1. Which of the following is NOT an aim of human resource management?
a. Unitary principle
b. Knowledge management
c. Reward management
d. Human capital management
Answer: Unitary principle
2. Which of the following is not an aim of recruitment.
a. To attract a large number of candidates
b. To choose the best candidate
c. To fill vacancies quickly
d. To fill vacancies at a minimal cost
Answer: To fill vacanies quickly
3. An individual's performance on the job is primarily as a result of his or her
a. Working conditions
b. Supervision
c. Abilities, motivation and situational factors
d. Behaviour
Answer: Abilities, motivation and situational factors
4. A job - specific tests that are designed to foretell the ability of an individual to perform a specific job is know as
a. Proficiency test
b. Achievement test
c. Aptitude test
d. Knowledge test
Answer: Aptitude test
5. Which of the following is not an aim of performance management?
a. Establish a high performance culture within the organisation
b. Identify under - performing employees and help them to do better
c. Identify over - performing employees and promote them
d. Lay - off employees
Answer: Lay - off employees
6. When dealing with under - performers, the final thing to do is to
a. Identify and agree on the problem
b. Establish the reason(s) for the shortfall
c. Decide and agree on the action required
d. Monitor and provide feedback
Answer: Decide and agree on the action required
7. Which of the following is not a challenge faced by the twentieth century human resource manager?
a. change
b. workplace diversity
c. organizational politics
d. none of the above
Answer: None of the above
8. When HR managers try to manage employee engagement, their main aim is to ensure
a. flexible work hours
b. work - life balance
c. compressed work hours
d. job security
Answer: Job security
9. The section of a job description which outlines the major duties and responsibilities of a specific job is referred to as
a. job summary
b. job identification
c. working conditions
d. job duties and responsibilities
Answer: Job identification
10. In choosing a forecasting method, one needs to consider all of the following factors except
a. ability of management
b. availability of data
c. suitability and certainty
d. resources available
Answer: Ability of management
11. Data or information derived from performance assessment process is usually used for
a. administrative and developmental decisions
b. admission and developmental decisions
c. administrative and drastic decisions
d. None of the above
Answer: Administrative and developmental decisions
12. An appraisal tool that take note of examples of good or poor performance that are considered extra - ordinary is referred to as
a. graphic rating scale
b. critical incident method
c. narrative method
d. behaviourally anchored rating scale
Answer: Graphic rating scale
13. Mr. Shapiro an employee of Jonesh Company Ltd informed Mr. Pato his friend of a job vacancy in their company and Mr. Pato applied. This could be said to be an example of
a. Advertisement
b. Selection
c. External source of recruitment
d. Internal source of recruitment
Answer: External source of recruitment
14. A document that answer the question ''What human traits and experience are required to do this job effectively?'' is usually referred to as
a. job analysis
b. job specification
c. job description
d. job summary
Answer: Job specification
15. A method for collecting job analysis data which involves the examination of the specific body movements and procedural steps required to perform a particular task is know as
a. Engineering approach
b. Positions analysis questionnaire
c. Task inventory procedure
d. Critical incidents technique
Answer: Task inventory procedure
16. The first step in the job analysis process is to
a. decide how you will use the information
b. review relevant background information
c. define what job analysis is
d. actually analyze the job
Answer: decide how you will use the information
17. Which of the following is a characteristics of Human Resource Management?
a. It provides employees with the finances necessary to get their job done
b. It provides employees with the equipment necessary for the job
c. It provides employees with the raw materials needed to do their job
d. It is a central senior management driven activity
Answer: It is a central senior management driven activity
18. The major characteristics of the strategic human resource management era of the evolution of the management of human resources is the ........
a. division of labour
b. transition from service and support staff to a consultative and leadership role
c. unionization of the workplace and employee participation
d. globalization
Answer: Transition from service and support staff to a consultative and leadership role
19. The types of training are
a. On the job and off the job
b. Orientation and development
c. Apprenticeship and demonstration
d. Lectures and job rotation
Answer: On the job and off the job
20. The following are the steps involved in on the job training with the exception of
a. identify the problem
b. present the operation
c. do a tryout
d. follow - up
Answer: Identify the problem
21. Two techniques that can be used in forecasting a firm's labour demand are;
a. paired comparison and ratings
b. ratings and ranking methods
c. trend analysis and ratio analysis
d. factor point and factor comparison analysis
Answer: Trend analysis and ratio analysis
22. The following are all on the job training methods except
a. job rotation
b. lectures
c. apprenticeship
d. coaching
Answer: Lectures
23. The following are all steps in the selecting process except
a. advertisement
b. diagnostic interviews
c. employment tests
d. physical examinations
Answer: Advertisement
24. Payment of cash rewards for the work extracted from the employee is normally called,
a. direct compensation
b. indirect compensation
c. non - monetary compensation
d. none of the above
Answer: Direct compensation
25. Moving employees from one job to another in a predetermined way is called
a. job rotation
b. job engineering
c. work mapping
d. job enrichment
Answer: Job rotation
26. Which of the following terms is not associated with job analysis?
a. task
b. duty
c. position
d. competitor
Answer: Competitor
27. The final process of a job analysis is the preparation of two statements, namely,
a. job observation and job description
b. job specification and job observation
c. job description and job specification
d. none of the above
Answer: job description and job specification
28. Job analysis is a process of gathering information about the
a. job holder
b. job
c. management
d. organisation
Answer: job
29. The basic purpose of human resource planning is to
a. identify the human resource requirements
b. identify the human resource availability
c. match the HR requirements with the HR availability
d. all of the above
Answer: identify the human resource requirements
30. The process of developing an applicants' pool for job openings in an organisation is called
a. hiring
b. recruitment
c. selection
d. retention
Answer: Recruitment
31. Which of the following is not true about training?
a. it is a short - duration exercise
b. it is technical in nature
c. it is primarily for managers and executives
d. it is concerned with specific job skills
Answer: It is primarily for managers and executives
32. The process of enhancing the technical skills of workers in a short period is called ........
a. training
b. development
c. education
d. none of the above
Answer: Training
33. The process of eliminating unsuitable candidates is called ..
a. selection
b. recruitment
c. interview
d. induction
Answer: Selection
34. The purpose of an application blank is to gather information about the
a. company
b. candidate
c. questionnaire or interview schedule
d. competitors
Answer: Candidate
35. The term procurement in HR stands for
a. recruitment and selection
b. training and development
c. pay and benefits
d. health and safety
Answer: Recruitment and Selection
36. A good selection test needs to have main characteristics namely
a. reliability and validity
b. reliability and consistency
c. validity and predictability
d. validity and reality
Answer: Reliability and Validity
37. The employee training process involves 5 steps. Identify the odd one out.
a. appraise the training objectives
b. design the overall training program
c. develop the course
d. Implement training
e. evaluate the courses effectiveness
Answer: Appraise the training objectives
38. ................ is the process of describing and recording aspects of jobs and specifying the skills and other requirements necessary to perform the job.
a. job specification
b. job description
c. job analysis
d. job evaluation
Answer: Job description
39. Which of the following factors is not an external influencing factor in wages and salary administration?
a. cost of living
b. labour legislations
c. labour market conditions
d. ability to pay
Answer: Cost of living
40. Which of the following factors is not an external influencing factor in wages and salary administration?
a. capacity of the organisation to pay
b. corporate policies and philosophy
c. performance evaluation report
d. none of the above
Answer: Capacity of the organisation to pay
41. The forecasting based on the subjective views of the managers on the HR requirements of an organisation is known as
a. normal group technique
b. delphi technique
c. managerial judgment
d. work study technique
Answer: Delphi technique
42. In what type of analysis are corporate goals and plans compared with the existing manpower inventory to determine the training needs?
a. organisational analysis
b. operation analysis
c. individual analysis
d. none of the above
Answer: Organisational analysis
43. Training concentrates on
a. coaching the members of an organisation how to perform effectively in their current jobs
b. expansion of the knowledge and skills of the members of an organisation
c. preparing the employees to take on new responsibilities
d. none of the above
Answer: Preparing the employees to take on new responsibilities
44. ................ method creates a situation that is as far as possible a replica of the real situation for imparting training.
a. the programmed learning
b. the simulation
c. the case study
d. the lecture
Answer: The case study
45. Training need analysis takes place during which phase of the training process?
a. deciding what to teach
b. deciding how to maximize participant learning
c. choosing appropriate instructional methods
d. determining whether training programmes are effective
Answer: Deciding what to teach
46. The evaluation method that requires the supervisors to keep a written record of positive and negative work related actions of the employees is called
a. critical incident method
b. essay method
c. work standard method
d. field review method
Answer: essay method
47. Performance evaluation can be defined as a process of evaluating
a. past performance
b. present performance
c. future performance
d. past and present performance
Answer: Past and present performance
48. Which of the following orders is followed in a typical selection process?
a. Test and or interview, application form, reference check and physical examination
b. Application form, test and/or interview, reference check and physical examination
c. Reference check, application form, test and/or interview and physical examination
d. Physical examination, test and/or interview, application form and reference check
Answer: Application form, test and/or interview, reference check and physical examination
49. ............ is the art of procuring, developing and maintaining competent workforce to achieve the goals of the organisation.
a. Human resource management
b. Human resource development
c. Human resource projection
d. Human resource acquisition
Answer: Human resource management
50. According to ............, ,Human Resource Management as a strategic and coherent approach to the management of an organizations most valued assets — the people working there who individually and collectively contribute to the achievement of its objectives.
a. Dessler, (2011)
b. Armstrong (2009)
c. Fisher et. al. (2006)
d. Mathis & Jackson (2015)
Answer: Armstrong (2009)
51. ................ is any process or practice of creating, acquiring, capturing, sharing and using knowledge, wherever it resides, to enhance learning and performance in organizations (Scarborough et al, 1999)
a. reward management
b. knowledge management
c. employee relation
d. meet diverse needs
Answer: Knowledge management
52. ............... replies that HR also has a role to help organisational members to go through various activities to systematically implement change. They are responsible for getting organizations members ready for change as well as help them go through the change successfully
a. policy formulator role
b. service provider role
c. facilitator role
d. audit role
Answer: Facilitator role
53. This requires organizations to move people, ideas, products and information around the world to meet local needs
a. Globalization
b. Change in policies
c. Technology
d. Increased workplace diversity
Answer: Globalization
54. Human resource planning addresses human resource needs both in .......... and ........... terms, which means answering two basic questions.
a. quantitative and qualitative
b. Internal Supply and External Supply
c. Deficit and Surplus
d. None of the above
Answer: Quantitative and Qualitative
55. Various methods could be used gather information necessary for HR planning except
a. Interviews
b. Questionnaires
c. Observations
d. All of the above
Answer: All of the above
56. Assessing in broad terms where the organization is going in its environment and the implications for human resource requirements is known as
a. Business strategic plans
b. Current human resources
c. Labour turnover
d. Scenario planning
Answer: Scenario planning
57. ............. is the process of estimating the future numbers of people required and the likely skills and competence they will need.
a. supply forecasting
b. ratio forecasting
c. demand forecasting
d. none of the above
Answer: Demand forecasting
58. ............ should summarize the fundamental nature of the job, and include only its major functions or activities.
a. Job Identification
b. Relationships
c. Responsibilities and Duties
d. Job Summary
Answer: Job summary
59. A written statement of what the worker actually does, how he or she does it, and what the jobs working conditions are is termed .........
a. Working conditions
b. Standards of performance
c. Job identification
d. job description
Answer: Job description
60. The process of matching individuals skills, knowledge, abilities and personality to a job is called
a. employee placement
b. orientation
c. training
d. development
Answer: Employee placement
