1.

Human resource management emphasis

a. Development of people
b. Punishment of people
c. Adoption of people
d. None of these
2. Human resource management is amalgam of
a. Job analysis, recruitment and selection
b. Social behaviour and business ethics
c. Organisational behaviour, , personal management and industrial relation
d. Employer and employees
3. Planning, organizing and controlling of procurement, development, compensation, integration
of human resources to the end that objectives of individual, organisation and society are
achieved given by
a. Storey
b. Flippo
c. Vetter
d. F.W. Taylor
4. Operative functions of HRM includes
a. Procurement, development, compensation & motivation
b. Maintenance
c. Integration and emerging trends
d. All of these
5. Basic managerial functions of HRM are
a. Planning, organising, staffing
b. Planning, organising and co-ordinating
c. Planning, organising, directing and controlling
d. None of these
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 organisation to achieve its goals
7. Following are the characteristics of HRM except
a. Pervasive function
b. Interdisciplinary function
c. Integrating mechanism
d. Job oriented
8. Challenges faced by Human resource management includes
a. Technological changes, workforce diversity, globalisation
b. Productivity, career planning
c. Compensation management
d. Downsizing and voluntary retirement scheme
9. The process of familiarizing the new employees to the organisation rules and regulations is
known as
 a. Placement
b. Induction
c. Recruitment
d. Selection
10. Human resource management means
a. A method which an organisation 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 organisation together so that the goals of each are
achieved
d. The efforts to make life worth living for workers
11. Training process is
a. Short term
b. Medium term
c. Long term
d. None of these
12. OJT stands for
a. On the job training
b. On the job technique
c. On the job technology
d. Off the job training
13. On the job training includes
a. Coaching
b. Conference
c. Understudy
d. All of these
14. 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
15. _________ is the process of imparting or increasing knowledge or skill of an employee to do a
particular job.
a. Training
b. Development
c. Motivation
d. Leadership Ans: a
16. Methods of training and development are
a. Off the job
b. On the job
c. Both (a) and (b)
d. None of these
17. ---- is a device or situation that replicates job demands at on the job site.
 a. Brainstorming
b. Simulation
c. Artificial intelligence
d. Transactional analysis
18. Management development –
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
19. Off the job training method includes:
a. Vestibule training
b. Syndicate
c. Sensitivity training
d. All of these
20. 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
21. Relative worth of a job is known by
a. Job design
b. Job analysis
c. Job evaluation
d. Job change
22. Methods of job evaluation are
a. Qualitative method
b. Quantitative method
c. Both (a) and (b)
d. None of these
23. Quantitative job evaluation method are
a. Ranking method
b. Point rating method
c. Factor comparison method
d. Both (b) and (c)
24. Qualitative job evaluation method are
a. Ranking
b. Grading
c. Point Rating
d. Both (a) and (b)
25. Jobs analysis results in
a. Job description
b. Job specification
c. Job evaluation
 d. All of (a), (b) and (c)
26. Job description 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.
27. …………..is a factual statement of tasks & duties involved in a job.
a. Job description
b. Job specification
c. Job Analysis
d. Job evaluation Ans: (a)
28. 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
29. Job analysis is helpful in
a. HRP, recruitment and selection
b. Training and development
c. Job evaluation and performance appraisal
d. All of these
30. ------ 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
31. ---- 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
32. ----- 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
33. ------ 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
34. ------- 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
35. Traditional method of performance appraisal includes
a. Confidential reports
b. Paired comparison method
c. Free form or easy method
d. All of these
36. Modern method of performance appraisal are:
a. Assessment centre method
b. Management by objectives
c. BARS ( Behaviourally anchored rating scale)
d. All of these
37. ------- is a performance appraisal technique in which appraisers rate critical employee behaviour.
a. MBO
b. BARS
c. BOS
d. BOSS
38. ------ 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
39. 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
40. The meaning of acronym HRM is
a. Human relation management
b. Humanistic resource management
c. Human resource management
d. Human resourceful management
41. HRM is ___________
a. A staff function
b. A line function
c. A staff function, line function and accounting function
d. All of the above
42. Finding way to reduce _____________is a key responsibility of management.
a. Dissatisfaction
 b. Uncertainty
c. Stress
d. None of the above
43. The ________and control systems should be altered to support the strategic human resource
function.
a. Appointment
b. Reward
c. Job allotment
d. None of the above
44. All aspects of the merger need______.
a. Controlling
b. Delegating
c. Staffing
d. Managing
45. Commitment strategy is inherently_____.
a. Short term
b. Long term
c. Continuous
d. None of the above
46. HR professionals has to be skilled in the art of__________.
a. Clarifying
b. Handling people
c. Both (a) and (b)
d. None of the above
47. _________ of management is likely to be another key agenda item.
a. Performance
b. Quality
c. Expansion
d. Decision
48. Strategic thinking is a _________ process.
a. Short term
b. Long term
c. Continuous
d. All of the above
49. _________ is considered as a strategic activity.
a. Recruitment
b. Planning
c. Productivity
d. All of the above
50. Competitive edge comes from the _______ of people.
a. Competency
b. Efforts
c. Quality
d. Hard work
51. The business side of the process begins with the strategic _________ as the guiding framework.
a. HR
b. Plan
c. Policy
d. None of the above
52. Individual level where people are usually motivated to close the gap between their current and
desired.
a. Capabilities
b. Skill
c. Expectations
d. Performance
53. HR professional should be apply risk management techniques to the different aspects of ____.
a. HR strategies
b. HR competencies
c. Both (a) and (b)
d. None of the above
54. Developing characteristics of people needed to run business in _________.
a. Short term
b. Medium term
c. Long term
d. Any of the above
55. _______ issue tend to be well disguised.
a. Political
b. Territorial
c. Social
d. Economical
56. __________suggest human resource strategy in itself may not be effective.
a. Peter drucker
b. Tony groundy
c. John zimmerman
d. Anonymous
57. Pettigrew & whipp identified ________ central factors for managing change successfully.
a. Three
b. Four
c. Five
d. Six
58. _______ executives take a part in the strategic planning process.
a. Training & development
b. Human resource
c. Quality control
d. Production
59. ________ aims to put a financial measure on an organization’s intellectual capital.
a. Knowledge exchange
b. The consortium
 c. Financial planning
d. None of the above
60. _______ is defined as the record of outcomes produced on a
specific job function or activity during a specific time period.
a. Performance
b. Work function
c. Evaluation
d. None of the above
61. ______ is the personnel activity by means of which the
enterprise determines the extent to which the employee is
performing the job effectively.
a. Job evaluation
b. Work evaluation
c. Performance evaluation
d. None of the above
62. a/an ______ is a plan or programmes to motivate individual or
group performance.
a. Incentive scheme
b. Promotion scheme
c. Reward
d. None of the above
63. A/An ______ is a vertical move in rank and responsibility.
a. Increment
b. Appraisal
c. Promotion
d. None of the above
64. The _________ provides the essential information on which
each job is evaluated.
a. Job ranking
b. Job enrichment
c. Job description
d. Job enlargement
65. A ______ is a written record of the duties, responsibilities and
conditions of the job.
a. Job ranking
b. Job enrichment
c. Job description
d. Job enlargement
66. Section ________ of the Industrial Disputes Act 1947, states
that an employer should only retrench employees who have
been most recently hired
a. 24-F
b. 24-G
c. 25-F
d. 25-G
67. The ________ programme once installed must be continued
on a permanent basis.
a. Job evaluation
b. Training & development
c. Recruitment
d. All of the above
68. For closure, every worker is to be compensated with ________
average pay for every year of service completed
a. 15 days
b. 20 days
c. 25 days
d. 30 days
69. The whole process of conducting a 360 - Degree Feedback
process in any Organisation could last about ________.
a. 1.5 to 3 months
b. 3-6 months
c. 6-9 months
d. 9-12 moths
70. In a re-engineering programme, when a process changes so
does the ________ of the concerned employee.
a. Designation
b. Job profile
c. Qualification
d. Job experience
71. Union leaders at different levels & at federations are elected
on ________
a. Democratic principle
b. Political considerations
c. Employers recommendation
d. Seniority basis
72. ______ is the simple act of comparison & learning for
organisational improvement
 a. Benchmarking
b. Feedback
c. Ranking
d. Job evaluation
73. _______ can be defined as a written record of the duties,
responsibilities and conditions of job.
a. Job description
b. Job profile
c. Job specification
d. None of the above
74. Under training and development plan, the form is to be
prepared in ________ form.
a. Duplicate
b. Structured
c. Detailed
d. None of the above
75. The process of analyzing jobs from which job descriptions are
developed are called________.
a. Job analysis
b. Job evaluation
c. Job enrichment
d. Job enlargement
76. 360-Degree Feedback enhances the quality of ________
decisions.
a. HR
b. Management
c. HRD
d. All of the above
77. In the Grid Seminars, stress is laid on _______.
a. Teaching
b. Professionalism
c. Training & development
d. All of the above
78. __________ involves a one to one discussion between the
participant and administrator.
a. Counselling
b. Training
c. Motivation
d. All of the above
79. ______ appraisal done separately will provide feedback on the
potential of these managers.
a. Potential
b. Managerial
c. General
d. Administrative
80. ________ system stresses on discipline and there is simplicity
in the form.
a. Merit rating
b. Point rating
c. Both (a) and (b)
81. Stephen Knauf defined HRA as "the measurement &
________ of Human organisational inputs such as recruitment,
training experience & commitment
a. Qualification
b. Accounting
c. Development
d. None of the above
82. Under ______ method, common factors to all the jobs are
identified.
a. Point
b. Merit
c. Factor comparison
d. Ranking
83. The ________ role is to ensure the deserving managers
should get appropriate opportunities for job Rotation.
a. Reviewer
b. Assessor
c. Administrator
d. Employer
84. The role of the organisation in career planning is to introduce &
strengthen systems to ensure ________ of employees
a. Career progression
b. Self-development
c. Economical development
d. Skill enhancement
85. The Job Characteristics Model is one of the most influential
attempts to___________
a. Design job with increased motivational properties
 b. Assign jobs with proper motivational properties
c. Analyse jobs with increase and proper motivation
d. Describe jobs with increase motivation for proper jobs
86. A broad statement of the purpose, scope, duties and
responsibilities of a particular job is___________
a. Job specification
b. Job description
c. Job analysis
d. Job design
87. Executive recruiters are also called___________
a. Head hunter
b. Staffer
c. Alternative staffing companies
d. Contract technical recruiters
88. Strategic management process usually consists of
______steps.
a. Four
b. Five
c. Six
d. Seven
89. Treating employees as precious human resources is the basis
of the ___________ approach
a. Hard HRM
b. Soft HRM
c. Medium HRM
d. Utilitarian approach
90. The best medium to reach a 'large audience for the process of
recruitment is___________
a. Casual applicant
b. Advertising
c. Employee referrals
d. Employment agencies
91. The most popular method of recruiting applicants to jobs
is___________
a. Radio advertisement
b. Corporate website
c. Employee referral schemes
d. Commercial job boards
92. Using a structured interviewing technique would likely achieve
all of the following except___________
 a. Increased consistency across candidates
b. Reduced subjectivity on the part of the interviewer
c. Enhanced job relatedness
d. More opportunity to explore areas as they arise during the interview
93. Recruiting is necessary to___________
a. Forecast the supply of outside candidates
b. Developing an applicant pool
c. Determine whether to use inside or outside candidates
d. Develop qualifications inventories
94. Campus Recruiting does not have the advantage
of___________
a. High intellectual capacity
b. Higher understanding of organization
c. High level of curiosity
d. High potential
95. The characteristics of human resources are ___________ in
nature
a. Homogeneous
b. Heterogeneous
c. Ductility
d. Stable
96. ___________ best defines how well a test or selection
procedure measures a person's attributes.
a. Reliability
b. Testing
c. Validity
d. Organizational constraint
97. Job Enrichment involves___________
a. Increases the amount of money employees are paid for completing an unit of work
b. Is a program through which management seeks greater productivity from worker
c. My answer (that staff is moved periodically from task to task in order to increase
d. Involves giving employees work with a greater degree of responsibility and autonomy
98. Moving employees from one job to another in a predetermined
way is called ___________
a. Job rotation
b. Job reengineering
c. Work mapping
d. Job enrichment
99. The following are some of the ways that human resources can
benefit through electronic systems, except___________
 a. Online recruiting can eliminate paperwork and speed up the hiring process
b. Online learning can slash travel costs and make training available anytime anywhere
c. Working online can reduce the resistance sometimes experienced from employees
d. Online retirement planning can help employees map out their future while reducing
questions and paperwork for HR.
100. ___________tests have proven to be particularly good
predictors for jobs that require
a. Intelligence
b. Integrity
c. Work sampling
d. Aptitude
101. Although many authors experience difficulty in
distinguishing between personnel management and HRM, it
can be argued that HRM is the elevation of personnel
management to a more ________ Level.
a. Strategic
b. Organizational
c. Operational
d. Centralized
102. HRM is more___________ whereas Personnel
Management is slightly narrow
a. Complex
b. Detailed
c. Mechanical
d. Growth-oriented
103. The term used before the language of modern HRM was
a. Labour relations
b. Personnel management
c. Industrial management
d. All of the above
104. Which of the following is not a function normally
performed by HR department?
a. Accounting
b. Recruitment and selection
c. Pay and reward
d. Employee relations
105. Which of the following statements is false?
a. Organizations are now less hierarchical in nature
b. Organization are now generally focusing upon domestic rather than international
matters
 c. Organizations have adopted more more flexible norms
d. Organization have been subject to a raft of organizational change program
106. HRM is
a. Employee oriented
b. Employer oriented
c. Legally oriented
d. None of the above
107. Scope of the HRM includes
a. Retirement and separation of employees
b. HR training and development
c. Industrial relations
d. All of the above
108. The objectives of HRM are categorized as
a. Personal objective
b. Functional objective
c. Organizational and personal objective
d. All of the above
109. The scope of HRM does not include
a. Retirement of employees
b. Manpower planning
c. Training of employees
d. Maintenance of accounts
110. The meaning of the acronym 'SHRM' is
a. Short-term human resource management
b. Strategic human resource management
c. Strategestic human resource management
d. Strategic humane resource management
111. The organization's ____ must be conducive to
productivity and quality improvement.
a. Culture
b. Development
c. Policy
d. Environment
112. College Professors are generally evaluated on the
following Work function(s)
a. Teaching
b. Service
c. Research
d. All of the above
113. In which evaluation method, the evaluator is asked to
describe the strong and weak aspects of the employee's
behavior.
a. Graphic rating scale
b. Forced choice
c. Essay evaluation
d. Management by objective
114. The following system combines the superior and self
evaluation systems?
a. Graphic rating scale
b. Forced choice
c. Essay evaluation
d. Management by objective
115. In this technique, personnel specialists and operating
managers prepare lists of statements of very effective and very
ineffective behavior for an employee.
a.

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