McqMate
Chapters
| 1. |
A dyadic relationship between two persons: a manager who is offering help, and employee to whom such help is given. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | time Management |
| Answer» A. Counselling | |
| 2. |
It is a relationship in which at least one of the parties has the intent of promoting the growth, development, maturity, improved functioning, improved coping with life of other. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» B. Helping | |
| 3. |
An adjustment in your attitude and behavior towards meeting daily demand. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» D. Time Management | |
| 4. |
The use of an experienced person to teach and train someone with less knowledge in the given area. |
| A. | Counselling |
| B. | Helping |
| C. | Mentoring |
| D. | Time Management |
| Answer» C. Mentoring | |
| 5. |
A person who looks at the negative aspect of every situation. |
| A. | Optimist |
| B. | Pessimist |
| C. | Type A personality |
| D. | Type B personality |
| Answer» A. Optimist | |
| 6. |
Different types of pay plans related to performance are: |
| A. | Individual or piece rate system |
| B. | Group |
| C. | Organizations |
| D. | All the above |
| Answer» D. All the above | |
| 7. |
Within the umbrella of group reward system comes. |
| A. | Equal pay |
| B. | Individual performance based pay |
| C. | Pay with group threshold |
| D. | All the above |
| Answer» D. All the above | |
| 8. |
Success of the organization can be measured in terms of |
| A. | Profitability |
| B. | Profit |
| C. | Sales |
| D. | All the above |
| Answer» D. All the above | |
| 9. |
A structured questionnaire method for collecting data about the personal qualities of employees is called |
| A. | Functional job analysis |
| B. | Management position description questionnaire |
| C. | Work profiling system |
| D. | None of the above |
| Answer» C. Work profiling system | |
| 10. |
The method that depends mainly on the ability and experience of the supervisors for gathering relevant information about the job is called the |
| A. | Task inventory analysis method |
| B. | Technical conference method |
| C. | Diary maintenance method |
| D. | Critical incident method |
| Answer» A. Task inventory analysis method | |
| 11. |
The discussion of an employees’ problem with the general objective of helping the worker cope with it. |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Job rotation |
| Answer» D. Job rotation | |
| 12. |
A broader, long educational programme offered to carry out non-technical functions more effectively. |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Development |
| Answer» B. Training | |
| 13. |
The act of increasing the knowledge and skills of an employee for doing a particular job |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Development |
| Answer» D. Development | |
| 14. |
An approach that puts material to be learned into highly organized, logical sequences that trainee could respond |
| A. | Counseling |
| B. | Training |
| C. | Education |
| D. | Vestibule training |
| Answer» D. Vestibule training | |
| 15. |
Learning principle includes all but |
| A. | Participation |
| B. | Repetition |
| C. | Feedback |
| D. | Repatriation |
| Answer» D. Repatriation | |
| 16. |
Needs assessment should consider all but |
| A. | the person |
| B. | supervisor input |
| C. | key changes |
| D. | training objectives |
| Answer» B. supervisor input | |
| 17. |
Technological obsolescence of engineers can be easily prevented by |
| A. | Behavior modeling |
| B. | Lectures |
| C. | Coaching |
| D. | Lab. Training |
| Answer» D. Lab. Training | |
| 18. |
Training evaluation criteria include all but |
| A. | Reactions |
| B. | Learning |
| C. | Behavior |
| D. | Relevance results |
| Answer» C. Behavior | |
| 19. |
Many employees feel their firm's pay for performance plans are ineffective because: |
| A. | Not everyone reacts to a reward the same way. |
| B. | Not all rewards are suited to all situations. |
| C. | The person must expect to receive a rewa |
| Answer» C. The person must expect to receive a rewa | |
| 20. |
____ helps in identifying the knowledge skill and attitude set that enables an individual to deliver the best performance in his job |
| A. | Competency modeling |
| B. | Competency planning |
| C. | People competency |
| D. | Competency training |
| Answer» A. Competency modeling | |
| 21. |
Which of the following options is not one of the approaches to HRM? |
| A. | Human Resource approach |
| B. | Systems approach |
| C. | Contingent approach |
| D. | Statistical approach |
| Answer» D. Statistical approach | |
| 22. |
Which approach states that no one management action or design will be suitable for all situations? |
| A. | Human behavior approach |
| B. | Role approach |
| C. | Systems approach |
| D. | Contingent approach |
| Answer» D. Contingent approach | |
| 23. |
HR department maintains a set of proposals and actions that act as reference points for managers in their dealings with employees. What is this called? |
| A. | HR Guide |
| B. | HR ethics |
| C. | HR policy |
| D. | Managerial policy |
| Answer» C. HR policy | |
| 24. |
Which of the following HR approaches is most popular currently |
| A. | Human resources approach |
| B. | Scientific management approach |
| C. | Systems approach |
| D. | Technical approach |
| Answer» A. Human resources approach | |
| 25. |
All except one of the following are the different aspects of HRD |
| A. | Job evaluation |
| B. | Training and development |
| C. | Career planning |
| D. | Performance appraisal |
| Answer» A. Job evaluation | |
| 26. |
________ helps organizations identify employee strengths and weaknesses to determine avenues for their career development |
| A. | Gap analysis |
| B. | Individual assessment |
| C. | Organizational assessment |
| D. | Opportunity analsis |
| Answer» B. Individual assessment | |
| 27. |
Understanding the career aspirations of an employee, determining his capabilities and competencies and identifying the gaps is termed |
| A. | Need analysis |
| B. | Gap analysis |
| C. | Opportunity analysis |
| D. | Employee analysis |
| Answer» A. Need analysis | |
| 28. |
The process of rewarding employees by giving them a stake in the company, which further enhances their performance is called the |
| A. | Gain sharing |
| B. | Annual bonus |
| C. | Employee stock plan |
| D. | Profit sharing |
| Answer» C. Employee stock plan | |
| 29. |
The problem with self-ratings is that: |
| A. | Supervisors rate employees too highly. |
| B. | Supervisors accentuate differences and rigidify positions. |
| C. | Employees rate themselves higher than do supervisors. |
| D. | All the above. |
| Answer» D. All the above. | |
| 30. |
The effect of negative aspect of employees’ performance overshadows the evaluation of entire performance. |
| A. | Halo Effect |
| B. | Horn Effect |
| C. | Stereotyping |
| D. | Status Effect |
| Answer» B. Horn Effect | |
| 31. |
Objective-based rating scales are: |
| A. | Subjectively determined |
| B. | Based on a points-based system |
| C. | Measures of performance against objectives set |
| D. | Manager-allocated rating scales |
| Answer» C. Measures of performance against objectives set | |
| 32. |
To be effective a point based rating systems require: |
| A. | Close management control |
| B. | Comprehensive, reliable and consistent information |
| C. | Objectivity in assessments |
| D. | 360% assessments |
| Answer» C. Objectivity in assessments | |
| 33. |
The process of evaluating an employee’s current and/or past performance relative to his or her performance standards is called _____. |
| A. | recruitment |
| B. | employee selection |
| C. | performance appraisal |
| D. | organizational development |
| Answer» C. performance appraisal | |
| 34. |
The 'coaching of employees' does not include |
| A. | planning |
| B. | preparation |
| C. | follow-up |
| D. | compensating employees |
| Answer» D. compensating employees | |
| 35. |
The mentoring by employees dealt with |
| A. | longer span of time |
| B. | shorter span of time |
| C. | resetting salary schedules |
| D. | self-managing teams |
| Answer» A. longer span of time | |
| 36. |
Counseling the employees for second careers inside the firm is an example of |
| A. | phased retirement |
| B. | preretirement counseling |
| C. | honoring experience |
| D. | modifying selection procedure |
| Answer» B. preretirement counseling | |
| 37. |
Mentoring is very useful when the mentors works for |
| A. | same department |
| B. | different department |
| C. | informal training |
| D. | formal training |
| Answer» A. same department | |
| 38. |
Competency Mapping includes mapping the employee with respect to his/her: |
| A. | Traits |
| B. | Self-Concept |
| C. | Skills and Knowledge. |
| D. | All the above |
| Answer» D. All the above | |
| 39. |
____________is a process with the help of which the employer, or the human resource team decides, that where would a person work best, as per his aptitude and temperament. |
| A. | Training |
| B. | Performance Appraisal |
| C. | Competency Mapping |
| D. | Performance Monitoring |
| Answer» C. Competency Mapping | |
| 40. |
In traditional focus, providing opportunities for learning is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | human resource planning |
| Answer» A. training and development | |
| 41. |
In career development focus, information about individual interests and preferences is part of |
| A. | training and development |
| B. | performance appraisal |
| C. | recruiting and placement |
| D. | human resource planning |
| Answer» D. human resource planning | |
| 42. |
When employee's high expectations confront reality of boring job, it is called |
| A. | promotions |
| B. | transfers |
| C. | reality shock |
| D. | formal training |
| Answer» C. reality shock | |
| 43. |
Strategy employees seek to interesting jobs and greater advancement opportunities is included in |
| A. | promotions |
| B. | transfers |
| C. | reality shock |
| D. | formal training |
| Answer» B. transfers | |
| 44. |
Direct non financial and financial payments received by employees for continuous work with company are classified as |
| A. | benefits |
| B. | stock ownership |
| C. | loyalty scholarships |
| D. | all of above |
| Answer» A. benefits | |
| 45. |
Mentoring is very useful when mentors works for |
| A. | same department |
| B. | different department |
| C. | informal training |
| D. | formal training |
| Answer» A. same department | |
| 46. |
In career development, providing individual development plans for employees is part of |
| A. | individual role |
| B. | manager role |
| C. | employer role |
| D. | line manager |
| Answer» C. employer role | |
| 47. |
Pay plan having a mix of 75% base salary and 25% incentives is classified as |
| A. | combination plan |
| B. | non commission plan |
| C. | competitive plan |
| D. | non competitive plan |
| Answer» A. combination plan | |
| 48. |
Factors influencing bonuses |
| A. | eligibility |
| B. | fund size |
| C. | individual performance |
| D. | All of above |
| Answer» D. All of above | |
| 49. |
All incentive plans are surely |
| A. | pay for performance |
| B. | pay for skills |
| C. | pay for tenure |
| D. | pay for knowledge |
| Answer» A. pay for performance | |
| 50. |
Which of the following terms refers to an appraisal that is too open to interpretation? |
| A. | unclear standards |
| B. | halo effects |
| C. | strictness |
| D. | biased |
| Answer» A. unclear standards | |
| 51. |
All of the following are considered best practices for administering fair performance appraisals EXCEPT _ |
| A. | explaining how subordinates can improve their performance |
| B. | clarifying in advance what the performance expectations are |
| C. | basing the appraisal on observable job behaviors |
| D. | using subjective performance data for appraisals |
| Answer» D. using subjective performance data for appraisals | |
| 52. |
What usually occurs when employees rate themselves for performance appraisals? |
| A. | Ratings are reliable but invalid. |
| B. | Ratings are subject to halo effects. |
| C. | Logrolling leads to unrealistic ratings. |
| D. | Ratings are higher than when provided by supervisors. |
| Answer» D. Ratings are higher than when provided by supervisors. | |
| 53. |
In most firms, a rating committee used for performance appraisals consists of ____ members. |
| A. | 1-2 |
| B. | 3-4 |
| C. | 5-6 |
| D. | 9-1 0 |
| Answer» B. 3-4 | |
| 54. |
Which of the following terms refers to the process of allowing subordinates to rate their supervisor's performance anonymously? |
| A. | supplemental evaluation |
| B. | downward feedback |
| C. | upward feedback |
| D. | peer evaluation |
| Answer» C. upward feedback | |
| 55. |
Which of the following terms refers to a performance appraisal based on surveys from peers, supervisors, subordinates, and customers? |
| A. | 360-degree feedback |
| B. | team appraisals |
| C. | upward feedback |
| D. | rating committee |
| Answer» A. 360-degree feedback | |
| 56. |
A performance appraisalsassumes that an employee understood what his or her performance standards were prior to the appraisal. |
| A. | True |
| B. | False |
| C. | According to situation |
| D. | none |
| Answer» A. True | |
| 57. |
When an employee's performance is so poor that a written warning is required, the warning should _ |
| A. | identify the standards by which the employee is judged |
| B. | provide examples of employees who met the standards |
| C. | be mailed to the employee and to an EEOC representative |
| D. | provide examples of times when the employee met the standards |
| Answer» A. identify the standards by which the employee is judged | |
| 58. |
Which component of performance management refers to communicating a firm's higherlevel goals throughout the organization and then translating them into departmental and individual goals? |
| A. | role clarification |
| B. | goal alignment |
| C. | performance monitoring |
| D. | direction sharing |
| Answer» D. direction sharing | |
| 59. |
Rewards offered to labors involved in production, are categorized as; |
| A. | Salary |
| B. | Fringe benefits |
| C. | Wage |
| D. | Commission |
| Answer» C. Wage | |
| 60. |
A written statement of policies and principles that guides the behaviour of all employees is called |
| A. | code of ethics |
| B. | word of ethics |
| C. | ethical dilemma |
| D. | None of the above |
| Answer» A. code of ethics | |
| 61. |
An empirical inquiry into the actual rules or standards of a particular group is |
| A. | normative justice |
| B. | descriptive justice |
| C. | interpersonal justice |
| D. | None of the above |
| Answer» B. descriptive justice | |
| 62. |
The HR policy which is based on the philosophy of the utmost good for the greatest number of people is covered under the |
| A. | utilitarian approach |
| B. | approach based on rights |
| C. | approach based on justice |
| D. | None of the above |
| Answer» A. utilitarian approach | |
| 63. |
Which of the following is not usually the objective of a code of ethics? |
| A. | to create an ethical workplace |
| B. | to evaluate the ethical components of the proposed actions of the employees |
| C. | to improve the public image of the company |
| D. | to enhance the profits of the business continuously |
| Answer» D. to enhance the profits of the business continuously | |
| 64. |
Which of the following is not a core principle of the Society for Human Resource Management’s Code of Ethics? |
| A. | professional responsibility |
| B. | fairness and justice |
| C. | professional development |
| D. | None of the above |
| Answer» D. None of the above | |
| 65. |
Which of the following factors shapes the ethical behaviour of the members of an organization? |
| A. | The supervisor’s behavior |
| B. | organizational culture |
| C. | code of ethics |
| D. | All of the above |
| Answer» D. All of the above | |
| 66. |
Payoffs associated with properly implemented ethics programs include: |
| A. | increased stakeholder confidence. |
| B. | greater client/customer and employee loyalty. |
| C. | increased profits. |
| D. | all of the above |
| Answer» D. all of the above | |
| 67. |
The implied, enforced, or felt obligation of managers, acting in their official capacities, to serve or protect the interests of groups other than themselves, is known as: |
| A. | valuing diversity. |
| B. | legal compliance. |
| C. | social responsibility |
| D. | professionalism. |
| Answer» C. social responsibility | |
| 68. |
Taking a stand on anti-animal testing, human rights protection, and environmental conservation is an example of a firmʹs: |
| A. | ethics policy. |
| B. | sense of social responsibility. |
| C. | mission statement. |
| D. | desire for legal compliance. |
| Answer» B. sense of social responsibility. | |
| 69. |
The broad objectives of HR associations across the country include: |
| A. | assisting in the provision of training in the field of HR |
| B. | providing opportunities for information exchange. |
| C. | serving as a voice for HR practitioners. |
| D. | all of the above. |
| Answer» D. all of the above. | |
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