McqMate
| 101. |
The interview is used as a method for determining : |
| A. | The personality of the candidate. |
| B. | The degree ’of fit between the applicant and the demands of the job. |
| C. | His/her age. |
| D. | Physical attributes |
| Answer» B. The degree ’of fit between the applicant and the demands of the job. | |
| 102. |
A company’s ‘HR’ department can create an advisory relationship through |
| A. | line authority |
| B. | staff authority |
| C. | hiring authority |
| D. | all of above |
| Answer» B. staff authority | |
| 103. |
Types of strikes include |
| A. | economic strike |
| B. | sympathy strike |
| C. | wildcat strike |
| D. | all of above |
| Answer» D. all of above | |
| 104. |
For an occupation of farming, best classified personality orientation can be |
| A. | realistic orientation |
| B. | investigative orientation |
| C. | social orientation |
| D. | artistic orientation |
| Answer» A. realistic orientation | |
| 105. |
‘praise’ and ‘expression of approvals’ in form of program are best classified as |
| A. | social recognition program |
| B. | performance feedback |
| C. | fixed premium |
| D. | financial awards |
| Answer» A. social recognition program | |
| 106. |
The Ranking method is best suited for |
| A. | Complex organizations |
| B. | Large organizations |
| C. | Small organizations |
| D. | Any of the above |
| Answer» C. Small organizations | |
| 107. |
Meaning of ‘direction sharing’ is |
| A. | communicating line authority |
| B. | staff authority |
| C. | communicating company’s higherlevel goals |
| D. | communicating future HR policies |
| Answer» C. communicating company’s higherlevel goals | |
| 108. |
The thorough& detailed study regarding jobs within an Organisation is represented by; |
| A. | Job analysis |
| B. | Job description |
| C. | Job specification |
| D. | Job evaluation |
| Answer» A. Job analysis | |
| 109. |
Comparison of fairness between sales manager and production manager job pay rates, is an example of |
| A. | collective equity |
| B. | primary equity |
| C. | secondary equity |
| D. | internal equity |
| Answer» D. internal equity | |
| 110. |
Situation, subordinates collude to rate high with each other, known as |
| A. | logrolling |
| B. | dialog rolling |
| C. | up rating |
| D. | lenient/strict tendency |
| Answer» A. logrolling | |
| 111. |
Quantitative performance measures used by human resource managers to assess operations are called |
| A. | ratios |
| B. | benchmarks |
| C. | metrics |
| D. | grades |
| Answer» C. metrics | |
| 112. |
are a useful tool for determining why employees are leaving an organization. |
| A. | Government labor reports |
| B. | Exit interviews |
| C. | Benchmarks |
| D. | HR portals |
| Answer» B. Exit interviews | |
| 113. |
Adding ‘incentives’ to job is included in |
| A. | intrinsic motivation |
| B. | extrinsic motivation |
| C. | outsourced motivation |
| D. | in-house motivation |
| Answer» B. extrinsic motivation | |
| 114. |
Involuntary termination of job of employee is classified as |
| A. | procedural termination |
| B. | dismissal |
| C. | descriptive termination |
| D. | distributive termination |
| Answer» B. dismissal | |
| 115. |
Which of the following decreases group cohesiveness? |
| A. | Large group size |
| B. | Frequency of interaction |
| C. | Agreement on group goals |
| D. | All of the above |
| Answer» A. Large group size | |
| 116. |
Recruitment and selection involves the following except |
| A. | Building a pool of candidates |
| B. | Completing application form by applicants |
| C. | Reduction of the work force |
| D. | Employment planning and forecasting |
| Answer» C. Reduction of the work force | |
| 117. |
Who advocated the theory Z? |
| A. | John Galbraith |
| B. | Jerdee and Caroll |
| C. | William Ouchi and Price |
| D. | Douglas Murray McGregor |
| Answer» C. William Ouchi and Price | |
| 118. |
The field of HRM was founded on the idea that the competitive advantage of the organisation relies on the following sources of capital: |
| A. | cultural, human and system capital |
| B. | social, cultural and human capital |
| C. | organisation relies on the ,following sources of capital |
| D. | cultural, human and source capital |
| Answer» B. social, cultural and human capital | |
| 119. |
Arrange the following steps involved in establishing a career development system in proper sequence:
|
| A. | IV, III, II, I |
| B. | II, I, III, IV |
| C. | II, IV, I, III |
| D. | III, I, II, IV |
| Answer» B. II, I, III, IV | |
| 120. |
‘piecework’ pay plan is often called |
| A. | individual pay plan |
| B. | group pay plan |
| C. | extrinsic rewards |
| D. | intrinsic rewards |
| Answer» A. individual pay plan | |
| 121. |
Lawyers are tend to be classified as personality type of |
| A. | social |
| B. | non artistic |
| C. | investigative |
| D. | enterprising |
| Answer» D. enterprising | |
| 122. |
New performance ‘appraisal systems’ and incentives usage is part of |
| A. | mobilize commitment |
| B. | consolidation of gains |
| C. | creating guiding coalition |
| D. | reinforcement of new programs |
| Answer» D. reinforcement of new programs | |
| 123. |
An employee is rated high in performance appraisal because of ‘religion’, is an example of |
| A. | lenient/strict tendency |
| B. | bias |
| C. | central tendency |
| D. | different tendencies |
| Answer» B. bias | |
| 124. |
The Integrated System Model of Strategic Human Resource Manaqement acknowledges the existence within the organisation of ? |
| A. | multiple cultural and strategic environment |
| B. | multiple stakeholders |
| C. | multiple recruitment integrated system |
| D. | multiple structural organisations |
| Answer» B. multiple stakeholders | |
| 125. |
Which of the following factors connected with working conditions? |
| A. | Work environment |
| B. | Security and opportunity to rise |
| C. | Fair wages |
| D. | All of the above |
| Answer» D. All of the above | |
| 126. |
‘market saturation’ can be best classified as |
| A. | potential opportunities |
| B. | potential Threats |
| C. | potential Strengths |
| D. | potential Weaknesses |
| Answer» B. potential Threats | |
| 127. |
An availability of new talent management information system is a key driver of |
| A. | phased retirement |
| B. | career management |
| C. | talent management |
| D. | modifying selection procedure |
| Answer» C. talent management | |
| 128. |
Large inventories can be best classified as |
| A. | potential opportunities |
| B. | potential Threats |
| C. | potential Strengths |
| D. | potential Weaknesses |
| Answer» D. potential Weaknesses | |
| 129. |
Strategy to understand problem and to formulate hypothesis is called |
| A. | planning |
| B. | preparation |
| C. | follow-up |
| D. | compensating employees |
| Answer» A. planning | |
| 130. |
An ‘Equal Pay Act’ emphasizes compensable factors are such as |
| A. | skills |
| B. | efforts and responsibility |
| C. | working conditions |
| D. | all of above |
| Answer» D. all of above | |
| 131. |
The goal of HRD system is to develop |
| A. | The capabilities of each employee as an individual. |
| B. | The capabilities of each individual in relation to his or her present role. |
| C. | The capabilities of each employee in relation to his or her expected future roles. |
| D. | All of the above |
| Answer» D. All of the above | |
| 132. |
a/an is a plan or programmes to motivate individual or group performance. |
| A. | Incentive scheme |
| B. | Promotion scheme |
| C. | Reward |
| D. | None of the above |
| Answer» A. Incentive scheme | |
| 133. |
Strategy employees use to seek, for personal enrichment and greater convenience is |
| A. | promotions |
| B. | transfers |
| C. | reality shock |
| D. | formal training |
| Answer» B. transfers | |
| 134. |
From employer’s point of view, talent management is also known as |
| A. | phased retirement |
| B. | career management |
| C. | talent management |
| D. | modifying selection procedure |
| Answer» B. career management | |
| 135. |
Behavioral factors affecting job design are ? |
| A. | Autonomy |
| B. | Diversity |
| C. | Feedback |
| D. | All of the above |
| Answer» D. All of the above | |
| 136. |
According to business perspective, employees carrying sign language in depicting their concerns, regarded as |
| A. | strike |
| B. | picketing |
| C. | boycott |
| D. | impasse boycott |
| Answer» B. picketing | |
| 137. |
Distributive bargaining may be explained as |
| A. | Bargaining wherein both parties are willing to negotiate over wages, hours and conditions of employment. |
| B. | Bargaining that focuses on convincing the other party that the cost of disagreeing with the proposed terms would be very high. |
| C. | Bargaining that focuses on convincing the other party that the benefits of agreeing with the proposed terms would be very high. |
| D. | None of the above. |
| Answer» B. Bargaining that focuses on convincing the other party that the cost of disagreeing with the proposed terms would be very high. | |
| 138. |
Identify the correct sequence of the steps of grievance procedure required to be followed for the grievance handling
|
| A. | 1, 2, 3& 4 |
| B. | 2, 3, 1& 4 |
| C. | 2, 1, 4& 3 |
| D. | 2, 4, 1& 3 |
| Answer» C. 2, 1, 4& 3 | |
| 139. |
The process of determining the tasks that make-up a job and the skills, abilities and responsibilities needed to perform the job is called |
| A. | Job Analysis |
| B. | Job Enrichment |
| C. | Job Description |
| D. | All of the above |
| Answer» A. Job Analysis | |
| 140. |
Neutral party who negotiates issues in agreement dispute, makes a reasonable settlement by giving public recommendation is classified as |
| A. | mediation |
| B. | impasse |
| C. | fact finder |
| D. | arbitration |
| Answer» C. fact finder | |
| 141. |
Bankers are best classified in a personality type of |
| A. | realistic orientation |
| B. | investigative orientation |
| C. | social orientation |
| D. | conventional orientation |
| Answer» D. conventional orientation | |
| 142. |
Unstructured interview is also called |
| A. | non directive interview |
| B. | directive interview |
| C. | both A and B |
| D. | none of above |
| Answer» B. directive interview | |
| 143. |
People who chosen careers having more structured activities is classified as |
| A. | realistic orientation |
| B. | investigative orientation |
| C. | social orientation |
| D. | conventional orientation |
| Answer» D. conventional orientation | |
| 144. |
Which principle of management is violated by matrix organisation structure? |
| A. | Division of Labour |
| B. | Unity of Direction |
| C. | Unity of Command |
| D. | None of the above |
| Answer» C. Unity of Command | |
| 145. |
An integrated group of activities to bring about a change is known as |
| A. | Organisation development |
| B. | Interventions |
| C. | OCTAPACE |
| D. | Collaborative culture |
| Answer» A. Organisation development | |
| 146. |
Comparing quite dissimilar jobs such as nurses to technicians is best classified as |
| A. | comparable worth |
| B. | incomparable worth |
| C. | definable worth |
| D. | indefinable worth |
| Answer» A. comparable worth | |
| 147. |
Consider the following punishments in disciplinary actions:
|
| A. | I and II |
| B. | I, II and III |
| C. | I and III |
| D. | I, II and IV |
| Answer» C. I and III | |
| 148. |
The first step in the e-selection process is |
| A. | consider how the various new stakeholders and clients will use the system |
| B. | train the employees that will be responsible for the administration of the process |
| C. | draw-up a flow chart of the current assessment process |
| D. | draft the desired flow process that will result from the E-selection process |
| Answer» C. draw-up a flow chart of the current assessment process | |
| 149. |
The following is (are) the key components of a business process Re-engineering programme? |
| A. | Product development |
| B. | Service delivery |
| C. | Customer satisfaction |
| D. | All of the above |
| Answer» D. All of the above | |
| 150. |
‘cooperative union-management projects’ is an example of |
| A. | human process intervention |
| B. | techno structural interventions |
| C. | strategic intervention |
| D. | HRM interventions |
| Answer» B. techno structural interventions | |
| 151. |
Grouping of jobs on basis of skills and physical efforts is called |
| A. | rank jobs |
| B. | grades |
| C. | classes |
| D. | columns |
| Answer» C. classes | |
| 152. |
Loyalty awards given to employees, for completing several years is an example of |
| A. | financial awards |
| B. | non-financial rewards |
| C. | non-motivating rewards |
| D. | appraisal award |
| Answer» B. non-financial rewards | |
| 153. |
Exit Policy primarily emphasises in the broad sense, for policy makers as |
| A. | Retiring people and rehabilitating them |
| B. | Bringing new blood to the Corporate |
| C. | Removing employees |
| D. | Down sizing |
| Answer» A. Retiring people and rehabilitating them | |
| 154. |
A broad statement of the purpose, scope, duties and responsibilities of a particular job is |
| A. | Job specification |
| B. | Job description |
| C. | Job analysis |
| D. | Job design |
| Answer» C. Job analysis | |
| 155. |
Validity of structured interviews is |
| A. | high |
| B. | low |
| C. | moderate |
| D. | none of above |
| Answer» A. high | |
| 156. |
Ten ‘C’ model of HRM architect was advanced by |
| A. | Katz and Kahn |
| B. | Alan Price |
| C. | Chester I. Bernard |
| D. | Max Weber |
| Answer» B. Alan Price | |
| 157. |
An enquiry that is conducted afresh because of the objections raised by alleged employee is called |
| A. | De-novo enquiry |
| B. | Ex-parte enquiry |
| C. | Domestic enquiry |
| D. | None of the above |
| Answer» A. De-novo enquiry | |
| 158. |
Stage, in career management that spans roughly between 24 to 44 and heart of people’s career is |
| A. | stabilization sub-stage |
| B. | trial sub stage |
| C. | establishment stage |
| D. | maintenance stage |
| Answer» C. establishment stage | |
| 159. |
Competitive strategy is for |
| A. | departmental strategy |
| B. | business unit |
| C. | none of above |
| D. | all of above |
| Answer» B. business unit | |
| 160. |
Use of data, facts, analytics and evaluated research for making decision is |
| A. | Evidence based HRM |
| B. | High performance work system |
| C. | Both A and B |
| D. | none of above |
| Answer» A. Evidence based HRM | |
| 161. |
People who are often executives of chamber of commerce, are classified in personality type of |
| A. | non enterprising |
| B. | enterprising |
| C. | social |
| D. | investigative |
| Answer» B. enterprising | |
| 162. |
In a career development, establishing career plans is a/an |
| A. | individual role |
| B. | managerial role |
| C. | employer role |
| D. | line manager’s role |
| Answer» A. individual role | |
| 163. |
Which of the following labour legislations in USA made unions more powerful than management? |
| A. | Wagner Act |
| B. | Taft-Hartley Act |
| C. | Narris-Le Guaradia Act |
| D. | Landrum-Griffin Act |
| Answer» A. Wagner Act | |
| 164. |
The interview in which pressure is deliberately put on the applicant is known as |
| A. | Non-directed interview |
| B. | Directed interview |
| C. | Patterned interview |
| D. | None of the above |
| Answer» D. None of the above | |
| 165. |
Model for organizational is introduced by |
| A. | Maslow Abraham |
| B. | Sigmund Freud |
| C. | Kurt Lewin |
| D. | both A and B |
| Answer» C. Kurt Lewin | |
| 166. |
Creating an environment that facilitates a continuous and. Two-way exchange of information between the superiors and the subordinates is the core of |
| A. | High involvement management model |
| B. | Low commitment management model |
| C. | High performance management model |
| D. | Low performance Management model |
| Answer» A. High involvement management model | |
| 167. |
Human resource managers generally exert within the human resources department and outside the human resources department. |
| A. | line authority; implied authority |
| B. | staff authority; line authority |
| C. | line authority; staff authority |
| D. | functional control; authoritarian control |
| Answer» A. line authority; implied authority | |
| 168. |
In a career development focus, addition of development plans is a part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | compensation and benefits |
| Answer» B. performance appraisal | |
| 169. |
In surveying market, a way to know what others are paying, known as |
| A. | salary survey |
| B. | market survey |
| C. | equity survey |
| D. | motivation survey |
| Answer» A. salary survey | |
| 170. |
The number of subordinates a superior can effectively handle is called |
| A. | Organising people |
| B. | Span of control |
| C. | Direction |
| D. | Coordination |
| Answer» B. Span of control | |
| 171. |
The measures the rate at which employees leave the company. |
| A. | turnover costs |
| B. | turnover rate |
| C. | time to fill |
| D. | cost per hire |
| Answer» B. turnover rate | |
| 172. |
In career development focus, an individual development plan is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | human resource planning |
| Answer» A. training and development | |
| 173. |
The term procurement stands for |
| A. | recruitment and selection |
| B. | training and development |
| C. | pay and benefits |
| D. | health and safety |
| Answer» A. recruitment and selection | |
| 174. |
The other name of Sensitivity Training is |
| A. | Brainstorming |
| B. | T-Group Training |
| C. | In-basket Exercise |
| D. | Managerial Grid Training |
| Answer» B. T-Group Training | |
| 175. |
People who choose medical profession is an example of |
| A. | conventional personality |
| B. | non-conventional personality |
| C. | investigative personality |
| D. | non investigative personality |
| Answer» C. investigative personality | |
| 176. |
Recruitment is concerned with |
| A. | Getting applications |
| B. | Selecting the right candidate |
| C. | Developing a pool of job candidates |
| D. | None of the above |
| Answer» C. Developing a pool of job candidates | |
| 177. |
In job classification, group which contains similar jobs is called |
| A. | classes |
| B. | grades |
| C. | rows |
| D. | columns |
| Answer» A. classes | |
| 178. |
Developing characteristics of people needed to run business in . |
| A. | Short term |
| B. | Medium term |
| C. | Long term |
| D. | Any of the above |
| Answer» C. Long term | |
| 179. |
Moving employees from one job to another in a predetermined way is called |
| A. | Job rotation |
| B. | Job reengineering |
| C. | Work mapping |
| D. | Job enrichment |
| Answer» A. Job rotation | |
| 180. |
“Work-Diversity” by nature, does not go against Ethics. But an executive assistant while getting transferred from “stores” to “dispatch” section created turmoil in the office. He is |
| A. | Most ethical in his deal |
| B. | Fully against work ethics |
| C. | He is workoholic |
| D. | A Rigid employer, hard nut to crack |
| Answer» B. Fully against work ethics | |
| 181. |
Pay plan is based on influence-able competencies for companies to focus on |
| A. | performance management process |
| B. | high performance work system |
| C. | less performance work system |
| D. | quantitative job evaluation |
| Answer» A. performance management process | |
| 182. |
Advertisements through newspapers, TV, radio, professional journals and magazines are methods of recruitment |
| A. | Direct |
| B. | Indirect |
| C. | Third-party |
| D. | E-recruitment |
| Answer» B. Indirect | |
| 183. |
Focus on career development, tuition reimbursement plans are part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | compensation and benefits |
| Answer» D. compensation and benefits | |
| 184. |
is defined as the record of outcomes produced on a specific job function or activity during a specific time period. |
| A. | Performance |
| B. | Work function |
| C. | Evaluation |
| D. | None of the above |
| Answer» A. Performance | |
| 185. |
Negotiations are an important aspect of the collective-bargaining process. What do they ensure? |
| A. | That conflict is always resolved. |
| B. | That there is an agreement between all parties involved. |
| C. | It achieves a set of lasting agreements. |
| D. | That conflict is contained within manageable boundaries. |
| Answer» D. That conflict is contained within manageable boundaries. | |
| 186. |
According to Herzberg, job salary and incentives are classified as |
| A. | unhygienic |
| B. | DE motivators |
| C. | hygiene factor |
| D. | extrinsic factors |
| Answer» C. hygiene factor | |
| 187. |
Which of the following is not a traditional method of organisational development? |
| A. | Managerial grid |
| B. | Survey feedback |
| C. | Sensitivity training |
| D. | Process consultation |
| Answer» D. Process consultation | |
| 188. |
In , the interviewer uses pre-set standardised questions which are put to all applicants. |
| A. | Unstructured interview |
| B. | Behavioural interview |
| C. | Structured interview |
| D. | Mixed interview |
| Answer» C. Structured interview | |
| 189. |
An Edward Deci’s motivation theory explains the |
| A. | extrinsic rewards causes detraction |
| B. | intrinsic rewards causes detraction |
| C. | extrinsic rewards causes motivation |
| D. | intrinsic rewards causes motivation |
| Answer» A. extrinsic rewards causes detraction | |
| 190. |
The Managerial Grid was given by |
| A. | Kurt Lewin |
| B. | Rensis Likert |
| C. | Blake and Mouton |
| D. | Hersey Blanchard |
| Answer» C. Blake and Mouton | |
| 191. |
The human resource management functions aims at ? |
| A. | ensuring that the ‘human resources possess, adequate capital, tool equipment and material to perform the job successful |
| B. | helping the Organisation deal with its employees in different stages of employment |
| C. | improving an Organisation’s creditworthiness among financial institutions |
| D. | Ensuring financial& Marketing Stability |
| Answer» B. helping the Organisation deal with its employees in different stages of employment | |
| 192. |
Which of the following is (are) the HRD score card? |
| A. | HRD systems maturity score |
| B. | Competency score |
| C. | HRD competencies systems maturity score |
| D. | All of the above |
| Answer» D. All of the above | |
| 193. |
The following system combines the superior and self evaluation systems? |
| A. | Graphic rating scale |
| B. | Forced choice |
| C. | Essay evaluation |
| D. | Management by Objective |
| Answer» D. Management by Objective | |
| 194. |
Aligning of skills, training and performance to have a successful career is also known as |
| A. | phased retirement |
| B. | career management |
| C. | talent management |
| D. | modifying selection procedure |
| Answer» C. talent management | |
| 195. |
The first step in the human resource planning process is |
| A. | Preparing a job analysis |
| B. | Forecasting future human resource needs |
| C. | Assessing future demand |
| D. | Assessing future supply |
| Answer» B. Forecasting future human resource needs | |
| 196. |
The three important components in aligning business strategy with HR practice: |
| A. | Business Strategy, Human Resource Practices, Organisational Capabilities |
| B. | Marketing Strategy, Human Resource Practices, Organisational Capabilities |
| C. | Business Strategy, Human Resource Practices, Organisational structure |
| D. | Marketing Strategy, Human Resource Practices, Organisational structure |
| Answer» A. Business Strategy, Human Resource Practices, Organisational Capabilities | |
| 197. |
The area from which applicants can be recruited is |
| A. | Job agencies |
| B. | Labour markets |
| C. | Employment lines |
| D. | Labour unions |
| Answer» B. Labour markets | |
| 198. |
Process of attracting, selecting, training and promoting employees through a particular firm is called |
| A. | phased retirement |
| B. | preretirement counseling |
| C. | talent management |
| D. | modifying selection procedure |
| Answer» C. talent management | |
| 199. |
Which pay is one of the most crucial pay given to the employee& also shown in the pay structure? |
| A. | Performance |
| B. | Strategic |
| C. | Bonus |
| D. | Commission |
| Answer» A. Performance | |
| 200. |
Which one is not of Michael Porters five force model of industry analysis? |
| A. | Threat of new entrants |
| B. | Substitutes |
| C. | Intensity of rivalry among existing players |
| D. | Cost leadership |
| Answer» D. Cost leadership | |
Done Reading?