This study material will be issued from Pondicherry University

Practice Sheet for MCQ question on human resource management

UNIT 1
1. HRM aims to maximize employees’ as well as organizations’
A. Effectiveness
B. Economy
C. Efficiency
D. Performativity
2. The difference between HRM and Personnel Management is: -
A. Insignificant
B. Marginal
C. Narrow
D. Wide
3. Who takes an active role on HRM?
A. CEOs
B. Employees
C. HR Staff
D. Senior Manager
4. 1970s represent the evolution of new discipline under the name of _____.
A. Personnel management
B. HRM
C. Industrial sociology
D. Organizational sociology
5. HRM function does not involve: -
A. Recruitment
B. Selection
C. Cost Control
D. Training
6. A statement about the values of employees to the firm that in turn shapes HR policy
contents is called: -
A. HR programs
B. HR strategy
C. HR philosophy
D. HR function
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7. Which one is the first step in any human resource program?

A. Selection
B. Planning
C. Training
D. Appraising
8. The ______ approach is based on the belief that employees have certain inalienable rights
as human beings and it’s the duty of the employer to protect these rights.
A. Paternalistic
B. Behavioral
C. Humanitarian
D. None of the above
9. _________ employees make companies more competitive.
A. Motivated
B. Empowered
C. Qualified
D. Skilled
10. Which of the following is/are the development function of HRM? -
A. Training and Executive Development
B. Career Planning & Development
C. Performance and Potential Appraisal
D. All of the above
11. ______ is any process that provides greater authority the sharing of relevant information
and the provision of control over factors affecting job performance.
A. Collective Bargaining
B. Empowerment
C. Participation
D. None of the above
12. Which of the following Procurement function of HRM?
A. Job analysis
B. HRP
C. Placement
D. All of the above
13. Several ways in which HR activities can be done or practiced may be termed as: -

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A. HR Practices
B. HR Planning
C. HR Department
D. HR Roles
14. Employees given authority to make decisions and take actions become
A. Satisfied
B. Empowered
C. Managers
D. Committed
15. HR managers are generally the _______________ managers:
A. Line
B. Middle
C. Staff
D. Top
UNIT 2
1. How often HR planning process is implemented within an organization?
A. Continuously
B. Annually
C. Bi-annually
D. Quarterly
2. Which activities are not associated with human resource planning?
A. Forward planning
B. Scenario planning
C. Time keeping
D. Succession planning
3. Job Analysis process is: -
A. Mostly informal
B. Specialized
C. Highly formal
D. Mostly technical
4. Why is job analysis so infused with organizational politics? Is it:
A. The process which could lead to contraction of employees in a department and
therefore diminishing its power base.

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B. A result of interdepartmental rivalry.

C. Because it is not an objective activity.
D. The process through which companies try to shed labour.
5. Reasonable balance between demand and supply of labor is necessary in:
A. Manpower planning
B. Job Description
C. Recruitment
D. Job Analysis
6. Which of the following is not involved in manpower planning?
A. Analysis of requirements
B. Intuitive judgement
C. Forecast
D. Course of action
7. Forecast requirements, besides demand, essentially take into account
A. Processes
B. Consumers
C. Supply of labor
D. Products
8. Statement describing the values, objectives and goal of HR department is called ____
A. HR vision
B. HR strategy
C. HR mission
D. HR design
9. Method of data collection to back up a forecast of personnel needs ____
A. Intrusion Prevention System (IPS)
B. intrusion detection prevention system (IDPS)
C. Patent Electronic System Verification (PAIR)
D. Human Resource Information System (HRIS)
10. ______________ is the application form to be filled by the candidate when he goes for
recruitment process in the organisation.
A. Job application
B. Formal application
C. Application blank

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D. None of the above

11. _______________ is a selection test which judges the emotional ability which will help
to judge work in group
A. Personality test
B. Intelligence Test
C. Mental Ability Test
12. That which adds more of the same type of duties requiring same skills is: -
A. Job progression
B. Job enrichment
C. Job enlargement
D. Job relatedness
13. Intelligence and memory of a person constitute______ characteristics: -
A. Psychological
B. Physical
C. Mental
D. Personal
14. The use of process criteria in job selection means that the individual is being assessed on
_____.
A. The number of tasks they can process simultaneously.
B. A methodological approach to task completion.
C. How many tasks can be processed in a set amount of time.
D. The right way to complete a task successfully.
15. Which of the following is a stated outcome of 'Job Analysis'?
A. Job description
B. Job spécification
C. Job évaluation
D. All of the given options
UNIT 3
1. Which of the following comprise the compensation function of HRM?
A. Job evaluation
B. Wage and salary Administration
C. Bonus
D. All of the above

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2. ______ may be defined as sequence of separate, but related work activities providing for
continuity, order and meaning in a person’s life.
A. Occupation
B. Job
C. Career
D. Task
3. Career planning involves determination of path of movement of an individual over-time
A. Lateral
B. Upward
C. Downward
D. Stationary
4. Job Evaluation helps in assessing
A. Number of employees to be hired
B. Relative value of various jobs
C. Performance
D. Safety
5. Which of the following is a Quantitative method of Job Evaluation?
A. Job Comparison
B. Job Classification
C. Factor Comparison
D. None of the above
6. Which of the following is not a method of on-the-job training?
A. Supervision
B. Job instruction
C. Role play
D. Job rotation
7. Intrinsic Rewards exclude:
A. Stock Options
B. Participation in decision making
C. More Responsibility
D. Interesting work
8. Attracting, motivating and retaining are the functions of:
A. Training

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B. Performance Appraisal
C. T & D
D. Compensation
9. Remuneration includes:
A. Gifts
B. Transfers
C. Training
D. Bonus
10. Which of the following is an OJT method?
A. Apprenticeship training
B. Vestibule training
C. Committee assignments
D. Classroom training
11. The ________ programme once installed must be continued on a long-term basis.
A. Job evaluation
B. Training & Development
C. Recruitment
D. All of the above
12. The following factor would be relatively low if supply of labour is higher than demand.
A. production
B. labour cost
C. wage
D. all of the above
13. Compensation is a systematic approach to providing monetary value to employees in
exchange for ___________________________
A. Skills
B. Knowledge
C. Work performed
D. damages held
14. Performance development plan is set for the employee by:
A. Employer
B. Department Head
C. Immediate boss

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D. Any of the above

15. The purpose of Job Evaluation is to determine
A. Worth of a job in relation to other jobs
B. Time duration of a job
C. Expenses incurred to make a job
D. None of the above
UNIT 4
1. _______is an entire exercise done under the trainer who observes the employee behavior
and then discusses it with the rater who finally evaluates the employee’s performance.
A. Comparison method
B. BARS
C. Assessment Center
D. 360 degrees
2. _________________ method is used to have a detailed evaluation of an employee from
all the perspectives.
A. BARS
B. Assessment Center
C. MBO
D. 360-degree Performance Appraisal
3. Which of the following is not a Performance Appraisal Biases?
A. Halo effect
B. Central Tendency
C. Personal Biases
D. Wrong survey
4. “If a worker has few absences, his supervisor might give him a high rating in all other
areas of work” this is an example of ________________ bias in Performance Appraisal:
A. Halo effect
B. Central Tendency
C. Personal Biases
D. Stereo Typing
5. “He is not formally dressed up in the office. He may be casual at work too!”. This is an
example of ________________ bias in Performance Appraisal
A. Halo effect

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B. Central Tendency
C. Horn effect
D. Stereo Typing
6. First Impression in a performance appraisal bias denotes ____________________
A. Halo effect
B. Primacy effect
C. Horn effect
D. Stereo Typing
7. “A professor, with a view to play it safe, might give a class grade near the equal to B,
regardless of the differences in individual performances”. This is an example of
________________ bias in Performance Appraisal
(A)Halo effect
(B)Central Tendency
(C) Horn effect
(D)Stereo Typing
8. “The person who was a good performer in distant past is assured to be okay at present
also”. This is an example of ________________ bias in Performance Appraisal
A. Halo effect
B. Central Tendency
C. Horn effect
D. Spillover effect
9. _____________________ evaluates whether human resource programs being
implemented in the organization have been effective.
A. Performance appraisal
B. Feedback
C. Survey
D. Exit interviews
10. The actual performance of an individual is measured in terms of its ________________
A. Input and output
B. Efficiency and effectiveness
C. Returns to the organisation
D. Business earned by him
11. This step of performance appraisal process finds out reasons of the deviation occurred in

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actual performance
A. Fixing standards
B. Measuring actual performance
C. Communication of standards
D. Discuss Appraisal with The Employee
12. The corrective actions in Performance include
A. Correct Deviations
B. Change Standards
C. Neither a nor b
D. Both a & b
13. Administrative use of performance appraisal does not include
A. Feedback to employees’
B. supervision
C. Training
D. Transfer
14. The rater is forced to answer the ready-made statements as given in the blocks of two or
more, about the employees in terms of true or false. This method of performance
appraisal is known as:
A. Forced distribution
B. Rating scale
C. Forced choice
D. Checklist
15. Industrial relations cover the following area(s)
A. Collective bargaining
B. Labour legislation
C. Industrial relations training
D. All of the above

Q1. Human Resource departments are______________

(a) line departments
(b) authority department
(c) service department
(d) functional department

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Ans. (c)
Q2. What is human factor?
(a) Micro and macro issues of socioeconomic factor.
(b) Interrelated Physiological, Psychological and Socio-ethical
aspects of human being.
(c) The entire concept of human behaviour
(d) None of the above.
Ans. (b)
Q3. Job Analysis is a systematic procedure for securing
and reporting information defining a ______________.
(a) specific job
(b) specific product
(c) specific service
(d) all of these
Ans. (a)
Q4. What are the factors responsible for the growth of
HRM?
(a) Development of scientific management and awakened sense of
social responsibility.
(b) The problem of how the available human resource could
effectively minimise the cost and maximise the production.
(c) Technical factors, awakening amongst workers, attitude of the
government, cultural and social system.
(d) All the above.
Ans. ©
Q5. Which among the followings describe the skills that
are available within the company?
(a) Human Resource inventory
(b) HRIS
(c) Skills inventory
(d) Management inventories
Ans. (a)
Q6. Who has defined personnel management as a field of

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management which has to do with planning and

controlling various operative functions of procuring,
developing, maintaining and utilising labour force?
(a) Harold Koontz
(b) Glueck
(c) Michael Jucius
(d) Flippo
Ans. (c)
Q7. Resources and capabilities that serve as a source of
competitive advantage for a firm over its rivals are called
_______________.
(a) core competency
(b) core competence
(c) competitive advantage
(d) competency
Ans. (a)
Q8. Human Resource planning is compulsory for
______________.
(a) effective employee development programme
(b) base for recruitment
(c) base for selection policy
(d) all of these
Ans. (d)
Q9. Job analysis, HR planning, recruitment, selection,
placement, inductions and internal mobility are few
important functions which come under the heading
of______________ of HRM.
(a) integration function
(b) development
(c) maintenance
(d) procurement function
Ans. (d)
Q10. Directing is one of the important functions of HRM

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which comes under___________.

(a) managerial function
(b) operative function
(c) technical function
(d) behavioral function
Ans. (a)
Q11. Whom does Human relation approach refer to?
(a) Worker, who should be given humanly treatment at work.
(b) Mutual cooperation between employer and employee in solving
the common problems.
(c) Integration of people into a work situation that motivates them
to work together to achieve productivity and also economic,
psychological and social satisfaction.
(d) None of the above.
Ans. (c)
Q12. Which of the following is a method of collection of
information for job analysis?
(a) Questionnaire method
(b) Ratio analysis
(c) Optimisation models
(d) Trend analysis
Ans. (a)
Q13. ___________ provides information on the human
attributes in terms of education, skills, aptitudes, and
experience necessary to perform a job effectively.
(a) job description
(b) job specification
(c) job analysis
(d) job evaluation
Ans. (b)
Q14. Who laid the foundation of HRM practice?
(a) Elton Mayo
(b) Roethlisberger and Dickinson

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(c) Peter Drucker and Douglas McGregor

(d) David C. McClelland.
Ans. (c)
Q15. How HRM has become a highly specialised job?
(a) It is concerned with obtaining and maintaining a satisfied work
force.
(b) It maximises the output and satisfaction of the employees.
(c) Promote group satisfaction and individual development.
(d) Optimum utilisation of man-power by motivation and
improving the efficiency.
Ans.(b)
Q16. Job specification includes _____________.
(a) Physical characteristics
(b) Psychological characteristics
(c) Personal characteristics
(d) all of these
Ans. (d)
Q17. TQM’s major emphasis is on___________ .
(a) Product quality
(b) Company profitability
(c) Customer delight
(d) Employee training
Ans. (a)
Q18. Ability to perform exceptionally well and increase the
stock of targeted resources within the firm is called
___________.
(a) productivity
(b) efficient
(c) effective
(d) competency
Ans. (d)
Q19. What is the scope of HRM?
(a) Training and development of employees for their growth.

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(b) Maintenance of good industrial relations and workers’ high

morale for higher productivity
(c) Further researches in behavioural science, new ideas in man,
management and advances in the field of training and development.
(d) None of the above.
Ans. (c)
Q20. What is the importance of controlling?
(a) Ensure that activities are in accordance with the terms of the
plan.
(b) An important mental process on the part of a manager
(c) Power to influence people’s behaviour
(d) Process of regulating the activities.
Ans. (a)
Q21. What is a decision in management?
(a) Reaching at a proper conclusion after consideration.
(b) A decision involves choosing of alternatives.
(c) A decision is the outcome of a group of people or an individual.
(d) None of the above.
Ans. (a)
Q22. An employee-working in a unit or plant who is a
citizen of the country in which the unit or plant is located
but where the unit or plant is operated by an organisation
headquartered in another country _____________.
(a) Home Country National
(b) Host Country National
(c) Third Country National
(d) Host Country
Ans. (b)
Q23. Quantitative Technique refers to-
(a) Models, simulation, resource allocation technique.
(b) Waiting line problems and the queuing theory
(c) Gaming and Game theory and Probability theory
(d) All the above.

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Ans. (d)
Q24. Staffing includes _______.
(a) workload estimation
(b) termination
(c) appointments of personnel, placement
(d) all of these
Ans. (d)
Q25 .To calculate the need for manpower on the basis of
the average loss of manpower due to leave, retirement,
death, transfer, discharge, etc. is known
as____________.
(a) work load analysis
(c) job analysis
(d) forecasting
Ans. (b)
Q26. MPDQ stands for_____________.
(a) Management Position Description Questionnaire
(b) Management Process Descriptive Questions
(c) Methods for Personality Development Questions
(d) Modern Positions Developed Qualitatively
Ans. (a)
Q27. What should be the strategy of HRM?
(a) Making the long-term and short-term planning.
(b) Planning the optimum level of manpower.
(c) Introducing training programmes to personnel.
(d) All the above.
Ans. (d)
Q28. The process of helping unwanted present employees
find new jobs with other firms called ______________.
(a) Outplacement
(b) Replacement
(c) Placement
(d) Employment

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Ans. (a)
Q29. What is the ‘Laissez fair’ view point?
(a) A view popularised by Ronssean, Bentham and Hobbes.
(b) A minimum of public intervention in economic activities.
(c) Business enterprise must get opportunity to earn more profits.
(d) The change in the concept of labour from commodity approach
to human concept.
Ans. (b)
Q30. How can we understand the nature of human factor?
(a) Through determinants of human behaviour
(b) According to the behaviour of people at work
(c) The way the management influences an individual and a group.
(d) Through the study of human behaviour in organisation.
Ans. (b)
Q31. Trend analysis is a ______________
(a) Forecasting technique
(b) Skills inventory
(c) Job analysis technique
(d) Markov analysis
Ans. (a)
Q32. The factual statement of the duties and
responsibilities of a specific job is known as
_____________.
(a) job description
(b) job specification
(c) job analysis
(d) job evaluation
Ans. (a)
Q33. In Japanese management, employees’ career path is
non-specialised. Why?
(a) In Japanese industries job rotation is carried out for employees
to have different skills and also for interdepartmental cooperation.
(b) In an organisation from the time of induction, employees are

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exposed to various types of jobs and training to enable them to have

adaptability to any job.
(c) Japanese management system prefers to create capable workers
to adapt organisational changes, as and when required.
(d) Rotation of job provides benefit of skills required for top quality
executives.
Ans. (c)
Q34. Who has said that HRM is not a one shot deal?
(a) Fayol
(b) Taylor
(c) Terry
(d) McFarland
Ans. (c)
Q35. Skills inventory, replacement charts, Markov
analysis, regression analysis all are types of
____________.
(a) redundancy plan
(b) training plan
(c) retention plan
(d) forecasting methods
Ans. (d)
Q36. Trade unions and employee association, Industrial
relation, employee participation and empowerment are
procurement functions of a manager which comes
under________.
(a) integration function
(b) procurement function
(c) development function
(d) behavioural function
Ans. (a)
Q37. Quality improvement is_____________.
(a) a team effort
(b) achieved by quality inspector

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(c) zero things gone wrong

(d) tough job, and not possible
Ans. (b)
Q38. An employee working in a unit or plant who is not a
citizen of the country in which the unit or plant is located
but is a citizen of the country in which the organisation is
headquartered is called __________.
(a) Home Country National
(b) Host Country National
(c) Third Country National
(d) Host Country
Ans. (a)
Q39.“Human resource management” involves the
elements of
(a) planning, organising, and controlling
(b) planning, organising and coordinating
(c) leading, directing and coordinating
(d) all of the above
Ans. (d)
Q40. The procedure in which relevant information
relating to a job and its requirements is systematically
discovered and noted is
(a) job analysis
(b) job specification
(c) job classification
(d) job evaluation
Ans. (a)
Q41. Which pair in order of sequences represents the first
and last steps in a T&D programme?
(a) determination of T&D needs, and evaluation of T&D programme
(b) determination of T&D needs, and designing the T&D
programme
(c) designing T&D programme, and implementing it

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(d) evaluating of T&D programme, and implementing it

Ans. (a)
Q42. Career development involves
(a) conscious determination of career aspirations and potentialities
of employees and matching them with the organisation’s needs
(b) providing counselling to students to choose their careers
(c) providing information to students about opportunities of
employment
(d) determining the potentialities of students for a suitable career
Ans. (a)
Q.43. When an employee expresses organisationally
desired emotions during interpersonal transactions, then
it is known as_______________ .
(a) emotional labour
(b) displayed emotions
(c) felt emotions
(d) moods
Ans. (a)
Q44. Job evaluation essentially seeks to
(a) determine the relative worth of various jobs in an organisation
in monetary terms
(b) evaluate the performance of employees on their respective jobs
(c) evaluate the importance of various jobs in the organisation
(d) establish the hierarchy of various jobs in the organisation
Ans. (a)
Q45. Grievance redressal, discipline, collective bargaining
are_______________ of HRM.
(a) integration function
(b) procurement function
(c) development function
(d) behavioural function
Ans. (a)
Q46. The content of job description

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involves_______________.
(a) job title, condition of work
(b) educational qualification, skills
(c) both a and b
(d) none of the above
Ans. (a)
Q47. How can one distinguish between the Japanese
management system and other management systems?
(a) It encourages to perform constantly and consistently.
(b) Primarily concerned with high performance and quality
standards.
(c) It is a system in contrast to American management system.
(d) None of the above.
Ans. (c)
Q48. In-basket training is involved in
(a) vestibule training
(b) on-the job training
(c) simulation
(d) coaching
Ans. (c)
Q49. To calculate the number of persons required for
various jobs with reference to a planned output is called
________________.
(a) work load analysis
(b) workforce analysis
(c) job analysis
(d) forecasting
Ans. (a)
Q50. What are the major hurdles that require immediate
action by HRM for the progress of Indian economy?
(a) Dishonesty and corruption
(b) Lack of interest in work and production loss,
(c) Unemployment and poverty

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(d) Combating inflation and holding the price-line of essential

commodities.
Ans. ©
Q51. Who is generally known as “the father of modern
management theory”?
(a) Henry Fayol
(b) Frederick W. Taylor
(c) Frank Gilbreth
(d) Chester Bernard
Ans. (a)
Q52. Which of the following is considered the first wage
incentive plan in modern industrial era?
(a) Halsey plan
(b) Taylor’s differential piece-rate plan
(c) Barth plan
(d) Gantt Task plan
Ans. (b)
Q53. Concept of MBO was first developed by
(a) Peter Drucker
(b) Douglas McGregor
(c) Henry Fayol
(d) Clayton P. Alderfer
Ans. (a)
Q54. Industrial discipline ordinarily does not imply
(a) observance of company’s rules and regulations
(b) cooperating with management and co-workers
(c) active participation in union activities
(d) smooth discharge of duties and responsibilities
Ans. (c)
Q55. A strike called by a section of workers/union
members without authorisation from proper authority of
the union is called
(a) sectional strike

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(b) jurisdictional strike

(c) wild cat strike
(d) sympathetic strike
Ans. (c)
Q56. Which is a form of participative management?
(a) information-sharing
(b) associative participation
(c) consultative participation.
(d) all of the above
Ans. (d)
Q57. Social factor having a potent bearing on HRM
practices in India includes
(a) caste system
(b) doctrine of karma
(c) c8ustoms and traditions
(d) all of the above
Ans. (a)
Q58. T&D programme in international HRM should give
due attention to
(a) promotion of efficiency of personnel in the host country
(b) understanding of the cultural environment of the host country
(c) improvement of technical expertise
(d) all of the above
Ans. (d)
Q57. International staffing does not give much emphasis
on the consideration of
(a) cultural adaptability
(b) global experience
(c) family flexibility
(d) political consciousness
Ans. (d)
Q58. The objectives of workers’ participation in
management do not ordinarily include

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(a) promotion of collective bargaining

(b) promotion of industrial harmony
(c) promotion of industrial democracy
(d) promotion of productivity
Ans. (a)
Q60. The advantages of staffing from amongst the host
country nationals generally do not include
(a) reduction of language barriers
(b) reduction of living cost
(c) greater control over the activities of the organisation
(d) better understanding of host country’s laws and regulations
Q61. Which form of participative management promotes
“semi-autonomous work-groups”?
(a) quality of work life
(b) quality circle
(c) TQM
(d) quality group
Ans. (c)
Q62. Industrial action generally does not include
(a) strike
(b) lock-out
(c) demonstration
(d) Bandh
Ans. d
Q63. The role of HRD personnel is to –
a. description of entire process / analytical decomposition
b. identification of HRD elements and resources
c. Both (a) + (b)
d. Analytical decomposition only
Ans. (c)
Q64. The primary goal of HRD is –
a. To increase productivity of workers / and organisational
profitability

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b. Improve workers’ skill and enhance motivation, to prevent

obsolesces at all levels
c. prevent obsolescence and increase organisational profitability
only
d. Both (a) + (b)
Ans. (d)
Q65. Leadership is the –
a. ability to influence other people
b. ability to create within people an urge to do
c. ability to obtain willing co-operation of the followers
d. All above
e. Only (a) + (b)
Ans. (d)
Q66. A team is evaluated on features like –
a. Co-operation / confrontation avoiding / common objectives
b. Openness of view and unwritten procedure systems
c. Regular review / appropriate leadership
d. All above
e. Both (b) + (c)
Ans. (d)
Q67. For Total Quality Management (TQM) the required
qualities are:
a. Understand customer’s current and future needs / leaders
establish unity of purpose / involvement of people for organisation’s
benefit
b. achievement of desired results when resources and activities are
managed as a process and (a) above
c. Mutually beneficial suppliers relationships enhances the ability to
create value and (b) also
d. Should have a temporary objective of the organisation
Ans. (c)
Q68. Human due diligence means investigation of –
a. Management team / staff

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b. Structure / issues / managerial capacity of a potential partner

c. Both (a) + (b)
d. Financial due diligence
Ans. (c)
Q69. Knowledge management refers for critical issues of
a. Organisational adaptation
b. Survival and competence against discontinuous environmental
change
c. Synergistic combination of data and information processing
capacity
d. All above
e. Only (a) + (c)
Ans. (d)
Q70. What influences the bank employees’ attitude on
work culture?
a. Educational qualification
b. Ownership of bank
c. Location of the branch
d. All above
e. Only (a) + (c)
Ans. (d)
Q71. Discuss the roles of the HR Manager
a. Administrator / evaluator / career development advisor /
instructor or facilitator
b. marketing programmes and services / instructor material
producer
c. Needs analyst /organisational changer / researcher + (a) above
d. Both (b) + (c)
Ans. (d)
Q72. The objectives of HR audit are –
a. to determine the effectiveness of management programmes
b. analyse the factors and recommend for correcting deviations +
(a)

25
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c. extent to which line managers have complied with HRD polices +

(b)
d. to study future manpower inventory and identify shortfalls
Ans. (c)
Q73. Employee accountability is strengthens in
a. HR Audit
b. HR Training
c. Succession Planning
d. HR functions
Ans. (a)
Q74. The main barriers of communications are –
a. Organisational + Semantic
b. Personal + psychological + resistance to new ideas
c. Both (a) + (b)
d. Organisational / psychological
Ans. (c)
Q75. Manpower planning consists of –
a. determining the jobs to be done / identifying the skills /
estimating the exists likely / filling up the requirements
b. identifying the skills / filling up the requirements
c. Estimating the turnover likely to happen in near future
d. determining the jobs to be done
Ans. (a)
Q76. Promotion is basically a reward for –
a. Efficiency
b. Seniority
c. Physical fitness
d. Retention
Ans. (a)
Q77. What is 360° appraisal?
a. a process that provides an employee opportunity in decision
making
b. a process that provides an officer opportunity of feedback about

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own performance
c. a process that provides an employee with feedback about his / her
workplace performance
d. Both (a) + (b)
Ans. (c)
Q78. Role of performance management is to accomplish –
a. Performance needs of the organisation
b. Guide the development of individuals for skill and knowledge
c. Motivate individuals / provide data adopt condition of human
capital + (b)
d. All above
Ans. (d)
Q79. Competency Mapping is possible through approaches
like –
a. Job analysis / workforce skills analysis / supply and demand
analysis
b. Job analysis / Gap analysis / solution analysis
c. Gap analysis / solution analysis + (a)
d. Both (a) + (b)
Ans. (c)
Q80. Human needs have been divided into five categorises
under need hierarchy theory. Who invented this theory?
a. McClelland
b. John Atkinson
c. Maslow
d. Herzberg
Ans. (c)
Q81. Key Performance Areas means –
a. Areas which are within the responsibility of the role
b. Areas which the management has demarcated to be performed by
employee
c. Areas for strengthening of skills and attitudes
d. All above

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 28

Ans. (a)
Q82. Career path planning is affected by –
a. Employee preference
b. Employee requirements
c. Employee preference/employees requirement and structure of
the organisation
d. Both (a) + (b)
Ans. (c)
Q83. Phases of performance counselling are –
a. Rapport building / employee should discover own SWOT / action
plans, through brainstorming sessions
b. Two way communication / employee be encouraged for their own
performance appraisal
c. Organisational objectives are integrated
d. All above
Ans. (a)
Q84. Training method commonly used, for employee in
banks is –
a. On the job training
b. Classroom Training
c. Off the job training
d. Vestibule Training
Ans. (b)
Q85. Training evaluation is measured by –
a. Goal based / Goal free / Responsive
b. Systems / professional review / quasi-legal
c. Goal based / systems / responsive
d. Both (a) + (b)
Ans. (d)
Q86. The process of perception is influenced by factors
like –
a. Our needs and wants
b. Sensory inability

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c. Our stimuli
d. All above
Ans. (d)
Q87. The term industrial relations means –
a. Relationship between Management and Labour
b. Relationship between organisation and employees
c. Relationship that grows out of employment
d. All above
Ans. (d)
Q86. Collective bargaining is a procedure regulated by
agreements between their –
a. Bargaining agents and employers
b. Employees and employees
c. Employers and employers
d. Labour officer and Trade unions
Ans. (a)
Q87. Advantages of grievances handling procedure –
a. Management can know employees feelings
b. Employee gets grievances ventilated
c. Keeps a check on supervisor’s attitude
d. Both (b) + (c)
e. All above
Ans. (e)
Q88. How to handle grievances?
a. Grievance in writing / taking to employee directly for speaking
truth / ensure confidentiality and handle the case within tie frame
b. Treat each case as important, and obtain grievances in writing /
examine company’s position / identify violations / do not hold back
the remedy, if the company’s wrong + (a) above
c. Get all the facts (relevant) about the grievance / examine the
personnel record of the aggrieved worker / gather information from
the union representative properly + (b) above
d. Identify grievance / previous record of the worker / companies’

29
 30

rules and prompt redressal of grievances, if genuine.

Ans. (c)
Q89. When any discipline becomes ineffective or less-
effective?
a. Longer time spending in action
b. Discipline is handled impersonally
c. Aware of rules and performance criteria
d. Only (a) and (b)
Ans. (d)
Q90. Functions of the personnel management can be
described as –
a. Managerial
b. Operative
c. Developmental
d. Both (a) + (b)
e. All above
Ans. (d)
Q91. Lockout is a weapon available to –
a. Employees
b. Trade Unions
c. Employers
d. Government
Ans. (c)
Q92. How the conflicts within employers and employees
can be settled or prevented?
a. Voluntary method
b. Government Machinery
c. Statutory Measures
d. All above
Ans. (d)
Q93. The word workers participation in management
means –
a. Sharing the decision making powers

30
 31

b. Sharing the decision making with lower results of the employees

c. Sharing the day to day working with higher ranks of persons
d. Sharing the financial decision making powers with representative
of workers
Ans. (b)
Q94. What is the role of the trade-union in collective
bargaining?
a. To protect jobs and real earnings
b. Better conditions of work life for workers
c. Fighting against any possible, exploitations
d. All above
Ans. (d)
Q95. Which kind of workers participation makes the
workers as shareholders of the company?
a. Participation at Board Level
b. Participation through ownership
c. Participation through complete control
d. Participation through work councils
Ans. (b)
Q96. Special allowances are not payable for –
a. Photostat copier Operators
b. Adding machine Operators
c. Addressographs
d. All above
Ans. (d)
Q97. Why grievances should be redressed?
a. Affects the individual
b. Affects the management
c. Collective disputes conversion
d. All above
Ans. (d)
Q98. The employer-employees should have mutual trust /
confidence / willingness to settle / respect rights and

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 32

responsibilities of other party, is covered under –

a. Effective bargaining method
b. Essentials for effective bargaining
c. Types of bargaining
d. Areas of bargaining
Ans. (b)
Q99. Managerial functions, in personnel management can
be –
a. Planning / Organising / directing and controlling
b. Recruitment / placement / employment / Development and
motivation
c. Compensation / maintenance of health / employers’ welfare
d. Both (a) + (b) only
Ans. (d)
Q100. Discuss unfair management practices –
a. Noncompliance with promotional and transfer policies
b. Smooth handling of grievances
Timely payment of wages / salaries
d. Both (b) + (c)
Ans. (a)
Q101. The core elements of HRM are –
(i) People
(ii) Management
(iii) Behavioural Dynamics
(iv) Uniformity of application
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iv
Ans. (d)
Q102. What are the key HRM practices in Indian
Organizations?
(i) Job Description
(ii) Recruitment

32
 33

(iii) Compensation
(iv) Training & Development
(v) Performance Appraisal
(vi) Promotion & reward
(vii)Career Planning
(viii) Gender equity
(a) i, ii, iii, v, vi
(b) iv, vii, viii
(c) only vi
(d) Both (a) and (b)
Ans. (d)
Q103. In a ____________, teams are formed and team
members report to two’ or more managers.
(a) Formal Organization
(b) Informal Organization
(c) Matrix Organisation
(d) Divisional Organization
Ans. (c)
Q104.________ refers to the attitudinal and behavioural
characteristics of a group and is concerned with how
groups form, their structure and process, and how they
function,
(a) Group dynamics
(b) Organic structure
(c) Functional Structure
(d) Matrix organization
Ans. (a)
Q105. Benchmarking is
(a) T the process of comparing the business processes & perform-
ance metrics including cost, cycle time, productivity to another that
is widely considered to be an industry leader
(b) A process in which the organisations evaluate various aspects of
their processes in relation to the best practice companies’ processes

33
 34

usually within the peer group defined for the purposes of

comparison
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q106. Reengineering starts with a —
(a) High-level assessment of the organisation’s mission
(b) Strategic goals
(c) Customer demands
(d) All of the above
Ans. (d)
Q107. Change Management is –
(a) It is a systematic approach in dealing with change from the indi-
vidual & organisational level
(b) A gradual process of approach in the workplace due to new poli-
cies, technology, or even a new boss
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q108. What are the different processes of Discipline
Management?
(i) Counselling
(ii) Reformative Theory
(iii) Disciplinary Process
(iv) Disciplinary Procedure & Principles of Natural Justice
(v) Principles of Natural Justice
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv, v
(d) only ii
Ans. (c)
Q109. _________ involves all the performance
monitoring, measurement, management being outsourced

34
 35

from a third party or an external organisation.

(a) Human Resource Outsourcing
(b) Human Resource Management
(c) Human Resource Business Process Outsourcing
(d) Performance Management Outsourcing
Ans. (d)
Q110. Performance Management System is –
(a) A formal, structured system of measuring, evaluating job related
behaviours & outcomes to discover reasons of performance & how
to perform effectively in future so that the employee, organisation &
society all benefit
(b) A process of looking both to the future & to the past, in the
context of the collective performance of all the employees in an
organisation
(c) The process of establishing goals, assessing employees & im-
plement the annual performance appraisal process
(d) All of the above
Ans. (d)
Q111. Key Performance Indicators (KPI) is/are –
(a) A specific, agreed measure of achievement within a KRA, which
go on to make up the goals and objectives measured under the
performance appraisal process.
(b) objective, independent and standardized measures of perform-
ance not ratings or judgments of performance
(c) specific, measurable, attainable, realistic & time bound which
help to determine how much the KRA’s are met
(d) All of the above
Ans. (d)
Q112. What are the advantages of Incentive Based
Compensations?
(i) Incentives are important for inducements and motivation of
workers for higher efficiency & greater output
(ii) Increase in employee earnings, results in enhanced standard of

35
 36

living of employees
(iii) Productivity increases & production capacity too, with reduced
supervision
(iv) Companies can reduce the burden of fixed costs by keeping a
portion of the remuneration as variable
(v) Tendency to bypass quality in pursuit of increased output for
higher incentives
(vi) Sometimes employees may disregard security regulations due to
payment by results approach adopted for higher incentive figure
(vii) Overworking may affect employee health
(viii) Can demotivate employees not in a position to earn higher in-
centive due to sectional differences
(a) i, ii, iii, iv
(b) iii, iv, v, vi
(c) v, vi, vii, viii
(d) All of the above
Ans. (a)
Q113. Human Resource Planning (HRP) process is –
(a) A process, by which an organisation ensures that it has the right
number & kind of people at the right place, at the right time, ca-
pable of effectively & efficiently completing those tasks that will
help the organisation achieve its overall objectives
(b) A process of forecasting an organisation’s future demand for &
supply of the right type of people in the right numbers
(c) A sub-system in the total organisational planning & facilitates
the realisation of the company’s objectives by providing the right
type & right number of personnel
(d) All of the above
Ans. (d)
Q114. Who is responsible to manage change?
(a) Employees
(b) Management
(c) Executives

36
 37

(d) (b) & (c)

Ans. (d)
Q115. What are the roles of HRD professional?
(i) Planning – includes projections & planning for the skilled matrix
of manpower required for the future organisation
(ii) Staffing – providing the competency matrix required to face fu-
ture challenges
(iii) Employee Development – identify cost effective & modem
methods of training for skill & competency development
(iv) Performance Management – Developing an entire gamut of per-
formance linked measures to align individual performance to the
overall corporate performance
(v) Employee Rewards – with emphasis on pay for performance &
developing an incentive scheme that would reduce fixed costs at the
same time being motivating
(vi) Maintaining quality of Work Life & Discipline – with the impact
of global workforce it is necessary to develop a linked work-life dis-
cipline for all employees in the organisation
(a) i, ii, iii, iv
(b) ii, iii, iv, v
(c) iii, iv, v, vi
(d) All of the above
Ans. (d)
Q116. What are the objectives of HRM?
(i) Societal Objectives
(ii) Organisational Objectives
(iii) Functional Objectives
(iv) Personal Objectives.
(v) Statistical Objectives.
(a) i, ii, iii, iv
(b) ii, iii, iv, v
(c) i, ii, iv, v
(d) All of the above

37
 38

Ans. (a)
Q117. HRM refers to –
(a) A management function that helps managers to attract, set ex-
pectations & develop members for an organization.
(b) A set of programs, functions & activities designed & carried out
for maximum efficiency
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q118. How can a good employment brand help HR?
(i) Keep ahead in the talent war
(ii) Attract & induce the right kind of people she is looking for
(iii) Enhance her ability to get quality resumes to choose from
(iv) Retain her existing employee pool
(v) Subsequently see a dip in employee turnover
(a) i, ii, iii, iv
(b) i, ii, iii, iv, v
(c) i, ii, iv, v
(d) None of the above
Ans. (b)
Q119. How an Individual Training needs are identified?
(i) Performance Appraisals
(ii) Interviews
(iii) Questionnaires
(iv) Employee Engagement surveys
(v) Training Feedback
(a) i, ii, iii, iv
(b) only iii
(c) i, ii, iv, v
(d) Both (b) and (c)
Ans. (d)
Q120. Job Rotation can be defined as –
(a) Lateral transfer of employees among a number of different posi-

38
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tions and tasks within jobs which requires different skills and re-
sponsibilities
(b) It helps to understand the different steps into creating a product
or delivery
(c) It permits individuals to gain experience in various phases of the
business
(d) All of the above
Ans. (d)
Q121. Training & Development together helps in –
(i) Removing performance deficiencies
(ii) Offer Greater stability
(iii) Flexibility & capacity for growth
(iv) Reduces accidents, wastages & damages to machinery
(v) Reduces dissatisfaction, absenteeism & complaints
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv, v
(d) None of the above
Ans. (c)
Q122. Personnel Management is-
(a) A managerial function of planning, organising, directing,
controlling, and coordinating the operative functions so that their
individual objectives and organisational goals are achieved
(b) A function which deals in recruitment, development, compensa-
tion, integration, utilisation & maintenance of people
(c) An aspect of relationship between and among the people and is
concerned about their well-beings as individuals and as group
(d) All of the above
Ans. (d)
Q123. When does the bargaining process begins?
(a) The charter of demands of the workers are not fulfilled
(b) Discontinuation of services & concerted actions by the workers
which results in low output and monetary loss

39
 40

(c) The employer cannot afford to neglect these actions which re-
sults in monetary loss
(d) All of the above
Ans. (d)
Q124. Cause of Genuine Grievance can be –
(a) Discrimination, lost opportunity, Injustice etc. done to the em-
ployee
(b) Harmony, Mutual trust & understanding
(c) Reasonable Charter of demands
(d) All of the above
Ans. (a)
Q125. Define the subject matter of Training
(a) Organisations need staff at all levels to be self-sufficient, re-
sourceful, creative & autonomous, but they face the challenge in
instilling confidence, initiative & problem solving capabilities
(b) Performance & capability are ultimately dependent on people’s
attitude and emotional maturity. Helping them to achieve on a personal level provides a platform
for trust and emotional con-
tracting with the organisation
(c) When people develop confidence, integrity & more knowledge,
they automatically become proactive, solution-focused, responsive
which has implications across a whole team with multiplying effect
(d) All of the above
Ans. (d)
Q126. __________ consists of the learning opportunities
designed to help employees to grow.
(a) Training
(b) Development
(c) Banking operations
(d) None of the above
Ans. (b)
Q127. Joint Management Councils are established in an
organisation which employs –

40
 41

(a) 100 employees

(b) 300 employees
(c) 400 employees
(d) 500 employees or more
Ans. (d)
Q128. ROI Stands for —
(a) Return on Insurance
(b) Return on Investment
(c) Rate on Insurance
(d) Risk on Insurance
Ans. (b)
Q129. Talent Management consist of –
(i) Performance Evaluations to identify potentials
(ii) Psychological testing and assessment to determine capability
gaps
(iii) Training & development programmes
(iv) Project work & job experience to accelerate development
(a) i, ii, iii
(b) ii, iii, iv
(c) i, ii, iii, iv
(d) only i
Ans. ©
Q130. The term “Learning Organisation” means –
(a) People of all Levels, individually or collectively are continually
increasing their capacity to produce results, they care about
(b) A collective ideal, a vision
(c) It promotes culture of Learning, a community of learners, and it
ensures that individual learning enriches & enhances the organi-
sation as a whole
(d) All of the above
Ans. (d)
Q131. Line Management is –
(a) Hierarchical chain of command from executive to front-line level

41
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in which top management has direct authority

(b) Organised along cross-functional lines, such as employee devel-
opment or strategic direction
(c) Both of (a) and (b)
(d) None of the above
Ans. (c)
Q132. _____ is a process of transmission of massage and
understanding of information between two or more
people, it involves at least two parties – a sender and a
receiver.
(a) Body language
(b) Communication
(c) System
(d) None of the above
Ans. (b)
Q133. _________ methods are generally applied on the
workplace while employees are actually working.
(a) On the Job training
(b) Off the job training
(c) Both (a) & (b)
(d) None of the above.
Ans. (a)
Q134. Selection is-
(a) A process of picking up individuals with requisite qualifications
& competence to fill jobs in the organisation
(b) A process of differentiating between applicants in order to iden-
tify & hire those with a greater likelihood of success in a job
(c) Both (a) and (b)
(d) None of the above
Ans. (c)
Q135. Interviews can be —
(a) One-to-one
(b) Panel interview

42
 43

(c) Sequential Interview

(d) All of the above
Ans. (d)
Q1. Human Resource departments are______________
(a) line departments
(b) authority department
(c) service department
(d) functional department
Ans. (c)
Q2. What is human factor?
(a) Micro and macro issues of socioeconomic factor.
(b) Interrelated Physiological, Psychological and Socio-ethical aspects of
human being.
(c) The entire concept of human behaviour
(d) None of the above.
Ans. (b)
Q3. Job Analysis is a systematic procedure for securing and
reporting information defining a ______________.
(a) specific job
(b) specific product
(c) specific service
(d) all of these
Ans. (a)
Q4. What are the factors responsible for the growth of HRM?
(a) Development of scientific management and awakened sense of social
responsibility.
(b) The problem of how the available human resource could effectively
minimise the cost and maximise the production.
(c) Technical factors, awakening amongst workers, attitude of the
government, cultural and social system.
(d) All the above.
Ans. (c)
Q5. Which among the followings describe the skills that are

43
 44

available within the company?

(a) Human Resource inventory
(b) HRIS
(c) Skills inventory
(d) Management inventories
Ans. (a)
Q6. Who has defined personnel management as a field of
management which has to do with planning and controlling
various operative functions of procuring, developing,
maintaining and utilising labour force?
(a) Harold Koontz
(b) Glueck
(c) Michael Jucius
(d) Flippo
Ans. (c)
Q7. Resources and capabilities that serve as a source of
competitive advantage for a firm over its rivals are called
_______________.
(a) core competency
(b) core competence
(c) competitive advantage
(d) competency
Ans. (a)
Q8. Human Resource planning is compulsory for
______________.
(a) effective employee development programme
(b) base for recruitment
(c) base for selection policy
(d) all of these
Ans. (d)
Q9. Job analysis, HR planning, recruitment, selection,
placement, inductions and internal mobility are few important
functions which come under the heading of______________

44
 45

of HRM.
(a) integration function
(b) development
(c) maintenance
(d) procurement function
Ans. (d)
Q10. Directing is one of the important functions of HRM which
comes under___________.
(a) managerial function(b) operative function
(c) technical function
(d) behavioral function
Ans. (a)
Q11. Whom does Human relation approach refer to?
(a) Worker, who should be given humanly treatment at work.
(b) Mutual cooperation between employer and employee in solving the
common problems.
(c) Integration of people into a work situation that motivates them to
work together to achieve productivity and also economic, psychological
and social satisfaction.
(d) None of the above.
Ans. (c)
Q12. Which of the following is a method of collection of
information for job analysis?
(a) Questionnaire method
(b) Ratio analysis
(c) Optimisation models
(d) Trend analysis
Ans. (a)
Q13. ___________ provides information on the human
attributes in terms of education, skills, aptitudes, and
experience necessary to perform a job effectively.
(a) job description
(b) job specification

45
 46

(c) job analysis

(d) job evaluation
Ans. (b)
Q14. Who laid the foundation of HRM practice?
(a) Elton Mayo
(b) Roethlisberger and Dickinson
(c) Peter Drucker and Douglas McGregor
(d) David C. McClelland.
Ans. (c)
Q15. How HRM has become a highly specialised job?
(a) It is concerned with obtaining and maintaining a satisfied work force.
(b) It maximises the output and satisfaction of the employees.
(c) Promote group satisfaction and individual development.
(d) Optimum utilisation of man-power by motivation and improving the
efficiency.
Ans.(b)
Q16. Job specification includes _____________.
(a) Physical characteristics
(b) Psychological characteristics
(c) Personal characteristics
(d) all of these
Ans. (d)
Q17. TQM’s major emphasis is on___________ .
(a) Product quality
(b) Company profitability
(c) Customer delight
(d) Employee training
Ans. (a)
Q18. Ability to perform exceptionally well and increase the
stock of targeted resources within the firm is called
___________.
(a) productivity
(b) efficient

46
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(c) effective
(d) competency
Ans. (d)
Q19. What is the scope of HRM?
(a) Training and development of employees for their growth.
(b) Maintenance of good industrial relations and workers’ high morale
for higher productivity
(c) Further researches in behavioural science, new ideas in man,
management and advances in the field of training and development.
(d) None of the above.
Ans. (c)
Q20. What is the importance of controlling?
(a) Ensure that activities are in accordance with the terms of the plan.
(b) An important mental process on the part of a manager
(c) Power to influence people’s behaviour
(d) Process of regulating the activities.
Ans. (a)
Q21. What is a decision in management?
(a) Reaching at a proper conclusion after consideration.
(b) A decision involves choosing of alternatives.
(c) A decision is the outcome of a group of people or an individual.
(d) None of the above.
Ans. (a)
Q22. An employee-working in a unit or plant who is a citizen of
the country in which the unit or plant is located but where the
unit or plant is operated by an organisation headquartered in
another country _____________.
(a) Home Country National
(b) Host Country National
(c) Third Country National
(d) Host Country
Ans. (b)
Q23. Quantitative Technique refers to-

47
 48

(a) Models, simulation, resource allocation technique.

(b) Waiting line problems and the queuing theory
(c) Gaming and Game theory and Probability theory
(d) All the above.
Ans. (d)
Q24. Staffing includes _______.
(a) workload estimation
(b) termination
(c) appointments of personnel, placement
(d) all of these
Ans. (d)
Q25 .To calculate the need for manpower on the basis of the
average loss of manpower due to leave, retirement, death,
transfer, discharge, etc. is known as____________.
(a) work load analysis
(b) workforce analysis
(c) job analysis
(d) forecasting
Ans. (b)
Q26. MPDQ stands for_____________.
(a) Management Position Description Questionnaire
(b) Management Process Descriptive Questions
(c) Methods for Personality Development Questions(d) Modern Positions Developed
Qualitatively
Ans. (a)
Q27. What should be the strategy of HRM?
(a) Making the long-term and short-term planning.
(b) Planning the optimum level of manpower.
(c) Introducing training programmes to personnel.
(d) All the above.
Ans. (d)
Q28. The process of helping unwanted present employees find
new jobs with other firms called ______________.

48
 49

(a) Outplacement
(b) Replacement
(c) Placement
(d) Employment
Ans. (a)
Q29. What is the ‘Laissez fair’ view point?
(a) A view popularised by Ronssean, Bentham and Hobbes.
(b) A minimum of public intervention in economic activities.
(c) Business enterprise must get opportunity to earn more profits.
(d) The change in the concept of labour from commodity approach to
human concept.
Ans. (b)
Q30. How can we understand the nature of human factor?
(a) Through determinants of human behaviour
(b) According to the behaviour of people at work
(c) The way the management influences an individual and a group.
(d) Through the study of human behaviour in organisation.
Ans. (b)
Q31. Trend analysis is a ______________
(a) Forecasting technique
(b) Skills inventory
(c) Job analysis technique
(d) Markov analysis
Ans. (a)
Q32. The factual statement of the duties and responsibilities of
a specific job is known as _____________.
(a) job description
(b) job specification
(c) job analysis
(d) job evaluation
Ans. (a)
Q33. In Japanese management, employees’ career path is non-
specialised. Why?

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(a) In Japanese industries job rotation is carried out for employees to

have different skills and also for interdepartmental cooperation.
(b) In an organisation from the time of induction, employees are exposed
to various types of jobs and training to enable them to have adaptability
to any job.
(c) Japanese management system prefers to create capable workers to
adapt organisational changes, as and when required.
(d) Rotation of job provides benefit of skills required for top quality
executives.
Ans. (c)
Q34. Who has said that HRM is not a one shot deal?
(a) Fayol
(b) Taylor
(c) Terry
(d) McFarland
Ans. (c)
Q35. Skills inventory, replacement charts, Markov analysis,
regression analysis all are types of ____________.
(a) redundancy plan
(b) training plan
(c) retention plan
(d) forecasting methods
Ans. (d)
Q36. Trade unions and employee association, Industrial
relation, employee participation and empowerment are
procurement functions of a manager which comes
under________.
(a) integration function
(b) procurement function
(c) development function
(d) behavioural function
Ans. (a)
Q37. Quality improvement is_____________.

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(a) a team effort

(b) achieved by quality inspector
(c) zero things gone wrong
(d) tough job, and not possible
Ans. (b)
Q38. An employee working in a unit or plant who is not a
citizen of the country in which the unit or plant is located but
is a citizen of the country in which the organisation is
headquartered is called __________.
(a) Home Country National
(b) Host Country National
(c) Third Country National
(d) Host Country
Ans. (a)
Q39.“Human resource management” involves the elements of
(a) planning, organising, and controlling
(b) planning, organising and coordinating
(c) leading, directing and coordinating
(d) all of the above
Ans. (d)
Q40. The procedure in which relevant information relating to
a job and its requirements is systematically discovered and
noted is
(a) job analysis
(b) job specification
(c) job classification
(d) job evaluation
Ans. (a)
Q41. Which pair in order of sequences represents the first and
last steps in a T&D programme?
(a) determination of T&D needs, and evaluation of T&D programme
(b) determination of T&D needs, and designing the T&D programme
(c) designing T&D programme, and implementing it

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(d) evaluating of T&D programme, and implementing it

Ans. (a)
Q42. Career development involves
(a) conscious determination of career aspirations and potentialities of
employees and matching them with the organisation’s needs
(b) providing counselling to students to choose their careers
(c) providing information to students about opportunities of
employment
(d) determining the potentialities of students for a suitable career
Ans. (a)
Q.43. When an employee expresses organisationally desired
emotions during interpersonal transactions, then it is known
as_______________ .
(a) emotional labour
(b) displayed emotions
(c) felt emotions
(d) moods
Ans. (a)
Q44. Job evaluation essentially seeks to
(a) determine the relative worth of various jobs in an organisation in
monetary terms
(b) evaluate the performance of employees on their respective jobs
(c) evaluate the importance of various jobs in the organisation
(d) establish the hierarchy of various jobs in the organisation
Ans. (a)
Q45. Grievance redressal, discipline, collective bargaining
are_______________ of HRM.
(a) integration function
(b) procurement function
(c) development function
(d) behavioural function
Ans. (a)
Q46. The content of job description

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involves_______________.
(a) job title, condition of work
(b) educational qualification, skills
(c) both a and b
(d) none of the above
Ans. (a)
Q47. How can one distinguish between the Japanese
management system and other management systems?
(a) It encourages to perform constantly and consistently.
(b) Primarily concerned with high performance and quality standards.
(c) It is a system in contrast to American management system.
(d) None of the above.
Ans. (c)
Q48. In-basket training is involved in
(a) vestibule training
(b) on-the job training
(c) simulation
(d) coaching
Ans. (c)
Q49. To calculate the number of persons required for various
jobs with reference to a planned output is called
________________.
(a) work load analysis
(b) workforce analysis
(c) job analysis
(d) forecasting
Ans. (a)
Q50. What are the major hurdles that require immediate
action by HRM for the progress of Indian economy?
(a) Dishonesty and corruption
(b) Lack of interest in work and production loss,
(c) Unemployment and poverty
(d) Combating inflation and holding the price-line of essential

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commodities.
Ans. (c)
Q50. What are the major hurdles that require immediate
action by HRM for the progress of Indian economy?
(a) Dishonesty and corruption
(b) Lack of interest in work and production loss,
(c) Unemployment and poverty
(d) Combating inflation and holding the price-line of essential
commodities.
Ans. (c)
Q51. Who is generally known as “the father of modern
management theory”?
(a) Henry Fayol
(b) Frederick W. Taylor
(c) Frank Gilbreth(d) Chester Bernard
Ans. (a)
Q52. Which of the following is considered the first wage
incentive plan in modern industrial era?
(a) Halsey plan
(b) Taylor’s differential piece-rate plan
(c) Barth plan
(d) Gantt Task plan
Ans. (b)
Q53. Concept of MBO was first developed by
(a) Peter Drucker
(b) Douglas McGregor
(c) Henry Fayol
(d) Clayton P. Alderfer
Ans. (a)
Q54. Industrial discipline ordinarily does not imply
(a) observance of company’s rules and regulations
(b) cooperating with management and co-workers
(c) active participation in union activities

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(d) smooth discharge of duties and responsibilities

Ans. (c)
Q55. A strike called by a section of workers/union members
without authorisation from proper authority of the union is
called
(a) sectional strike
(b) jurisdictional strike
(c) wild cat strike
(d) sympathetic strike
Ans. (c)
Q56. Which is a form of participative management?
(a) information-sharing
(b) associative participation
(c) consultative participation
(d) all of the above
Ans. (d)
Q57. Social factor having a potent bearing on HRM practices in
India includes(a) caste system
(b) doctrine of karma
(c) c8ustoms and traditions
(d) all of the above
Ans. (a)
Q58. T&D programme in international HRM should give due
attention to
(a) promotion of efficiency of personnel in the host country
(b) understanding of the cultural environment of the host country
(c) improvement of technical expertise
(d) all of the above
Ans. (d)
Q57. International staffing does not give much emphasis on
the consideration of
(a) cultural adaptability
(b) global experience

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(c) family flexibility

(d) political consciousness
Ans. (d)
Q58. The objectives of workers’ participation in management
do not ordinarily include
(a) promotion of collective bargaining
(b) promotion of industrial harmony
(c) promotion of industrial democracy
(d) promotion of productivity
Ans. (a)
Q60. The advantages of staffing from amongst the host
country nationals generally do not include
(a) reduction of language barriers
(b) reduction of living cost
(c) greater control over the activities of the organisation
(d) better understanding of host country’s laws and regulations
Ans. (c)
Q61. Which form of participative management promotes
“semi-autonomous work-groups”?
(a) quality of work life
(b) quality circle
(c) TQM
(d) quality group
Ans. (c)
Q62. Industrial action generally does not include
(a) strike
(b) lock-out
(c) demonstration
(d) Bandh
Ans. d
Q63. The role of HRD personnel is to –
a. description of entire process / analytical decomposition
b. identification of HRD elements and resources

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c. Both (a) + (b)

d. Analytical decomposition only
Ans. (c)
Q64. The primary goal of HRD is –
a. To increase productivity of workers / and organisational profitability
b. Improve workers’ skill and enhance motivation, to prevent obsolesces
at all levels
c. prevent obsolescence and increase organisational profitability only
d. Both (a) + (b)
Ans. (d)
Q65. Leadership is the –
a. ability to influence other people
b. ability to create within people an urge to do
c. ability to obtain willing co-operation of the followers
d. All above
e. Only (a) + (b)
Ans. (d)
Q66. A team is evaluated on features like –
a. Co-operation / confrontation avoiding / common objectives
b. Openness of view and unwritten procedure systems
c. Regular review / appropriate leadership
d. All above
e. Both (b) + (c)
Ans. (d)
Q67. For Total Quality Management (TQM) the required qualities are:
a. Understand customer’s current and future needs / leaders establish
unity of purpose / involvement of people for organisation’s benefit
b. achievement of desired results when resources and activities are
managed as a process and (a) above
c. Mutually beneficial suppliers relationships enhances the ability to
create value and (b) also
d. Should have a temporary objective of the organisation
Ans. (c)

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Q68. Human due diligence means investigation of –

a. Management team / staff
b. Structure / issues / managerial capacity of a potential partner
c. Both (a) + (b)
d. Financial due diligence
Ans. (c)
Q69. Knowledge management refers for critical issues of
a. Organisational adaptation
b. Survival and competence against discontinuous environmental change
c. Synergistic combination of data and information processing capacity
d. All above
e. Only (a) + (c)
Ans. (d)
Q70. What influences the bank employees’ attitude on work
culture?
a. Educational qualification
b. Ownership of bank
c. Location of the branch
d. All above
e. Only (a) + (c)
Ans. (d)
Q71. Discuss the roles of the HR Manager
a. Administrator / evaluator / career development advisor / instructor or
facilitator
b. marketing programmes and services / instructor material producer
c. Needs analyst /organisational changer / researcher + (a) above
d. Both (b) + (c)
Ans. (d)
Q72. The objectives of HR audit are –
a. to determine the effectiveness of management programmes
b. analyse the factors and recommend for correcting deviations + (a)
c. extent to which line managers have complied with HRD polices + (b)
d. to study future manpower inventory and identify shortfalls

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Ans. (c)
Q73. Employee accountability is strengthens in
a. HR Audit
b. HR Training
c. Succession Planning
d. HR functions
Ans. (a)
Q74. The main barriers of communications are –
a. Organisational + Semantic
b. Personal + psychological + resistance to new ideas
c. Both (a) + (b)
d. Organisational / psychological
Ans. (c)
Q75. Manpower planning consists of –
a. determining the jobs to be done / identifying the skills / estimating the
exists likely / filling up the requirements
b. identifying the skills / filling up the requirements
c. Estimating the turnover likely to happen in near future
d. determining the jobs to be done
Ans. (a)
Q76. Promotion is basically a reward for –
a. Efficiency
b. Seniority
c. Physical fitness
d. Retention
Ans. (a)
Q77. What is 360° appraisal?
a. a process that provides an employee opportunity in decision making
b. a process that provides an officer opportunity of feedback about own
performance
c. a process that provides an employee with feedback about his / her
workplace performance
d. Both (a) + (b)

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Ans. (c)
Q78. Role of performance management is to accomplish –
a. Performance needs of the organisation
b. Guide the development of individuals for skill and knowledge
c. Motivate individuals / provide data adopt condition of human capital
+ (b)
d. All above
Ans. (d)
Q79. Competency Mapping is possible through approaches like
–
a. Job analysis / workforce skills analysis / supply and demand analysis
b. Job analysis / Gap analysis / solution analysis
c. Gap analysis / solution analysis + (a)
d. Both (a) + (b)
Ans. (c)
Q80. Human needs have been divided into five categorises
under need hierarchy theory. Who invented this theory?
a. McClelland
b. John Atkinson
c. Maslow
d. Herzberg
Ans. (c)
Q81. Key Performance Areas means –
a. Areas which are within the responsibility of the role
b. Areas which the management has demarcated to be performed by
employee
c. Areas for strengthening of skills and attitudes
d. All above
Ans. (a)
Q82. Career path planning is affected by –
a. Employee preference
b. Employee requirements
c. Employee preference/employees requirement and structure of the

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organisation
d. Both (a) + (b)
Ans. (c)
Q83. Phases of performance counselling are –
a. Rapport building / employee should discover own SWOT / action
plans, through brainstorming sessions
b. Two way communication / employee be encouraged for their own
performance appraisal
c. Organisational objectives are integrated
d. All above
Ans. (a)
Q84. Training method commonly used, for employee in banks
is –
a. On the job training
b. Classroom Training
c. Off the job training
d. Vestibule Training
Ans. (b)
Q85. Training evaluation is measured by –
a. Goal based / Goal free / Responsive
b. Systems / professional review / quasi-legal
c. Goal based / systems / responsive
d. Both (a) + (b)
Ans. (d)
Q86. The process of perception is influenced by factors like –
a. Our needs and wants
b. Sensory inability
c. Our stimuli
d. All above
Ans. (d)
Q87. The term industrial relations means –
a. Relationship between Management and Labour
b. Relationship between organisation and employees

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c. Relationship that grows out of employment

d. All above
Ans. (d)
Q86. Collective bargaining is a procedure regulated by
agreements between their –
a. Bargaining agents and employers
b. Employees and employees
c. Employers and employers
d. Labour officer and Trade unions
Ans. (a)
Q87. Advantages of grievances handling procedure –
a. Management can know employees feelings
b. Employee gets grievances ventilated
c. Keeps a check on supervisor’s attitude
d. Both (b) + (c)
e. All above
Ans. (e)
Q88. How to handle grievances?
a. Grievance in writing / taking to employee directly for speaking truth /
ensure confidentiality and handle the case within tie frame
b. Treat each case as important, and obtain grievances in writing /
examine company’s position / identify violations / do not hold back the
remedy, if the company’s wrong + (a) above
c. Get all the facts (relevant) about the grievance / examine the personnel
record of the aggrieved worker / gather information from the union
representative properly + (b) above
d. Identify grievance / previous record of the worker / companies’ rules
and prompt redressal of grievances, if genuine.
Ans. (c)
Q89. When any discipline becomes ineffective or less-
effective?
a. Longer time spending in action
b. Discipline is handled impersonally

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c. Aware of rules and performance criteria

d. Only (a) and (b)
Ans. (d)
Q90. Functions of the personnel management can be
described as –
a. Managerial
b. Operative
c. Developmental
d. Both (a) + (b)
e. All above
Ans. (d)
Q91. Lockout is a weapon available to –
a. Employees
b. Trade Unions
c. Employers
d. GovernmentAns. (c)
Q92. How the conflicts within employers and employees can
be settled or prevented?
a. Voluntary method
b. Government Machinery
c. Statutory Measures
d. All above
Ans. (d)
Q93. The word workers participation in management means –
a. Sharing the decision making powers
b. Sharing the decision making with lower results of the employees
c. Sharing the day to day working with higher ranks of persons
d. Sharing the financial decision making powers with representative of
workers
Ans. (b)
Q94. What is the role of the trade-union in collective
bargaining?
a. To protect jobs and real earnings

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b. Better conditions of work life for workers

c. Fighting against any possible, exploitations
d. All above
Ans. (d)
Q95. Which kind of workers participation makes the workers
as shareholders of the company?
a. Participation at Board Level
b. Participation through ownership
c. Participation through complete control
d. Participation through work councils
Ans. (b)
Q96. Special allowances are not payable for –
a. Photostat copier Operators
b. Adding machine Operators
c. Addressographs
d. All above
Ans. (d)
Q97. Why grievances should be redressed?
a. Affects the individual
b. Affects the management
c. Collective disputes conversion
d. All above
Ans. (d)
Q98. The employer-employees should have mutual trust /
confidence / willingness to settle / respect rights and
responsibilities of other party, is covered under –
a. Effective bargaining method
b. Essentials for effective bargaining
c. Types of bargaining
d. Areas of bargaining
Ans. (b)
Q99. Managerial functions, in personnel management can be
–

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a. Planning / Organising / directing and controlling

b. Recruitment / placement / employment / Development and
motivation
c. Compensation / maintenance of health / employers’ welfare
d. Both (a) + (b) only
Ans. (d)
Q100. Discuss unfair management practices –
a. Noncompliance with promotional and transfer policies
b. Smooth handling of grievances
c. Timely payment of wages / salaries
d. Both (b) + (c)
Ans. (a)
c. Collective disputes conversion
d. All of the above
Que:1 Human resource management emphasis-
a. Development of people
b. Punishment of people
c. Adoption of people
d. None of these
Ans: a
Que: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
Ans: c
Que: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

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Ans: b
Que:4 Operative functions of HRM includes-
a. Procurement, development, compensation & motivation
b. Maintenance
c. Integration and emerging trends
d. All of these
Ans: d
Que: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
Ans: c
Que: 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
Ans: b
Que:7 Following are the characteristics of HRM except-
a. Pervasive function
b. Interdisciplinary function
c. Integrating mechanism
d. Job oriented
Ans: d
Que: 8 Challenges faced by Human resource management includes-
a. Technological changes, workforce diversity, globalisationb. Productivity, career planning
c. Compensation management
d. Downsizing and voluntary retirement scheme
Ans: a
Que: 9 The process of familiarizing the new employees to the organisation rules
and regulations is known as-
a. Placement

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b. Induction
c. Recruitment
d. Selection
Ans: b
Que: 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
Ans: c
(MCQ)
Que: 1 Training process is-
a. Short term
b. Medium term
c. Long term
d. None of these
Ans: a
Que: 2 OJT stands for-
a. On the job training
b. On the job technique
c. On the job technology
d. Off the job training
Ans: a
Que:3 On the job training includes-
a. Coaching
b. Conference
c. Understudy
d. All of these
Ans: d
Que: 4 In ------ training, a training centre is set-up and actual job conditions are

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duplicated or simulated in it-

a. Classroom
b. Apprenticeship
c. Internship
d. Vestibule
Ans: d
Que:5 ----- is the process of imparting or increasing knowledge or skill of an
employee to do a particular job.
a. Training
b. Development
c. Motivationd. Leadership
Ans: a
Que: 6 Methods of training and development are-
a. Off the job
b. On the job
c. Both (a) and (b)
d. None of these
Ans: c
Que:7 ---- is a device or situation that replicates job demands at on the job site.
a. Brainstorming
b. Simulation
c. Artificial intelligence
d. Transactional analysis
Ans: b
Que: 8 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
Ans: d
Que:9 Off the job training method includes:
a. Vestibule training
b. Syndicate

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c. Sensitivity training
d. All of these
Ans: d
Que: 10 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
Ans: e
Que:1 Relative worth of a job is known by-
a. Job design
b. Job analysis
c. Job evaluation
d. Job change
Ans: c
Que: 2 Methods of job evaluation are-
a. Qualitative method
b. Quantitative method
c. Both (a) and (b)
d. None of these
Ans: c
Que: 3 Quantitative job evaluation method are-
a. Ranking method
b. Point rating method
c. Factor comparison method
d. Both (b) and (c)
Ans: d
Que: 4 Qualitative job evaluation method are-
a. Ranking
b. Grading
c. Point Rating
d. Both (a) and (b)

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Ans: (d)
Que: 5 Process of studying and collecting information about a job is known as-
a. HRP
b. Job design
c. Job analysis
d. Job evaluation
Ans: (c)
Que: 6 Jobs analysis results in-
a. Job description
b. Job specification
c. Job evaluation
d. All of (a), (b) and (c)
Ans: (d)
Que: 7 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.
Ans: (d)
Que: 8 …………..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)
Que: 9 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
Ans. (a)
Que:10 Job analysis is helpful in-
a. HRP, recruitment and selection

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b. Training and development

c. Job evaluation and performance appraisal
d. All of these
Ans: d
Que: 11 ------ 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
Ans: a
Que: 12 ----- 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
Ans: b
Que: 13 ----- 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
Ans: c
Que:14 ------ 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
Ans: a
Que: 15 ------- is the systematic, periodic and impartial rating of an employee

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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
Ans: a
Que: 16 Traditional method of performance appraisal includes-
a. Confidential reports
b. Paired comparison method
c. Free form or easy method
d. All of these
Ans: d
Que: 17 Modern method of performance appraisal are:
a. Assessment centre method
b. Management by objectives
c. BARS ( Behaviourally anchored rating scale)
d. All of these
Ans: d
Que: 18 ------- is a performance appraisal technique in which appraisers rate
critical employee behaviour.
a. MBO
b. BARS
c. BOS
d. BOSS
Ans: b
Que: 19 ------ 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
Ans: d

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Que: 20 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
Ans: a
1. HRD is related to
(a) Work improvement (b) error
(c) PROFIT (d) pricing
2. In a 360 degree of appraisal of the employee, his performance is rated by
(a) Superiors only (b) superiors and subordinated
(c) superiors and peers (d) superiors, Peers and subordinates
3. In a wage system where employee is paid a fixed amount irrespective of output is called
(a) Time rate system (b) Piece rate system
(c) time cum bonus system (d) piece cum bonus rate system
4. In a wage system where employee is paid according to output is called
(a)Time rate system (b) Piece rate system
(c) time cum bonus system (d) piece cum bonus rate system
5. In which of the wage payment system an employee will be least interested in enhancing
output
(a)Time rate system (b) Piece rate system
(c) Bonus payment system (d) time cum piece rate system
6. Which is/are type of test?
(a) Interest test (b) aptitude test
(c) personality test (d) all of these
7. Rowan plan is a –
(a) Incentive plan (b) motivation
(c) Task (d) work
8. Identifying the job is a basic part of
(a) Job analysis (b) group
(c) Range (d) Problem
9. Which means deciding the value of the work done by the individual?

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(a) Performance appraisal (b) Task

(c) Action (d) Reward
10. The job redesign includes
(a) Provide task closure (b) person
(c) system (d) casting
11. HRM involves
(a) Employee training (b) Industrial relation
(c) remuneration (d) all of these
12. Fringe benefits includes
(a) Financial facility (b) Housing
(c) health (d) all of these
13. Welfare is associated …… in HRM
(a) Staff (b) product
(c) service (d) role
14. Recreation is more closed to
(a) Fringe benefits (B) Group
(c) Bank (d) Nature
15. Work participation in management means
(a) Duty (b) employee involvement
(c) security (d) risk
16. Participation can be in the form of
(a) Collective bargaining (b) Risk
(c) wages (d) rating
17. On the job training programme is a method of
(a) Selection (b) training Programme
(c) appraisal (d) report
18. Ranking method is a
(a) Salary (b) performance appraisal
(c) task (d) survey
19. Critical incident method is method of
(a) Performance appraisal (b) Promotion
(c) Laws (d) Market
20. Need of association is a

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(a) moral need (b) social need

(c) problem (d) conflict
21. Non financial motivation is
(a) Job rotation (b) Promotion
(C) Work (d) separation
22. Job factors includes
(a) Suspension (b) wages
(c) salary (d) all of these
23. Disciplinary action is
(a) Lay off (b) Promotion
(c) activity (d) right
24. Method of merit rating is
(a) point Method (b) ranking procedure
(c) Grading Method (d) all of these
25. The term ………. Refers to a condition in the organization where employee conducts
themselves
in accordance with the organizations rules and standards of acceptable behavior.
(a) Grievance (b) conflict
(c) discipline (d) none of these
26. Under this approach every employee of an organization is considered as a human resource.
(a) Human resource (b) Human relation
(c) judicial (d) group
27. The code of Discipline was evolved at the Indian Labour Conference in ……….
(a) 1958 (b) 1961
(c) 1948 (d) 1921
28. ……….. is the process of negotiation between employers and the representatives of a unit of
employees aimed at reaching agreements that regulate working conditions
(a) Participation management (b) Collective bargaining
(c) code of conduct (d) none of these
29. Quality circle concept was originated in
(a) USA (B) China
(c) India (d) japan
30. Grievance procedures are based on the principle of natural justice

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(a) Justice (b) principle

(c) Procedure (d) commitment
31. …………..It is concerned with the determination os the number of personnel required in an
organization.
(a) Human resource planning (b) Job analysis
c) Motivation (d) Human welfare
32. Labour welfare aims at providing such service facilities and amenities which enables a
worker to
perform their work in healthy atmosphere
(a) Human welfare (b) Health and safety
(c) Industrial relations (d) motivation
33. The task of assigning duties and fixing the responsibilities will be concerned with
(a) Planning (b) organizing
(c) coordinating (d) staffing
34. The process of studying and collecting information relating to the operation and
responsibilities
of a specific job is known as
(a) Job evaluation (b) job analysis
(c) job title (d) job identification
35. Physical characteristic s , psychological features , attitude and leadership quality is analyzed
through
(a) Job evaluation (b) job specification
(c) job title (d) job identification
36. shifting of an employee from one job to another without special reference to change in
responsibility or compensation is known as
(a) Transfer (b) Promotion
(c) Demotion (d) Separation
37……………..is the method of elimination
(a) Recruitment (b) employment
(c) selection (d) appointment
38. It is an powerful exchange of ideas, the answering of questions, and communicating
between
two or more persons

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(a) Communication (b) Exchanging

(c) interview (d) recruitment
39…………..is a welcoming process through which the employee feels at home
(a) Recruitment (b) selection
(c) appointment (d) induction
40. It helps the employees acquainted with jobs and also to increase their aptitudes and skills
and
knowledge.
(a) Training (b) Orientation
(c) Eliminating (d) recruiting
41. Learning by observing and actually doing the job
(a) On the job training (b) off the job training
(c) in depth training (d) coaching
42. A special area or room is used to give training for large number of person within a short
span of
time
(a) Class room training (b) Internship training
(c) apprentice training (d) vestibule training
43. All formal procedures used in working organization to evaluate personalities and
contributions
and potential of group members is
(a) job designing (b) Job evaluation
(c) Merit rating (d) Job planning
44. Under this method certain categories of abilities are defined in advance such as excellent,
verygood, average, poor, very poor, outstanding etc
(a) Ranking method (b) Grading method
(c) paired comparison method (d) graphic rating scale
45. The technique developed to reduce bias and establish objective standards of comparison
between individuals is
(a) Forced distribution method (b) Grading method
(c) paired comparison method (d) graphic rating scale
46. The method used in government organizations to appraise the employees
(a) Ranking method (b) Grading method

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(c) paired comparison method (d) confidential report

47. The performance is judged in terms of costs and contribution of employees under
(a) Behavioral anchored rating scales (b) human resource accounting method
(c) MBO (d) Assessment centers
48. The rating of an employee high or low on the basis of general impression.
(a) Personal bias (b) In consistent rating
(C) average rating (d) halo effect
49. It is a sequence of separate but related work activities that provide continuity order and
meaning
to a person’s life.
(a) Career (b) career development
(c) career planning (d) none of the above
50. The formulation and implementation of policies and programmes related to wages, salary,
and
other forms of employees compensation.
(a) Compensation (b) supplementary compensation
(c) salary administration (d) none of these
51. …………. Is given to improve motivation and productivity among employees
(a) Salary (b) Incentive wages
(c) fringe benefits (d) compensation
52. Any casual emoluments or profit attached to an office or position in addition to the salaries
or
wages is
(a) Salary (b) perquisites
(c) fringe benefits (d) compensation
53. -------Management is concerned worth the peoples dimension in organizations.
(a) Human resource (b) Business
(c) Banking (d) none of these
54.-------- is a function of management which is connected with instructing guiding and inspiring
people in the organization to achieve its objectives
(a) Organizing (b) directing
(c) staffing (d) controlling

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55.……….is a process which verifies whether everything occurs in the organization according
to plans
(a) planning (b) controlling
(c) directing (d) organizing
56. …………is a first main operative function of personnel management
(a) training (b) selection
(c) procurement (d) development
57. ………. is the process of allocating tasks among its members for achieving organizational
objectives
(a) Organizing (b) directing
(c) staffing (d) controlling
58. …….approach considers employees as a resource in the same way as any other business
resource
(a) Classical (b) system
(c) Harvard (d) none of these
59. A separate department namely …………..department is now setup in all organizations to tackle
the problem of personnel in the organization
(a) Marketing (b) administration
(c) staffing (d) personnel
60. …………… is a detailed and systematic study of jobs to know the nature and characteristics of
the
people to be employed in different kinds of jobs
(a) job analysis ) (b) job description
(c) job enrichment (d) job evaluation)
61. The results of the job analysis are written in a statement known as ……..
(a) Job evaluation (b) job description
(c) job specification (d) none of these
62. …………….is a statement which shows a maximum acceptable human qualities necessary to
perform a job satisfactorily
(a) job evaluation (b) job description
(c)Job specification (d) none of these
63. Job …………simply means the shifting of an employee from one job to another without any
change in the nature of job

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(a) simplification (b) enlargement

(c) rotation (d) enrichment
64. job …………. is a systematic and orderly process of measuring the worth of a job in relation to
other jobs
(a) simplification (b) enlargement
(c) rotation (d) enrichment
65. ……………is a process of searching for prospective employees and stimulating them to apply
for
more jobs in the organization
(a) Induction (b) selecting
(c) placement (d) recruitment
66………...is the process of choosing the most suitable persons from all the applicants
(a) Induction (b) selecting
(c) placement (d) recruitment
67………….. is related with a decision to place a selected individual in one job than other
(a) Placement (b)selection
c) recruitment (d) induction
68. ………….. is defined as downgrading an employee by reducing his salary decrease his
responsibility
and authority and status
(a) Transfer (b) promotion
(c) demotion (d) none of these
69. Under this method the new worker is placed on a regular job and training is givenby his
immediate supervisor at the working place itself.
(a) Off the job training (b) on the job training
(c) remedial training (d) none of these
70. This type of training is conducted by the organization with in the premises or by external
agencies.
(a) Off the job training (b) on the job training
(c) remedial training (d) none of these.
71. ……… is a joint programme of training conducted by educational institutions and business
firm
(a) Internship training (b) learner training

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(c) class room training (d) vestibule training

72. The major defect is that the ………….. Method tends to irritate raters, who feel they are not
being
trusted.
(a) forced-choice (b) ranking
(c) checklist (d) none of these
73. This method is a combination of graphic rating scales, and critical incidents method.
(a) MBO (b) BARS
(c) assessment centers (d) none of these
74. ………………..introduced the concept of MBO
(a) Michael porter (b) Prahlad
(c) Peter .[Link] (d) none of these
75. Career ………………has been defined as the interaction of psychological, sociological,
economic,
and physical and chance factors that shape the sequence of jobs, occupations or careers that a
person may engage in throughout a life time.
(a) Planning (b) development
(c) selection (d) none of these.
76. ……………….. training is an inexpensive way for employees and employers to expand skills.
(a) Induction (b) transfer
(c) job (d) cross
77. Formal appraisal of an individual’s performance has begun in
(a) India (b) China
(c) USA (d) Japan
78. Raters are asked to choose from among groups of statements those which best fir the
individual
being rated and those which least fit him. This method is called
(a) Check list method (b) Graphical method
(c) paired comparison method (d) Forced distribution Method
79. This method is a combination of graphic rating scales, and critical incidents method. Which
method
(a) BARS (b) MBO
(c) paired comparison method (d) none of these.

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80. ………….appraisal is conducted is small units having only a few personnel

(a) Formal (b) informal
(c) initial (d) none of these.
81. …………management consists of formulation and implementation of policies and
programmes
related to wages, salary, and other forms of employees compensation
(a) Compensation (b) wages
(c) salary (d) none of these
82. Under this system, worker is paid on the basis of time spent by him on the job
(a) incentive (b) time wage
(c) piece wage (d) none of these
83. …………….plan is a simple combination of time and piece rate system
(a) Rowan (b) Emerson
(c) Halsey (d) bedeaux
84. Job analysis involves
(a) Identifying the job (b) requirement
(c) Business (d) management
85. Job analysis includes
(a) Task analysis (b) training
(c) Need (d) plan
86. HRM includes
(a) Judgement (b) Job description
(c) cost (d) action
87. The ……………. is choosing a few from those who applied
(a) Morale (b) man
(c) Selection (d) plan
88. The selection process includes
(a) Initial screening interview (b) Package
(c) band (d) all of these
89. Wage is calculated by
(a) Time X Rate (b) plan
(c) Task (d) incentive
90. Which is a wage plan?

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(a) Time wage (b) option

(c) Benefit (d) task
91. The consideration for wage payment is
(a) External equity (b) ability to pay
(c ) statutory regulation (d) all of these
92. The method of wage payment based on hours of work is
(a) Piece rate (b) time rate
(c) bonus (d) incentives
93. In Halsey plan employee is paid bonus equal to ………… of time saved
(a) 10% (b) 20%
(c) 50% (d) 100%
94. Non monetary incentives are called
(a) Wages (b) fringe benefits
( c) salaries (d) allowances
95. Bonus comes under the category of
(a) Wages (b) allowances
(C) incentives (D) fringe benefits
96. …………….. is fixed on the basis of change in consumer price index
(a) Dearness allowance (b) basic
(c ) Fringe (d) Bonus
97. A dispute or disagreement about any terms and conditions of employment is called
(a) Grievance (b) Discipline
(c) Punishment (d) none of t hese
98. The modulation of employee behavior to produce desired performance is called
(a) Grievance (b) Discipline
(c) Punishment (d) none of these
99. The process of including workers in the decision making is called …………….
(a) Workers participation management (b) Co-partnership
(c) MBO (d) Team work
100. Grievance arises out of disagreement related to
(a) Terms of employment (b) wage rate
(c) group work (d) all of these.

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MATCH THE FOLLOWING QUESTIONS

1
I) HRM a)Job identification I) 1a, 2c, 3e, 4b, 5a.
2c3
2) HRP b) Employee Data iii) 1d, 2a, 3e, 4c, 5b
3) Job analysis c) Right job for right candidate iii) 1d, 2c, 3e, 4a, 5b
4)job Discription d) Deling with people iv ) 1a, 2d, 3c,4e, 5d.
5) Job Specification e) Determining &recording v) 1c, 2d, 3a,4e, 5b
2
Match the following
I) Carporate level a)Training &development i) 1b, 2a, 3d, 4c
2c4
2) Intermediate level b) Grivance Handling ii) 1d, 2a, 3c, 4b
3) Opertation Level c) Teaching matters iii) 1d, 2c, 3a, 4b
4) Short-term planning d)Recruitment iv) 1c, 2d, 3a, 4b
v) 1a.2b.3c, 4d
match the following
1) HR M a) Job identification
2) HRP b) Employee,information
3) Job analysis c) The process of right job to
right candidate
4) Job Discription d) Dealing with the people
5) Job specification e) determining &Recording
Thank you
Author
Dr. S. Riasudeen,
Asst. Professor,
Dept. of Management studies,
Pondicherry University,
Puducherry.
© All Rights Reserved
For Private Circulation Only
ISBN No. 978-93-81932-00-1

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