Human Resource Management MCQs

67 MCQs (Page 1 of 7)

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Human Resource Management Subcategories

Appraisal	Career
Change	Communication
Compensation	Groups
HR Audit/Strategy	HRM – Definition
HRM – Nature	HRP
Induction	Industrial Relations
Job Analysis	Job Design
Job Evaluation	Leadership
Management thought	Motivation – Adams
Motivation – Alderfer	Motivation – Herzberg
Motivation – Maslow	Motivation – McClelland
Motivation – McGregor	Motivation – Ouchi
Motivation – Vroom	Organization
Recruitment	Selection
Separation	Training

The definition 'planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources' is attributed to:

Edwin B. Flippo
F.W. Taylor
Henri Fayol
Peter Drucker

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Which of the following is NOT a characteristic of HRM?

Continuous process
Pervasive function
Job oriented rather than people oriented
Interdisciplinary function

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The first step in Human Resource Planning is:

Analysing organizational objectives and plans
Forecasting supply of manpower
Estimating manpower gap
Recruitment

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The Delphi technique of manpower forecasting relies on:

Statistical regression of past data
Anonymous, iterative opinions of a panel of experts
Workload analysis of each department
Markov transition probabilities

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Markov analysis in HRP is primarily used to forecast:

Training needs
External labour market rates
Wage levels
Internal supply of employees through movement probabilities

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Job analysis yields two main outputs:

Job evaluation and job design
Recruitment and selection
Job description and job specification
Performance appraisal and training

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A statement of minimum acceptable qualifications, skills and traits required to perform a job is the:

Job description
Job evaluation
Job enrichment
Job specification

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Job evaluation determines:

The relative worth of jobs
The training needs of workers
The performance of employees
The qualifications of candidates

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Which job evaluation method is QUANTITATIVE?

Ranking method
Point rating method
Job grading/classification method
Paired ranking of whole jobs

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In the factor comparison method of job evaluation:

Whole jobs are ranked from highest to lowest
Jobs are slotted into predetermined grades
A few key jobs are selected and compared on common factors
Points are assigned to each employee

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