Human Resource Management (HRM) – Set 3 January 29, 2025 by aasi 0% Report a question What’s wrong with this question? You cannot submit an empty report. Please add some details. 1234567891011121314151617181920212223242526272829303132333435363738394041424344454647484950 Human Resource Management (HRM) – Set 3 Dear ! This is Human Resource Management (HRM) – Set 3 Quiz and it contains 50 questions. Keep Learning! 1 / 50 1) 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 2 / 50 2) The Integrated system model is also known as Harvard Model Michigan Model Integrated Model Warwick System Model 3 / 50 3) Firing the non-performing employees, HR manager is said to perform the Interpersonal role Informational role Supportive role Decisional role 4 / 50 4) 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 5 / 50 5) One of the external sources of recruitment is Retired managers and employees Dependents of deceased employees Gate hiring None of these 6 / 50 6) 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 7 / 50 7) 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 8 / 50 8) Selection of the candidates is done out of Target population Internal sources External sources Internal as well as external sources 9 / 50 9) 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 10 / 50 10) 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 11 / 50 11) 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 12 / 50 12) One of the important organizational factors affecting ‘Job Design’ is Workflow Autonomy Feedback Diversity 13 / 50 13) 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 14 / 50 14) 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 15 / 50 15) Recruitment Follows selection Precedes selection Matches selection None of these 16 / 50 16) The area from which applicants can be recruited is Job agencies Labour markets Employment lines Labour unions 17 / 50 17) HRM is considered as A reactive function A proactive function An auxiliary function An auto-reactive function 18 / 50 18) 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 19 / 50 19) 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 20 / 50 20) Which of the following is the area from which applicants can be recruited? Employment Lines Employees' Association Labour Market Labour Schemes 21 / 50 21) 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 22 / 50 22) 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 23 / 50 23) Which of the following component of attitude represents a person’s opinion’s knowledge, and information? Affective component Cognitive component Behavioral component Objective component 24 / 50 24) Which of the following is not a function normally performed by the HR department? Employee relation Training and Development Accounting Recruitment and Selection 25 / 50 25) 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' 26 / 50 26) One of the dimensions included in the Harvard Model is HR outcomes interest Behavioral interest Stakeholders interest Performance interest 27 / 50 27) 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 28 / 50 28) 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 29 / 50 29) For forecasting the demand for manpower, the important techniques used are Delphi Techniques Statistical Techniques Work Study Techniques All of these 30 / 50 30) Which of the following department is responsible for handling safety & health issues of employees? HR department Procurement department Finance department Marketing department 31 / 50 31) 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 32 / 50 32) Successful managers are Efficient & effective Strict to employees Wrong Policy makers Wrong decision makers 33 / 50 33) Factors affecting job design are Behavioral factors Environmental factors Organizational factors All of these 34 / 50 34) Selection is Subjective Objective Normative Positive 35 / 50 35) 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 36 / 50 36) 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 37 / 50 37) 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 38 / 50 38) 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 39 / 50 39) 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 40 / 50 40) 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 41 / 50 41) Job Characteristics Model is proposed by Hockman and Coldham Hockman and Oldcham Hackman and Oldham Horkman and Olatham 42 / 50 42) E-recruiting methods include Internet job boards Career websites Employer websites All of these 43 / 50 43) Organisational factors affecting job design are Workforce and cultural factors Employee availability and abilities Ergonomics and cultural factors Feedback and diversity factors 44 / 50 44) The thorough & detailed study regarding jobs within an Organisation is represented by; Job analysis Job description Job specification Job evaluation 45 / 50 45) 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 46 / 50 46) 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 47 / 50 47) 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 48 / 50 48) Behavioral factors affecting job design are Autonomy Diversity Feedback All of these 49 / 50 49) 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 50 / 50 50) Job identification is one of the components of Job specification Job design Job description Job evaluation Your score isThe average score is 0%🎉 Challenge alert! 💡 Share this quiz with your friends and see who scores the highest! 🏆🤩🔥 LinkedIn Facebook Follow Us @ 0% Restart quiz Exit We’d love to hear your thoughts! 📝 Share your valuable review with us. 🙌 🌟 Thank you for your support! Your feedback means the world to us. 🙏💖 Send feedback
