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MCQOPTIONS
This section includes 1531 Mcqs, each offering curated multiple-choice questions to sharpen your General Management knowledge and support exam preparation. Choose a topic below to get started.
| 1451. |
Creating an environment that facilitates a continuous and. Two-way exchange of information between the superiors and the subordinates is the core of |
| A. | High involvement management model |
| B. | Low commitment management model |
| C. | High performance management model |
| D. | Low performance Management model |
| Answer» B. Low commitment management model | |
| 1452. |
The biggest problem facing e-HR is the |
| A. | rarity of HR |
| B. | diversity of HR |
| C. | security of HR data |
| D. | substitutability of HR |
| Answer» D. substitutability of HR | |
| 1453. |
Why do companies use external job searches instead of internal searches? |
| A. | Legal requirements |
| B. | It is less expensive |
| C. | Companies can add new talent, new ideas to the organization |
| D. | Orientation time is reduced |
| Answer» D. Orientation time is reduced | |
| 1454. |
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 |
| Answer» D. Job design | |
| 1455. |
The most popular method of recruiting applicants to jobs is___________ |
| A. | Radio and TV advertisement |
| B. | Corporate website |
| C. | Employee referral schemes |
| D. | Commercial job boards |
| Answer» C. Employee referral schemes | |
| 1456. |
___________ Best. Defines how. Well a test or selection procedure measures a person's attributes. |
| A. | Reliability |
| B. | Testing |
| C. | Validity |
| D. | Organizational constraint |
| Answer» D. Organizational constraint | |
| 1457. |
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. | organisational |
| C. | operational |
| D. | centralized |
| Answer» C. operational | |
| 1458. |
HRM is |
| A. | Employee oriented |
| B. | Employer oriented |
| C. | Legally oriented |
| D. | None of the above |
| Answer» B. Employer oriented | |
| 1459. |
Union leaders at different levels & at federations are elected on ________ |
| A. | democratic principle |
| B. | political considerations |
| C. | employer?s recommendation |
| D. | seniority basis |
| Answer» B. political considerations | |
| 1460. |
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 |
| Answer» E. | |
| 1461. |
______ 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 |
| Answer» D. None of the above | |
| 1462. |
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 |
| Answer» C. Policy | |
| 1463. |
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 |
| Answer» B. Handling people | |
| 1464. |
360-Degree Feedback enhances the quality of ________ decisions. |
| A. | HR |
| B. | Management |
| C. | HRD |
| D. | All of the above |
| Answer» E. | |
| 1465. |
HRM is___________ |
| A. | A staff functions |
| B. | A line function |
| C. | A staff function, line function and accounting function |
| D. | All of the above |
| Answer» B. A line function | |
| 1466. |
Behavioral factors affecting job design are |
| A. | Autonomy |
| B. | Diversity |
| C. | Feedback |
| D. | All of the above |
| Answer» E. | |
| 1467. |
The organization's ____ must be conducive to productivity and quality improvement. |
| A. | Culture |
| B. | Development |
| C. | Policy |
| D. | Environment |
| Answer» B. Development | |
| 1468. |
The unstructured interview |
| A. | Infrequently conducted |
| B. | Typically is unbiased |
| C. | Typically is related to future |
| D. | Typically biased job performance |
| Answer» E. | |
| 1469. |
The statement which best describes the function of Human Resources Planning is |
| A. | An integrated set of processes, programs and systems in an Organisation that focuses on maximizing employee contribution in order to achieve Organisational success |
| B. | The' process of ensuring that people required running the company are being used as effectively as possible especially in fulfilling developmental needs in order to accomplish the organisation's goals |
| C. | The formal process of familiarizing new employees with the Organisation, new job, work units and culture values, beliefs and accepted behavior. |
| D. | The process of effectively and efficiently managing your assets. |
| Answer» C. The formal process of familiarizing new employees with the Organisation, new job, work units and culture values, beliefs and accepted behavior. | |
| 1470. |
E-operations cover Web based initiatives that |
| A. | improve the marketing of existing products |
| B. | improve the creation of existing products |
| C. | improve ways to address an identified set of customer needs |
| D. | improve the selling process |
| Answer» D. improve the selling process | |
| 1471. |
Human resource management is the formal part of an organisation responsible for all of the following aspects of the management of human resources except |
| A. | systems, processes, and procedures |
| B. | policy making, implementation, and enforcement |
| C. | strategy development and analysis |
| D. | management of the Organisation's finances |
| Answer» E. | |
| 1472. |
The mental process to interpret environment as' per one's own understanding is known as: |
| A. | Perception |
| B. | Attitude |
| C. | Personality |
| D. | Ability |
| Answer» B. Attitude | |
| 1473. |
Why does the Resource-based view of SHRM represent a paradigm shift in SHRM thinking? |
| A. | Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage |
| B. | Because it advocates tight vertical integration between the organisation's business strategy and human resource strategy. |
| C. | Because it relies on a set of high-commitment HR practices to deliver sustainable competitive advantage. |
| D. | Because it focuses on the external context of the business |
| Answer» B. Because it advocates tight vertical integration between the organisation's business strategy and human resource strategy. | |
| 1474. |
How can high potential employees be developed for future positions? |
| A. | internal training |
| B. | Increasing pal skill |
| C. | Managing employee |
| D. | Allowing them to do further studies |
| Answer» B. Increasing pal skill | |
| 1475. |
Which of the following is not an advantage of using a private employment agency? |
| A. | it may be faster than in-house recruiting |
| B. | it does not require internal recruitment specialists |
| C. | screening may not be as thorough |
| D. | it may be better for attracting minority candidates |
| Answer» D. it may be better for attracting minority candidates | |
| 1476. |
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures is best define by |
| A. | Job sampling |
| B. | Reliability |
| C. | Validity |
| D. | Organisational culture |
| Answer» C. Validity | |
| 1477. |
The HR policy which is based on the philosophy of the utmost good for the greatest number of people is covered under the |
| A. | utilitarian approach |
| B. | approach based on rights |
| C. | approach based on justice |
| D. | configurational approach |
| Answer» B. approach based on rights | |
| 1478. |
The process of grouping of similar types of works together is known as |
| A. | Job classification |
| B. | Job design |
| C. | Job evaluation |
| D. | Job description |
| Answer» B. Job design | |
| 1479. |
HR Department maintains records |
| A. | Employee |
| B. | Sales |
| C. | Production |
| D. | Inventory |
| Answer» B. Sales | |
| 1480. |
How often HR planning process is implemented within an Organisation? |
| A. | Continuously |
| B. | Annually |
| C. | Bi-annually |
| D. | Quarterly |
| Answer» B. Annually | |
| 1481. |
The last step in the e-selection process is |
| A. | consider how the various new stakeholders and clients will use the system |
| B. | train the employees that will be responsible for the administration of the process |
| C. | draw-up a flow chart of the current assessment process |
| D. | draft the desired flow process that will result from the E-selection process |
| Answer» C. draw-up a flow chart of the current assessment process | |
| 1482. |
What are the ideas underpinning 'soft, commitment' or high - Road HRM practices? |
| A. | Labour needs to be treated as assets to be invested in. |
| B. | Employees are a cost which should be minimized. |
| C. | A lack of mutuality existing between employee and employer |
| D. | A disregard for unlocking discretionary effort |
| Answer» C. A lack of mutuality existing between employee and employer | |
| 1483. |
The thorough & detailed study regarding jobs within an Organisation is represented by; |
| A. | Job analysis |
| B. | Job description |
| C. | Job specification |
| D. | Job evaluation |
| Answer» B. Job description | |
| 1484. |
What is meant by the term 'management by objectives'? |
| A. | A. System of giving the authority to carry out certain jobs by those lower down the management hierarchy |
| B. | The system of management that is based on bringing together experts into a team |
| C. | The setting of objectives to bring about the achievement of the corporate goals |
| D. | The control of the Organisation by those in the 'head office' |
| Answer» D. The control of the Organisation by those in the 'head office' | |
| 1485. |
The advantage of external recruiting is that |
| A. | They ensure consistency from opening to closing |
| B. | They are useful for companies too small to have dedicated recruiters |
| C. | They are very inexpensive |
| D. | Time Consuming |
| Answer» C. They are very inexpensive | |
| 1486. |
A list of the duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities of a job as a product of a job analysis is |
| A. | Job enlargement |
| B. | Job design |
| C. | Job description |
| D. | Job enlistment |
| Answer» D. Job enlistment | |
| 1487. |
Selection is |
| A. | Subjective |
| B. | Objective |
| C. | Normative |
| D. | Positive |
| Answer» D. Positive | |
| 1488. |
Low absenteeism and turnover is the outcome of which of the following core dimensions described by the Job Characteristics Model |
| A. | Autonomy |
| B. | Feedback |
| C. | Task Identity |
| D. | Task Significance |
| Answer» E. | |
| 1489. |
A general statement or understanding which provides guidelines for decision-making to H.R. managers in respect of various H.R. functions and activities is known as |
| A. | H.R. Vision statement |
| B. | H.R. Philosophy |
| C. | H.R. Mission statement |
| D. | H.R. Policy |
| Answer» B. H.R. Philosophy | |
| 1490. |
When effort to earn additional income through a second job does not bear fruit, such type of efforts & the consequent results may be called as |
| A. | Red moon lighting |
| B. | Blue moon lighting |
| C. | Yellow moon lighting |
| D. | Silver moon lighting |
| Answer» C. Yellow moon lighting | |
| 1491. |
During which of the following stage, the firm identifies and confirms the overall business direction |
| A. | Clarification |
| B. | Monitoring |
| C. | Assessment |
| D. | Design |
| Answer» B. Monitoring | |
| 1492. |
The process of developing the applicant's pool for job openings in an organization is called |
| A. | Hiring |
| B. | Recruitment |
| C. | Selection |
| D. | Retention |
| Answer» D. Retention | |
| 1493. |
For forecasting the demand for manpower, the important techniques used are |
| A. | Delphi Techniques |
| B. | Statistical Techniques |
| C. | Work Study Techniques |
| D. | All of the above |
| Answer» E. | |
| 1494. |
________ issues tend to be well disguised. |
| A. | Political |
| B. | Territorial |
| C. | Social |
| D. | Economical |
| Answer» C. Social | |
| 1495. |
The process which is continuous and stops only when the organisation ceases to exist |
| A. | Training |
| B. | Job evaluation |
| C. | Hiring |
| D. | All of the above |
| Answer» D. All of the above | |
| 1496. |
The Ranking method is best suited for |
| A. | Complex organizations |
| B. | Large organizations |
| C. | Small organizations |
| D. | Any of the above |
| Answer» D. Any of the above | |
| 1497. |
The following technique is used to evaluate an employee individually. |
| A. | Graphic scale rating |
| B. | Ranking |
| C. | Paired comparison |
| D. | Forced distribution |
| Answer» B. Ranking | |
| 1498. |
Basis of Job Evaluation is |
| A. | Job design |
| B. | Job ranking |
| C. | Job analysis |
| D. | Any of the above |
| Answer» D. Any of the above | |
| 1499. |
In this technique, personnel specialists and operating managers prepare lists of statements of very effective and very ineffective behavior for an employee. |
| A. | Critical incident technique |
| B. | Forced choice |
| C. | Essay evaluation |
| D. | Management by Objective |
| Answer» B. Forced choice | |
| 1500. |
The following are the factors which come under ? Work planning? that is component systems of HRD |
| A. | Contextual analysis |
| B. | Role analysis |
| C. | Performance appraisal |
| D. | All of the above |
| Answer» E. | |