MCQOPTIONS
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MCQOPTIONS
This section includes 62 Mcqs, each offering curated multiple-choice questions to sharpen your Bachelor of Business Administration in Human Resource Management (BBA HRM) knowledge and support exam preparation. Choose a topic below to get started.
| 1. |
Procedures provide for an important element of consistency in managerial? |
| A. | Direction |
| B. | Strategy |
| C. | Recruitment |
| D. | Decision-making |
| Answer» E. | |
| 2. |
Human resource management is normally in nature |
| A. | Proactive |
| B. | Reactive |
| C. | Combative |
| D. | none of the above |
| Answer» B. Reactive | |
| 3. |
The human resource management functions aim at |
| A. | ensuring that the human resources possess adequate capital, tool, equipment and material to perform the job successfully |
| B. | helping the organisation deal with its employees in different stages. of employment |
| C. | improving an organisation's creditworthiness among financial institutions |
| D. | none of the above |
| Answer» C. improving an organisation's creditworthiness among financial institutions | |
| 4. |
Which of the 'following aptly describes the role of line managers and staff advisors, namely HR professionals? |
| A. | Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes. |
| B. | Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes. |
| C. | Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR. |
| D. | Line managers alone are responsible for developinq, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR. |
| Answer» B. Line managers are concerned more about developing HR programmes whereas staff advisors are more involved in implementing such programmes. | |
| 5. |
organisation relies on the following sources of capital |
| A. | cultural, human and system capital |
| B. | social, cultural and human capital |
| C. | cultural, human and source capital |
| D. | none of the above |
| Answer» C. cultural, human and source capital | |
| 6. |
The balanced scorecard proposes that organisational success depends on: |
| A. | a focus on only the internal environment of the organization |
| B. | a constantly changing external environment |
| C. | the belief that it is impossible to take a rationalist view of the organisation to make optimal choices |
| D. | an ability to develop a complete list of cause and effect relationships driving a firm's success |
| Answer» E. | |
| 7. |
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. | strategy development and analysis |
| B. | systems, processes, and procedures |
| C. | policy making, implementation, and enforcement |
| D. | management of the organisation's finances |
| Answer» E. | |
| 8. |
Strategic human resource management involves: |
| A. | planning, foresight and analytical decision making |
| B. | setting employment standards and policies |
| C. | linking human resources with strategic objectives to improve performance |
| D. | all of the above |
| Answer» E. | |
| 9. |
Kochan and Barocci's (1985) model of HRM has three elements. These elements are: |
| A. | the external environment, the internal environment and human resource management |
| B. | HRM/lR system effectiveness, the external environment and the internal environment |
| C. | human resource management, the internal environment and HRM/lR system effectiveness . |
| D. | the external environment, human resource management and HRM/lR system effectiveness |
| Answer» E. | |
| 10. |
The critical role of the SHRM Application Tool is to: |
| A. | develop a better strategic management process to deal with the dynamic changing environment today's organisations face |
| B. | identify if the organisation has enough staff, if the staff need training, if the compensation practices are appropriate, and if jobs are designed correctly |
| C. | identify and assess a narrow group of actions and plan how the organisation can overcome resistance to change |
| D. | outline techniques, frameworks, and six steps that must be followed to effectively implement change in an organization |
| Answer» B. identify if the organisation has enough staff, if the staff need training, if the compensation practices are appropriate, and if jobs are designed correctly | |
| 11. |
Which consulting company is associated with the concept of talent management? |
| A. | Price Waterhouse Coopers |
| B. | Boston Consulting Group |
| C. | Deloitte |
| D. | McKinsey |
| Answer» E. | |
| 12. |
What are the ideas underpinning 'soft', 'e commitment', or 'high-road' HRM practices? |
| A. | Labour needs to be treated as an asset to be invested in |
| B. | Employees are a cost which should be minimized |
| C. | A lack of mutuality existing between employer and employee |
| D. | A disregard for unlocking discretionary effort |
| Answer» B. Employees are a cost which should be minimized | |
| 13. |
The term 'emotional labour' is associated with which author? |
| A. | Arlie Hochschild |
| B. | Stephen Fineman |
| C. | David Sims |
| D. | Yiannis Gabriel |
| Answer» B. Stephen Fineman | |
| 14. |
What kinds of practices outlined below are typically associated with non-standard working and flexibility? |
| A. | 9-5 working hours |
| B. | The reduction in distinctions between standard and unsocial hours or standard and extra hours |
| C. | Premium rates for unsocial hours |
| D. | The voluntary agreement of unsocial hours working |
| Answer» C. Premium rates for unsocial hours | |
| 15. |
One of the components of corporate level strategy is: |
| A. | growth strategy' |
| B. | portfolio strategy |
| C. | parenting strategy |
| D. | all of the above |
| Answer» E. | |
| 16. |
Which of the following is not a recruitment technique? |
| A. | Interviews |
| B. | performance appraisal |
| C. | psychometric testing |
| D. | ability tests |
| Answer» C. psychometric testing | |
| 17. |
Which of the following would not form part of a flexible reward package? |
| A. | ability to 'buy and sell' leave days |
| B. | non-pay items such as child care vouchers |
| C. | cafeteria benefits |
| D. | performance-related pay |
| Answer» E. | |
| 18. |
The focus of Human Resource Management revolves around" |
| A. | Machine |
| B. | Motivation |
| C. | Money |
| D. | Men |
| Answer» E. | |
| 19. |
Demand for human resources and management is created by |
| A. | Expansion of industry |
| B. | Shortage of labor |
| C. | Abundance of capital |
| D. | Consumer preferences |
| Answer» B. Shortage of labor | |
| 20. |
Quality goals require alignment with: |
| A. | Production |
| B. | Human Resources |
| C. | Finance |
| D. | Purchase |
| Answer» C. Finance | |
| 21. |
Management function arises as a result of: |
| A. | Consumer preferences |
| B. | Abundance of capital |
| C. | Expansion of industry |
| D. | Shortage of labour |
| Answer» E. | |
| 22. |
Human Resource Management is primarily concerned with: |
| A. | Sales |
| B. | Dimensions of people |
| C. | External environment |
| D. | Cost discipline |
| Answer» C. External environment | |
| 23. |
Human Resource Management aims to maximise employees as well as organisational |
| A. | Effectiveness |
| B. | Economy |
| C. | Efficiency |
| D. | Performativity |
| Answer» B. Economy | |
| 24. |
The difference between human resource management and personnel management is: |
| A. | Insignificant |
| B. | Marginal |
| C. | Narrow |
| D. | Wide |
| Answer» E. | |
| 25. |
Identify which one is an added specific goal of human resource management: |
| A. | Retraining |
| B. | Learning |
| C. | Unlearning |
| D. | Separating |
| Answer» B. Learning | |
| 26. |
Human resource management helps improve |
| A. | Production |
| B. | Productivity |
| C. | Profits |
| D. | Power |
| Answer» C. Profits | |
| 27. |
Identify the top most goal of human resource management? |
| A. | Legal compliance |
| B. | Competitive edge |
| C. | Work force adaptability |
| D. | Productivity |
| Answer» E. | |
| 28. |
Responding to employees and involving them in decision making is referred to as: |
| A. | Quality of work life |
| B. | Autonomy |
| C. | Empowerment |
| D. | Preaction |
| Answer» B. Autonomy | |
| 29. |
The main challenge for modern organisations is: |
| A. | To remain ahead of the talent developments in the market |
| B. | To retain the talent they have to realise that talented people are the real wealth of the organisation |
| C. | To find ways to poach talent wherever they can find it |
| D. | none of the above |
| Answer» C. To find ways to poach talent wherever they can find it | |
| 30. |
Key factors in skills development and talent management are: |
| A. | A broad definition of talent to ensure inclusivity and |
| B. | Finding a balance between staff development and making staff more employable |
| C. | Compliance with the EE Act |
| D. | Both (a) and (b) |
| Answer» E. | |
| 31. |
Most organisations for Talent Management |
| A. | Will have the same skills requirements for jobs in the future as jobs do not change much |
| B. | Experience a more disengaging workforce who are less loyal |
| C. | Are effective in measuring performance and productivity |
| D. | Have effective and pro-active talent management strategies |
| Answer» C. Are effective in measuring performance and productivity | |
| 32. |
Trends in Talent Management include: |
| A. | An increase in post-high school training and education in the future |
| B. | Management and leadership skills are seen as most valuable to modern and competitive organisations |
| C. | Teaching jobs are very difficult to fill |
| D. | all of the above |
| Answer» E. | |
| 33. |
Which of the stages below are part of the Systematic Training Cycle? |
| A. | Analyse operating conditions |
| B. | Design training |
| C. | Deliver on time |
| D. | Evaluate customer feedback |
| Answer» C. Deliver on time | |
| 34. |
Why has the bureaucratic form of organisation been fundamentally questioned? |
| A. | The pressures of globalisation have rendered it unsuitable. |
| B. | Organisations are experiencing acute pressure to change and pursue innovation as a means of securing business growth. |
| C. | Organisations have grown so large that it is almost impossible to create an effective bureaucracy to manage them. |
| D. | Information Technology has made it redundant. |
| Answer» C. Organisations have grown so large that it is almost impossible to create an effective bureaucracy to manage them. | |
| 35. |
What is the main disadvantage of off-the-job learning? |
| A. | It isn't always directly related to real organisational issues and needs |
| B. | The time needed to set up |
| C. | Accessibility for those training |
| D. | Long term costs |
| Answer» B. The time needed to set up | |
| 36. |
Selection is concerned with: |
| A. | The activity to select a suitable pool of candidates. |
| B. | Always being stimulated by the departure of an employee. |
| C. | Always ascertaining a candidate's personality to ensure a suitable fit. |
| D. | Applying appropriate techniques and methods to select a candidate. |
| Answer» E. | |
| 37. |
What do rational processes to recruitment and selection typically ignore? |
| A. | Labour market demand |
| B. | Wages |
| C. | The time it takes to get to work |
| D. | The use of power and micropolitics by managers |
| Answer» E. | |
| 38. |
Which selection method remains the most used by organisations? |
| A. | Interviews |
| B. | Ability tests |
| C. | References |
| D. | A trial period |
| Answer» B. Ability tests | |
| 39. |
Which of the below is a form of interview used in candidate selection? |
| A. | The appraisal interview |
| B. | The competency based interview |
| C. | The disciplinary interview |
| D. | The return to work interview |
| Answer» C. The disciplinary interview | |
| 40. |
Which items below are' forms of perceptual errors made during the selection process? |
| A. | Like-me judgements |
| B. | A candidate's time-keeping |
| C. | The interview setting |
| D. | The time of day |
| Answer» B. A candidate's time-keeping | |
| 41. |
According to the Leitch Review of Skills (2006), the ability of firms to succeed in the face of growing international competition depends increasingly on; |
| A. | Work culture |
| B. | Relaxed legal system |
| C. | Good infrastructure |
| D. | Skilled labour |
| Answer» E. | |
| 42. |
Chase's study (1997) identified what issue as being the biggest obstacle to creating a knowledgecreating company? |
| A. | Limited resources for training and development |
| B. | Organisational culture |
| C. | Failure of management |
| D. | Inability to access learning material |
| Answer» C. Failure of management | |
| 43. |
A cultural view of learning considers the values and norms of communities through: |
| A. | Myths, legends and proverbs |
| B. | Music, song and dance |
| C. | Rituals, language and religion |
| D. | Talk, practices and stories |
| Answer» E. | |
| 44. |
The interview is used as a method for determining: |
| A. | The personality of the candidate |
| B. | The degree of fit between the applicant and the demands of the job. |
| C. | His/her age. |
| D. | Physical attributes |
| Answer» C. His/her age. | |
| 45. |
Which is the most popular method of recruiting applicants to jobs? |
| A. | Radio and TV advertisement |
| B. | Corporate website |
| C. | Employee referral schemes |
| D. | Commercial job boards |
| Answer» C. Employee referral schemes | |
| 46. |
The most pertinent criticism of the empowerment concept concerns |
| A. | the balance between customers' wishes and efficiency. |
| B. | the limited evidence for any shift towards a substantially .more empowered workforce. |
| C. | the over-empowerment of employees |
| D. | the limited theorising of the concept. |
| Answer» C. the over-empowerment of employees | |
| 47. |
What is the most common form of organisational intervention designed to improve employee wellbeing? |
| A. | Secondary and tertiary |
| B. | Primary |
| C. | Variable |
| D. | Best-fit |
| Answer» B. Primary | |
| 48. |
Benefits of Talent Management include: |
| A. | A reduction in the recruitment cycle |
| B. | Creating a competitive advantage |
| C. | Improved client relations and retention |
| D. | (b) and (c) |
| Answer» E. | |
| 49. |
Which of the following is NOT a common criticism of using personality tests in selection? |
| A. | Good performers in the same job may have different personalities |
| B. | There are no reliable instruments with which to assess personality |
| C. | An individual's personalitycan vary with circumstances |
| D. | Candidates can fake the answers, so giving a misleading impression |
| Answer» C. An individual's personalitycan vary with circumstances | |
| 50. |
Which of the following techniques are not connected with human resource planning? |
| A. | succession planning |
| B. | management of change |
| C. | simple linear regression |
| D. | Markov matrix analysis |
| Answer» C. simple linear regression | |