Chapter:

880+ more mcqs Solved MCQs

in Human Resource Management (HRM)

These multiple-choice questions (MCQs) are designed to enhance your knowledge and understanding in the following areas: Bachelor of Business Administration in Computer Applications (BBA [CA]) , Bachelor of Business Administration (BBA) , Bachelor of Commerce (B Com) , Bachelor of Business Administration in Human Resource Management (BBA HRM) , Bachelor of Tourism Studies (BTS) .

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651.	………………. Improves the knowledge, skills and attitudes of employees particularly for specific job task
A.	Training
B.	Discipline
C.	Job evaluation
D.	None of these
Answer» A. Training

652.	………..and ………………. are the two major benefits of training and development
A.	Personal and organizational
B.	Social and industrial
C.	Ethical and motivational
D.	None of the above
Answer» A. Personal and organizational

653.	…………… helps to analyze employees achievements and evaluate his contribution towards the achievements of the overall organizational goal
A.	Performance appraisal
B.	Controlling
C.	Directing
D.	None of these
Answer» A. Performance appraisal

654.	…………. Are involved with efforts to improve productivity through changes in employee rotations
A.	Human resource department
B.	Cultural department
C.	Social awareness department
D.	None of these
Answer» A. Human resource department

655.	……………….involves periodic assignment of the employee to completely different set of job activities
A.	Job rotation
B.	Vestibule training
C.	Coaching
D.	None of these
Answer» A. Job rotation

656.	…………………adds additional motivation to a job to make it more rewarding
A.	Entertainment
B.	Vestibule training
C.	Coaching
D.	None of these
Answer» C. Coaching

657.	………………… identified more programmatically few basic extrinsic as well intrinsic essential components of quality of working life
A.	Taylor
B.	Henri Fayol
C.	William Wordsworth
D.	Charles Babbage
Answer» A. Taylor

658.	………………….is not a unitary concept incorporated only with hierarchy of perspectives such as job satisfaction, pay structure etc but also factors that broadly reflect life satisfaction and general feelings of well-being.
A.	Quality of person
B.	Quality of work
C.	Quality of human
D.	None of the above
Answer» A. Quality of person

659.	The major focus of…………………is to match personal goals and opportunities that are realistically available.
A.	Career planning
B.	Controlling
C.	Settlement of dispute
D.	None of these
Answer» A. Career planning

660.	…………………is a series of modules and activities that are designed and delivered over a longer period of time than normal training courses.
A.	Management development programme
B.	Management efficiency programme
C.	Management improvement programme
D.	None of the above
Answer» A. Management development programme

661.	…………………helps in keeping the right person at the right place for the right time and making its effective use.
A.	Human resource development
B.	Infrastructure development
C.	Quality development
D.	None of the above
Answer» A. Human resource development

664.	…………………developed BARS one of the kinds of performance appraisal
A.	Adam smith
B.	Smith kendall
C.	Charles Babbage
D.	None of these
Answer» B. Smith kendall

667.	…………………is suitable for draughts man, machinist, printer, tool maker and electricians etc.
A.	Coaching
B.	Vestibule training
C.	Apprenticeship
D.	None of these
Answer» C. Apprenticeship

671.	…………………gave the different aspects to quality of work life.
A.	Richard Walton
B.	Charles Babbage
C.	Bill Gates
D.	None of these
Answer» A. Richard Walton

672.	…………………is a Japanese term which means continuous improvement.
A.	Training
B.	Kaizen
C.	Coaching
D.	None of the above
Answer» B. Kaizen

662.	…………………helps in deciding the goals, objectives and the desired performance standards for the employee for the upcoming year.
A.	Performance appraisal
B.	Motivation
C.	Reward
D.	None of the above
Answer» A. Performance appraisal

663.	…………………is the review of the performance by the employee himself.
A.	Self evaluation
B.	Evaluation by other
C.	Group evaluation
D.	None of these
Answer» A. Self evaluation

665.	…………………is the process of managing, coaching, developing and evaluating employees.
A.	Performance appraisal
B.	Motivation
C.	Back up
D.	None of these
Answer» A. Performance appraisal

666.	…………………means to process of providing and making available to an employee, a planned, prepared and coordinated programme which will improve individual and organizational goals.
A.	Training
B.	Controlling
C.	Directing
D.	None of these
Answer» A. Training

668.	…………………are usually provided to reduce the number of accidents
A.	Safety training
B.	Precaution training
C.	Training for improvement
D.	None of the above
Answer» A. Safety training

669.	In ………………… training, duplicate machinery is set up in the training centre to get a feel environment.
A.	Coaching
B.	Vestibule training
C.	Apprenticeship
D.	None of these
Answer» B. Vestibule training

670.	In the ………………… the trainee is given an opportunity to handle and observe the job by doing it themselves.
A.	On-the-job training
B.	Off-the-job training
C.	Training for improvement
D.	None of the above
Answer» A. On-the-job training

673.	It is easy to take feedback in…………………method as there is no invoicement of external agencies and the training is given by the employee working in the same organization.
A.	Vestibule method
B.	Coaching method
C.	Apprenticeship method
D.	None of the above
Answer» B. Coaching method

674.	The …………………gives an opportunity to an employee to showcase his talent to the fullest and make his reach to the other departments also.
A.	Job rotation
B.	Vestibule training
C.	Coaching
D.	None of these
Answer» A. Job rotation

675.	…………………is the best method to improve inter personal skills, ability to comprehend and present himself effectively in short period of time.
A.	Group discussion
B.	Seminar
C.	Coaching
D.	None of these
Answer» A. Group discussion

880+ more mcqs Solved MCQs

………………. Improves the knowledge, skills and attitudes of employees particularly for specific job task

………..and ………………. are the two major benefits of training and development

…………… helps to analyze employees achievements and evaluate his contribution towards the achievements of the overall organizational goal

…………. Are involved with efforts to improve productivity through changes in employee rotations

……………….involves periodic assignment of the employee to completely different set of job activities

…………………adds additional motivation to a job to make it more rewarding

………………… identified more programmatically few basic extrinsic as well intrinsic essential components of quality of working life

………………….is not a unitary concept incorporated only with hierarchy of perspectives such as job satisfaction, pay structure etc but also factors that broadly reflect life satisfaction and general feelings of well-being.

The major focus of…………………is to match personal goals and opportunities that are realistically available.

…………………is a series of modules and activities that are designed and delivered over a longer period of time than normal training courses.

…………………helps in keeping the right person at the right place for the right time and making its effective use.

…………………helps in deciding the goals, objectives and the desired performance standards for the employee for the upcoming year.

…………………is the review of the performance by the employee himself.

…………………developed BARS one of the kinds of performance appraisal

…………………is the process of managing, coaching, developing and evaluating employees.

…………………means to process of providing and making available to an employee, a planned, prepared and coordinated programme which will improve individual and organizational goals.

…………………is suitable for draughts man, machinist, printer, tool maker and electricians etc.

…………………are usually provided to reduce the number of accidents

In ………………… training, duplicate machinery is set up in the training centre to get a feel environment.

In the ………………… the trainee is given an opportunity to handle and observe the job by doing it themselves.

…………………gave the different aspects to quality of work life.

…………………is a Japanese term which means continuous improvement.

It is easy to take feedback in…………………method as there is no invoicement of external agencies and the training is given by the employee working in the same organization.

The …………………gives an opportunity to an employee to showcase his talent to the fullest and make his reach to the other departments also.

…………………is the best method to improve inter personal skills, ability to comprehend and present himself effectively in short period of time.

…………………method of management development programme was developed at Harvard Business school and incident method was developed at……………………

………………….is also called as T-group training and laboratory training

_____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions.

The information resulting from job analysis is used for writing _____.

Information regarding job demands such as lifting weights or walking long distances is included in the information about _____ an HR specialist may collect during a job analysis.

Information regarding how, why, and when a worker performs each activity is included in the information about _____ an HR specialist may collect during a job analysis.

Information regarding the quantity or quality levels for each job duty is included in the information about _____ an HR specialist may collect during a job analysis.

Information regarding job-related knowledge or skills and required personal attributes is included in the information about _____ an HR specialist may collect during a job analysis.

There are _____ steps in doing a job analysis.

Deciding how to use the resulting information is the _____ step in doing a job analysis.

The first step in conducting a job analysis is _____.

Reviewing relevant background information such as organization charts, process charts, and job descriptions is the _____ step in doing a job analysis.

The second step in conducting a job analysis is _____.

Selecting representative positions to use in the job analysis is the _____ step in the process.

The third step in conducting a job analysis is _____.

Collecting data on job activities, required employee behaviors, working conditions, and human traits and abilities needed to perform the job is the _____ step in the job analysis process.

The fourth step in conducting a job analysis is _____.

The fifth step in conducting a job analysis is _____.

A _____ shows the flow of inputs to and outputs from the job being analyzed.

Which term refers to a written statement that describes the activities and responsibilities of the job?

A _____ summarizes the personal qualities, traits, skills, and background required for getting the job done.

Which of the following methods is used to gather job analysis data?

Who is interviewed by managers collecting job analysis data?

Which of the following is not an advantage of using interviews to collect job analysis data?

For which of the following jobs is direct observation not recommended to collect data used in a job analysis?

676.	…………………method of management development programme was developed at Harvard Business school and incident method was developed at……………………
A.	Vestibule training
B.	Case study
C.	Coaching
D.	None of these
Answer» B. Case study

677.	………………….is also called as T-group training and laboratory training
A.	Stress training
B.	Sensitive training
C.	Job orientation training
D.	None of these
Answer» B. Sensitive training

678.	_____ is the procedures through which one determines the duties associated with positions and the characteristics of people to hire for those positions.
A.	Job description
B.	Job specification
C.	Job analysis
D.	Job context
Answer» C. Job analysis

679.	The information resulting from job analysis is used for writing _____.
A.	job descriptions
B.	work activities
C.	work aids
D.	job context
Answer» A. job descriptions

680.	Information regarding job demands such as lifting weights or walking long distances is included in the information about _____ an HR specialist may collect during a job analysis.
A.	work activities
B.	human behaviors
C.	machines, tools, equipment, and work aids
D.	performance standards
Answer» B. human behaviors

681.	Information regarding how, why, and when a worker performs each activity is included in the information about _____ an HR specialist may collect during a job analysis.
A.	work activities
B.	human behaviors
C.	machines, tools, equipment, and work aids
D.	performance standards
Answer» A. work activities

682.	Information regarding the quantity or quality levels for each job duty is included in the information about _____ an HR specialist may collect during a job analysis.
A.	work activities
B.	human behaviors
C.	machines, tools, equipment, and work aids
D.	performance standards
Answer» D. performance standards

683.	Information regarding job-related knowledge or skills and required personal attributes is included in the information about _____ an HR specialist may collect during a job analysis.
A.	work activities
B.	human behaviors
C.	human requirements
D.	performance standards
Answer» C. human requirements

684.	There are _____ steps in doing a job analysis.
A.	three
B.	four
C.	five
D.	six
Answer» D. six

685.	Deciding how to use the resulting information is the _____ step in doing a job analysis.
A.	first
B.	second
C.	third
D.	fourth
Answer» A. first