Human Resource Management (HRM) - Set 3

Human Resource Management (HRM) – Set 3

Dear ! This is Human Resource Management (HRM) – Set 3 Quiz and it contains 50 questions.

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1 / 50

1) The division of the total task to be performed into a manageable and efficient unit is

A job design

A job specification

A job analysis

A job description

2 / 50

2) The Michigan Model emphasis the following functions and their inter-relates.

Selection, recruitment, induction and promotions

Appraisal, rewards, promotions and retention

Selection, recruitment, rewards and promotion

Selection, appraisal, rewards and human resource development

3 / 50

3) The thorough & detailed study regarding jobs within an Organisation is represented by;

Job analysis

Job description

Job specification

Job evaluation

4 / 50

4) Manpower inventory is

To find out how manpower is to be utilized

To prepare inventory for scheduling manpower

The data collected about the present employees of an organization

The data as calculated by demand forecast and compared with inventory in respect of manpower

5 / 50

5) Which of the following is the area from which applicants can be recruited?

Employment Lines

Employees' Association

Labour Market

Labour Schemes

6 / 50

6) A list of the duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities of a job as a product of a job analysis is

Job enlargement

Job design

Job description

Job enlistment

7 / 50

7) Which of the following department is responsible for handling safety & health issues of employees?

HR department

Procurement department

Finance department

Marketing department

8 / 50

8) Which of the following factors is one of the environmental factors affecting job description:

Workflow and culture

Autonomy and feedback

Employee availability and abilities

Culture and diversity

9 / 50

9) One of the dimensions included in the Harvard Model is

HR outcomes interest

Behavioral interest

Stakeholders interest

Performance interest

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10) A general statement or understanding which provides guidelines for decision-making to H.R. managers in respect of various H.R. functions and activities is known as

H.R. Vision statement

H.R. Philosophy

H.R. Mission statement

H.R. Policy

11 / 50

11) The process of choosing individuals who have re1evant qualifications to fill existing or projected job openings is

Screening process

Selection process

Interview process

Pre-screening process

12 / 50

12) Job Characteristics Model is proposed by

Hockman and Coldham

Hockman and Oldcham

Hackman and Oldham

Horkman and Olatham

13 / 50

13) One of the important organizational factors affecting ‘Job Design’ is

Workflow

Autonomy

Feedback

Diversity

14 / 50

14) What are the ideas underpinning ‘soft, commitment’ or high – Road HRM practices?

Labour needs to be treated as assets to be invested in.

Employees are a cost which should be minimized.

A lack of mutuality existing between employee and employer

A disregard for unlocking discretionary effort

15 / 50

15) Factors affecting job design are

Behavioral factors

Environmental factors

Organizational factors

All of these

16 / 50

16) One of the external sources of recruitment is

Retired managers and employees

Dependents of deceased employees

Gate hiring

None of these

17 / 50

17) Firing the non-performing employees, HR manager is said to perform the

Interpersonal role

Informational role

Supportive role

Decisional role

18 / 50

18) Which of the following would likely be the least effective method of recruiting internal job candidates?

Posting information on Organisational bulletin boards

Examining HR records of current employees

Advertising in national newspapers and journals

Internal Sources

19 / 50

19) The Michigan Model emphasis the following functions and their inter-relates.

Selection, recruitment, induction and promotions

Appraisal, rewards, promotions and retention

Selection, recruitment, rewards and promotion

Selection, appraisal, rewards and human resource development

20 / 50

20) E-recruiting methods include

Internet job boards

Career websites

Employer websites

All of these

21 / 50

21) The Integrated system model is also known as

Harvard Model

Michigan Model

Integrated Model

Warwick System Model

22 / 50

22) When an interviewer asks the questions to the candidate according to the response received from him and the questions asked are not pre-determined in such an interview, it is called

Unprepared type of interview

Unstructured interview

Unconditional interview

None of these

23 / 50

23) A job design is

The design involving maximum acceptable job design qualities to perform a job

The division of total task to be performed into manageable and efficient units

A systematic way of designing and determination of the worth of a job

None of these

24 / 50

24) The advantage of external recruiting is that

They ensure consistency from opening to closing

They are useful for companies too small to have dedicated recruiters

They are very inexpensive

Time Consuming

25 / 50

25) The area from which applicants can be recruited is

Job agencies

Labour markets

Employment lines

Labour unions

26 / 50

26) Behavioral factors affecting job design are

Autonomy

Diversity

Feedback

All of these

27 / 50

27) Successful managers are

Efficient & effective

Strict to employees

Wrong Policy makers

Wrong decision makers

28 / 50

28) In comparing internal selection with external selection, an advantage of internal selection is that

Internal selection requires few procedures to locate and screen viable job candidate

Internal selection presents fewer dangers of incurring legal liability than external selection

There is less need to use multiple predictors in assessing internal candidates than. With external candidates

Information about internal candidates tends to be more verifiable than information about external candidates

29 / 50

29) Recruitment

Follows selection

Precedes selection

Matches selection

None of these

30 / 50

30) The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it is

Job analysis

Job design

Job recruitment

Job description

31 / 50

31) High job satisfaction is the outcome of which of the following core dimensions described by the Job Characteristics Model?

Task identity

Task significance

Feedback

Autonomy

32 / 50

32) When an interviewer prepares a list of questions in advance and asks those question to the candidate to obtain the information from him; it is called

A structured interview

A well-organized interview

A systematic type interview

None of these

33 / 50

33) A broad, general and written statement of a specific job based on the findings of an analysis is called as

Specific Job Design

Job Identification

Job Analysis

Job Description

34 / 50

34) Low absenteeism and turnover is the outcome of which of the following core dimensions described by the Job Characteristics Model

Autonomy

Feedback

Task Identity

Task Significance

35 / 50

35) Which of the following test indicates the person’s inclination towards a particular occupation that provides satisfaction to that individual?

Vocational interest test

Cognitive aptitude test

Personality test

psychomotor abilities test

36 / 50

36) HRM is considered as

A reactive function

A proactive function

An auxiliary function

An auto-reactive function

37 / 50

37) Selection of the candidates is done out of

Target population

Internal sources

External sources

Internal as well as external sources

38 / 50

38) What is meant by the term ‘management by objectives’?

A. System of giving the authority to carry out certain jobs by those lower down the management hierarchy

The system of management that is based on bringing together experts into a team

The setting of objectives to bring about the achievement of the corporate goals

The control of the Organisation by those in the 'head office'

39 / 50

39) Which of the following statements most accurately defines human resource management?

Human resource management contributes to business strategy and plays an important role in the implementation of business strategy

Human resource management is an approach to managing people

Human resource management seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and per

Human. Resource management focuses on people as the source of competitive advantage

40 / 50

40) Which of the following component of attitude represents a person’s opinion’s knowledge, and information?

Affective component

Cognitive component

Behavioral component

Objective component

41 / 50

41) Manpower inventory involves

The classification of the inventory of workers in an organisation in addition to the qualities

The classification of characteristics of personnel in an organisation, in addition to counting their number

The classification of characteristics of managers' qualities in addition to their number

The classification of characteristic features of functions for inventory in addition to the total number of functions

42 / 50

42) Which of the following is not a function normally performed by the HR department?

Employee relation

Training and Development

Accounting

Recruitment and Selection

43 / 50

43) For forecasting the demand for manpower, the important techniques used are

Delphi Techniques

Statistical Techniques

Work Study Techniques

All of these

44 / 50

44) According to Edwin Flippo, the first and immediate product of job analysis is

The job description

The job design

The job production

The job specification

45 / 50

45) The interview is used as a method for determining :

The personality of the candidate.

The degree 'of fit between the applicant and the demands of the job.

His/her age.

Physical attributes

46 / 50

46) Systematic and orderly process of determining the worth of a job in relation to other jobs is

Worth job specification

Job description

Job evaluation

Job identification

47 / 50

47) Job identification is one of the components of

Job specification

Job design

Job description

Job evaluation

48 / 50

48) Organisational factors affecting job design are

Workforce and cultural factors

Employee availability and abilities

Ergonomics and cultural factors

Feedback and diversity factors

49 / 50

49) Why are employers interested in employee engagement?

To encourage employees to trust their manager

To make a quick profit

To make employees work harder for less

Because engaged employees are more motivated and prepared to give their best to make the firm succeed

50 / 50

50) Selection is

Subjective

Objective

Normative

Positive

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Human Resource Management (HRM) – Set 3 अभ्यास जारी राख्नुहोस् • Human Resource Management (HRM)

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Human Resource Management (HRM) – Set 3

Human Resource Management (HRM) – Set 3

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