http://vi.scribd.

com/doc/101710967/Dessler-01
http://www.indiaclass.com/human-resource-management-multiple-choice-questions-
answers/

1) Which one of the following becomes a creative factor in production?
a) Land
b) Capital
c) Consumers
d) Human Resources
(Answer:- d)
2) The focus of Human Resource Management revolves around
a) Machine
b) Money
c)Men
(Answer:- c)
3) Demand for human resources and management is created by
a) Expansion of industry
(b) Shortage of labor
c) Abundance of capital
(Answer:- a)
4) Human Resource Management is primarily concerned with
a) Sales
b) Dimensions of people
(c) External environment
(Answer:- b)
5) HRM aims to maximize employees as well as organizational
(a) Effectiveness
b) Economy
c) Efficiency
(Answer:- a)
6) Human Resource Management function does not involve
a) Recruitment
b) Selection
c) Cost control
d) Training
(Answer:- c)
7) Which one is not the specific goal of human resource management?
a) Attracting applicants
b) Separating employees
c) Retaining employees
(Answer:- b)
8) To achieve goals organizations require employees
a) Control
b) Direction
c) Commitment
d) Cooperation
(Answer:- c or d)
9) Human resource management helps improve
a) Production
b) Productivity
c) Profits
d) Power
(Answer:- b)
10) Personnel management is
a) Pro-active
b) on-going
c) Routine
(Answer:- c)
11) An employee is separated from the organization by way of Lay off when
a) When he lacks skills
b) Employer could not employ the employee
c) When he commits a mistake
d) none of the above.
( Answer. b)
12) Employee violate rules of organisation as mentioned in the standing orders.
Because of which he has to leave the job is an example of
a) Forced Retirement
b) Premature Retirement
c) Compulsory Retirement
d) Voluntary Retirement
(Answer:- a)
13) Employee become disable due to disease, illness, accident in such case
Management may give him the option of retirement. This is an example of
a) Forced Retirement
b) Premature Retirement
c) Compulsory Retirement
d) Voluntary Retirement
(Answer:- b)
14) In Defence under some department after 15 yrs of service, person has to retire
from his post.
a) Forced Retirement
b) Premature Retirement
c) Compulsory Retirement
d) Voluntary Retirement
(Answer:- c)
15) To Avail Voluntary retirement Scheme the employees has to complete minimum
____ years service
a) 15 years b) 20 years c) 10 years d) 5 years
(Answer: c)
16) An employee terminated due to Alcoholism, Dishonesty or inefficiency is called
as
a) Discharge
b) dismissal
c) Suspend
d) layoff
(Answer: a)
17) Standard Performance Actual Performance = Training & Development
_____________
a) Objective
b) Drawback
c) Motive
d) Need
(Answer: d)
18) Donald Kirkpatrick was known for creating the training __________
a) Calendar
b) module
c) evaluation model
(Ans: c)
19) Which one of the following is not a part of Process of Human resource planning
a) Analyzing existing HR
b) Implementation of HR plan
c) recruitment
(Ans:- c)
20) Process of forecasting, developing & controlling human resource in an
enterprise. Is called as
a) HR Planning
b) HR Audit
c) HR Evaluation
d) HR Control
21) Inability of HR to think strategically becomes a barrier for
a) HRP
b)SHRM
C)Strategic Objectives
d) HCM
(Ans :- b)
22) Fast decisions can be taken when the organization Practices
a) SHRM
b) HRD
c) HRM
d) all of the above
(Ans :- c)
23) Which of the following is not a method of On the job Training
a) JIT
b) Job Rotation
c) Mentoring
d) Simulations
(Ans :- d)
24) Which of the following is not a method of off the job Training
a) Sensitivity
b) Seminar
c) under study
d) Conferences
(Ans :- c)
25) Seed Plot is a Latin word which means:
a) Mentoring
b) Planning
c) Seminar
d) training
(Ans :- c)
1) Which one of the following becomes a creative factor in
production?a) Land b) Capital c) Consumers d
)

Human Resources
2) People cast in the role of contributors to production are called
a) Capitalist b) Land owners c) Human Resources
d) Consumers
3) Wide range of abilities and attributes possessed by people are called asa) Management
b) Human Resources c) Entrepreneur d) Intreprenuer
4) Deployment of which resource is difficult to master
a) Human b) Land c) Capital d) Natural
5) The focus of Human Resource Management revolves arounda) Machine b) Motivation
c) Money d)Men
6) Quality- oriented organization primary concern centers arounda) Coordination b)
Communication c) Human Resources d) Discipline
7) Quality goals require alignment with
a) Production b) Human Resources
c) Finance d) Purchase
8) Demand for human resources and management is created by
a) Expansion of industry (b) Shortage of labor c) Abundance of capitald) Consumer
preferences
9) Management function arises as a result of
a) Consumer preferences (b) Abundance of capital (c) Expansion of industry
d) Shortage of labor
10) Union function arises as a result of employeesa) Problem of communication b)
Longing for belonging c) Dissatisfaction
d) Change in technology
11) Human Resource Management is primarily concerned witha) Sales b) Dimensions of
people
(c) External environment d) Cost discipline
12) Human Resource Management aims to maximize employees as well asorganizational
(a) Effectiveness b) Economy c) Efficiency d) Performativity


HRM MUTIPLE CHOICE QUESTIONS
1. According to Herzberg's Two Factor Theory, what is the role of hygienefactors?
a . t h e i r p r e s e n c e l e a d s t o f e e l i n g s o f neutrality
b . t h e i r a b s e n c e l e a d s t o f e e l i n g s o f satisfactionc . t h
e i r p r e s e n c e l e a d s t o f e e l i n g s o f satisfactiond.their absen
ce leads to feelings of neutrality
2. Where is the most common use of an In-
Basket Technique?a . I n c o m p u t e r i z e d c a r e e r p r o g r e s s i o n systemsb.I
n cross checking employee referralsc. I n Sel ect i on Pr oces s
3. Which is a system designed to achieve organizational effectiveness bysteering each
employees behavior toward the organizations mission byusing a combination of goal setting,
planning, and evaluation activities?a.behavior-based modelingb. management
account i ng
c.management by objectives
d.behavior observation method
4. What level of training needs analysis focuses on the identification of where
within a firm training is needed?a. Ki r kpat r i ck Anal ys i s
b.Task needs analysis
c.organizational analysis

True or False:
1. Layoff is Permanent Separation of employees (T)
2. Employee is eligible for PF, Gratuity, salary arrears etc in case of discharge (T)
3. Training is Specific and Development is to impart overall concept (T)
4. Education has narrow prospective where as Training has Broad Prospective (F)
5. Environmental uncertainties is one of the factors that affects HRP (T)
6. The human resource planning is done based on the organizational Plan. (T)
7. SHRM mold the human resource in such a way to attain the Individual goal. (F)
8. Perception of human assets as higher risk investment is a barrier to SHRM (T)
9. Resistance from employees is an advantage to HRP (F)
10. Headhunting is an Selection Strategy (F)

Ads by Media WatchAd Options
Ads by Media WatchAd Options
Ads by Media WatchAd Options
Ads by Media WatchAd Options
Ads by Media WatchAd Options

6 6 . _ _ _ _ _ s e t g u i d e l i n e s r e g a r d i n g h o w t h e
c o m p a n y w r i t e s i t s r e c r u i t i n g a d s , what questions its job
interviewers ask, and how it selects candidates for training programs or evaluates its
managers.a . E q u a l e m p l o y m e n t l a w s b.Occupational safety
and health
lawsc . L a b o r l a w s d . A d v e r t i s i n g r e g
u l a t i o n s e . F a i r n e s s i n E m p l o y m e n t r e g u l a t i o n s (a;
moderate; p.
17)6 7 . _ _ _ _ _ s e t g u i d e l i n e s r e g a r d i n g s a f e t y p r
a c t i c e s a t w o r k . a . E q u a l e m p l o y m e n t l a w s b
.Occupational safety and health
lawsc . L a b o r l a w s d . A d v e r t i s i n g r e g
u l a t i o n s e . F a i r n e s s i n E m p l o y m e n t r e g u l a t i o n s (b;
moderate; p.
17)6 8 . W h i c h o f t h e f o l l o w i n g H R a c t i v i t i e s m a y b
e o u t s o u r c e d t o s p e c i a l i s t service
providers?a . a d m i n i s t r a t i o n o f 4 0 1 ( k ) p e n s i o n
p l a n s b.employee assistance/ counseling
plansc . r e t i r e m e n t p l a n n i n g d . b a c k g r o u n d
c h e c k s e . a l l o f t h e a b o v e (e; moderate; p.
19)6 9 . C o m p a n i e s m a y u s e a ( n ) _ _ _ _ _ t o p r o v i d e e
m p l o y e e s w i t h a s i n g l e a c c e s s point or gateway on a companys
intranet to all human resource
information.a . d a t a b a s e b.HR
portalc . d a t a w a r e h o u s e d . A S
P e . U R L (b; easy; p. 21)
15

7 0 . A n h e u s e r - B u s c h s t r e a m l i n e d i t s a n n u a l
b e n e f i t s p a c k a g e e n r o l l m e n t s b y digitizing and aggregating the
former paper benefits reports, electronicspreadsheets, and benefit summaries and providing the materials
at a single locationon the company intranet. Anheuser-Busch is using a(n)
_____.a . d a t a b a s e b.HR
portalc . d a t a w a r e h o u s e d . c u s t o m e r
r e l a t i o n s h i p m a n a g e m e n t
s y s t e m e . o u t s o u r c i n g m o d e l (b; moderate; p. 21)True/
False7 1 . S t a f f m a n a g e r s a r e a u t h o r i z e d t o d i r e c t t h e
w o r k o f s u b o r d i n a t e s a n d a r e directly in charge of accomplishing the
organizations basic goals. (F; easy; p.
6)7 2 . H u m a n r e s o u r c e m a n a g e r s a r e g e n e r a l l y s t a f
f m a n a g e r s .
( T ; e a s y ; p . 6 ) 7 3 . S t a f f m a n a g e r s a r e a l w a y s s
o m e o n e s b o s s . ( F ; m o d e r a t e ; p . 6 ) 7 4 . I n s m a l l
o r g a n i z a t i o n s , l i n e m a n a g e r s m a y c a r r y o u t a l l
p e r s o n n e l d u t i e s without the assistance of a human resource staff. (T; moderate; p.
6)7 5 . H u m a n r e s o u r c e m a n a g e r s a s s i s t i n h i r i n g , t r a i n
i n g , e v a l u a t i n g , r e w a r d i n g , counseling, promoting, and hiring employees. (T;
easy; p.
6)7 6 . W h e n h u m a n r e s o u r c e m a n a g e r s m a k e s u r e e
m p l o y e e s c a n c o n t e s t u n f a i r practices, they are carrying out an
innovator role. (F; easy; p.
7)7 7 . T h e d i v i s i o n o f h u m a n r e s o u r c e r e s p o n s i b i l i t i e s
f o r l i n e m a n a g e r s a n d s t a f f managers varies from organization to
organization. (T; moderate; p.
7)7 8 . A s f i r m s s e e k t o k e e p c o s t s d o w n , t h e r e h a s
b e e n a s h i f t t o u s i n g m o r e traditional workers. (F; easy; p.
12)7 9 . W i t h t h e a g i n g o f i t s w o r k f o r c e , A m e r i c a
i s f a c i n g a d e m o g r a p h i c s h i f t a s significant as the massive entry of
women into the workforce that began in the1960s. (T; moderate; p.
13)8 0 . A s b a b y b o o m e r s r e t i r e f r o m t h e w o r k f o r c e ,
t h e r e w i l l b e m o r e p e o p l e entering the labor pool than leaving it. (F; easy;
p.
13)8 1 . R a t i o s a r e q u a n t i t a t i v e p e r f o r m a n c e m e a s u r e s u
s e d t o a s s e s s o p e r a t i o n s . ( F ; moderate; p.
14)8 2 . T h e H R S c o r e c a r d
i s a c o n c i s e m e a s u r e m e n t
s y s t e m w h i c h s h o w s t h e quantitative standards the firm used to measure the
effectiveness and efficiency of human resource activities. (T; moderate; p. 16)8 3 . H u m a n
r e s o u r c e m a n a g e m e n t c r e a t e s v a l u e f o r a n
o r g a n i z a t i o n b y e n g a g i n g in activities that produce the employee behaviors
the company needs to achieve itsstrategic goals. (T; moderate; p. 16)8 4 . U n l i k e o t h e r
d i v i s i o n s , s u c h a s r e s e a r c h a n d d e v e l o p m e n t ,
i n a n organization, the HR function is not evaluated on the extent to which it createsvalue for the
company. (F; easy; p.
16)8 5 . T h e a b s e n c e r a t e i s f o c u s e d o n m o r e t h a n a
n y o t h e r m e t r i c u s e d i n a n H R Scorecard. (F; easy; p. 15)
16

8 6 . H u m a n c a p i t a l R O I r e p o r t s t h e r e t u r n o n
i n v e s t m e n t r a t i o f o r e m p l o y e e s . ( T ; easy; p.
15)8 7 . T h e r e v e n u e
f a c t o r s h o w s e m p l o y e e s a s a n e x p e n s e r a t h e r
t h a n a s c a p i t a l . (F; moderate; p. 15)8 8 . T h e t i m e t o f i l l
m e t r i c i l l u s t r a t e s t h e e f f i c i e n c y o f t h e f i r m s
r e c r u i t i n g function. (T; moderate; p. 15)8 9 . T h e t r a i n i n g
i n v e s t m e n t f a c t o r m e a s u r e s t h e t o t a l
t r a i n i n g c o s t f o r a l l employees taken as a whole. (F; moderate; p.
15)9 0 . T h e a c r o n y m F T E u s e d i n m a n y o f t h e
H R m e t r i c s s t a n d s f o r f o r e i g n o r temporary employees. (F;
easy; p.
15)9 1 . T u r n o v e r r a t e a n d t u r n o v e r c o s t s c a n b o t h b
e i m p r o v e d w i t h r e t e n t i o n efforts. (T; easy; p.
15)9 2 . H R s h o u l d s e e k t o i n c r e a s e t h e w o r k e r s
c o m p e n s a t i o n c o s t p e r e m p l o y e e by eliminating such practices
as disability management. (F; moderate; p. 15)9 3 . T h e m o s t i m p o r t a n t
p r o f i c i e n c y o f t h e f o u r h i g h l i g h t e d i n t h e t e x t
f o r h u m a n resource managers is law proficiency. (F; moderate; p.
16)9 4 . E q u a l e m p l o y m e n t l a w s l a y o u t w h a t a s u p e r
v i s o r c a n a n d c a n n o t s a y a n d do when dealing with labor unions. (F;
moderate; p. 17)9 5 . T h e S a r b a n e s - O x l e y A c t i s i n t e n d e d
t o c u r b e r r o n e o u s c o r p o r a t e f i n a n c i a l reporting. (T; moderate;
p. 18)9 6 . B e c a u s e o f t h e S a r b a n e s - O x l e y A c t
, H R m a n a g e r s m u s t n o w r e v i e w a n d approve a firms
financial statements. (F; moderate; p. 18)9 7 . H u m a n r e s o u r c e m a n a g e r s
c a n c o m p l e t e p r o f e s s i o n a l c e r t i f i c a t i o n e x a m s
t o earn the SPHR or PHR certificates. (T; easy; p.
18)9 8 . A S P i s a s p e c i a l w i r e l e s s t e c h n o l o g y u s e d t o s y
n c h r o n i z e v a r i o u s e l e c t r o n i c tools like cellular phones and PCs and facilitate
employee access to employer online HR services. (F; moderate; p. 20)9 9 . E t h i c a l
i s s u e s s u c h a s w o r k p l a c e s a f e t y , s e c u r i t y o f
e m p l o y e e r e c o r d s , comparable work, and employee privacy rights are all related to
human resourcemanagement. (T; moderate; p. 18)1 0 0 . H R p o r t a l s r e p r e s e n t
a f o r m o f o u t s o u r c i n g . ( F ; m o d e r a t e ; p . 2 1 )
17