

c.

Industrial welfare officer

d.

Personnel manager

139. Which of the following HR activity is the basic element of recruitment? a.

Attract the job applicants for the particular job

b.

Select the best one among all applicants

c.

Train the people as per the organizational requirements

d.

Fire the non-performing employees

140. Human resource management starts with……. a.

Human resource planning

b.

Recruitment

c.

Selection

d.

Staffing

39

141. In strategic human resource management, HR strategies are generally aligned with: a.

Business strategy

b.

Marketing strategies

c.

Finance strategy

d.

Economic strategy

142. As an HR Manager, you have collected and reviewed the information related to a particular job, while conducting the job analysis. What will be the next step in this situation? a.

Maintaining and updating the job

b.

Identify the objectives of the job analysis

c.

Identify the job to be analyzed

d.

Draft job description and job specification

143. Which of the following is not one of the method or external recruitment? a.

Job advertisement

b.

Job posting

c.

Employment agencies

d.

Executives recruiters

40

144. Which of the following is a 'best fit' approach? a.

Resource-based view

b.

The universal approach

c.

Competitive-advantage models

d.

Bundles and high-performance working practices

145. The most common activities performed by HR, which are often outsourced, are: a.

Recruitment and selection

b.

Occupational health, payroll, pensions and training

c.

Human resource planning

d.

Assessment centres

146. Selection is the process through which an organization seeks applicants for employment. a.

True

b.

False

c.

Can’t say

d.

Incomplete information

147. Which of them is area covered under the study of the job analysis?

41

a.

Employee Behaviour

b.

Work activities

c.

Performance standards

d.

All of the given options

148. Methods of collecting job analysis information includes a.

Interview

b.

Questionnaire

c.

Logs

d.

All of the given options

149. What is meant by the acronym SHRM? a.

Superior Human Resource Management

b.

Sophisticated Human Resource Management

c.

Soft Human Resource Management

d.

Strategic Human Resource Management

150. Job design is the process of deciding which tasks should be grouped into a particular job. a.

False

b.

True

c.

Can’t say 42

d.

Incomplete information

151. The physical examination is also one of the most important steps of the selection process because…… a.

Detect communicable disease

b.

Reduce insurance claim

c.

Ensure less absenteeism

d.

All of them

152. Selection systems ensure that a. Applicants chosen for employment have the necessary knowledge, skills, and abilities to provide value to the organization. b. The needs of both line managers and employees are met by providing employees with development opportunities so they are constantly increasing their human capital. c. It is clear to employees what is expected of them and ensure line managers and strategic planners that employee behaviour will be in line with the company’s goals. d. Employees are provided with an equitable return for their investment of skills and effort.

153. Which of the following defines the process of recruitment? a.

Forecasting the demand of human resources

b.

Develop the appropriate candidate pool 43

c.

Determine the importance of job applicants

d.

All of the above options

154. The process of determining the human resources needs of an organization and ensuring that the right number of qualified people are positioned in the right job at the right time, is described by which of the following term? a.

Job planning

b.

Resources planning

c.

Human resources planning

d.

Succession planning

155. According to your textbook which of the following is NOT a current issue in HRM? a.

Welfare

b.

Talent management

c.

Information technology

d.

Human capital

156. The scope of human resource management includes: a.

Procurement

b.

Development

c.

Compensation

d.

All of the above

44

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

Price

b.

Product

c.

People

d.

Process

158. A distinction can be made between 'hard' and 'soft' types of HRM. Soft HRM can be characterized by: a.

Seeing people as organizational assets

b.

A quantitative approach to HRM

c. A mutual commitment of employees and employers to the goals of the organisation d.

Being driven by costs

159. Key to successful management of HR processes is the ability to? a.

Travel abroad

b.

Recruit local managers

c.

Identify key skills and competencies required for working overseas

d.

Having appropriate training systems

45

160. In what process are tasks grouped into particular jobs? a.

Job analysis

b.

Internal analysis

c.

External analysis

d.

Job design

161. Which job analysis method is suitable when job consists on discemible physical activity? a.

Questionnaire

b.

Interview

c.

Observation

d.

Combinations of methods

162. Which of the following is not a function normally performed by the HR department? a.

Training and development

b.

Recruitment and selection

c.

Employee relations

d.

Accounting

163. SHRM is also about strategic choice, which refers to:

46

a. The processes and decisions that shape the organisation's philosophy towards its employees b.

Managerial prerogative in decision-making

c. Negotiating with trade unions or employee associations over the direction of the organisation d.

Giving employees their 'say' in organisational concerns

164. Job specification concentrates on which of the given aspects? a.

KSA of an individual

b.

Job within an organization

c.

Job description

d.

None of the above

47