McqMate
These multiple-choice questions (MCQs) are designed to enhance your knowledge and understanding in the following areas: Bachelor of Commerce (B Com) .
| 451. |
Why does the Resource-based view of SHRM represent a paradigm shift in SHRM thinking? |
| A. | Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage |
| B. | Because it advocates tight vertical integration between the organisation’s business strategy and human resource strategy. |
| C. | Because it relies on a set of highcommitment HR practices to deliver sustainable competitive advantage. |
| D. | Because it focuses on the external context of the business |
| Answer» A. Because it focuses on the internal human resources of the business as a source of sustainable competitive advantage | |
| 452. |
The emotional part of an attitude is called |
| A. | Attitude |
| B. | Affective component |
| C. | Behavioural component |
| D. | All of the above |
| Answer» B. Affective component | |
| 453. |
Arrange the following in order:
|
| A. | (iii), (iv), (ii),(i) |
| B. | (ii), (iii), (i), (iv) |
| C. | (i), (ii), (iii), (iv) |
| D. | (ii), (iv), (iii), (i) |
| Answer» A. (iii), (iv), (ii),(i) | |
| 454. |
Professional competence and consistency is exhibited by |
| A. | effective mentors |
| B. | performance manager |
| C. | appraisal manager |
| D. | professional training |
| Answer» A. effective mentors | |
| 455. |
The system of ranking jobs in a firm on the basis of the relevant characteristics, duties, and responsibilities is known as |
| A. | Job evaluation |
| B. | Job design |
| C. | Job specification |
| D. | Job description |
| Answer» A. Job evaluation | |
| 456. |
Which of the following is a disadvantage of using an executive recruiter? |
| A. | many contacts in field |
| B. | adept at contacting candidates who are not on the job market |
| C. | unfamiliar with company perceptions of ideal candidate |
| D. | ability to keep identity of firm confidential |
| Answer» C. unfamiliar with company perceptions of ideal candidate | |
| 457. |
Which of the following HR activities may be outsourced to specialist service providers?
|
| A. | I, II& III |
| B. | I, II& IV |
| C. | II, III& IV |
| D. | I, II, III& IV |
| Answer» D. I, II, III& IV | |
| 458. |
QWL movement was spearheaded by |
| A. | D. Harnett and L. Cummings |
| B. | C.A. Barlett and S. Ghoshal |
| C. | Ronen Simcha and Oded Shankar |
| D. | Eric Tryst, Fred Enery, Eina Thorsrud |
| Answer» D. Eric Tryst, Fred Enery, Eina Thorsrud | |
| 459. |
In recent years, job title and tenure is replaced by |
| A. | employee performance and competencies |
| B. | company growth and market share |
| C. | employee skills and creativity |
| D. | pay for knowledge |
| Answer» A. employee performance and competencies | |
| 460. |
Which one of the following is not time based incentive plan? |
| A. | Halsey Plan |
| B. | Merrick Plan |
| C. | Rowan Plan |
| D. | Emerson Plan |
| Answer» B. Merrick Plan | |
| 461. |
Which of the following is not a method of social security? |
| A. | Social Action |
| B. | Social Insurance |
| C. | Social Assistance |
| D. | Mutual Assistance |
| Answer» A. Social Action | |
| 462. |
Which of the following term is used to identify, “what the job holder does”? “how it is done”?& “why it is done”? |
| A. | Job specification |
| B. | Job evaluation |
| C. | Job description |
| D. | Job title |
| Answer» C. Job description | |
| 463. |
Job changes in an existing job, in same firm for retirement aged employees is an example of |
| A. | phased retirement |
| B. | preretirement counseling |
| C. | honoring experience |
| D. | modifying selection procedure |
| Answer» A. phased retirement | |
| 464. |
Providing employees with basic background information about the firms is |
| A. | Education |
| B. | Employee Orientation |
| C. | Colleges and universities |
| D. | Required by law |
| Answer» B. Employee Orientation | |
| 465. |
In career development, providing performance feedback which is career oriented is part of |
| A. | individual’s role |
| B. | manager’s role |
| C. | employer’s role |
| D. | line manager |
| Answer» C. employer’s role | |
| 466. |
The actual achievements compared with the objectives of the job is |
| A. | Job performance |
| B. | Job evaluation |
| C. | Job description |
| D. | None of the above |
| Answer» A. Job performance | |
| 467. |
Introduction of new or current trends for optimal ‘HR’ utilization is part of |
| A. | Coordinative function |
| B. | Staff function |
| C. | Line function |
| D. | all of above |
| Answer» B. Staff function | |
| 468. |
Bonuses are part of |
| A. | direct financial payments |
| B. | payroll |
| C. | counseling |
| D. | indirect financial payments |
| Answer» A. direct financial payments | |
| 469. |
The famous definition of ‘personality’ as “the dynamic organization within the individual of those psychological systems that determine his unique adjustments to his environment” - is given by |
| A. | Gordon Allport |
| B. | James Watson |
| C. | Sigmund Freud |
| D. | Theodore T. Herbert |
| Answer» A. Gordon Allport | |
| 470. |
Commitment strategy is inherently |
| A. | Short term |
| B. | Long term |
| C. | Continuous |
| D. | None of the above |
| Answer» B. Long term | |
| 471. |
Which of the following has not been provided under the Code of Discipline? |
| A. | Grievance Procedure |
| B. | Unfair Labour Practices |
| C. | Multinational Companies |
| D. | Recognition of Trade Unions |
| Answer» C. Multinational Companies | |
| 472. |
Process of arming employees of organization with technology tools, to get jobs done is called |
| A. | workplace flexibility |
| B. | work hour flexibility |
| C. | work week flexibility |
| D. | contributory flexibility |
| Answer» A. workplace flexibility | |
| 473. |
In performance management, main feature of performance management is to |
| A. | increase salary |
| B. | planning incentives |
| C. | comparing performance with goals |
| D. | comparing sales figures from last year |
| Answer» C. comparing performance with goals | |
| 474. |
‘unfreezing stage’ in Lewin organizational change process, considered as |
| A. | mobilize commitment |
| B. | consolidation of gains |
| C. | monitoring and assessing programs |
| D. | creating guiding coalition |
| Answer» A. mobilize commitment | |
| 475. |
The expertise of human resource departments became indispensable with the |
| A. | introduction of employment laws |
| B. | passing of equal employment laws |
| C. | increase of women in the workforce |
| D. | both A and B |
| Answer» D. both A and B | |
| 476. |
The best medium to reach a ’large audience for the process of recruitment is |
| A. | Casual applicants |
| B. | Advertising |
| C. | Employee referrals |
| D. | Employment agencies |
| Answer» B. Advertising | |
| 477. |
The business side of the process begins with the strategic as the guiding framework. |
| A. | HR |
| B. | Plan |
| C. | Policy |
| D. | None of the above |
| Answer» B. Plan | |
| 478. |
Basic difference between piecework and standard hour plan is of |
| A. | percent premium |
| B. | proportion premium |
| C. | fixed premium |
| D. | variable premium |
| Answer» A. percent premium | |
| 479. |
In Lewin organization change process, introduction of new attitudes and behaviors is included in |
| A. | unfreezing stage |
| B. | moving stage |
| C. | refreezing stage |
| D. | nonmoving stage |
| Answer» B. moving stage | |
| 480. |
Employees join union when they |
| A. | Are dissatisfied with certain aspects of their jobs. |
| B. | Feel that they lack influence with management to make the needed change. |
| C. | Feel unionization as a solution to their problems. |
| D. | All the above |
| Answer» D. All the above | |
| 481. |
Crucial functions for company’s survival is managed by |
| A. | financial manager |
| B. | staff manager |
| C. | line manager |
| D. | both A and B |
| Answer» C. line manager | |
| 482. |
Document that consists of all ethical standards that employer expects from employees is classified as |
| A. | ethics code |
| B. | descriptive code |
| C. | procedural code |
| D. | distributive code |
| Answer» A. ethics code | |
| 483. |
‘Microsoft’ pays new programmers for learning Windows particulars, classified as |
| A. | pay plan based on knowledge |
| B. | pay plan based on title of job |
| C. | pay plan based on tenure |
| D. | pay plan based on performance |
| Answer» A. pay plan based on knowledge | |
| 484. |
Compensations and reward packages are designed for employees, must help company to achieve its |
| A. | mission |
| B. | vision |
| C. | strategic goals |
| D. | compensation strategy |
| Answer» C. strategic goals | |
| 485. |
Which of the following is the meaning of ‘Golden handshake’? |
| A. | It is a gift. |
| B. | It is a gratis. |
| C. | It is a bribe. |
| D. | It is a compensation. |
| Answer» C. It is a bribe. | |
| 486. |
The sequence of human resource development activities according to Leonard Nadler are |
| A. | Training, development and education |
| B. | Training, education and development |
| C. | Education, training and development |
| D. | Development, training and education |
| Answer» B. Training, education and development | |
| 487. |
HRD systems include |
| A. | Feedback and Performance coaching |
| B. | Potential Appraisal and Development |
| C. | Performance Appraisal |
| D. | All of the above |
| Answer» D. All of the above | |
| 488. |
Which is not a Training Method? |
| A. | Management Role Playing |
| B. | Workshop |
| C. | Multiple Management |
| D. | Recruitment Method |
| Answer» D. Recruitment Method | |
| 489. |
The number of people hired for a particular job compared to the number of individuals in the applicant pool is often expressed as |
| A. | Application ratio |
| B. | Recruitment ratio |
| C. | Selection ratio |
| D. | Employment ratio |
| Answer» C. Selection ratio | |
| 490. |
The concept of HRD scorecard was introduced in India by |
| A. | T.V. Rao |
| B. | UdaiPareek |
| C. | ArunHonappa |
| D. | Rao and Pareek |
| Answer» A. T.V. Rao | |
| 491. |
A system of industrial relations where social and labour issues are discussed between trade unions and management at enterprise level is: |
| A. | Social dialogue |
| B. | Tripartism |
| C. | Bipartism |
| D. | None of the above |
| Answer» C. Bipartism | |
| 492. |
Which of the following is not a type of wage differentials? |
| A. | Social |
| B. | Industrial |
| C. | Geographical |
| D. | Occupational |
| Answer» A. Social | |
| 493. |
Techniques which allow employer for flexible labor stance is |
| A. | job classification |
| B. | job evaluation method |
| C. | job ranking technique |
| D. | pay ranges |
| Answer» D. pay ranges | |
| 494. |
Which of the following is not a regulative type of labour legislation? |
| A. | Factories Act, 1948 |
| B. | Trade Unions Act, 1926 |
| C. | Industrial Disputes Act, 1947 |
| D. | Industrial Employment (Standing |
| Answer» A. Factories Act, 1948 | |
| 495. |
Which of the following aptly describes the role of line managers and staff advisors namely HR professionals? |
| A. | Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes |
| B. | Line managers are concerned more about develop.ing HR programmes whereas staff advisors are more involved in implementing such programmes |
| C. | Staff advisors are solely responsible for developing, implementing and evaluating the HR programmes while line managers are not all involved in any matters concerning HR |
| D. | Line managers alone are responsible for developing, implementing and evaluating the HR programmes while staff advisors are not all involved in any matters concerning HR. |
| Answer» A. Staff advisors focus more on developing HR programmes while line managers are more involved in the implementation of those programmes | |
| 496. |
Score that measures how much business goals are achieved by ‘HRD’ efforts is |
| A. | HRD culture |
| B. | Business linkage score |
| C. | HRD competence score |
| D. | HRD system maturity score |
| Answer» B. Business linkage score | |
| 497. |
Which of the following human resource practices can be useful in reducing workers’ compensation cost per employee? |
| A. | safety training |
| B. | disability management |
| C. | safety incentives |
| D. | all of the above |
| Answer» D. all of the above | |
| 498. |
Read the following statements on HRD need analysis. Identify the one which is not true: |
| A. | HRD needs can be identified at strategic, organisational, operational, task and person levels |
| B. | HRD needs can be diagnostic, analytic, compliance oriented and proactive |
| C. | Task related KSA analysis and training need analysis are integral part of HRD need analysis |
| D. | Competency mapping, performance appraisal and clarity of career paths identify HRD needs at task level only |
| Answer» D. Competency mapping, performance appraisal and clarity of career paths identify HRD needs at task level only | |
| 499. |
‘HCM’ talent management system includes |
| A. | e-commerce integration |
| B. | online training |
| C. | monitoring performance metrics |
| D. | all of above |
| Answer» D. all of above | |
| 500. |
A problem occurs when supervisor might rate all employees ‘high’ or ‘low’ is called |
| A. | lenient/strict tendency |
| B. | biasing tendency |
| C. | central tendency |
| D. | different tendencies |
| Answer» A. lenient/strict tendency | |
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