1.

Human Resource Management is process of

A. Acquiring Employees
B. Training Employees
C. Appraising and Compensating Employees
D. all of above

2. Use of data, facts and evaluated research for making decision is

A. HR Analytics
B. High performance work system
C. Both A and B
D. none of above

3. HR manager must be familiar with

A. Strategic planning
B. Production department
C. Marketing and finance
D. all of above

4. The actual achievements compared with the objectives of the job is

a. Job performance
a. Job evaluation
b. Job description
c. None of the above

5. The ________ programme once installed must be continued on a permanent basis.

a. Job evaluation
b. Training & Development
c. Recruitment
d. All of the above

6. In a re-engineering programme, when a process changes so does the ________ of the concerned
employee.

a. Designation
b. Job Description
c. Qualification
d. Job experience

7. The following factor would be relatively low if supply of labour is higher than demand.

a. production
b. labour cost
c. wage
d. all of the above
8. ______ can be defined as a written record of the duties, responsibilities and conditions of job.

a. Job description
b. Job specification
c. Job profile
d. None of the above

9. Under point method, factor(s) generally considered are

a. Skill, effort, Responsibility

b. Skill, job enrichment, accountability
c. Wage, job enrichment, accountability
d. Wage effort, accountability

10. The process of analyzing jobs from which job descriptions are developed are called________.

a. Job analysis
b. Job evaluation
c. Job enrichment
d. Job enlargement

11. 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

12. What is that describes the duties of the job, authority relationship, skills requirement, conditions of work
etc.?

a. Job analysis
b. Job enlargement
c. Job enrichment
d. Job evaluation

13. HRM is concerned with

[Link]
[Link] relation
C. Field Staff
[Link] employees

14. Which among the following are parts of job description:

(i) Duties performed
(ii) Job summary
(iii) Job identification
(iv) Supervision given
(v) Delegation of authority
A.(i), (ii), (iii) and (iv)
B.(ii), (iii), (iv) and (v)
C. (i), (iii), (iv) and (v)
D.(i), (ii), (iii) and (v)
15. A --------  is a collection of duties, tasks and responsibilities which are assigned to an individual and which
is different from the assignment.

A. Job
B. Human Resource Planning
C. Industrial Relations
D. Responsibility

16. In job-evaluation the Key Jobs are designated as ones

[Link] are more in number in the organisation.

[Link] are most important for the survival of the organisation
[Link] are most secure
D All of the above
.

17. ---------- is the process of deciding how to fill the company's most important executive positions.

[Link] Planning
[Link] Restructuring
[Link] directed Teams
[Link] downsizing

18. Mechanism of Human Resource Development includes

[Link] Redesign
B. Rewards
C. Human Resource Information System
[Link] of the above

19. Which is/ are the functions of Human Relations?

[Link] dissatisfaction
B. Moral building programmes
C. Personal contacts
[Link] of the above

20. Sequence the following in the order which they are practiced

(i) Promotion
(ii) Performance appraisal
(iii) Recruitment
(iv) Training and Development
A.(iii), (ii), (iv), (i)
B. (iii), (ii), (i), (iv)
C. (iii), (i), (iv), (ii)
D.(iii), (iv), (ii), (i)

21. Which of the following are covered under the scope of Human Resource Management:

(i) Forecasting Human Resource Need

(ii) Replacement Planning
(iii) Human Resource Dynamics
(iv) Human Resource Development Planning
(v) Human Resource Audit
 
A.(i), (iii) and (v)
B. (i), (ii), (iii) and (iv)
C. (iii) and (v)
D.(i), (ii), (iii), (iv) and (v)

22. Human resource planning system includes

[Link] resource supply forecast

B. Human resource inventory
C. Corporate plan
[Link] of the above

23. Which one of the following is not directly included under the functions of human resource management?

[Link]
[Link]
[Link]
D Recruitment
.

24. Providing employees with basic background information about the firms is

[Link]
[Link] Orientation
[Link] and universities
D Required by law
.

25. Recruitment and selection involves the following except

[Link] a pool of candidates

[Link] application form by applicants
[Link] of the work force
[Link] planning and forecasting
26. The Human Resource System covers

[Link] and development

B. Recruit and Select
C. Job design and evaluation
[Link] of the above

27.  If company defines authority and communication channels for employees, it is performing

A. staffing function
B. organizing function
C. leading function
D. controlling function

28. It is based on the assumption that in order to motivate personnel, the job itself must provide
opportunities for achievement, recognition, responsibility, advancement and growth.

a. Job Rotation
b. Job Enrichment
c. Job Classification
d. Job Enlargement

29. A company's HR department can create an advisory relationship through

A. line authority
B. staff authority
C. hiring authority
D. all of above

30. One who assists other managers in HR functions of management process is

A. line manager
B. First line supervisor
C. staff manager
D. all of above

31. Following factor is not involved in communication to employees

A. interviewing
B. disciplining
C. counseling
D. compensating

32. Human capital refers to

A. education of firm's workers

B. training of firm's workers
C. skills and expertise of firm's workers
D. all of above

33. The term used before the language of modern HRM was _______

(a) Labour Relations

(b) Personnel Management
(c) Industrial Management
(d) All of the above

34. Which of the following is not a function normally performed by HR department?

(a) Accounting
(b) Recruitment and Selection
(c) Pay and Reward
(d) Employee Relations

35. HRM is__________

(a) employee oriented

(b) employer oriented
(c) legally oriented
(d) none of the above

36. Scope of the HRM includes __

(a) retirement and separation of employees

(b) HR training and development
(c) industrial relations
(d) all of the above

37. The objectives of HRM are categorized as __

(a) personal objectives

(b) functional objectives
(c) organisational and social objectives
(d) all of the above

38. The meaning of the acronym ‘SHRM’ is __

(a) Short-term Human Resource Management

(b) Strategic Human Resource Management
(c) Strategestic Human Resource Management
(d) Strategic Humane Resource Management

39. Recruitment policy usually highlights need for establishing __

(a) job specification

(b) job analysis
(c) job description
(d) none of the above

40. The process of forecasting an organizations future demand for, and supply of, the right type of people in
the right number is called.

(a) Human Resource Planning

(b) Recruitment
(c) Human Resource Management
(d) Human Capital Management

41. A process that is used for identifying and developing internal people with the potential to fill key business
leadership positions in the company is called.

(a) Highly talented personnel creation

(b) Investing in human resources
(c) Succession planning
(d) None of the above

42. Talent Shortage can be managed by

A. Separation Schemes
B. Downsizing
C. Contracting out work
D. Not replacing replacements

43. The voluntary and involuntary permanent withdrawal from an organisation is called 

(a) Turnover
(b) Behaviour
(c) Misbehaviour
(d) None of the above

44. What is the main objective of job evaluation?

(A) Job is rated before the employee is appointed to occupy

(B) It is not compulsory
(C) To define satisfactory wage and salary differentials
(D) None of the above

45. Which of these options is one of the non - analytical methods of job evaluation?

(A)Job - grading method

(B) Point ranking method
(C) Factor comparison method
(D) None of the above

46. Match the following:

List – A                                   List – B
(i) Job Analysis               (a) Grading jobs according to scale of pay
(ii) Job Description          (b) A statement of human qualities to fill the job
(iii) Job Specification       (c) A process of obtaining job facts
(iv) Job Classification      (d) A statement of duties and responsibilities of a job

       (i) (ii) (iii) (iv)

(A)  (c) (d) (b) (a)
(B)  (c) (d) (a) (b)
(C)  (a) (b) (c) (d)
(D)  (b) (c) (d) (a)

47. A well employed human resource, that is actively engaged in meaningful & worthwhile work, is called

A. Human Resource
B. Human Capital
C. Employee
D. Officer

48. Talent Surplus can be managed by

A. Separation Schemes
B. Contracting out work
C. Reducing Attrition
D. Increasing work hours

49. These are a vital way to quantify the cost and the impact of employee programs and HR processes and
measure the success (or failure) of HR initiatives. 

A. HR Metrics
B. HR Analytics
C. HRIS
D. MIS

50. This requires that jobs be broken down into their smallest units and then analyzed.

A. Job Rotation
B. Job Enrichment
C. Job Classification
D. Job Enlargement

51. In downsizing approaches, encouragement of senior employees for leaving firm is considered as

A. buyout
B. early retirement
C. attrition
D. layoffs

52. Procedure of analyzing human capital availability and need of human resources for organization is
classified as
A. human resource planning
B. recruitment planning
C. cost planning
D. differentiation planning

53. Process of using present and past conditions for analyzing future aspects is classified as

A. forecasting
B. term analysis
C. expectations analysis
D. all of above

54. Research methods which are used to collect first hand data and information about any conducted project
are classified as

A. human resource research

B. primary research
C. secondary research
D. ternary research

55. Adjusted profits are added into employees benefits and salaries paid to calculate

A. return on operating expense

B. return on human capital investment
C. return on turnover cost
D. return on training

56. Average worker cost is divided by average level of output to calculate

A. unit output cost

B. unit labor cost
C. unit material cost
D. none of above

57. Competitive advantage in form of human capital of organization is considered as

A. strategic human resource management

B. workforce management
C. effectivity management
D. efficiency management

58. Process in which comparison of one's company outputs are made with one of best in similar industry is
classified as

A. primary ratio
B. secondary ratio
C. ternary ratio
D. benchmarking

59. Procedure of analyzing threats and opportunities of organization's environment is classified as

A. environmental influences
B. environmental economics
C. environmental planning
D. environmental scanning

60. Quantitative concept which is used to show that how much time investment will take to give benefits is
classified as
A. return on investment
B. return on public offering
C. economic value added
D. analysis of benefits

61. Hiring cost, vacancy cost and productivity loss are added into termination cost to calculate

A. turnover cost
B. volunteer turnover cost
C. hiring cost per employee
D. training cost

62. In external environmental scanning, interest rates, cycle of recessions and inflation are classified as

A. geographic influences
B. government influences
C. economic influences
D. technological advancement

63. In an organization, techniques such as downsizing, reduction in workforce and rightsizing are classified as

A. workforce realignment
B. workforce alignment
C. merger and acquisition alignment
D. all of above

64. In external environmental scanning, tax legislations, social security legislations and tax provisions are
classified as
A. geographic influences
B. government influences
C. economic influences
D. technological advancement

65. Research method which considers data that has already been published in articles, journals and books are
classified as

A. human resource research

B. primary research
C. secondary research
D. ternary research

66. System which is designed to provide useful information and employees’ data while making decisions
regarding human resource of an organization is classified as

A. benefit analysis system

B. human resource information system
C. decisional information system
D. integration HR

67. Human Resource Planning facilitates international expansion strategies.

a. True
b. False

68. Which of the following factors state the importance of the Human Resource Planning?

a. Creating highly talented personnel

b. International strategies
c. Resistance to change and move
d. All of the above

69. Which of the following option is not the factor that hinders with the human resource planning process?

a. Type and quality of forecasting information 

b. Time horizons
c. Environmental uncertainties
d. Unite the perspectives of line and staff managers

70. Which of these factors is not included in environmental scanning?

a. Political and legislative issues

b. Economic factors
c. Technological changes
d. None of the above

71. ______ is the process of estimating the quantity and quality of people required to meet future needs of
the organisation.

a. Demand forecasting
b. Supply forecasting
c. Environmental forecasting
d. None of the above

72. Which of the below given options uses brainstorming?

A. Ration Trend Analysis

B. Delphi Technique
C. Staffing projections
D. Wastage Analysis

73. Which of the forecasting technique is the fastest?

a. Work study technique

b. Flow models
c. Trend analysis
d. HR demand Forecast
74. What does the trend analysis studies for forecasting?

a. Profits and loss

b. Retirements and requirements
c. Past and future trends of workers
d. None of the above

75. ___________ is a systematic procedure for collecting, storing, maintaining, retrieving and validating data
needed by an organization about its human resources.

a. Data collection
b. Human Resource Information System
c. Management Information System
d. Maintenance of records

76. Choose the correct option, where Human Resource Information System can be used.

a. Succession planning
b. Retirement
c. Designing jobs
d. Inducting new hires

77. What techniques are used while analyzing the internal supply?

a. Inflows and outflows

b. Turnover rate
c. Conditions of work and absenteeism
d. All of the above

78. Complete the following formula to calculate turnover rate.

(Number of separations during one year / ______) X 100

a. Average number of persons X number of working days

b. Average number of working days
c. Average number of employees during the year
d. Average number of leaves

79. Which of these activities are not included in the scope of human resource management?

a. Job analysis and design

b. Motivation and communication
c. Safety and health
d. Organizational structure and design

80. HRM differs from PM both in ____ and ____

a. Definitions and functions

b. Scope and orientation
c. Functions and objectives
d. None of the above

81. __________ is the process by which employers transfer short term or peripheral work and specialized
work to another organisation that specialises in that work and can perform it more efficiently.

a. Farming out
b. Production Management
c. Compensation
d. Outsourcing

82. In which year did the term HRM emerge?

a. 1970
b. 1990
c. 1980
d. 1999

83. What is the role of a Human Capital Manager?

A. Unlearn old skills and acquire new skills

B. He or she seeks to fine-tune HR policies and practices to fir the culture
C. It is the responsibility of a centralised or a decentralised department.

a. Both A & C
b. A, B and C
c. Both A & B
d. B & C

 84. ___________ is a systematic and planned introduction of employees to their jobs, their co-workers and
the organisation.

a. Job evaluation
b. Investiture orientation
c. Orientation
d. Placement

85. Which of these is a stage while conducting formal orientation?

a. Employee is given only menial tasks that discourage job interest and company loyalty
b. Employee is overloaded with forms to complete
c. Specific orientation to the department and the job, typically given by the employee's supervisor
d. Employee's mistakes can damage the company

86. Which of the below options are the topics covered in employee orientation programme?

a. Training and education benefit

b. Relationship to other jobs
c. Disciplinary regulations
d. All of the above

87. ______ refers to the allocation of people to jobs; it includes initial assignment of new employees, and
promotion, transfer, or demotion of present employees.
a. Recruitment 
b. Placement
c. Selection
d. None of the above

88. A quantitative technique in job evaluation processes is

A. job classification
B. alternative ranking method
C. aligned reward strategy
D. point method

89. Job evaluation process, in which raters categorize jobs into groups is called

A. point method
B. job classification
C. job grading
D. aligned reward strategy

90. 'Quantitative process of job evaluation' does not include

A. classifying jobs
B. grading jobs
C. ranking jobs
D. none of above